Hu Wenkai did not realize that the company was so short of manpower, and the workers and sales personnel recruited in a short period of time could not integrate into the group without pre-job training, and the mess affected the normal operation of the company, and all departments responded to the shortage of skilled employees.

Hu Wenkai asked Wang Xihai to put down what he was doing, and gathered the newly recruited employees in the conference room for training during the day, mainly training the company's system, and the heads of various departments took turns to teach the work essentials of each department in the evening.

Sun Daming came to complain that the four female employees recruited were difficult to talk to customers, and they should not be expected to sell a house, which would drag down the performance of the entire department.

Hu Wenkai asked him to call Carrotta, and the four employees asked Carrotta to be in charge of all the dismissals if they could not work normally within a week, and if they passed the assessment, Carrotta would be promoted to deputy manager of Industrial Real Estate. Although Hu Wenkai is true to his words in Xingye Industrial Company, the promotion of people still needs to follow the procedures and not break the rules.

Carrotta entered the office, and he looked like a businessman and explained the situation so that she could take over as soon as possible. The only question about Carrotta's question was what the assistant manager's salary was, and when she learned that it was thirty percent more than she was now, she immediately said there was no problem. He remembered that she majored in social sciences in college, so he asked, "What do you think about the company training new employees?" Would you like to temporarily assist Wang Xihai in training employees this week? ”

"Boss, I'm very busy here, and I don't have enough manpower, so I guess I can't help."

"Carrotta. On the training day, I will add you 10 yuan a day, and I asked the staff of the furniture sales company to temporarily help with Xingye Real Estate if there is a shortage of manpower. ”

"Another $10 a day, really? I do. ”

The American chick is real, as long as the corresponding remuneration is given.

"Then you can find Wang Xihai to start working now, the time is tight enough. You can help me find Ivanov and Chen Yongcheng again. ”

"Hu Wenkai, when will I become your secretary again?" Carrotta walked out dissatisfied.

Hu Wenkai arranged for Chen Yongcheng Furniture Sales Company to help out with Xingye Real Estate for a week, and Chen Yongcheng himself was arranged to find a Shanghai designer to design advertisements and draw two large-scale advertisements about Xingye Real Estate and Double Happiness Furniture according to Hu Wenkai's conception plan.

The furniture factory is responsible for making 4 meters wide and 5 meters high wooden boards, and the painter draws a detailed picture of the vista of a villa and the internal living room on the wooden board, and writes: The dream of home, entrust with peace of mind, settle down to find Xingye Real Estate, and settle down with Double Happiness brand furniture. Boutique comes from meticulous, carefully carved and cast boutique. The bottom note addresses and telephones.

To be bright and eye-catching, two advertisements are erected at the railway station and one at the 16th pronged pier. Chen Yongcheng must be done by Friday. Ivanov was also aware of the company's shortage of manpower, so Hu Wenkai asked him to publish a local newspaper in Shanghai to recruit personnel with a background of studying in Europe and the United States to enrich the company's management, and entrusted familiar people to recruit three or four sales personnel with experience in international industrial finished trade in American newspapers.

Ivanov frowned: "Boss, there is no need to go to the United States to recruit people."

"The company's main business in the future is manufacturing, how many manufactured products do you think can be digested in China?"

"Then you don't need to go to the United States to recruit ah, the distance is far and inconvenient"

"If you know what Americans need and how to contact the American sales market, I won't go to the United States to recruit them."

"How to develop the U.S. market, you are recruited to Shanghai to work, boss"

"The United States will definitely build a branch, first recruit people to be familiar with the situation here, and then go to the United States to set up a branch with our company. First recruited to work in Shanghai for a period of time, if you don't even know the situation here, how can you sell the company's products well. Hu Wenkai explained to Ivanov

"Hehe, the boss still thinks far, the factory has not yet been built, and it is ready to be sold."

"You were hit in the head by a pig, didn't the band sawing factory and furniture factory be built?"

"What kind of products are sold in the United States? Boss it's not me who strikes you."

"You will know the strength of our company by the end of the year," Hu Wenkai didn't want to argue with him.

"Last week, I told you about the logs in the Far East and the steam hammer to the United States*, how is the situation with the small machine tools?"

"The log marshal of the Far East said that the price is one-tenth of that of Shanghai, how much is it or how much but in cash, the steam hammer can be picked up in Shanghai, and the small machine tool needs to arrive in Hong Kong in more than a month."

"Log hurry up and ship to the sea, prepare funds for cash and spot, and ask the marshal to help solve the transportation problem." Hu Wenkai knew that the situation in the Far East was not optimistic, and the resources were full of cash shortages. Isn't it very simple for the marshal to arrange for several ships to transport logs?

In the conference room, Wang Xihai and Carrotta were training employees, and more than a dozen employees were listening to Wang Xihai read out the company's system with expressionless faces. It is difficult to achieve the effect of such dogmatic training, and it seems that it is better to write the employee training plan yourself.

Back in the office, Hu Wenkai began to compile a training plan for employees of Xingye Industry based on his experience in the previous life. By gradually becoming familiar with and adapting to the organizational environment and culture, employees can clarify their role positioning, plan their career development, and continuously give full play to their talents, so as to promote the development of the enterprise. For the enterprise, the corporate values and management methods felt by the new employees during this period will directly affect the attitude, performance and behavior of the new employees in the future.

First of all, affirm the treatment and conditions for new employees, so that newcomers can put down their "hearts". Communicate face-to-face with newcomers, solve their doubts, and encourage them to identify and ask questions. It is necessary to communicate with employees on how to carry out career development planning, promotion mechanism, life and other issues.

Let employees really put their mentality flat and stable, and realize that there is no enterprise without problems, and enterprises are developed in the process of discovering and solving problems. The key is to recognize whether these problems are problems in the process of enterprise development or the problems of the mechanism itself, so that new employees can face up to internal problems and not go to extremes. You must know that no one casually changes jobs, and they are often "forced" to leave when their thoughts go to extremes and cannot be turned back.

Main training content:

1. Common sense training refers to the introduction, explanation and training of employees on the development process, corporate culture, management philosophy, organizational structure, development scale, prospect planning, product service and market conditions, business processes, relevant systems and policies and professional ethics education, so that they can fully understand and understand the enterprise, deepen their understanding and stimulate their sense of mission.

2. Professional training mainly includes: introduction of department structure, department responsibilities, management norms, training of basic professional knowledge and skills, teaching work procedures and methods, introduction of key performance indicators, etc. During this process, the head of the department explains the specific requirements of the job responsibilities to the new employee and, if necessary, demonstrates the behavior and indicates possible career directions.

3. Case study and simulation practice, explain the experience and lessons of the enterprise in business activities in the form of cases, so that new employees can master some basic principles and work requirements, and then carry out targeted simulation practice.

4. The practical operation training is mainly carried out by outstanding old employees in accordance with the company's employees' responsibility system of "passing, helping and leading", and going to the branch to follow the directional operation training, and consolidate and improve professional skills through application and practice.

5. After the training, the assessment is divided into theoretical assessment and practical assessment, which is comprehensively carried out in combination with the usual learning attitude, learning discipline and academic performance. Those who pass the assessment can take up the post, and the company will not hire those who fail to pass the make-up examination.