Rebirth 2008: I Can Make Money Reading

Chapter 66 Looking for Business Cooperation

Wu Fang's original salary was 4,500. Since Mu Yang planned to recruit him, he paid him according to the announced salary range.

"My side is a monthly fixed salary of 5,000+1,500 yuan. Performance is based on personal performance, product quality, and company benefits for the month. 120% of the performance is excellent, 100% is good, and 70% is qualified.

The year-end bonus for engineers is 2 months salary, while the year-end bonus for other employees is only 1 month.

The company is not located in the city center and the consumption level is not high. The company has no dormitory for the time being. The rent subsidy is 400 yuan per month. You can rent a private house with a good environment near the company. The subsidy is 12 yuan per day. After a while, the canteen will open After that, but only Chinese food is included.

For other benefits, five insurances are paid, and the amount of holiday benefits depends on the company's performance.

Calculated, the comprehensive should not be less than 80,000 annual salary.

The contract is two years, the probationary period is two months, and the salary during the probationary period is 5200. They also enjoy rent subsidies and food subsidies. " Mu Yang replied sincerely, without fooling him.

However, he did not say that he intends to hire him. If someone thinks that the salary is not good and rejects him directly, then he will be embarrassed.

"Boss Mu, this salary is acceptable."

Wu Fang's tone was a little excited, and Mu Yang could feel it through the phone.

Hearing that the other party thinks the salary is acceptable, as long as he is satisfied, he is also afraid that the requirements are too high.

If after ten years, prices have risen and wages have risen a lot, Mu Yang estimates that his level will be around 170,000 to 200,000 a year.

The other party intends to join the job, and Mu Yang really offered an olive branch: "According to the situation you described, it initially meets the talent selection requirements of our company.

But I hope to meet in person before making a decision. You also have to look at the company's situation and have a good idea. I can reimburse you for your round-trip expenses. I hope you can set a time to come as soon as possible. I will ask HR to help you book a ticket. I will drive to pick you up.

Our company was first established, and the current scale is relatively small.

But in the stage of rapid development, focusing on research and development of technology, as far as our company's surfacing equipment is developed by myself, it is a domestic monopoly and there is no shortage of orders. The development will be very rapid, and you don't have to worry about stability.

The provincial capital of Jiangnan Province is a very suitable city for living and development..."

Mu Yang told the truth and explained the situation clearly.

Since you want to recruit people, you must have sincerity. You can't keep talents by fooling around.

The other party was moved when he heard that Mu Yang was so sincere, and even helped to book the plane ticket and pick him up in person.

"Okay, thank you very much Mr. Mu, if you want me, then I will make an appointment tomorrow."

Mu Yang chatted with him for a while, asked Wu Fang to call Wu Fang soon, and then interviewed the second candidate.

The second candidate, maybe the other party is old, and when it comes to communicating some technical issues, he is a little self-righteous, thinking that he has rich experience, and answers some questions that he doesn't understand, thinking that Mu Yang is the boss, and he doesn't know much about technology, so he can fool around .

Mu Yang dare not accept such a candidate.

It’s okay to be ignorant of technology, you can learn it, but it’s a matter of character if you don’t know what you don’t know, and such veteran employees like to mess up orders, and it’s easy to mess up the company.

Mu Yang met such a colleague in his previous life. He was training welders, and a quality engineer came to intervene, ordering the welders randomly, saying that this and that were wrong.

At that time, Mu Yang asked him to operate flat welding, which is the easiest welding for trial welding, but the result was a lump of welding. In the end, this colleague had no face to stay and sneaked away.

Theory is one thing, practice is another.

He hates people who pretend to understand and command blindly.

The first welding engineer has been appointed, and the personnel demand should be met within half a year.

But if the second welding engineer meets the requirements, Mu Yang will still recruit it. The company is developing rapidly, and it is okay to pay a few months earlier. After all, it is not easy to recruit engineers.

After the telephone interview with the welding engineer, the interview with the workshop supervisor began.

The salary of the workshop supervisor is lower than that of the engineer, the basic salary is 3000+2500 performance, and the performance fluctuates between 70% and 120%.

Although the supervisor is a manager, his salary will not reach the salary of an engineer with many years of work experience. This kind of salary is basically the same in other machinery factories.

One workshop supervisor is in charge of 10-14 workers, there is no division of team leaders, and there is no multi-leadership.

From the perspective of management, a manager can manage no more than 7 people in a straight line, and if it exceeds, he will be stratified.

Note that it is direct management, and it must be managed well!

It's not that you can't manage more than 7 people, but that it's difficult to manage well after managing more than 7 people.

Mu Yang agrees with this management theory, and he knows it.

If there are more than ten people, it will be difficult to manage well, and if there are more, it will be stocked.

The workshop supervisor is responsible for the safety of all employees within the jurisdiction of the workshop, and requires a certain level of mechanical knowledge and management capabilities for all production matters.

Mu Yang has relatively high requirements, but he has not yet reached the level of a production manager.

Mu Yang mainly asked about production planning, safety, 5S and other knowledge, raised some questions, and asked candidates how to solve them.

Neither of them met the requirements, but one of them, Zhang Kai, felt that he was younger and more modest and honest. Mu Yang explained to him directly that he did not meet the requirements, and asked him whether he would like to come. The probationary period was within half a year, and the salary during the probationary period 4500, give him a chance.

The probationary period has been extended from two months to half a year. After half a year, if the requirements are met, the salary of the original workshop supervisor will be paid.

Zhang Kai didn't think much, and agreed quickly excitedly, and thanked Mu Yang for hiring him, saying that he would be able to work the day after tomorrow.

After the interview, Mu Yang explained the matter to the personnel Fang Xue who was sitting opposite the sofa.

Ask him to prepare for the expansion of front-line workers. By the end of this month, he will recruit five welders, three salesmen, one chef, one helper, one warehouse worker, and one quality inspector. The total number of employees in the company will reach 30.

At the same time, the company's recruitment process must be standardized.

The next day, Mu Yang took two salesmen and drove to Sucheng Kawei Valve Co., Ltd.: the largest manufacturer in the domestic valve industry, with a revenue of 1.4 billion yuan last year.

This company actually started as a small workshop in 1997 and established a joint-stock company in 2002. It has formed 9 major product series mainly including gate valve, globe valve, check valve, ball valve, butterfly valve, nuclear power valve, regulating valve, wellhead valve and safety valve. Since 2003, it has become the largest and world-renowned industrial valve in China. Manufacturer and exporter, listed in 12 years.

The rapid development and rough expansion have also exposed some management problems.

As a colleague who was engaged in the industry before, Mu Yang still has a good understanding of this company.

Surfacing STL is mainly used in gate valves, globe valves, and check valves. These three types of valves account for 60% of Kawei's revenue, which is more than 800 million yuan.

The surfacing STL business is estimated to occupy 30-45 million yuan, which is two or three times that of Huazheng Valve. Mu Yang attaches great importance to this door-to-door cooperation, but it does not have to cooperate with it.

The largest valve company is more than one billion yuan, and there are many valve companies with a scale of 100 million yuan.

In the valve industry, it is very difficult for several large companies to monopolize the market.