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People-oriented

Adhering to the inclusive and people-oriented strategy in human resources, COLI has created and operated two human resources management arms, “Sons of the Sea” and “Sea’s Recruits”, selecting and employing outstanding talents from universities and the society. The Company has also established a systematic talent training mechanism, so as to secure human resources for its sustainable development.

Overview of Human Resources Management

Building on the foundation of solid human resource infrastructure and talent pool management, the Company adhered to the sound system and culture already in place, while seeking to achieve a balanced development of staff, guiding employees to incorporate their personal goals into the long-term corporate development objectives, resulting in a simple, transparent, positive and progressive working environment. The Company has also continued to optimise its appraisal, remuneration and welfare procedures, improve the office environment and organise different recreational activities to boost staff satisfaction and nurture their sense of belonging. Its outstanding performance in talent development and corporate governance has garnered for the Company the honors of “Best Employer in China” and “The Most Respected Company” for several consecutive years.

Staff Training and Education

COLI has launched a series of reputable talent nurturing programs, such as the “Career Development Workshop”, the “Pilot Training Class”, the “Career Foundation Program”, the “Professional Workshop for Managers”, the “Training Camp for Staff with Potential” and the “Motivation Workshop for Senior Management”, complemented by its E-learning Academy of COP, a knowledge sharing learning platform. Therefore, a training system has been formed, comprising modules of “network training, daily training, intensive training and external training”, with extensive resources for career development and personal value enhancement. Furthermore, the core values of “integrity, practicality, innovation and excellence” are practiced in our duties.

Collectively refers to staff that COLI has recruited directly from universities. The Company has registered this trademark, utilising it to represent its corporate image to recruit staff among freshly graduated students, as well as its commitment to recruit and cultivate their professionalism, thereby enabling them to give full rein to their talents.

Collectively refers to the experienced staff that COLI has recruited directly from society and is an important constituent of the Company’s human resources team. “Sea’s Recruits” programme has become a distinctive symbol of COLI to attract the highly-qualified talents in the society as well as its recruitment platform open to experienced professionals.

"Sons of the Sea" Induction Training

On 9 July 2015, a pilot training class for 30 “Sons of the Sea” from our marketing firm commenced in Guangzhou. The training featured lectures by senior managers, quality enhancement initiatives, value planning lessons by prestigious speakers, customer base expansion planning, internet marketing, new marketing concepts, product positioning, pricing and other professional programs. After four days of intensive training, the new recruits were given a chance to attract customers at project sites for a few months and put marketing in practice, so as to fully strengthen their expertise and professionalism.

Job Bidding

Our Wuhan company held its first job bidding session on 30 July 2015 to provide employees with more options of career development, to get a better understanding of its talent pool and to promote the corporate philosophy and value of adaptive job arrangement. Employees signed up for the job bidding session at will and were subject to initial assessment.Eligible candidates gave presentations and answered questions, and their overall performance were assessed. Finally, vacancies were filled by candidates with the best performance. In this way, employees at all levels could better understand and reflect on their work. The event also contributed to the transparency and normalisation of the talent selection mechanism, creating a fair, just and open environment for career advancement. Similar activities were also organised in Zhengzhou, Nantong, Yangzhou, Jilin and other cities in the Northern region in 2015.

My Open Class

A total of eight management lessons, “My Open Class”, was organised in the northern region between August and December 2015. Senior staff from various business lines were invited to share their expertise and experience in cost management, marketing, project development, planning and design, quality management, human resources, customer relations and other areas to improve the performance of the employees.

Training Camp for Staff with Potential

As a major part of the Company’s talent pool, potential employees are the performers and promoters of the Company’s strategic goals. Our project management company held its first “Training Camp for Staff with Potential” in Foshan from 17 to 19 July 2015 in order to better cultivate and develop the expertise and professional qualities of employees. The training camp was also intended to promote intra-field sharing and exchange as well as inter-functional cooperation. A total of 37 outstanding employees were selected from the project management department across regions. They were provided with lectures by senior managers, best practice sharing and simulated project planning. The training camp gave the staff a chance to reflect, exchange and review their advancements.

Sea's Recruits Orientation Camp

Two “Sea’s Recruits Orientation Camps” were organised in the Western region in July and November 2015. “Sea’s Recruits” from Chengdu, Xi’an, Chongqing, Kunming and Xinjiang gathered in Chongqing for the training sessions. Activities included corporate culture sharing, professional exchange, lectures and project visits to facilitate integration and increase a sense of belonging. They were also intended to foster an awareness of quality in property development and career development.

E-learning Academy of China Overseas Property

“E-learning Academy of China Overseas Property” established by the Company has become a platform for general staff training and self-development. The “E-learning Academy of COP” provides general background training by way of sharing videos, through which professional knowledge and experience are exchanged cross-regionally, cross-divisionally and cross-hierarchically. During the year, the Company organised more than 2,570 sessions of general training, with over 13,525 participants. More than 90% of employees received training through the E-learning Academy of China Overseas Property, with over 9,500 completions of courses and 16 counts of online learning per person.

On-Job Education

The Company developed the “Management Method for Subsidising Staff to Receive Degree Education” in 2014 in order to enhance the system of staff training and development. The method allows core staff to update their expertise and enhance their competence. Through this system, the Company encourages and supports its staff to take on-job degree programs, providing them with opportunities of sustainable development. In 2015, more than 10 employees received on-job education through the scheme.

Occupational Health and Safety

As a leading property enterprise with a focus on property development and investment, the occupational health and safety risk related to daily business and workplace operations of all of its staff is relatively low. The Company has continued to optimise its work practices and daily management of its staff’s health and safety with the aim to create a safe, healthy and comfortable work environment.

Caring for our People

To show their care for occupational health of employees, companies under COLI in Shanghai, Zhuhai, the Northern region, Dalian,Shenyang, Nanchang, Jinan, Hua Bei region, Hangzhou, Nanjing, Ningbo, Foshan, Xi’an, Kunming, Xinjiang and Suzhou organised seminars on occupational health and safety, with topics including the interpretation of body check-up reports.

On 11 June 2015, our Zhuhai company invited an expert at a local healthcare center to hold a seminar on how to read body check-up reports. The professional answered questions from the staff and provided one-on-one consultation to promote the physical and mental health of employees. The documents on the interpretation of body check-up reports were shared subsequently through the intranet.

On 29 October 2015, our Shanghai company invited a professor at a healthcare center to provide a “Care for Employees’ Health” training session. Some employees underwent tests of overall physical functions, living patterns and medicine use. The event also included a comparative analysis on functional medicine, modern medicine and traditional Chinese medicine to give guidance for a healthy lifestyle and the prevention of diseases.

Staff Association

COLI has set up the Staff Association in 1992, with a mission to enhance the communications and interaction between all levels of the staff through diverse activities such as recreation, sports, seminars and gatherings. With its business presence expanding in an ever-greater number of cities, the Staff Association has also been set up in the new locations of its business operations so as to enrich the leisure time of the staff and serve as an important means to boost the sense of belonging and cohesion of the staff.

"I'm doing fine at China Overseas"

The Staff Association of our project management company planned and carried out a cultural activity with the theme of “I’m doing fine at China Overseas” around the Mid-Autumn Festival 2015. Employees were encouraged to send greeting cards and photos to their families and relatives at this festive time, sharing their satisfaction at work and happiness in life. More than 1,000 project management staff members joined the event. In some regions, families of the employees were also invited to celebrate the festival together. The activity facilitated interaction between the Company and employees and enhanced their well-being.

Corporate Cultural Activities

COLI employees participated a number of corporate cultural activities initiated by the parent company, such as the COHL Cultural Performance, Planning for COHL’s future and the 6th “China Overseas Image” Photography contest, and delivered excellent performance.

Staff Engagement

COLI has established a comprehensive human resources management policy and system, setting up standard procedures for salaries and fringe benefits, staff recruitment and promotion, transfer and exchange, management of resignation and termination, number of working hours, holidays, job qualification, awards and evaluation. When the Company determines recruitment and promotion of individuals, including basic salaries and fringe benefits of new employees, it focuses mainly on their past experience, qualifications and professional competence without discrimination against gender, age, family status, disability, race and religion. As the Company’s business presence covers nearly 50 cities in Mainland China as well as Hong Kong and Macau, the composition of teams within member companies have become more diversified.

Communications between Staff and Management

COLI fully supports positive interactive communications between management of different member companies and the staff in a bid to create an open, transparent and positive work environment and optimise management systems and policies in all aspects of the Company’s operations. The Company utilises various online and offline channels such as the OA intranet system, working conferences and regular meetings to communicate the policies as well as the strategies and directions of the Company. It also regularly discloses the latest company news and provides a platform for its staff in different areas to share their personal living and work experience through its “China Overseas” magazine.

Staff Satisfaction Survey

To bolster the Company’s management standard and promote the spirit of democracy, COLI has since 2008 been conducting the Annual Staff Satisfaction Survey for all staff of the Company on their satisfaction levels through its intranet platform. Both the participation rate and the satisfaction scores have been constantly rising year-on-year.