HR Consultancy for a Retail Chain in China

Issue

In order to fulfill a very aggressive expansion plan to maintain its leading position in the retail industry, the Company recognized the need to make significant improvements in all facets of its people management strategy and system. As part of its IPO plan, the Company looked for a total solution to revamp its human resources management domain spanning HR strategy, company culture, performance management system, job grading structure, compensation structure, staff development, competency models, succession planning and training, etc. It was expected that the revamp program would result in a stable, high quality workforce, objective measurement of staff performance, systematic job analysis mechanism, comprehensive HR policies and procedures and most importantly, a readiness for the massive transformation on its way to be listed in the stock market.

Approach

Step by step, Leadingenes built each intervention in the Company’s people management system. First and foremost, Leadingenes studied in great depth the Company’s mission and vision, business plans and competitive edges before coming up with a comprehensive HR strategy. With this strategy, the Company’s Core Competency Model was built, followed by a performance appraisal system designed for different levels of staff and departments. Next, a series of assessment tools tailor-made for retail business was introduced and applied to its staff selection process.

To ensure a sustainable, well-managed human resources function after the interventions, Leadingenes provided retainer consultancy services to the Company seamlessly for more than 2 years. During which, not only did our consultant coach the Human Resources Team on the daily operation but also the strategic HR planning.

Results

Thanks to our best-in-class HR consultancy and solutions, the Company is now well-equipped with an effective HR system and efficient workforce that greatly accelerated the progress of its expansion from 6 stores to more than 18 over the past couple of years.

In addition, a new organization structure that clearly defined the accountabilities of each department and enabled flexible staff rotation/transfers was set-up.

The project also further fostered a customer-first culture within the organization through on-going training, staff communication sessions and relevant HR policies.