Rebirth 2003: Dominate the Tech World

After the interviews with the core staff of the marketing department were completed, it was already 12:30 noon.

Ye Yunzhou was not stingy and arranged a KFC set meal with coffee for everyone who participated in the interview. Of course, if you are not used to it, then there is no way, go out to solve the lunch problem by yourself, anyway, there are many restaurants around Yanjing Science and Technology Building.

After lunch, we took a break for a while, and the interview began at 1:30 pm.

The first person to be interviewed was the Chief Human Resources Officer of Xingyao Company. The role of the Chief Human Resources Officer in the company is also very important. He is the highest-level manager of the entire human resources department and is responsible for the HR strategic planning and implementation of the entire company.

Of course, in Ye Yunzhou’s plan, the responsibilities of the Chief Human Resources Officer mainly include:

Formulate and implement human resources strategies to ensure consistency with the company’s overall strategic goals.

Oversee the operation of all human resources functions, including recruitment, training, performance management, compensation and benefits, etc.

Work closely with senior management to provide human resources insights and suggestions for important decisions.

Promote the development and maintenance of corporate culture and ensure that employees’ values ​​match the company’s mission and vision.

Manage the human resources budget to ensure the effective allocation of resources.

Solve complex human resource problems, such as labor disputes and compliance issues.

The first person to enter the small conference room for an interview in the afternoon was a girl named Lin Yue. She majored in human resource management at Yenching University. She had excellent grades during her school years and received scholarships many times. After graduation, she was recommended to study for a master’s degree in human resource management at the same school. During this period, she participated in many human resource-related research projects and published relevant papers in core journals.

Her work experience is also very rich.

From 1998 to 2000, she worked as a human resource specialist at Lenovo Group. During this period, she was mainly responsible for the recruitment of fresh graduates and successfully introduced a group of outstanding technical and management talents through campus recruitment channels. At the same time, she planned and organized a number of new employee induction trainings, including training courses on corporate culture, professionalism and job skills, which effectively improved the integration speed and work ability of new employees.

From 2000 to 2002, she worked as a human resource director at Warwick Company. She led the optimization of the company’s performance evaluation system and introduced a 360-degree evaluation method to make performance evaluation more comprehensive and objective. In addition, he also participated in the design of the salary system. Through market research and internal analysis, he developed a more competitive and incentive salary plan to attract and retain core talents for the company.

From September 2002 to 2003, he served as a human resources manager in TCL Group. He was deeply involved in the company’s organizational structure adjustment project, worked closely with the heads of various departments, reorganized the department’s responsibilities and job settings, and improved the efficiency of organizational operations. At the same time, he formulated a talent development plan, and through internal promotion, rotation and training, he trained a group of middle-level management cadres, providing strong talent support for the company’s development.

Lin Yue is very good in both academic qualifications and work experience, but after the interview with Ye Yunzhou and others, he felt that she was still a little far from the chief human resources officer of a large company. However, such talents will definitely be able to take on the main responsibility in the future as long as they are honed a little bit. After Ye Yunzhou’s persuasion, she is willing to join Xingyao Company as the manager of the training and development department, which is considered a middle-level management cadre of the company, equivalent to her position in the previous company, but the salary has increased by about doubled compared with the previous company.

The second person who came in for the interview was the person that Ye Yunzhou and his team had highlighted when screening resumes, because this guy’s resume was so beautiful.
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Xu Jia, a bachelor’s degree in business administration at Tsinghua University, majored in organizational behavior, human resource management and other courses during school, and achieved excellent results. After graduation, he went to Stanford University in the United States to pursue a master’s degree in human resource management. During this period, he deeply studied the cutting-edge theories and practices of international human resource management and participated in human resource consulting projects for many multinational companies.

From 1997 to 1999, he worked as a human resources assistant at General Electric (GE) in the United States. Responsible for the daily management of employee benefits, including the implementation and optimization of medical insurance, pension plans, etc. At the same time, he assisted in handling many labor relations disputes, and properly resolved the problems through communication and consultation with trade unions and employees, maintaining the stable operation of the company.

From 1999 to 2001, he worked as a human resources coordinator at Apple in the United States. Participated in the talent recruitment of many important projects of the company, worked with the recruitment team, and screened and attracted top technical and design talents through various channels. In addition, he was also responsible for organizing team building activities to enhance team spirit.Team cohesion and collaboration.

From 2001 to September 2003, he served as the head of human resources at Microsoft Xiaguo. He was responsible for the whole process management of employee performance evaluation, including setting goals, mid-term evaluation and year-end evaluation. By establishing an effective feedback mechanism, he helped employees improve their work performance and improved the overall performance level. At the same time, he also led the career development planning project, providing employees with personalized career development paths and training plans, and improving employee satisfaction and loyalty.

After Xu Jia’s introduction, Ye Yunzhou was shocked, because with his resume, even twenty years later, in the era of global talent surplus, it is still very eye-catching.

“Mr. Xu, you have already achieved a very good position in Microsoft, why did you apply for our newly established company?”

After Ye Yunzhou asked, others also looked at him, wanting to see how he would answer.

Xu Jia looked at the people and answered calmly: “Two reasons. The first reason is that Microsoft Xiaguo has made a major personnel adjustment this year. You may all know this.”

Seeing everyone nod, he continued: “Xiaguo people are always not trusted in Western companies like this. This time, Microsoft Xiaguo’s personnel adjustment, many of our Xiaguo colleagues took the initiative to resign.”

After a pause, he continued: “As for the second reason, I came for Mr. Ye.”

Li Mi and the others looked at each other. Yes, another one came for the boss.

“Before I came, I investigated Mr. Ye’s background. Mr. Ye is a serial entrepreneur, and the two companies he founded have become industry giants. So I bet that Mr. Ye’s new company will succeed, so I came resolutely.”

Ye Yunzhou nodded and said: “I am very happy to get your recognition, but I still have to follow the normal interview process.”

Xu Jia nodded to show his understanding.

“Mr. Xu, please explain your understanding of the matching of talent strategy and company development strategy, and how to achieve this matching?”

Ye Yunzhou’s question mainly examines strategic planning and talent management capabilities. Anyone who comes to apply for the position of Chief Human Resources Officer will ask this question.

Xu Jia thought for more than ten seconds and then answered: “Talent strategy should be closely centered on the company’s development strategy. First, we should have a deep understanding of the company’s long-term goals and short-term business needs, and clarify the types of talents and skills required. Through talent planning, we can predict the number and timing of talent needs. In the recruitment process, we should select suitable talents based on strategic needs. At the same time, we should establish a complete training and development system to enhance the capabilities of existing employees, adapt them to the development and changes of the company, and achieve dynamic matching of talents and company strategies.”

Ye Yunzhou and others nodded secretly after listening, thinking that it was indeed better than Lin Yue’s answer. After several people finished scoring on the interview evaluation form, Ye Yunzhou signaled the others to continue asking questions.