Beisen HR Evolution is the first in-depth interview column in the vertical HR field in China. In the 7th issue, Zhang Yong, general manager of Human Resources Administration Department of Agile Real Estate Group, Zhou Dan, president and chief talent assessment expert of Beisen Talent Management Research Institute, and Zhou Yu, professor of organizational ecology and talent Strategy of Business School of Renmin University of China, will discuss new knowledge and share exclusive insights.
The real estate industry has experienced a golden cycle beginning in 1998, and the historic inflection point has arrived today. Under the commonness of the economic market, the operation mode of the whole industry must be to improve the energy efficiency of the organization and the quality of the people, support the second half, face the future, and do a good job of high-quality upgrading.
Ms. Zhang joined the real estate industry in 2017, just in time for the so-called Silver Age, when many previous industry practices were no longer applicable. It was interesting for her, who was a senior but had no experience in the real estate industry, because her experience in other industries could be extended across boundaries in the real estate industry.
Cross-border experience is equally valid
In the past, most enterprises in the real estate industry did not think too much about human efficiency. When the market is good, they will hire more people, while when the market is not good, they will reduce people.
Since 2018, Agile has begun to consider seeking benefits from management, improving per capita efficiency and organizational efficiency, focusing on three things:
Continuous organizational optimization: At the beginning of 2018, Agile implemented regional fission and changed the level 2 control into level 3 control. In April and May, the market began to cool and rethink how organizations could become more agile and adapt more quickly to market downturns.
Talent optimization: Only with the continuous improvement of talent quality, it is possible to improve the per capita efficiency and organizational effectiveness. Since 2017, Agile has continued to optimize talent management, and improved the quality of talent through the talent management system with "talent inventory" as the core.
Management optimization: Re-examine the authorization system and authority and responsibility system to optimize the process.
Many property companies have diversified over the past few years, and Agile has done the same. Since the beginning of 2016, Agile has formed a 1+N diversified development path around the core concept of creating a better life for customers. At present, Agile Holdings has eight industrial groups, including real estate, property, environmental protection, education, construction, housing management, capital and business management.
The diversified development is very helpful to the cultivation of talents. The emergence of more opportunities creates the internal flow mechanism of talents, provides more development opportunities for talents, and cultivates more comprehensive talents.
Build a talent management system with talent inventory as the core
Talent inventory tools and methods, in the final analysis is based on use.
Although the HR capability and talent identification of Chinese enterprises are constantly improving, the good gold and talent in the organization to be mined will always be greater than the talent that the organization has found.
Through talent inventory tools and effective functions, we can truly dig the internal "gold" and let the internal "gold" shine more. More and more enterprises connect their business and talent inventory more closely, and the frequency is relatively increased.
Of course, the whole society is changing, and so are the industries and talents. Agile, as a pioneer, has encountered some challenges in the process of talent inventory.
Maintenance of dynamic criteria: Should we readjust the criteria of talent inventory every year, should we optimize the tools, and to what extent should we keep in line with the organizational strategy? This can really help to screen out outstanding talents and increase the degree of differentiation.
Optimization of system application: A lot of discussion, communication and promotion are needed to make the system better and more in line with requirements.
Based on this, Agile has many standardized Settings to create a standardized talent inventory system:
Let more people participate in the talent inventory work. Especially when managers see everyone's situation and discuss it together, the importance of this matter is more intuitive.
Use good talent inventory for talent reserve. Organizations are constantly changing. When a position is vacant, the first time to do a talent inventory is to consider the introduction of external talents only when there is no suitable internal candidate.
With brand thinking to do corporate culture, organizational change
Organizational change is a hard or uncomfortable thing. If it can be integrated into the culture and made more flexible, the effect will be better.
Agile is pursuing the realm of smooth and silent organizational change.
The core point is to extend culture with the mindset of building a brand. Established for many years, Agile has been adhering to the concept of "happy life" and "family culture".
Family culture: care and service front line, built around "growth" and "happy life".
Fun culture: For the real estate industry work intensity is very high, around the health and fun to live.
Le Chuang culture: Innovation drives business, everyone is an innovator, anytime, anywhere, anytime.
Career development advice for HR practitioners
Not only the real estate industry, the whole downward cycle, Chinese enterprises are facing a lot of obstacles.
According to Professor Zhou Yu, in such a highly uncertain and high-pressure situation, a good HR personality at the bottom should have five elements:
First, the principle.
Second, resilience.
Third, flexibility.
Fourth, self-learning and self-growth.
Fifth, we must be sincere, sincere and do what is right.
Ms. Zhang Yong used to be a teacher, finance and operation management, but finally she chose to return to human resources because of her passion. Based on her years of practical experience, she suggests that young HR professionals should first understand themselves and whether they are suitable for the job of human resources. They can think from the following dimensions:
Be honest and fair: Many times HR is a behind-the-scenes hero, helping organizations succeed and employees succeed.
Focus on people: Don't just focus on task completion and KPIs.
Business focus: The ultimate goal of human resource management is to drive organizational and business development.
Just as Agile Real Estate Group's three-sentence requirement for the entire human administrative system says: "enthusiastic service, passionate innovation, full love accompany".
