Top of the Great Era

Chapter 3067 Human Resources Management Subsidiary

Zhang Yiming nodded, then smiled and said, "Then why don't you go to an ordinary college?"

"Go ahead!" Zhou Buqi didn't change his mind. "It's not necessary to link fresh graduates with potential. If fresh graduates from prestigious universities are linked with potential, there can be another employment structure, such as the current outsourcing method."

Zhang Yiming asked: "Two types of employment structures?"

Zhou Buqi said, "Yes, that's what I mean. It's a bit unreasonable to use outsourced employees from a third-party human resources company. Why don't we set up a human resources management company on our own? We can call it Ziweixing Human Resources Management Company or something like that and operate it independently. Its position is the same as that of the previous outsourcing company, but it is a direct subsidiary of the group. In this way, we can remove the label of outsourcing."

“Are they all regular employees?”

Zhang Yiming understood what the boss meant.

Zhou Buqi said: "Of course, they are all employees of Ziweixing. The difference is that one is directly under the headquarters, and the other is employees whose labor relations are linked to subsidiaries. We should treat them differently, but we must treat them differently appropriately, and not too blatantly. At least don't discriminate in terms of work badges, benefits, and team building. Narrow the distance between the company and employees, and try to solve some of the employment shortcomings of the outsourcing model itself. At the same time, retain the greatest flexibility advantage, and you can have more choices when recruiting on campus."

Zhang Yiming, who was sitting opposite him and eating with a plate, said, "For employees directly under the headquarters, the standard for fresh graduates is T3 or above. For employees of subsidiaries, the standard for recruitment can be lowered to T1."

"Yes, that's what I mean!" Zhou Buqi smiled. "The employment standards of the subsidiary can be formulated according to the existing model of outsourced employees, that is, the T1-T5 stage. If you want to be promoted to T6 or transfer to an M-series management position, you must be re-examined by the headquarters' human resources. After passing many assessments and transferring the personnel relationship from the subsidiary to the headquarters, you will be eligible for further promotion and transfer. He Yang said that differential treatment is meaningful, and we need to make appropriate reservations. What we need to avoid is the discomfort that may be caused by differential treatment."

Zhang Yiming said: "With the advanced relationship between the subsidiary and the headquarters, this kind of differential treatment can be minimized."

Zhou Buqi smiled and said, "Yes, that's probably the logic. There is a clear and distinct boundary between outsourced employees and regular employees, and there is a strong sense of separation. The relationship between the subsidiary and the headquarters can blur the boundary and become invisible."

If you are an outsourced employee, then everyone will know that you are an outsourced employee.

It is inevitable that there will be some tinted glasses.

Some people have strong self-esteem and may be more sensitive. They find it difficult to identify with their identity and may even have a sense of inferiority.

The subsidiary and headquarters model does not have such concerns.

They are all employees of Ziweixing.

There is no significant difference.

It is not a difference in identity, but a difference in job positioning.

Employees in the headquarters are responsible for more important, complex and difficult tasks and bear more pressure. If they want to have more rights and more promotion opportunities, they will inevitably have to bear more responsibilities and workload.

Employees with personnel relations in subsidiaries are actually outsourced employees. Their work is much easier and they can stay in their "comfort zone" for a long time. Even if you only know a very simple Vue framework, all your work will be related to Vue, which is repetitive and what you are best at. There will be no work beyond the scope.

This kind of work will be very easy. Moreover, in a project team, it is impossible to always have Vue-related work to deal with. Once there is no Vue-related work, there will be a blank period of work, and you can have a lot of rest time, and you don’t even need to work overtime. You can just go to work on the hour and leave work on the hour.

Many people like outsourced work. One important point is that the outsourced workload is often not saturated, and there is no need to take responsibility. The work is easy and you are always in your comfort zone. There is plenty of time to slack off and you don’t feel tired or exhausted.

In fact, the work distribution in a company is originally like this, which is 80% to 20%.

20% of the people do 80% of the work.

There is no doubt that these 20% of people can get the most money, the most stocks, the greatest honors, the highest titles, and the most opportunities for promotion. The remaining 80% of employees only need to do some auxiliary work and complete some supplementary and less important work.

So normally, the number of regular employees in Internet giants is much smaller than that of outsourced employees. In Ziweixing, the number of employees in the headquarters must be smaller than that of the employees in subsidiaries. There are mainly two types of employees in the headquarters: one is senior talents with outstanding abilities, and the other is fresh graduates with great potential.

As for those recent graduates with less potential, if they join Ziweixing, their personnel relations can only be transferred to subsidiaries.

In this way, Ziweixing’s campus recruitment can be promoted to more ordinary colleges and universities.

Zhou Buqi said: "Many young people don't know what outsourcing means, especially college students who lack social experience. Many newly graduated college students are full of confidence in the workplace and have the fighting spirit to join large companies. Coupled with the deception of those unscrupulous outsourcing companies, they may fall into the outsourcing arena without knowing it and join large companies as outsourced. Once the label of outsourcing is attached, it is difficult to remove it."

Zhang Yiming realized the importance and said, "It's true! College students are the core user group of Ziweixing. No matter what, Ziweixing cannot allow any hidden possibility of deception. We cannot let young college students who have just entered the society and the workplace be labeled as outsourced just to join Ziweixing!"

Zhou Buqi said: "In the Internet industry, employee turnover is very fast, with an average of only one year. We do not allow anyone to be labeled as an outsourcer just because they have worked at Ziweixing, especially fresh graduates. All employees working at Ziweixing are formal employees! With the title of Ziweixing formal employee, even if they leave in the future, they can rely on the halo of Ziweixing formal employees to jump to other companies to pursue good development opportunities. Instead of directly pushing them into the outsourcing arena."

Zhang Yiming said: "This is so important!"

"We don't care about other companies. Outsourcing does have great advantages and is a business innovation under the C model. We don't deny it, but we don't accept it!" Zhou Buqi always has higher requirements for himself. "We need to give every employee who has contributed to Ziweixing a beautiful identity, rather than an irresponsible outsourcing label. We hope that every employee of Ziweixing can pursue the best workplace treatment even if they leave Ziweixing. Ziweixing does not accept outsourced employees, nor will it let anyone become an outsourced employee because of Ziweixing!"

Although many people don't care about the identity of packaged food.

  But wouldn’t it be better if I had the status of a formal employee?

Many outstanding young people make some wrong choices due to their lack of experience when they first enter the workplace. When they encounter difficulties in the workplace, they plan to join an outsourcing company first to make a transition. Later, through personal efforts, they can take off the hat of outsourcing.

  But the reality in the workplace is that once you enter the outsourcing world, it is very difficult to get out!

It’s not easy to make the transition through outsourcing!

Ziweixing can provide such a platform.

If you want to make a transition, you don’t need to join those outsourcing companies. Ziweixing’s human resources subsidiary can provide transition opportunities, and the transition can be as a formal employee, which can greatly reduce the career detours of many young people.

Even though he failed to transfer his labor relationship to the headquarters at Ziweixing and could not take over many important tasks, he could still rely on his status as a formal employee of Ziweixing to switch to other Internet companies and engage in more important jobs with development potential.

Doing good things is always the greatest kindness.