Jingzhi.com: "Mixed -race Mode" breaks out of the new path of personnel reform of state -owned enterprises

The three -year operation of state -owned enterprise reform has reached the end. Among the more than 100 reform tasks, the three reforms of deepening the labor, personnel, and distribution system of state -owned enterprises are considered to be a link in the reform of state -owned enterprises in the reform of state -owned enterprises. As soon as the "Jingzhi.com" bred in the reform trend was born, it brought its own "mixed race" mechanism that integrated the advantages of state -owned enterprises and marketization, which inspired the innovative vitality of traditional state -owned enterprises.

["Mixed -race System": Make state -owned enterprises more open and tolerant]

The full name of Jingzhi.com is "Beijing Smart City Network Co., Ltd.", which is a new company that even known "Baidu". But it is this low -key new company that assumed the important mission of Beijing's smart city construction "data base".

Baidu driving a taxi on the road on the road. As soon as the news was released, it immediately swiped the screen in the circle of friends. It is not known that it is the unknown Jingzhi.com that provides connected cars for intelligent connected cars.

Why can a company that has been established less than a year can contain such huge energy? Feng Xinhui, CEO of Jingzhi.com, said that it is the company's concept of human resources as the first productive force, and the design of the human resources system system carried out as a starting point, which inspires human wishes, wisdom and motivation.

Jingzhi.com was jointly invested by the three state -owned enterprises of Jingtou Holdings, Yizhuang Smart Institute, and Shougang Fund. However, in Feng Xinhui's view, the system is serving the purpose. Jingzhi.com is a technology -based company that must have a human resources system suitable for technology -based companies. In order to compete with market -oriented companies such as the Internet factories to compete for top innovative talents, it is necessary to enhance the competitiveness of the company's system. Therefore, Jingzhi.com did not have the experience of "copying" the shareholders' company, but incorporated the concepts and methods of famous enterprises such as Huawei and Ali, and created a more open and inclusive "mixed -race system".

According to the general law, most of the technology -based companies that are at the beginning of the initial period are still in the crazy stage of burning money, but the state -owned nature of Jingzhi.com requires that it must fulfill the mission of preservation and appreciation of state -owned assets. Faced with such a prominent contradiction, Jingzhi.com designed a result -oriented income distribution mechanism, setting the "solid floating ratio" of executives to 3: 7, and 70%of the income should be linked to the company's performance. It depends on the results. The income of middle -level managers must also be linked to departmental performance.

Such a salary design of a performance salary is the concept of "venture capital": cash costs pay for state-owned capital; the cost of paying for human capital-created higher value, and enterprises and employees have higher returns; if If there is a loss, the enterprise and the employee will bear the consequences, allowing enterprises and employees to form a community of destiny. Instead of a complete market -oriented company, the loss is borne by investors, but employees with high -cost salary only bear the profit.

The "mixed -race system" has created the results far exceeding the expected results: in less than a year, it not only successfully completed the high -level autonomous driving "special network" construction of 60 square kilometers of Yizhuang Development Zone, but also It has also released a smart city market scene design plan of up to 80,000 words to stabilize the base base of urban digital based on pragmatic measures and help Beijing build a global digital economy benchmark city.

["Before marriage": Unity and fighting is the basis of the team's victory]

The positioning of "small company, ambassador" allows Jingzhi.com to face two outstanding problems: first, time is tight, task is heavy, and people who have recruited must be put into "fighting" immediately, and there is no "substitute" Team. If frequent replacement in "combat" will not only affect the progress, but also cause difficulties in collaborative operations. More importantly, it is likely to affect the military's heart and morale. Second, as a company of the initial period, corporate culture has not yet formed, and it is not shaped. The source of talents is complicated, some of which come from traditional state -owned enterprises, and some are recruited from the Internet manufacturers. Everyone has their own cultural genes. Enterprises have destructive results.

Therefore, strictly adhering to the "selection of people" and finding "adaptation of people" has become the top priority of human resources work. Shen Da, Minister of Human Resources Department of Jingzhi.com, introduced that in order to accurately match the talents that meet the needs of the company's cause and job requirements, the Ministry of Human Resources has designed the "Sixth Road to Seven -step Employer Law". Through shareholders, headhunters, internal push, platforms, outsourcing, and establishment of youth talent joint training bases, they have been screened, written, business interviews, comprehensive interviews, background investigations, recruitment approval and public announcement seven -step process through resume screening, written test, business interviews, comprehensive interviews, background investigations, recruitment approval and public announcement. Public recruitment and selection.

Multi -party gathering talents, effective identification people are the key to strengthening the source of the talent team. Compared with traditional state -owned enterprises, Jingzhi.com thinks about how to make work carefully, practical and transparent. "Only the same type is easier to identify the same kind." This rule of nature is also effective in human resources.

In order to accurately identify innovative talents and high -end talents and find appropriate candidates for business departments, Jingzhi.com attaches great importance to the role of HRBP (business partners). As an important human resource management model, HRBP has been widely used in market -oriented enterprises. However, Jingzhi.com has more harsh requirements for HRBP: HRBP must not only participate in the regular meeting of the business department, business discussions, but also to participate in the project implementation process, go directly to the front line to observe and experience specific business work, and become "half semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -semi -business work and become" half semi -half The staff of the business department. This approach makes HRBP not only have a deep understanding of the business, but also has a detailed observation of the work style and personality characteristics of employees at all levels and departments, so that it is easier for candidates to match and collaborate with them.

In Jingzhi.com's capabilities and quality models, thinking cognitive ability, investigation and research ability, scientific decision -making ability, collaborative innovation ability, and emergency resolution capabilities are five essential capabilities. Jingzhi.com particularly values ​​the thinking ability of thinking. After the interview inspection of the Ministry of Human Resources is completed, the company's operating level will have a 2-3 hours of in-depth communication with each core candidate. The degree of ability and thinking model. Jingzhi.com must find those who recognize the company's ideas and values ​​and be able to go all the way.

["Agile iteration": Let state -owned enterprises continuously evolved in the market]

"Any unsuitable for the system in the implementation, constantly adjust the system dynamically, so that the system dynamically meets the needs of the value creation process." This is Feng Xinhui's requirements for the new system. Feng Xinhui said that Jingzhi.com has entered an innovation "uninhabited area." The characteristics of business models are: new, difficult, high -frequency change. Therefore, the talent and system that matches it must also have the ability to "iterate".

Shen Da said: "As of now, Jingzhi.com has established 14 human resources -related systems, and strives to promote the standardization, task, and standardization of personnel management. Digital management of human resources with recording traceability, data analysis, results recovery, and closed -loop can be closed. "

The "1+N" assessment mode is a highlight of Jingzhi.com's performance assessment. That is, one main line plus N method. In the case of non -conflict with the company's performance management system and the overall plan, the business departments are allowed to flexibly increase the evaluation methods according to the actual situation of the department. It reflects both principles and both flexibility.

The "negative list" evaluation is an assessment method with the characteristics of Jingzhi.com. The "negative list" score table, based on the frequency of touching the negative behavior list as the starting point, comprehensively scores employees from the six dimensions of attitude, collaboration, execution, thinking, knowledge and skills content.

"Through the beam -by -aperture, it can let HRBP and employer leaders clearly understand the length board of each employee, but also help employees to accurately find their own strengths and shortcomings, and change and improve the shortcomings. "Feng Xinhui said that in the company's second quarter evaluation in 2022, a employee ranked first in the headquarters. Through the manpower and business department to find the "list" with him, he not only convinced him, but also corrected his behavior in time, and made significant progress in the recent company's special key tasks.

Although it has been established less than a year, Jingzhi.com has formed its own unique values ​​and methodology in terms of human resources management. An internal reading called "Jingzhi Network Philosophy Handbook" records Feng Xinhui's thinking about corporate mission, values ​​and future thinking.

"In such a new field of high -frequency and agile iterations, the projection of human resource management is to require every recruit recruited recruits to have the ability to have an infinite creative thinking, rapid growth, and rapid self -iteration." Feng Xinhui said.

In his opinion, as long as all members of the company must practice "as a person, what is correct", and use every minute to make every minute of labor valuable, it will definitely succeed. And his understanding of "success" determines the performance concept of Jingzhi.com.

"It is successful to do things; paving the way for the latecomers is also successful; trial and error with labor or success." Feng Xinhui believes that only all members can only look at the setbacks with an optimistic attitude; Study hard work; in order to strengthen confidence and continuous improvement with a upward mentality.

"Jingzhi.com is based on value -oriented, and does not talk about heroes."

- END -