Transactions over time and space, leading the global wave of technology

Chapter 163 Talent preparation
"Mom, I've already planned ahead for the question you mentioned."

Xiao Hedao: "Didn't I bring Brother Xiaomeng into the company?"

"During this period of time, I have already told Brother Xiaomeng about the relevant company management methods, and I have specially recruited professional personnel for management in various management positions. On the whole, even if I am not in Wucheng, this will not cause major problems in the company's management."

"Even if there is something later that Brother Xiaomeng and these managers can't solve, then I can take some time off and come back."

After hearing Xiao He's words, Liu Yumei didn't say anything more.

"That's fine, since you've already made preparations for work and study, then we have nothing to worry about."

From the beginning, he was worried that Xiao He would not be able to take care of the company's management work after he went to study in the capital.

But now that her son has prepared everything in advance, there is no need for her to worry.

After staying in the company for a while.

After lunch at noon, Xiao He sent a company employee to send the parents home.

In the afternoon, Xiao He finished dealing with the matter in hand, and began to make a certain plan and analysis for the company's subsequent development.

Nowadays, the three products are completely on the right track in China.

The popularity has been spread, and the follow-up is mainly about after-sales management.

After more than a month of development, Tenghua Xingke has nearly 1000 directly-operated stores.

It is distributed in the flowery neighborhoods of major cities across the country.

At the beginning of each month, the directly-operated stores all over the country will send special staff to the headquarters in Shan'er Road for technical training on related products.

Now Tenghua Xingke has a total of three products: Gaoxiang smart MP4, Xiaoqi smart phone, and wireless Bluetooth headset.

Due to the limited number of products, Xiao He plans to have a total of two after-sales maintenance personnel in each direct-sale store.

Like those directly-operated stores with relatively concentrated consumers and a relatively large number, Xiao He needs to have a few more technicians in terms of staffing.

If the follow-up company's products expand, the number of maintenance technicians will definitely increase.

After all, there are so many types of electronic products, it is impossible to guarantee that every technician is omnipotent.

What's more, it is also a technical specialty. As long as a technical maintenance personnel can understand the after-sales maintenance work of two or three products, it is also very good.

Furthermore, the positions in the directly-operated stores are different, and the treatment given by Xiao He must be different.

Compared with the development more than ten years later, most of the companies nowadays are basically still in the fixed salary stage for the salary of their subordinate employees.

For example, the model of piecework and sales performance commission has basically not developed much nowadays.

Even if it exists, only very few companies will use this salary model.

In order to improve the enthusiasm of the employees below, Xiao He adopted the piece-rate wage model in all positions at the company headquarters and the subordinate employees of the directly-operated stores.

This can also be regarded as more work for the capable, and more pay for the laborer, which can greatly stimulate everyone's enthusiasm for work.

Xiao He made a rough count. In just over a month, Tenghua Xingke had more than 6000 employees.

Among them, there are more than 1000 administrative, technical and production personnel at the Shaner Road headquarters, and nearly 5000 direct-sale stores across the country.

This number seems huge, but for Xiao He, it is far from enough.

The company headquarters needs to develop new product businesses in the future, so the number of more than 1000 employees needs to be expanded.

Compared with the headquarters, it lacks directly-operated stores. A total of more than 5000 people are divided into more than 1000 directly-operated stores under it, and each has only about five employees.

Now that the brand benefits of Tenghua Xingke are on the rise, there must be more and more consumers, and the staff of the directly-operated stores will definitely be overwhelmed by then.

According to the current daily online sales data, the daily sales data of the three products are in the hundreds of thousands.

According to Xiao He's estimation, after these products are sold out within a quarter at most, there will be a large-scale after-sales boom.

However, this does not mean that the quality of the product is not good, but after the huge sales data, there must be many illegal operations by many people.

Under that kind of operation, there will definitely be a certain loss or failure of many products, and maintenance is an absolute thing.

Therefore, under these problems, it is a huge problem in the technical training of product maintenance in direct sales stores.

Xiao He pressed the red button on the table.

"Assistant Chen, ask Manager Huang from the Human Resources Department to come to the office."

With the development and growth of the company, Xiao He also made certain adjustments between departments.

Like Yang Cheng who originally belonged to the company's back office department, Li Yanbai from the technical department, and Zhang Haohua from the purchasing department, Xiao He adjusted their ranks to a certain extent.

Although the entire company has not developed for a long time, these three people are all his subordinates who have followed since he took over Huibo Industry, and their own abilities are considered good, so they must not be treated badly in terms of job remuneration.

All three of them are now at the level of the company's big managers.

Yang Cheng is the deputy general manager of the internal affairs department!
Li Yanbai is the deputy general manager of the technology department!
Zhang Haohua is the deputy general manager of the market procurement and development department!
Boom boom boom!
In less than a minute, there was a knock on the office door.

"Please come in!"

Hearing the knock on the door, Xiao He said lightly.

The next second, the office door opened, and a young man about 30 years old walked in.

"Mr. Xiao, are you looking for me?"

The person who came was Huang Yuanyang, the HR manager of Tenghua Xingke.

"Manager Huang, come and sit down."

Xiao He raised his head and said, "I came here today to plan to discuss with you about the company's follow-up talent preparation work."

Huang Yuanyang walked to the other side of Xiao He, and sat on the chair respectfully.

"Mr. Xiao, what you mean by talent preparation work."

Huang Yuanyang did not understand the meaning of Xiao He's words.

Xiao He smiled lightly.

Judging from the current situation, major companies do not have a general understanding of the so-called talent preparation and training.

If he said this by himself, Huang Yuanyang would inevitably not understand.

"That's right, Tenghua Xingke's development scale is growing day by day, so the company's internal demand for staff talents is also increasing sharply, so I plan to prepare a large number of personnel in advance to enter the company for one-step training."

Huang Yuanyang was personally recruited by Xiao He in the talent market.

The other party was a graduate of the University of Massachusetts, a major in human resources, who had absolute ability in recruiting staff.

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(End of this chapter)