Chen Ruohan has been a senior consultant to Jianglin Group since he was a member of Jianglin Group.

After class every day, I spend more than half of my time in Jianglin Group Building.

She first conducted in-depth research on Jianglin Network Company.

Then further conduct extended research on Jianglin Entertainment Company and Jianglin Catering Company.

During this period, Chen Jianghe and Shen Ruohan also underwent in-depth discussions.

Jianglin Group will accelerate its expansion in the Internet, entertainment and catering business after the Spring Festival.

As more and more people become employees of Jianglin Group.

Some people even directly use equity acquisitions.

Forced to become a part of Jianglin Group.

In this way, how to shape the unique "corporate culture" of Jianglin Group.

Let every employee have a sense of identity and pride as a "Jianglin".

This has become the most difficult problem that needs to be solved urgently in front of the entire Jianglin Group.

In the office.

Chen Ruohan took out a drafted enterprise management plan and handed it to Chen Jianghe.

This is also a preliminary human resource management framework she has produced through research over the past few days.

"Develop a human resource assessment system to collect, feedback, track the work performance and position information of all employees, and eliminate the ambiguity and uncertainty in traditional human assessments."

"In combination with the data in the assessment system, a 360-degree assessment is conducted every six months. The superior department evaluates the work of employees within six months based on the feedback, self-evaluation and employee's usual performance, and determines whether employees receive rewards or promotions."

"For employees whose assessment and evaluation are below the standard line, timely discover problems and correct them. For outstanding employees with the highest assessment scores, the salary level and promotion positions will be improved according to the situation."

...

After reading this set of human resources management plans produced by Chen Ruohan.

Chen Jianghe couldn't help but feel a lot of emotion in his heart.

Sure enough, professional things should be left to professionals.

As a boss, he, in addition to raising wages and paying bonuses for employees, could not think of any clever tricks.

If the entire group has only two or three hundred people, there will be no problem.

But once the number of people soars to a few thousand or even tens of thousands of people.

If all employees cannot be assessed and evaluated in a scientific and systematic way.

Then the "slut" employees cannot make effective distinctions between excellent employees.

Let lazy people not be punished, and the excellent people not be rewarded.

Such a large company will soon become inefficient and overly in the process.

Eventually, it will be a one-step distance that leads to losses or even bankruptcy.

"Student Chen, I will create a detailed framework description as soon as possible for this human resources assessment system."

Chen Ruohan still habitually called Chen Jianghe "Class Chen".

In fact, since Chen Ruohan became a senior consultant to Jianglin Group.

Chen Jianghe rarely appears on the campus of Yanjing University.

I occasionally go there once or twice and drive along the way to pick up Chen Ruohan to the company.

Chen Ruohan had already figured it out.

From the beginning, I was the "prey" of the man in front of me.

But Chen Jianghe really covered up very well.

It even made Chen Ruohan feel that he was a hunter and the other party was a prey.

"The human resource assessment system is a rigid enterprise management method."

Chen Ruohan took out the corporate culture plan he had drafted and handed it to Chen Jianghe: "What can truly make employees feel identity and mission is the unique charm and culture of a company."

She paused for a moment and told Chen Jianghe.

"I think our Jianglin Group should uphold three core values: fairness, transparency and development."

"In terms of assignment, the company department manager should be good at exploring and leveraging the advantages of each employee, giving employees full freedom in the professional field, and giving employees a strong sense of ownership, rather than simply obeying whom."

“Encourage employees to raise questions and ‘being at the bottom’, ensuring that all employees can work in an inclusive and challenging environment, allowing everyone to work well at any stage of their life.”

"Support employees to change jobs, especially for employees who perform poorly in their own positions, encourage them to try different positions instead of simply and roughly 'lack layoffs', so that every employee can feel a sense of belonging and identity to the company with the "home"."

...

Chen Jianghe was watching the corporate culture plan while listening to Chen Ruohan’s explanation.

He was completely immersed in it.

Try to understand the profound meaning contained in every sentence expressed by the other person.

Compared with other online companies in the same industry, the disadvantages of "eating youth" are the ones.

Be able to become an employee of Jianglin Group.

You can do this job steadily as a lifelong career.

The company is no longer a simple place to "get salary".

Instead, it became a "big family" formed by all employees.

Every employee is the "ownership" of this "big family".

Don't worry about your shortcomings being stared at infinitely magnified.

As long as you can play your best abilities, you can gain a foothold.

And you don’t have to worry about being “optimized” and “laid off” by the company as you get older.

Each employee can find a job that suits him or her at different ages.

If you are not adapted to your current job, you can also rotate to other jobs.

In short, as long as you can enter this "big family".

Everyone is the identity of "family".

As long as you don’t give up on yourself, you will never be abandoned by your “family”.

“I like this corporate culture plan very much.”

Chen Jianghe pondered for a long time, and finally couldn't help expressing his inner feelings: "Teacher Shen, I sincerely thank you."

Chen Ruohan smiled faintly and said, "Since I am also a member of Jianglin Group, we will be our closest friends in the future. Wouldn't it be too distant to say thank you to each other?"

Chen Jianghe's eyes trembled slightly.

It seemed that my heart was touched by the other party's words.

For a moment, the atmosphere in the office became a little silent.

There was still a faint sense of indescribable embarrassment.

At this time, Chen Jianghe's cell phone ringtone suddenly rang.

It just eased the awkward atmosphere between the two people just right.

"Hello, is it Chen Jianghe, Mr. Chen?"

The voice of a middle-aged man came from the other end of the phone.

A gentle tone is mixed with some southern accent.

"I am Chen Jianghe."

Chen Jianghe seemed to have guessed the other party’s identity and said with a smile: “You are Mr. Ma from Tenglei Company, right?”

After hearing Chen Jianghe's voice, Ma Teng was stunned on the other end of the phone for several seconds.

Because he could hear that the other party was very young, that is, in his twenties.

Over the past few days, Ma Teng has long imagined Chen Jianghe as a "big boss" with hidden identity.

But he never expected that this "big boss" was actually a young man in his twenties!

When I think of myself in my twenties, I don’t know where to vent my youth hormones.

However, Chen Jianghe has become a business giant in the domestic Internet industry.

This made Ma Teng, who had always been confident in himself.

A huge psychological gap suddenly arises.

They are also young people in the era of the booming Internet development.
Chapter completed!