Professional and perfect talent development system

The high-quality development of enterprises can't be achieved without the joint efforts of talents at key posts. Country Garden is committed to improving their "professionalism, competence and leadership", and continuously selects the best employees from all competent employees to formulate the "talent ecological strategy" and strengthen its ecological competitiveness. In addition to the New Feather project, Wing Spreading project, Pilot project and Nirvana project, there are the following projects:

1）Future Navigation program

Future Navigation program was initiated by the founder of Country Garden, Mr. Yang Guoqiang. He personally selected trainees and teaches them, and design the highly practical curriculum. This  training program aims at training key talents for new business that the Group will engage in in the future. The courses offered at the program are entrepreneurship-oriented, and several group executives are invited to offer lectures. “Practical learning" is the main means of learning, and a closed-loop development pattern of "teaching → thinking → training → re-learning" will be formed.

2）Executive guidance program

This program trains talents for key posts such as president of regional companies/general managers of subsidiaries/president through the “icool capability development model” so as to continuously discover, train and reserve outstanding talents in these key posts, meet the demand of the Group for high-level management talents, realize the timely supply of talents and help to achieve business performance goals.

3）Xinchen project

Against the backdrop of the group’s diversification strategy and market-oriented operation of the group’s subsidiaries, Country Garden carries out Xinchen project to improve the comprehensive ability of the core manager of each department, promote the comprehensive competitiveness of each department and help them implement the group’s “win-win ecological strategy”. By various means of teaching, such as classroom teaching, case study, on-site visit, daily management lessons, and book reading and sharing, the project has built a theoretical, practical, instrumental and diversified learning system.

Assistance:Instructor/coach series

1）Career guide

Our career guides are responsible for guiding employees’ growth. We provide one career guide for each new employee and reserve manager. These guides are all excellent managers who help new employees and reserve managers continuously improve their competence and professional competitiveness by enhancing their professional skills, state of mild and management ability. Besides, by offering opportunities for ordinary employees to communicate with these managers, we have improved their mutual trust and let employees have more opportunities to show their talent.

2）Instructors for executives

The team of instructors for executives is made up of the group president, vice president, general manager of the headquarters and senior presidents of regional companies. The team adheres to the belief of "trusting, inspiring and enabling", and adopts the teaching methods of "telling them, showing to them and letting them have a try" to realize employees’ full potential.
Teaching employees in accordance with their aptitude: Pay attention to their characteristics and needs.
Emphasizing practical training: team management, practical experience and investment analysis.
Various types of training: pinpoint assistance, experience sharing, networking and professional guidance.

3）Instructors with joint responsibility

Country Garden is committed to promoting the growth of its new employees by means of centralized training, tutorial system and job rotation based on its Super "Biyesheng" Development Plan, a campus recruitment brand of Country Garden so that its new employees will become principal contributor to the Group.

"Excellent presidents of regional companies" or "excellent line managers of regional companies" participate in the business management of the instructed areas and provide guidance and support for the instructed employees to improve their business performance and management ability.
Counterpart assistance: help the instructed employees who have the ability, resources and willingness solve practical problems.
Resource exchange: instructors and trainees share resources to promote the efficient allocation of internal resources.
Talent training: strengthen internal staff mobility and management experience sharing to enable excellent employees to help excellent employees.

Evaluation system:Qualification System &360-Degree Evaluation System

1）Qualification

Country Garden Group has built a perfect qualification system for key posts to offer clear career development path for employees in various fields, standardize the selection and appointment of talents, promote employees' self-development, and provide an important basis for talent promotion and incentives for talents and other work related to human resource management.

2）360-degree evaluation system

Based on its internal management practices, Country Garden has established a Group-wide 360-degree evaluation system. While primarily targeting key management positions, the system extends coverage to all employees. It incorporates multi-source feedback from supervisors, peers, subordinates, and relevant stakeholders, supported by differentiated questionnaires tailored to specific roles.

The system delves into employees' career trajectories and pivotal experiences to uncover latent competencies beneath the surface. It focuses on core dimensions including self-management, team leadership, and business accountability. It accurately identifies performance risks among management personnel and pinpoints high-potential traits. This mechanism serves as one of the Group’s most important tools for routine talent governance and precision evaluation.