There is nothing wrong with Director Yang's decision.

Although he had a high status as the factory director, he did not dare to fire a worker at will.

But now it's different.

Enterprises and workers have a two-way choice.

If workers feel that the company's treatment is not good, they can apply for better positions.

Companies can also choose to dismiss those who are just slacking off.

The only thing that can restrain both parties is a contract.

After Wang Jianjun's consultant came to investigate, he gave a valuation of 300 million.

This price difference is almost the goal that Director Yang has in mind.

So the two parties quickly signed the transfer agreement.

The Red Star Steel Rolling Mill has relatively good assets.

Although the business was not doing well, there was no debt.

After Wang Jianjun readily transferred the money, he suddenly became the owner of several factories.

It is natural for a new boss to say a few words when he takes office.

Wang Jianjun directly called in those who were watching at the door.

Most of those people were workers from the branch factory.

They are the first to be considered when the steel mills lay off workers.

Wang Jianjun didn't feed them chicken soup either.

He simply told these people that the management of the new factory would be different from the current one.

Everyone has the opportunity to take the assessment, and as long as they pass the assessment, they can work in his factory.

And there will be assessments every year thereafter.

The excellent ones can get promoted and get a raise, but those at the bottom not only won't get a raise, but will also be at risk of being fired if they are at the bottom for three consecutive years.

Increasing the risk of dismissal is also intended to make employees feel a sense of crisis.

This is also the advantage brought by the market economy.

There is motivation only when there is crisis.

Only by fully mobilizing the enthusiasm of employees can the vitality and competitiveness of the enterprise be guaranteed.

As for those who are likely to be fired, Wang Jianjun can only say that either those people are not suitable for such positions, or they are really here to get by.

Wang Jianjun didn't think it was a big deal if such a person was fired.

He runs a business, not a charity.

Profit is his goal.

Of course, Wang Jianjun is not a black-hearted capitalist, and he also made a promise.

Salaries are paid according to state-owned enterprise standards.

Overtime work will receive additional subsidies and overtime pay, and those who contribute to the company can also receive equity rewards.

Another thing is to implement a two-day weekend system.

In 1995, China had already begun to implement a two-day weekend policy.

Of course, only people in state-owned enterprises and within the system have this opportunity.

The state does not impose requirements on private enterprises.

After suffering enough from the consequences of the 996 work schedule in later life, Wang Jianjun no longer wants to let his compatriots suffer that pain.

Wang Jianjun's words made the workers feel relieved but also a little conflicted.

The best case scenario for them is not to change.

They are still formal workers of the steel rolling mill and do not need to worry about being laid off or losing their jobs.

Of course, some people think this is an opportunity.

In the past, if they wanted to get a promotion or a raise, they could only follow the step-by-step evaluation process to determine their work grade.

Now Wang Jianjun's words have also made them see opportunities to increase income through different channels.

If they do a good job, their salary can be several times what it was before.

With various thoughts in mind, the workers left the steel mill and went home one after another.

Wang Jianjun needs to go back and arrange the workers' assessment.

Wang Jianjun is temporarily preparing to transform these factories.

In the past, the steel rolling mill’s orders all came from some state-owned machinery factories, mainly to help process some large or medium-sized machinery parts.

Wang Jianjun happened to have his own electrical appliance factory, so he planned to expand the factory and take back some of the parts that had been outsourced before and produce them himself.

At present, there are still large gaps in China's electrical appliance market, which is far from saturated.

In addition, he also plans to set up several production lines for mobile phone components.

His goal in the future is to replace blood-sucking factories like Foxconn.

When the technology matures in the future, he can directly become a supplier of domestic mobile phones.

But the first thing Wang Jianjun needs to do now is to develop an assessment model.

Of course, he, as the boss, doesn't need to do these things.

As a boss, you don't have to do everything yourself.

So he handed this matter directly to his subordinates.

The content of the assessment is not difficult and is similar to the previous benchwork skills assessment.

Combine theory and practice.

In the first batch of assessments, more than 80% of the people were retained.

Those who fail the assessment will have one chance to retake it.

Basically, the pass rate of this assessment is over 90%.

After passing the assessment, these people did not take up their posts immediately.

It will take some time for training.

These people had worked in the steel mill for too long, and in order to avoid them bringing their previous habits to the new plant, they needed to be retrained.

During this period, Wang Jianjun needed to renovate those old factories.

He also looked down upon the old equipment, so after selling all of it, Wang Jianjun brought over several sets of advanced production equipment from Hong Kong.

This series of things took Wang Jianjun a lot of time and money.

Although nearly 4,000 jobs were saved.

But these 4,000 jobs are nothing compared to the tens of millions of laid-off workers in China.

This is a problem of the times and it is not something he can solve alone.

Fortunately, later history proved that the current decision was correct.

And this is when these state-owned enterprises are carrying out drastic reforms.

On the other hand, the United States also showed China their scientific research results on genetically modified crops, including genetically modified soybeans, at an agricultural technology exchange meeting with China.

This chapter is not finished yet, please click on the next page to continue reading the exciting content!