An entrepreneurial life is reborn

The most important development direction is the large-scale chain supermarket industry, as well as the Internet industry. As for the other subsidiaries, although the volume is not small, but the Changping supermarket company, even the Guangyu Technology Company compares, it is still to be part.

If you enter the other subsidiaries, the development inside the Pingyuan Group is more foreground than in these two subsidiaries.

What's more, some people who have studied in the scene have a matter of taking relationships with the Pingyu Group. Even if it is barely entering the Pingyu Group, I am afraid that it will not achieve too much development.

So the members of these student members have not received the invitation from Chen Ping, and they immediately began to consider how to enter the Pingyu Group, but it is carefully thinking.

For these people's choices, Chen Pei has not been forced to. He is also very clear, although these people can be considered talents, but this world, talent is too much too much.

Regardless of how to say, Jiang Da's student, after all, is just a student, even if it is the president of the Student Association, Chen Tongwei, has no real work experience. Ranking requires all of them to the Pingyu Group, which is likely to limit the development of the other party.

Therefore, Chen Ping also only put forward the invitation, and did not have a job on the spot to give them any position, just gave them an opportunity to interview.

As for the interview, whether it is possible to pass, through, what kind of position can be done, this is still necessary to see their own ability.

For this grasp of this point, Chen Ping did a pure green, and there was no discerning place for a half point.

However, Chen Ping is also very clear, in any case, after these people understand the history of the development of Pingyu Group, they must be willing to move to Pingyu Group.

At that time, most people should go to Pingyu Group to interview, and Chen Ping has already decided. For these people, as long as they are willing to enter Pingyu Group, Chen Ping naturally wraps. of.

Although it is not directly to the location of the executives, these people will be the main cultivation direction of the Talent Reserve of Pingyu Group in the future.

For companies such as Pingyu Group exotic companies, talents have always been an important direction of Chen Ping.

Because Chen Ping is very clear, Pingyu Group has developed to now, just a short year and a half. In such a short period of time, the speed of the development of Pingyu Group is extremely considerable.

In such a rapid development process, Pingyu Group still has a variety of short boards. For all, one of the largest short boards in Pingyu Group is the talent reserve inside the Pingyu Group.

For the easiest example, he said that Changping Supermarket Company. Changping Supermarket Company has developed to the present, from the beginning, until now, the large-scale chain supermarket industry in Dongjiang Province is now only used for a year and a half.

In such a short period of time, Changping Supermarket Company has developed several thousand people from the beginning of the region, from the number of people in the district, and has developed to millions of people.

Once the 4th large-scale expansion of the Changping supermarket company is completely completed, dozens of large supermarket stores, thousands of small and convenient stores, the entire Changping supermarket company, the number of employees needed, the minimum standard is up to 15,000 people There are many.

This is just the normal operation of the Changping Supermarket company, follow-up, still needs a lot of recruiters. Especially for the middle and high-level managers, there is a great gap.

According to Chen Ping's expectation, it is very likely to be more than 20,000 in terms of human needs according to the size of Changping Supermarkets completed in the fourth large-scale expansion.

In these 20,000 people, the management personnel above the middle and high-level are more than a few thousand people.

You must know that as a general employee of a supermarket company, there is no requirement, and one person can be trained for a while.

The management personnel above in the middle and higher levels need to be required. Such abilities are not everyone who can have.

Therefore, the medium and high-level management personnel of Changping supermarket companies have great gaps. Many middle and senior management personnel are both a few jobs.

On the one hand, the working pressure is large, and on the other hand, because of the limited energy, the situation is not taken care of, the development of all stores in Changping supermarkets.

Simply put, in a large supermarket store, some people have both two or even the three or four department managers.

Although employees under the hand may be just two thirty people, several departments, different operation modes, must be slowed slowly at work efficiency.

The slowness of work efficiency is reflected in the operation of the supermarket store, which is very likely that the operational efficiency of the supermarket store is very likely to affect the profitability of the supermarket store.

And this is a problem that needs a lot of talent supplements before they can solve.

Take the first large supermarket store in Changping Supermarket, Fuhua Plaza Store in Anhe City as an Example. The current Fuhua Square has long been established with a lot of time.

It can be used as the first store of Changping Supermarket, the middle management personnel of Fuhua Square store, still have a lot of gaps. In addition to a store manager, there is only three departmental managers, but there are more seven or eight departments.

Even the store is also the same as the location of the department manager.

Originally, according to the operational goals of Fuhua Square store, you can create a profit of 3 million to 5 million yuan per month.

However, because the work efficiency of each department, Anhe City Fuhua Square store can create a pure profit created by Changping Supermarkets every month, and only 2 million, even when the peak is just about 3 million.

Among this, it is naturally a great gap. Such a gap, only after the vacancies of the middle management personnel, the work efficiency of each department has been further improved, and the operation status can be improved.

The same problem, naturally also appear in most stores in Changping Supermarket. Therefore, for talent gaps, it has always been a high-rise building of Changping Supermarkets and a problem that it is trying to solve.

Such problems can be solved for two days a day. It is possible to compete for the location of the management personnel of Changping Supermarkets, it is also a powerful strength.

Such talents are not so good. It is reluctant to serve as the location of middle or above management, and there is no way to improve the efficiency of various departments, and it is also very likely to cause a certain mistake.

This mistake is to further depress the operational efficiency of each supermarket store. Therefore, Chen Ping has been very clear, Changping supermarket company, even the entire Pingyu Group, in terms of personnel, one is a short board.

Even if there is an addition of Fengxiang's headhunting company, I want to solve such a problem, nor is it possible to do.

But now, Pingyu Group has developed to this point today, and it has also begun to gradually establish a relatively complete talent training system.

Such a talent training system is actually a perfect system in many large enterprises. There are many large companies, and even in international enterprises, they will even focus on tube breast.

The way to cultivate tube and culture is also different. Even some international companies will customize talents to major colleges and universities around the world.

According to our respective companies, they will conduct targeted cultures for talents for talent demand. In this process, the time, funds and energy required to be investing is that there is no way to imagine ordinary people.

Changping Supermarket Company is currently, although there is no such point, but it has begun to have a unique way in the direction of talent training.

At present, Changping Supermarket Co., Ltd., even there are several major subsidiaries under the Pingyu Group, each has different cultivation patterns. Such cultures can be divided into two aspects.

On the one hand, it is a cultivation of talents within the company. In the subsidiary of the subsidiary of Pingyu Group, the company has a large number of ordinary employees.

A company, it is impossible to only have only middle-level managers. Ordinary employees will always be the foundation of a company.

The Talent Training Mode of Pingyu Group is first to be cultivated from the ordinary employees of the Pingyu Group.

Once some people have certain ability, or if there is potential, they will focus on the investigation, and even orientation.

Without any person's ability is natural, everyone's ability, is a step-by-step culture to get it. Under the orientation of Pingyu Group, these people's work experience and ability can be improved.

However, the problem is that Pingyu Group has developed to now, but the total is only one and a half years. Within such a short period of time, there is not much larger number of middle-level managers who have cultivated from ordinary employees.

On the other hand, Pingyu Group has always been high for the recruitment of talents. Because everyone is very clear, the development speed of Pingyu Group is sustainable for talents.

At least in the short term, Pingyu Group does not stop the development. Some ordinary group companies, while developing to a certain level, although constantly expanding the scale, it is not so big for the needs of talents.

In this case, they naturally not be too raging for a lot of talents. Therefore, for the recruitment of talents, it is no longer the personnel department inside the group company, and the direction of work needs to be focused.

The personnel department of these companies, the real work, has already changed to the management of the company's internal personnel system. Can be different in Pingyu Group.

The personnel department of Pingyu Group Headquarters, even the personnel department of the subordinates, the weight of the work, and the recruitment of talents.

Because Pingyu Group has the process of future development, how much is the talent that is needed, no one can say it.

Even if the number of people who need the number of employees have a few months, it has also expanded from the first few people, and gradually expanded to the top 100 people, and such talent recruitment, Continuous.

After all, there are many projects that need to be carried out in the future. These projects are needed.

Don't look at the projects in progress, it is not too much. You can be very clear. With the continuous development of Tianyu Entertainment, the gap of people will be larger.

I like to be born, starting a business, please collect: (bxwxorg.com) Rebirth of the startup of the penalticulture is the fastest.