Military industrial hegemony

Chapter 1037 Flaws in talent strategy

Everyone was not polite at the meal this time, but because the old people ate less, the old man and Mr. Cao didn't eat much.Instead, it was Jiang Chen, who was really hungry. He ate two plates of dumplings and several buns, and finally hiccupped.And under the influence of Jiang Chen's good appetite, everyone ate a lot more.And the old man even teased Jiang Chen to everyone, saying that he hasn't eaten so much in a long time, it seems that this good appetite is also contagious.

"Hahahaha,,," the crowd burst into laughter.And Jiang Chen naturally laughed too, although the old man was joking with him, but from the tone of his voice, it could be seen that the old man loved him, so Jiang Chen didn't care.Besides, these are Jiang Chen's elders, so what's the point of asking them to joke around.

After the meal, the staff replaced Jiang Chen and the others with tea, and everyone immediately chatted again.As for the foundry plan mentioned earlier, this has basically been finalized.According to the meaning of the old man's words, this plan has already been discussed in a meeting.In principle, it is supported, but if a plan is to be implemented and popularized, it must go through experimental practice to ensure that it is feasible before it can be implemented.So the above request to Jiang Chen should actually be said to be a request for this plan.Originally, I wanted to use Shufei as a pilot unit, try it out for one year first, and then decide whether to popularize it or not based on the results after one year.As for Jiang Chen's proposal to establish a special production base, the top management basically agreed to this.But the higher-ups hope that Jiang Chen and the others can proceed slowly and steadily, instead of rushing forward.Jiang Chen also understood the worries of the above, but he was afraid that Jiang Chen and the others were eager for quick success.After all, such a good situation has been achieved with great difficulty, and it cannot be broken just because of a mistake.

Of course, Jiang Chen naturally knows the role of this production base and its future development prospects.In his view, as long as our domestic demographic dividend is still there, then this production base will not decline.Even if the demographic dividend passes, with the use of automated production and industrial robots, it can also replace labor with rising costs.Moreover, the main role of this production base is to face the Nanshan High-tech Industrial Experimental Zone, so it is guaranteed from the source.Of course, even though Jiang Chen had already made up his mind, he still accepted the above suggestion and proceeded slowly.The reason for this is related to the current status of their company.The first one is in terms of funds. There are currently several large projects underway, and it is really inappropriate to proceed with other large projects.

The second is to carry out supporting facilities according to the high-tech entrepreneurship pilot zone here, and take the path of common development.Otherwise, regardless of the unbalanced development of the two parties, it may cause waste of resources.At present, Nanshan has just started, so it is natural to take it step by step here.The last one is in terms of talents. Because the company has developed rapidly in the past two years, it has been under great pressure in terms of personnel, especially outstanding talents, so this has led to many job gaps that have not yet been filled.And if they come to this project suddenly, it may make the already overwhelmed talent pool worse.

Of course, there is no shortage of people in our country, but the general quality of personnel in this period is relatively low, so it is impossible to obtain high-quality talents.Therefore, Jiang Chen and his company's current sources of employees are mainly divided into three aspects.The first one is colleges and technical secondary schools. The overall quality of this kind of personnel is relatively high, and they are quick to accept new things. Everyone in the company likes them very much.But the number of such personnel is relatively small, and there are not many college graduates who are willing to come to private companies like Jiang Chen and the others every year.Although the past two years have been on the rise, there is still a huge gap in the company's demand for such talents.

The second category is the company's direct recruitment. This is mainly for those outstanding young men and women in the society, as well as outstanding soldiers who have professionally retired from the army.This kind of personnel is mainly in the technical positions of grass-roots production, and the number of recruits is relatively large.However, most of these personnel cannot directly enter the work when they are recruited. The company needs to organize them to undergo two to three months of training before they can enter the post practice.After half a year to a year, you can become a full-time employee.Of course, there are special things in it, such as the technical backbones specially hired by Jiang Chen and the others, as well as experts, scholars and professors, etc.These are introduced through special channels, and the treatment is naturally different.

The third one is specialized training. Jiang Chen and the others have cooperated with several technical secondary schools, junior colleges and even universities to help companies attract and train talents by setting up special training classes.Of course, there is another form, that is the student fund established by the company.The company pays to help those students who are struggling to go to school. After graduation, these students need to work in Jiang Chen's company for a certain number of years.This can be regarded as a kind of charity activity, and it can also be regarded as a talent training plan.By last year, the first batch of students sponsored by this fund had successfully graduated, and most of them fulfilled the agreement and returned to work in the company.

But there are also a small number of people who did not perform the agreement, and Jiang Chen also instructed the company's human resources department to cooperate with lawyers to deal with these personnel for breach of contract.In addition to facing high liquidated damages, these people also have to bear corresponding costs. For example, these people in China will have an extra record of dishonesty in their files.For those who are abroad, the company will also send a letter to their employer and several mutual assistance platforms to explain the reason, and hire a lawyer abroad to take charge of this matter.In fact, for Jiang Chen, he doesn't care about the money at all. What he cares about is integrity and the binding force of this agreement.If severe punishment is not imposed, then this charity plan and talent training plan will likely be aborted.Jiang Chen also wanted to tell these people a truth through this matter, people should be responsible for their actions, since you made a choice, then you have to bear the price of your choice.

Of course, even with multiple roles, in the face of the current high-speed development company, the talent pool is still not ideal.So this year, one of Jiang Chen's important tasks is to increase investment in this area, strengthen the work in this area, and try to plug the gap in this area.Moreover, it is necessary to come up with a talent training reserve plan that can be implemented in a long-lasting manner.Jiang Chen is very clear that the development potential of a company does not lie in its market or products, but in its talents. Talents are the core element for a company to grow bigger and stronger.

　Sorry, there was something to do last night, and there was no code word update.Hey,,,, there are so many things to do during the Chinese New Year!
　　
　
(End of this chapter)