随着龙湖集团科技化转型的调整，龙湖对人才的要求也有了新的变化。今年7月，龙湖集团发布全新雇主品牌主张，提出“智见龙湖，无限未来”，在人力资源的维度上，同样将智慧科技放在了首位。如果你关注龙湖这两年的招聘，会发现他们对数字科技的人才投入在房企中绝对属于第一梯队。早在2018年，龙湖就开启了数字科技部仕官生的全球招聘，此后每年都会大量招募产品经理、技术研发、大数据研发、用户体验设计等各方向的管培生。目前，龙湖数字科技部门已经达千人规模，为各航道业务提供数字化底座，赋能一线业务升级。就在6月，龙湖还大量招聘人工智能团队，包括算法工程师、机器学习、数据研发工程师等前沿领域，俨然已经有了一家科技公司的样子。
企业对人才负责，最好的方式就是走在行业趋势的前列，让自己的人才提前具备未来的技能，从而在行业中保持领先。龙湖今年发布的2020可持续发展报告显示，截至2020年底，龙湖集团拥有员工35426人。而龙湖吸引高量级人才的底气，在于公司重视员工职业发展，提供良好的职业发展体系，建立完善的绩效考核，明确员工晋升路径，并提供多元化职业发展机会。
2020年，龙湖提出鼓励员工跨地区、跨航道、跨职能的“三跨活水”计划，成功实现3150人的内部活水，形成人尽其才、可持续的人才管理机制。并且，龙湖的人才培养体系也一直行业领先，其在线学习平台“新龙门e栈”已拥有自产在线课程4200余门，学习总人次达到367.6万人次。据悉，龙湖2020年员工培训总投入达1922万，线上线下受训总时长超过60万小时，培训投入的各项数据在业内遥遥领先。同时，龙湖在仕官生培养方面也成果卓著，共培养16届仕官生，累计覆盖1514人，其中很多已经成为行业中高层管理者。其最新敬业度调查结果显示，龙湖员工敬业度得分86%，员工满意度得分83%，敬业度和满意度位居行业领先梯队。所以，很多时候我们觉得龙湖优秀，到底为啥优秀？就是源自于领先的行业洞察、吸引顶级人才、重金投入培养，正是这样坚持几十年，才有了龙湖今天人才引领的行业地位。面向未来，龙湖已率先走上科技化转型的道路，其人才要求也已经向智慧科技倾斜。这也要求大家以更高的视野去理解房企未来的发展，同时需要主动学习和掌握最新的地产数字化应用。时代变化滚滚而来，唯有学习和拥抱变化，才能永立潮头。
翻译：
With the adjustment of the technological transformation of Longfor Group, its requirements for talents have also changed. In July this year, Longfor Group released a new employer brand proposition, proposing “See Longfor with wisdom, infinite future”, and also putting smart technology in the first place in terms of human resources. If you pay attention to Longfor’s recruitment in the past two years, you will find that they definitely belong to the first echelon of investing digital technology talents in real estate enterprises. As early as 2018, Longfor launched the global recruitment of official students in the Digital Technology Department.
Since then, it has recruited a large number of management trainees in various fields, such as product managers, technology R&D, big data R&D, and user experience design. At present, the digital science and technology department of Longfor has reached a scale of 1000 people, providing digital base for each waterway business, enabling the upgrading of front-line business. As recently as June, Longfor was hiring a large number of artificial intelligence teams, including algorithm engineers, machine learning engineers, data development engineers and other cutting-edge fields, as if it were already a technology company.
The best way for companies to be responsible for their talent is to stay ahead of the curve by staying ahead of industry trends and equipping their talent with the skills of the future. Longfor Group had 35,426 employees by the end of 2020, according to its 2020 sustainability report released this year. The reason why Longfor attracts high-level talents lies in that the company attaches great importance to the career development of employees, provides a good career development system, establishes a sound performance appraisal, defines the promotion path of employees, and provides diversified career development opportunities.
The “Three-span Fresh Water” Project
In 2020, Longfor put forward the “Three-span active Water” plan to encourage employees to cross regions, waterways and functions. And successfully realized the internal active water of 3,150 employees, forming a sustainable talent management mechanism. In addition, Longfor’s talent training system has been leading the industry. Its online learning platform “Xinlongmen E-Stack” has more than 4,200 self-produced online courses, with a total of 3.676 million person-times. It is reported that in 2020, Longfor invested 19.22 million yuan in staff training. And the total hours of online and offline training exceeded 600,000 hours.
The data of training investment is far ahead in the industry. At the same time, Longfor has also made outstanding achievements in the training of official students. A total of 16 official students have been trained, covering a total of 1514 people, many of whom have become middle and senior managers in the industry. Its latest engagement survey results show that Longfor employee engagement score of 86%, employee satisfaction score of 83%, the engagement and satisfaction of the industry leading echelon.
So, most of the time we think Longfor is good, why is it good?
It is because of leading industry insight, attracting top talents and investing heavily in training. It is this persistence for several decades that Longfor has today’s position in the industry led by talents. Facing the future, Longfor has taken the lead to embark on the road of technological transformation. And its talent requirements have also tilted to smart technology. This also requires everyone to understand the future development of real estate enterprises with a higher vision. At the same time, they need to take the initiative to learn and master the latest real estate digital application. Times change rolling in, only learning and embrace the change, in order to stand on the tide.
本文由数字化转型网（www.szhzxw.cn）转载而成，来源：U视集；编辑/翻译：数字化转型网八九四。
免责声明: 本网站(http://www.szhzxw.cn/)内容主要来自原创、合作媒体供稿和第三方投稿，凡在本网站出现的信息，均仅供参考。本网站将尽力确保所提供信息的准确性及可靠性，但不保证有关资料的准确性及可靠性，读者在使用前请进一步核实，并对任何自主决定的行为负责。本网站对有关资料所引致的错误、不确或遗漏，概不负任何法律责任。
本网站刊载的所有内容(包括但不仅限文字、图片、LOGO、音频、视频、软件、程序等) 版权归原作者所有。任何单位或个人认为本网站中的内容可能涉嫌侵犯其知识产权或存在不实内容时，请及时通知本站，予以删除。
