Последний Агонь. Роман о жизни в лабиринтах семьи и офиса. Книга 2. Квадривиум

From: Er=oy

Sent: Friday, January 27, 2012 5:21 PM

To: Wu-Ra (Вице-президент по России)

Cc: Denk Nach (ВП по кадрам)

Subject: Yon in Ops Function (Роль Иона в Операционной службе)

РУССКИЙ ТЕКСТ НИЖЕ

Wu,

I think that report of Psycho-2 confirms our previous view: Yon might be very good in operative tasks and need to ’grow into’ Director’s position. One thing is clear: his experience in opening many new Factories would enormously help us!

My vision as follows:

•We hire him as Sales development Director.

We already told him during the interview that he must make an effort to grow into position of Ops Dir. Otherwise he might continue just one level below.

•In case Yon’s personal development lags behind requirements of the Project’s progress, we would hire a person of «higher caliber’ to absorb growing needs of the business. This is only when and if business development justifies incremental headcount in top-management team.

•I’ll help Yon in setting up of strategy/concept and other similar things.

•We clearly will need another English speaking resource in St Peter – as amount of work for all kinds of translation might easily amount to a mountain of medium size…

This approach follows HR strategy and requirements set by the Central Office at the outset of the Project: For Top Team we hire young ambitious professionals hungry for success and looking forward to make one step further in their carriers.

Lack of experience in Director’s position is compensated by abundance of enthusiasm and energy. We avoid paying to recruiting agencies as much as we can (except partnership with «The Work Makes You Free»).

As previously discussed on many occasions: it’s certainly cost effective – as we pay for energy and desire to grow rather than experience. So we need to walk our talk and don’t expect «seasoned professional’ profile from «young ambitious professional hungry for growth’.

I’m not touching on risks of such an approach as we’ve discussed it on many occasions… We’re handing of millions of Monetary Units worth of investments to rookie Directors… Of cause they’ll practice skills in business development… personal growth might follow. Yet, isn’t this like putting a driver with fresh deriving license directly into cockpit of Formula-1 to develop basic driving skills?

We might want to discuss it further..