Business operation management

Vision (Strategy development)

The global landscape is significantly affected by COVID-19 pandemic, geopolitical conflicts, technologies and innovations, diversifying demands and disrupting business models. With fast-changing and competitive business environment, enterprises re-design overall business strategy and mission to embrace with general business trends, which will ultimately help enterprises achieve long-term sustainability.

Strategy planning

Continuously evaluate and shape company's strategy. Help company building its second growth curve;
Guide enterprises to position themselves with foresights and analysis in competitions.

Strategy goal setting

Design strategic map;
Outline development blueprint with clearly articulated objectives and metrics, and design key initiatives.

Business model design

Redesign organisational structure to well execute overall strategy;
Help clarifying crucial business model factors, including market positioning, user profile, product design, business alliance, distribution channel, etc.

Synergy (Organisational development)

A foreseeing strategy requires the business operation system with matching capability and capacity to guarantee the organisational execution. By building a precise business operation system, improving operational efficiency and upgrading value chain, we help our clients adapting to the strategic transformation and changing market environment. In the process of organisation design, we maintain the balance of job allocation and collaboration, which ensures the enterprise being agile while aligning with strategy and customer needs.

Core business planning

Connect core business positioning for the company with the new enterprise strategy;
Help clients building competitive advantage in core business.

Business transformation

Redesign product strategy and positioning;
Optimise distribution channels;
Optimise sales and consumer operation system.

Organisation transformation

Optimise organisation structure, based on company situation and future development needs.

Functional division system

Clarify department functions;
Define job responsibilities.

Motivation (Talent development system)

Talents are the critical driving force of business transformation and strategy execution. Through performance and incentive plans, we help our clients making fair evaluations and better motivate employees. Meanwhile, organisation culture development and talent assessment create a good dynamic for talent development.

Performance management system

Build performance management mechanism based on strategy;
Design job evaluation system;
Design performance metrics;
Provide solutions on applying performance results to improve employee performance and accelerate capability development.

Talent assessment and capability improvement

Implement talent assessment led by strategy, further optimise;
Identify high potential talents and fit into key positions;
Build competency model for the development of hiring and selecting;
Build job qualification system;
Optimise training program supporting employee capability development.

Reward system

Short-term broadband compensation plan and long-term equity plan supporting the attraction, engagement and retention of key talent;
Incentive plan design and target-setting;
Tailored team incentive plan.

Corporate culture

Review corporate culture and values considering companies' history and business development;
Build a culture-oriented talent management system;
Design the behavioural implementation plan.

Process and compliance

Strategy planning

Re-build and optimise both operational and management processes, establish a closed-cycle process management system;
Process management, clarify authority and responsibility, focus on key processes.

Business compliance

Identify the compliance risks that are easily triggered during the actual implementation of innovative business modules. Meanwhile, prevent relevant risks through system construction and process specification.

Personnel relations management

Diagnose the compliance risk of the current labour and personnel system of the enterprise;
Establish and improve the management mechanism(including but not limited to employee manual, labour contract, trade secret protection mechanism and non competition agreement, etc.);
Optimise labour relations management process, to ensure the compliance of relevant processes and reduce the risk of employment disputes;
Assist enterprises in dealing with labour disputes and other related issues.

Digital empowerment

Digital organisational capacity planning

Diagnose and analyse company's digitalisation situation, and identify the key capability of digital transformation.

HRM shared service center design

Centrally set up specialised HRM shared service centers to enhance the specialisation, automation and standardisation, which helps reducing costs, improving efficiency and focusing on strategy.