Wu Fang's original salary was 4,500. Since Mu Yang planned to recruit him, he would pay him according to the published salary range.

"My monthly fixed salary is 5,000 yuan + 1,500 yuan based on performance. The performance is based on personal performance, product quality and company efficiency in the month. Excellent performance is 120%, good is 100%, and qualified is 70%.

The year-end bonus for engineers is 2 months' salary, while for other employees, the year-end bonus is only 1 month.

The company is not in the city center and the consumption level is not high. The company does not have dormitories for the time being. The rental subsidy is 400 yuan per month. You can rent a private apartment with a good environment near the company. The food subsidy is 12 yuan per day. After a while, the canteen will be opened.

Afterwards, but only Chinese food is included.

Other benefits include paying five insurances and watching the company's performance during holidays.

After calculation, the overall annual salary should be no less than 80,000.

The contract is two years, the probation period is two months, the salary during the probation period is 5,200, and the rent subsidy and food subsidy are also provided, and the five insurances must be regularized before they are officially paid." Mu Yang replied sincerely and did not fool him.

However, he did not say that he was interested in hiring him. If someone felt that the salary was not good and rejected him directly, he would be embarrassed.

"Mr. Mu, this salary is okay."

Wu Fang's tone was a little excited, and Mu Yang could feel it through the phone.

I heard that the other person thought the salary was okay and he was satisfied with it, but he was also afraid that his demands were too high.

If prices have increased ten years later and wages have also increased a lot, Mu Yang estimates that his level will be around an annual salary of 170,000 to 200,000.

When the other party was interested in joining the company, Mu Yang really extended an olive branch: "According to the situation you described, it initially meets our company's talent selection requirements.

But I hope to meet you in person before making a decision. You should also take a look at the company's situation and have a good idea. I can reimburse you for your round trip expenses. I hope you can set a time to come over as soon as possible. I'll ask the HR to help you book the air ticket. You've arrived.

I'll drive to pick you up.

Our company was first established and is currently relatively small.

However, it is in the stage of rapid development and focuses on research and development technology. At present, our company's cladding equipment is developed by myself. It is a domestic monopoly and there is no shortage of orders. The development will be very rapid, and you don't have to worry about stability issues.

The provincial capital of Jiangnan Province is a very suitable city for living and development..."

Mu Yang told the truth truthfully and made the situation clear.

Since you want to recruit people, you must be sincere. You can't retain talents by cheating.

The other party was moved when he heard that Mu Yang was so sincere and even helped book a flight and picked him up personally.

"Okay, thank you very much, Mr. Mu. If you want me, I'll make an appointment for tomorrow."

Mu Yang chatted with him for a while and asked the personnel to call Wu Fang and then interview the second candidate.

The second candidate, maybe the other candidate is older. When communicating on some technical issues, he is a little self-righteous and feels that he is experienced. He answers some questions that he does not understand and thinks that Mu Yang is the boss and he does not know much about technology and can fool people.

.

Mu Yang would not dare to accept such a candidate.

It's okay not to understand technology, you can learn it, but pretending to understand it is a matter of character. Such old employees like to give random orders and can easily screw up the company.

Mu Yang had encountered such a colleague in his previous life. He was training welders, and a quality engineer came over and gave random instructions to the welders, saying that this or that was wrong.

At that time, Mu Yang asked him to perform flat welding, which is the easiest test welding method, but the result was a mess. In the end, this colleague had no shame to stay and sneaked away.

Theory is one thing, operation is another.

What he hates the most is people who pretend to understand and give blind orders.

The first welding engineer has been appointed, and the personnel needs should be met within half a year.

But if the second welding engineer meets the requirements, Mu Yang will still recruit him. The company is growing rapidly, so it would be okay to pay him a few more months' salary earlier. After all, it is not easy to recruit engineers.

After the telephone interview with the welding engineer, the interview with the workshop supervisor began.

The salary of workshop supervisor is lower than that of engineers. The base salary is 3000+2500 based on performance, and the performance fluctuates between 70% and 120%.

Although the supervisor is a manager, his salary will not reach the level of an engineer with many years of work experience. This salary setting is basically the same in other machinery factories.

One workshop supervisor is responsible for 10-14 workers. There is no division of team leaders or multiple leaders.

From a management perspective, a manager should have no more than 7 people in line management, and if more than that, he or she will be stratified.

Note that it is under direct management and must be managed well!

It’s not that you can’t manage more than 7 people, but it’s that it’s difficult to manage more than 7 people well.

Mu Yang agrees with this management theory, and he understands it deeply.

If there are more than ten people, it will be difficult to manage it well, and if there are more than ten people, it will be overrun.

The workshop supervisor is responsible for the safety of all employees within the jurisdiction of the workshop. All production matters are required to have certain mechanical knowledge reserves and management capabilities.

Muyang's requirements are relatively high, but not as high as the level of production manager.

Mu Yang mainly asked about production planning, safety, 5S and other knowledge, raised some questions and asked the candidates how to solve them.

Neither of them met the requirements, but I felt that one of them, Zhang Kai, was younger and more modest and honest. Mu Yang directly explained to him that he did not meet the requirements and asked him if he was willing to come. The probation period would be half a year, and the salary during the probation period would be

4500, give him a chance.

The probation period is extended from two months to half a year. If the requirements are met after half a year, the salary of the original workshop supervisor will be paid.

Zhang Kai didn't think much and quickly agreed with excitement. He thanked Mu Yang for hiring him and said he would be able to start the job the day after tomorrow.

After the interview, Mu Yang explained the matter to Fang Xue, the HR person sitting opposite the sofa.

Let him prepare to expand the recruitment of front-line workers. By the end of this month, he will have recruited five welders, three salesmen, one chef, one helper, one warehouse worker, one quality inspector, etc., bringing the total number of employees of the company to 30.

At the same time, the company's recruitment process must be standardized.

The next day, Mu Yang took two salesmen and drove to Suzhou Kawei Valve Co., Ltd.: the largest manufacturer in the domestic valve industry, with revenue of 1.4 billion yuan last year.

This company actually started from a small workshop in 1997 and established a joint-stock company in 2002. It has formed a 9-year-old company mainly focusing on gate valves, globe valves, check valves, ball valves, butterfly valves, nuclear power valves, regulating valves, wellhead valves and safety valves.

With a large product range, it has become the largest domestic and world-renowned manufacturer and exporter of industrial valves since 2003, and went public in 2012.

Rapid development and rough expansion also exposed some management problems.

As a colleague who has been engaged in the industry before, Mu Yang knows this company quite well.

Overlay welding STL is mainly used in gate valves, globe valves, and check valves. These three types of valves account for 60% of Kawei's revenue, amounting to more than 800 million yuan.

The surfacing STL business is estimated to account for 30-45 million yuan, which is two or three times that of Huazheng Valve. Muyang attaches great importance to this on-site cooperation, but it is not necessary to cooperate with it.

The largest valve company is only a billion yuan, and there are many valve companies with a scale of 100 million yuan.
Chapter completed!