In the next few days, Wu Hao held multiple thematic seminars with the expert group and had a very lively discussion on the application of intelligent voice technology in the military.
The focus of the discussion is still the application direction of this technology in the military, as well as its related functions and positioning.
The most common one and the most recognized one is that this intelligent voice system can indeed provide more real-time information data to combat units. And this kind of simulated real-person broadcast can greatly reduce the fatigue of combatants with complex data information.
Focus more.
As an inspection team led by the Air Force Equipment Research Institute, everyone's focus is still on the aircraft.
Through a series of discussions and demonstrations, everyone gave great recognition to this intelligent voice assistant for improving pilots’ combat effectiveness.
But even if the expert group is very optimistic about this technology, Li Weiguo cannot sign a contract with Wu Hao and others immediately. Because there are still a series of procedures to go through, and the task of the expert group this time is mainly to inspect the demonstration report, and the real decision-making power does not lie there
them.
However, judging from the successful cases of cooperation in the past, this cooperation should be a sure thing. Therefore, when Li Weiguo left, he also asked him to make relevant preparations and wait patiently for the news.
After all, launching a major scientific research project is not just a matter of words. It also requires preparations in various aspects in the early stage. Such as venue, personnel, funds, etc. Not to mention that this is a military project, and there are even more related preparations.
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Wu Hao naturally knows this, and he also needs to make relevant preparations. You must know that once this project starts, he will have to transfer key members from the current R&D team, which will inevitably affect the progress of the current project.
Therefore, he needs to take advantage of this time to make adjustments. On the one hand, he recruits and trains new technical researchers. On the other hand, he speeds up the progress of existing projects and ensures that when new projects start, these backbones can be freed to invest in new projects.
Of course, the most important thing is Wu Hao himself. If he cannot spare time to host the project, then the project will not be carried out.
These technicians have only been with him for a short period of time, and their current technical level is still very limited. Therefore, many times they are guided and controlled by Wu Hao himself, and even many key areas need to be completed by Wu Hao himself.
Since their intelligent voice assistants, or directly promoted to the follow-up research and development of previous cluster control technology, many companies have taken the idea of these technicians.
Of course, it has been successful. For example, two very outstanding technical personnel were poached from the cluster array technology research and development team.
It's just that these people's wishful thinking was in vain. Although the two people poached had been exposed to relevant technical content, they did not belong to the core technology. The core technology has always been in the hands of Wu Hao, and these two people have mastered it.
Things are just scratching the surface.
After realizing the risks in this area, what else did Wu Hao think, and Zhang Jun began to take measures. The first was the relevant confidentiality agreement. All employees who have access to the company's projects and related technical information must sign a confidentiality agreement.
Secondly, there are some important technical talents who have access to core technical information. These people have signed relevant non-competition agreements.
But in Wu Hao's view, these are of no use. Both confidentiality agreements and non-compete agreements are very limited, and compared to the technology itself, its liquidated damages are too small.
So in the final analysis, we still need to cultivate employee loyalty. To put it bluntly, it means that employees can be satisfied with the status quo and make up their mind to follow you.
This requires leaders to have strong personal charisma, but for a young boy like Wu Hao who has just graduated, there is no personal charisma.
All he can do is maintain the relationship with these people, and then conquer these people technically and personally, making them feel that they can learn things, increase their knowledge, and achieve success by following him.
The other thing is to promise and draw a big pie. Wu Hao and the others promised these people that the company will develop options and equity awards to employees who will make important contributions to the company at a certain stage in the future. This undoubtedly set up a good hope for everyone.
Compared with these, technical talents pay more attention to the realization of self-worth, that is, to reflect a sense of accomplishment.
Although Wu Hao didn't say much in this regard, employees also saw hope from the two previous technologies and his few words.
First of all, these two technologies can be said to be world-leading. Such a small company can come up with such two technologies, and its development prospects are definitely very broad.
Moreover, Wu Hao's rich and profound knowledge and super scientific research ability have indeed allowed him to gain a group of followers who are pretty good so far.
These people believe that by following him, they will be able to create more amazing achievements, and they are full of yearning for the wonderful future he describes.
Of course, these are all spiritual aspects, as well as material aspects. In order to recruit and win over these technical personnel, the company can say that the compensation it provides is very rich.
The salary that Wu Hao and others provide to technical personnel is among the highest for the same position even in megacities like Beijing, Shanghai, Guangzhou and Shenzhen.
What's more, in inland cities like Anxi, both housing prices and consumption are far lower than those in coastal megacities.
This means that with the same salary, you will enjoy completely different benefits and living standards in Anxi, which is absolutely attractive to these technical personnel.
There are also differences between technical talents, so there are corresponding levels of salary in this regard. The level of technical level, as well as the job content and position can determine the salary level of employees, which is also an incentive for technical talents to learn and progress.
Then there are the various benefits. Wu Hao and the others also referred to the corporate culture of some large companies and gave these employees a fairly relaxed office environment and various generous benefits. In order to give these people a good job
The atmosphere captivates people's hearts.
In addition to these, there is the ultimate promise, which is the future option and stock incentive plan. But this is a carrot hanging in front of everyone's mouth. Wu Hao has the final say when he can get it.
Of course, even with such generous conditions, not everyone can be kept, and there is nothing you can do to stop some people from leaving.
Therefore, when Wu Hao set up the relevant technical project team, he selected technical researchers who were stable, loyal, and performed well, and who he could trust. And those employees who performed poorly and were inconsistent were assigned to non-important positions by him.
The position is up.
Moreover, the company now has to establish a special confidentiality department, which will greatly reduce the occurrence of internal leaks in the future.
As the so-called guarding against others is important, as a company with core technology, especially a company that is watched by many people, the confidentiality and prevention work in this area must be done well, otherwise no matter how hard you try, it will be in vain.
