[November 13, 2019, Shanghai] Co-sponsored by Beisen Talent Management Research Institute and Renmin University Business School, the "Fifth" Future Talent Management Forum and Award Ceremony of China Talent Management Model Enterprises "Break the boundary and unleash the growth Force", the strategic cooperation theme of Harvard Business Review Chinese, was successfully concluded in Jing 'an Shangri-La, Shanghai. More than one thousand HR elites, top enterprise CHO and industry leaders gathered in the grand meeting to explore the new paradigm of Chinese talent management, discuss the Chinese wisdom of talent management, and drive the Chinese-style innovation of business long-termism.
Break the boundary and unleash the growth force -- The "Fifth" Future Talent Management Forum and Chinese Talent Management enterprise Model Award Ceremony
Zhou Dan, president of Beisen Talent Management Research Institute, delivered a keynote speech titled "Insight into the Annual Trend of Talent Management in China"
Zhou Dan, president of Beisen Talent Management Research Institute, published the Annual Insight into the Trend of talent management in China for you. By tracking the current situation of talent management maturity and digital transformation of enterprises, we understand the challenges faced by talent management in enterprises, and explore the reasons behind and solutions.
She said that in 2019, the organizational energy efficiency of enterprises has never been more "serious", organizational change has become the norm, organizational culture has become a "major", digital transformation from wait-and-see to practice, the positioning and role of human resources department has also shifted from the "employee level" to the "organizational level", becoming more diversified and strategic.
In 2018-2019, the talent management maturity of Chinese enterprises as a whole has increased, even the baseline enterprises are also improving rapidly. Among them, there is still a long way to go to improve the landing degree of talent culture in management, which also makes culture become the next key point to improve the maturity of talent management in Chinese enterprises. In addition, the planning of enterprise talent demand planning has been significantly improved. It will integrate internal and external factors and use quantitative methods to analyze talent demand. Some enterprises have also begun to realize that planning is indispensable for future adaptability and flexibility.
With the exploration of technology and informationization by HR, informationized management tools and platforms have become an indispensable part of the daily life of HR, and head enterprises are moving faster on the road of human resource informationization, and have a deeper understanding of data mining. At the same time, human resource decision-making has increasingly become an indispensable part of enterprise strategic decision-making. More and more enterprise talent management planning can not only keep up with the business, but also think forward and guide the development of the organization.
In the organizational reform, although the positioning and role of human resource department has shifted from the "employee level" to the "organization level", this does not mean that HR does not pay attention to the work at the employee level, but its role has become more diversified and strategic. At the same time, enterprises with different scales, industries and natures have different concerns on talent management. For example, small-scale enterprises with fewer than 100 employees pay more attention to "work collaboration process sorting" than large-scale enterprises. The larger the enterprise scale, the more obvious the need for HR technology/digital transformation; The larger the scale of the enterprise, the more concerned about the "personnel efficiency improvement"; Compared with other enterprises, Internet/e-commerce enterprises pay more attention to "organizational structure design/organizational efficiency improvement" and "HR technology/digitalization"; Compared with other types of enterprises, state-owned and private enterprises pay more attention to organizational transformation, including "organizational efficiency improvement/architecture design", "work collaboration process sorting", "performance appraisal, incentive and other management mechanism optimization" and "cultural values shaping/reshaping".
Facing the current uncertain business world and new business forms, organizational reform and transformation, as well as the adjustment of human resource system are still the first challenge for HR. Although the challenge of HR system adjustment is expected, organizational effectiveness is still receiving unprecedented attention. At the same time, culture plays an increasingly important role in the organization and has become the core force of the organization's long-term foundation. However, human decision-making without data support is still increasing, and technological exploration and digital transformation are starting to take place in real earnest. In addition, talent acquisition and training are also key challenges, and building a talent supply chain remains the cornerstone of talent management.
Ms. Sandra Ng, Vice President of IDC Asia Pacific, delivered The keynote speech "The New Face of Work"
Mr. Wang Jinde, chief innovation Officer and senior director of Human Resources of Ping An Group, delivered a keynote speech entitled "Wisdom and Personnel behind the Technological Innovation of Trillion Ping An"
Mr. Pan Xuewei, Deputy General Manager of SAIC Datong Automobile Co., LTD., delivered a keynote speech titled "How can SAIC Datong Enhance its ability to Embrace Change through organizational Change"
Professor Zhou Yu, Director of Business School /MBA Center of Renmin University of China and Distinguished Professor of Organizational Innovation and Human Capital Strategy Teaching, delivered a keynote speech on the Transformation of Chinese Enterprises and the Upgrading of Human Resources in the New Era
At this conference, Sandra, Vice president, Asia Pacific, IDC Ms. Ng, Professor Zhou Yu, Director of Business School /MBA Center of Renmin University of China, Distinguished Professor of Organizational Innovation and Human Capital Strategy Teaching, Mr. Wang Jind, Chief Innovation Officer and Senior Director of Ping An Group, and Mr. Pan Xuewei, Deputy General manager of SAIC Chase Automobile Co., LTD., also gave wonderful keynote speeches to the guests successively. Ms. Liu Aiying, Vice President of Human Resources of Coca-Cola Greater China and Korea, Ms. Chen Tong, Director of Human Resources Compensation and Welfare of IBM Greater China, Ms. LAN Xin, General manager of Human Resources of Lianjia, Mr. Fang Libing, Vice President of Human Resources of Meituan Dianping, and Ms. Cao Jie, Director of Organization and Talent Development Center of Ctrip attended the roundtable forum. Mr. Niu Jianjun, deputy editor of the Chinese edition of Harvard Business Review, as the host of the roundtable forum, jointly had an in-depth discussion on the topic of "Chinese Innovation in Talent Management".
In addition, a grand award ceremony was held and trophies were awarded to representatives of 45 companies. Among them, Rui Li Sports, Tianjiu Sharing Incubation Group, Ganlu Jewelry, Dasouche, Xiaodian, Dasu Finance, Huichuan Technology, Instant Finance and Fangdd won the "2019 China Talent Management Model Award". Nanshang (China), Air China Commercial Development, Dingqiao Catering Group, Xinli Real Estate Group, Nature Home Furnishing, Lvyue, 5i5J and SAIC Volkswagen won the "2019 China Talent Management Technology Model Award". Lianjia, Baidu, Ctrip, China Resources Snow Beer, China Taiping, Sun-yu Optical Technology, Shiyao Group, Huayu Group and Excellence Group won the "2019 China Talent Management Mechanism Model Award". Gaoxin Technology Group, Gree Electric Appliances, Dongfeng Corporation, Fangtai, NetEase, Ordo, Shouqi Car and HSBC Petrochemical won the 2019 China Talent Management Culture Model Award. Zte, China Citic Bank, China Resources Property Technology, Gemdale Group, Sunny City Group, Pacific Life Insurance, Xugong Machinery, Shanghai Rural Commercial Bank won the "2019 China Talent Management Excellence Award", while Ping An Group, Sunac China, Marriott won the "2019 China Talent Management Excellence Award".
Since its inception in 2015, the selection of Chinese talent management model enterprises has been widely participated and praised by many enterprises and HR by virtue of its professionalism and authority, and has become one of the most influential selection activities in the industry. Up to now, there have been thousands of enterprises registered for the selection, and nearly 200 award-winning enterprises have been selected.
In addition, in this event, Beisen also officially released the 2018-2019 Talent Management Maturity Survey Report of Chinese Enterprises, aiming to help Chinese enterprises find a successful path in talent management, and in-depth exploration of the secret key of talent management, so that talent management can truly serve the operation and development of enterprises.
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About Bison Talent Management Institute
Founded in 2004, Beisen is a professional research institute with deep insight into the Chinese market, and is actively committed to the research and development of truly suitable for local talent management technology. The research members are composed of nearly 100 masters and doctors from Cambridge University, Peking University, Beijing Normal University, Institute of Psychology of Chinese Academy of Sciences, East China Normal University, Fudan University and other well-known institutions of higher learning. His research field covers talent management technologies such as talent evaluation, recruitment management, succession planning and leadership development, and cutting-edge Internet application technologies and solutions such as SaaS and cloud computing.
About Beisen
Beisen, an integrated talent management cloud platform, provides enterprises with integrated SaaS software and services covering the whole process of HR business, such as assessment, recruitment, organizational personnel, compensation, leave attendance, performance, succession, investigation, On-boarding, etc., and meets the personalized and independent development needs of medium and large enterprises through its own PaaS platform. Every day, more than 5,000 medium and large enterprises, more than 160,000 HR employees and more than 15 million enterprise employees are using Beisen's innovative HR technology products and services. Beisen Cloud platform adds nearly 10 million talent evaluation data and hundreds of millions of recruitment data every year, and processes more than 1 billion pieces of data every day. For more information, please visit our website.
