Great Power Heavy Industry: Rise

Chapter 267 New Deputy General Manager of Marketing

The open recruitment of a large number of vacant management positions led by Fu Huaquan was also completed 30 days ago.

Nearly 1 employees applied for more than [-] vacant management positions.

This of course also includes employees who are themselves managers to strive for higher positions or preferred positions.

Such a selection process cannot be completed in a short period of time by relying on manpower.

The traditional process of registration, filling in reports, preliminary review, written test, and interview is cumbersome and cannot achieve the purpose of truly selecting suitable personnel.

Beforehand, Zhong Chengcheng asked Fu Huaquan to issue a notice that the election for the management position would be completed by Yang Jian's evaluation system.

Candidates only need to report their names and the positions they want to run for.

The system will screen applicants according to the announced job requirements, and if they are equally qualified, the job will be awarded to the person with the highest score.

Everything is open and transparent, and the election results for each position will be announced. Candidates should consider carefully before signing up.

It was an epic internal campaign, loud and clear.

Half a month's registration time was given, and the election results were announced one day after the registration ended. Countless ordinary employees took up management positions, bringing hope to more employees to pursue progress.

Although nearly 10% of the employees signed up for the election, and an average of 10 people compete for a management position, there is a clear upward path after all.

As the highlight, the deputy general manager of marketing of the group, the head of the equipment department, and the head of the finance department have reached the level where hundreds of people are running for one position.

Because the vice president of marketing limited only lesbians to participate in the election, a lesbian named Jiang Shaohua stood out among more than 200 people with the highest score.

Jiang Shaohua, the former manager of the marketing department of Hongguang Optoelectronics, later reorganized the company and joined Red Star Company, and is now the deputy general manager of marketing of Fuxi Optical Brain Company.

However, Jiang Shaohua was a cadre single-handedly promoted by Shao Weimin, Fu Huaquan and others felt very headache.

Zhong Cheng learned that Jiang Shaohua did not stand by Shao Weimin's side during the referendum campaign and resignation turmoil.

Instead, they clearly supported the use of the Yang Jian evaluation system, and worked hard to maintain the normal production and operation of Fuxi Optical Brain Company during the period.

With a swipe of his pen, Zhong Cheng signed and confirmed the selection results of the vice president of marketing.

The newly selected leading cadres have taken up their posts, and under the attention of the company's senior management, the work handover has been successfully completed.

By the end of April, Red Star Company, which had completed organizational adjustments, had resumed normal operations, and went into battle lightly.

Zhong Cheng also completed the summary report on the first run of the Yang Jian evaluation system on this day, and solemnly sent it to all directors and higher-level departments.

He has no control over how the superiors will evaluate Yang Jian's evaluation system, whether or not it will be implemented, and how it will be implemented. He has already done his best.

After delivering the report, Zhong Cheng pulled himself together, stood up and went home from get off work, preparing to spend the May Day holiday with his parents.

5 month 6 day.

On the first day of work after the festival, Zhong Cheng held a high-level meeting of the company.

The meeting was resumed to seven people, and the newly appointed deputy general managers Fu Huaquan and Jiang Shaohua attended the meeting.

Most of the company's senior executives saw Jiang Shaohua for the first time, and were amazed at Jiang Shaohua's youth and beauty.

Jiang Shaohua is only 35 years old, with a slender figure, beautiful and generous, unconventional, and a capable image of a professional woman.

Her husband is an ordinary quality inspector of Fuxi Optical Brain Company. Jiang Shaohua did not use his power to promote her husband. He has a very good reputation in Fuxi Optical Brain Company.

Zhong Cheng asked the two to explain the work they are in charge of and the measures they plan to take after taking office.

Fu Huaquan was in the right place, saying that everything should be managed according to Zhong Cheng's requirements in terms of personnel and logistics.

Zhong Cheng has an important arrangement for this year's personnel work, and this is something that Fu Huaquan needs to do with all his strength.

Zhong Cheng promised to bring greater work enthusiasm to the company's employees, and the employees' efforts will be rewarded as they should.

For employees, it is impossible for everyone to have the ability to be promoted to a management position, and the company does not need so many managers.

Zhong Cheng hopes that the personnel department can classify each position and type of work, and link the employee's income with the position level.

That is to say, employees of different positions and levels do the same job with the same workload, and the remuneration they get will be different, or even several times different.

Employees at such a senior job level may earn more than some middle managers.

This gives ordinary employees another promotion channel, and senior employees will also be respected.

Fu Huaquan gave a detailed introduction on how to implement the employee position ranking system.

This is nothing new. Red Star Company used to have special classifications for some front-line jobs, such as eighth-level fitters and eighth-level lathe workers.

What the personnel department has to do now is to extend the grading standards to all jobs and incorporate them into Yang Jian's evaluation system.

Then Fu Huaquan put forward a plan to strengthen the company's corporate culture.

Due to the rapid development of Red Star Company in the past ten years, the company has expanded rapidly, and it is busy with production from top to bottom. The entertainment activities of employees within the company have not kept up and are almost at a standstill.

Fu Huaquan wants to launch a basketball league and a volleyball league within the company in the near future, and a football league next year to enrich the spare time of employees.

Now after the major adjustment of the company, there are 63 branches and the headquarters of the group, exactly 64 teams, and each unit can enhance mutual understanding through competitions.

Everyone praised Huaquan's plan and agreed unanimously.

Zhong Cheng felt ashamed. He and a group of people in the research and development institute were all keen on scientific research and had no interest in recreational activities.

So much so that his plans for the Red Star Company did not consider these sports venues at all.

Red Star Company currently has a huge site of hundreds of square kilometers, with a large number of state-of-the-art factories and office buildings.

But there is not a decent basketball court or volleyball court, let alone a football field with a larger area.

Because his body is strengthened, he can live on his laurels, but ordinary scientific researchers and employees need daily exercise.

Moreover, he doesn't like entertainment activities, which doesn't mean that the majority of cadres and masses of Red Star Company don't like them. He can't expect everyone to treat work as entertainment like him.

Zhong Cheng thought about it, and decided to set aside some of the land vacated by the merger and cancellation of a large number of branches to build sports venues.

Chen Peng took the initiative to take over this work, saying that this should be something that the trade union should be in charge of.

He promised to do a good job in the spare time activities of the employees.

After Fu Huaquan's work plan on personnel and logistics work was finished, it was Jiang Shaohua who introduced her plan for the company's marketing work.

Jiang Shaohua's explanation made everyone's eyes shine.

She pointed out that the current marketing model of Red Star Company, which only promotes and sells specific products, is too rigid and should be changed.

She believes that Red Star Company, as the largest enterprise in the world, should pay more attention to the management of corporate image, and strive to establish a positive image in the eyes of the public.

Let the brand of Red Star Company match the strength of the world's largest enterprise.

This includes measures such as forming a professional team of Red Star Company to participate in the National Professional Sports League, and actively participating in public welfare undertakings.

(End of this chapter)