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在华夏幸福工作是种怎样的体验?

2017-10-23 14:45:55   

多位员工还表示,除了高绩效与高要求,工作中感受最深的两个字是:质量。“公司的要求很高,但既要好又要快,挑战真的挺大的。”有员工表示。

据了解,大到公司产品线的设定、区域的发展策略,小到某一营销事件的策划、办公空间的装修布局,每一步都要经过提交方案、研讨指示、修改提交、继续指示、继续修改等多次汇报,直至时间节点将至、大家无异议。

“华夏幸福在做一个事之前,要把这个事儿琢磨得特别透,论证的过程很折磨人,每一步你都不知道是否为最终的一步。”有员工称。

造成时间成本较高的还有华夏幸福本身庞大的业务体系。以华夏幸福总部为核心,按照产品体系就分有职能部门(即人力、财务、运营、品牌等)和业务集团(即产业发展集团、孔雀城住宅集团等),每个集团还下设各种公司。

在做一件事之前,除了公司内的职能领导外,业务人员还需要向业务口对应的总部领导进行汇报,在公司内被称为直线管理和虚线管理双线汇报。

当然,问题都有两面性,这些问题从另一个视角看,确实因为华夏幸福业务发展之迅速,在运营管理过程中需要不断审视过程与结果预期。所以,华夏幸福的应对措施,除了正在推动的流程简化,逐步加大授权外,还会对紧急的事情采用特批手段和授权。

02

传说中的“高薪挖人”是怎么回事?

与高压力相对应的,是极具诱惑力的高待遇。据了解,在华夏幸福,同样的职位,薪资水平多数时候高于同行。华夏幸福高薪挖人的故事在坊间也是不绝于耳。

“对人才的认可和尊重上,我们就是土豪!我们愿意去花大价钱吸引真正优秀的人才、去保留真正业绩高的人才、去培养真正能创造价值的人。对于这些人,不管是在薪酬还是福利体系的配备上,我们给到的水平都是在业内绝对有竞争力的。”对于业界的传闻,华夏幸福内部相关负责人解释道。

诚如上述人士所言,由于国内真正具备产业新城运营经验的人士并不多,但公司的规模扩展速度却相当快,所以,短时间内快速招募到得力的人是其业务得以顺利推动的关键。然而,很多情况下,由于业务对综合性、专业性等要求太强,并非高薪就能找到相应人选。

据了解,华夏幸福的高管有20%或以上的时间会用于为公司甄选人才,新员工70%以上经由副总经理以上级别管理者面试通过。华夏幸福还鼓励并认可来自内部员工的举荐,每年新进员工中,有超过1/3是由内部员工推荐而来。

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