As for the 10% of the shares, they are actually divided proportionally among several shareholders. Wu Hao owns 80% of the company's shares, so he contributes the most, and he will contribute 8%.
Shares come out to establish a share option fund.
Zhang Jun owns 10% of the shares, and he contributed 1% of it. As for Zou Xiaodong and Yang Fan, they each hold 5% of the shares, and each of them contributed 0.5%.
Each person should give 10% of the shares they hold. This is the most fair division and can be accepted by several people. Although a little more or a little less does not make much difference to them, after all, every point now represents
There are huge benefits. If the distribution is unfair, it may sow the seeds of disaster and bring hidden dangers to the future.
Wu Hao took out the most shares this time. Although it seems to be a bit of a disadvantage, who has the most shares? Even after deducting the 8%, he still has 72% of the shares, accounting for an absolute share of the company.
Shares are enough to have absolute control over the company.
Sure enough, after Wu Hao announced the news, the entire company was in a state of excitement. Employees were discussing the stock option incentive fund, whether they would be eligible for it, and so on.
Many people are also calculating to see how much they can get.
However, according to the requirements, only veteran employees with more than three years of experience are eligible. Employees who have joined the company within three years must wait for the expiration of three years. This applies to all positions, including Tong Juan, who has recently joined them as the company's vice president.
Old employees who are more than three years old have different distribution methods according to their levels. For example, the most junior employees have incentive stock dividends, and those at higher levels have option dividends linked to their positions. The stock awards are only for middle- and senior-level cadres, and
Those technical talents who have made special contributions and outstanding employees of the company, etc.
This 10% will not be distributed all at once, but will be established as a long-term share option incentive fund.
Although it is only 10%, the profit distributed every year is also very amazing. If it is all distributed at once, what will the employees who join later do?
This is indeed a shot in the arm, which has gradually stabilized some of the floating hearts within the company. Moreover, the enthusiasm of employees has also improved a lot, which is visible to the naked eye.
This news was immediately known to the outside world and aroused heated discussions. Everyone was speculating and discussing how much the 10% of the shares were worth. Some said it was 10 billion, some said 50 billion, and some said more.
The exact number is unknown, but without exception it has attracted a wave of hatred.
Even Lin Jianliang, the director of the human resources department, told him that the positions they are recruiting have become popular again recently. For an ordinary position, there are hundreds or even thousands of applicants.
However, in terms of employee and talent recruitment, under Wu Hao's instruction, the human resources department has become increasingly tight.
To put it simply, the conditions are getting higher and higher, the competition for positions is fierce, and the best are basically selected. If it was just recruitment by ordinary large companies before, now it is like taking the civil service examination or the postgraduate entrance examination.
Of course, under Wu Hao's instruction, recruitment does not depend on academic qualifications. In other words, academic qualifications are just a reference and are not important. It is not important in the entire recruitment conditions.
For the same two people, one with a high degree of education and the other with a low degree of education, if their comprehensive abilities are equal, the person with the higher degree of education will definitely be hired. But if the person with the lower degree of education has better comprehensive abilities, then the person with the lower degree of education will be favored.
In a word, it means no longer paying attention to academic qualifications. This also provides a convenient channel for those outstanding talents. As long as they have the ability, it doesn't matter if they don't have academic qualifications.
In the company's R&D department, it is not uncommon for undergraduates to earn higher salaries than master's and doctoral students, and many of them.
Secondly, the relevant talent recruitment no longer only examines the theoretical knowledge of these people, but pays more attention to the practical operation ability. Some so-called high-quality talents have theoretical knowledge in one set, but they are unable to do anything in real hands-on operation.
No. Wu Hao doesn't want such a person. Such a person will only talk when he comes.
Another big change is that, like most large companies, they are more inclined to recruit fresh graduates. Even if they have no work experience, it is their lack of experience that makes them like a blank piece of paper.
, easier to shape.
Moreover, fresh graduates recruited directly in this way have higher recognition of the company and greater loyalty.
Compared with some old technicians, they are more energetic, more active in thinking, and more creative.
Of course, they will not close the window for the entry of old technical personnel, or older talents. As long as they are capable, it does not matter if they are older. There are many technical talents over forty years old in the company, and there are many of them.
All hold core positions.
These people have very rich professional experience, and many of them have even been laid off by some large companies. These people have done well when they joined, and because of their rich experience, they have brought out a large number of outstanding young talents.
.
It is said that the company is now in a stage of rapid development and rapid expansion, and employee recruitment should be expanded. But why Wu Hao wants to limit the current flow, this is mainly related to their future working environment.
What is stuck here are mainly other positions, such as various production plants under the company. Now all of them have realized intelligent unmanned production, and ordinary production workers are not needed at all, or only a small number of production workers are needed.
Secondly, there are some ordinary positions in the company. Due to the application of artificial intelligence office systems, these positions are gradually disappearing.
Finally, there are some administrative positions. Why the operation and office efficiency of large companies are low is because their departments and positions are relatively bloated and complex, so the efficiency cannot be improved.
This is just like the reason why a bloated fat man can never outrun a lean normal person. What Wu Hao has to do now is to 'fit' him. Lose the excess fat on his body and build strong and powerful muscles.
Although the company's system is relatively tight, it does not mean that the company's personnel positions are relatively fixed. On the contrary, there is strong mobility. Although the company's system is relatively free and even a little loose, it does not mean that the company's requirements for employees are not strict.
It will decrease, but it will increase a lot.
If employees fail to meet the requirements, they will be suspended from work to receive training. If they still fail to meet the requirements after training, they will be fired.
Wu Hao was merciless in this regard and even laid off a group of old employees who had been with them for a long time. They were privately complained that they were unkind.
