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News CenterKingdee is a provider of digital management solutions. The desire of business operators for growth is our goal.
Xiamen International Trade
Very large enterprises
Products and services: supply chain logistics, financial products and services, big health, new energy and other emerging industries
Guomao shares: armed with technical power HR, to create a unified digital platform
Customer Overview
Xiamen International Trade Group Co., Ltd. (hereinafter referred to as "international trade shares") is a state-owned holding listed company, founded in 1980. After 40 years of development, ITC has grown into a core member of the Fortune Global 500 ITC Holding Group. In 2021, the company won the Fortune Global 500 for the fifth time, ranking 171st. In 2020, the company's operating income reached 351.089 billion billion yuan, up 61.02 percent year-on-year.
The digital transformation plan is an important extension of the "14th Five-Year Plan" strategic plan of China World Trade Corporation. It is the key to the company's development and the realization of the company's strategic goals. New technologies and new systems are the solid backing for the implementation of the company's refined strategy. Building a "digital international trade" has become an important battle for the current international trade shares. to fight this battle well, "link the past and the future, empower and enhance", international trade shares can expand the new space for the company's economic development, achieve rapid market response through more flexible means of production, empower employees with better internal management and talent construction system, and win the lead of multi-track business with higher efficiency.
The digital platform is an important support for the business operation of ITC shares. After years of development, it has achieved certain results, but based on the current business needs, there is still a lot of room for improvement. The ever-changing market poses challenges to the systematization and scale of platform functions, the extension ability, service ability and risk control ability of platform business.
Business challenges
After 40 years of development, ITC has grown from a small enterprise with dozens of people to a group enterprise with nearly 5,000 people, and has experienced various difficulties in the process of enterprise growth. International Trade shares are deeply aware that when the company develops, internal management needs to be able to match the rapid growth of the business, so that the development of the enterprise can be stable. In order to provide a strong driving force for the development of the company, ITC shares through various initiatives to improve the company's human resources management level.
In the information age, talent management, as the foundation of enterprise development, has ushered in new challenges and opportunities for enterprise human resource management. At the same time of rapid development, how to effectively connect the various departments of the enterprise through the human resource management platform and eliminate the isolated island of information is a major problem in the human management of ITC shares.
Assessment and Management Mode Change
With the continuous expansion of the scale of international trade shares, the organization is developing towards flattening, and the number of business entities is increasing. The old human resources management system cannot meet the management mode of multi-business entity group control, resulting in high-frequency inter-organization adjustment consuming manpower. The data required by the group to be controlled from top to bottom cannot be automatically and strictly controlled, and the performance appraisal mode is changed from a single form to a multi-dimensional appraisal.
Loose business form
After decades of development, the human resources management of ITC has accumulated a large number of business branches, but it is relatively discrete and has not formed a complete system, such as the multi-terminal process of recruitment and employment. This makes the existence of information islands in each module business, between modules, each module, the exchange of information is slow, the overall business efficiency is low.
information blank
Some personnel businesses with high complexity also deal with offline processing modes, such as multi-organization management and mobile card punching, which are not covered by intelligent systems, making the actual operation of these businesses very complicated.
Solution
It is the general trend to transform the new group's human resources digital platform. International Trade Co., Ltd. realizes that it is the top priority to carry out enterprise digital transformation consultation, upgrade and reconstruct the HR system, and the comprehensive online and intelligent human resources business. It is necessary to turn the HR transformation planning project into a high-quality quality project as a classroom for enterprise concept and talent promotion. Only by doing a good job in the transformation of HR system and building a platform for the realization of enterprise human resource management experience and methods can we provide a steady stream of powerful driving force for the development of the company.
Using the comprehensive HR business platform of the International Trade Center, we will deeply apply the multi-business organization and data isolation control mode, standardize the human business, and provide convenient high-level data assistance to enable managers and employees to complete human affairs conveniently and quickly.
Business Scenario 1: Assessment Model Innovation-Matrix Performance Appraisal
When ITC conducts performance appraisal, there is a multi-line reporting model, with direct superiors assessing only some of the indicators and other indicators by business leaders. For example, the year-end assessment of party-managed cadres requires multi-directional assessment at higher, lower and equal levels. In the past, such complex performance businesses used offline manual filling, requiring performance specialists to collect information from multiple appraisers, which was time-consuming and laborious.
Kingdee s-HR has specially designed the function of special appraiser for ITC. "Through the function of special appraiser and 360 appraiser, we have well solved the demand of multi-line appraisal and greatly simplified the performance process." Yan Yangyu, former performance director of Guomao shares, mentioned. By adding a horizontal scale to the standard vertical appraisal mode, you can split different appraisers at the same level of indicators to achieve a matrix appraisal. At the same time, the year-end cadre assessment has also designed a 360-degree assessment function, enabling dozens of assessors to receive the assessment task immediately and complete the process quickly. The assessment information originally required at least 3 days to complete the collection can be shortened to 1 day.
Business Scenario 2: Transformation of Company Management Model-Construction of Compensation System
With the development and growth of the enterprise, the senior management of ITC shares needs to have top-to-bottom control over the salary management requirements, and key items need to be controlled in a unified manner to prevent differences in the relevant salary statements so as to facilitate leadership decisions. However, there are differences in the business of each subsidiary and the need for personalized project assistance.
Wang Lihong, compensation manager of Guomao shares, believes that "the control of compensation management needs to be collected and released. The control of key compensation items should be collected in a unified way, but it should also be given to the right to use individual items of subsidiaries." In response to this business demand, Kingdee s-HR introduced a company-controlled compensation rule system, the calculation rules of each subsidiary of the International Trade Share Compensation Supervisor are inherited from the standard parent rules, the company's control items are not allowed to be modified, but the subsidiary can add their own personality items. When company requirements or policies change, the parent rule is used to update the child calculation rules.
Business scenario 3: business form cohesion-recruitment process multi-system access
Recruitment is an important job for HR and a key business that leaders value very much. The old recruitment process of International Trade Co., Ltd. requires the recruitment specialist to submit qualified candidates to another oa system for approval after completing the candidate interview using the recruitment system. After completion, the process of entering ehr system and initiating entry resources will be completed. The tedious operation of multiple systems has been perplexing recruiters. They hope to have a convenient system to get through the whole process and integrate business lines.
In this context, Kingdee s-HR integrates with multiple sets of heterogeneous systems. The specialist only needs to enter information once and press a button to automatically complete the whole process from interview information entry to employee entry. He connects the front and back data to achieve one-click automatic entry. The recruitment specialist of International Trade Co., Ltd. has been freed from the lengthy process, reducing the time consumption by more than 60%.
Business Scenario 4: Filling the Blank of Informatization-Multi-organization Collaborative Control
There are business escrow employees in ITC, and the organization to which the employees belong is inconsistent with the personnel business management organization. At the same time, it has many subsidiaries and more than 60 business organizations. Daily business requires multi-business organization HR collaboration, while the old system cannot realize multi-business organization control.
Therefore, Kingdee s-HR through the development of a batch of employee business hosting, a key escrow of all employee business. "The existence of escrow employees and platform companies makes our daily affairs quite complicated. The escrow function of multi-business organizations has solved this pain point very well," said the HR director of Shanghai platform. After employees join or change, HR can host them to the corresponding hosting company, filling the gap of multi-organization control, adding management hands to specialist users from scratch, and making HR daily business processing more efficient.
Project Value
Evaluation mode innovation-flexible performance, efficient assessment
Achieve online performance management throughout the process. With the special matrix assessment model and 360 assessment as the starting point, to promote the standardization of performance business, transparency, so that the leadership is convenient, employees rest assured.
Management Model Evolution-Compensation Group Control
ITC share compensation management needs to establish top-to-bottom control, but the business of each subsidiary varies and sometimes requires special project assistance. Kingdee s-HR provides a mode of partial item control of compensation rules, unified control of key parent rule items, and at the same time allows subordinate companies to access individual sub-items. The contradiction between the company's control requirements and the actual business of the lower-level company is resolved.
Business access-Reconstructing the business community and building bridges between modules
Kingdee s-HR is like a bridge, connecting and pulling through the islands of all heterogeneous systems of personnel business, ensuring that the use of employees is not fragmented and the business of the commissioner is not broken, and finally making the human information system a complete business integration.
Information filling-multi-organization, strong control
The in-depth application of multi-business organization and data isolation control mode improves the efficiency of data sharing, makes the optimization and adjustment of the organizational structure convenient and rapid, and provides a strategic basis for the strategy of flattening the organizational structure.
Digital Transformation Value
Kingdee s-HR through big data analysis and mining, accurate and convenient data reporting function, so that human resources and management decision-making more timely and accurate. Through the unified management norms, standards, strengthen human resources management and control, effectively eliminate management blind spots. Through the ability of data-driven, the new EBC information platform of International Trade Co., Ltd. has been built, which has improved the business efficiency of human resources by more than 50%.
At the same time, on the road of strategy and model transformation, ITC pays more attention to ensuring the company's planning strategy in the relevant mechanism structure and implementing the strategy at multiple organizational levels. After the model transformation of business integration and process pull-through, the human resources system is managed by 50 business organizations and 1021 organizations at the same time, laying the foundation for the realization of the digital transformation of ITC shares and steadily landing ITC's digital strategy.
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