The most important development direction is the large supermarket chain industry and the Internet industry. As for the other major subsidiaries, although the volume is not small, it is still inferior to Changping Supermarket Company and even Guangyu Technology Company.

If it enters several other major subsidiaries, the development within Pingyuan Group is not as promising as these two major subsidiaries.

What's more, some of the majors studied by many people present have nothing to do with Pingyu Group at all. Even if you reluctantly enter the Pingyu Group, I am afraid that you will not achieve much development.

Therefore, these members of the student union did not immediately start to think about how to enter the Pingyu Group after receiving Chen Ping's invitation, but thought about it carefully.

Regarding the choice of these people, Chen Ping did not mean to persecute them. He also knows very well that although these people can be regarded as talents, there are too many talents in this world.

In any case, the students of Jiang University, after all, are just students, even Chen Tongwei, the president of the student union, do not have any real work experience at all. Rashly asking them all to join the Pingyu Group is likely to limit the development of the other party.

Therefore, Chen Ping only made an invitation, and did not promise to give them any position on the spot, but just gave them a chance to interview.

As for whether they can pass and pass after the interview, and what kind of position they can do, it still depends on their own abilities.

For the grasp of this degree, Chen Ping has done a good job, and there is nothing to find fault with at all.

However, Chen Ping also knows very well that in any case, after these people understand the development process of Pingyu Group, they must also be tempted by Pingyu Group.

At that time, most of these people should go to Pingyu Group for interviews, and Chen Ping has already decided that for these people, as long as they are willing to enter Pingyu Group, Chen Ping will naturally vigorously win them over.

Although they will not be directly given the position of executives, these people will also be the main training direction of Pingyu Group's talent pool in the future.

For a company with an unusual development history like Pingyu Group, talent has always been the direction that Chen Ping attaches great importance to.

Because Chen Ping knows very well that the development of Pingyu Group to the present is only a short year and a half. In such a short period of time, the speed of development of Pingyu Group is extremely impressive.

But in such a rapid development process, Pingyu Group still has various shortcomings. For a long time, one of the biggest shortcomings of Pingyu Group is the talent pool within Pingyu Group.

To take the simplest example, let's talk about Changping Supermarket Company. It only took a year and a half for Changping Supermarket Company to develop from nothing at the beginning to the large-scale supermarket chain industry that is about to occupy the entire Dongjiang Province.

In such a short period of time, the demand for employees of Changping Supermarket Company has grown from a few dozen people at the beginning to tens of thousands now.

Once the fourth large-scale expansion of Changping Supermarket Company is completely completed, dozens of large supermarket stores, thousands of small convenience stores, and the entire Changping Supermarket Company will need to have as many as 15,000 employees.

This is just to maintain the normal operation of Changping Supermarket Company, and a large number of recruits are still needed in the future. Especially for middle and senior managers, there is a huge gap.

According to Chen Ping's estimates, according to the scale of Changping Supermarket Company after the completion of the fourth large-scale expansion, the demand for manpower is likely to be as high as more than 20,000.

Among these 20,000 people, there are thousands of middle and senior management personnel.

You know, as an ordinary employee of a supermarket company, there are not too many requirements, and any person can be competent after training for a period of time.

However, managers above the middle and senior levels need certain abilities. This kind of ability is not something that everyone can have.

Therefore, at present, there is a huge gap in the middle and senior management of Changping Supermarket Company. Many middle and senior managers wear many hats.

On the one hand, the work pressure is very high, and on the other hand, because of the limited energy, the situation that cannot be taken care of restricts the development of each store of Changping Supermarket Company.

To put it simply, in a large supermarket store, there are people who hold two, or even three or four department managers at the same time.

Although the employees under him may only be twenty or thirty people, several departments and different operation modes will definitely slow down their work efficiency a lot.

The slowness of work efficiency is reflected in the operation process of supermarket stores, which is very likely to affect the operational efficiency of supermarket stores, and even the profitability of supermarket stores.

And these are all problems that require a large number of talents to be supplemented.

Take the first large supermarket store of Changping Supermarket Company, Fuhua Plaza store in Anhe City, as an example. The current Fuhua Plaza store has been established for more than a year and a half.

As the first store of Changping Supermarket Company, the middle-level management of Fuhua Plaza store still has a big gap. At present, in addition to one store manager, there are only three department managers, but there are as many as seven or eight departments under his control.

Even the store manager also serves as the department manager.

Originally, according to the operation goal of the Fuhua Plaza store, it could create a profit of up to 3 million to 5 million yuan for Changping Supermarket Company every month.

However, because of the low work efficiency of various departments, the net profit that Anhe Fuhua Plaza Store can create for Changping Supermarket Company every month is only about 2 million, even at its peak, it is only about 3 million.

Among them, there is naturally a huge gap. Only after solving the vacancy of middle management can the work efficiency of various departments be further improved and the operation can be improved.

The same problem will naturally appear in most of the stores of Changping Supermarket Company. Therefore, the talent gap has always been a problem that the senior management of Changping Supermarket Company is trying to solve.

But such a problem cannot be solved in a day or two. To be able to be qualified for the position of middle-level and above managers of Changping Supermarket Company, they also need strong strength.

Such talents are not so easy to find. Reluctantly allowing people to take the position of middle management and above, not only does not improve the efficiency of various departments, but also is likely to cause certain mistakes.

Such a mistake will further reduce the operational efficiency of each supermarket store. Therefore, Chen Ping has always been very clear that Changping Supermarket Company, and even the entire Pingyu Group, are shortcomings in terms of personnel.

Even with the addition of Fengxiang headhunting company, it is not possible to solve such a problem overnight.

However, now, Pingyu Group has developed to this point, and it has gradually established a relatively complete talent training system internally.

In fact, there is a perfect system for such a talent training system in many large enterprises. There are many large enterprises, and even international enterprises, will even focus on training management trainees.

There are also different ways of training management trainees. There are even some international companies that will customize talents to major universities around the world.

They will carry out targeted training of talents according to the direction of demand for talents in their respective companies. In this process, the time, money and energy required are unimaginable to ordinary people.

At present, although Changping Supermarket Company has not achieved such a point, it has also begun to have its own unique way in the direction of talent training.

At present, Changping Supermarket Company, and even several other subsidiaries of Pingyu Group, have different training models. This training model can be divided into two aspects.

On the one hand, it is the cultivation of talents within the company. Among the major subsidiaries of Pingyu Group, there are naturally a large number of ordinary employees within the company.

It is impossible for a company to have only middle-level and above managers. Ordinary employees are always the foundation of a company.

The talent training model of Pingyu Group is first of all to train ordinary employees from several subsidiaries of Pingyu Group.

Once it is found that someone has a certain ability or potential, they will pay attention to it, conduct investigations, and even direct training.

No person's ability is innate, and everyone's ability needs to be cultivated step by step. Under the targeted training of Pingyu Group, the work experience and ability of these people can be rapidly improved.

But the problem is that Pingyu Group has only developed for a year and a half. In such a short period of time, the number of middle-level and above managers trained from ordinary employees within Pingyu Group is actually not too much.

On the other hand, Pingyu Group's recruitment efforts for talents have always been high. Because everyone knows very well that with the development speed of Pingyu Group, the demand for talents is continuous.

At least in the short term, Pingyu Group will not stop developing at all. Some ordinary group enterprises, after developing to a certain extent, although they will continue to expand their scale, but the demand for talents is not so big.

In such a situation, they naturally do not want to be too hungry for a large number of talents. Therefore, the recruitment of talents is no longer the direction that the HR departments within these group companies need to focus on.

The real focus of the HR departments of these companies has long been transformed into the management of the company's internal personnel system. But Pingyu Group is different.

The personnel department of Pingyu Group headquarters, and even the personnel departments of several subsidiaries under it, has always been the top priority of talent recruitment.

Because in the process of Pingyu Group's future development, no one can say how many talents are needed.

Even Tianyu Entertainment, which needs the least number of employees, has gradually expanded from a dozen people at the beginning to hundreds of people now in just a few months, and this kind of talent recruitment is still continuing.

After all, for Tianyu Entertainment Company, there are still many projects that need to be carried out in the future. These projects all require manpower.

Don't look at the ongoing projects of Tianyu Entertainment Company now, it doesn't seem to be too much. But everyone knows very well that with the continuous development of Tianyu Entertainment Company, the shortage of personnel will become larger and larger.