Chapter 7 6. Blind dates - such as professional

After going through too many times, many problems have been thought through repeatedly in the entanglement. Lala is already familiar with the interview. To what extent? Ask 100 questions, and Lara can correctly guess 90 of them in advance. After staying at home for Christmas for two days, Lala was in good spirits on the 26th.She was scheduled for the second interview, and she arrived 10 minutes early. As soon as she reported her name to the front desk, a girl in a silver-gray suit came out to greet Lala and said, "Is this Miss Du? This is HR." Emma, ​​please follow me." Emma led Lala inside and asked Lala, "Would you like to rest for five minutes first? The bathroom is over there."

Lala hurriedly thanked her, both the front desk and Emma left her with a well-trained feeling, which further extended to her initial favorable impression of the SH company. Chen Jie was sitting at the desk, and when he looked up and saw Emma bringing him over, Chen Jie's eyes lit up at the first sight, and he felt a little willing in his heart.He thought, it seems that Lao Lie still has his reasons for recommending Du Lala. Before Emma could introduce him, Chen Jie got up and said, "Is it Lala?" He reached out and gave Lala a strong shake.She gave up her seat and said, "Please sit down! What would you like to drink? Tea? Or coffee?" Lara said, "Give me a cup of warm water." Emma immediately brought a cup of warm water, and gently closed the door before exiting.

Lala was also observing Chen Jie carefully. She noticed that Chen Jie had sharp eyes and seemed to be a very intelligent person. The strength of his handshake made Lala guess that he should be a decisive and firm person. , he has a moderate enthusiasm for Lala, and he has a good sense of proportion, which also makes Lala have a good initial impression of him. Sure enough, as Lao Lie said, the two of them initially called. Chen Jie asked Lala to introduce herself first.Lala introduced her responsibilities in DB, the organizational structure of the team, the main achievements in recent years, and her personality characteristics.Exactly fifteen minutes after finishing speaking.

Chen Jie nodded and asked Lala, "Could you give me an example to explain how you managed to complete the task with limited resources? Please describe the difficulties and tasks you faced at that time, and what methods did you think of? What kind of action, what is the final result, tell them all, the more detailed the better." Lala told the story of how she renovated the Shanghai office back then.After looking for a job for more than six months, she has told this story several times in various interviews. If you want to talk about the difficulties she has suffered, her dedication, her achievements, her transformation, her How did she become a manager? This renovation is a story that she will never get around in her life. Even if one day, the matter of "must become a manager" is as frivolous as a cicada's wing to her life , but for her at the time, that was the ideal.Therefore, even repeated narration cannot reduce the radiance of passion and will when a person pursues his ideal.

When Lala was speaking more than halfway through, she suddenly realized that she had spoken in detail. She was a little embarrassed and asked Chen Jie, "Is it too detailed?" Chen Jie said, "No, no, I just wanted to hear your speech. Be more detailed, so that I can understand your thinking about solving the problem at that time." When Lala finished telling the decoration story, Chen Jie followed Lala in his heart and let out a sigh of relief.He looked at his notebook and continued to ask questions as planned. An hour passed quickly, and Chen Jie seemed to be asking too many questions.Lala is wondering, there are only two questions about social security and labor law, which can be regarded as skimming the water of C&B, and other questions basically bypass C&B. Is he planning not to touch it?

At this time, Chen Jie looked at Lala with a smile and said, "Uh~~ Can you introduce some information about your company's C&B? For example, strategies, tasks, projects, and staffing, everything is fine." When Lala heard it, she said in her heart: C&B, it's finally here!She straightened her back, cheered herself up secretly, and said, "Then let me talk about our salary strategy first! DB's goal is to be a leader in the industry. In line with this goal, our salary system is designed to attract outstanding talents in the industry." , to retain and encourage employees who identify with the company's values ​​and contribute to the company's development. So, the company's compensation strategy is to let employees reach the 75th percentile in overall income to ensure that our salary levels are competitive -- well, Jane In other words, we want to be the leader in the industry, so we want to use the best talents, so our PAY (referring to the salary and treatment for employees) should also be the best.”

After Lala finished speaking, she secretly observed Chen Jie's reaction to her opening remarks about C&B.Chen Jie listened very attentively, and recorded the words "75 percentile". Lala continued: "We implemented a broadband salary system, which was implemented in the second half of last year. Before that, we used a multi-tier system." Chen Jie gave a very interesting "uh" and recorded the words "broadband system". Seeing that she had only spoken two paragraphs, and Chen Jie had already made two notes, Lala felt a little uncertain, so she asked with a smile, "Shall I continue?"

Chen Jie made an encouraging gesture and said, "Yes, please continue. I will interrupt you if you have any questions." Lala calmed down and continued to introduce: "DB encourages employees to grow together with the company for a long time, which is reflected in our salary system-for example, we have a seniority award, and the amount is linked to the employee's service years, which is equivalent to their basic salary. A certain percentage of the salary is paid out with the salary every month. After the employee has served for one year, he will start to receive the award, and the percentage will increase year by year, until the cap of 20%.”

Chen Jie intervened and asked, "If the seniority bonus reaches 20%, how many years does the employee have to serve?" Lara said, "Five years." Chen Jie nodded. Lala continued: "In addition, we also have a housing fund - at the end of each year, the company will deposit a fund equivalent to 15% of their annual income into the personal account of employees. When employees need to use it, they can apply for it. However, the use ratio should be linked to the service period. After one year, 10% of the total fund can be used, which increases year by year. After ten years, the full amount can be applied. If the employee leaves the company midway, the withdrawal ratio is also determined according to the service period. The total amount of funds in a person's account is 100,000, and he has served in the company for 5 years when he leaves, so he can only take 50% of the 100,000, that is, 50,000. Whether it is seniority bonus or housing fund, it is a service The longer the time, the better the benefits."

Chen Jie said: "I remember you said earlier that more than 60% of your employees are salespeople who are directly involved in sales. So what level can the average annual income of most front-line salespeople reach?" Lala said, "I guess it's around 150,000." Chen Jie nodded and said: "Then, the company uses GUARANTEE PAY (fixed income, this part of the income has nothing to do with the performance of the employees, there is no need to evaluate the performance of the employees, as long as the employees go to work normally, they can get it. On the contrary, There are year-end bonuses, sales bonuses, etc.) a lot of money."

Lala said: "As far as I know, the top companies in the industry actually have similar overall employee income. Although we spend more on fixed income than our competitors, that's just the focus of each company's money. The difference is that people may spend more money on performance bonuses. For example, our first-line sales staff’s bonus is 5,000 yuan per month, while our opponent’s bonus is 6,000 yuan, but they don’t have the 20% seniority bonus .To put it bluntly, everyone spends about the same amount of money, it's just how each family plays the cards in their hands." Chen Jie said with a smile: "I have a more direct question - Lala, how do you know the salary data of other companies? You are not in charge of C&B. You mentioned earlier that you can't see it in the HR system. to salary data." Lala explained: "It's common for competitors to poach people from each other. During interviews, we have to ask about the salary and benefits settings of each company. There are too many interviews. For well-known companies in the industry, their salary system What are the characteristics, I still know it in my heart-I don’t need to check the records, what kind of benefits do the mainstream companies have, whether it is a high proportion of basic salary or a high proportion of bonuses, I will definitely not make a mistake, even the name of their benefits, their respective benefits, etc. I can tell you the specific amount of the subsidy." When Chen Jie saw Lala's words, his tone was very straightforward, his eyes were even more piercing, and he seemed quite confident. He couldn't help but nodded in approval, and then asked: "I believe that the first few companies in the industry are all ambitious to be leaders. Yes, and the overall salary levels are similar, so why do some companies have higher fixed income than others, and some companies have higher variable income than others? Do you think there is a difference in the intention of HR above?" Lara said bluntly: "I think there is a difference—it has to do with the company's culture, and it also has to do with the company's executives." Chen Jie said with a smile: "Then, do you mean that HR is acting according to the wishes of the executives?" Lala quickly clarified: "What I mean is that after all, the HR policy is to match the company's overall strategic goals and adapt to the company's culture--in DB China, the HR director reports to the president. How to use money, HR's ideas must be Only when the president nods can it be implemented. I know that in some companies, the HR director of the China region reports to the Asia-Pacific HR, but I think that even in the case of a dotted line report, it is impossible for HR to set the salary system without the president. .” Chen Jie made another record, nodded and encouraged: "Continue." Lara calmed down and said: "I just mentioned culture - I think American companies, generally speaking, pay more attention to process management. They believe that correct process will lead to correct results. On the other hand, I believe that This is also related to the "Foreign Corrupt Practices Act" of the United States. Therefore, compared with European companies, American companies are more willing to pay more money in the fixed income part of employees, and will also invest more in employee benefits. Europe On the contrary, the company, like the housing fund used by DB I just mentioned, will not use such benefits tied to seniority at all, and they prefer to let employees directly feel how much cash they get every month , so that employees can be more directly stimulated to make more targets in order to get more sales bonuses.” Chen Jie said: "What are the different consequences of these two different salary models?" Lala adjusted her sitting posture and said: "Theoretically speaking, it will mainly affect sales and turnover rate. From the actual situation, I feel that it is true that companies with a high proportion of sales bonuses have a faster growth in sales; On the one hand, companies with high fixed income may not necessarily have a lower turnover rate.” Chen Jie asked very interestedly: "Oh? Then why? The high proportion of fixed income means that the employee's work pressure is less? No matter how well he performs, the fixed income is always guaranteed." Lala analyzed: "During the interview, I also paid attention to asking about the staff turnover rate of each company. In reality, DB is a company with relatively high fixed income, but compared with competitors whose salaries focus on performance bonuses, DB's personnel The turnover rate is indeed not lower. I think whether a company can retain employees does not depend solely on the salary system. There are many reasons why employees leave. It is because the internal process is too bureaucratic, or the working atmosphere is not good. For example, the boss does not respect people, or there is a problem with the cooperation between various departments, which makes employees feel unhappy working here. The churn rate will be higher.” Chen Jie said, "What do you think of DB's salary system?" Lara said frankly: "I think DB's salary system is more suitable for DB's situation. Our C&B manager is very professional." Chen Jie asked: "What is the composition of your C&B personnel?" Lala said: "Our C&B manager has a supervisor and two specialists. The ladder distribution of this team is very good, the supervisor is very mature, and there is also a senior specialist who has good potential. In my personal opinion, these two people All of them can be the successors of the manager. Generally speaking, I think the team works in a tacit and well-organized way, and the team members include both professional talents with high skills and management talents with good leadership.” Chen Jie asked: "How is their workload? You know, what are their tasks?" Lala said: "I think they are the team with the heaviest workload in HR. Generally, when employees mention C&B, they think of salary increases and so on. In fact, they still have a lot of work to do. In DB, C&B has to formulate and maintain a lot of Policies, such as subsidy policies for off-site work, vacation management policies, reward and punishment policies for various behaviors, and salary adjustment policies are actually quite a lot of things. The policy does not mean that it is over after it is formulated. There are always people from various departments in the implementation process. To consult, C&B people have to spend a lot of time explaining the policy." Chen Jie smiled and said, "You observe very carefully." Lala said: "In addition to the maintenance of policies, C&B is also the maintainer of the HR system. The management of employee files, such as the update of records such as salary increases and promotions, and the management of employee contract periods are all in charge of C&B. These things There can be no mistakes, just like a nurse giving an injection, you have to be careful and meticulous all the time, so I think the colleagues at C&B are working very hard." Hearing this, Chen Jie secretly sighed, and said in his heart: Why do the people from C&B here keep running away? !It is not easy.He made a mark and was going to wait for Lala to finish talking about C&B's work content, and then asked her about the turnover of DB's C&B personnel, while signaling Lala to continue. "DB currently does not have an ER manager (Employee Relations Manager), so contracts on the ER side are all managed by C&B," Lara said. Chen Jie was a little surprised, and asked, "If an employee has a dispute with the company, should someone from C&B come forward to talk to the employee?" Lala clarified: "Our recruitment manager Tong Jiaming is in charge of the negotiation, but if an agreement can be reached with the employees in the end, the agreement will be implemented and archived by C&B." Chen Jie said: "Oh, yes, you introduced that you and Tong Jiaming are responsible for the recruitment of DB." Lala said: "Yes, but if there is an ERCASE (referring to a dispute between an employee and the company), he will handle it. Sometimes in special circumstances, such as when the employee is pregnant, the boss will ask me to assist Tong Jiaming." Chen Jie said, "Understood." Lala concluded: "What I have observed is that the daily work of the C&B team is mainly the management of salary and benefits, the formulation and maintenance of relevant policies, the maintenance of HR systems, and the management of related contracts. In addition, as far as I know , C&B also has a lot of work to do various analyzes to provide the bosses with a basis for making decisions. For example, the company considered adding a new benefit last year-supplementary pension insurance. For this matter, C&B's Colleagues have made several versions of the analysis plan, which is not easy. At that time, I think our C&B manager’s cervical spine is always not good, probably because he stayed in front of the computer for too long.” Chen Jie nodded and said, "C&B does have a lot of data analysis to do. What routine projects does your C&B manager have to do every year?" Lala said: "We have to complete the annual salary increase before the Spring Festival every year; in addition, around May, we have to participate in the salary survey of European and American companies; in the fourth quarter of each year, we have to complete the human resources budget report for the next year, including the salary increase ratio, The bonus distribution plan and the budget of various benefits are the homework that the C&B manager has to do every year; there are also transient projects, such as the implementation of the broadband salary system last year, and the C&B manager is one of the main persons in charge of the project.” Lala felt that she had finished speaking, so she stopped and waited for Chen Jie to ask questions. To be honest, Lala's knowledge of C&B has exceeded Chen Jie's expectations. Chen Jie couldn't help being secretly surprised. He glanced at his records and asked a question: "You mentioned that DB just implemented broadband last year. As for the salary system, do you know what indicators the C&B manager uses to determine the level of each position? For a position, what level should it be rated on, and what is the basis?" Lala has thought about this question many times and has read professional books for it, but she has not been able to understand it systematically. Lala can only roughly say: "The job level is mainly determined according to the difficulty and contribution of each post. " Chen Jie immediately asked: "How do you compare the degree of contribution and difficulty between different functions? For example, financial managers and IT managers, who do you think contributes more? Or IT managers, who have software managers and hardware managers? more difficult work?" Lala actually couldn't explain this question clearly.She knew very well whether she was confident or not, whether she would or not, she couldn't be fooled by a veteran like Chen Jie.Lala thought for a while, and replied honestly: "I'm not sure about this. My simple idea is that doing a job requires knowledge, experience and communication skills, so I will measure the difficulty of a job from these aspects. For example, a post , if the requirements for judgment and creativity are high, it is a job with a high degree of difficulty. If most of the work is simply repeated, and all steps have rules to follow, just follow the steps, then It is a position with relatively low difficulty. On the contrary, there are many uncertain factors in the working environment, and there is no ready-made basis for making decisions. Once a decision is made, the amount of money will be affected, so it should be a high-level position." Lala After all, he looked at Chen Jie with uncertainty in his heart. Chen Jie nodded. He didn't expect Du Lala to explain clearly the basis for grading.Du Lala also emphasized that what she said was "simple thinking", and Chen Jie felt that this "simple thinking" was really good for a novice.He thought for a while, then asked Lala with a smile, "How do you use Excel?" Lala heard that he had changed the direction of the question, and obviously ignored the broadband salary system. Lala secretly breathed a sigh of relief, and said: "EXCEL is a very powerful tool, and I usually use it without any problem. I have an EXCEL file with me. HARDCOPY (hard copy), I made it myself, would you like to see it? I also have it in my computer." Chen Jie hesitated for a while, and Lala had already pulled out a few sheets of A4 paper with EXCEL files printed on them from the computer bag, which were covered with dense content, and it was obvious at a glance that there were many formulas.Chen Jie took a few glances, fully understanding in his heart that Du Lala was fighting a well-prepared hard fight.He thought, this person must have an extremely strong desire to support her to make such preparations. Chen Jie couldn't help but asked curiously: "Lala, just now you talked a lot about C&B. Frankly speaking, it exceeded my expectations. After all, you have never done this. Can you tell me, how did you learn it? " Lala said frankly: "What I said is actually what I can observe at work. For example, the company's salary strategy and market positioning, these are the contents that the company will preach to employees at least once a year. I just pay more attention to it." That's all. In addition, I have read some professional books, and I will ask colleagues for advice when I have the opportunity. Now that the information is so developed, as long as you have the heart, the learning conditions are much better than in the past." Chen Qi said with a smile: "The last question, if we can negotiate, you will be the C&B manager. How can you lead the experts well as an amateur in the first few months?" Lala has asked herself this question countless times, and she replied with emotion: "Director Chen, when I started recruiting four years ago, I was a novice, but the two supervisors below me were both A proficient with good experience, I think, besides learning quickly, the most important thing is that I can grasp the key points of the work, control the situation, and I have my strengths to teach them. If I can do C&B now Manager, the situation is at least better than it was four years ago. I already have some knowledge and understanding of C&B, and I have good experience leading a team. Four years ago, I had no understanding of what recruitment is, nor have I As a manager, I was just a small supervisor with two low-level subordinates. Also, when I took over the decoration in Guangzhou, I didn’t even know what function boards were in the switch. After the supplier taught me I figured it out--however, I was quickly recognized as a first-rate administrative manager after that." After talking about Lala, looking at Chen Jie, Chen Jie also understood Lala's meaning - HR likes to ask STAR during the interview, the purpose is to know what kind of things a person has done well in the past, and what he did not do well. Well, what kind of things are there? Then, in the future, he is likely to repeat his past performance. Lala is smart enough to give him such an answer that the past proves the future. Chen Jie thought for a while and said, "Lala, every time you talk about DB's strategy, your eyes tell me that you have deep feelings for DB and are very proud of DB. You have worked in this company for eight years. More than a year! There is a question I must ask, why did you change jobs? Why did you consider SH?" Why leave DB?This question can make Lala have mixed feelings. Every time she thinks of this question, Lala will think of Wang Wei's departure, her own BAND4, and what are the indicators that determine the job level. But these are the most true words, Lala can only Say to yourself.What Lara can say in the interview is only reasonable truth: "If there is no suitable opportunity, I will not leave DB rashly. But I have two problems in DB: one is according to DB's situation, I will not leave DB in the next three years. It is difficult to have opportunities for development; secondly, my current position should be located in the Shanghai headquarters, which makes me feel a little uneasy. As for why I consider SH, SH is a respectable Fortune 500 company, and the most Importantly, Director Chen, C&B is my ideal." Chen Jie made up his mind to use Du Lala!He smiled and said, "Lala, drink some water! Let me introduce you to our HR structure, and then we'll see if you have any questions." Chen Jie took out an organizational chart and roughly told Lala, "SH China currently has about 2,000 employees, and the company will have an ambitious expansion plan next year. The HR director reports to the president, and there are three manager positions below. One is in charge of recruitment, one is in charge of C&B, and the other is in charge of training and organizational development. Each of the three managers has a supervisor and several specialists. The C&B supervisor is very hardworking and nice, and there are two other C&B specialists, both of whom are People who work hard without complaint, these few people are easy to take care of, you will know it after getting in touch with them." Lala first asked: "How about the experience of the C&B supervisor?" Chen Jie said: "He has four years of experience in this function and is an old employee of SH." Lala actually wanted to ask about the turnover rate of the C&B team, because she was very concerned about the stability of the team, but she was also worried that Chen Jie would not be happy with this question--at least the C&B manager has left, in case there are any changes in the following commissioner positions , then this number is too ugly.Lala thought for a while, swallowed this sensitive question, and asked instead: "Director Chen, what was the staff turnover rate of SH in 2006?" Chen Jie said: "22%. This is a middle level in the industry, and we hope to improve this figure." Lala added: "The company plans to expand in China, so what is the strategic goal of SH's business in China in the next five years?" Chen Jie told Lala: "There is no doubt that we want to be the leader of the industry, and we are optimistic about the strong growth of China's economy--so, SH China will be a position where people and people want money and money. Next year , we will usher in a large-scale expansion! How should I put it, four words, 'The Return of the King'!" When Chen Jie said, his eyes were burning with excitement, and Lala was infected and became a little excited. Chen Jie leaned towards Lala across the table, further inciting Lala and said: "At that time, I will take my team and make a few models of Six Sigma out! Lala, there will be a chance in the future , we can accomplish something together!" Lala heard this, and sure enough, her blood temperature rose several degrees immediately. Lara said: "My last question, SH is preparing for a large-scale expansion, so will there be changes in the organizational structure?" After hearing this, Chen Jie was stunned for a moment, thinking how could she think of this question?He still clearly told Lala that he has not heard any plans from the company in this regard. After the conversation was over, Chen Jie looked at his watch. It was past 12 o'clock, and the interview lasted for two full hours.The office was almost empty, and everyone went to lunch.Chen Jie said with a smile: "Lala, I invite you to have a light meal! Oh, by the way, are you free this afternoon? Our general manager, Charlie He, is in the company today. I want you to meet him. It should be within 40 minutes." That's enough—that way, you'll save yourself a trip next time." Originally, Lala only took half a day off. She thought that the conversation in the morning seemed to be good. If the general manager could meet with her in the afternoon, she would indeed save a trip next time. In fact, this arrangement is quite good.Lara readily agreed. Chen Jie introduced: "Our GM is Charlie He, a Taiwanese Canadian. He is a PhD student from MIT, so he is a GM who is a scientist!" When he mentioned the word "scientist", Chen Jie smiled slightly. up.Lala had to remember all of them in her heart. During the meal, Lala remembered that Emma who took her to Chen Jie's office in the morning seemed pretty good, so she asked Chen Jie, "Is Emma from C&B?" Chen Jie said, "No, she is a recruiter with good skills. "Lara nodded. Chen Jie said: "It can be seen that she is very capable, right?" Lala smiled and said, "It can be seen." Chen Jie said with a smile: "HR's occupational disease, if you hit someone in front of you, you have to JUDGE him."