CITIC Bank Credit Card Center Human Resources department Transformation Road, Climbing Road

-Interview with Citic Bank Credit Card Center Human Resources department director Zhang Jun

2014, is the CITIC Bank Credit Card Center (hereinafter referred to as "card Center") A new decade of the beginning of the year, but also to deal with the internal and external environment profound changes, change the way of development, speed up structural adjustment, seize the market opportunities of the key year.

Facing the development strategy of the card center and the new needs of human resources work in the new period, how can human resource management improve the efficiency of the organization? How does human resource management tap into the potential of employees? This will be an imminent proposition.

With such questions, the Chinese talent hotline "into the name of the Enterprise" column group, a special trip into the card center, interview the Human resources department in charge of Zhang Jun. Zhang Jun, as a well-known domestic human resource management experts, has been a well-known enterprises such as McKinsey, in large enterprises, central enterprise management of human resources for many years, has a wealth of management experience.

This trip, Zhang Jun sum we share, he and his team of transformation, the road to climb.

Transformation of the road: Relying on the three pillars of human resources management, so that the professional more valuable, so that operations more efficient.

If the human resources work can not focus on the realization of the strategy, meet the business needs, enhance the well-being of employees, to play the potential of each employee, human resources management will go into the infatuation technology narcissistic, the end of the impasse, Zhang Jun always at the beginning of the interview as said.

Compare strategic Partner HR work mode, the current human resources management is also focused on transactional work, is still accustomed to providing services through the HR function module, because of the lack of coordination of various modules, only partial solution to some business problems, often is not a cure for symptoms, can not provide a one-stop service, so in the strategy as the core, Know the pain point of the business and the initiative to provide service awareness and ability, and so there are still large gaps.

As a financial institution with more than 8,000 employees and 42 branches, Zhang Jun, head of human resources management, always puts forward the way of transforming human resources: the organizational form relies on three pillars ("HRBP" "Hrcoe" "HRSSC") to achieve three close (close to the strategy, close to the business, close to the staff) Complete the three transformation (business support-business partner-business driving force). That is, 5 years or so, by setting up a Shared Services center SSC, freeing up HR from busy transactional work, helping HR deliver repetitive work in smarter ways, enabling Coe, BP to have the ability, the energy, the idea to focus on the strategy and the business needs, Thus the card center of HR management from the past of the non-intimate business support, to become a one-stop service business partners, and ultimately become able to use the results of the business to measure the value of HR business driving force.

Description: HR organization relies on HR-COE,HR-BP,HR-SSC three pillars, pursuing closer strategy, close to business, and close to employee HR value.

The road of climbing: adhere to the "three close" of human resources management, complete the "three transformation", promote strategic landing, promote business synergy and develop employee potential.

To achieve the three close and complete the three changes, the key is to forge a team, set up a system. Enterprise development depends on the project, business operation by process, in the past two years, we have launched more than 10 projects, aimed at improving the service business capacity and level, so that the team from the War Learning War, on the other hand, promote HR system construction, improve the preparation of HR transformation. Since 2012, through a series of projects, the transformation of human resources management has laid a solid foundation for the practical realization of the professional more valuable, so that more efficient operation of the initial goal.

In order to push forward the strategic theme of the 2014 Card Center: Deepening the transformation, strengthening the advantages, promoting synergy and intelligence development, the HR transformation will be more critical and urgent. Zhang Jun always put forward in the "three close" concept of guidance, this year, the Human resources department is going to focus on strengthening the management system of the card center to strengthen the "department/Sub-center responsible for training reserve plan"; Through future manpower forecast, Support card Center future strategic goal realization of "Human resource allocation model and control mechanism plan" , the "Salary resource allocation model and control mechanism plan" aimed at establishing the linkage mechanism between organizational effectiveness monitoring and budget allocation, and the key work of "2015 Campus Recruiting and Internship Program", which is mainly to promote the multi-channel supply of talents. Through the above 4 strategies to advance the landing, and more than 20 to promote business synergy, 4 projects to tap the potential of employees and work to deepen the transformation of HR, help intelligence development.

Today, Zhang Jun his team, striving for the journey of human resource transformation, climbing for the dream. They firmly believe that the high level of human resources ultimately determines the enterprise's height, card center of the HR team will use professionalism and wisdom to promote the all-round development of talent, realize the glory and dream of world-class card center.

In the future, we look forward to the peak of the card Center human Resources team, will bring more transformation of the practice of sharing.