Rebirth 99 to become a car giant.

Chapter 176 I was scared by HR, how can I still operate like this?

At the end of each year, what bosses care most about is how much money the company earned.

What employees are most concerned about is how much year-end bonus the company will pay.

In 2001, most companies actually had no year-end bonuses.

Nanshan's ever-increasing appeal is closely related to its generous year-end bonuses and decent wages.

The turnover target and profit target for 2001 were both met, and the promises Cao Yang made before were naturally fulfilled.

When wages are paid in January this year, all Nanshan employees will receive year-end bonuses equivalent to five months of basic salary.

Although most people's basic salary is not very high, getting five months' bonus at once is definitely very impactful.

Invisibly, the cohesion of Nanshan's employees has risen to a higher level.

Especially for college students who only joined the company in July this year, although they only received half of their year-end bonus, they still received almost 7 yuan.

This allows them to go back in glory when they go home during the Chinese New Year.

Even these days, 5000 yuan can buy a house of two or three square meters.

However, as the director of the Personnel and General Affairs Department, Liu Youmei felt that she needed to have a good chat with Cao Yang.

"After our Nanshan Industrial Park was put into operation, the number of workers increased significantly. Today, the company has more than 2000 employees."

"And as our production lines shift from single-shift production to double-shift production, or even three-shift production, the number of our workers will increase rapidly."

"We don't have to wait until the end of 2002, the company's number of employees will successively exceed the 3000 and 5000 mark."

“After the second phase of the industrial park project is completed, it is even possible to exceed the 1 mark.”

"With such a large number of employees, the expenditure on salary and welfare benefits will increase and gradually become a burden for the company."

"Especially since you promised everyone that your salary will increase by 10% every year. This does not include salary increases for promotions and performance appraisals."

"Taking into account the increasing bonuses every year, within a few years, Nanshan's labor costs will exceed those of most private and state-owned enterprises, and will be close to those of foreign companies."

"I think it is necessary to take precautions and design a more reasonable salary system and employment system."

Liu Youmei also worked in a large enterprise before and was introduced to Cao Yang by Xiang Changle's wife.

After a brief interview, Cao Yang hired her.

Nanshan is getting bigger and bigger, and now it really needs some people who have worked in large factories to help sort out the work processes and management systems.

Cao Yang had no experience in managing such a large company in his previous life, so he was very self-aware.

Grasping the company's development direction is his strength.

Some specific management must be left to various professionals.

Even with regard to the R&D center, in addition to "guiding" and "sharing the joys and sorrows" from time to time, many of the work is promoted by the company's employees.

"Nanshan really needs its own sustainable salary system and personnel training system. Do you have any suggestions?"

Cao Yang selectively ignored the first half of what Liu Youmei said and focused on the last sentence.

However, Liu Youmei felt that this was a good opportunity to show her value to Cao Yang, so she focused on the first half of her explanation.

"Mr. Cao, I have a way to significantly reduce salary costs for the company."

"First, the base salary of workers in the production workshop will be halved and overtime work will be doubled. With the same efficiency and excellence, half of the salary expenses can be saved."

"Second, when using labor dispatch workers, you only need to pay the labor service company, and they will take care of all the rest. You don't even have to buy five insurances and one housing fund."

“Third, outsource part of the business and do everything yourself.”

"fourth……"

Before Liu Youmei could finish speaking, Cao Yang couldn't help but interrupt her and said: "Nanshan needs to save costs, but we save based on technological innovation and progress, rather than deducting employee benefits. This is not Nanshan's culture. .”

"Bu Liu, we need an motivating salary system so that employees can see their future."

"You also know that there are companies outside that are always trying to find technical personnel from Nanshan."

"We must allow them to have enough income to support their lives, so that they can engage in research and development with peace of mind."

"We can even consider another way to change qualifications in addition to the promotion of management positions, so that more ordinary employees can always have the opportunity to increase their salaries."

"For example, for R&D personnel, there can be various levels such as assistant engineer, engineer, deputy chief engineer, chief engineer and senior chief engineer."

"Even an ordinary employee can have a chance to earn a salary similar to that of the department chief or department director through hard work."

“As for adjustments to labor and basic wages, basic adjustments to five social insurances and one fund, we in Nanshan will not consider using them.”

"Anyone who works in Nanshan, even the security guard at the gate, is a formal employee of the company."

In his previous life, Cao Yang fully experienced the disgusting aspects of labor workers and expatriates.

If you just want to make money by running a small factory, then you must save money wherever you go.

But if Nanshan wants to become the number one parts company in China and even the world, it definitely can't do it this way.

Have you heard about Bosch using temporary workers in Germany?

Does Denso have informal employees in Japan?

Maybe something like this will happen later.

That is definitely not available at this stage.

"Mr. Cao, no wonder the company's employees have such a strong sense of belonging. It is inseparable from your attitude."

Liu Youmei smiled a little awkwardly.

I originally wanted to flatter him, but unexpectedly I slapped him on the horse's leg.

The private entrepreneurs she had come into contact with before were all trying their best to make a fuss about workers' wages.

The lower the basic salary, the better. The social security and provident fund payment bases should be paid according to the minimum wage standard.

They don’t even want to pay these benefits to employees at all.

Unexpectedly, when he arrived in Nanshan, Cao Yang was more disciplined than foreign companies.

It's really rare.

"Liu Buqian has not been in the company for a long time, and he will gradually realize the difference between Nanshan and other companies."

"We are a company that relies on technology to get orders. This is what I often say."

“For Nanshan to remain technically competitive, the salary must be attractive.”

"We can't let the horses run and not let them eat grass."

"That's unrealistic."

Cao Yang knew that Liu Youmei had good intentions, so after a few reminders, he didn't take it to heart.