During the afternoon meeting with Bole Human Resources Company, Zhao Yi described Xuantian Technology Company's robot promotion plan and related possible profit distribution plans in detail.
The reason for elaborating this aspect of Bole Human Resources Company in such detail is mainly because the future labor relations are likely to be completely different from the present.
As the largest human resources company in the country, if it cannot adapt to the situation of the new era and make preparations in advance, it will easily collapse in an instant. Other companies can ignore it, but your own company must be notified in advance.
The main job of today's human resources companies is to solve the contradiction between labor and capital mismatch, and at the same time, it also saves the cost consumption in the process of labor and capital matching, which plays a great role in the development of current labor-capital relations.
However, robots will become the main source of labor in the future, and robots are not as unique as humans. Especially for robots that perform repetitive tasks in factories, Xuantian Technology Company will not inject personality algorithms.
Because for factory workers, robots with personalities are not good robots, and they do not bring any benefit to factory production. In addition, doing so consumes more energy, and it is completely worth the loss.
Of course, for high-end service-oriented robots, each robot has its own unique character. Zhao Yi has designed a very advanced algorithm for this purpose.
The purpose of doing this is naturally to make the robots more lively. If they are the same, they will appear cold, which is detrimental to the labor demand in the service industry.
Moreover, these high-end model robots for the service field each have their own physical characteristics, and people can easily distinguish them by their appearance. Robots that are not designed for factory labor are basically the same and are distinguished by numbers.
In a word, mid- to low-end robots are really used as machines, while high-end robots behave no differently from humans and have many rights.
Although great changes have taken place in labor-management relations, the human resources market cannot completely disappear, and Bole Human Resources Company will not completely disappear.
First, in the high-end labor market, there are not many people that robots can replace. Most of these people still need to maintain the original labor-management relationship, and there will not be big changes.
Second, although they are out of work, the actual labor relationship still exists, and they still need to obey the deployment of the company based on the actual situation. This does not mean that they have nothing to do with the company.
As long as labor-capital relations still exist, there will inevitably be demand for related services. However, this demand will become very small due to relatively loose labor-capital relations, causing the size of this market to shrink significantly.
Third, no matter what kind of labor-capital relationship it is, it changes dynamically. There will be a new population every year, and there will naturally be a large number of labor supply markets every year.
Although the new labor-capital relationship is different from the past, we cannot leave young people without companies to work for. Otherwise, young people will not be able to earn income, and society will definitely have problems.
Therefore, it is necessary to guide the young working population and enterprises to establish new labor relations every year, and it is very necessary for enterprises to select new workers with greater potential.
Although they may all be out of work, being out of work does not mean that they will not contribute to the company. If the new employees have strong abilities and strong innovation capabilities, the company will also benefit a lot from this and it will be able to grow and develop. become possible.
Therefore, the role that human resources companies can play here is still very large. Market expectations will definitely shrink, but there is still a lot of work that needs to be done by human resources.
Bole Human Resources Company must prepare for this in advance, which includes adjustments to future business development methods and development directions, and may also require adjustments to existing organizational methods.
In the future, most companies will lay off some employees. Even Hualong Clothing Company and Huansha Clothing Company, which he used as a pilot, will also lay off some employees.
However, laying off employees is not what we need to do now. The top priority now is to stabilize the current employment situation and avoid turmoil in the situation and cause unnecessary trouble.
When the robot replacement plan spreads across the country and penetrates into every position, there will be a new model to ensure the distribution of interests and make the relationship between enterprises and the labor force more harmonious and reasonable.
The most typical example is that if the labor force is bound to a company that focuses on manual labor, then even if they show very strong innovation and R&D capabilities during their off-duty period, it is still the company's achievement.
However, for companies whose main business is production, this innovation may not be of much help to the company's profit growth, so the rewards may not necessarily be in line with employees' wishes.
In the future, as most people have more and more free time, and everyone's interests are different, it is very common that the achievements made do not match the main business of the company.
In this case, it is necessary to readjust the allocation of relevant human resources, which will lead to fewer and fewer employees signing separation agreements for companies whose main business is production.
Because when people master more and more advanced knowledge, they will inevitably want to obtain more labor remuneration and rewards, and they will inevitably re-create enterprises and institutions that suit their own development path.
Therefore, it is foreseeable that companies that mainly focus on production labor and simple service labor will have fewer and fewer employees maintaining separation agreements, while companies and research institutes whose main business is research and development will increase significantly. Relevant employees.
When people with the same knowledge level and professional orientation gather together, it is easier to share research results and the academic atmosphere becomes stronger.
Especially when facing a large-scale research project, being able to quickly recruit enough people with a certain level of expertise to participate in joint research will bring great benefits.
For individuals, being able to participate in research projects is a way to increase one's practical ability. It is closely related to one's future development potential and is also what many people care about most in the future.
For enterprises and institutions, such a concentrated approach to talent can make it easier to carry out research work, resource allocation is much more efficient than the decentralized model, and the output will definitely be more than before.
In this process, human resources companies can play their role in making human resources more rationally allocated, rather than just relying on the quality of capital to allocate resources.
This is an area that Bole Human Resources Company needs to focus on in the future, how to use talents to maximize social development, rather than simply allocating human resources according to salary.
Because in the future human resources relations will not be a simple capital game, because no matter which company you are in, you can get a minimum and similar income guarantee, and there will be no obvious difference.
The difference lies in how to reflect the value of independent individuals and help independent individuals grow faster. This is not only related to income, but also related to how to reflect one's own value, and also related to personal accomplishment.
Therefore, in terms of future relationships, income relationships only account for a small part, while factors related to one's own value account for a large proportion. These are all areas that Bole Human Resources needs to study.
In fact, not only Bole Human Resources Company needs to adapt and adjust to this change, but also Yuheng Law Firm needs to conduct special research on this.
Although most law firms in the previous life could just understand the existing legal provisions, as a company owned by him, their professionalism must be high enough and not just superficial.
For example, Yuheng Law Firm has its own legal research institution that specializes in studying legal theories. Although this does not directly help companies generate income, it has promoted the overall business level of Yuheng Law Firm.
The personnel in the institute include researchers directly affiliated with law firms, as well as experts and scholars who have cooperative relationships with law schools of various universities.
During the meeting with Yuheng Law Firm, Zhao Yi also emphasized that society will undergo great changes in the future, and that previous legal theories may not be completely appropriate and require research and innovation.
Especially when most people in society have a lot of free time, other problems are likely to arise. However, these problems do not touch the law. If they accumulate for a long time, they are likely to form a bad social atmosphere.
The most typical one is "full and warm, thinking**". Although this sentence is not suitable for everyone, it definitely exists. Everyone is very energetic, and it is easy for all kinds of strange things to happen.
Legal provisions are only the lowest bottom line for human beings. Many problems cannot be solved by legal provisions. Therefore, relying solely on laws to regulate society will actually be insufficient.
Therefore, what he particularly cares about is whether there will be moral degradation. If a problem does arise, he will feel that he is at fault because he has single-handedly contributed to the changes in the future social form.
Therefore, he has always wanted to find a more advanced way than the law to prevent moral degradation, so as to make the society as a whole positive instead of indulging in his own desires all day long.
In the meeting with Zuo Xiaoming, the head of Yuheng Law Firm, he expressed all his concerns and hoped that they would set up a special research team to conduct in-depth research on this.
In addition to allowing them to exert their own initiative, he also raised the possibility at the meeting that it was possible to write "moral" provisions to restrain citizens from a moral level.
Although many literati disdain moral restraints, from a higher level of society, it is very necessary to take measures that are conducive to promoting the overall positive development of society.
Literati can be sentimental and complain based on their own feelings, but as rational managers, they must think about problems from the perspective of the overall situation, rather than caring about personal feelings.
Personal feelings are all kinds of strange, and no measure can satisfy everyone's personal feelings. If you start from this, it will be really confusing and impossible to succeed.
The reason why he proposed mandatory regulations on "morality" was mainly to make up for the inherent flaws in the law and to impose certain constraints on human beings at a higher level.
Although the binding force of "morality" is much weaker than that of law, there can also be certain punishments for violators, such as community labor, fines, social compensation penalties, public condemnation and supervision, industry bans, etc.
These are all soft punishment models, which overlap to some extent with some civil laws in previous lives, but they are certainly not exactly the same because they were formulated for a clear purpose and cover a wider scope.
In fact, in our country's traditional culture, the mixture of legal coercive measures and moral punishment measures has also created our country's inherent moral concepts. At the level of civilization, it is actually much more advanced than those in Western countries.
His proposal is just to pick up the concept again and separate higher legal enforcement measures from morally soft punishment measures to avoid confusing the two.
Legal research results are actually very rich. Although our country started relatively late in this area, after these years of hard work, its shortcomings are not very obvious.
However, there has not been much progress in terms of moral standards. Many of them continue traditional moral concepts, which are based on the inheritance of our country's traditional culture.
Times are always changing. The moral values in traditional culture and the moral values of modern society are definitely not completely coincident. There must be new changes. These require special study.
If everyone has a unified moral code of conduct, then the social moral atmosphere will not be easily corrupted. Moral corruption often begins with a vicious moral hazard incident, which completely collapses moral concepts.
Examples like this abound in the past life, which make people feel itchy to watch, but there is nothing they can do about it, and there is no obvious reward for noble moral behavior.
"Being mean is the passport of the mean, and being noble is the epitaph of the noble!" This sentence sounded sad, so what he wanted was to change this situation.
Let noble people not only have the word "noble" engraved on their tombstones, but also receive the rewards they deserve during their lifetime, so that more people will not regret becoming noble people.
And more punitive measures will be taken against despicable people, so that despicable people must pay the price for their despicable behavior, so that more people will not dare to become "despicable people".
Of course, he just provided his idea and asked Yuheng Law Firm to conduct specialized research on it to determine whether the idea was feasible and how to turn the idea into highly operational provisions.
Regardless of the fact that we can see moral-related things and people everywhere in society, everyone even has his own set of moral concepts, but this is only an individual, and the overall situation requires specific research.
Because for some people, morality is an important symbol of "what makes a person human", but for some people, it is something that can be "taken as you go and thrown away when not in use".
Therefore, when formulating relevant provisions, we cannot just start from the perspective of individuals, but need to start from the perspective of being beneficial to the operation and management of the entire society, giving priority to serving the whole, and on this basis, taking care of the feelings of "individuals".
In fact, many of his actions follow traditional moral concepts, such as "If you are poor, you will be good for yourself; if you are rich, you will benefit the world." Many of his actions cannot actually be understood from the perspective of a businessman.
For example, when there was no need to desperately increase salaries, he kept asking his companies to give their employees higher salaries. When most rural areas were still very poor, he used China Housing Corporation to redistribute wealth.
There are many others, such as implementing free compulsory education and free medical care for all, improving the pension system, and taking care of the vast number of rural and non-employee workers who cannot afford pension funds.
If you think about these things from the perspective of a businessman, they are completely unreasonable. These thoughts are actually the traditional moral concepts deeply rooted in his thinking.
Compared with the previous two companies, Yongan Accounting Firm does not have so many worries. As long as there are economic transactions, accounting services will be needed. This industry will never disappear and will only become more prosperous with the prosperity of the economy. .
Therefore, he has no requirements for Yongan Accounting Firm. He only needs to do their current essential work well, and he does not even have big requirements for their revenue.
At the meeting with Hualong Clothing Company and Huansha Textile Company, the scene was completely different. As the forefront of this robot transformation pilot, these two companies need to do a lot of work.
The first thing Zhao Yi needs to determine is how his employees will react to this reform. If employees are too opposed, implementation will be more troublesome.
“We sent the measures for this reform pilot to all employees across the company a few days ago, and we have yet to receive feedback from employees who are strongly opposed to this matter.
In fact, for employees in production positions, they don't have much objection to the fact that they can get the same salary as before, or even higher, without having to work for many years.
However, some people feel that the current salary is definitely not too bad, but there will be no salary increase for a long time in the future, making their salary much lower than that in other industries in society. "Zi Yanran said.
If you think about this problem from the perspective of a single enterprise, it is very possible, especially when the enterprise is in trouble, the probability of this happening is very high.
The reason why Zi Yanran raised this issue is that she also felt that if Hualong Clothing Company's operations were weak in the future, it would not be able to maintain the system, and problems would likely arise by then.
When employees raise this question, they naturally hope that the company can provide certain promises, such as ensuring that their salary can keep up with the growth of the overall salary of society, so that their lives will always be in a relatively stable state.
If this cannot be guaranteed, they will naturally feel insecure. At that time, the company will be able to continue to operate because there are robots working, but the lives of these employees who have left their jobs will become increasingly difficult.
Like those state-owned enterprises that were in decline in the previous life, there were indeed many employees with nothing to do, but the salary they received was a drop in the bucket. Not only did they have no joy, but they were anxious inside.
In fact, independent enterprises face great operating risks. Even giant enterprises like Hualong Clothing Company dare not guarantee that the enterprise will never make a profit. This is not in line with the laws of economic development.
Therefore, in the face of the doubts of the employees below, Zi Yanran, as the president of the company, did not dare to respond directly. This time, she just took advantage of the annual meeting, hoping that her boss could give some explanations.
In fact, not only the employees of Hualong Clothing Company will have such considerations, but also Huansha Textile Company and many other companies in the future will have such problems.
This is why he feels that the current approach is only temporary. He wants to keep the economic status of all domestic workers who have left their jobs in line with the domestic economic development level and have very good economic conditions.
It is necessary to consider the overall situation and make overall arrangements for the distribution of interests. However, it is too early to propose this idea now, because it is not only related to his companies, but also other companies, which need to be promoted from a higher level.
However, as far as his current corporate system is concerned, such a guarantee can be made, because at least in the short term, his economic system will not collapse and can generally maintain relative stability.
"I have also given some thought to this issue, but the time is not yet ripe. We can only temporarily adopt the solution of a single company being responsible for its own employees. There will definitely be better solutions in the future.
As for employees' concerns, you can respond positively after you return, which will definitely ensure that their income can keep up with the speed of social and economic development, so that their lives will not be greatly affected.
However, it should also be emphasized that if you want to earn more income, you must make more contributions to the company, which requires them to improve their knowledge level and constantly learn new things.
In the garment industry, physical labor is no longer needed, but there are still many links that require innovation. If their results are recognized, they can receive additional rewards and enjoy higher living conditions. " Zhao Yi said.
More work, more reward is a reasonable distribution plan at any time. His basic compensation is only to ensure that employees can live a relatively decent life. As for a higher level of life, they require their own efforts.
Zi Yanran was relieved when she heard his words. She felt like she couldn't sleep these days because there were too many employees. If something went wrong, it would be a big problem.
Even though she was in charge of such a huge enterprise, she was definitely prosperous, but who knew that in order to ensure the normal operation of the enterprise, she also worked hard and did not dare to neglect at all.
If a small company has a problem, it will affect hundreds of people at worst, but if a problem occurs at Hualong Clothing Company, it will affect tens of millions of employees, as well as the families behind these employees.
Therefore, she did not dare to talk nonsense in the face of employees' doubts. Promises must be fulfilled. If she cannot fulfill her promises and problems arise, it will probably get out of hand.
"This matter is not entirely your management's business. It can be discussed more extensively within the company. No matter what concerns employees have, they can raise them without fear of trouble.
As long as it is reasonable and has solutions, it can be discussed. As a pilot unit, you need to be innovative during the implementation process.
The more successful your pilot is, the more experience you will have for others to learn from, and the more beneficial it will be to the promotion of robot replacement nationwide. If you have any questions, please feel free to tell me. "Zhao Yiyi said to Zi Yanran.
With the boss's words, Zi Yanran felt more confident, while Zhao Yi needed to let the people below him do the work. He was not afraid of their bold innovations, but was afraid that they would be timid, which would not be conducive to the advancement of this change. (End of chapter)