Nowadays, with the rapid development of enterprises, the speed of self-training talents can't keep up with the demand for personnel in project development. Vanke also began to directly recruit qualified managers or professionals who recognized Vanke and made certain professional achievements in society. These people have certain work experience, can undertake specific work independently, and some can also guide others' work. After gaining a deeper understanding of the company and gaining the recognition of the relevant personnel of the company, their chances of promotion are the greatest.
Now, Vanke is about to enter the stage of rapid development. Land, capital and brand are no longer the main contradictions. At present, what needs to be solved urgently is the talent reserve with both ability and political integrity. In this regard, the company mainly focuses on internal training, supplemented by external introduction. Last year, the company began to try to enter the campus and directly recruit graduates on a large scale, mainly facing excellent architecture majors. This year, these graduates have been put in place and started to play a role in the company. Vanke has planned to expand campus recruitment this year, and the number of recruits will increase exponentially. Not only architecture majors, but also some comprehensive universities will fully recruit all kinds of talents.
Because college students have little social experience, it is difficult to judge a person from experience. Therefore, the company has done a lot of research on recruitment methods, and designed and developed a set of more effective recruitment processes, testing tools and interview skills as a supplement.
It is worth mentioning that Vanke's recruitment is not limited by regions, and it has formed the advantages of diversified talent combination in different regions and different cultural backgrounds. Vanke believes that the integration of different regions and cultures is conducive to the optimal cultivation of talent quality. In terms of talent types, Vanke also provides all kinds of talents from all walks of life, which makes Vanke's talent structure exceed the types that any university can provide. This combination of talents is very helpful for the development of Vanke's cross-regional and comprehensive business.
For the career development of employees, Vanke believes that the improvement of employees' personal ability and professional skills is not only the responsibility of employees, but also the responsibility of the company. First of all, employees must be responsible for their own future, and the company's planning will work. Of course, the company has the responsibility to provide first-class training for its employees. One of Vanke's talent ideas is that "learning is a way of life", and it is the company's obligation to ensure the competitiveness of employees in the labor market.
It is the tree people who achieve their careers. Paying attention to the long-term training of employees has become an important task for Vanke managers at all levels. The boss personally takes the lead, sets an example, regards meetings, conversations and work exchanges as opportunities to train employees, and spares no effort to impart management ideas and experience to subordinates. In order to better cultivate reserve management talents, the company has gathered a group of young business backbones with active thoughts and excellent quality, and set up a "management seminar" to discuss the company's development strategy and management issues on a regular basis, and put forward feasible plans for decision-makers to refer to.
In the past, Vanke has always had a special training department with perfect training content and distinctive features. Now, the company keeps up with the development of the times, and has established E College-using the Internet to eliminate the geographical restrictions of training to the maximum extent, and at the same time introducing excellent training institutions from the whole society, not just local ones, and developing courses suitable for the company and conducive to the career development of employees. In this way, the opportunities for employees to receive training are greatly increased, and the quality of training is getting higher and higher.
When Vanke promotes young talents, it will have higher requirements for "morality" and "talent". But the key is the so-called talents, who should be outstanding in their work, have team spirit and be good at communicating with others. Because real estate development is an industry that requires close team cooperation and effectively integrates a large number of social resources.
For a long time, Vanke has put the talent reserve and training with both ability and political integrity in an important position. Today, it has received a good return: more than 70% of managers have been trained among the company's employees. These people are not only familiar with the company's situation, but also very loyal to the company, and have good quality, high business ability and strong market economy concept, which has become a very important force in the company.
For talents with both ability and political integrity, Vanke will always open its doors. In the long-term work, Vanke found that people who really made achievements chose Vanke because they were optimistic about its development prospects. Therefore, Vanke believes that only development opportunities can attract real talents.