/ Aswen News/August 04, 2022 Guangzhou -- The 11th CFS 2022 Financial Summit and 2022 Global Sustainable Business Conference with the theme of "Invigorating High Quality Development" was successfully held in Beijing from July 28 to 29. Hengchang won the 2022 Outstanding Employer Award based on its long-term development capabilities in corporate culture building, organizational development and talent cultivation system, as well as its brand image as an outstanding employer. It is reported that after winning the "TOP20 Best Employers in 2022" award, Hengchang won the professional award in the employer brand category again, marking a new level of sustainable development ability of Hengchang.
As an influential ideological gathering in China's economic field, the CFS Financial Summit was established in 2012. It aims to gather business wisdom and explore the driving force of China's economic transformation and development through speeches, high-level dialogues, in-depth sharing, tribute ceremonies, brand exhibitions and other forms. According to the organizer, more than 1,000 government, business, experts, scholars and media representatives attended the summit, more than 200 heavyweight guests served as speakers, in-depth participation in more than 300 media, online and offline influence and interaction of nearly 20 million people.
The summit is rich in content, including the opening ceremony, high-level forum, CFS tribute ceremony, closing ceremony and award ceremony, as well as a number of special activities such as the digital conference, Financial Innovation Conference, Big Health industry Forum. In the tribute session, Hengchang stood out from a number of well-known enterprises and was awarded the "2022 Outstanding Employer Award" after strict nomination and recommendation and comprehensive, objective and fair deliberation by the jury. It not only reflects Hengchang's increasingly strong enterprise competitiveness and brand influence, but also highlights the industry authority's high recognition of Hengchang's talent construction and enterprise management level.In this regard, the relevant person in charge of Hengchang said that with the increasingly fierce competition in the industry and the generational change of the new generation of working people, the brand image of enterprises is becoming more and more important. It is not only an important strategy to maintain the long-term foundation of enterprises, but also a key engine for enterprises to absorb and retain high-quality talents, strengthen the competitive advantages of talents and enhance the core soft power of enterprises. As a model of private enterprise with 11 years of entrepreneurship, Hengchang has always attached great importance to the construction of employer brand, and continuously through the talent elite strategy, all-round talent training system, continuous enterprise culture construction and warm employee care system, etc., to strengthen the competitiveness of sustainable development, build the flywheel of organizational growth, and realize the common growth and common development of enterprises and employees.
In terms of strategic planning, Hengchang has long established the talent elitization strategy, and has continued to improve the talent recruitment and selection system and OKR incentive mechanism against the digital empire Amazon, in order to continue to build a high-quality talent echelon with cohesion, combat effectiveness and executive force. In addition, in order to cultivate new talent force and young backbone of the enterprise, Hengchang also continues to promote the management student training program. By gathering outstanding talents such as graduates from well-known universities at home and abroad and conducting targeted training and training, Hengchang further gives play to the role and advantages of high-end talents and builds a real talent highland.
In the aspect of organizational development, Hengchang has also formulated a human resource management system that matches the strategy of talent elitism. On the one hand, we will continue to introduce elite talents with rich experience in business practice, outstanding ability and recognition of corporate culture and values, optimize personnel structure and improve personnel quality. On the other hand, relying on the company's internal training center "Hengxuetang" and "Hengchang Good Morning" series of public lectures, the company builds a diversified online professional training ecological system covering all employees, helping employees to expand their vision, improve their professional quality, professional ability and leadership.
In the construction of corporate culture, Hengchang not only combined with its own practical experience, built the "Day 1 culture", "one position culture", "leading culture", "elite culture", "iron army culture" five cultural cornerstones, but also under the leadership of the founder and CEO Mr. Qin Hongtao, Absorb the essence of Confucian culture, learn from foreign excellent corporate culture, and constantly enrich the cultural connotation. At the same time, in order to further strengthen the leading role of corporate culture and enhance the cohesion of corporate culture, it also innovates the carrier of corporate culture and promotes the practice of corporate culture through various communication methods such as thematic discussion, story collection, collective viewing and experience sharing, so that corporate culture can truly become the driving force for the development of Hengchang people.
With the deepening of ESG concept, Hengchang also follows the trend of The Times and integrates the corporate value concept oriented by environmental responsibility, social responsibility and corporate governance into the construction of corporate culture, making it become the internal driving force of Hengchang people. Taking social responsibility as an example, Hengchang actively mobilizes all Hengchang people to voluntarily support and participate in public welfare undertakings, extensively and deeply carry out public welfare activities, and create a corporate culture atmosphere in which everyone participates. By the first half of 2022, Hengchang's volunteer Department has covered dozens of cities, with hundreds of volunteers and more than 5,000 beneficiaries.
In staff care, Hengchang always adhere to the people-oriented, and committed to provide warm staff care. To be specific, it not only creates a positive, enterprising, willing to pay, and progress with the enterprise working atmosphere, but also actively gives everyone help in life, so that employees have no worries. For example, during the epidemic in Shanghai, Hengchang adopted a flexible office mode and actively coordinated resources from all sides, donating "anti-epidemic energy packs" including fresh vegetables, fruits and nutritious egg milk to employees affected by the epidemic containment.
In addition, in order to better help employees integrate into urban development and gain a sense of belonging, Hengchang also actively promotes the integral settlement policy in Beijing, promotes the application process, timely answers the relevant questions of employees' application qualification, reminds employees of the problems of each application node, and avoids the link mistakes affecting the application progress of the year. It is under this concern that three employees from Hengchang have successfully settled in Beijing in the latest public list of Beijing 2022 point-based household registration. It is reported that Hengchang has helped 7 employees to settle down in Beijing since the adoption of the point-based hukou policy, among which 4 are high-end technical talents, which also proves Hengchang's attraction to outstanding talents.
< /p>"Building an employer's brand is not an overnight process, but a continuous, long-term dynamic process. This award is not only a recognition, but also a spur." The relevant person in charge of human resources of Hengchang said that in the face of the complex and changeable external environment, Hengchang will make persistent efforts, stay true to the original intention, and continue to provide employees with a sense of security and trust through improving the talent development mechanism, strengthening the organizational management, deepening the construction of corporate culture, practicing the concept of ESG development and other measures. And accelerate the establishment of professional talent upgrading system matching the next golden decade strategy, build a more competitive employer brand, to achieve mutual achievement between the enterprise and employees.
