The wealthy entrepreneur: I want to support millions of employees!.

Chapter 856 The company has no shortage of school beauties! Reward framework! But I'm still the most important!

"She's very pretty; she's considered the school beauty!"

An Xinlei couldn't help but say some good things about Chen Zixi.

As for Su Yang's comments on Chen Zixi's figure, she selectively ignored them.

"School beauties?" Su Yang smiled and shook his head. "Spark Entertainment has no shortage of school beauties!"

He could create a girl group, and each member could become a school beauty if placed in many schools...

"Couldn't you hire one more person? It's just one person!"

“It’s not that we can’t sign her, it’s just that we don’t want to waste her time!” Su Yang said slowly. “We can sign her, but I won’t give her too many resources. She has to climb up the ladder slowly on her own merits.”

Chen Zixi's potential is indeed limited, but that doesn't mean she can't develop in the future.

Su Yang has always been quite cautious about signing artists for his company.

They often sign ordinary people who are excellent in character, ability, and potential.

Companies that invest resources in these types of people tend to develop them more quickly.

It can save the company a lot of resource costs, and it's also less likely to cause problems!

Even if they don't become super famous in the future, they can still make a living in this industry with the help of Xinghuo Entertainment, relying on their hard work and abilities.

The company can sign over a hundred or two hundred artists, but what's the point of signing so many?

There are too many artists, and they can't be given any work. Are we going to let them starve?

An Xinlei hesitated for a moment before saying, "She should be able to bring in some resources herself..."

"That's not bad!"

Su Yang nodded in agreement.

He generally welcomes those who bring their own resources!

For example, if Chen Zixi brings in resources, the artists or employees under his company can also benefit from them!
Gaining experience and earning some money or salary would be a good thing.

If Chen Zixi can bring in good projects, the company can also participate in the investment and make some money.

If she can become famous on her own, or if Su Yang can see some signs of her becoming famous, Su Yang wouldn't mind increasing his investment in her!
Some people have no acting skills, no potential... but they still manage to become famous.

The entertainment industry is really a bit mysterious; it really depends on fate!

He can see employees' abilities, potential, and moral standards, so he tends to favor these more intuitive numerical values!
"Should I talk to her about it?"

Su Yang asked with some curiosity, "But she has resources, why does she insist on joining Spark?"

"I think we're quite close!"

"Okay!" Su Yang nodded, not delving into the matter further. "Just tell her the truth: if she joins our company, we'll probably only give her a few minor supporting roles. She won't get many good resources until she shows her potential!"

"Ok!"

On Monday, Su Yang first told everyone that the headquarters would allocate 30 million yuan in bonuses this year to reward the R&D personnel and outstanding employees of various subsidiaries!
The 30 million yuan prize was a figure discussed between Su Yang and Guo Xueqin, and the general framework had been explored and produced.

The 20 million yuan will be used to reward R&D personnel, original designers, and academics, and will be increased in the future depending on the company's profitability.

Not to mention R&D personnel, R&D staff at Chuanrong Veterinary Medicine, members of the R&D departments of several subsidiaries located at Yanhu Vocational College, and designers at clothing companies are all likely to receive awards.

Even if you only design a hit clothing item or develop a hit snack flavor, you have a chance to win an award!

These awards are relatively concentrated, mainly to stimulate the desire of researchers and original designers!

The selection criteria mainly include how much profit the company can bring in the future, the difficulty of scientific research, and academic influence!
One grand prize winner will receive a reward of six million.

There are two first prize winners, each receiving a reward of four million.

There are three second-prize winners, each receiving a prize of one million.

There are five third-prize winners, each receiving a prize of 200,000 yuan.

We aim to enable the top contributors to our R&D team, or project leaders, to buy a house in a first- or second-tier city, thus mitigating their desire for money, houses, and cars! As we grow the number of subsidiaries, R&D teams, and company profits, the awards will certainly need to be revised and refined, but that's a matter for the future!
In addition, ten million will be used to reward outstanding employees of subsidiaries.

Five million will be used to reward outstanding grassroots managers, and five million will be used to reward ordinary employees!
The amount of money awarded to outstanding employees may not increase rapidly, but it will all be given to non-technical staff.

Whether you are a waiter/waitress, a factory worker, a tour guide, a lawyer, or a fitness instructor, you are eligible to win the award.

Furthermore, the number of people receiving rewards is large, and performance is not the sole metric.

Good deeds, acts of bravery, helping the company build a positive social image, and preventing significant losses for the company... all these can earn you points!

This is a reward from the company headquarters and does not overlap with other rewards from the employee's subsidiary. They can be combined!

The reward amount is not as varied as that of scientific research rewards, ranging from approximately 20,000 to 100,000 yuan.

There should be two or three hundred people who can receive the award. This is mainly used to guide values ​​and enhance the cohesion between subsidiaries and headquarters!

Starting from the service industry, Su Yang definitely wants to promote positive energy!
Seeing that Su Yang had already made the plan so perfect, all the senior executives of the subsidiaries knew that Su Yang was serious about it.

This matter was naturally unanimously approved by the senior executives... after all, the bonus was paid by headquarters!

They have no reason to object!

"Regarding outstanding employees, we'll likely rely primarily on recommendations from you management!" Su Yang gently tapped the table as a reminder. "If a recommended employee is related to a member of management in a subsidiary, that must be noted and reviewed separately when submitting the report... Understand?"

"Understood!"

All the senior executives nodded in agreement.

"The R&D team too!" Su Yang emphasized again, "If there are any people with connections in the R&D team, they must be identified, and it must be stated when they joined the R&D team..."

The group of executives immediately became alert:

"Good boss!"

"We understand, boss!"

"...Boss, it's all written down in the company's records as soon as someone with connections joins, so don't worry!"

"That's good!"

Su Yang nodded.

When a company gets big and offers good benefits, there will definitely be managers who will try to put their own people into the company.

Even a team leader might do this; it's one of the problems plaguing large companies!

Su Yang couldn't possibly recruit all the less demanding positions himself.

Many judges simply assess an individual's abilities and general moral character before approving their application.

Management intentionally conceals their family relationships with employees, which is generally impossible for an investigator to discover.

It's impossible for Su Yang to talk to each and every member of the management team individually!
However, the company has already established a fairly comprehensive system.

Internal referrals are possible, and even those with mediocre abilities can be placed in non-critical positions.

However, applicants must clearly state their kinship with the company or its subsidiaries' management when joining, and must also pass Su Yang's review.

Those who deliberately conceal what has been discovered during the investigation will be severely punished or dismissed!

Those who recommend relatives to management positions must also bear certain guarantees and joint liability.

If a relative makes a mistake, the management who recommends them will be punished, or even dismissed.

In addition, the promotion and performance evaluation of these people with connections also have a separate review process.

In addition, given the well-established internal whistleblowing and oversight systems of each holding company, it is extremely rare for management to recommend relatives for positions within the company since the implementation of the company regulations.

Perhaps many managers feel that their own future and destiny are more important than their relatives!

(End of this chapter)