三亿体育

Fair Employment

Longfor Group adheres strictly to the Labor Law of the People's Republic of China, the Labor Contract Law of the People's Republic of China, and all other applicable laws and regulations. In addition, we have formulated and improved internal rules and regulations, to refine further and standardize the personnel recruitment process. We have established the Longfor Group Human Rights Policy, which prohibits the employment of child labor a💞nd forced labor and firmly opposes any discrimination in terms of gender, ethnicity, region, religion, sexual orientation, etc. In 2022, Longfor Group committed no child labor, forced labor, or discrimination violations.

Longfor Group was committed to fairness and equal treatment, and took into account the gender, culture, experience and other professional background of employees. We provided equal employment opportunities for employees of different nationalities and regions. We implemented equal pay for equal work between men and women to create a diverse talent pool and continuously enhance the inclusiveness of the workplace and the sustainability of the Company's development. In addition, we encourage employees to report disparities to the human resources division. After receiving a report, the internal audit department will investigate the report's contents independently. The management is responsible for follow-up and handling to ensure that employees' legitimate rights and interests are fully protected.
  • Equal
  • Respect
  • Anti-discrimination
Employee Training and Development
Employee Training
Development and Promotion
Employee Incentives
Longfor Group has established a systematic and diversified employee training mechanism and developed customized training plans for employees of various levels and scenarios. We regard talent training and ladder building side by side and offer each employee career training resources for the whole life cycle. In 2022, the employee training of Longfor Group achieved remarkable results, with 35,233 individuals trained, 1,266,465 hours of online training, and 364,770 hours of offline training.Longfor Group has been constructing a campus recruitment brand for several years, enhancing the training system for fresh graduates and cultivating many exceptional talents via brands such as “Management Trainee Program” “Blossom”“Dianjiang”. We also conduct induction and professional training for new employees, aiming to promote the rapid growth of our employees.In 2022, we designed 126 customized learning maps and developed 7,804 online courses based on the requirements of various positions, including 1,915 new courses and 1,492 live streaming sessions, to enhance the professional capability of employees in all aspects and dimensions. In addition, we encourage our employees to pursue further education and obtain the appropriate professional certifications. In 2022, the Company supported over 30 certificates, including Senior Property Manager, Class I Registered Fire Engineer, and Intelligent Building Manager, among others.

  • 35,233peoples

    Individuals trained

  • 1,266,465hours

    Online training

  • 364,770hours

    Offline training
According to the Administrative Measures for Employee Seniority and Job Levels and the Rules of Longfor Group Flowing Water Program, Longfor Group continues to refine promotion standards and paths. We combine the employee evaluation system and employee assessment decisions to promote the standardization and transparency of employee promotion channels and create a healthy competitive environment for all employees.We focus on the diversified development of our employees. We have devised the “Talent Flowing Water Mechanism”  to actively encourage employees to engage in the “Three Crosses” scheme of cross-regional, cross- business arm, and cross—functionality. In 2022, we successfully achieved “Three Crosses Talent Flowing Water Program” for 6,620 participants, an increase of 131% compared to the previous year.

  • 6,620participants

    “Three Crosses Talent Flowing Water Program”

  • 131%

    Increase compared to the previous year
Longfor Group continued to optimize the talent incentive policy and related initiatives, to strengthen the consistency of personnel and organizational management between the Group and regional companies and to incentivize the regional companies to continuously improve their talent flow and output, organizational effectiveness, team stability, recruitment effectiveness, and talent training and empowerment, we have developed a single award incentive system with a bonus amount attached.
Management Trainee Program
Blossom
Dianjiang
As the flagship program of Longfor Group's campus recruitment, the “Longfor Management Trainee Program” has evolved over the years into a standardized training system that actively empowers the training of middle and senior managers in the future. In 2022， Longfor provided opening camp training for 494 “Future Officers” and functional professional training and mindset enhancement training for 839 “Future Officers” in the previous two terms.
"Blossom" is a recruitment project for fresh graduates created by Longfor Group to cultivate versatile sales and operation talents with cross-industry and cross-business competitiveness. We forge the "Blossom" brand, clear the training path, and smooth the training system to cultivate a large number of cross-channel versatile sales talents for Longfor Group.
The "Dianjiang" plan, which covers Longfor Intelligent Living, Gannet Rental, and Longfor Intelligent Refined Engineering, started in 2003. It is a campus recruitment plan aimed at selecting and cultivating high-quality operational, engineering, and marketing talents for the future. The goal is to recruit versatile management elites with business acumen, customer orientation, evolutionary potential, and self-driven progress.
Employee Health
Longfor Group complies with laws and regulations such as the Law of the People's Republic of China on the Prevention and Control of Occupational Diseases and the Occupational Health Safety Management System Certification. We have developed management systems and supervision mechanisms for employee health and safety. We conduct daily inspections and supervision to raise employee safety and health awareness. Longfor has obtained ISO 45001 and OHSAS 18001 Occupational Health and Safety Management System Certifications by the end of 2022.
    Insurance Coverage
    Health Consultation
    Diversified Activities
    Longfor Group continued to optimize and upgrade our commercial insurance program to maintain the variety of options for employees and increase the number of self-service claims for commercial insurance.The "Da Tong Yuan" Care Plan is an exclusive protection plan established by Longfor Group to assist employees afflicted by illnesses or accidents. In 2022, the "Da Tong Yuan Employee Care Plan" upgraded with the introduction of an immense reunion boon that extends coverage to employees' parents. It also added an online consultation function, allowing employees and their families to share medical resources in first-tier cities. In addition, if an employee leaves the Company, he or she can also switch to the "New Journey" plan, which will continue to protect the employee and his or her family.By 2022, the number of people enrolled in the "Da Tong Yuan" Care Program has exceeded 14,000, benefiting more than 40,000 people.
    We introduced the Longfor exclusive online general practitioner to develop the Longfor exclusive health consultation service platform to facilitate our employees' work and personal lives. In addition, we have opened the Xiaohu Doctor online consultation service to provide our employees with online consultation and online ordering and delivery of medicine to their homes to meet their needs for contactless consultation and medicine purchase.In addition, we pay high attention to the mental health of our employees, conduct EAP (Work Life Coaching Program) Employee Assistance Program, we provide employees and their families with telephone or face-to-face counseling services through counselors from third-party professional organizations, covering a broad range of topics, including work stress, career, marriage and parenthood, and emotional management, to protect employees' physical and mental health in a multidimensional manner. In 2022, 460 telephone/video/face-to-face counseling sessions and 8 online/offline seminars were held at various locations.
    With the concept of "combining work and rest", Longfor Group carries out a variety of leisure activities to balance the life and work of employees. We have organized "Goddess Day", dumpling wrapping contest and spring festival writing activities on many holidays to celebrate with our employees.We launch a series of "Longfor She Report" goddess-specific activities in all regions on "Goddess Day" on March 8 every year, including but not limited to pushing "Goddess Day" character stories on the Group's official WeChat account, snapshot flash of female exemplars at Longfor's headquarters, and holding goddess roundtable meetings to focus on women's workplace feelings, promote gender equity in the workplace, and praise women's value.
    Employee Communication
    Longfor Group continued to strengthen culture construction and actively practiced cultural core of "One Mission, Four Core Values, and Ten Principles." This year, we conducted three "Culture Thermometer" activities with participation from 48,186 employees across the entire business segment to provide light online tools for management and employees and detect the corporate cultural atmosphere.Longfor Group values employees' opinions. We actively consider their feedback and have constructed a multidimensional communication bridge. We continue to upgrade the function of the "Longfor BBS" internal forum, utilizing it as a platform for equal internal communication, enhancing employees' sense of security and enthusiasm, and encouraging them to express their work suggestions rationally. We also promoted the implementation of 1v1, 360 comprehensive assessment, frank talks forum, and other mechanisms to enhance communication between employees and seniors.The Group conducts yearly employee engagement and satisfaction surveys to improve employee satisfaction by listening to employees and identifying and resolving problems. In 2022, Longfor Group had an employee engagement score of 81% and a satisfaction score of 80%, maintaining the leading position in the real estate industry.

    • 2022

    • 81%

      Engagement score（Coverage 100%）

    • 80%

      Satisfaction score（Coverage 100%）
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