Can quickly process resumes in the workbench, arrange personnel interviews and offer issuance; the whole process to follow up on the recruitment process, timely replenishment of personnel to ensure the normal operation of the store

Regularly conduct targeted learning and training for employees to improve their business skills and service level. After issuing learning tasks, the store manager can grasp the learning progress and completion of the store staff at any time.

Regular scheduling and attention to store staff leave situation, to ensure the balance of the shift; monthly time and attendance accounting attention to store staff attendance, to ensure that the payroll; support the business process, quickly complete the deployment of personnel. Fast staff entry and exit processing, tracking process approval progress. Trial management to ensure that personnel can adapt to the work environment in a timely manner after joining the company.

Diversified communication to attract talents, digital tools to carry online and offline fusion of recruitment methods, rational use of school recruitment data to establish a decision-making model and application mechanism for recruitment.

Building a young cadre through an optimized package of identification, selection, training, inventory and development.

Activate talent and organizational vitality through competitive recruitment of cadres, market-based selection and dynamic job matching, and apply inventory and other methods to diagnose key talent and propose adjustments or training.

Departmental management workbench from the perspective of BP, including BP's work in the recruitment and evaluation, entry and exit, vacation, birthday wishes, etc., so that HR agile to deal with the changing external environment.

Solve the business management demands of full Internet recruitment and help business managers integrate into departmental recruitment. In the workbench, you can timely submit recruitment requirements, understand the progress, and handle the recruitment process

Beisen's talent management technology helps companies quickly build a systematic and standardized talent development system and provide personalized learning and training programs.

Constructing an organization system with multiple legal persons, multiple regional centers and cross-border operation to support the group operation mode. According to the employment needs and segmentation dimensions under different organizations, strong or weak establishment control can be realized.

Compliance with local and industry standards, continuous tracking of R & D, quality and other personnel qualification filing, and remind the expiration time; training process online management, online signing of training agreements

Digitize the talent standards for key positions such as R&D director, production supervisor and marketing director. Personalize the content and process of inventory for different groups of people, based on the competency standards of the talent pool and assessment/360 results, find the shortcomings of the ability to scientifically formulate development plans and tracking.

Supports "group-industry/region-base" complex organization control, control to the workshop and process level; applies HR three-pillar model; supports multi-dimensional/matrix organization and part-time and other diversified management.

Docking 170+ external recruitment channels, expanding a wide range of resume resources; general laborers apply internal recommendations for promotion, high-end technical talents apply headhunter resume/blacklist checking, activating dormant resumes.

Adapt to the new energy industry's out-of-home management, scheduled overtime, segmented overtime, cross-day overtime, integrated working hours and R&D working hours management, etc.

Define talent standards for campus recruiting and management training, and help organizations establish a standard campus recruiting system, optimize the process and improve the success rate of recruiting with the help of Beisen's recruiting system, assessment tools and internal recruiting officer training.

School enrollment, grass-roots, middle-level, and various professional lines of cadres, the selection of assessment, in the pool of training recommendations, out of the pool of checking

Design scientific processes and evaluation tools to assist in project site management, diagnose key talent through inventory and other means, and propose adjustments or training recommendations to maximize organizational talent effectiveness

Field team stratified hierarchical management, the target customer base and business capacity matching graded, to create a high-yield performance team, to achieve from the sea of people tactics to capacity-driven

Based on the trend of insurers' business sinking and the development direction of omni-channel integration, and taking into account the local/regional market conditions, build up the talent team for the heads of third and fourth tier agencies and front office lines.

Accelerate business transformation through dynamic talent planning, standard talent inventory and succession planning to provide continuous momentum for talent replenishment and talent development