Chapter 509 Talent Demand

The most important development direction is the large supermarket chain industry and the Internet industry. As for the other major subsidiaries, although they are not small in size, they are still inferior to Changping Supermarket Company and even Coslight Technology Company.

If you enter into other major subsidiaries, the development within Pingyuan Group is not as promising as in the two major subsidiaries.

What's more, some of the majors studied by many people present are not related to the Pingyu Group at all. Even if it is reluctant to enter the Pingyu Group, I am afraid that it will not achieve much development.

Therefore, these members of the student union did not immediately start thinking about how to enter the Pingyu Group after receiving Chen Ping's invitation, but thought carefully.

Chen Ping had no intention of persecuting the choices of these people. He is also very clear that although these people can be regarded as talents, there are too many talents in this world.

In any case, the students of Jiang University are only students after all. Even Chen Tongwei, the president of the student union, has no real work experience at all. Rushingly asking them all to join the Pingyu Group is likely to limit the development of the other party.

Therefore, Chen Ping just made an invitation, and did not promise to give them any positions on the spot, but just gave them a chance for an interview.

As for whether they can pass the interview, and what kind of position they can do after the interview, it still depends on their own abilities.

For this degree of grasp, Chen Ping has done a perfect job, and there is no point to be picky at all.

However, Chen Ping is also very clear that in any case, after these people understand the development process of Pingyu Group, they must also be tempted by Pingyu Group.

At that time, most of these people should go to Pingyu Group for interviews, and Chen Ping has already decided that for these people, as long as they are willing to enter the Pingyu Group, Chen Ping will naturally try to win over them. of.

Although it will not directly give them the position of executives, these people will also be the main training direction of Pingyu Group's talent pool in the future.

For a company like Pingyu Group with an unusual development history, talent has always been the direction that Chen Ping attaches great importance to.

Because Chen Ping is very clear, the development of Pingyu Group has only been a short one and a half years. In such a short period of time, the speed of Pingyu Group's development is extremely impressive.

But in such a rapid development process, Pingyu Group still has various shortcomings. And for a long time, one of the biggest shortcomings of Pingyu Group is the talent pool within Pingyu Group.

To give the simplest example, let's say Changping Supermarket Company. The development of Changping Supermarket Company has only taken a year and a half from the beginning of nothing to the large-scale supermarket chain industry that is about to occupy the entire Dongjiang Province.

In such a short period of time, Changping Supermarket Company's demand for employees has grown from a few dozen people at the beginning to tens of thousands of people now.

Once the fourth large-scale expansion of Changping Supermarket is completely completed, dozens of large supermarket stores, thousands of small convenience stores, and the entire Changping Supermarket will need a minimum number of employees as high as 15,000. as much.

This is only to maintain the normal operation of the Changping Supermarket Company, and a large number of recruits are still required in the follow-up. Especially for middle and senior managers, there is a huge gap.

According to Chen Ping's prediction, according to the scale of Changping Supermarket after the completion of the fourth large-scale expansion, the demand for manpower is likely to reach more than 20,000 people.

Among these 20,000 people, there are several thousand managers at or above the middle and senior levels.

You know, as an ordinary employee of a supermarket company, there are not too many requirements. Anyone who has been trained for a period of time can be competent.

However, managers above the middle and senior levels need certain abilities. This kind of ability is not something everyone can have.

Therefore, at present, there is a huge gap in the middle and senior management personnel of Changping Supermarket Company. Many middle and high-level managers have multiple jobs.

On the one hand, the work pressure is very high, and on the other hand, due to limited energy and inability to take care of the situation, the development of each store of Changping Supermarket Company is limited.

To put it simply, in a large supermarket store, some people hold the positions of two, or even three or four department managers at the same time.

Although there may be only 20 or 30 employees under them, several departments and different operation modes will definitely slow down their work efficiency a lot.

The slowness of work efficiency is reflected in the operation process of supermarket stores, which is very likely to affect the operation efficiency of supermarket stores, and may even affect the profitability of supermarket stores.

And these are all problems that require a large number of talents to be supplemented to solve.

Take Changping Supermarket Company's first large-scale supermarket store, Fuhua Plaza store in Anhe City, as an example. The current Fuhua Plaza store has been established for over a year and a half.

As the first store of Changping Supermarket Company, Fuhua Plaza store still has a big gap in middle management personnel. At present, in addition to one store manager, there are only three department managers, who manage as many as seven or eight departments.

Even the store manager also serves as the department manager.

Originally, according to the operation goal of Fuhua Plaza store, it could create a profit of between 3 million and 5 million for Changping Supermarket every month.

However, due to the low work efficiency of various departments, the net profit that Fuhua Plaza store in Anhe City can create for Changping Supermarket Company every month is only about 2 million, even at its peak, it is only about 3 million.

Of course, there is a huge gap. And such a gap, only after the vacancy of middle management personnel is solved, the work efficiency of each department is further improved, and the operation status can be improved.

The same problem will naturally appear in most of the stores of Changping Supermarket. Therefore, the shortage of talents has always been a problem that the senior management of Changping Supermarket has been trying to solve.

But such a problem cannot be solved in a day or two. Being able to take the position of middle-level and above management personnel in Changping supermarket company also requires strong strength.

Such talents are not so easy to find. Reluctantly forcing people to take the positions of middle-level and above managers, not only does it fail to improve the work efficiency of various departments, but it is also likely to cause certain mistakes.

Such mistakes will further reduce the operational efficiency of each supermarket store. Therefore, Chen Ping has always been very clear that Changping Supermarket Company, and even the entire Pingyu Group, have shortcomings in terms of personnel.

Even with the addition of Fengxiang Headhunting Company, it is not possible to solve such a problem overnight.

But now, Pingyu Group has developed to the point where it is today, and has gradually established a relatively complete talent training system internally.

Such a talent training system is actually well established in many large enterprises. Many large companies, even international companies, even focus on cultivating management trainees.

The ways of cultivating tube trainees are also different. There are even some international companies that customize talents to major universities around the world.

They will carry out the orientation training of talents according to the demand direction of talents in their respective companies. In this process, the time, money and energy that need to be invested are beyond the imagination of ordinary people.

At present, Changping Supermarket has not achieved such a level, but it has begun to have its own unique way in the direction of talent training.

At present, Changping Supermarket Company, and even several other major subsidiaries of Pingyu Group, each have different training models. This training model can be divided into two aspects.

On the one hand, it is the training of talents within the company. Among the several major subsidiaries of Pingyu Group, the company naturally has a large number of ordinary employees.

A company cannot have only middle-level and above managers. Ordinary employees are always the foundation of a company.

The talent training model of Pingyu Group is to first cultivate from ordinary employees of several major subsidiaries of Pingyu Group.

Once it is found that someone has a certain ability or potential, they will pay attention, investigate, and even orientate them.

No one's ability is innate, and everyone's ability needs to be cultivated step by step. Under the directional training of Pingyu Group, the work experience and ability of these people can be rapidly improved.

But the problem is that the development of Pingyu Group has only been a year and a half in total. In such a short period of time, the number of middle-level and above managers trained from ordinary employees in Pingyu Group is actually not too many.

On the other hand, Pingyu Group's recruitment efforts for talents have always been high. Because everyone knows very well that with the development speed of Pingyu Group, the demand for talents is continuous.

At least in the short term, Pingyu Group will not stop its development at all. Some ordinary group companies, after developing to a certain level, will continue to expand their scale, but the demand for talents is not so great.

Under such circumstances, they will naturally not be too eager for a large number of talents. Therefore, the recruitment of talents has long been not the work direction that the personnel departments within these group companies need to focus on.

The real focus of the personnel department of these companies has long been transformed into the management of the company's internal personnel system. The Pingyu Group is different.

The personnel department of Pingyu Group headquarters, and even the personnel department of several major subsidiaries, has always been the recruitment of talents.

Because in the process of future development of Pingyu Group, no one can tell how many talents it needs.

Even Tianyu Entertainment, which requires the least number of employees, has gradually expanded from a dozen people at the beginning to hundreds of people in just a few months. continuing.

After all, for Tianyu Entertainment, there are still many projects to be carried out in the future. These projects require manpower.

Don't look at the projects currently underway at Tianyu Entertainment, it doesn't seem to be too many. But everyone knows very well that with the continuous development of Tianyu Entertainment, the shortage of personnel will also increase.