We are all reborn, who wants to be the richest man?

"Lao Luo, let's go eat."

"Awei, you go ahead. I'll go eat after I'm done."

As he spoke, Lao Luo tapped the keyboard with both hands without looking back, and the codes on the display screen were increasing rapidly.

"I said, Lao Luo, you can't do this. You've been working overtime for several days. Can't the software you created just be completed next week?

There's still a week left, aren't all the tasks assigned to you almost completed? ".

This time Lao Luo did not continue to code, but said with a happy smile on his face.

"The day after tomorrow, I am going back to Meihua's hometown in the New Territories with me to spend a few days. I want to complete the task quickly and free up a few days."

"Okay, Lao Luo, are you going to meet your parents now? Don't forget to tell me when you get married."

Ah Wei is really happy for Lao Luo. He is still unmarried in his thirties, which is really not a big deal in this era.

I've met Lao Luo's girlfriend, Meihua Awei. She looks good but has a poor job. She is a clerk in a foreign trade company.

But he is young and knows how to run a house. He is just twenty-four years old and is an excellent cook. With Lao Luo's age and balding appearance, it is not enough to find someone like this.

"Meeting parents is a big deal. You said this is really the first thing that happens when a new official takes office. The human resources department just came up with a new head. I didn't expect that the first person to do something would be our Far East Software.

If you insist on developing some kind of internal recruitment software, isn’t this just asking for trouble? "

Lao Luo continued to resume his status as a coder, and did not agree with his friend's statement.

"That's not necessarily the case. Didn't the new overseas returnee named Xiao Chen always want to play the Honor game? He applied many times but was blocked by the higher-ups.

Genius programmers like him are always scrambling for jobs wherever they go. This internal recruitment software is prepared for such people.

Didn’t you hear what the chief people officer said to the HR department? Being people-oriented, this is not a bad thing for us.”

"That's right, okay, I'm going to eat first. When I come back, I'll go to 724 and bring you some chicken drumstick rice."

After the changes in the top management of the group, the department that changed the fastest was the former Personnel Department and now the Human Resources Management Department.

As soon as David Yurich took office, he made adjustments to the positions in the human resources department. From top to bottom, they were divided into CHO, HRD, HRM, HR, and HR assistant.

HR assistant is a personnel assistant, responsible for assisting HR in organizing basic personnel information and contacting job applicants.

HR is the personnel specialist responsible for finding suitable talents and interviewing job applicants.

HRM, human resource manager.

Responsible for planning and realizing the needs of the human resources department in employee quality management, salary management, performance appraisal, etc.

HRD is the human resources director. It is the highest position in the human resources department of each company below and is responsible for coordinating the company's system and the overall human resources system.

Finally, there is David Jurich, the chief people officer of CHO, now called the chief human resources officer.

The longest sentence David Yurich said or the most commonly instilled concept after taking office was to distinguish human resource management from the traditional personnel department.

This is not a matter of changing a name, but a distinction in terms of responsibilities.

The first is the concept. Traditional personnel management believes that human investment, wages, benefits, training fees, etc. are all production costs. Enterprises should find ways to reduce human investment to reduce costs and improve product competitiveness.

But David Yurich doesn’t think so. He believes that human resources are not only natural resources, but more importantly, capital resources. The investment return rate of human capital is higher than the investment return rate of all other forms of capital.

Then there is the form of work. The traditional personnel department is a passive steward. Personnel management mainly involves organization, allocation and management according to the decisions of superiors.

Human resource management is different. It is the realization of social human resource development strategy and the gold digger of active development.

You can't wait for your superiors to give you tasks before you find your goals. You need to take the initiative to find more suitable talents for each position.

Finally, there is a change in the focus of work. Traditional personnel management is matter-centered and pays attention to the results of handling matters.

It requires selecting people based on the job content and selecting the corresponding talents based on the content of the work.

There is nothing wrong with this. Suiting people for their job is the correct selection criterion.

However, overemphasis on people being fit for their job, without focusing on the development and utilization of talents, and failing to fundamentally recognize that talents are a precious resource, will miss many opportunities for high-quality talents.

Therefore, we must be people-centered and pay attention to the cultivation and utilization of talents.

David Yurich's speeches and training within the human resources department caused a great sensation. After attending one class, Luo Nianzhong issued training requirements for the group's middle and senior cadres and the CEOs of all lower companies.

All middle and high-level cadres of the group and the CEOs of the following companies must attend David Jurich's course every Saturday morning for eight weeks. This is a course specially prepared for the leaders of these groups.

After teaching the first class to these people here, David Yurich asked Far East Software to develop an internal recruitment software with the purpose of retaining talents.

For example, capable talents like Xiao Chen who are not satisfied with their work can change jobs internally to avoid the loss of talents caused by resignation due to poor working conditions.

"How's it going? What do you think of David's modern human resources management?"

“I can only say that he is a genius. I fully agree with his statement that the quality of HR personnel will affect the overall talent quality of the group and will greatly improve corporate performance.

With the entry of David Jurich, if his management philosophy can be implemented, it will be no less than the Far East Group adding a company like Far East Chip out of thin air."

Welch spoke very highly of David Jurich and praised him a lot, and the excitement in his words could be heard in Luo Nianzhong.

"Hahaha, this is the importance of talents. The more talents, the more important they are. This sentence gave me a great feeling."

After talking about David Yurich for a few words, Luo Nianzhong got down to business, "How is the equity adjustment of the following companies going?"

"It's ongoing, and it's expected to take about half a year to be completed."

After changes in personnel, there will be changes in wealth, with the purpose of hiding wealth.

By then, Far East Group will not hold more than 20% of the assets of its companies, which will greatly reduce Luo Nianzhong's apparent wealth.

We all know that if a company wants to have a controlling stake in another company, it must hold at least 51% of the shares of the company. In fact, it does not need to be held at all.

For example, if company A has a market value of 51 million, then company B would need 5100 million to hold % of company A’s equity.

But we can create a company C and hold more than 51% of the equity of company B. In this way, you only need to spend about US$2600 million?

As long as this cycle continues, Company X can take control of Company A, a company with a market value of 100 million, at a minimal cost.

It's very complicated and involves a lot of cross-shareholdings and other operations, but that's roughly what it means.

This is what Far East Group is doing now. As for where the remaining 49% of the equity of Company B and Company C went, of course it went to private investment institutions and asset management companies.

The bosses behind these institutions and companies? We are not listed on the market, so why should we tell you who the boss behind it is?

The purpose is similar to that of AB shares, which is to use the minimum number of shares to control the company.

This is the result of Luo Nianzhong's research based on his later experience and Jason and others. Everyone thinks his idea is a genius idea.

No matter what other people think, at least on the surface, the assets of Luo Nianzhong, the richest man, have shrunk significantly. When the Internet boom comes, it remains to be seen whether he will still be the richest man.