Memory inheritor

Chapter 88 Settling

Wei Hongsi had considered the issue of team members, but he had only been with the company for a short time and didn't have many suitable candidates.

Previously, when Wei Hongsi was in He Feng's work group, he had basically not participated in the team's work, so he was not even familiar with the people in his own group. The only person he had contact with most was He Feng, the supervisor. He couldn't very well invite him over, could he?

Based on Wei Hongsi's relatively limited observations, the business areas that Manager He is good at are not a good match for the project team that will be established, so he is not a suitable candidate, and he may not even be willing to come.

Wei Hongsi has recently been working on two project teams, and he's been working with quite a few people, but they're all at least W2 level, so it's impossible for them to join his project team. However, asking them to help introduce some people is a more practical solution.

You can't rely on high-ranking leaders for this kind of thing. For example, Senior Brother Gu Shiming, given his position in the company, doesn't have many opportunities to interact with technical staff at Z4 level and below. His understanding of these people will always be somewhat different from the actual situation.

This bias is often caused by both parties. A leader might remember a subordinate several levels below them, usually because that person has a particularly outstanding strength or weakness, inevitably leading to a generalization. Meanwhile, subordinates, when interacting with higher-ups, will only deliberately present their best side and avoid revealing their weaknesses.

Of course, Wei Hongsi would also welcome any recommendations from Gu Shiming or Yu Sheng. Those who would catch their eye would undoubtedly possess strong technical skills and be a good fit for the project team.

However, Xu Xinwan and Xue Ying are the most suitable recommenders. They have a relatively comprehensive understanding of the members of their project team or working group.

High-performing team members are naturally the ones leaders want to retain long-term. However, if their salaries and job levels don't improve accordingly over a long period, dissatisfaction is bound to arise. And within a team, promotion opportunities are always very limited.

Those who ultimately fail to get promoted will proactively seek new opportunities, something leaders cannot prevent; other members will see this and gradually develop their own ideas. This will affect the stability and morale of the entire team.

Therefore, for those outstanding members who cannot be given opportunities for advancement within the team, leaders are usually willing to proactively recommend them for more suitable positions. This not only fosters goodwill but also earns a reputation within the company for valuing talent and being fair, which is highly beneficial for recruiting new members in the future.

Therefore, asking Xu Xinwan and Xue Ying for this opportunity does not involve poaching talent; it's just a matter of paying attention to the way we communicate and clearly defining our needs and compensation for these individuals.

In fact, the first thing to do when building a team is to design a personnel structure based on the team's work content and overall goals, and to clarify which positions need to be set up, as well as the responsibilities and ability requirements of each position.

Wei Hongsi had previously worked with Professor Zhou at the university, participating in several large research projects and even leading task groups within those projects. Therefore, although he was new to the workforce, he had some experience in this area.

After leaving Gu Shiming's office, he returned to his own office, took out some paper, and began writing and drawing on it, working on the project team's organizational structure.

When faced with this type of framework design problem, he prefers to sketch with pen and paper because it offers greater freedom and allows for more creative expression. While computer software is becoming increasingly comprehensive, it always makes him feel somewhat constrained.

Research and prevention of "psychological viruses" are already established. Through the work of the CDU project team over the past ten days, a relatively complete workflow has been formed, and planning in this regard is quite easy.

The "emotional reshaping method" we just discussed today, although it also falls under the category of prevention and treatment of "psychological viruses," is very different in nature and definitely needs to be listed separately.

This would create two teams, requiring approximately five to seven core members. If the company provides sufficient support, they could even match the team leaders with W1 visas, which would be quite attractive.

Another collaboration will be with the university in industry-academia-research cooperation. The specific details of the collaboration are currently unknown and can be considered later. However, he will definitely lead this part of the work, along with several key personnel.

The entire project team needs about two core members. Based on the personnel configuration requirements of similar projects, the number of other technical and support personnel is about 2 to 2.5 times that of the core members, which is 20 to 25 people.

Of course, you don't need that many people in the early stages of the project. Four Z4-level technical backbones are enough to set up the framework, and a project team of ten Z2 to Z3 technical personnel can operate.

For Z4, you can ask Xu Xinwan and Xue Ying for help with recommendations. It's not so convenient for Z2/Z3. Perhaps you could ask the HR department for assistance with recommendations?

Although Ding Yafan has conflicts with her senior brother and Director Yu, this is official business, and she shouldn't deliberately create obstacles, since it wouldn't benefit her at all.

Wei Hongsi had planned out the framework and compiled it into a document on his computer, intending to show it to Gu Shiming in the next few days.

The decision to appoint him as project manager was made by Gu Shiming in private. Although it could represent the company's opinion, it was still an informal communication.

Therefore, he could only discuss this matter with Gu Shiming alone. Only after Professor Zhou and President Dai finalized the details of their collaboration and the company assigned him the task could he begin working on the formal project proposal.

After completing this document, he began drafting the project proposal for the "Emotional Reshaping Method." This was the formal document to be presented to General Manager Dai, and writing it required much more effort.

Before I knew it, it was time to leave work. I heard the common office area outside getting a little noisy, but then it gradually quieted down.

Wei Hongsi shut down his computer, picked up his chest bag, and went out the door, intending to go straight back to his dormitory after dinner.

He had just closed the door from the outside when he heard someone call, "Xiao Wei!" He turned around and saw Yuan Zhenhui from his group, so he smiled and nodded in greeting.

Although the two hadn't interacted much, they were in the same group and their workstations weren't far apart, so they were at least somewhat familiar with each other.

"You changed teams?" Yuan Zhenhui asked with some surprise, glancing into the office again, but the frosted glass wall blocked his view, so he couldn't see what was inside.

"It's temporary now, it'll probably be changed later," Wei Hongsi said honestly.

"Oh, no wonder I haven't seen you lately." Yuan Zhenhui nodded thoughtfully. "I thought you had left."

"Leaving" probably means quitting the job, right? Wei Hongsi smiled and shook his head: "Why would I leave?"

"I'm just angry," Yuan Zhenhui said with a snort. "Anyway, I'm planning to go somewhere else."

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Wishing all my fellow book lovers a Happy New Year, good health, family happiness, and all the best!