MindMap Gallery Key tasks of the Administrative and Human Resources Department in 2024
The key work report summarizes the completion of 100% recruitment of key positions and maintaining the annual average on-the-job rate of 95%. Unify ideas, inherit culture, enhance team cohesion, build a wolf team, etc.
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Discover how Aeon can navigate the competitive online landscape with a strategic SWOT analysis. This comprehensive overview highlights Aeon’s strengths, such as its strong brand recognition, omnichannel capabilities, and customer loyalty programs, alongside its weaknesses, including digital maturity gaps and cost structure challenges. Opportunities for growth include enhancing e-commerce competitiveness and leveraging data-driven strategies, while threats from online-first players and market dynamics require attention. Explore how Aeon can strengthen its market position through innovation and customer-centric approaches in the ever-evolving retail environment.
Discover how Aeon effectively tailors its offerings to meet the diverse needs of family-oriented consumers through a comprehensive Segmentation, Targeting, and Positioning (STP) analysis. Our approach begins with demographic segmentation, examining family life stages, household sizes, income levels, and parent age bands to identify distinct consumer groups. Geographic segmentation highlights store catchment types and community characteristics, while psychographic segmentation delves into family values and lifestyle orientations. Behavioral segmentation focuses on shopping missions, price sensitivity, and channel preferences. Finally, needs-based segmentation reveals core family needs related to value and budget considerations. Join us as we explore these insights to enhance family shopping experiences at Aeon.
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Key tasks of the Administrative and Human Resources Department in 24 years
Completed 100% recruitment of key positions and maintained an annual average on-the-job rate of 95%
Establish 71 people in 2024
Commercial establishment of 25 people
Management staff: 2 people
The investment department has 4 people
The promotion department has 4 people
The operation department has 6 people
Finance department staffed by 4 people
The Administrative and Human Resources Department has 4 people
The customer relations department has 1 person
Property management staff: 46 people
The customer relations department has 3 people
The property management department has 43 employees
Engineering establishment: 16 people
Property management staff: 27 people
There were 69 people on the job in January, and the on-the-job rate was 97%.
Recruitment of 18 people for key positions (investment, operation, promotion and management positions)
There are 6 people in the management position, 6 people are on duty, and there is a lack of an operations department head.
1 person supernumerary
There are 4 people in the investment recruitment post and 6 people are on duty.
The operations department has a staff of 5 people (excluding department heads) and 6 people are on duty.
Super staffing to create personnel replacement reserves
The Promotion Department has a staff of 3 people (excluding the department head) and 3 people are on duty.
There were 17 people on duty in January (excluding overstaffed personnel), and the on-duty rate was 94%.
Unify thinking, inherit culture, enhance team cohesion, and build a wolf team
Corporate culture
Create star role models, set benchmarks, and give timely praise; completion time: once a month
One lesson per week; completion time: once per week
Corporate culture lecture hall; completion time: twice a year
Break down departmental barriers, strengthen team goals, and create an efficient communication atmosphere
Publicize and implement the target responsibility letter (action meeting) for the 2024 project. Completion time: February monthly meeting
1. Assist each department in writing the department’s annual target responsibility statement; completion time: January 31 2. Indicators are broken down into months and individuals; completion time: lasting throughout the year 3. Randomly check employees’ awareness of department indicators and personal indicators; completion time: once a quarter, at least one person from each department will be randomly checked;
1. Monthly publicity and implementation of project indicators; completion time: once a month 2. Each department will review the completion status of the indicators and formulate filling measures for unfulfilled indicators; completion time: once a month
Resolve cross-department conflicts in a timely manner, put yourself in someone else's shoes, understand each other's needs, eliminate egotism, use more empathetic thinking, find the root causes of problems and propose solutions based on the circumstances; completion time: one employee interview per quarter
Activate endogenous motivation
Continuous personnel inventory and continuous 4P work
New employees
1 1 3 interviews, continue to pay attention to the news of new employees
senior employee
Performance appraisal, 360-degree interview, continuous replacement
Create employee activities based on project characteristics
regular activities
Quarterly birthday parties and solar term activities
Theme activities
Employee Care Category: Weiya provides cool refreshments to front-line employees
Training (Starlight Night School)
Organize various departments to carry out system training
general system
Everyone participates
Involves cross-departmental collaboration system
All relevant departments participate
department-specific system
Participation of all members of the department