A Leading Real Estate Company in China Deployed C&T HRM and WFM Management Systems
Company Background
A leading China-based real estate was established in 2001 and operates as a large-scale property development company with a foreign investment background. The group employs over 1,000 staff and manages a diverse portfolio, including integrated international office buildings, boutique design hotels, and shopping centers.
Customer Needs
As industry competition intensified and business operations diversified, efficient human resource management became a critical factor in maintaining competitiveness. The group faced the following challenges:
A large number of employees, making information management complex.
Frequent changes in organizational structure based on different real estate projects.
Complicated management of salary calculations involving basic wages, performance bonuses, and project commissions.
Dispersed work locations for property positions, making attendance management challenging.
C&T’s Advantages
By implementing C&T’s HRM (Human Resource Management) system for personnel and payroll, along with the WFM (Workforce Management) attendance system, the group addressed these pain points effectively.
System Functionality Coverage and Pain Point Resolution
1. Employee Basic File Management
The HRM system has established a unified employee information database, enabling centralized storage and management of employee basic information. Through permission settings, different departments can only access and modify employee information relevant to their department, ensuring data security and accuracy. The system also supports bulk import and export of employee information, facilitating data updates and backups, effectively resolving the complexity of employee information management.
2. Organizational Structure Management
The system provides flexible organizational structure settings, allowing for quick creation, modification or deletion of departments and positions based on the progress of real estate projects and corporate strategy adjustments.
3. Salary Management
The salary management module can automatically calculate employees’ basic wages, performance bonuses, project commissions, and other compensation based on predefined salary calculation rules.
Implementation Process
1. Project Initiation and Needs Assessment
After project initiation, the project team communicated in-depth with the human resources department, finance department, and heads of various business departments at the company to understand the current situation, pain points, and expectations regarding personnel salary management. By sorting through existing business processes, the required system functionality modules and business logic were identified, laying a foundation for subsequent system configuration and development.
2. System Configuration and Employee Data Import
Based on the results of the needs assessment, the WFM system was configured. Parameters such as attendance methods, attendance time ranges, and approval processes for different positions were set. At the same time, basic employee information was imported into the system to ensure accurate identification of employee identities and correlation of attendance data.
3. Testing and Optimization
After system configuration was completed, multiple rounds of testing were conducted, including functionality testing, data accuracy testing, and performance testing. Adjustments and optimizations were made promptly based on issues identified during the testing process.
Customer Benefits
1. Enhanced Human Resource Management Efficiency
With the HRM system, the time taken for salary calculations was reduced from several days to just a few hours, significantly improving accuracy. Employee information management and organizational structure adjustments became more convenient. The WFM system also reduced the average approval cycle for attendance processes by over 50%, allowing employees to stay informed about their attendance status, reducing disputes arising from attendance issues, and improving the human resources department’s efficiency in analyzing attendance data, providing timely and accurate data support for HR decision-making.
2. Cost Control and Compliance Assurance
In salary management, accurate handling of cost centers helps the enterprise control labor costs and avoid overspending due to salary calculation errors. Additionally, the attendance process was standardized, reducing the potential for cheating in manual attendance and ensuring strict enforcement of attendance policies, thereby lowering the risks associated with labor disputes.
3. Increased Employee Satisfaction
Employees can access their salary details, attendance records, and other information online, enhancing transparency in human resource management. The efficient attendance process in the WFM system reduces employee dissatisfaction caused by long approval waiting times, improving employees’ work experience and satisfaction.
Sources page: www.ctil.com/english/content/leading-real-estate-company-china-deployed-ct-hrm-and-wfm-management-systems
