March 31, Saturday, the last day of March and the first quarter of 2012.
Due to the long Tomb Sweeping Day holiday, we are scheduled to work overtime today and tomorrow as part of the statutory holiday schedule.
Although working two extra days can give you three consecutive days off, most office workers are reluctant to go to work.
Bolang Company is different, everyone from top to bottom is looking forward to today!
At 9 o'clock in the morning, when Wen Liang walked into 901, even the girl at the front desk had a different spirit, and the office area was filled with a special aura.
Without it, as early as last month everyone knew the major events that were going to happen in the company today:
First, the results of the first quarter assessment of all employees are announced.
The second is quarterly bonuses and option grants.
The third is the adjustment of positions within the department.
Fourth is the final elimination that is rumored to happen.
No one thinks that the chance of being on that small elimination list is too small, only 5%!
And it's just a rumor.
There has been no official email notification.
People are more willing to believe that good things will happen.
…………
9:40.
In the large conference room, Wen Liang presided over a regular summary meeting for the first quarter.
Participants included Yuan Shiya, Chen Jiaxin, Wang Wanyu, Lin Hong, Xin Dai, Li Ze, Tang Pu, Li Bowen, Sun Baoyin, and Li Xia.
In addition, because this summary meeting involves many related matters, Yang Yun, a new manager in human resources, was present.
There are also several administrative managers in R&D.
Zhao Mingjie and Zhang Yulin were also present as special guests.
Neither of them was present as a shareholder.
The former attended the meeting as the chief numerical planner of the game business, and the latter attended the meeting as the chief development engineer of the Android App Store.
As usual, it is the beginning of summer and the minutes of the meeting.
As usual, Wen Liang didn't talk nonsense at all and directly called out the name: "Manager Yuan, your human resources team will make a summary first."
Yuan Shiya cleared her throat, opened the notepad in front of her, and gave a clear summary of her human resources work since she joined the company.
The work summary mainly focuses on personnel recruitment management and service management.
"In March, the company had 174 new employees, and the company's total number of employees increased to 605, with an additional 9 part-time employees on site."
"No one has left the company since March."
“Excellent attendance.”
"..."
Although Bolang recruited people on a large scale soon after Yuan Shiya joined the company, the most important performance of the human resources department manager is not personnel management, let alone the simplest service management.
Based on Yuan Shiya's past experience, Wen Liang initially thought that it would be difficult for her to make further progress in Bolang.
Current performance has confirmed Wen Liang’s subjective opinion.
As the manager of the human resources department, he was given the title of "General". If Yuan Shiya had the ability, she should have sorted out her work and picked up the more core human resources planning management, human resources system management and salary management, appointment, dismissal and transfer.
, employee relations, etc.
Although the latter is about the core and should not be touched before a firm foothold is established, at least the first two are needed to show that Yuan Shiya can control the increasingly powerful human resources affairs of Bolang, but she does not.
Traditional human resources management is divided into six modules: planning, recruitment, salary incentives, performance management, training and development, and employee relations.
It can also be summed up simply into two things:
1. Put the right people in the right positions;
2. Use appropriate methods to encourage him to correctly contribute to the development of the company.
Unfortunately, Yuan Shiya's current job has nothing to do with human resources management: neither this nor that.
In other words, Yuan Shiya only regards herself as a human resources manager.
After listening to Yuan Shiya's report, Wen Liang was noncommittal, glanced at Yang Yun, and finally ignored it.
Then I clicked on Chen Jiaxin.
Chen Jiaxin was already prepared, opened the folder, and made a system report.
The summary is divided into four major modules: basic environmental protection, business process protection, behavioral system construction, and comprehensive affairs management.
The work summary of basic environmental protection mainly focuses on the two aspects of internal information management and material management.
The work summary of business process assurance mainly focuses on timely uploading and downloading. Dabolang can still maintain high efficiency even after Wen Liang requested that transactions be archived. Chen Jiaxin’s contribution to business process assurance should be given the greatest credit.
Comprehensive affairs management is more complicated. Chen Jiaxin talked about the key points in two or three sentences without going into details.
Chen Jiaxin's report on the construction of the behavioral system was also very candid, but the progress was slow and unprepared.
Chen Jiaxin’s report is very organized.
It allows everyone to understand the focus of the company's administration in the first quarter at a glance.
For example, the Administration Department rented three new office areas totaling 1,000 square meters on the 8th, 15th, and 16th floors of the Silver Gray Building.
In short, because Yuan Shiya is in front, it directly highlights Chen Jiaxin's ability to handle official affairs very well.
So, several people here took the time to look at Wen Liang deeply, each with their own meaning.
For example, Wang Wanyu.
For example, Li Ze and others.
For example, Xindai showed some disdain for Yuan Shiya.
And Chen Jiaxin herself.
They once again felt how powerful Mr. Wen was, who didn't seem busy and could go to school two or three days a week.
Even Xin Dai, who joined later, was aware of Chen Jiaxin's original abilities.
With the current results, apart from admiring the gentleness and ability to lead people, what else can be said? What else can be said? What else needs to be said?
Cinder couldn't help but change her sitting position. She actually had the slightest bit of stage fright.
Next, Wang Wanyu reported on the financial work. She was born in Deloitte and can be said to have the most hard-working experience in the entire Bolang. She is not showy on weekdays, but everything is handled in an orderly manner.
Including but not limited to financing issues, investment issues, dividend distribution issues, financial risk avoidance issues, tax compliance issues, etc.
Some financing and investment matters occurred in the first quarter.
For example, many institutions wanted to invest in Bolang a few years ago.
Among them, the private equity firm was more insistent and contacted Bolang last week to increase the valuation offer to US$350 million or RMB 2.2 billion.
New venture capital also intervened, and the valuation was raised to US$300 million or equivalent in RMB.
These were all taken care of in an orderly manner by Wang Wanyu.
It was also reported that a large project of planning a financial service system is under way.
To put it simply, Wang Wanyu's report clearly showed where Bolang's money came from, where it was used, how it was distributed, and whether there was any improper loss.
Regarding where the money comes from, Wang Wanyu’s report mentioned in addition to the revenue sources of two projects: Xiao Cheng Shu and “God of War”;
He also mentioned that a newly obtained bank loan, a three-year loan of 50 million yuan, has been received.
With Bolang's own funds, such a credit scale is actually quite difficult.
However, Mr. Wang has a biological sister in the banking system.
Although this sister is just the vice president of the city branch of the same bank in Jiangxia.
But it can provide necessary help.
Although Wang Wanyu's sister is also Mr. Wen's mother, no one cares so much.
Subsequently, Lin Hong, Xin Dai, Li Ze and others conducted work summary reports from the perspectives of their respective departments.
Zhao Mingjie and Zhang Yulin, who were particularly present at the meeting, did not participate in the work summary report.
Lin Hong, Xin Dai still has a few brushes, there is always something that can be used.
Li Ze and others are not bad either.
They are often taught by gentle words and deeds. It is one thing in private, but it is obviously another thing in public.
After everyone summarized the work content, Wen Liang glanced at everyone and summed up briefly: "Everyone has worked hard. The company's development has not gotten out of control at such a rapid pace. It depends on everyone's concerted efforts."
"The development in the first quarter is very gratifying, but there are also shortcomings."
"I have read the summary of assessment reports submitted by each department. There is no formal email to confirm that the bottom 5% will be eliminated. It does not have to be implemented, but..."
Having said this, Wen Liang took out a piece of information and handed it to Lixia to distribute: "There are still 7 people who need to be dismissed!"
"After large-scale recruitment, it is understandable that some new employees cannot keep up with their business capabilities, but Bolang will never tolerate employees with problematic work attitudes!"
"I am especially critical of the R&D department, human resources department, and product department. These three departments all have employees with careless work attitudes. The company does not pay the cost to pay for it by asking an ancestor to provide for it. I think everyone does not understand this truth!"
Finally, Wen Liang looked at Yuan Shiya, Yang Yun and others: "The Human Resources Department will cooperate in handling the dismissal matter."
Yuan Shiya, Yang Yun and others nodded.
Afterwards, Wen Liang stared at everyone present: "I don't hope that any of the existing 598 employees will be fired in the second quarter, and I also hope that everyone will implement it. If the business ability is not good, there is no cure, but if the attitude is not good, there is no cure!"
Everyone responded in unison: "Understood!"
Their faces were a bit solemn.
Wen Liang did not fire employees according to the method of eliminating the last ones, but just let everyone know where his bottom line is.
This time I only verbally criticized three departments.
Everyone here is not stupid. Next time if there are still employees with work attitude problems who are fired, they will definitely not be criticized verbally like now.
Everyone has heard more or less about the performance of the seven people on the list in the company.
I have a problem with my attitude once or twice, but I can barely understand that everyone is in a bad mood for two days a month.
If you often have a problem with your attitude, you are challenging the company's rules and regulations.
…
Subsequently, Wen Liang took out another list, this time projecting an electronic version through a computer: "This is the first draft of the option grant list for this quarter. It will be voted on in a centralized manner. The total number of people on the list is limited to 50 people."
The total number of people listed on the projection is 80.
This means that 30 people will be excluded this time.
As for the managers of each department, options are naturally awarded based on performance. For example, Li Xia, Lin Hong, and Xin Dai received options previously.
In addition, Yuan Shiya, who did not want to go further, also received options this time, with a smaller share.
Of course, these options are all within 12 million shares.
Some other executive managers have not been granted options for the time being.
The voting results will of course come out soon.
Although the interests of various departments were involved, as well as matters involving department managers wooing subordinates, everyone still eliminated some people very quickly, which was very fair.
The co-founders don’t take things lightly.
Managerial staff who joined later, including Li Xia who had voting rights, did not dare to look carelessly in front of Wen Liang.
Then there was an internal discussion on job adjustments, and Wen Liang also gave the list.
The results were also discussed very quickly. Those who were able went on, while those who were unable stayed where they were.
…
Then there’s the business arrangements for next quarter.
Wen Liang changed a document and projected it: "There are many things to be promoted in the second quarter. Let's talk about the general direction first:
1. The Operations Department is internally divided into two major groups: Business Operations and Business Operations. The former carries out business and external business cooperation, and the latter carries out business and external operations;
2. The mobile game business part of the R&D department is independently formed into a mobile game business group, which mainly carries out the overall main process, total value, and overall plot planning of the game;
3. The operation and maintenance department includes system management responsibilities.
4. Talent echelon construction, especially administrative talent echelon construction.”
"..."
After finishing speaking one by one, Wen Liang took a sip of water: "There are still some important specific things."
Wen Liang was the first to look at Zhao Mingjie: "Gong Zhao, you are here to assist the research and development mobile game business team as quickly as possible to train a qualified game numerical planning team, whether it is cramming or anything."
Zhao Mingjie, who was still holding his hair hot with tin foil, nodded solemnly.
Then Wen Liang looked at Zhang Yulin: "Mr. Zhang, the follow-up operations of the Android App Store and the update and iteration work will be integrated into the company. Please help me get on the horse and give me a ride."
Zhang Yulin also nodded to express his understanding.
He has not forgotten where his focus lies.
Developing an Android app store can only be regarded as a ‘time-killing game’.
After that, all the general matters were put aside.
For example, in the mobile game business, we need to be wary of the possible end of the ‘honeymoon period’ and the possible emergence of third-party manufacturers;
For example, the second game’s invitation-only closed beta will be launched on April 10th;
For example, the work promotion of Xiaocheng Book’s e-commerce module;
For example, the implementation of key tasks of the R&D department;
For example, further recruiting people and optimizing the internal human resources structure.
Wen Liang didn't mention anything that should be vague, and never missed anything that should be emphasized.
Finally, there is the distribution of performance bonuses to each department, and this gentle delegation directly delegates power.
At this point, the quarterly summary meeting ends.
The administrative managers of each department also conveyed the important results of the summary meeting -
