Rebirth of Northern Technology

Cheng Yongxing goes out with Liu Xuan every afternoon, and handles some things at the company in the morning.

In the past six months, a lot of things have been accumulated. In addition, with the rapid development of the company, some new problems have been exposed.

A major topic recently: the restructuring of the logistics and auxiliary departments.

There are two reasons for the structural adjustment.

One is the rapid growth of non-productive expenses of various companies, mainly personnel costs and ancillary expenses for non-core functions such as security, cleaning, canteen, maintenance, small fleet, warehousing, and transportation.

Most of the northern enterprises are of this kind of small social type. Although the sparrow is small, it has five internal organs.

In the rapid development process, there is no obvious feeling. Once we enter the era of fighting costs, these additional costs will become extremely sensitive.

In the Department of Optoelectronics, even if it is a position of a cleaning staff, there are a large number of applicants. Without it, wages, benefits!

From the reported data, it can be seen that the salary and bonus of a cleaning staff reached 500 yuan per capita per month, which is two and a half times the average salary of the society at this time, not to mention the hidden costs of house allocation, meal supplement, shuttle bus, etc. .

Logistics positions are also popular areas. This type of work does not have too obvious performance pressure and is suitable for idlers. Fortunately, the company has only been established for a short period of time, and there has been no empty payment.

Due to the restraint of the auxiliary staff, the spirit of the big pot meal caused the core staff's salary and treatment to be unable to continue to increase.

Generally speaking, the most valuable employees in a factory are the minority 10%. As long as these people are dug away, the entire factory is dug away.

When foreign-funded enterprises poured into the country in large quantities, many small and medium-sized state-owned enterprises were unable to increase the salaries of key personnel due to system restrictions, leading to the loss of core personnel, which eventually led to problems in the quality of their products and subsequent development.

Although Quancai is not a state-owned system and its relative policies are relatively flexible, the potential for big pot rice has also become a consensus.

Full-color and even the optoelectronics department have become the target of public criticism. As long as the capital wants to enter the semiconductor industry, it is the first choice to come here to dig people.

The signs of personnel loss have already begun to appear. With the colorful LED production line, the backbone of the production has repeatedly been smashed by others.

With the profit-making effect of LCD, some social funds and venture capital are also gearing up, ready to jump into this blue ocean at any time and get a share of the pie.

The salary level of the core staff of the full-color LCD is quite good compared to the surrounding companies, but it is pitiful compared to the world.

In this case, stripping off non-key personnel and streamlining the establishment of the core system is the only way.

Another reason is that with the gradual change of the equity ratio, the intervention of foreign shareholders in the company's daily operations is becoming more and more obvious, and this part of the cost has also been targeted.

With the increasingly bloated organizational structure, coupled with high wages, and high benefits including housing allocation, the overall labor cost of Full Color is far higher than that of foreign-funded enterprises in the mainland.

Coupled with the problem of production line efficiency, in the 12-inch gear, the labor cost of the optoelectronic system is even higher than that of Japanese manufacturers that have solved the yield rate.

With the passage of time, the ex-factory price of 12-inch LCD screens is also gradually falling. Without manual throttling, the optoelectronic system may exit the small screen market before Japanese manufacturers.

In the past few days, the management of Optoelectronics has discussed together, planning to bring the auxiliary department back to the level of Optoelectronics, and then establish an independent public logistics department. While expanding functions and improving service quality, it also reduces costs.

Taking advantage of the rapid expansion period, things are easier to deal with. There is one policy for existing personnel, and another set of policies will be adopted for new personnel who join in the future.

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Another important reason for this big diversion is to find something to do for the increasingly bloated management agency of the Optoelectronics headquarters.

Before Cheng Yongxing left a few months ago, the headquarters was still very streamlined. There were only two administrative teams between him and Zhang Yan, plus core departments such as auditing and finance.

But this time I came back and found that there were already more than 200 people in the headquarters. Administration, office, logistics and other departments have been established, and even have their own small fleet and security team.

Organizations are becoming bloated with business needs, and there is also a natural impulse for managers to expand their teams. More importantly, the University of Technology and the city government have some favors, and these need to be arranged.

Over time, the space on the third floor of the shopping mall is occupied by various offices. You know, it used to be a production workshop.

Cheng Yongxing is more confident in managing a team of more than a dozen people. There are a little more people, and it feels a little dizzy. The team he managed in later generations was the largest that was dozens of people.

Whenever the scale of the enterprise reaches a certain level, he will unconsciously want to split them out.

Out of sight out of mind.

Instead of adding these auxiliary departments, it is better to solve them together.

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After the establishment of the Optoelectronics Logistics Group, the Logistics Group provides paid services to its subsidiaries.

Of course, each subsidiary can retain a small docking and core team. For example, the number of drivers in the fleet of Quancai Company was reduced from nearly 200 to 20, and the rest were all outsourced.

The negotiated plan is more complicated. In addition to the policy of separation of front and back line personnel, it is also the auxiliary personnel. The personnel are also divided into multiple levels, such as regular workers, contract workers, and temporary workers. The regular workers are divided into core employees and ordinary employees.

The core staff must be responsible for the security and sanitation of the core workshop. Of course, core employees can enjoy similar treatment to frontline employees. Others are decreasing.

After job classification, some jobs can even be turned into hourly workers, so that the quality requirements for personnel will be further reduced and the waste of resources can be avoided. For example, some sanitation work can be handed over to the disabled.

Of course, the company also provides some basic training to the diverted personnel. As long as the training is qualified, you can transfer from logistics to frontline staff.

This measure is also for fairness and safety. Generally speaking, people don’t think about making noise as long as they are hopeful. This time too many people's interests have been damaged. If the path to ascend is blocked again, all kinds of things will happen.

As for who is the core and who is temporary, it is the troubles of the people below. After discussing this policy with several giants, it will be implemented after the holiday.

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The first family belongs to the community

Li Shen stood in front of the door, poured what he was carrying in his right hand on his left hand, and took the effort to lift off his coat, and went to the trouser pocket to fetch the key.

Because the left hand carried double parts, it was extremely heavy, resulting in very simple movements, which are extremely difficult now.

Before he could take out the key. The door opened from the inside. It was his girlfriend Cao Yufang who heard the movement at the door and opened the door to check.

He didn't hand the things in his hands to his girlfriend, but took them directly to the kitchen. These are all the seafood brought back from Bencheng, which has a fishy smell.

In the past few days, Cao Yufang and his parents helped clean up the new house. He will get married next Sunday.

After a brief moment of high light, Li Shen's life gradually became plain. Under the ordinary life, his pace of progress has not slowed down.

With the gradual expansion of the company, the security department increased from a few people when he first joined to more than 500 people.

As a veteran, it is natural for the tide to rise. He is already the team leader, this time he is back from a business trip in Bencheng.

In the security team, he is not a big or small middle-level leader. Among the comrades who were discharged at the same time, they were the best mixed.

Many comrades in arms come here, hoping that he can help change the environment.

Not every one of his comrades-in-arms was assigned back to the big cities, some had even returned to the towns and villages. Even those who have already arranged work are also facing problems such as poor efficiency.

Although Li Shen can be regarded as a team leader, people in the company are light-hearted. After looking at his face, the administrative department helped to arrange two or three people, and refused to accept more.

The company's main recruiting target is for veterans of the year. The company has reached an agreement with the civil affairs department to complete certain targets every year.

Li Shen can only do his best to harass every time and ask for one or two arrangements. He recently added another headache, that is, his girlfriend's brother wants to join the company, and he still doesn't know what to do.

With Quancai's remote expansion strategy, it is becoming more and more difficult to enter the company now.

Cao Yufang works as a salesperson in Qiulin. She is a city registered permanent residence. She is beautiful. Li Shen and her parents are very satisfied with her.

Although his girlfriend's parents had some opinions on Li Shen's family, his personal conditions were so good that he agreed.

Although Li Shen is young, he has a high position and unlimited development, and his salary and treatment are very high. He lives in a 60-meter new-style house before getting married. In particular, the last one is very attractive in Bingcheng where housing is generally tight.

The two young men didn't want to get married so early, but he has his own house, and girls occasionally come to play. After going to the hospital for an examination last month, I had to come back and get married quickly.

The wedding date is set for January 23, and the time is tight.

The biggest problem for the young couple is the team, the lack of a car is not satisfied with his girlfriend, and he has no face.

Next week, try to find Manager Lin, who manages the fleet, to see if you can borrow more Jettas. It would be nice if you can borrow that bullet. Rebirth of Northland Technology latest chapter address: https://www.wuxiaspot.com/book/128175.htmlRebirth of Northern Science and Technology Full Text Reading Address: https://www.wuxiaspot.com/read/128175/Rebirth of Northland Technology txt download address: https://www.wuxiaspot.com/down/128175.htmlRebirth of Northland Technology Mobile Reading: https://m.wuxiaspot.com/read/128175/For the convenience of reading next time, you can click \"Favorites\" below to record this (Chapter 549 Streamline Organization) reading record, which can be viewed next time when you open the bookshelf To! If you like "Rebirth of Northland Technology", please recommend this book to your friends (QQ, blog, WeChat, etc.), Thank you for your support! ! (www.wuxiaspot.com)