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 and even Coslight Technology.

If it enters the other major subsidiaries, the development within Pingyuan Group will not be as promising as the two major subsidiaries.

What's more, some of the majors studied by many people present are simply not related to the Hepingyu Group. Even if it barely enters the Pingyu Group, I am afraid it will not achieve much development.

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

Chen Ping didn't mean to persecute these people's choices. 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. Rushing to ask them all to join the Pingyu Group is likely to restrict the development of the other party.

Therefore, Chen Ping only offered an invitation, and did not promise to give them any position on the spot, but only gave them an interview.

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

With this certain degree of certainty, Chen Ping has done well, and there is nothing to be criticized at all.

However, Chen Ping is also very clear. In any case, after these people understand the development history of Pingyu Group, they will definitely be tempted by Pingyu Group.

By 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 join the Pingyu Group, Chen Ping will naturally have to vigorously win over. of.

Although they will not be given the positions of executives directly, these people will 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, talents have always been the direction Chen Ping attaches great importance to.

Because Chen Ping knows very well that the development of Pingyu Group has only taken a short period of one and a half years. In such a short period of time, the pace of development of Pingyu Group is extremely impressive.

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

To give the simplest example, let's say Changping Supermarket Company. The development of Changping Supermarket Company to the present, from the beginning of nothing, to now, it will occupy the entire large-scale supermarket chain industry in Dongjiang Province, which only took one and a half years.

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

Once the fourth large-scale expansion of Changping Supermarket Company is completely completed, dozens of large supermarket stores, thousands of small convenience stores, and the entire Changping Supermarket Company up and down, the number of employees required will be as high as 15,000. Much.

This is only able to maintain the normal operation of the Changping Supermarket company, and the follow-up will still require a lot of recruitment. Especially for middle and senior managers, there is a huge gap.

According to Chen Ping's estimation, according to the scale of Changping Supermarket Company after the completion of the fourth large-scale expansion, the demand for manpower is likely to be as high as 20,000 or more.

Among these 20,000 people, there are as many as several thousand middle and high-level managers.

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

But managers above middle and senior level need certain ability. This ability is not something that everyone can have.

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

On the one hand, the work pressure is very high, and on the other hand, because of limited energy and unable to take care of the situation, the development of various stores of Changping Supermarket is restricted.

Simply put, in a large supermarket store, some people hold two or even three or four department manager positions at the same time.

Although the employees may only be twenty or thirty people, the different operating modes of several departments will definitely slow down their work efficiency a lot.

The slow work efficiency is reflected in the operation process of the supermarket store, and it is very likely to affect the operating efficiency of the supermarket store, and even the profitability of the supermarket store.

And this is a problem that needs a lot of talent to be added to solve.

Take the Fuhua Plaza store in Anhe City, the first large supermarket store of Changping Supermarket Company as an example. The current Fuhua Plaza store has been established for a full year and a half.

As the first store of Changping Supermarket Company, the middle management staff of Fuhua Plaza Store still has a big gap. At present, apart from one store manager, there are only three department managers, but his subordinates manage as many as seven or eight departments.

Even the store manager also serves as the department manager.

In accordance with the Fuhua Plaza store’s operating goals, Changping Supermarket Company could create profits between 3 million and 5 million per month.

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

Among them, there is naturally a huge gap. And such a gap, only after the vacancies of middle managers are resolved, the work efficiency of each department can be further improved, and the operating conditions can be improved.

The same problem will naturally appear in most of the stores of Changping Supermarket. Therefore, the talent gap has always been a problem that Changping Supermarket Company executives are trying to solve.

But this kind of problem cannot be solved in one or two days. Being able to be competent for the position of middle-level and above managers in Changping Supermarket Company also requires strong strength.

Such talents are not so easy to find. Reluctantly allowing people to assume the position of middle-level and above managers, not only is there no way to improve the work efficiency of various departments, but it is also likely to cause certain mistakes.

Such mistakes will further depress the operating efficiency of various supermarket stores. 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 participation of Fengxiang Headhunting Company, it is not possible to solve this problem overnight.

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

This kind of personnel training system actually has perfect systems in many large enterprises. Many large companies, even international companies, even focus on training management trainees.

The way of cultivating tube trainers is also different. There are even some international companies that customize talents from major universities around the world.

They will carry out the targeted training of talents according to the demand for talents in their respective companies. In this process, the time, money, and energy needed to invest are beyond ordinary people's imagination.

Although Changping Supermarket Company has not achieved this level at present, it has begun to have its own unique method in the direction of talent training.

The current Changping Supermarket Company and even the other major subsidiaries of Pingyu Group have their own different training models. Such a training model can be divided into two aspects.

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

It is impossible for a company to have only middle-level and above managers. Ordinary employees are always the foundation of a company.

The talent training model of Pingyu Group, first of all, is to train ordinary employees from several subsidiaries of Pingyu Group.

Once it is discovered that someone possesses a certain ability or potential, it will focus on it, conduct investigations, and even direct training.

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

But the problem is that the development of Pingyu Group up to now is only one and a half years. In such a short period of time, the number of middle-level and above managers trained from ordinary employees within Pingyu Group is actually not too many.

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

At least in the short term, Pingyu Group will never stop its development. Some ordinary group companies will continue to expand their scale after they have developed to a certain level, but the demand for talents is not so great.

Under such circumstances, they will naturally not be too hungry for a large number of talents Therefore, the recruitment of talents is no longer the direction of work that the internal personnel departments of these group companies need to focus on.

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

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

Because in the future development process 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. Moreover, such talent recruitment is still Continues.

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

Regardless of the projects currently underway by Tianyu Entertainment, it does not seem to be too many. But everyone is very clear that with the continuous development of Tianyu Entertainment, the gap in personnel will grow.