Chapter 754 A Hundred-Day Intensive Campaign to Crush Pinbei? Old Ma's 10 Billion Bounty! Who is the Talent?
The following morning, Ali's Jielu Map officially integrated with Uber's ride-hailing service and issued a 15 yuan no-minimum-spend coupon to new users.
Thus, the ride-hailing market has entered a three-way battle!
Following that, Ali announced the launch of the 88 Membership Program, which is clearly aimed at Pinduoduo's Super Prime membership and JD.com's Plus membership.
After being ridiculed at the Internet Conference, Ma Liyun's competitive spirit was fully ignited, and he showed no intention of admitting defeat.
At Ali's headquarters in Xixi Park, Hangzhou, administrative staff even hung up a banner that read "Work hard for 100 days and crush Pinduoduo."
The work pace in Taotian Business Unit has also accelerated. They used to leave at 9 o'clock, but now they dare to leave before 11 o'clock. They can just wait to receive a 3.25 performance bonus at the end of the year.
If you take it twice in a row, get out of here!
Of course, under intense pressure, you can't get employees to work hard just by whipping them.
At an internal meeting, Ma Liyun promised that regardless of whether Ali could surpass Pinduoduo's daily sales after the March 8th promotion, as long as the quarterly growth rate reached more than 30%, he would distribute shares worth 10 billion yuan to everyone.
Don't underestimate this 30% requirement!
It's important to understand that the fourth quarter includes major promotions like Singles' Day and Double Twelve, which are the peak season for e-commerce platforms. In contrast, the first quarter coincides with the Spring Festival, during which express delivery services are suspended for at least a week. Achieving 80% of the performance in the fourth quarter would be considered an exceptional performance.
"A 30% increase month-on-month? Is that even possible?"
Despite the employees' reservations, all departments worked overtime to develop new features, channels, and resources in exchange for the 10 billion yuan stock incentive.
Regardless of whether it's effective or not, just make sure you're working overtime to satisfy the boss.
In contrast, Pinbei has fully switched to a "four days on, three days off" work model, and its business has not only been unaffected, but has also grown steadily.
Even at the sites in Europe and South America, the local staff are just as motivated.
The Italian newspaper Post made a special front-page headline for Pinbei, which instantly captivated Europeans.
Chinese companies have taken the lead in implementing a three-day work week in Europe, and their benefits, including health insurance, paid leave, and retirement plans, are in no way inferior to those of Amazon.
An e-commerce company that abides by the law and is willing to pay its employees high salaries is naturally very popular in Europe.
Subsequently, The Telegraph, The Vanguard and The Times followed up with detailed reports on Pinbei, Kuaidi Dache and Kuaidi Dache.
...
...
Inside the Children's Medical Center of Shanghai Jiao Tong University Affiliated Hospital, Zhang Yongyuan hung up the phone, took a few deep breaths, stood up, and looked around the office.
He has worked in the pediatric emergency department for ten years and has rich clinical experience, but top-tier platforms like Jiaotong University Affiliated Hospital attract tens of thousands of medical doctors from home and abroad every year.
With limited job openings, the position he was given, given his only bachelor's degree, became highly sought after.
The ideal candidate criteria for hospitals follow a very clear career path: undergraduate degree from a top university → doctoral degree from a top university → completion of residency training at a top hospital → overseas study experience.
Any "missing" or "not top-notch" link can become a negative factor.
More importantly, the evaluation of doctors at Jiaotong University Affiliated Hospital is a three-in-one approach of "medical treatment, teaching, and research," with "research" being the most rigid and quantifiable indicator for measuring discipline ranking, securing funding, and enhancing academic reputation.
Zhang Yongyuan, lacking research capabilities, became the first target to be "sacrificed".
For him, leaving wasn't a bad thing.
Hospital professional title evaluation is often linked to academic qualifications and research capabilities. He graduated with a bachelor's degree but did not undergo doctoral research training. He was already weak in research fields such as paper publication, making it difficult for him to meet the requirements for professional title promotion.
Professional titles are directly related to three major benefits: salary increases, expanded professional authority, and social recognition.
So even if the dean wouldn't let him leave, he had long been fed up with this kind of predictable career path.
As for why they didn't choose to pursue a master's or doctoral degree, the core reason is the conflict between their energy and time.
For a doctor who has long been rooted in clinical practice, is busy with work, and has a heavy family burden, it is almost impossible to balance studies.
That's why, after receiving the invitation call from Orange Hospital, he quickly made up his mind to accept the job and went to Luzhou to start work.
After all, the advantages of private hospitals are very real; the monthly salary is twice what he currently earns.
With that in mind, he sat down again and started typing rapidly on the computer, beginning to write his resignation letter.
In fact, most of the doctors recruited by Orange Hospital are experienced professionals who can handle difficult and complicated cases, and academic qualifications are the least important thing to Chen Yansen.
In his view, curing diseases depends on the person, not on professional titles or academic qualifications.
He dared to send even people from illegal clinics in Mexico to Abyssinia, let alone doctors like Zhang Yongyuan who have formal clinical experience.
at the same time.
Inside Zhuxianzhuang Science and Technology Park, Building No. 6, formerly the headquarters of Orange Technology and now the R&D department of Orange Auto, is bustling with activity.
Each interview room was filled with interviewers and candidates, and there were more than a hundred people waiting in line for their interviews in the rest area.
This large-scale recruitment primarily targets the production and manufacturing processes, with positions including production planner, material controller, production foreman, workshop director, process engineer, lean production engineer, IQC incoming material inspector, IPQC process inspector, robotics engineer, and maintenance technician.
The recruitment of R&D, engineering, and functional staff was half completed by the end of 2013, and the remaining positions were filled in the first quarter of 2014.
Since most of the positions are mid- to low-level production jobs, the interviews are relatively simple.
On the table in front of the interviewers were only two forms: one was the candidate's work resume, and the other was a practical skills assessment form.
There are no complicated academic verification procedures or lengthy theoretical Q&A sessions. As long as candidates can clearly explain the specific problems they have handled on the production line in the past three years and pass the on-site simulated equipment troubleshooting test, they can basically get an offer of employment.
"Mr. Wang, you were previously in charge of welding processes at BAIC. Orange Auto uses welding robots from KUKA in Germany. If the welding torch deviates, what aspects should be checked?"
The interviewer from the process department spoke slowly.
"First, check if the robot's TCP coordinates are drifting, then check if the positioning pins of the fixture are worn, and finally check if the wire feeding speed and current parameters of the welding wire are matched."
A couple of years ago, our workshop encountered a similar problem. After I recalibrated the coordinates using a laser tracker, the pass rate immediately increased from 89% to 97%.
The candidate sitting opposite pondered for a moment, then answered with a confident tone.
After hearing the answer, the interviewer asked several practical questions in succession.
Seeing that the solutions offered by the other party were mature and reliable, he immediately marked "A" on the evaluation form and then said, "Mr. Wang, please turn left after you go out and take a short rest. A colleague from the HR department will talk to you about salary, working hours, overtime arrangements, and quarterly bonuses in a little while."
Similar scenes are constantly playing out in various interview rooms.
Orange Auto's recruitment is going smoothly, but other car manufacturers are getting restless.
They had heard before that Senlian Capital was very active in the manufacturing industry, often driving up labor costs by maliciously raising wages, but since the knife hadn't been stabbed into them, they never paid attention.
It wasn't until now, with Orange Autos poaching employees and taking away experienced workers from their production workshops, causing the yield rate of some production lines to decline, that these manufacturers truly panicked.
That evening, Chen Yansen received a call from Xu Zhenhui. The other party didn't spell it out explicitly, but the implication was clear: someone was pressuring him to adjust the minimum wage standard at Orange Auto.
“Mr. Xu, the base salary for a front-line operator is only 3,300 yuan. In Xucheng, that’s not even enough to buy a square meter of housing. I don’t think that’s high at all.”
Chen Yansen smiled slightly and declined Xu Zhenhui's suggestion.
With such low employee salaries, when will he ever achieve his goal of "earning millions a month to support humanity"?
“Mr. Chen, Orange Auto pays more overtime and bonuses! Putting aside the R&D positions, just take the production planner as an example. Other companies pay 5,000, but you pay 8,000, which is a full 60% higher.”
Xu Zhenhui advised with a troubled expression.
He had never met anyone like Chen Yansen, who insisted on pushing profits outwards.
Tell me which car company it is?
Chen Yansen countered with a question.
The implication is that if it were a new energy vehicle manufacturer, they would raise the supply prices of batteries and chips for these bastards.
Xu Zhenhui chuckled twice but didn't reply.
“Mr. Xu, I will not lower the price. Whoever contacted you, let him come and talk to me.”
Chen Yansen did not make things difficult for Xu Zhenhui.
He knew in his heart that even though the head of a central department in a third- or fourth-tier city seemed to have a prominent position, there were still quite a few people he couldn't afford to offend.
“Mr. Chen, actually, Orange Auto can still find people by lowering wages a little. Why don’t I step in to coordinate and let those working people suffer a bit? I’ll take the blame.”
Xu Zhenhui, wanting to avoid offending either side, made a new suggestion.
What are you carrying!
Chen Yansen chuckled and said coldly, "If Xucheng doesn't want the automotive industry, I can simply move the production base to Luzhou."
Upon hearing this, Xu Zhenhui immediately panicked.
Once Orange Motors goes into production, it will generate hundreds of billions of yuan in industrial output value annually and create hundreds of thousands of jobs.
This performance is enough to get him promoted to the next level.
"No, no, no! Mr. Chen, I understand what you mean. I can handle the pressure!"
Xu Zhenhui gritted his teeth and said.
So cute!
Chen Yansen cursed under his breath. After going around in circles for so long, he immediately understood when his own interests were involved.
However, judging from Xu Zhenhui's reaction, it is likely that several car companies joined forces, and they may have even filed complaints with the Business Association, the Automobile Association, and the Market Supervision Association.
These bastards, they've only dug up a few people and they're already jumping out and yelling!
Yunkun Aerospace poached more than 2,000 people from research institutes across the country, and no one protested!
Not long after, Chen Yansen ended his call with Xu Zhenhui.
He kept this in mind and planned to find out who was behind it.
Once Orange Cars is officially launched, we'll properly "repay" them.
But he didn't take it too seriously!
After all, the next generation of Dawn A220 and Aurogon G1051 products are still relying on Xingyuan Technology to shine. If there are any obstacles, someone will take the initiative to remove them.
Otherwise, wouldn't the research and development of lithography machines and five-axis CNC machine tools have been in vain?
In fact, just as he expected, when Chen Yansen refused to back down, these people could only swallow their anger.
To prevent further staff turnover, they had to ask their subordinates to submit a list of key personnel, planning to retain talent through targeted salary increases.
But when it comes to actually implementing the salary increase, there's a lot more room for maneuver.
Who are the talented individuals?
The right of interpretation rests with the person who submitted the list!
If they say you are, then you are; if they say you aren't, then you aren't!
The result was the opposite; the problem was exposed within two days.
In the production workshop of a traditional car company, a skilled master craftsman, holding his pay slip, stormed into the workshop director's office with a livid face.
"Why did Lao Zhang get a 2,000 yuan raise while I didn't get a penny? In terms of seniority, I have five years more than him; in terms of skills, I was the one who found the fault during the last production line emergency repair!"
The director raised his eyelids slightly and said dismissively, "Old Zhao, this list was decided by headquarters, there's nothing I can do about it! Old Zhang is in charge of critical equipment maintenance, which is a core position. You're in charge of the assembly process, which is highly replaceable, so..."
After saying that, he shrugged, looking helpless.
"Highly substitutable?"
Upon hearing this, Old Zhao trembled with anger. Wasn't this bullying an honest person?
He was the one who worked with the German engineers to debug the production line in workshop A6!
Is he now being said to be highly replaceable?
It's obvious that Lao Zhang gave the deputy factory director a raise because he's related to him!
Without arguing with the director, Lao Zhao turned and left, making up his mind to immediately submit his resume to Orange Car Factory.
On the other side.
Wang Guan called to report that Orange Agriculture and Animal Husbandry Technology had reached an agreement with Chun Shen on cooperation terms and would contract 20,000 mu of farmland in the area to establish the company's first farm.
After listening, Chen Yansen pondered for a moment and decided to take half a day back to Chunshen, firstly to attend the signing ceremony, and secondly to visit Old Chen along the way.
(End of this chapter)
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