The programmer and his woman

The next day, Manager Wang walked into the company's door in high spirits. His face was filled with a smug smile, as if the whole world was under his control. He walked into the office with light and confident steps, and every step seemed to announce his victory.

"Well, did you see what happened yesterday?" Manager Wang said loudly as he entered the room, his voice full of pride and satisfaction. He looked around and saw that his colleagues were busy, so he walked to Xiaoyan's desk and continued, "I saw at first glance that there was something wrong with this person. You see, I was right. I said that this person cannot be used."

Xiao Yan quickly stood up, walked quickly to Manager Wang, flattered him and said, "Congratulations, Mr. Wang, on your promotion to the head of the Human Resources Department. You are amazing! Just your ability to recognize talent is enough for me to learn for the rest of my life."

After hearing what Xiaoyan said, Director Wang showed a smug smile on his face, but he said modestly: "Oh, it's not as exaggerated as you said, I'm just lucky."

At this time, the former supervisor just walked out of the boss's office. She was pale, with a hint of anger and unwillingness in her eyes. Director Wang saw her at a glance, and a mocking smile appeared on the corner of his mouth.

"Hey, former supervisor, why are you avoiding me?" Director Wang deliberately said loudly, "Oh, you were criticized by the boss and you are embarrassed to see me. Look at what I said, but you just didn't listen. I advise you not to get involved in areas you don't understand in the future. It would be better to focus on the business you are familiar with. Why do you have to get involved in personnel work?"

When the former supervisor heard what Director Wang said, her shoulders trembled slightly, her hands clenched into fists, and she glared at Director Wang angrily. She raised her foot angrily, and stomped the tip of her high heels hard on the ground, making a crisp and powerful sound. Then, she turned around and left angrily, leaving behind a sentence: "Humph, you're waiting for me, let's see what happens."

Director Wang, however, twisted his buttocks with disdain, imitated the original supervisor, and said in a pinched voice: "Oh, oh, oh, you still say 'let's wait and see'." After his funny performance, he tightened his face and snorted, saying: "Humph, a grasshopper in autumn."

At this time, Director Wang turned around and said to me, "Hey, Xiao Wang, does your R&D team have enough people now?"

I was stunned by his sudden question, and then I answered: "Ah, the boss has not yet assigned our R&D department any specific R&D tasks, so we don't need additional manpower for the time being."

Director Wang nodded to show his understanding, but he continued, "Although it is not needed now, it will definitely be needed in the future. I plan to assign a few artists and testers to your R&D department to prepare for emergencies."

I was slightly startled, then nodded gratefully: "Thank you very much for Mr. Wang's consideration and support. With the addition of the art and testing teams, our future research and development process will be smoother and more efficient."

Director Wang smiled and patted my shoulder. He said firmly, "Your R&D team is now the core strength of our company. We must fully support you. These artists and testers are the elites of the company. They are experienced and skilled. Considering that the company's original business has been suspended and they have relatively few tasks there, I decided to transfer them to your team in advance. In this way, you can have more time to familiarize yourself with the team and get used to it, and prepare for future R&D projects in advance."

After Director Wang made the decision to transfer personnel, I pondered for a while and realized that this decision might not only be out of support for our R&D team. Such a transfer seems to be intended to weaken the power of the original director. Once these artists and testers are transferred over, the department of the original director may become relatively weak, almost "lone commander".

However, when these art colleagues actually joined our team, I gradually discovered that although they had previously focused on mobile content provision and had rich drawing experience, they knew very little about the image specifications used on mobile phones. This knowledge gap will undoubtedly bring considerable challenges and obstacles to our future development work.

In order to solve this problem, I realized that we need to organize relevant training and learning activities as soon as possible to help these art colleagues understand and master the usage standards of mobile phone pictures. Only in this way can we ensure that they can accurately provide us with pictures that meet the requirements in subsequent work, so as to ensure the smooth progress of the project.

However, I am particularly pleased that the testing department has prepared a wide range of testing equipment for us, including all the major brands and models on the market, such as Samsung, Sony Ericsson, Nokia, Motorola, and HTC.

I took the HTC phone and saw that it was equipped with Windows Mobile operating system. I had studied this system before, but never had the opportunity to experience it on a real device. Now that the time and equipment are ready, I decided to take this opportunity to explore its technical details in depth.

In recent years, Symbian system has become the standard configuration of smart phones, and its market share was once very high. However, Microsoft also took a fancy to this market and launched Windows Mobile operating system, intending to get a piece of the pie. At that time, HTC was one of the main brands using Windows Mobile system on the market, and its products were positioned in the high-end business market.

In addition, brands such as Samsung, Sony Ericsson, and Dopod have also launched several mobile phones equipped with Windows Mobile. However, personally, I think the experience of this system on mobile phones is not ideal. It relies too much on the design style of the PC version of Windows, and interface elements such as buttons and input boxes are relatively small, making it difficult to operate accurately with fingers, so many mobile phones are equipped with styluses.

Despite such shortcomings, Windows Mobile still occupied a place in the market with its powerful functions and Microsoft's brand effect. The market structure at that time gradually changed from Symbian's dominance to Symbian, Windows Mobile and knockoffs. Domestic knockoff brands such as Tianyu, CECT, Jinpeng, Amoi, Bird, LeTV, Gionee, etc. also emerged like mushrooms after rain, most of which used MediaTek's customized system for non-smart phones.

With so many brands and operating systems, writing programs for mobile devices has become quite complicated. After research, it was found that the compatibility of these mobile phones is acceptable when developing games, but there are frequent problems when developing applications. Many controls that run well on the simulator do not work properly on real devices. This problem is particularly prominent in knockoff phones.

My boss once told me that I was responsible for the adaptation and transplantation of mobile phone software. I understand that this is actually his term in the context of value-added service business, and for software service providers, this positioning is not entirely accurate. But since I have assumed this responsibility, I decided to start with solving the adaptation problem of mobile phone applications of different brands and models, laying a solid foundation for the company's software development work.

Just as I was concentrating on the technical problems of mobile software development, the office door was suddenly pushed open and the former supervisor walked in angrily. He glanced at me, showed a dissatisfied expression on his face, and asked loudly: "Xiao Wang, what's going on? Why are all my people running to your place?"

I was confused by this sudden question. It took me a few seconds to come to my senses and I replied, "Ah? What's going on? I don't know what you are talking about."

Seeing my bewildered look, the former supervisor became even more furious and continued to question, "My people, my art and testing team, why are they here with you?"

It suddenly dawned on me that they were talking about the personnel transfer that Director Wang mentioned earlier. I explained, "Oh, this was arranged by Director Wang. He took into account the current task requirements of our R&D department, so he decided to transfer some personnel from other departments."

When the former supervisor heard that it was Director Wang's decision, his face became even uglier. He stomped his feet in anger, turned around and stormed out of the office.

Not long after, a fierce argument broke out in the HR department's office again. I vaguely heard the former supervisor angrily questioning Director Wang: "Did you transfer my people to other departments?"

Director Wang's voice sounded relatively calm. He responded, "Hey, stop yelling. Why are you yelling so loudly? I can hear you. Your department doesn't have much business to begin with. Why do you need so many people? Besides, I asked my superiors for the personnel transfer. It's not my own decision."

The former supervisor obviously could not accept such an explanation. He angrily retorted: "You have transferred all the people away. Who will do my job?"

Director Wang replied nonchalantly, "Don't you just issue authorization letters occasionally? You can do it yourself."

The original supervisor was so angry that he was speechless. He pointed at the HR manager angrily, said "you" several times, and then angrily said that he would go to the boss to seek justice.

But not long after, the former supervisor came out of the boss' office with an even uglier look on his face. He walked out of the company door angrily, obviously having been scolded by his boss.

Colleagues in the office began to talk among themselves. One colleague asked quietly, "What's going on? What happened just now?"

Another colleague replied: "I don't know. I just heard them arguing about quitting their jobs."

Another colleague interrupted and said, "Did you hear that clearly? Is the original supervisor really quitting?"

The office was filled with a heavy and depressing atmosphere, as if a storm was about to come. Everyone's face showed alertness and uneasiness, and they secretly wondered what this sudden change meant. Since Director Yuan left sadly, the entire company was like a lake with a huge rock thrown into it, stirring up thousands of waves.

Since the moment the original manager left, the competition pattern within the company has undergone subtle changes. The original situation of "two heroes competing for hegemony" consisting of two equally powerful and capable company managers has evolved into a new situation of one dominant company after a series of power reshuffles and strategic adjustments.

Director Wang is the biggest winner in this transformation. As the company's recruitment work gets on track, more and more outstanding talents are pouring in, injecting new vitality into the company's development.

At the same time, the human resources department also added a few new faces. Director Wang issued assessment indicators to everyone in the human resources department. At the end of the month, the recruitment number and quality data of all human resources department employees must be reviewed. Xiaoyan should be considered as Director Wang’s confidant, but she was not exempted in this assessment. The director emphasized that the last-in-first-out system should be implemented this time.

This system also invisibly spurred all members of the HR department to take positive action, so that the company could recruit team members as quickly as possible. However, the depth of the HR department was beyond my imagination. The HR director had other intentions for this arrangement. Some time ago, Xiaoyan and Director Wang jointly planned an elaborate chess game and successfully squeezed the original supervisor out of the company. With this victory, Manager Wang was successfully promoted to the new HR director, holding great power and unlimited glory.

However, behind this victory, Xiaoyan's participation has become a shadow that the HR director cannot get rid of. The HR director is always wary of her, worried that she will leak the secrets of the past and threaten his position.

Since Xiaoyan had just joined the company and had not yet completed her probation period, this gave the HR director a great opportunity. He knew that in order to get Xiaoyan to resign voluntarily, he had to cleverly design a trap to prevent her from becoming a regular employee. So this collective assessment of the HR department was undoubtedly the best opportunity.

Among the many recruiting departments, he assigned Xiaoyan to the technical department, which was the most difficult to recruit. Recruiting in the technical department was challenging in itself, and the project director was often away on business, and he played a decisive role in personnel selection, which made the recruitment process even more difficult. Although Xiaoyan made great efforts, her recruitment results were not ideal due to the numerous difficulties and tight time pressure.

At the regularization review meeting at the end of the month, the HR director listed the performance of all HR department employees. Xiaoyan was eliminated at the end without any suspense. The HR director also pointed out Xiaoyan's shortcomings in her work and hinted that she was not suitable to stay in the HR department. Although Xiaoyan was full of helplessness and loss, she also understood that she could not gain a foothold in this power struggle. She quietly packed her luggage and left the place that once filled her with hope and dreams.

Watching Xiaoyan leave, I couldn't help but feel lucky that I chose the path of technology. In this field, I can focus on solving problems and improving my skills, rather than struggling in complex interpersonal relationships. The purity and directness of technology allows me to keep a calm mind and pursue my dreams and goals. But as I continued to be promoted, I realized that this road was not as smooth as I imagined.