by Lerura » Tue Dec 05, 2017 10:13 pm
1) Customization.
To Change to the new product.
-> Select one of units purchasing the old product.
-> Select the new product from the list.
-> Click the "Batch" button
Now you enter a screen where all building of the same type are listed.
Click the "Batch Switching Supplier" button
Yiou now get a message telling how many units that have been changed.
-> Klik "Ok" and right click to leave the screen.
Now all units that purchased the old product is now buying the new product.
If you change to a different product that is not supported by some of the building those would not be changed.
So if e.g. you have a Department Store and a Jewelry and Watch both selling Silver Necklaces, and in the department store chnges it to leather bags, only the department store would change to the new product, as the jewelry and watch store can not sell Leather Goods, but if you change it to e.g. gold ring the both will be changed as both retail stores can sell gold rings.
2) Talent System
I tried using the CTO to manage a R&D center.
The CTO never raised the salary to meet a secure loyalty (80).
And worst: he she/she might drop the salaries instead.
The way I found out was that i had set all employees' salary tp 96,000 or more, which would be enough to secure 80 loyalty for a employee with skill 100.
After some years a got a message that one of my researchers had resigned. That didn't make sence as I had set a secure salary for ALL employees
I tried letting the CTO manage a R&D Center with 9 Skill 100 researchers on the same project.
At the end of the research period he changed the R&D, the duration and the training level, and dropped some of the salaries to as low as 14,000, resulting in a loyalty of 0-2 for all but 3 researchers, which was unchanged, and after a month 4 of the underpayed researchers resigned.
SO my advice set yourself as manager of R&D Centers and Software Companies. Make sure that all employees are payed 96,000+ and set the training to max.
1) Customization.
To Change to the new product.
-> Select one of units purchasing the old product.
-> Select the new product from the list.
-> Click the "Batch" button
Now you enter a screen where all building of the same type are listed.
Click the "Batch Switching Supplier" button
Yiou now get a message telling how many units that have been changed.
-> Klik "Ok" and right click to leave the screen.
Now all units that purchased the old product is now buying the new product.
If you change to a different product that is not supported by some of the building those would not be changed.
So if e.g. you have a Department Store and a Jewelry and Watch both selling Silver Necklaces, and in the department store chnges it to leather bags, only the department store would change to the new product, as the jewelry and watch store can not sell Leather Goods, but if you change it to e.g. gold ring the both will be changed as both retail stores can sell gold rings.
2) Talent System
I tried using the CTO to manage a R&D center.
The CTO never raised the salary to meet a secure loyalty (80).
And worst: he she/she might drop the salaries instead.
The way I found out was that i had set all employees' salary tp 96,000 or more, which would be enough to secure 80 loyalty for a employee with skill 100.
After some years a got a message that one of my researchers had resigned. That didn't make sence as I had set a secure salary for ALL employees
I tried letting the CTO manage a R&D Center with 9 Skill 100 researchers on the same project.
At the end of the research period he changed the R&D, the duration and the training level, and dropped some of the salaries to as low as 14,000, resulting in a loyalty of 0-2 for all but 3 researchers, which was unchanged, and after a month 4 of the underpayed researchers resigned.
SO my advice set yourself as manager of R&D Centers and Software Companies. Make sure that all employees are payed 96,000+ and set the training to max.
