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Chapter 164 Negotiating Salary Pricing
The top human resources students of the University of Massachusetts are very famous in later generations.

And the top headhunting consultants who are the most powerful in the world are basically from this major of the University of Massachusetts.

In his previous life, Xiao He was also the owner of a company with a market value of tens of millions. Although he was not big, he had a certain understanding of the headhunting industry.

At the beginning, there were a few pretty good talents in his company, and he originally wanted to focus on training them, but unfortunately they were helplessly poached by headhunting consultants hired by those big companies with high salaries.

In this life, since he founded Tenghua Xingke, with such a strong background, he naturally wants to hire more senior talents to join the company.

So when I met Huang Yuanyang in human resources in the talent alliance, I naturally hired him with a high salary.

After all, with such a talented person, Xiao He can feel more at ease in the company's staff recruitment.

"Mr. Xiao, if we follow what you said, will the recruited staff be directly assigned to the corresponding positions, or are they simply trained as preparations?"

Huang Yuanyang asked curiously.

"According to the current situation, some talents with potential will be left for internal training, and the other part will be put into various corresponding positions."

"However, while recruiting, the employee's ability is the most important thing, and you can't shoddy. For the staff in each position, I need absolute elite talents!"

In terms of personnel management and use of Tenghua Xingke, Xiao He's requirements are absolutely strict.

For the entire employee industry, Xiao He gave the highest salary benefits to all employees of Tenghua Xingke, which is at least 50.00% higher than that of other companies in the same electronics industry.

Therefore, in the case of high salary and high treatment, the employment aspect is also absolutely rigorous.

"Mr. Xiao, you can rest assured in terms of the photos of your subordinate employees. I will strictly screen the information of every employee who enters the company, and I have also organized a professional personnel interview in the personnel department. The nuclear team conducts face-to-face assessments, and each layer is strictly checked."

Huang Yuanyang assured Xiao He.

The ability of the top human resources students at the University of Massachusetts can be intuitively and clearly felt from this point.

"Well, I trust you very much in terms of work management."

After listening to Huang Yuanyang's answer, Xiao He also affirmed his working ability.

"According to the current number of employees of the company and the subsequent development situation, in terms of the number of new recruits, I plan to recruit [-] front-line ordinary employees of direct-sale stores, including ordinary sales personnel and product after-sales maintenance personnel. These two categories."

"As for the number of training candidates, I plan to recruit a total of 400 people, including electrical engineers, electronic R&D technicians, market expansion, senior operation management and other related talents. You can recruit according to the actual situation."

Xiao He explained to Huang Yuanyang the recruitment data indicators of relevant personnel.

With the ability of the other party, he believes that there will be no problems in recruiting personnel.

"Mr. Xiao, I still have a question to ask you." After hearing Xiao He's mission order, Huang Yuanyang froze for a moment, and then said.

"what is the problem?"

Xiao He asked curiously.

The current scale of the company's development, especially the increase in the number of subordinate employees, is progressing so smoothly, which can be said to be indispensible to Huang Yuanyang.

It has been more than a month since the other party joined the job, and this is the first time he has asked himself a question.

Huang Yuanyang said: "Since Mr. Xiao is going to recruit [-] reserve talents to enter the company for pre-training management, how should I arrange salary and benefits here?"

The [-] subordinate direct-sale store staff are easy to arrange. Anyway, what kind of position is it, just directly price the salary of the corresponding position.

But those [-] separate reserve talents are different. They will stay in the company headquarters to carry out relevant skills and knowledge training according to Xiao He's instructions, and they basically don't invest much in the company's work.

If there is no proper salary system, it will definitely be difficult to deal with.

After all, there are a lot of people, and they are all the most outstanding talents in each position. If the salary is poor, it will definitely not be able to retain people, and if it is paid too much, it will be a huge expense for the company.

Although Tenghua Xingke is not short of that much money, as the manager of the personnel department, he must pay attention to this.

"this one"

Hearing what Huang Yuanyang said, Xiao He also began to think.

The other party said that this problem really needs to be properly dealt with.

Although the company is indeed not short of money, apart from these 400 people, there are thousands of other employees.

If the salary is paid according to the position, it will definitely not be convincing to other employees.

Those who don't work are paid the same wages as those who work, and it's inevitable that there will be some commotion.

As a boss, you must be absolutely fair and just in all aspects.

Both Xiao He and Huang Yuanyang began to think.

A few minutes later, Huang Yuanyang suddenly thought of a good idea.

"Mr. Xiao, I have thought of a suitable solution here."

"What do you think."

Xiao He looked at Huang Yuanyang with interest.

Huang Yuanyang nodded and said: "For the four hundred talents in reserve, our company can mark them according to one-third of the salary of their corresponding positions."

Hearing this salary standard, Xiao He said directly: "One-third? The salary standard you mentioned is probably not appropriate."

"Since these 400 people are recruited as reserve talents, their own abilities must be the top talents in each position."

"Although the salary of our Tenghua Xingke is higher than the industry standard, one-third of it may be lower, and I am afraid that it will not attract many talents."

Hearing Xiao He's words, Huang Yuanyang smiled: "Mr. Xiao, I haven't finished my words yet."

"In addition to the one-third of the salary, we can sign a personnel contract with these reserve talents. After signing the agreement, after entering the company's relevant jobs through training for a certain period of time, monthly compensation will be paid according to the corresponding job income. A certain percentage of compensation will be paid.”

"Conversely, if you leave during the training of reserve talents, you will not enjoy any subsidies, and you must also give the company a certain amount of training compensation."

"Mr. Xiao, what do you think of my proposal?"

After hearing Huang Yuanyang's opinion, Xiao He didn't feel anything wrong.

The talent reserve management model mentioned by the other party will exist in many companies in later generations.

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(End of this chapter)