Sheng Huainan nodded, knowing that he understood his needs, and said, "Chen Yuan, the time is just right now, you prepare, I am going to hold campus job fairs in 211,985 schools in Jinzhou, Chang'an, Jiankang, Yangcheng and other big cities to recruit outstanding talents!" ”

"Isn't the state advocating to solve the problem of difficult and poor employment for college students?"

Chen Yuan had just arrived, she took out her notebook, nodded and said yes.

Now Shangsha Electronics has actually begun to recruit ordinary college students, but it is to hang up the information on the website of fresh graduates, and recruit some people scatteredly, and do not go to the university to do a special lecture, mainly because this group of people has no experience, and a large number of recruits are afraid that Shi Yongxin said that the administrative department is unfavorable, which seriously drags down the progress of research and development.

Now that Sheng Huainan has put it forward, she will naturally implement it conscientiously.

After all, college students are cheap, easy to use, and malleable (easy to brainwash), and the company's descendants will gradually transform into this group of people in the future.

The point is, it's easy to recruit!

"The gameplay this time is slightly different from other companies!" Sheng Huainan looked at the people who listened carefully and took notes, and continued, "I think that this recruitment should bring in other sections together to form an overall talent recruitment system, and form a regular recruitment system in the future." ”

He looked at the executives who were listening carefully, nodded, and continued.

"My plan is to divide the fresh blood of the talent echelon into three echelons!"

"The first echelon, that is, the various 985 and 211 and a very individual target universities of doctoral and master's degrees, will enter the future leadership program, this part of the people have a strong professional foundation and depth, this plan focuses on the training of the company's leadership echelon, I especially want to emphasize that our R & D team, in the future, will gradually become dominated by this group of people, we Shangsha research center, to have breadth, but also to have depth, no graduate degree, R & D ideas are not necessarily strong enough! Chen Yuan, you discuss with a few CEOs and formulate a detailed one-to-one training plan for this echelon! Sheng Huai turned his head to the south and said to Chen Yuan on the side.

"Okay, Mr. Sheng, I will take out the assistance plan and supporting system for you within 5 days!" Chen Yuan is a capable woman with short hair, she has super executive ability, likes to do things with node control, and is a female executive, Sheng Huainan is also quite easy to use.

"The second echelon is the management trainee system (MT system) at the undergraduate level, and in principle, the recruitment institutions are mainly 985 and 211. I gave it a name and it was called "Bloom"! It means that like a flower, it gradually blooms into a bright flower! In addition to some high-end talents above the manager level, I will gradually reduce the social recruitment of grassroots employees, improve the purity of employees, and after five years, in principle, the source of grassroots employees in Shangsha must be mainly recruited on campus. ”

"The third echelon, this is the special recruitment of the electronics factory and the future battery factory, which is a sector with high personnel mobility, this part will not be included in our campus recruitment plan, and it will be the same as it is now, but the administrative department needs to be adjusted, and the special recruitment team for the electronics factory and the battery factory will be stripped out, and the first and second echelon work will not be mixed together!"

"The construction of these three echelons is very important for us in Shangsha Electronics, and we can continue to add fresh talent blood in the future, and gradually cultivate their sense of identity and strong competition culture for Shangsha Electronics. . . ."

Sheng Huainan slowly added while thinking about it, and the details were gradually improved.

The executives below listened, first questioned, then pondered, and finally after careful consideration, they were all shocked by Sheng Huainan's magnificent recruitment system!

In 2006, very few companies had their own views on the construction of talent echelon, including most foreign companies!

And like Sheng Huainan, the implementation of the system is basically described as rare!

The point is, this set of stuff sounds very operational!

These things have actually been in Sheng Huainan's mind for more than a year.

In the past, the conditions were not mature, and he could only use the ready-to-use talents, but now he finally finalized the future talent plan of Shangsha Electronics based on the experience of those large Internet companies and large electronics industry companies in later generations.

He likes the wolf team, but unlike the kind of boss who only pays attention to dedication, he will give these fresh graduates a very competitive income!

For example, if someone is only willing to give 2,000-3,000 yuan/month for a financial post in one of the functional departments, then he can give 5,000 yuan/month!

As for the most critical R&D post, you can match the mid-line salary of the R&D team and give 10,000 yuan/month!

You must know that this salary, in 06 years, only foreign-funded big-name enterprises can give so high.

However, there are so many graduates, not all 985 and 211 students can enter foreign-funded big-name enterprises, Sheng Huainan is looking for such a group of people!

This treatment, together with bonuses and performance, may be higher than some of the more junior incumbents.

Are you feeling strong competitive pressure when you join the company?

That's the start of the roll!

Until this level of salary is matched.

If the level is not good, then he will be eliminated directly!

With this salary system, it is the last elimination mechanism, and the annual proportion of leadership and employee elimination rate of about 10% is not to say.

Sheng Huainan is looking forward to it, this Gu King system, can finally roll out a large 'Zhongwei' out of Shangsha electrons!

As soon as Sheng Huainan's voice fell, the scene was so quiet that even the needle could be heard.

At present, the recruitment of ordinary companies is either to directly pull the strong Ding, plug and play, or when it is time to use it, to find people at the talent recruitment meeting.

As for the student soldiers, they don't even have basic work experience, which will only reduce work efficiency, except for some large companies that will train them, who will, and who will dare to use them like this!

However, some of the people on the scene have experience working in large companies, and they know that this endogenous system just sounds very awesome, very lofty, and very advanced!

If this plan is really implemented seriously for more than five years, Shangsha Electronics will definitely slowly transform into a large company with strong internal competitiveness!

。。。。。。

JZ City, University of Electronic Science and Technology of China.

These days.

Xu Fengnian didn't have anything important.

He studied computer science and technology, almost graduated from graduate school, he didn't want to do a Ph.D., and now he is looking for a job.