"Where there is a plane tree, there is a phoenix." In the talent management process of continuously absorbing and cultivating highly educated talents and improving the quality of personnel in the real estate service industry, Lianjia has always spared no effort to improve the training system of professional agents, and comprehensively improve the professional knowledge and professional quality of agents through various channels and means such as eruditionist examination, professional college, customs clearance exercise, discussion and debate. As a result, Homelank won the "2019 China Talent Management Model Award" in the "2019 China Talent Management Model Award" co-sponsored by Bison Talent Management Research Institute, the Business School of Renmin University of China, and Harvard Business Review Chinese Edition.
Established in 2001, Homelink is committed to leading the new brokerage model of Internet + with big data, providing consumers with whole-process quality service experience, and creating a national brand in the real estate service industry. Lianjia's business covers a full range of real estate transactions and living services, including second-hand homes, new homes, rental homes and overseas properties. At present, Lianjia has set up shop in nearly 29 cities such as Shanghai, Beijing, Guangzhou, Shenzhen, Tianjin, Chengdu, Nanjing and Dalian, with more than 8,000 stores and more than 110,000 brokers.
Homelink has efficient online and offline integrated service capability, which covers the PC and mobile apps of Homelink online, and has fully settled in the open industry platform "shell for Housing". Homelink and Kauri both have industry-leading business flow and product technical strength to create intelligent and efficient purchasing and renting experience for consumers.
With the brand concept of "Guominhomelink, quality first" and the vision of "becoming the national brand of China's real estate service industry", Homelink is committed to providing more secure and high-quality real estate transaction services for thousands of families, further promoting the professional development of brokers, becoming the first brokerage brand entering the 4.0 era, and leading the development direction of China's real estate service industry. Drive industry change and progress. In order to achieve this goal, it is necessary to achieve all-round improvement in personnel, services, contacts, cooperation modes and other aspects. Among them, "Improving the quality of people and creating brokers in the 4.0 new brokerage era" is an important part in the process of talent investment management of Lianjia. Based on this, Lianjia and Beisen have launched corresponding talent management projects on the external end and the internal end to varying degrees, which have been highly recognized and praised.
Recruitment system: Help information platform construction, improve online recruitment management
In 2018, under the pressure of changing organizational structure and achieving the target of 51% undergraduate enrollment, the recruitment team of Lianjia is faced with multiple challenges such as frequent staff changes, large demand for talents, repeated screening of resumes, etc. Under this background, Lianjia and Beisen cooperate, hoping to achieve the three goals of standardization of business process, unification of standards and sharing of resources.
Homelin.com Group aims to improve organizational efficiency by building an information platform (HR platform +BPM platform + recruitment platform) and introducing Beisen recruitment management system. So far, Homelin.com has served a total of 16W+ employees, a HR recruitment team of 500+ employees, a HRBP team of 1000+ employees, and the use and collaboration of 9000+ business managers. Through unified recruitment entrance, building shared talent pool, big data analysis, mobile office and other methods, recruitment costs are reduced, recruitment quality is optimized, and internal promotion ratio is improved, which greatly improves candidate experience and Homelink employer brand.
In the past, due to the reusability of brokers, repeated screening of resumes occurred among HR and business managers, resulting in increased labor costs and other problems. After checking and jumping public online, as long as the resume is stored, the only direction of the resume can be determined, effectively avoiding the cost input and loss caused by unclear resume division.
In the past, Lianjia Group had more than 2000 college resources. Before each college recruitment, it needed to coordinate the allocation of colleges and other matters, maintain and share the information and schedule of colleges and universities. Due to the large recruitment demands and ports within the group, resources were wasted and the credibility of the employer brand in colleges was reduced. The launch of the college management system enables the Group to plan and orderly plan the school visit schedule, share the school visit calendar, revitalize the college information, and give full play to the resource value of the college.
Lianjia has self-developed LinkHR and BPM approval systems, which are relatively independent, so HR recruitment needs to do the entry approval and qualification verification in the BPM system first. After the approval is passed, all information is re-input in the LinkHR system. Therefore, in the recruitment system, the confirmation of the list of candidates who want to work but have not officially registered has become a blind spot in the system, which needs to be processed and counted offline. However, when connecting to Bison recruitment system interface, it synchronizes Lianhome BPM and LinkHR to form seamless connection. After the recruitment system completes the process, candidates can be admitted to BPM for entry examination and approval. After the approval is passed, Bison recruitment system automatically synchronizes the confirmed personnel information to the middle stream of LinkHR for entry and registration. Truly realize HRSSC platform integration, improve efficiency, reduce transactional work.
College admission evaluation: Scientific evaluation, accurate identification
In order to realize the core strategy of "25512" and achieve the key target of 51% undergraduate students in the broker team, the recruitment team of Homelinks introduced the Beisen assessment tool in 2018 to strictly control the recruitment entrance, so as to improve the overall quality of the broker team and enhance customer service experience.
Based on the potential model of key positions recruited by Beisen University, a talent model conforming to Homelink language is formed. Then, it adopts the dual-plan drive, fits into the actual recruitment process of Lianjia, sets the evaluation input link, realizes the automatic triggering of evaluation activities, automatic recovery of evaluation results, real-time monitoring of all information in the process stage and state, and makes the process management clear and the data information complete.
In addition, Beisen will also conduct an overall review and review for each school recruitment of Lianjia, summarize process problems, present data characteristics, put forward optimization suggestions, etc., so as to help Lianjia school recruitment continue to develop its strength.
In order to fully understand the personality characteristics of candidates, take into account the experience of respondents and the effectiveness of subsequent report application (students scan the code independently to query customized reports), Lianjia officially launched the interesting PPI assessment for the autumn recruitment of 2019, and customized interpretation reports for different users such as respondents and HR, so as to fully understand the characteristics of candidates. The application of assessment in Lianjia school recruitment also provides important support for Lianjia strict talent entrance. In the future, the portrait of Lianjia professional brokers will be gradually drawn through the continuous accumulation and backtracking of assessment data. At the same time, Beisen will continue to empower the interviewer, unify the interview language, strengthen the assessment cognition, help the interviewer to identify people quickly and accurately, and get twice the result with half the effort.
Lianjia values implementation project
Throughout the rapid development of Homelink in the past few years, the effects of scale, platform and Internet have become increasingly prominent. The people of Homelink have achieved today's achievements by relying on their vision, mission and unchanging values. The value of "customer first, honest and trustworthy, win-win cooperation, hard work and progress" in just 16 words has been interpreted incisively and vividly in Lianjia, but also in the aspect of talent management.
Lianjia defines abstract value terms as specific replicable behavioral norms that fit in with employees' daily behaviors, and has compiled the corporate culture manual "The Power of Genes" to deeply interpret the "genes" of Lianjia's values. Cultural values are one of the core competitiveness of Lianjia, which is also the DNA of all Lianjia family members. Lianjia penetrates values from different channels and in different ways. It will organize the values discussion regularly to deepen the management's understanding of values; The "values benchmark" will be evaluated every quarter, and the outstanding deeds will be promoted and reported with emphasis, and all brokers will be commended at the quarterly hero conference. The value content is written into the new training, the operation management recruitment training, the management trainee field development training, etc., and permeates into every internal training.
In addition, Lianjia also works with Beisen to launch a multi-faceted values implementation project, and implants values to different degrees through external recruitment, internal selection/competition, performance assessment, training and development.
Homelink engagement project
At the beginning of 2019, Lianjia put forward the goal of seeking progress in the process of change, improving both inside and outside, stimulating organizational vitality, guiding strategic acceptance with values, promoting goal achievement with engagement, and promoting brand reputation with satisfaction. It hopes to fully understand the organizational atmosphere and employees' aspirations through high-frequency, focused, convenient and closed-loop engagement research, and strengthen organizational capacity building. Assist in future management planning.
Based on this, Homelink launched an organizational climate research project, covering all its own employees and taking semi-annual research as a unit to achieve a closed loop of investigation, action improvement and inspection. In the first stage of the project, the whole process of organizational climate research was completed and the overall project framework was built. In addition, through cigarette lighting and data analysis, it is found that employee engagement is closely related to the organization's business performance, management ability and employee turnover rate.
In the long run, understanding employee engagement can help companies better predict operational effectiveness. This also deepens Homelink's confidence in continuing to carry out periodic research and deepen research results. In the upcoming phase 2 project, Lianjia will continue to deepen on the launch of customized reports and the landing research results of enabling HRBP to help build an organizational atmosphere and support strategic transformation.
After crossing the threshold of one trillion yuan, Homelink is still carrying the mission and moving forward pragmatic with the mission of "dignified service provider, better living". Beisen, a human resource technology company with the mission of "talent achievement by science and technology", is committed to making Chinese enterprises have the world's leading talent management ability. Beisen will continue to work together to explore talent management and successful practices, synergistic efficiency, win-win cooperation, and win their own highlight moment one after another.
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. Since 2016, Beisen has ranked No.1 in the human resources cloud service market (IDC) for three consecutive years. For more information, please visit our website.
