After Zhou Yu learned about the resignation of the company's employees, he immediately approved the resignation of these people in accordance with the standard procedures for resignation of the company's employees.

Ordinary employees resign on their own, and they only need to settle their wages clearly.

Middle and senior management personnel also need to calculate their own share dividend rewards and hand over the projects in their hands to the successor.

The company's Human Resources Department, Finance Department and Legal Department formed a joint review team to review his work.

During his work, he can complete the resignation procedures without any mistakes such as corruption or dereliction of duty.

It will take one or two weeks for Zhou Yu to approve their resignation process.

Jiang Weiwei saw Zhou Yu happily approving the resignation of these people, without any intention of retaining them, and asked anxiously: "Chairman, how did you approve their resignation?

Ordinary employees are fine, but there are many high-quality employees in the human resources market.

However, we have trained middle and senior management personnel who have been adapted to the corresponding management work for many years, and they will never be able to train them in a short time.

The middle and senior management personnel who submit their resignation account for 18 of the total management. All of them resigned will have a certain impact on the management of our company.

We have not learned from other private companies and regard one person as two people, and the company has never had enough positions.

A small resignation wave in these companies can defeat the company.

Our company's corresponding units are full, and there is still a 5% margin, which mainly deals with employees' sick leave and pregnancy leave.

But there are too many people resigning this time. Why didn’t Mr. Zhou keep them and minimize the impact of their resignation on our company.”

Zhou Yu waved his hand and said, "If they forcefully press the bull's head and don't drink water, since they have no intention of working in the company, even if they forcefully try to keep them, these people are not in the mood to work seriously.

A management team who is unwilling to work will cause more damage to the company than the management team is vacant.

You have also been in contact with them. Do you think they can stay in the company and work enthusiasm as before?”

When Jiang Weiwei heard Zhou Yu say this, she smiled awkwardly.

Mr. Zhou is right, these people are all extremely independent people.

They made up their minds to resign, and this decision must have been made after careful consideration and careful consideration.

"Mr. Zhou, what should we do now? If one or two of these people resign, it will definitely stimulate the other management teams of the company, and a bigger wave of resignations will come at that time." Jiang Weiwei said worriedly.

Zhou Yu pondered for a long time, his brain was running at high speed, thinking about ways to deal with this matter.

He thought for a long time and said with a serious expression: "There is a wave of resignation in the company, and it is not a problem with the treatment of our company. It is completely different from the way to retain them by increasing the treatment of the company's employees.

No matter how much money we give, it is not as rewarding as the success of entrepreneurship in the aerospace field.

Now the talent crisis can only be solved through two short-term and long-term solutions.”

Jiang Weiwei asked expectantly: "Mr. Zhou, what are these two specific plans? Our Human Resources Department is ready in advance."

Zhou Yu introduced Jiang Weiwei to the solution he was preparing to implement.

In response to the lack of manpower in Xinghuo Technology, Zhou Yu thought of two types: short-term solutions and long-term solutions.

Short-term solution, it can achieve immediate results. This solution is talent introduction.

China has now developed into a veritable world's largest power.

Now China has entered the aerospace era again. With the resources obtained by the aerospace industry in the universe, China's industry and agriculture continue to grow.

As per capita resources increase exponentially, the happiness that everyone can feel is significantly enhanced. Even if more talents are introduced, it will not cause severe social conflicts.

Xinghuo Technology has Changshouguang technology as a carrot in front. As long as you are preparing to introduce foreign talents, the current shortage of talents can be solved immediately.

The long-term solution is to increase the training of ordinary employees in the company.

Nowadays, people use Changshouguang technology to increase the activity of brain neuron cells, and their memory and understanding ability are also improved simultaneously.

With the help of learning tools such as quantum bracelets, modern people only need to be careful and learn without difficulty.

Select ambitious people in the company's ordinary employees, focus on cultivating them, and sign long-term contracts.

Even if the long-term contract expires, as long as there is an excellent education plan, Spark Technology will continue to replace people who meet the requirements of executives.

When Jiang Weiwei heard Zhou Yu’s solution, she also recognized this plan. Short-term plans can indeed solve the current problems of Spark Technology, and long-term plans are solutions to the problem once and for all.

She said with some concern: "Introducing foreign talents is indeed a good way, but the loyalty of the foreign talents introduced cannot be guaranteed, and a group of commercial spies may also be introduced."

Zhou Yu said indifferently: "Now our company has no foreign executives, and the company has been targeted by commercial spies.

Foreign executives must be placed in non-confidential positions, and our company has a complete confidentiality process.

Even if they leak all the information they have, they will not have a significant impact on us."

Zhou Yu is confident in Xinghuo Technology's confidentiality system. Xianghua comprehensively controls the company. No matter how exquisite the methods are, commercial spies cannot use their abilities in Xinghuo Technology.

The employees of Xinghuo Technology have always been mainly Chinese. This is the Chinese who are less likely to choose commercial spies in order to keep it confidential.

Now Xinghuo Technology's entire industrial chain is in the overall lead, and it is no longer possible to catch up by stealing one or two technologies.

Xinghuo Technology no longer has the burden of strictly keeping confidentiality, and still chooses to focus on Chinese people, just to facilitate the company's management.

Now the overall environment in China has changed. With such high treatment from Xinghuo Technology, some of its employees have left.

Other companies with lower salaries and aggressive executives have already resigned.

Only talents of the same level abroad will sign a long contract with Xinghuo Technology in order to enjoy the longevity.

Zhou Yu and Jiang Weiwei discussed the details of these two plans and gradually improved them.

After soliciting opinions from employees, Spark Technology began to implement these two plans.

Some middle-class people in Europe and the United States saw the talent introduction plan announced by Starfire Technology, and they immediately started to have a carnival.

These people do not comply with the talent introduction plan carried out by the Chinese government and have missed the first batch of opportunities to become naturalized in China.

Now Spark Technology provides them with another opportunity, and they immediately go to Spark Technology for an interview through the Internet.

Ordinary employees of Spark Technology signed up with excitement when they saw the executive training plan.

There are many people who want to make progress, but the channels used to be very narrow and they can't compete with those who are versatile.
Chapter completed!