City Start Striving for Becoming a Rich Man

Chapter 299

Ni Shixiao made an analysis based on the companies he had contacted.

I found that some companies, in addition to key positions, are really unwilling to use employees who have served too long.

Especially the positions with strong substitutability.

Generally, the company sets the salary and signs the labor contract with the employee, and it will indicate the salary ~ salary range that will be adjusted every year.

Generally ranging from five percent to two to ten percent!

This increase in salary will not be given to you if you make a big contribution to the company.

It’s the boss of the company, as long as he can bear you working with him, he will have to give you an adjusted salary after working for a full year.

Strictly speaking, this cannot be called long-term service payment, at most it can be regarded as a company subsidy to offset the inflation rate.

In other words, after five years of service in a company, your salary will be 1.5 times the original.

Fortunately, high value-added companies, they increase your salary.

But for companies with low added value or relatively fixed profits.

There are many companies of this kind, such as contract processing or piece-rate service companies. If the service fee is relatively fixed, that’s fine.

The increase in old employees means that the boss’s profits are declining year by year.

The same business volume, the same flow. As a result, no boss would be happy because he had to pay more and take less money.

What should the boss do?

You can’t fire employees for no reason. If you need to be compensated, if you don’t try it, you will be arbitrated in minutes if you encounter difficulties.

You can only use cold violence to make yourself unable to stay, resign and leave.

There are still many domestic companies of this nature, without their own core competitiveness, and their business is relatively fixed. If you want to make more profit, you can only find a way from the salary of the employees.

The commonality of many domestic bosses is the tireless pursuit of profit!

And make good use of the side door!

I don’t have deep feelings for employees, and I’m used to the comings and goings of employees in the company!

···

And employees can’t talk about feelings about a company.

And don’t talk to him about feelings and ideals.

The ideal of most migrant workers is not to go to work!

You talk to him about his ideals.

There is no delicate balance between workers and business owners.

Migrant workers want to work less and get more money, while business owners want migrant workers to work more and get less money.

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In the so-called human society, it is rare to be able to do it for life.

And there are many people who have served a company for a lifetime in Neon!

You can find reasons hard. For example, Neon people are very obedient and rarely go back to fight.

However, in the indifferent Ameriken, a large proportion of people have only served one company from the time they went to society to grow old.

This has to make us think deeply!(Read more @ wuxiax.com)

Ni Shixiao is a combination of the negative case of the previous life in his mind, and learning the employment system and salary planning of Neon and American.

The salary system of his subordinate company has just been formulated.

As for whether the execution is good or not, just say one piece of data to make it clear.

The number of employees working for Ni Shixiao is now no less than 300,000, and the employee turnover rate in the past three years is less than %.

That is, no more than 1,500 employees leave each year, which also includes personnel deployed between subsidiaries.

For example, Mr. Chai V was transferred from Baisan to the general manager of Sumei Electric by Ni Shixiao.

In Baisan’s file, what he actually showed was resignation.

The number of personnel deployed between various subsidiaries should also be several hundred per year.

For example, an employee of a real estate company is willing to go to Baisan for retail development.

You can apply to the personnel office of the consortium to review your abilities.

After the review is passed, the personnel of the Personnel Office will consult the employees’ opinions from the original leader. If the leader agrees, they will go to Baisan Retail’s Personnel Department for their opinions.

If you are willing to accept it, the personnel file of the employee will be transferred to Baisan Retail.

Complete a job-hopping within the consortium and between subsidiaries.

This is also the policy that Ni Shixiao formulated at the beginning, to make the best use of people!

The staff also like this policy very much. One is that they can change to a position they like.

The second is the deployment in this way, his long-term service payment and pension years will not be affected.

After arriving at another subsidiary, his previous working years will continue to accumulate.

Only the welfare standard will be in accordance with the new company.

The benefits of Ni Shixiao’s companies are not one size fits all, with the same base.

It can only be said that the ratio is the same, but the profitability of each company is different, which is finally reflected in the numbers, naturally there are high and low!

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Pulling away, return to the topic.

Ni Shixiao hopes that Baisan will form its own corporate soul. The reason why the first-line positions basically only recruit young people.

· ·······Find flowers·······

This is because the front-line employees are the most accessible to consumers.

Consumers’ impressions of Baisan’s employees are basically given to them by front-line employees.

Ni Shixiao is to recruit young people who are just out of school, or just out of society, who are still a blank paper.

You can build them in accordance with Baisan’s corporate culture and let them grow with Baisan and customers.

Ni Shixiao hopes that when customers walk into Baisan Supermarket and Baisan Convenience Store, they can still meet the group of old employees he has known for more than ten years or decades.

I also hope that Baisan’s front-line employees can become familiar strangers with customers.

This is feelings!

Of course, this does not mean that Baisan’s front-line employees have no chance of being promoted.

The company is based on meritocracy. Whether it can be promoted or not, no one will stumble you.

The company will not recruit high-level relatives to the same company, even if they are truly rare talents.

It will also be arranged to other subsidiaries.

The company put an end to office romances, and put an end to subordinates under the leadership of unspoken rules.

Once you commit a crime, it’s not just about losing your job, it’s as simple as that.

Ni Shixiao hopes that twenty years later, the main employees of the company will still be these elderly people.

In terms of salary and benefits, Ni Shixiao has always followed the highest standards in the industry.

Especially in the part of welfare, the needs and difficulties of all aspects of employees have been taken into consideration.

For example, Baisan, the profit that may be gained by changing the boss will be twice or three times the current amount.

Not to mention Baisan’s basic strategy of 3% profit, the employee benefits can be greatly streamlined.

After streamlining.

It is estimated that it will not cause turmoil; it is just that the happiness index of employees will be lowered a bit.

Ni Shixiao just builds his own consortium system in accordance with the company he ideally served in his previous life and empathizes with it.

On the premise of safeguarding their own profits, they can give employees more benefits.

At least in the past few years!

Ni Shixiao’s strategy is quite correct, and employees have a strong sense of belonging to the company.

Work hard and have no complaints about the company.

Of course, the kind of belly is empty, but the desire is strong, and the treatment should be on par with Ni Shixiao.

Ni Shixiao can’t satisfy their desires.

You can only go as far as you can go! Husband.

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