Need to collect data:
1. Accumulate human capital: It will take three to five years to build a talent team with integrity, dedication, good management and good management, including real estate-related professionals, marketing planning talents, management talents and capital operation talents. And cultivate this talent team into an efficient team with consistent goals, consistent internal and external values, internal communication and coordination, complementary professional abilities and shared risks.
Building corporate culture: Over the years, the company has formed a certain "culture" and "habit power". However, this "culture" is still different from the culture advocated by General Manager Liu, and there are still some negative aspects. Therefore, it takes some time to gradually summarize and refine the cultural essence of enterprises; And through system construction and personnel training, this culture is gradually solidified, thus affecting people's final behavior. On the one hand, the construction of corporate culture needs to change people's thinking and take time; On the other hand, corporate culture needs to develop with the development of society and enterprises, and needs to be continuously built. It is hoped that a preliminary framework and a cultural construction model suitable for enterprises can be formed within five years.
2. Integrate organizational processes: the authorization process between organizations and departments is the basis of enterprise management. By integrating organizational processes, standardizing the responsibilities of various departments, rationalizing the division of labor and business processes, and realizing efficient management, we can integrate the human resources of various departments, realize the scientific and rational allocation of human resources, and lay the foundation for rationalizing the relationship between the whole group and various holding companies.
3. Standardize the personnel system: As a group company, a reasonable and standardized personnel system is very necessary, which provides the most basic basis for selecting and retaining people, and is also the basis for the rational allocation and flow of human resources within the group. Therefore, it is necessary to establish a scientific and standardized group post system, organizational structure process, recruitment process, training development norms, performance management system and elimination and selection mechanism. This whole set of personnel system helps to institutionalize the management of people in the whole company.
4. Establish a quality model: the contribution of employees to the enterprise mainly depends on two factors: business ability and work motivation. Among them, business ability is the foundation and premise. Enterprises in different stages of development, for different positions, have different requirements for business capabilities, that is, employees are required to have different types and degrees of capabilities. The combination of these types and degree requirements is the competency model. On the one hand, assisting employees to suggest quality mode is beneficial to their career development; on the other hand, according to the actual situation of the company, it is beneficial to their lifelong learning and lays the foundation for building a learning enterprise.
5. Optimize salary incentives: Salary is an important means to motivate employees, but it is not the main means, let alone the only means. Therefore, on the one hand, it is necessary to design performance-oriented salary, on the other hand, it is necessary to improve the employee security mechanism including options and supplementary insurance, and establish employee development mechanisms including internal training, overseas training and training bases at home and abroad. Through the establishment of these mechanisms, employee relations can be maintained and incentives can be realized.