Rebirth 2004: I can make money by writing.

The finale of Future Technology Group’s annual meeting – the grand prize draw – pushed the atmosphere to a climax.

When the host, Director Qiu, announced that the grand prize was a standard version of the Future ET3 smart electric car, with 100 places available, the entire venue instantly became boiling.

Cheers and applause rang out one after another, and the employees' faces were filled with excitement and anticipation.

The Future ET3 is a new energy sedan launched by the group in March 2009. It has a market price of 428,000 yuan. It not only has advanced autonomous driving technology, but is also equipped with an intelligent cockpit and ultra-long driving range. Its current sales volume is among the best in the Future Auto Company.

Compared with previous years, the value of this year's special prize has achieved a qualitative leap.

In the past, the value of the special prize was usually around 20,000 to 30,000 yuan, but there were more places available.

This time, the prize has been increased to 42.8 yuan, which is the first time in the group's history and is more attractive.

The lottery is divided into five rounds, with 20 lucky winners drawn in each round.

The winners came on stage one by one and received the car keys from the group’s senior management. The scene was both grand and exciting.

After the last round of lottery, Hao Qiang left the venue and went to the company's dock with several senior executives.

The four senior executives accompanying Hao Qiang were all vice presidents, namely Jiang Ying, Wang He, Luo Hao, and Zhang Bo, the newly promoted general manager of Future Semiconductor Company.

In the past year, the group's performance has achieved leapfrog growth, and the annual salaries of the four vice presidents have also increased accordingly.

Jiang Ying's annual income reached 1500 million yuan, Wang He's was 1050 million yuan, Luo Hao's and Zhang Bo's were 800 million yuan each.

This income level was already among the highest among domestic companies in 2012, but it was not particularly high for a rapidly rising technology giant like Future Technology Group.

After all, in the past three years, the group has not only achieved technological breakthroughs, but also occupied an important position in the global market.

At the same time, the group is generous with the remuneration of ordinary employees.

By the beginning of 2013, the annual income of the group's workers had increased to 8 to 11 yuan.

中级工程师级别的年薪已显著提升：T2C级别年薪18万元，T2B级别24万元，T2A级别32万元。

而高级工程师级别，T3C级别年薪42万元，T3B级别48万元，T3A级别55万元。

Although there are slight differences in the salaries of positions in different professional directions, the overall level is already far ahead in the industry.

For the T2 intermediate engineer level, the annual salary in other companies in Shenzhen is about 100,000 yuan, and the ceiling is 200,000 yuan.

It is worth mentioning that Future Technology Group’s technical promotion system is relatively relaxed.

There are usually not too many restrictions on promotions at the engineering level, and most employees can be promoted smoothly as long as their performance is stable.

However, promotion from engineer to senior engineer is slightly more challenging, and usually requires undergraduate graduates from 985 universities to work for 6 to 8 years to achieve it.

As for promotion to the expert level, it is extremely difficult and requires outstanding technical capabilities and innovative achievements.

The expert levels from low to high are experts, senior experts, senior experts and top experts or chief experts.

For example, the Future New Energy Vehicle Company subsidiary has 20,000 employees, including approximately 4,000 technical staff, including approximately 2,000 R&D personnel, with the majority being field technicians. Currently, there are 0 top experts, 3 senior experts, 10 senior experts, and 40 experts (excluding external university consultants).

In core departments, the proportion of experts is very high. For example, a semiconductor company has about 8,000 employees and 4,000 technical personnel.

However, among the technical personnel, there are 3500 R&D personnel, currently there are 2 top experts, 17 senior experts, 45 senior experts, and 198 experts.

Among the top experts, there are also three small levels. The lowest T7C is equivalent to the general manager of a subsidiary, T7B is equivalent to the vice president of the group, and T7A is the group president level. Currently, the top experts of the group are all at the T7C level.

Senior experts can obtain a duplex villa in the future oasis of the villa community;

The top experts, on the other hand, have a single-family villa.

The technical level system of Future Technology Group has a high correspondence with the professional title system of universities. The expert level is equivalent to associate professor or associate researcher in university, senior expert corresponds to professor or researcher level, senior expert is a well-known doctoral supervisor or outstanding young scholar level, and top expert is from outstanding young scholar to academician level.

This level division allows employees to have clearer goals for their career development.

Therefore, it is very difficult for new energy vehicle companies to come up with top experts.

Scientific researchers in semiconductor companies, with their cutting-edge technology, experience and technological achievements, are also qualified to hold titles of the same level in universities.

In order to make up for the shortage of top internal talents, Future Technology Group has also introduced a group of high-level consulting teams by hiring experts from external universities.

At present, the group has a total of 155 technical consultants, most of whom are from 985 universities. The lowest title is associate professor, and most of them are professors.

These consultants enjoy a high reputation in the academic community, and their joining has brought cutting-edge academic ideas and scientific research methods to the group.

However, there are significant differences in treatment between the advisory team and employees within the group.

The consultants only receive consulting fees and cannot enjoy the benefits of the group's formal employees.

These consultants come to the group for two to three days every two weeks to participate in technical guidance or training courses, but they do not have access to the group's core technology.

It is worth mentioning that the technical level of Future Technology Group has also been widely recognized in universities.

In terms of expert promotion review, Hao Qiang always personally participates in the assessment and strictly controls it to ensure that every promoted expert has the ability and contribution to match it.

At the expert promotion review meeting every six months, Hao Qiang listens carefully to the candidates' reports and conducts a comprehensive assessment based on their technical achievements, teamwork ability and innovation potential.

In general, Future Technology Group has built a complete technical talent training system through scientific technical level division, flexible talent introduction mechanism and strict promotion review system after several years of improvement.

This system not only provides a solid talent guarantee for the group's technological innovation, but also creates a broad development platform for employees.

At this time, Hao Qiang stood on a higher place on the pier and looked at the sea in the distance.

The employees are on holiday tomorrow and the terminal has stopped working.

As the group's business continued to expand, Hao Qiang gradually realized the importance of logistics and transportation.

Two years ago, he decided to make a strategic investment in the shipping sector, purchasing two 8-ton intermediate bulk carriers, a large container ship with a capacity of 1 TEUs, and a varying number of car carriers, with a total purchase cost of up to US$2.5 million.

The addition of these ships not only provides strong support for the group's global trade, but also marks an important step forward in the group's layout in the logistics field.

However, Hao Qiang did not choose to manage these ships completely independently.

Except for the captain, first mate, second mate and other senior crew members who are hired internally by the group, other crew members are hired through outsourcing.

This management model not only reduces operating costs but also ensures professional management of the vessels.

Hao Qiang initially had no intention of personally getting involved in the shipping business, but he was repeatedly frustrated by external vessel scheduling issues during emergency transport missions, resulting in low efficiency and even affecting the overall operations of the group.

Just like hitchhiking, if you pick up someone else along the way, the efficiency will be lower.

In the end, he made up his mind that since he had enough money, he might as well buy his own ships specifically for the transportation of urgent goods to ensure the stability and efficiency of the supply chain.

In addition, with the rapid expansion of the group's international business, especially the growing demand for imported ore from the four major lithium battery companies controlled by Hao Qiang, the importance of bulk carriers has become increasingly prominent.

The company's own bulk carriers can not only meet the group's internal needs, but also provide transportation services to partners when necessary, further enhancing the group's competitiveness in the industry.

As funds continued to accumulate, Hao Qiang began to turn his attention to more strategically important resource areas.

He recently turned his attention to the Puerto Cristobal terminal in Panama, a major hub for international shipping.

As a core node connecting the Atlantic and Pacific Oceans, Port of Cristobal plays an irreplaceable role in global shipping and trade.

Tens of thousands of ships pass through here every year, carrying important goods for global trade.

If we can participate in or even control the operation of this port, we can occupy an important position in global trade and military strategy.

For Hao Qiang, investing in the Cristobal Port Terminal is not simply for profit; he values ​​the strategic value brought by this investment more.

He can accept even a small loss.

After all, he has strong financial strength and has long surpassed the stage of simply pursuing profits.

He hopes that through this investment, he can ensure that he will not be controlled by others in the future, while facilitating the group's global business.

Anyway, money is endless, but time and opportunities are limited.

Sometimes, money cannot solve some core problems.

Therefore, only by investing funds in areas that can change the rules of the game can you ensure that you will not be restricted in the future.

"Mr. Wang, which institutions are the current shareholders of Panama?" Hao Qiang suddenly asked Vice President Wang He.

When Wang He heard Hao Qiang ask this, he replied, "I commissioned an external agency to investigate. The shareholder composition usually involves multiple stakeholders, including government agencies, international companies, investment funds, and private investors.

The government agency is the local government;

Among international companies, global port operators include Hutchison Whampoa Port, Maersk Terminals, PSA International Ports Group and other companies, and logistics and shipping companies include large shipping companies such as Maersk and Mediterranean Shipping Company.

Investment funds include GIC and ADIA.

If the chairman wants to control port operations, he can only buy shares from those port operators."

"Heji Huangpu, isn't it owned by Mr. Li, a Hong Kong businessman?" Hao Qiang frowned.

"Yes, Chairman, do you plan to acquire it?" Wang He asked.