The boss decided to allocate a group of management personnel from real estate to open up this new business.
As the main business, real estate has a large number of elite management personnel with high education and intelligence.
The business leader was speechless.
In addition, it can also receive business externally and expand the business chain.
Person in charge of production: Now the construction site is about to start, what should we do? HR Manager of the Group: Before the talent portrait comes out, the two of us first communicate privately and then re elect a group of candidates.
Some production line managers, marketing personnel and front-line project managers are recruited from the society.
A general reply from the group’s HR staff: The person you recommended is really logical, highly sensitive to data, principled and good at expressing himself.
Next, we will give each region a task to sort out the talent portraits of key positions in each line.
Regions should have management ideas, project management actions should be done in place, the Group should issue the corresponding management system, supervise and inspect the implementation of the management system, and formulate corresponding reward and punishment measures..
If the profit does not meet the company’s requirements for the profit scale of the project, we will not do it? The visa company outside the contract does not need to invest additional costs, but makes a lot of money by the way.
What’s the reason? If I do it and increase the company’s profits, I should be rewarded, but if I assess it according to the profit rate, I will be fined instead of the profit rate of the whole project.
“Jianghu Spirit” vs.
Then, there is no “after”.
As a result, the construction company has formed two “forces” with different resumes, different business backgrounds, different management ideas, and different ways of thinking, and the “struggle” has also started…
Finally, the regional company reached a tacit understanding with the group manpower.
Someone said to ease the embarrassment: Well, this is a good question, which is worth studying.
As soon as the person in charge of regional production met with the person in charge of business, they fed back the matter to the regular meeting of the company’s management.
The regional business leader also recommended three people to the interview, and the group’s HR team failed.
They said: “We do not want people who are too” social “or too” studious “in our company.
But people who are too “studious” and have too much student temperament, how can they talk to others? I can only do the work of counting and pricing in the office.
Everything is negotiated on the table and in KTV, not in the office.
At a meeting of “relying on the system” versus “relying on trust”, the Group put forward a request that after each project was taken, a project kick-off meeting should be held, with the project manager taking the lead and other functions cooperating.
He found the HR team and asked: Why didn’t the three people I recommended pass the interview? I think it’s all very good.
The logic is clear, the data sensitivity is high, the principle is strong, and the expression ability is also good.
How can I do the project with gentleness? Every week, the project manager of the construction unit will have dinner, drink, KTV, brag, play cards, and wash feet with the father of Party A.
You can not only drink, talk about things and KTV, but also summarize, understand reports and write PPT.
The project manager and the person in charge of the production line who were hired from outside said, “How can we assess like this?”! Party A has a visa outside the contract for us.
They have good professional ability and good brains.
The candidates recruited should not be “too social”, but also “somewhat social”; Not too “student spirit”, but we should retain a little “student spirit”.
He found the human resources director and asked: Why didn’t I recommend three people for interview? I think they are all very good.
“Student Spirit” Two new projects were acquired in a certain area.
The production director was extremely worried.
“profit margin” executives from the real estate company think: if a project wants to make money, we must find ways to improve the profit margin, so that my statement looks good.
The business leader was also extremely anxious.
Finally, after internal discussion and determination of the company, we will recruit according to the talent portraits, which will be very clear.
We can go back to discuss it and discuss it next time.
A week later, various regions organized a vigorous discussion on talent portraits, refined talent portraits with key business conditions, and finally handed them to the group’s human resources.
You see, the gross profit margin of benchmark enterprises in this industry is 15%, and our company can achieve 18%.
In order to expand the group’s revenue scale, a benchmark real estate enterprise decided to set up a construction unit, thinking that part of Party B’s profits would also be included in the company.
Therefore, regional companies and project managers should be assessed by the profit rate of the project.
What’s the reason? Once at a high-level meeting, the two sides directly put forward this contradictory view, and no one could answer it.
A general reply from the group’s human resources: The person you recommended is really professional and smart, but it is too “social” and “Jianghu spirit”, which does not fit our company’s corporate culture.
Then, after two months, there was no such thing as “after”.
All project managers should define goals, lay out plans, explore risks, and determine methods of action.
Therefore, from the general manager of the company to the general manager of regional companies, from the heads of each business line of the new business group to some functional heads of regional companies, they are all transferred from the real estate business line.
The person in charge of production was angry: I heard this reason for the first time.
Group HR always replied: What you said is reasonable, but we can’t control such people! The person in charge of production is speechless.
(Note: this article is purely fictitious, if there is a similarity, it is purely coincidental) “profit margin” vs.
What kind of people do we want? The general manager looked at the HR manager: Tell me, what’s the matter? The HR Manager of the Group said: I think we should first figure out the talent portrait of our company, so that we can find people who match our company’s business capabilities and corporate culture according to the talent portrait.
The person in charge of the production line recommended two or three people for interview, but they were all stuck in the group’s human resources director.
