(Image source: Panorama Vision)
Economic Observer reporter Xie Minmin Since the beginning of this year, Vanke's cities have changed their defense frequently.
Following the second change of defense in the year by the general manager of Vanke Southern Regional City Company a week ago, Vanke has changed its defense again recently, and the Economic Observer has exclusively learned that Li Dong, general manager of Vanke Wuhan Company, was transferred to the Southern Regional Headquarters as deputy general manager; Cai Ping, general manager of Vanke Guiyang Company, was transferred to Wuhan Company to take over.
After these two changes, the positions of general manager of Foshan Vanke and manager of Guiyang Vanke were temporarily vacant. This time, Vanke did not directly assign the new city general manager to the post, but adopted the method of internal competition to openly recruit the general managers of Foshan and Guiyang companies internally. This news was confirmed by a number of Vanke people.
Recruiting city general managers in the form of internal selection is rare among major housing enterprises. A middle-level Vanke source revealed that Vanke's move was implemented not long ago, starting in about the second half of 2018: "The free competition for the position of city general manager is part of the 'Great Rivers and Seas' plan." The "Great Rivers and Seas" plan was personally proposed by Yu Liang, chairman of the board of directors of Vanke. At this year's performance meeting, Yu Liang mentioned that "big rivers and seas" are not pirate actions, first of all, the company's internal transformation into a large river and sea, and competition within the company.
The city's frequent changes of defense and the "big river and sea" plan are all pointed to a new round of organizational reconstruction promoted by Vanke since last year, and the adjustment of the organizational structure has brought about personnel changes.
Earlier, Yu Liang said in a speech in the southern region that in the process of organizational reconstruction, "things" must be placed in front of "people", and posts must be set up for things, people should be matched for posts, and people should be matched: "Without this matter, do not match this person." Strategy determines what to do, and what to do determines who you want. After the change of guard, the salary must be changed, and the same running line will be established together for a year. When we persist in doing so, we are able to maintain a rational structure. ”
Internal competition
"The internal recruitment of general managers is to encourage the spontaneous emergence of talents." A Vanke insider said that at the end of last year, vanke implemented this system has been successful cases, and the general managers of Zhengzhou and Zhuhai companies are all internally competitively hired.
In the internal recruitment of general managers of Foshan and Guiyang, Vanke also set corresponding selection criteria, including: agreeing with Vanke cultural values, keen on Vanke's business, having a partner mentality and entrepreneurial spirit; internal candidates requiring performance appraisal levels of "good" and above in 2017 and 2018; those with two or more cross-professional or business composite experiences are preferred; and those with two or more cross-city work experiences are preferred. "There are many Vanke people who meet this requirement, and in principle, they do not look at your existing level. This does express the sincerity of the Group's employment. The above-mentioned Vanke insider revealed.
In terms of registration methods, Vanke encourages self-nomination. In addition, group partners and core partners of each bg (business group)/bu (business unit) can be nominated and recommended internally. It is worth mentioning that although Vanke is recruiting the city general manager internally, it still encourages all partners to recommend external candidates, and if they are successfully hired through competition, the recommenders will receive a reward of 1 month's salary of the recruited personnel.
In order to be as fair and just as possible, Vanke has also set up a more stringent recruitment process for the overall recruitment of cities. In the first step, after the recruitment information is announced and the open application is accepted, all candidates enter the inspection stage. According to the application situation, Vanke determines the list of shortlisted personnel, organizes competition, employee evaluation or background investigation and other inspection procedures, and conducts comprehensive evaluation of the shortlisted personnel.
In the second step, the shortlisted candidates who meet the requirements and the results of the comprehensive review will be submitted to the partners of Vanke Group for resolution, and the relevant audits and supervisions will be carried out on the candidates.
In the third step, after the candidates who meet the requirements of the standard pass the resolution of the partners of Vanke Group and the audit supervision, they enter the result publicity link, publicize it within the scope of the group, and accept supervision.
In the fourth step, after passing the assessment and test of all links, the candidate will enter the formal stage of appointment, including job handover and new position appointment, and the headquarters and regional bg continue to support the follow-up.
The above-mentioned middle-level person of Vanke revealed that the free competition for the position of general manager of the city company is an important part of the "big river and sea" plan implemented by Vanke, "once the personnel transfer occurs and there is a vacant position, the free competition is encouraged." The person said.
According to Yu Liang, the Dajiang Sea Plan first began with Vanke's "Living Water Plan" in the Shanghai area. At the beginning of this year, when Vanke Shanghai reported to the headquarters on the reconstruction work of the organization, it mentioned the "living water plan", some positions in the region were vacated, which can make people in the area flow, "I said why is it not a big river and sea, not just a flow in the region, the water in the area is not a stream, why not a big river and sea, for example, take out 20% of the positions, can let people outside do it." ”
At that time, Yu Liang also mentioned that he was more in favor of recruiting people from Party B' company.
At vanke's performance meeting in March this year, Yu Liang revived the "great rivers and seas", saying that the "great rivers and seas" was not a pirate operation (digging operation) in 2000, but a process of organizational reconstruction and personnel matching. "Originally each region had its own arrangement, now it is open within the whole group, after some boss positions come out, we apply through open means, which is the great river of talents within us." Yu Liang said.
The internal open recruitment of the general managers of Vanke Foshan and Guiyang Company confirmed Yu Liang's words.
Launch of "Great Rivers and Seas"
The reason why the position of general manager of Foshan and Guiyang companies has been vacant stems from Vanke's last two rounds of urban general defense changes.
On January 31, Vanke issued an internal email proposing to appoint Tang Jiyang as the general manager of Shenzhen Vanke and remove him from his position as general manager of Guangzhou Vanke; Xue Feng, general manager of Xiamen Vanke, was transferred to general manager of Guangzhou Vanke; and Chang Le, general manager of Nanning Vanke, was to be transferred to general manager of Xiamen Vanke.
On May 27, Xue Feng, who had just performed less than 4 months as the general manager of Guangzhou Vanke, changed his job again and was officially transferred to the headquarters of Vanke Group as the general manager of the long-term rental apartment division. Li Shengyang, general manager of Foshan Vanke, succeeded Xue Feng and transferred to Guangzhou Vanke as general manager.
During the same period, Li Dong, general manager of Wuhan Company, was transferred to the Southern Regional Headquarters as deputy general manager, and his vacated position was taken over by Cai Ping, general manager of Vanke Guiyang Company. As a result, the vacancy of the general manager of Foshan and Guiyang has also become an opportunity for Vanke to launch the Dajiang Sea Plan.
This is just the tip of the iceberg of Vanke's total urban defense change work this year. At the end of January this year, Wu Beiwen, general manager of Jiaxing Business Department, plans to be promoted to general manager of Jiaxing Vanke Real Estate Development Co., Ltd. (preparation). In April this year, Vanke's Beijing area was also quietly carrying out a change of defense, with Cao Jiangwei, general manager of Vanke Taiyuan Company, being transferred to Qingdao, and Liu Yumin, general manager of Qingdao Company, being transferred to Beijing Regional Headquarters.
The adjustment of personnel is inseparable from the change of structure. Since the beginning of this year, Vanke's frequent urban total defense changes have been an important part of the organizational reconstruction work. In September 2018, Vanke Headquarters completed the latest round of organizational reconstruction, the original 12 departments were all abolished, and the three centers of career development center, management center and support center were re-established; the department leaders and department managers were abolished, and four levels of group partner, center partner, executive partner and general partner were set up.
After the completion of the organizational reconstruction of the headquarters, the organizational reconstruction of Vanke's various regions and business units has also begun. In February this year, the four major regions of Vanke reported to Yu Liang on the organizational reconstruction plans and progress of the front-line areas, but it is clear that this adjustment is still very long. "[Their] understanding is not in place, and I want to keep correcting them." Yu Liang said.
It was also in this report that Yu Liang thought of the "Great Rivers and Seas" plan. The "Great Rivers and Seas" plan is the product of Vanke's round of organizational reconstruction, and it is bound to play an important role in it.
In Yu Liang's vision, in the process of organizational reconstruction, it is necessary to achieve "matching everyone". "Personnel are flexibly deployed because of things, we must fully meet the diversified development needs of people, and it is inappropriate to solidify people in one position forever." On February 27, Yu Liang said in a close exchange with the media that when Vanke people were doing this thing, they could not adapt to the state of playing, so they could come down, take a break temporarily, and then play again when the state was good.
In response to organizational reconstruction, Since the beginning of this year, Yu Liang has repeatedly mentioned Vanke's goal in public - to build vector organizations, champion organizations and resilient organizations.
"Why not a high-performing organization, but a champion organization?" This has to do with the size of the company, small companies should pursue high performance, but for large companies, the first thing to do is to ensure that they can withstand various risks. In fact, there is a big difference between high-performing organizations and champion organizations, champion organizations benefit everyone, and high-performance organizations benefit and some people suffer. Yu Liang said that all business should be developed around the strategy, and all organizations should obey the strategy.