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Volume 2 Tomoko Super Version 322, the opening of three branches

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    322, opening of three branches

    Since we were planning to use Tomoko¡¯s special microphone as a prop in the advertisement to achieve the purpose of promoting Tomoko¡¯s voice and the microphone, killing two birds with one stone, the advertising production had to be temporarily paused and we would start shooting after the microphone samples were released.

    As soon as the Tomoko dedicated microphone project was launched, Yi Shasha and Guo Chun clearly felt that there were not enough people.

    ??If there are not enough manpower, then the only choice is to apply to the company to recruit people. Yi Shasha is better here. At present, the main thing is to form an online sales team and build online sales channels.

    Before coming to Zhizi High-tech, Yi Shasha had served as a sales manager in two companies, one of which was an e-commerce company. Therefore, she had rich marketing experience in e-commerce and had a wide network of contacts, including old classmates, friends and even  many.  Therefore, within a week, she easily hired seven or eight people from other companies to form the basic team of online sales.  These people she poached are either her old classmates, or her old friends and familiar colleagues. She basically knows the ins and outs and has good moral character. However, due to various reasons, they are all a little confused at the moment.  "Frustration" means career development is very unsatisfactory.  Yi Shasha told them about the situation at Zhizi Hi-tech, especially the young boss Li Jingran who did not care about qualifications or relationships, but only about ability, style and courage. When she told them, there was little hesitation. Most people  I submitted my resignation to my original company the next day.

    Yi Shasha moved quickly, but the R&D department led by Guo Chun did not go so smoothly.  When Guo Chun's R&D Department was established, he was the only one, a standard polished commander.  Guo Chun is a talented person in computer hardware, but he is not very familiar with things like microphones. When there is no one to ask for and no technology, it is really difficult for him to come up with a brand new, high-quality microphone.  It's hard for him.

    Fortunately, Li Jingran is also aware of the difficulties that the R&D department is currently encountering. At the beginning, he did not expect to use his own ability to create a brand new microphone. Instead, he planned to find a professional microphone manufacturer and find one among their existing products.  If you want a product that looks good, has reliable performance and passes the quality standard, let it be OEM.

    So, in the next period of time, Guo Chun took his newly recruited follower who had worked as a technician at a microphone manufacturer to some domestic professional microphone manufacturers to run products.

    And while all the people in the company were busy developing new business and looking for new products, Li Jingran was taking his two secretaries, Jiang Xiaorou and Lin Xin, to act as a trapeze artist.  Of course he was not going on vacation, but to Beijing, Shanghai and Guangzhou to establish three branches of Tomoko Hi-Tech.

    Li Jingran¡¯s branch in Beijing is located in Zhongguancun, the capital of Beijing, known as China¡¯s Silicon Valley, China¡¯s first national high-tech industrial development zone.

    The Haishi branch was opened in Zhangjiang High-tech Park.

    In Yangshi, Li Jingran also chose a well-known high-tech enterprise concentration area as the location of the branch.

    The offices chosen by the three branches are all in high-end office buildings, with an area of ??100 to 150 square meters.

    Li Jingran did not promote or transfer the general managers and other personnel of the three branches from the Rongcheng headquarters. Instead, he adopted the method of recruiting local personnel online and "drawing materials from the local area."  Jiang Xiaorou had already asked Jiang Xiaorou to post the recruitment notice on major talent websites before the Chinese New Year. Therefore, Li Jingran's trip to three cities to set up branches this time was also for the purpose of recruiting talents.

    Li Jingran¡¯s salary for the staff of the three branches is neither high nor low, at the mid-range level.  For example, the basic salary he offers to the bosses of the three branches is 6,000 per month, plus a red envelope at the end of the year. The other three insurances and one fund are the same as those of the employees at the Chengdu headquarters.  This kind of salary is a bit low for a branch boss, but in the current economic downturn, countless college students and graduate students cannot find jobs, and many companies are constantly laying off employees, it is still very beneficial.  It is very competitive, so there are a lot of people applying.

    Li Jingran stayed in each city for five days, three of which were mainly used to recruit various personnel needed by the branch.  During these three days, the conference room he temporarily rented for recruiting talents in the five-star hotel where he stayed was filled with people almost every day. Moreover, this was even when he, Jiang Xiaorou, and Lin  Xin and the others had screened in advance and rejected a large number of resumes. Otherwise, if they opened up the recruitment and gave up the entire hotel, they might not be able to accommodate them.

    Since he was the starting team of the branch, Li Jingran did not entrust the people below to handle this recruitment, but did it himself.

    For each branch, Li Jingran plans to recruit a general manager of the branch, a person in charge of the technical department, a person in charge of the customer department, and a person in charge of the sales department.??The Rongcheng headquarters will then send a financial staff member, totaling five people.  Five people make up the basic structure of the branch and maintain the company's most basic operations. If there are not enough people, Li Jingran will assign them or authorize the general manager to recruit locally.

    But in the early days, Li Jingran only positioned the three branches as "Server Array Data Exchange Processing and Storage Center" and "Customer Service Maintenance" with five people, which was basically enough.

    In order to recruit qualified talents, especially the three independent branch bosses, Li Jingran not only prepared a set of all-inclusive and strange test papers for them to take, but also asked a large number of questions personally.  Some of these questions are normal, some are "abnormal", some require brief answers, and some require detailed explanations. The candidates can choose to answer or not answer.

    When those candidates who applied for branch manager positions left the hotel, they felt as exhausted as if they had participated in a triathlon, almost exhausted.

    Naturally, these written and oral test papers and questions are definitely not some weird tricks that Li Jingran came up with on his own. Instead, he and Zhenzhi worked together for an entire night to refer to the experiences of many large international companies in recruiting senior personnel.  , a scientific recruitment method developed by combining psychology, physiognomy, behavior and other modern disciplines.

    As for whether it works or not, we can only wait and see the effects.

    In the end, after a brutal fight, three people finally had the last laugh, winning the favor of Li Jingran and winning the position of general manager of the Tomoko Hi-Tech branch in their city.

    The boss of the Beijing branch is called Long Jiguang, male, 32 years old. He graduated from Peking University with a bachelor's degree in computer science and technology. He once worked as a programmer at Huawei. He is proficient in software and familiar with hardware. His highest position was department business manager. Because he offended his boss,  Fired by Huawei.  When I was looking for a job again, I joined Tomoko Hi-Tech.

    Wei Pei, the boss of Haishi, is a 30-year-old female with a bachelor's degree in electronics and information technology from **. She has worked in two multinational companies, HP and Motorola. She has an international perspective and strong communication skills. She took the initiative to resign because she was dissatisfied with the harassment from her boss.  After resting at home for two months, I saw that Tomoko Hi-Tech was recruiting the general manager of the Haishi branch, so I took the initiative to apply.

    Yangshi CEO Li Zhi, male, 35 years old, graduated from Harbin Institute of Technology majoring in mechanical manufacturing. After graduation, he joined FAW-Volkswagen, with the highest position being technical vice president.  In a quality accident, he was pushed out by his boss as a scapegoat, and he went south to his hometown of Yangcheng.  Later joined Tomoko Hi-Tech.

    Although the three people are of different ages and have different personalities, upon closer inspection, they have many similarities. For example, they all have professional technical backgrounds; they all have bad luck in their respective career development, and they are either fired or harassed by their bosses.  , very unfortunate.

    The reason why they were recognized by Li Jingran as talents was not only because of their professional background knowledge, smooth communication skills, vision, overall view and other basic qualities, but also to a certain extent because of their "bad luck" that attracted Li Jingran  , which made Li Jingran look at them differently and favor them.

    When the office spaces of the three branches were leased and all personnel were recruited, Li Jingran asked all twelve people to come to the Rongcheng headquarters to participate in training that lasted from two days to one week.  During this period, Li Jingran mainly asked them to visit and understand the operation of Zhizi Hi-Tech, the company's current products and the products that will be launched in the future, and personally intern in the corresponding departments to understand what they will do in the future.

    After that, Li Jingran drove fifteen people back to his hometown and asked them to immediately start the operation of the branch: registering with relevant departments, purchasing office equipment, purchasing servers and other related matters, Li Jingran handed over all to the three branches  CEO, he sat in Chengdu to conduct remote control and inspected the execution ability of the three CEOs at the same time.

    March 1, 2011.  The three branches of Sophon Intelligent High-tech Industrial Group in Beijing, Shanghai and Guangzhou opened in a low-key manner. The server groups in the computer rooms were started at the same time and began to perform Sophon voice segmentation processing tasks.

    Li Jingran deployed one hundred IBM system x3850 x5 enterprise-class rack-mounted high-performance servers in the computer rooms of three branches.  The computer room of each branch can theoretically withstand up to 1 million people having online voice calls at the same time.  In this way, coupled with the 508 servers of the head office, Tomoko Hi-Tech's total server array has reached 808, which can support up to 8.08 million people online at the same time!

    The current average online support rate of Tomoko Hi-Tech is just over 2 million. After almost a month of rapid growth, the current growth rate has slowed down. Therefore, the online support rate of 8.08 million should be able to support it for a long time.

    And the most important thing is that with three shunt slave server groups, Li Jingran is no longer afraid of power outages.

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    Thank you yb0066,?Fan¡¯s monthly ticket and evaluation ticket!

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