Digital Life (Absolut01) - Chapter 21

[twenty one.]

Lu Zhenyu first took Yingying to eat lunch at a Jinuo on Huaihai Road before going to the Jieshi base. Yingying obviously has a special preference for red things like spaghetti bolognese, but it seems that Yingying prefers to eat Lu Zhenyu’s food thing.

The decoration and wiring of the Jieshi base have been basically completed, and it can be clearly seen that some construction teams are evacuating.

However, as those who have visited this strange place in the vicinity have said, the Jieshi base is not like an office building at all, at least not like the surrounding office buildings.

Lu Zhenyu entered the first floor of Building A and saw that if it was placed in the suburbs, it should be easily mistaken for a resort or something.

Simple and comfortable architectural style, the exterior walls are all granite veneers instead of glass curtain walls that are much cheaper and more gorgeous.

What clearly shows the identity of the comprehensive office building of Jieshi Base is an obelisk cast in glass at the entrance, and the four characters of Jieshi Base are written on the inside of the glass by internal carving.

Entering the Jieshi base, Lu Zhenyu saw that the very grand hall and the front desk had been properly decorated, and this hall looked more like a fully equipped cafe.

Now, there is no one in the empty hall, and the company that has not started normal operation does not even have a front desk lady. Lu Zhenyu had to go inside by himself, and finally found Hang Ying in the office where the administrative department was hung.

The office of the administration department is the first office in the whole company to be implemented and the first to be put into use.

After all, the Administration Department has too many things to manage. In addition to the general affairs that other companies have, it is also necessary to add the management of the boundary stone base. The current boundary stone base is already a property registered under the name of the digital totem, but this promise In a big place, everyone didn’t want to hand it over to any property company for management, so they unanimously decided to establish a property management office, which was subordinate to the administration department. Naturally, this should be added to Hang Ying’s work.

Now, it is the time when the company’s business is waiting, and the staffing is not complete. As the administrative director, Hang Ying has a heavy burden.

Hang Ying, who was lying in front of the laptop, saw Lv Zhenyu walk into the office and said, “Boss, it’s so early. Peng Peng and Lao Lei went to lunch, and the people from the R&D department went to buy a computer. I’ll be back in a moment. Just now I called Chen Ning… She said she just woke up, but she will come over as soon as possible”

“I came over after class and had lunch, so don’t worry.” Lu Zhenyu replied.

When Hang Ying saw Yingying, she suddenly regained her spirits. She left her work, walked to Yingying’s side, and said, “what a lovely little sister.”

Yingying also greeted sensible: “Hello, sister. My name is Yingying.”

“It’s the daughter of a friend of mine. I have something to do with my friend in Europe, so let me take her for a few days.” Lu Zhenyu explained.

There is nothing else for Yingying to play in the current boundary stone base, so she has to continue to open the notebook and let Yingying watch the animation.

After a while, colleagues from the company came one after another, and Chen Ning arrived in time.

Today’s topic is mainly about the company’s structure, personnel system and the construction of the entire Jieshi base.

Regarding personnel, Su Yunhai has already given them a plan. Since Su Yunhai has been busy recently, he did not come to the meeting today.

In terms of personnel, we don’t have any major opinions. After all, if we want to build a company now, we must carry out a fairly large-scale recruitment. Su Yunhai has determined that half of the people with work experience and half of the fresh graduates will keep the company small. There is also no opinion on the guidelines for flattening and flattening the structure.

The main controversy is in the personnel system. Everyone has been in the workplace for several years. It should be no problem to fully accept the existing enterprise system.

However, Lu Zhenyu put forward a different idea. It is true that the modern enterprise system has established a very complete system for personnel management and personnel system. Everyone wants to be settled in their posts like screws.

As long as people with similar abilities can be found, the entire company will not be greatly affected, and everyone will be under their own work pressure.

A complete system has led to a problem, that is, there is no big difference in the treatment of people with strong ability and weak ability. In large enterprises with strict levels and many levels, this problem is not serious, because the ability is strong. People can get better treatment through continuous promotion, and the digital totem that controls the structure of the company to be relatively flat, there is no way to deal with it now.

Although Digital Totem is at least a medium-sized enterprise in terms of capital, the level of the entire company is very small. The highest is the president Lu Zhenyu, then the vice president Chen Ning, and the following are the R&D department, the marketing department, the finance department, and the marketing department. There are 5 directors of the department and the administrative department. In addition to the administration department, there is also a property management office, which has one more level. Other departments are a number of employees under a director.

And according to the so-called performance evaluation method to determine the method of income and employee performance, in fact, is not very objective.

Some people say that the performance itself is objective, and it should be objective to measure the performance of employees according to the performance, but in fact it is not so absolute.

For example, some work that is not very profitable is actually very important to the company, such as general administrative affairs, which are handled well and poorly handled, and the results are very different.

This is why an excellent administrative talent like Hang Ying is very important to the company.

Another example is research and development. In the next period of time, the company will carry out two aspects of work, one is the expansion of existing products and the development of new products, and the other is to carry out basic research to deepen the company’s technical reserves, but in terms of research and development, Fairness and justice cannot be achieved with the existing methods. How to measure the performance of basic research?

The progress of research and development is a difficult thing to say, how to measure performance?

Reconciling job imbalances purely based on salary is not a long-term solution.

Everyone quarreled about this issue for a long time, and it was only because of a joke from Lei Tao that this issue was brought to the right track.

Lei Tao jokingly said, just like playing “The Legend of Taige Desire”, UU Reading www.sonicmtl.com comment on merits according to performance.

Unexpectedly, everyone really began to imagine the possibility of this statement, and the final result was: it is worth a try.

The work of the company can be divided into two types, daily affairs and staged affairs, and the general affairs of the daily affairs can be listed one by one, as long as these requirements for completing these things are listed, it is completely OK make such an assessment.

But at the end of the discussion, this employee evaluation system is not quite like the Taige model, but a bit like taking tasks in an online game, and you can take a lot of tasks at the same time. Anyway, it must be completed by the time, and then the evaluation will be done according to the completed results.

Each task has a score, which is determined by combining difficulty and time required.

A competent employee can take on a bunch of tasks at the same time, and then, the salary will be higher, while the limited ability will take less tasks and the salary will be lower.

Of course, the department director can also directly delegate a task to a specific employee.

Although it may be a bit confusing to execute at the beginning, for example, the director who issued the task may not have a way to accurately assign the score to the task, but as long as it is executed for a period of time, once the system runs smoothly, it will become very flexible and very operational. sex.

This operating mechanism should be very able to mobilize the enthusiasm of employees, but it requires managers to have a very clear and clear planning concept, and also requires good support from the entire system.

Therefore, the first internal project of the R&D department was to establish an internal management platform, so that the company could coordinate tasks, control the progress, and strictly plan the financial process.

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[End of this Chapter]