Reborn Technology Upstart

The rainy weather that lasted for more than half a month miraculously stopped, and the sun finally appeared outside, which made Ye Zishu's travel much smoother.

The road leading to the county town was still full of potholes, and Ye Zishu's car was shaking a little dizzily as if it was sitting on a cradle.

When he arrived at the county seat, the road suddenly improved a lot. He drove directly to the north, took the provincial highway and rushed all the way to Wuhan. He couldn't help complaining in his heart when he went out.

At four o'clock in the afternoon, he finally arrived in Wuhan. He still chose to rest at the headquarters of the Kirin Industry Group for the night. He needed the coordination of the airport here to transport his car to the capital together.

When he came to the slightly unfamiliar headquarters of Kirin Industrial Group, he immediately called the leaders of relevant departments over for a small meeting to learn about the work progress of various businesses during this period.

Although this information is available in the management system, asking in person reflects the importance he attaches to these matters. It seems a bit redundant, but the effect is completely different.

He doesn't have time to inspect the properties of Kirin Industry Group now. After the graduation ceremony is over, he will go to Xi'an to comfort the staff there.

Then when you come back, go to Hunan, Jiangxi and Hubei to take a look. Although there are strict management systems and perfect system guarantees, it is also necessary to see for yourself.

The meeting lasted only one hour, because it was almost the end of get off work time, and Ye Zishu didn't bother to occupy their rest time, it was completely unnecessary.

It is now mid-June. According to the plan, in August and September, many industries under the Kirin Industrial Group will enter the production period one after another.

At present, many projects are rushing to catch up with the progress. The equipment needed by these industries has been mass-produced by Kirin Basic Industry Group, which can basically meet the requirements.

As for the energy and electrical industries that he focuses on, the progress is not very fast, because the required manufacturing equipment is very difficult, much more difficult than the so-called lithography machine.

Kirin Basic Industries Group is still working hard on these devices. According to their report, it will take until October this year to complete the research and development of these devices alone.

To mass-produce solar panels, it is estimated that it will take after November, maybe even December, and it will be the end of the year. This really makes him dissatisfied.

But seeing that the technical difficulty is so high, he didn't say much, but asked them to recruit as many people as possible, hoping to advance the progress.

The electrical research and development work is faster than he imagined. The reason is that they have a better industrial foundation before, so that they don't have to start from scratch.

In addition, technically, compared with solar panels, the difficulty is much lower. The only more difficult thing is the manufacture of room temperature superconducting wires, which also requires the support of ultra-high-tech equipment.

However, the demand for wires is not so urgent. The relevant facilities can be built in advance, and the wires can be installed in the end. His requirement is to achieve mass production of wires by the end of the year.

In fact, the production technology of room-temperature superconducting wires and solar panels have a lot in common. Some equipment can be shared, and many equipment can be used with only a slight change.

Therefore, these two pieces are stuck on high-precision production equipment. This is still based on the sound technical support. If the research and development start from scratch, these researchers do not know how to start.

At present, it is difficult to solve the production of single-layer molecular structure films in the world, and it is a large-area film. If it is easy, graphene in the previous life would not be more expensive than gold, and it is still a small-area graphene.

This is not a difficult point. The high-precision superimposition of various types of films also has a high technical content, because once some misalignment, the overall performance is not satisfactory.

Originally, 95% of the solar energy conversion efficiency could be achieved, but it may only be 20%, or even not have the effect of converting solar energy at all, which shows that the production conditions of the product are extremely harsh.

The factories producing these products,

They are all high-standard dust-free workshops, and some production links need to be completed under vacuum, so the production process becomes more complicated.

If all the technologies were not from other hands, according to this technical standard and harsh production conditions, the cost of production would be very high, and it would be impossible to use it for civilian use.

After the meeting, Ye Zishu went directly to the R\u0026D center, taking advantage of half an hour to get off work. This should be the department with the worst overtime in the entire group company.

Of course, the salary is also the highest among all the departments. The overtime paid by Ye Zishu is three times the normal salary, and their original salary is very high. Adding it up, it is common for a monthly salary to exceed 10,000 yuan.

The average salary of ordinary employees in other departments is about 2,000 yuan, and the salary of small department leaders may be higher, but the maximum is only 4,000 yuan.

The salary of R\u0026D personnel is at least 4,000 yuan, and the salary of experienced scientific research personnel is higher. In addition to more frequent overtime, the salary of scientific research personnel is generally higher than that of other positions.

He believes that the current setting is more reasonable. The number of scientific researchers is relatively small, and the scientific research tasks are very heavy. Giving higher salaries is conducive to the rapid development of enterprise technology.

Maybe later, when the market competition is more intense, the status of other departments may be improved a lot, and adjustments may be made at that time.

When Ye Zishu came to the R\u0026D center, it was indeed brightly lit, and almost everyone looked nervous, walking with wind, which made him feel the tense atmosphere here.

In fact, the scientific research tasks arranged by the system are relatively reasonable, and generally they are in a reasonable and loose state. If the tasks cannot be completed within the specified time, and this happens several times, the system will re-evaluate the employees' abilities.

In the future, the arrangements may become easier, but the salary and rewards will also be reduced accordingly, not to say that they will only increase but not decrease. This is not a reasonable system.

Of course, if the ability is strong and the tasks assigned by the system are completed before the working hours specified by the system, the system will also calculate rewards and remuneration according to the specified working hours, and employees can also leave work early.

If employees want to earn more money, they can apply to the intelligent management system, and the system will conduct a comprehensive evaluation. After passing, the system may arrange more tasks, and the unit working hour salary will be higher.

In short, this management system must ensure the reasonable interests of each employee, and at the same time take into account the differences of each employee, and also put an end to the mentality of employees dawdling.

Every employee can see his own ability rating in the system. If the ability rating of the system is not met, the employee can submit an application, and the system will arrange tasks according to a higher level of rating.

If the employee can completely complete the tasks arranged by the system within a certain period of time, the employee's new rating will be recognized by the system, and the working hour salary standard will be adjusted accordingly to the new rating.

In most cases, there is no need for employees to deliberately apply for rating adjustments, because the system will make appropriate adjustments based on their recent work conditions.

Sometimes employees feel that the more tasks assigned by the system, the more difficult it will be. This is actually a dynamic evaluation of the employee's ability by the system. If the employee can adapt to the new work intensity and difficulty, the rating will automatically increase.

Conversely, the rating will also be lowered, but this situation is rare, at least at the current stage, because most of the people who come in are young people.

When employees are getting older and their energy is getting worse, there are only two ways. One is to lower the rating and reduce the work arrangement, and the salary will naturally be reduced accordingly.

The other way is to reduce the workload and increase the difficulty of the work. Relying on one's rich experience to solve difficult problems can also maintain or even improve the system rating.

Ye Zishu does not think that this is ruthless to the old employees, on the contrary, it is to take care of them. After all, the enterprise exists with the goal of making profits.

In the previous life, the way many companies deal with old employees is to dismiss them. Many companies even find various opportunities to make things difficult for old employees and force them to resign themselves, which saves even compensation.

He feels that this is very unfavorable to older employees. It is not easy to find a job in society when they are old. In addition, their adaptability is also greatly reduced, which will push these older employees into life difficulties.

Although his system will reduce the salaries of older employees, it will not make them face the situation of being fired and finding a job, and maintaining family expenses is still guaranteed.

And this system is also good for young people. As long as young people study and work hard, they can easily get high salaries, instead of gradually increasing their salary according to the number of years they have entered the company.

He actually likes young people getting high salaries, because young people will face many problems when they enter the society, and these problems just need money to solve.

For example, buying a house, getting married, and having children all require financial support. If the family conditions are not good, they can also complete these accumulations through hard work.

In contrast, older employees actually have lower and lower consumer demand, and their consumption desire is not as good as that of young people. No matter how much they earn, they either give it to their children or store it in the bank.

This is actually detrimental to economic development. In previous lives, my country's economic development mainly relied on investment. On the one hand, it is because our foundation is weak, and we need a lot of investment in this area.

On the other hand, it is also caused by our sluggish consumption. The consumption side is not strong, so we can only continuously stimulate the investment side, and the disadvantages of stimulating the investment side are actually obvious.

That is, the social debt of the entire economy is getting higher and higher, and the interest pressure is getting bigger and bigger, which will make it more and more difficult for the entire economy to continue to play, and the stimulus effect will become worse and worse.

So if you want to stimulate the consumption side, you have to give more money to young people. Of course, he can't show it

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Saying such things will only attract criticism.

However, when the company system was formulated, this aspect was reflected, but it was not particularly obvious, and the principle of fairness and justice would still be followed.

He just abandons the concept of length of service, linking salary to employees' abilities while ensuring the basic interests of older employees is the most suitable salary system in his opinion.

Although this system is very good, its implementation needs to rely entirely on the intelligent management system. Without this advanced intelligent management system, it is impossible to eliminate human relations, and it is impossible to achieve absolute fairness.

An advanced system needs advanced technical support. If the effective implementation of the system cannot be guaranteed, no matter how advanced the system design is, it is only a theory on paper and may be counterproductive.

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