Military Technology

As for the 10% of the shares, it is actually shared proportionally among several shareholders. Wu Hao owns 80% of the company's shares, so he has the largest share, and he will use 8% of the shares to establish a stock option fund.

Zhang Jun owns 10% of the shares, and he takes 1% out of it. As for Zou Xiaodong and Yang Fan, they each hold 5% of the shares, out of which they each take out 0.5%.

Take 10% of each individual's shares. This is the most fair division, and several people can accept it. Although it doesn't make much difference for them to have more or less, but after all, every point now represents a huge benefit. If the distribution is unfair, it may plant the seeds of disaster and bring hidden dangers to the future.

This time Wu Hao took out the most shares. Although it seemed a bit of a disadvantage, who gave him the most shares? Even after deducting the 8%, he still has 72% of the shares, accounting for the absolute shares of the company, which is enough to control the company absolutely.

Sure enough, after Wu Hao announced the news, the whole company was in a state of excitement. The employees were all discussing the issue of the stock option incentive fund, whether they had a share, and so on.

Many people are also calculating to see how much they can get.

However, according to the requirements, veteran employees with more than three years are eligible. Employees who have joined the company within three years have to wait until the three-year period expires, regardless of their position. Including Tong Juan, who newly joined them as the vice president of the company.

As for veteran employees with more than three years, there are different distribution methods according to their grades. For example, employees at the most basic level have incentive dividends for dry stocks, and higher-level employees have option dividends linked to positions. The stock rewards are only for middle and high-level cadres, as well as those technical talents who have made special contributions and outstanding employees of the company.

This 10% will not be distributed all at once, but will be established as a long-term stock option incentive fund.

Although it's only 10%, the profits from the annual dividends are also amazing. If the one-time distribution is over, what will the employees who will join later do?

This is indeed a shot in the arm, gradually calming down the floating hearts of the company. Moreover, the enthusiasm of the employees has also increased a lot, which can be seen with the naked eye.

This news was immediately known to the outside world, and it aroused heated discussions. Everyone was speculating and discussing how much the 10% of the shares were worth. Some say 10 billion, some say 50 billion, and some say more. It is impossible to know how much, but without exception, it has attracted a wave of hatred.

Even Lin Jianliang, director of the human resources department, is responding to him. Recently, the positions they are recruiting for have become popular again. For an ordinary position, there are hundreds or even thousands of applicants.

but,

In terms of staff and talent recruitment, under Wu Hao's instruction, the human resources department is getting tighter and tighter.

To put it simply, the conditions are getting higher and higher, and the competition for positions is fierce. Basically, the best is selected from the best. If it was just a recruitment by an ordinary large company before, it is like taking a civil servant or a postgraduate entrance examination now.

Of course, under Wu Hao's instruction, the recruitment does not depend on academic qualifications, or academic qualifications are just a reference and are not important, and it is actually not important in the overall recruitment conditions.

The same two people, one with a high degree and the other with a low degree, and if they have similar comprehensive abilities, the person with a higher degree will definitely be hired. However, if the comprehensive ability of the low-educated person is better, then the low-educated person will be favored.

In a word, it means no longer paying attention to academic qualifications. This also provides a convenient channel for those outstanding talents. As long as they have the ability, it doesn't matter if they don't have a degree.

In the R\u0026D department of the company, it is not uncommon for undergraduates to earn higher salaries than masters and doctoral students, and quite a few.

Secondly, the recruitment of relevant talents no longer only examines the theoretical knowledge of these people, but pays more attention to the practical ability of operation. Some so-called high-quality talents have a set of theoretical knowledge, but they can't do anything in real hands-on operation. Wu Hao doesn't want such a person, and such a person will only move his mouth when he comes here.

Another big change is that they, like most large companies, are more inclined to recruit fresh graduates. Even if they don't have any work experience, it is precisely the lack of experience that makes them like a blank sheet of paper and easier to be shaped.

Moreover, fresh graduates recruited directly in this way have a higher degree of recognition and loyalty to the company.

Compared with some old technicians, they are more energetic, more active in thinking, and more creative.

Of course, they will not close the window for those old technicians, or older talents to enter. As long as you have the ability, it doesn't matter if you are older. There are many technical talents over the age of 40 in the company, and many of these people hold core positions.

These people have very rich professional experience, and many of them have even been laid off by some big companies. These people have done a good job joining in, and because of their rich experience, they have brought out a large number of outstanding young talents.

It is said that the company is now in the stage of rapid development and rapid expansion, and the scale of employee recruitment should be expanded. But why Wu Hao wants to limit the flow, it is mainly related to their future working environment.

What is stuck here are mainly other positions, such as various production plants under the company. Now all intelligent unmanned production is realized, and ordinary production workers are not needed at all, or only a small part of production workers are needed.

Secondly, there are some ordinary positions in the company. Due to the application of artificial intelligence office systems, these positions are gradually disappearing.

Finally, there are some administrative positions. Why do large companies have low operation and office efficiency? It is because their departments and positions are relatively bloated and complicated, so the efficiency cannot be improved.

This is like the reason why a bloated fat man can never outrun a lean normal person. What Wu Hao has to do now is to "fitness" for it. Lose the excess fat on its body and exercise strong and powerful muscles.

Although the card is relatively tight, this does not mean that the company's personnel positions are relatively fixed, on the contrary, there is strong mobility. Although the company's system is relatively free and even a little loose, it does not mean that the company's requirements for employees will be lowered, but rather increased a lot.

If employees fail to meet the requirements, they will suspend their work and go to receive training. If they still fail to meet the requirements after training, they will be dismissed.

Wu Hao was merciless in this regard, and even laid off a group of old employees who had been with them for a long time, and was privately complained about being unkind.

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