The purpose of the refactoring is to motivate employees and organizations.

Editor’s note: This article is from Economic Observer , author: Chen Po, authorized reprint

In Vanke, a reorganization of the rank system is fully implemented. In the past, multiple ranks corresponding to real estate development were replaced by core partners (GP), backbone partners (SP), and partners (JP). The highly flattened three-level positions were applicable to all Vanke businesses.

At the same time, the Vanke wage system extends from 28 to 50. Whether it is cleaning, security, teachers, principals, or ski instructors, they can find their place in such a compensation system.

In the explanation of the chairman of Vanke’s board of directors, Yu Liang, all adjustments are for strategic services. “Organizations need to constantly lose weight, adapt to strategic requirements, and respond flexibly to strategic changes.”

With the real estate business moving from the incremental era to the stock era, Vanke’s real estate development business is under pressure to slow down; new businesses such as property, logistics and commerce are in the early stages of expansion. From the perspective of the adjustment of the two major systems, this round of restructuring is more directed to diversified businesses.

Reducing a fixed salary ratio and highlighting performance orientation raise questions about salary cuts.

Vanke said that the restructuring will be the standard of salary assessment for the business and the unit of the unit, and there will be no general increase or general decline. In the past six years, with the deepening of the business partner mechanism, all units have basically reached the matching of people and posts. The salary of most employees is not affected in this reconstruction. The purpose of reconstruction is to stimulate the vitality of employees and organizations.

Professor level with the business

Vanke pioneered the rank system of M (management) and P (professional) “two legs”. The housing management database has added professional posts such as professional managers and department chiefs. The industry has followed suit, and most housing companies are still using this system.

Wanke took the first step and proposed the business partner system, and then simplified the rank system into seven levels of V1-V7.

In September, Vanke released the 2019 Group’s core partner (GP) list. In October, the list of key partners (SP) was released, and a new rank system was born. Compared with before, Vanke’s job hierarchy has become more flat, and its units, regardless of size and business, retain only three levels of core partners, key partners and partners.

The flattening of the ranks points to the incentive. Vanke’s “Business Partner Program” describes the partnership organization: “Partnerships must break vertical and horizontal barriers, flattening and redundancy, empowerment, and business-driven.” There are more reports,Approval and other processes. “A Vanke internal employee said.

Wei Haozhen, founder and CEO of Lauda Laboroot, found that the enterprise level leads to slower delivery of good ideas based on customer service and product technology innovation to the decision-making layer. The primary purpose of Vanke’s streamlined streamlining is to continue to build a streamlined, flat, and efficient partnership.

At present, on the external business cards, the various positions that Vanke originally set will continue and maintain the connection with the outside world; however, within the internal level, the three-level rank system has been activated. Vanke requires everyone to be a working athlete, and perhaps even the leader in charge will gradually disappear. Many JPs will have the opportunity to communicate directly to the general manager or even group executives who are GPs, without the need for layer-by-layer reporting.

The original rank system of Vanke corresponds to every link of real estate development. After this round of adjustment, the new rank can be directly used in other new business sectors.

This year, Vanke will focus on “converging the focus and consolidating the basics”. In the next 10 years, the development business will still be regarded as the “basic disk”. However, Yu Liang has always stressed that Vanke’s understanding and determination of transformation has never changed or shaken.

At present, Vanke’s business structure includes 5BG (four major regional plus property service business groups) and 5BU (india, logistics, ice and snow vacation, overseas and Mesa education business units).

According to the list released by Vanke, the first batch of GPs was 126. Except for 20 people at the headquarters, the number of GPs allocated by each BG and BU varies according to the maturity of business development.

The four major regional BGs with real estate business, the number of GPs is between 16-21; the development of relatively mature properties BG, Yinli BU, GP are composed of 10 people; the other 4BU, GP number are from 2 – 5 people are not equal.

Unconditionally accept dispatch

On November 5, Sun Hongbin, chairman of Sunac China, mentioned at the China Minsheng Bank Real Estate Finance Annual Meeting that the real estate industry has entered the rush from the rush.

The stock market reflects the Vanke real estate development business. In the first 10 months of this year, Vanke sold 518.99 billion yuan, a year-on-year increase of 6.9%, and the growth rate in the same period in 2018 was 12.2%.

While the growth rate slows down, Vanke is shrinking. In 2016-2018, Vanke’s total land sales accounted for 57.2%, 61.5%, and 42.3%, respectively. In the first half of 2019, among the 54 new projects of Vanke, the total planned construction area and equity construction area decreased by 33.0% and 17.7% year-on-year.

The turning point in the stock market corresponds to the human level and is bound to trigger a series of changes. “In the past, a large number of construction and investment areas, and the downward control of management and control, meant that the layout of first-line projects required a lot of talents. In the real estate sector, personnel costs and management expenses accounted for a relatively low income, resulting in a lot of redundancy in the staffing of real estate companies in the past. Yu.” Shitong Talent Co-founder and Director