{"id":6884,"date":"2026-02-27T07:23:45","date_gmt":"2026-02-27T07:23:45","guid":{"rendered":"https:\/\/www.cdpgroupltd.com\/?p=6884"},"modified":"2026-04-15T00:45:14","modified_gmt":"2026-04-15T00:45:14","slug":"%e6%95%b0%e6%99%ba%e7%a0%b4%e5%b1%80%e9%9b%b6%e5%94%ae%e4%ba%ba%e5%8a%9b%e7%ae%a1%e7%90%86%e5%9b%b0%e5%b1%80-cdp-%e5%8a%a9%e5%8a%9b%e6%a3%ae%e9%a9%ac%e9%9b%86%e5%9b%a2%e5%ae%9e%e7%8e%b0%e5%85%a8","status":"publish","type":"post","link":"https:\/\/www.cdpgroupltd.com\/en\/archives\/6884","title":{"rendered":"Helping Senma Group to realize the integration and upgrading of manpower in the whole region"},"content":{"rendered":"<p>As a leading enterprise in China's casual wear and children's apparel sectors, Semir Group has, since its establishment in 1996, developed core proprietary brands such as Semir and Balabala, while also acting as an agent for multiple internationally renowned children's apparel brands. The group operates over 5,000 self-owned stores nationwide, employs more than 5,000 people, and conducts business across 20+ core cities, spanning 30+ legal entities and 9 major retail brands. Against the backdrop of large-scale expansion and multi-brand operations in the retail industry, Semir Group faced multiple challenges, including a lack of standardized human resources management, high labor costs, low efficiency, and significant compliance risks. In 2019, Semir Group partnered with CDP Group to implement a platform-based, standardized, and integrated human resources management solution centered on digital workforce services and one-stop HR outsourcing. This initiative optimized HR management costs, significantly boosted efficiency, and ensured compliance, successfully driving the transformation of retail HR management from a decentralized, manual approach to a digital, omnichannel model, thereby establishing a benchmark for HR management upgrades in the retail industry.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"634\" src=\"https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c1-1024x634.jpeg\" alt=\"\" class=\"wp-image-6899\" srcset=\"https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c1-1024x634.jpeg 1024w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c1-300x186.jpeg 300w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c1-768x476.jpeg 768w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c1.jpeg 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><strong>I. Pain Points in Workforce Management Amid Large-Scale Retail Expansion: Four Major Challenges Hindering Corporate Development<\/strong><\/p>\n\n\n\n<p>Semir Group's retail operations\u2014characterized by multi-brand, cross-regional, and store-based operations\u2014combined with the absence of a standardized management system during its rapid growth, have plunged its human resources management into multiple dilemmas. These have become core obstacles to the company's efforts to reduce costs, improve efficiency, and achieve large-scale development. The specific pain points are concentrated in four key areas.<\/p>\n\n\n\n<p><strong>1. Fragmented Management System with Extremely Low Standardization<\/strong><\/p>\n\n\n\n<p>Dozens of legal entities and over ten brands under the Group each implemented independent HR policies, resulting in more than ten sets of divergent salary calculation rules. Processes varied across regions and brands, and data was not shared. With over ten different vendors operating independently, service standards were inconsistent, and headquarters was unable to achieve centralized control over the entire workforce. Consequently, management complexity and communication costs remained persistently high.<\/p>\n\n\n\n<p><strong><strong>2. <\/strong>Manual Operations Dominate, Leading to Severely Low Operational Efficiency<\/strong><\/p>\n\n\n\n<p>Due to a lack of digital management tools, the entire process\u2014from collecting employee onboarding and offboarding documents to signing employment contracts and filing social insurance contributions\u2014relies on manual, offline operations. Monthly payroll cycles and employee onboarding processes take several days to complete. Core store HR tasks, such as store manager scheduling, employee attendance tracking, and approval of leave and store transfers, lack digital tools for support. The HR team is bogged down in administrative tasks, resulting in overall low operational efficiency.<\/p>\n\n\n\n<p><strong><strong>3. <\/strong>Non-compliant employment models and weak risk management capabilities<\/strong><\/p>\n\n\n\n<p>Previously, Semir stores primarily employed staff through labor dispatch arrangements. There is significant room for improvement in employment compliance, job suitability, and workforce ratio management. There is an urgent need to achieve compliance upgrades and strengthen risk management through standardized employment practices. The former labor dispatch company was uncooperative in resolving labor disputes, leaving Semir liable as the actual employer. Risks related to labor arbitration and labor inspections remained high, while management loopholes\u2014such as \"ghost employees\"\u2014further exacerbated employment risks.<\/p>\n\n\n\n<p><strong><strong>4. <\/strong>Soaring Labor Costs and a Lack of Pathways for Cost Reduction and Efficiency Improvement<\/strong><\/p>\n\n\n\n<p>In the retail industry, labor costs account for 25% to 40% of total costs. With over 5,000 stores nationwide, Semir faces steadily rising labor and management expenses. A fragmented supplier network, inefficient manual processes, and suboptimal social insurance planning result in significant waste of labor costs. Traditional \"price-cutting\" cost-reduction methods, however, lead to a decline in service quality, trapping the company in a vicious cycle of \"high costs and low efficiency\".<\/p>\n\n\n\n<p>Furthermore, as a company listed on the A-share market, Semir Group faces higher requirements for standardized human resources management and compliance audits. Traditional HR management models can no longer align with the company's capital-intensive and scaled development strategy. There is an urgent need for a professional, systematic, and digital HR solution to achieve the multiple objectives of \"cost reduction, efficiency improvement, compliance, and enhanced employee experience\".<\/p>\n\n\n\n<p><strong>II. A Holistic, Integrated HR Solution to Address Retail HR Management Challenges at Their Core<\/strong><strong><\/strong><\/p>\n\n\n\n<p>Addressing Semir Group's core pain points and the operational characteristics of the retail industry, CDP Group has developed a customized, one-stop human resources service solution centered on the \"people, processes, and platform\" trinity. Leveraging the AI-powered WorkLife employee experience platform, the solution addresses five key dimensions: digital platform development, compliance with employment models, standardization of management systems, optimization of cost structures, and enhancement of employee experience. This achieves a comprehensive, integrated upgrade of Semir Group's human resources management, perfectly aligning with the multi-brand, cross-regional, and store-based demands of retail workforce management.<\/p>\n\n\n\n<p><strong><strong>1. <\/strong>Building a Digital Management Platform to Streamline the Entire Process Online<\/strong><\/p>\n\n\n\n<p>CDP deployed a dedicated platform for Semir Group, establishing a comprehensive digital HR management system spanning headquarters, regional offices, and stores, thereby completely eliminating the constraints of manual, offline operations.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Digitization of Core Processes:<\/strong> The entire process\u2014including the collection of employee onboarding and offboarding documents, online signing of employment contracts, and reporting of social insurance contributions\u2014has been digitized. Store managers use a mobile app to create store schedules, while employees use their phones to clock in and out, request time off, approve store transfers, and process resignation requests. All processes are recorded online and can be traced in real time.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Comprehensive Data Interconnectivity:<\/strong> Breaking down data silos across brands and regions, the system enables centralized integration and visual management of HR data. Headquarters can monitor core information\u2014such as personnel structure, attendance data, and payroll costs\u2014across all stores and regions in real time, providing precise data support for management decisions.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Reduced IT Costs: <\/strong> The platform comes equipped with standardized functional modules, eliminating the need for additional IT investments. It automates HR processes, significantly reducing the time spent on administrative tasks and freeing HR teams from tedious operations.<\/li>\n<\/ul>\n\n\n\n<p><strong><strong>2. <\/strong>Optimizing Employment Service Models to Mitigate Compliance Risks<\/strong><\/p>\n\n\n\n<p>CDP Group has abandoned the previously high-risk labor dispatch model and, by focusing on professional HR service outsourcing, has established a compliant employment system for Semir Group, thereby mitigating employment risks at the source.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong> Clear Division of Responsibilities: <\/strong> Employees sign employment contracts with CDP, establishing a legal employment relationship. CDP Group, as the formal employer, assumes all employer responsibilities and handles various labor disputes and complex issues, while Semir Group focuses on business operations, effectively isolating employment risks.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Professional Legal Support: <\/strong> CDP Group has assembled an experienced labor law team to develop standardized labor relations management processes tailored to the specific characteristics of store operations. This approach resolves labor disputes proactively and ensures a smooth transition during critical phases, such as the renewal of employment contracts, through professional communication.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Closed-Loop Management: <\/strong> Through a digital platform, the entire process of daily HR management is recorded, creating a complete chain of management evidence. This breaks the industry's \"fake outsourcing, real dispatch\" cycle and achieves the most compliant retail labor outsourcing management.<\/li>\n<\/ul>\n\n\n\n<p><strong><strong>3. <\/strong>Integrating Management System Standards to Achieve Unified, Enterprise-Wide Human Resources Control<\/strong><\/p>\n\n\n\n<p>CDP Group has comprehensively reviewed and integrated Semir Group's fragmented human resources management systems, driving enterprise-wide standardization of policies, processes, and rules to significantly reduce management complexity and enhance operational efficiency.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong> Unified Standards: <\/strong> Consolidated over ten sets of HR policies across dozens of legal entities and more than ten brands into a single standardized policy, and optimized nearly 20 complex payroll calculation rules into a single universal logic, achieving a unified approach to HR management across all regions and brands nationwide.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Comprehensive Supplier Integration: <\/strong> Replacing Semir's original dozen-plus HR suppliers, we became the Group's sole one-stop strategic HR service partner. By unifying service standards and optimizing coordination processes, we resolved issues of supplier buck-passing and improved overall service efficiency.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Implementation of Standardized Processes: <\/strong> We established standardized operating procedures for core functions such as social insurance management, payroll calculation, and employee onboarding\/offboarding. These procedures were localized to account for regional policy differences, achieving \"nationwide uniform standards with flexible regional implementation\".<\/li>\n<\/ul>\n\n\n\n<p><strong><strong>4. <\/strong>Optimizing Labor Cost Structure to Achieve Cost Reduction and Efficiency Gains While Ensuring Compliance<\/strong><\/p>\n\n\n\n<p>CDP Group has built a scientific cost optimization system for Semir Group across three dimensions\u2014social insurance planning, process optimization, and vendor consolidation\u2014to achieve substantial reductions in labor management costs while strictly adhering to compliance standards throughout the process.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong> Social Insurance Cost Optimization: <\/strong> By conducting in-depth analyses of regional social insurance policy variations nationwide, we precisely identify cost optimization opportunities and risk points. Within the compliance framework, we strategically plan regional workforce allocation and social insurance contribution schemes to achieve optimal resource allocation.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Management Cost Reduction: <\/strong> Through digital platform efficiency improvements, vendor consolidation, and process standardization, we significantly reduce HR communication costs, operational costs, and service procurement costs. Simultaneously, we eliminate management loopholes such as \"ghost payroll\" to prevent cost wastage.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Cost Reduction Without Compromising Experience: <\/strong> Moving away from traditional \"price-cutting\" cost-reduction models, we achieve cost optimization through professional service design and process optimization, while safeguarding employee benefits and service experiences to create a win-win situation where the company reduces costs and employees remain satisfied.<\/li>\n<\/ul>\n\n\n\n<p><strong><strong>5. <\/strong>Enhancing the Full Employee Lifecycle Experience to Boost Belonging and Engagement<\/strong><\/p>\n\n\n\n<p>Leveraging the WorkLife employee mobile app, CDP has built a digital experience platform for Semir Group that covers the entire employee lifecycle from onboarding to offboarding, allowing employees to feel the company's humanistic care and strengthening team cohesion.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong> One-Stop Employee Services: <\/strong> Employees can complete all daily tasks\u2014including attendance tracking, approvals, payroll inquiries, and benefit redemption\u2014through the app, eliminating the need to switch between platforms or channels and significantly improving the service experience.<\/li>\n\n\n\n<li class=\"translation-block\"><strong> Diverse Incentives and Care: <\/strong> The platform features functions such as mutual gifting of employee appreciation cards and flexible benefit distribution during holidays, combining moral incentives with material benefits to ensure employees' contributions are recognized and valued.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Personalized Benefit Tailoring: <\/strong> By considering the unique work characteristics of retail store employees, the platform customizes benefit plans to meet their specific needs, extending care from the workplace to their personal lives. This enhances employees' sense of belonging and loyalty, thereby reducing the high turnover rate typical of the retail industry.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c2-1024x576.png\" alt=\"\" class=\"wp-image-6904\" srcset=\"https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c2-1024x576.png 1024w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c2-300x169.png 300w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c2-768x432.png 768w, https:\/\/www.cdpgroupltd.com\/wp-content\/uploads\/2026\/02\/\u68ee\u9a6c2.png 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><strong>III. Remarkable Project Outcomes: Setting a Benchmark for HR Management Upgrades in the Retail Industry<\/strong><strong><\/strong><\/p>\n\n\n\n<p class=\"translation-block\">Since the start of the partnership, CDP Group has advanced the project implementation following a phased approach of \"Careful Selection \u2013 Professional Planning \u2013 Smooth Transition \u2013 Continuous Optimization\". The group has successively expanded service coverage to multiple major core subsidiaries and channel cities, held over 120 communication sessions to ensure a smooth contract transfer for all employees at directly operated stores, and ultimately achieved outstanding results across the board, establishing itself as a model for HR management upgrades in the retail industry.<\/p>\n\n\n\n<p><strong><strong>1. <\/strong>Significant Cost Optimization, Achieving Substantial Reduction in HR Management Costs<\/strong><\/p>\n\n\n\n<p>Through multiple initiatives\u2014including vendor consolidation, process optimization, social security planning, and digital efficiency improvements\u2014Semir Group has achieved a substantial reduction in HR management costs. At the same time, it has completely eliminated cost wastage issues such as \"ghost payroll\", realizing the goal of \"compliant cost reduction and scientific efficiency enhancement\", thereby making HR cost investments more valuable.<\/p>\n\n\n\n<p><strong><strong>2. <\/strong>Efficiency Leap, with Core HR Process Duration Dramatically Reduced<\/strong><\/p>\n\n\n\n<p>The implementation of a digital platform and the standardization of management systems have enabled a qualitative leap in the efficiency of Semir Group's core HR operations:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Monthly payroll cycles and employee onboarding processes have been compressed to 1 day;<\/li>\n\n\n\n<li>The time spent by store managers and employees on daily HR tasks has been significantly reduced;<\/li>\n\n\n\n<li>The proportion of administrative tasks within the HR team has dropped substantially, leading to a significant improvement in overall operational efficiency.<\/li>\n<\/ul>\n\n\n\n<p><strong><strong>3. <\/strong>Comprehensive Compliance Implementation, Achieving Zero Risk of Labor Disputes<\/strong><\/p>\n\n\n\n<p>Through a professional HR outsourcing model and standardized labor relations management, Semir Group has completely resolved compliance loopholes in labor dispatch. During the labor contract transfer process, there were zero labor arbitration cases and zero labor inspection cases. Within six months, the company successfully resolved hundreds of labor disputes through amicable negotiations, significantly enhancing employment compliance and further strengthening its employer brand image.<\/p>\n\n\n\n<p><strong><strong>4. <\/strong>Unified Management Across All Operations, Significantly Enhanced Headquarters Control<\/strong><\/p>\n\n\n\n<p>Having integrated management policies and compensation rules across more than 30 legal entities and 14 brands, and achieved comprehensive standardization across 15 suppliers, Semir Group has moved beyond a decentralized and fragmented HR management model. Headquarters now exercises centralized control over employees across more than 20 cities and 5,000 stores nationwide. The standardization and normalization of HR management have been significantly enhanced, laying a solid foundation for the company's multi-brand and scaled development.<\/p>\n\n\n\n<p><strong><strong>5. <\/strong>Dual Improvement in Employee Experience and Engagement, with Effective Reduction in Turnover<\/strong><\/p>\n\n\n\n<p>The implementation of the WorkLife Employee Experience Platform has enabled employees to enjoy one-stop, digital HR services. Diverse incentive and care mechanisms have significantly enhanced employees' sense of belonging and loyalty. Turnover rates among retail store employees have dropped markedly compared to pre-implementation levels, while employee engagement and work motivation have surged, providing strong support for improving store service quality.<\/p>\n\n\n\n<p><strong><strong>6. <\/strong>Meeting Listing Requirements and Achieving Professional Compliance Audits<\/strong><\/p>\n\n\n\n<p>CDP's service processes adhere to international best practices, ensuring they are \"clear, standardized, and transparent\". The company provides international-standard compliance audits that meet listing requirements in China, Hong Kong, and the United States, perfectly aligning with Semir Group's operational needs as an A-share listed company. This provides robust human resources support for the enterprise's capital-driven development at the strategic level.<\/p>\n\n\n\n<p><strong>IV. Conclusion: Insights into the Upgrading of Human Resource Management in the Retail Industry\u2014Digitalization and Intelligence Are the Core Directions<\/strong><\/p>\n\n\n\n<p class=\"translation-block\">The in-depth collaboration between Semir Group and CDP Group has successfully addressed common pain points in human resource management under the retail industry's multi-brand, cross-regional, and store-based operations, providing valuable, replicable, and actionable experience for the upgrading of human resource management in retail enterprises: The upgrade of human resource management in the retail industry must not remain at the superficial level of \"cost reduction\". Instead, it should be built on a digital platform, centered on a standardized system, grounded in compliant operations, and driven by a human-centered experience. This approach achieves a four-dimensional enhancement of \"cost, efficiency, compliance, and experience\", enabling human resource management to truly become a vital pillar for the enterprise's scalable development and the cultivation of core competitiveness.<\/p>\n\n\n\n<p>As a leader in digital HR services, CDP Group, leveraging its deep understanding of the retail industry, professional HR management solutions, and robust digital platform development capabilities, has successfully built an integrated, omnichannel HR management system for Semir Group. This once again demonstrates CDP's core strengths in retail HR outsourcing, digital workforce management, and compliance risk prevention. Moving forward, CDP Group will continue to deepen its focus on the retail sector, keeping pace with industry trends toward digitalization, intelligent transformation, and scalability. We will persistently innovate in human resources service solutions to help more retail enterprises overcome workforce management challenges, empower them with digital and intelligent capabilities to upgrade their HR management, and support their pursuit of high-quality, sustainable development amid intense market competition.<\/p>\n\n\n\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>\u68ee\u9a6c\u96c6\u56e2\u4f5c\u4e3a\u56fd\u5185\u4f11\u95f2\u670d\u9970\u4e0e\u7ae5\u88c5\u9886\u57df\u7684\u9f99\u5934\u4f01\u4e1a\uff0c\u81ea 1996 \u5e74\u6210\u7acb\u4ee5\u6765\uff0c\u5e03\u5c40\u68ee\u9a6c\u3001\u5df4\u62c9\u5df4\u62c9\u7b49\u6838\u5fc3\u81ea\u4e3b\u54c1\u724c\uff0c\u4ee3\u7406 [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":6899,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"industry":[33],"product_cat":[45,28,15],"class_list":["post-6884","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-live-class","industry-33","product_cat-45","product_cat-28","product_cat-15"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - 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