What is the employment standard?

Vanke used to train talents on its own, mainly recruiting fresh college graduates or young people who have graduated from college for about three years, and then training them step by step in grass-roots posts. Vanke's employment standard, according to Wang Shi's induction, is that you can get a good development in Vanke as long as you have both ability and political integrity and can adapt to Vanke's corporate culture. Talents with both ability and political integrity have the most development prospects in Vanke and the greatest opportunities for promotion.

Now, 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 has also begun to directly recruit managers or professionals who meet the requirements and agree with Vanke and have achieved certain professional achievements in society. With certain working experience, these people can undertake specific work independently, and some can also guide others' work. After getting a better understanding of the company and gaining the recognition of relevant personnel in the company, they have the greatest chance of promotion.

Now, Vanke is about to enter a high-speed development stage. Land, capital and brand are no longer the main contradictions. What needs to be solved urgently is the reserve of talents 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 recruit graduates directly and 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 its recruitment efforts on campus this year, and the number of recruits will increase exponentially, not only for architecture majors, but also for some comprehensive prestigious schools to recruit all kinds of talents in an all-round way.

As college students have relatively 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 procedures, testing tools and interview skills as a supplement.

It is worth mentioning that Vanke's recruitment is not limited by region, and it has formed the advantages of diversified talent combination with different regions and cultural backgrounds. Vanke believes that the convergence of different regions and cultures will help to optimize the cultivation of talent quality. In terms of the types of talents, Vanke also provides all kinds of talents from all walks of life, so that Vanke's talent structure exceeds 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.

regarding the career development of employees, Vanke believes that the improvement of employees' personal abilities and professional skills is the responsibility of both employees and the company. First of all, employees must be responsible for their own future, and the company's planning will work. Of course, the company is duty-bound to provide first-class training to its staff. One of Vanke's talent concepts 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.

the root of career is to cultivate people. 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, teaches by 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 gathered a group of young business backbones with active thoughts and excellent quality, set up a "management seminar", conducted regular discussions on the company's development strategy and management issues, and put forward feasible plans for decision-makers' reference.

in the past, Vanke has always had a special training department, with perfect training content and unique features. Now, following the development of the times, the company 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, to develop courses that are 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.

Vanke will set higher standards for "virtue" and "talent" when promoting young talents. But the key is the so-called talents, who should show outstanding performance in their work, have team spirit and be good at communicating with others. Because real estate development is an industry that needs close cooperation of teams and effective integration of 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 been well rewarded: more than 7% of the managers have been trained in the company's staff. These people are not only familiar with the company's situation, but also very loyal to the company, and they have good quality, high business ability and market economy concept, and have become a very important force of the company.

Vanke will always open its doors to talents with both ability and political integrity. 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.