The Group, committed to building an efficient talent supply chain, has the “Training Management System” in place to standardise the training management mechanism. It aims to accelerate the targeted training of talents, actively improve talent training and organisational capacity in a timelier and more effective, lightweight and forward-looking manner, render talent training more tailored to the needs of the enterprise and its business development, and improve both employees and organisational capacity.
In order to continuously improve the professional and management ability of employees, the Group has founded “CIFI Center for Learning & Development”, where employees are allocated with corresponding learning resources according to their development stage.
CIFI Center for Learning & Development has established a scientific and standardised talent training model which covers more than 10 business ability promotion systems, 6 leadership development systems, 4 management trainee systems, 3 cultural training systems, internal trainer systems, learning management systems and various training programmes.
Living Water Program
The Living Water Program provides internal transfer opportunities for design, engineering, operation, costing and procurement employees from the group-wide residential projects, establishes a regular and standardized residential-to-commercial internal growth mechanism, and brings in internal talents to fill in vacancies of commercial development projects. In November 2021, the project was officially launched and all online courses were opened, and certain employees have successfully completed the internal transfer through the program. 12 "What One Should Know and Do" online courses for the chief person-in-charge of commercial projects and 62 courses for professional project managers and professional posts was completed in 2021, achieving full professional coverage.
The comprehensive ability cultivation of CIFI is based on operation and management, integrating the three dimensions of "business, organization, and team" to enhance the ability of leaders at different levels and grades to help managers to improve their own management ability and keep up with the times.
(1) Frontline managers: In 2020, CIFI launched the "Management Foundation 100" project. In addition to online self-learning and offline management courses, we also provide human resources management training for non-HR professionals, which covers all frontline managers of the Group.
(2) Middle and Senior Leaders: With reference to the competency model of middle and senior leaders, the "Start Again" project integrated the existing organizational curriculum, redeveloped the "Leadership Challenge" course, and developed the "Breakthrough and Growth of Leaders in the New Era" and "Business Consciousness of Leaders: How to Think Like an Entrepreneur" online interactive courses based on classic cases of business management, laying the foundation for later leadership development combined with actual business scenarios.
Commercial Project Management Pre-launch Training Camp
From May to October of 2021, the first Commercial Project Management Pre-launch Training Camp was held to provide a platform for learning and communication through the combination of battle and training, to help the executives of commercial project management to sort out and master the excellent practices during the preparation and development of CIFI's commercial projects, and to identify and solve the challenges and difficulties faced in the preparation and development projects in time through excellent practice sharing, review and analysis. This training camp helped the executives to develop a consistent business operation method and to work together to help 19 projects to sort out the key paths of preparation.
Recruit Training Camp
In order to help the new management trainees cultivate a sense of belonging at CIFI, the Group held a collective training camp every year. During the activities, we incorporated our corporate culture and values, allowing new talents to familiarize themselves with deduction tools and investment calculation logic by simulating various tasks during the project cycle, and get an early start in learning about the work process and business know-how. At the same time, it also helped them gain a stronger sense of belonging at CIFI.
2. Strengthening the development of online learning system
To better face the change of external environment and institutional transformation, CIFI Center for Learning & Development developed “learning management system”, with its PC and mobile terminals launched to deliver intra-group connection, single sign on and data interaction, and realized the establishment of its talent training database.
CIFI Center for Learning & Development has set out its standards for online courses. Its internal development of “Micro Course Development Workshop” and standard micro- course work template empowers each professional line to produce online learning maps for new employees and posts. CIFI Center for Learning & Development has also launched high- quality online courses for all levels of management, such as the online learning project “Peiying Scheme” for individual contributors, the hybrid learning project “Management Foundation 100” for frontline managers and “A+ Scheme”, a learning project for directors. Furthermore, there are courses catering to the learning and ability needs of different management members.
In 2021, the Group’s offered 496,748 online training hours, achieving 100% comprehensive coverage of online training. Below sets forth the average training hours per employee by gender and employment type: