Recently, CYG Vision held a corporate human resources strategy conference, which aims to promote the company's organizational development and talent development, and create a strategic plan to achieve efficient growth.

The meeting was held in the form of "live+video". Ms. Zhang Jing, CEO of CYG Vision, attended the meeting and delivered a speech. Sabrina, a human resources expert, presided over the meeting, and the heads of various departments of the company, heads of RD groups, project managers, operation managers, HR staff and employee representatives of various departments attended the meeting.

At the beginning of the meeting, Sabrina first introduced the core theme of the conference, that is, the human resources strategy focuses on supporting the goal of "strategic landing", and builds mechanisms, improves capabilities and obtains results from three aspects: "doing things", "employing people" and "dividing money".

To do a good job in human resources strategy, we should work around the 3P human resources system. The three key words in the threesome theory are People, Position and Performance.

According to these three key words, the threesome idea can be simply expressed as: using good people, doing the right thing, and distributing money well. Under the guidance of "3P" thought, the major modules of the company's human resource management system are closely built around "responsibilities": posts are determined according to responsibilities; People are people who meet the needs of the post; Supervise and evaluate the performance and completion of job responsibilities with performance as the starting point; Give incentives to those who can successfully complete their duties.

The core points of this are sorting out the rank system, post competency model and post qualification evaluation of on-the-job employees.

It is reported that CYG Vision has finished sorting out the rank system and compiling the post qualification documents of some departments. This time, the 360-degree evaluation method will be adopted to evaluate the "ability" and "performance" dimensions of employees respectively, and all talents will be counted by the end of September.

Through the development of this talent inventory, the company will match people with posts, so that employees can be more aware of their positions and plan their own development. The company can also produce differentiated training methods for the talent gap, resulting in promotion/improvement, and can fully understand the current number and supply of talents in key positions, providing data support for further human resources planning of enterprises and ensuring the accuracy of human resources planning.

For the development of the work related to talent inventory, Changyuan Vision's friends spoke actively at the scene, asking questions and exchanging ideas on topics of interest to them, and the atmosphere was warm.

At the end of the meeting, Ms. Zhang Jing, CEO of CYG Vision, said that the promotion and implementation of this human resource strategy is to better and standardize the talent strategy, match people with posts, and formulate a clear set of career promotion paths to provide better career promotion channels for employees with outstanding performance.

In the future, the company will continue to iterate and upgrade its human resources strategy. I believe that under the empowerment of the human resources strategy of CYG Vision Enterprise, there will be more outstanding talents, who will participate in the improvement of organizational efficiency more deeply and support the success of our business more deeply.