At the end of each year, the bosses are most concerned about how much money the company is making.

What employees are most concerned about is how much year-end bonus the company will pay.

In 2001, most companies actually did not have any year-end bonuses.

The attractiveness of Nanshan can continue to increase, which is closely related to its generous year-end bonus and not bad salary.

The turnover target and profit target in 2001 were met, and Cao Yang's previous commitments naturally counted.

When wages were paid in January this year, all Nanshan employees could get a year-end bonus equivalent to 5 months' basic salary.

Although the basic salary of most people is not very high, it is definitely a very impactful thing to get a five-month bonus at once.

Invisibly, the cohesion of Nanshan's employees has risen to a higher level.

Especially the college students who only joined the company in July this year, although they only got half of the year-end bonus, they also had about 5,000 yuan.

This allows them to go home for the New Year, and they can also go back in style.

Even this year, 5,000 yuan can buy a house of two or three square meters.

However, Liu Youmei, as the head of the Personnel and General Affairs Department, felt that she needed to have a good chat with Cao Yang.

"After our Nanshan Industrial Park was put into operation, the number of workers has increased significantly, and now the number of employees in the company has exceeded 2,000."

"And as our production line shifts from single-shift production to double-shift production, or even three-shift production, the number of our workers will increase rapidly."

"We don't have to wait until the end of 2002 for the number of employees to exceed 3,000 and 5,000 in succession."

"After the completion of the second phase of the industrial park project, it is even more likely to break through the 10,000 mark."

"With so many employees, the expenditure on salary and benefits will be more and more, and it will slowly become a burden for the company."

"In particular, you have promised everyone that the salary will increase by 10% every year, and this is not counting the salary increase for promotion and performance appraisal."

"Considering the ever-increasing bonuses every year, in a few years, Nanshan's labor costs will exceed those of most private enterprises and state-owned enterprises, and will be close to those foreign companies."

"I think it's necessary to take precautions and design a more reasonable salary system and employment system."

Liu Youmei also worked in a large company before and was introduced to Cao Yang by Xiang Changle's wife.

After a brief interview, Cao Yang let her join.

The scale of Nanshan is getting bigger and bigger, and now it really needs some people who have worked in large factories to come and help sort out the work process and management system.

Cao Yang did not have the experience of managing such a large enterprise in his previous life, so he was also very self-aware.

Grasping the direction of the company's development is his forte.

Some specific management needs to be handed over to various professionals.

Even for the R&D center, in addition to "guiding" and "sharing weal and woe" every once in a while, many of the work is promoted by the company's employees.

"Nanshan really needs a sustainable salary system and personnel training system of its own, do you have any suggestions?"

Cao Yang selectively ignored the first half of Liu Youmei's words, and instead focused on the last sentence.

However, Liu Youmei felt that this was a good opportunity to show her value to Cao Yang, and she was still explaining around the first half of the paragraph.

"Mr. Cao, I have a way to drastically reduce the salary cost for the company."

"First, the basic salary of workers in the production workshop has been halved and overtime has been doubled. The same efficiency and exceedance can save half of the payroll expenses. ”

"Second, when using labor dispatch workers, you only need to pay the labor company, and they will solve all the rest of the things, even saving five insurances and one housing fund."

"Third, we will outsource part of our business and don't have to do everything ourselves."

"Fourth ......"

Without waiting for Liu Youmei to finish speaking, Cao Yang couldn't help but interrupt her words and said: "Nanshan needs to save costs, but we are saving based on technological innovation and progress, not deducting employee benefits, which is not Nanshan's culture." ”

"Liu, we need an incentive compensation system to let employees see their future."

"You also know that there have always been technicians from companies out there who are trying to dig up Nanshan."

"We must let them have enough income to support their own lives to settle down and engage in research and development."

"We can even consider another way to change qualifications in addition to the rise in management positions, so that more ordinary employees can always have the opportunity to increase their salaries."

"For example, for R&D personnel, there can be various levels such as assistant engineer, engineer, deputy chief engineer, chief engineer and senior chief engineer."

"Even if it is an ordinary employee, through hard work, he will have the opportunity to get the same salary as the section chief or head of the department."

"As for the adjustment of labor and basic salary, the basic adjustment of five insurances and one housing fund, we do not consider using them in Nanshan."

"As long as the people who work in Nanshan, even the security guards at the gate, they are all regular employees of the company."

In his previous life, Cao Yang fully saw the disgusting aspects of laborers and expatriates.

If you just want to make money by guarding a small factory, then you must be how to save money.

However, if Nanshan wants to become the first parts company in China and even the world, it must not be able to do so.

Have you heard about Bosch's use of temporary workers in Germany?

Does DENSO have regular employees in Toei?

Maybe in the future, this may happen.

That's certainly not at this stage.

"Mr. Cao, it's no wonder that the company's employees have such a strong sense of belonging, and it is inseparable from your attitude."

Liu Youmei smiled a little embarrassed.

I wanted to shoot the horse's ass, but I didn't expect to shoot the horse's leg.

The private entrepreneurs she came into contact with before were all trying to make a fuss about workers' salaries.

The lower the basic salary, the better, and the social security and provident fund contribution base is eager to pay according to the minimum wage standard.

They don't even want to pay these benefits to their employees at all.

Unexpectedly, when he arrived in Nanshan, Cao Yang was more disciplined than foreign companies.

It's really rare.

"Liu Buling has not been in the company for a long time, and I will slowly realize the difference between Nanshan and other companies."

"We are a company that relies on technology to get bills, which is what I often say."

"In order for Nanshan to remain technically competitive, the salary must be attractive."

"You can't ask the horses to run again, and you won't be given grazing."

"That's not realistic."

Cao Yang knew that Liu Youmei was kind, so after reminding him a few words, he didn't take this matter to heart.

(End of chapter)