Take you rapidly!This talent echelon strategy plan Zhou Dasheng has persisted for 16 years

As Zhou Dasheng's "Special Employee System", the "Tenglong Project" that reserves and cultivate high -quality talents for enterprises has received the attention and care of the company's senior management. In the past 16 years, it has not only cultivated the company's outstanding business backbone and future managers with the company's DNA. It has also become a classic talent training project in the jewelry industry.

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China Gold Jewelry Gu Xiaoqian | Text

01

How does Zhou Dasheng define "talent"?

Speaking of talents, Xiong Xinxiang, the director of human resources of Zhou Dasheng, gave this definition: it meets the company's core values, contribute to the team's continuous contribution, has the ability to meet or exceed the requirements of the post, and has an open innovation spirit.

In a speech at the Tenglong training conference, Zhou Zongwen, Chairman of Zhou Dasheng, put forward the expectations and requirements of Zhou Dasheng, that is, "Tiandao Xiangshan" and "Tiandao Up".

"Tiandao to good" means that employees must have the bottom line and conscience of being a person, not only reflecting from the province, being friendly to others, and being honest and trustworthy, obeying the law, but also courageous and executed. "Tiandao upward" requires employees to have their own pursuit, to have the pursuit of career, to actively and innovate at work, constantly challenge themselves, and maintain an open learning mentality.

According to the company's development strategy, in Zhou Dasheng, talents have different promotion channels. Management channels include grass -roots management talents, middle -level management talents, and senior management talents; professional channels are divided into operation, channel development, training counseling, supervision, brand marketing, product and design, supply chain, sales services and professional talents.

Zhou Dasheng Talent Classification

In terms of selection, training, and appointment of talents, Chow Dasheng adheres to the principles of matching talents and corporate values, matching qualifications and qualifications of talents, matching talents and work content, and matching talent development. Xiong Xinxiang revealed that according to the industrial talent supply environment and the future strategic development direction of the company, Chow Dasheng made a recent outline of talent demand for talents. He told reporters that Zhou Dasheng's needs for core talents are mainly entrepreneurial talents, experts and innovative talents.

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Tenglong Project helps Meng Tengfei

Since opening the first counter in Wangfujing Department Store in Beijing in 1999, for more than 20 years, Zhou Dasheng has never changed from the initial self -employment model of the initial entrepreneurial period to today's industrial diversified layout.

In 2006, Zhou Dasheng first proposed the strategy of Jinlong Tengfei. In the same year, he officially launched the Talent Talent Training Project of Tenglong Engineering University to send talents for the development of Jinlong Tengfei.

In order to meet the company's business development and achieve strategic goals, in 2018, the Tenglong project has been fully upgraded. From the upgrade of college student training projects to leadership projects, it is divided into four levels: Qianlong, Dragon, Yuelong, and Feilong. , A set of talent training systems with a set of Zhou Dasheng's characteristics.

Zhou Dasheng Tenglong Project is fully upgraded

Establish a learning and development management institution. In the long -term talent training practice, Zhou Dasheng explored the establishment of an informal institution of "learning and development platform", which aims to regulate and strengthen the implementation of the development of Zhou Dasheng's talents to form a standardized talent training operation system. Through the establishment of the development platform, Zhou Dasheng's talent training covers the extension of the Tenglong project to the extension, involving the cultivation of newcomers, management cadres, professional ability training of employees, and implantation of cultural concepts. Through the "Tencent Lexiang" community -based learning platform, Zhou Dasheng gradually established the five universities of Xinxing Academy, Tenglong College, Leadership College, Professional College and Cultural Lecture Hall.

Zhou Dasheng's talent training operation structure

Establish a model of a master and apprentice diamond training model, and use old -fashioned new to promote the common growth of teachers and apprentices. There are two key roles in the cultivation of masters and apprentices, namely masters and apprentices. The master should agree with the company's culture, excellent ability, good performance, and the wishes of cultivating people. By passing the help belt, helping each student grows. The apprentices must be involved in learning, asking for advice seriously, and striving to improve their personal abilities. In order to ensure the effectiveness of teachers and apprentices, the company organized a signing ceremony of teachers and apprentices, and the results of the training of teachers and apprentices were also incorporated into the annual performance assessment of employees.

Zhou Dasheng's apprenticeship diamond model

The "Four Power" curriculum system cultivates a multi -energy talent. The curriculum system of Tamong Project revolves around the "four forces". Through various forms such as research, interviews, etc., the posts and levels are sorted out to refine the four forces of Zhou Dasheng -that is, cultural power, general power, professional power, and leadership, and build a curriculum system model with this structure, and then based on each every according to each. The actual situation of the post is organized, forming a unique four -force curriculum system. In terms of curriculum design, combined with the characteristics of generations Z, focusing on interesting, ingredients, and effectiveness, with the goal of promoting employee's ability to improve.

Chow Dasheng's "Four Power" course system

Establish a talent training base, mobilize the enthusiasm and participation of the employment department, and promote the soft landing of talent training. In order to meet the needs of business development and ensure the supply of compound talents in the long -term development of enterprises, Chow Tai Sheng has also established five terminal rotation bases and headquarters rotation bases. Through rotation, students need to go deep into the grassroots level to understand customer needs and understand front -line operations, so as to achieve the purpose of polishing their personal mentality and cultivating composite talents.

Promote teaching with "micro", small activities have great power, and establish Zhou Dasheng's professional curriculum system. In order to cultivate excellent internal professional teachers and transform the valuable experience of various business experts into knowledge, in the talent training project, Zhou Dasheng organized a child activity -micro -class contest, the valuable experience of the project students extracted and applied to projects and teaching. Refine and pass on to further improve employees' professionalism and business capabilities. The Tenglong project follows the business development strategy to help Zhou Dasheng realize the echelon construction of talents and the construction of high -quality management teams. As the Qianlong project of the fresh graduate project, since its launch in 2006, it has been held for 16 issues, and nearly 100 people are selected, trained and transported by the company each year. As a dragon project for reserve projects, since its launch in 2019, it has won a warm welcome from employees. At present, it has been held for three periods. Nearly 80 reserves in charge of reserves are cultivated each year.

03

Facing new changes to welcome new challenges

Zhou Dasheng's employees come from the introduction of students who love jewelry in all parts of the country and the introduction of outstanding talents at home and abroad. Universities recruitment is mainly and supplemented by social recruitment. For a long time, Zhou Dasheng has maintained a good relationship with colleges and universities. In addition to providing internship opportunities and employment opportunities for students in a large number of jewelry colleges each year, it has also established a training base in school -enterprise work. The popularity and influence of the industry.

"After the epidemic, there are three difficulties in recruitment -difficulty in traveling, meeting, and difficulty in entering the school, adding a lot of challenges to recruitment." Xiong Xinxiang said. But the method is always more difficult than. In order to break the situation, Zhou Dasheng has taken three measures.

First, the offline recruitment is turned into an online "cloud recruitment". Campus recruitment adopts air preaching and live broadcast to allow job seekers to fully understand the positions and build a digital recruitment interview system. Second, formulate the "Double Hundred Talent Plan", establish a good relationship with hundreds of colleges and universities, and carry out campus recruitment. Key institutions establish a school -enterprise cooperation model, jointly establish a "new operation forces" cooperation classes, and establish a training base for school -enterprise cooperation. Third, the implementation of everyone is a recruitment officer plan, establishes and improves internal talent recommendation mechanisms, increases talent recommendation rewards, simplifies the process of talent recommendation, activates employees' internal recommendation motivation, and continuously deliver talents for the company.

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