When Tengda was started, Assistant Xin was also the one who took care of recruitment and finances. The administrative team only worked under her.
However, as the company expanded, Assistant Xin became unable to cope. She very smoothly split the administrative team into the human resources and finance departments.
The recruitment jobs and other tasks related to human resources were handed over to the human resources department, or the HR department for short.
âCall Little Hao over, then. Iâll brief Little Hao about future recruitment drives.â
âAlright.â Assistant Xin nodded and left.
Pei Qian leaned back in his chair, falling into deep thought.
Now that he thought about it, he had belittled the HR department before. That might have been his mistake. He might have done this because of some prejudice that he had against that department.
Some people said that HR departments in big companies could be compared to espionage or royal guards of ancient times.
HR departments were often heavily involved in big company scandals, such as forcing a sick employee to retire, firing without giving compensation, and the like.
Although the boss would definitely have been the one who thought about forcing sick employees to retire, the HR department would have been the one who executed this thought. Naturally, they became scapegoats. At the same time, HR departments would pick on peopleâs flaws and reduce the offering salary as much as possible during interviews. Ordinarily, they would also invite outsiders to run courses for employees and order professionals around. That was why Pei Qian found them extremely annoying. In his former life, Pei Qian was an ordinary employee. Of course, he felt disgusted at the thought of the HR department.
However, Pei Qian finally realized at that moment that he had been wrong.
At the end of the day, the HR department did the bossâ dirty work.
Whether an HR department was good or bad did not depend solely on its staffâs professional integrity. Instead, it depended more on the type of company and boss the HR department was working for.
Heartless companies could make use of their HR departments to reduce their employeesâ salaries. However, Boss Pei could also use his HR department to achieve his aim of shortlisting slackers!
If he could train his HR department well so that they could offer candidates higher salaries than they asked for and select candidates who did not enjoy working, wouldnât they be doing Boss Pei a huge favor?
Thus, Pei Qian decided to meet this Little Hao to impart Tengdaâs spirit to him or her and clarify Tengdaâs recruitment model.
After a few minutes, someone knocked on the door.
Hao Yun entered the office looking a little nervous.
She was a lady of average height and looks, who looked to be in her twenties. Her face was round, her eyes were large, and she looked like an ordinary employee in the company. She was also much younger than Pei Qian had imagined.
However, this was normal. After all, when Pei Qian hired his first batch of employees, he chose a bunch of newbies without any experience.
Thus, most people in the management level of Tengda were young.
Little Hao did not look as overbearing as Pei Qian expected HR staff to be. He had a pretty good first impression of her.
Whatâs more, Little Hao did not seem to have much of a presence. Pei Qian tried very hard to recall who she was, but he could not recall when he had ever seen her in the office before. Obviously, she normally blended into the background.
âBoss Pei, are you looking for me?â Hao Yun asked timidly.
âYes, take a seat. I have a very important task for you.â
Hao Yun sat opposite Pei Qian, feeling slightly apprehensive.
All this time, she had been receiving instructions from Assistant Xin. Now, she was talking to an even more senior NPC. Naturally, she was finding it hard to adjust.
âThe HR department is very important. Iâm sure you know that. Tell me the main responsibilities of the HR department,â said Pei Qian.
Hao Yun quickly nodded. âYes, Boss Pei. The HR department is supposed to assess all applicantsâ potential based on their experience and merits. At the same time, we are supposed to ensure the working environment is relaxed and harmonious, and employeesâ passion for their work doesnât
Last of all, Pei Qian could select slackers using the Tengda Spirit compatibility test. He would pay the hard workers and persuade them to leave. Not only would he be able to spend money, but he would also make sure only reliable people took the available roles.
It was perfect!
Of course, this process did not match Pei Qianâs expectations perfectly.
However, he could not go overboard. He could not possibly write âslackersâ as his recruiting standard.
This was as much as the rules allowed. It was the best recruiting process that Pei Qian could ask for.
Soon, Hao Yun finished writing down everything. A few pages of her little notebook had been filled with her handwriting.
Pei Qian nodded, obviously pleased. He said, âThe HR departmentâs main task now is to coordinate with the other departments as soon as possible and get this process running.
âYou should settle things like the venue and arrangement for the examinations, the number of roles available in each department, and so on.
âIf you need money to settle these problems, just let me know. Donât be afraid of spending money!
âTake registration for example. If you think reading resumes would be too troublesome, spend some money to create a website specifically for recruitment. Registration, printing of admission tickets for the examination, and other steps can be fully automated.
âIâll emphasize this again: donât be afraid of spending money! âThe talents are the root of any businessâ success. This mechanism will help us with recruitment in the long-term. Weâll do the work now but enjoy the benefits for a long time. Do you understand?â
Hao Yun nodded. âYes, Boss Pei! I understand!â
She paused for a moment, realizing that she overlooked one problem. âEr, Boss Pei, at which stage should we decide on their starting salary?
âMust we try and reduce it?â
According to the way ordinary companies worked, the HR department should discuss applicantsâ expected salaries during the interviews. In their discussion, the department would normally be required to push the figure down as much as possible.
This was a common tactic used by most companies.
However, this seemed to be missing in Boss Peiâs recruitment process.
Sternly, Pei Qian replied, âBargaining does not fit into Tengdaâs culture!
âIf applicants can pass the various stages and examinations, it shows that theyâre talents we are looking for. âOf course, we should honor them accordingly. How can we still try to bargain with them?!
âIn an attempt to save mere hundreds of dollars a month, we would be making these people unhappy, causing them to take their work lightlyâthereby affecting their productivity. Wouldnât our company suffer in the end?
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âThatâs why we should never bargain!
âWe would be acting like hooligans if we ask the applicants to suggest their starting salary and then bargain with them!
âWeâll pay them according to the upper limit in the market. We have to make sure that Tengdaâs salary remains competitive. Once the employees pass the Tengda Spirit compatibility test, we can distribute their first salary.
âWe must pay our employees enough money to ensure that they work hard for Tengda!â
[1] This refers to hiring based on familial bonds like preferring relatives. [2] This refers to having a certain clique that excludes others outside the circle.