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            [post_content] => News - 为中国员工构建杰艾控股的企业文化
为中国员工构建杰艾控股的企业文化
Building a Gi Group Holding company culture for our employees in China.
Ningbo, 7/10/2023

在这篇文章中，来自杰艾控股大中华区的两位人力资源经理，Carry Zhu和Tina Wu，为大家讲述了当地市场如何看待企业的工作文化，以及她们的团队如何为希望改变生活的员工建立一个包容、鼓舞人心的空间。

In this article, Gi Group Holding team members Carry Zhu and Tina Wu, HR Managers from our offices in China, address how the local market views businesses’ work culture and the specific efforts their team is making to build an inclusive, inspiring space for employees who wish to change lives.  

中国市场有许多特殊性，很多境外公司和刚开始在中国开设代表处的企业可能对此不太熟悉。一般情况下，境外公司的代表处会与中国境内的代理服务机构合作，进行招聘并管理招聘流程。这种间接的模式有时会使其与员工更难建立与形成最初的联系，也很难帮助他们与公司的文化达成一致。然而，这种联系对当今经济环境中的公司来说是却又是非常重要的。这就是为什么杰艾控股（和其他公司一样）会付出额外的努力来帮助新员工了解公司的使命和愿景，并使他们与公司的具体业务目标保持一致。

The Chinese market has a number of specificities that many businesses outside the country, or who are taking their first steps at opening representative offices in the country, might not be familiar with. In many cases, international businesses’ representative offices work with agency services to make hires and manage recruitment processes. This indirect model can sometimes make it more difficult to develop and form initial bonds with employees and help them connect and align with a company’s culture. This connection, however, is something that is very important to companies in today’s economy. That is why, at Gi Group Holding (similar to other businesses), we put extra effort into helping new hires understand our company’s mission and vision and align themselves with our specific business goals.



杰艾人力中国区人力资源经理Carry Zhu解释道：“对我们的员工来说，企业文化代表着企业的灵魂。它是可持续发展背后的驱动力，同样也帮助我们的团队在他们的工作中找到对个人更有意义的价值和目标。这种与目的和意义的联系激励他们去完成和实现公司的战略目标。”

Carry Zhu - HR Manager at Gi Group & Gi BPO China, explains, "For our employees, the company culture represents the soul of the business. It is the driving force behind sustainable development and likewise helps our teams find personally meaningful value and purpose in their work. This connection to purpose and meaning motivates them to fulfil and achieve the company’s strategic goals."

与其他国家的市场一样，中国的企业也明白投入时间打造强大的企业形象和组织文化的重要性。这样能使员工团队更有凝聚力，促进更好地合作，也能创造出强大的团队精神。“一个令人愉快和有意义的企业文化不仅对公司内部有益，而且也为可能希望为我们公司工作的潜在求职者创造了一张很好的名片。我们认为，如果有人有意向来杰艾控股工作进而打听公司的情况，我们的企业文化——它的优势和对员工技能发展的深度关注——是对他们的一个良好激励，能使他们感受到我们紧密协作的团队和那些乐于开展业务的团队的鼓舞。在某种程度上，我们为建立高质量的企业文化所做的长期努力是具有传染力的。我们的客户也越来越希望与我们合作，因为他们看到了我们以人为本的理念，也看到了员工在我们公司工作有多快乐。”纬择中国的人力资源经理Tina Wu指出。

As with other markets, Chinese businesses understand the importance of investing time into building a strong corporate identity and organisational culture. They believe that it makes employee teams more cohesive, fosters collaboration and creates a strong team spirit. "A visibly enjoyable and meaningful company culture is not only beneficial for the business internally, it also creates an excellent calling card for potential job candidates who might wish to work for our company. We see that our organisational culture - its strength and deep focus on people’s skills development - serves as a good incentive for individuals to enquire about work with Gi Group Holding. They are inspired by our tight-knit teams and those groups’ readiness to do business. In some ways, our long-term efforts to build a quality company culture is contagious. Our clients increasingly want to work with us because they see our people-first focus and also how much employees enjoy their jobs in our company," points out Tina Wu - HR Manager at Wyser China



与世界各地的公司一样，杰艾控股大中华区也在不断波动和不确定的全球市场中摸索前行。公司的团队必须要从员工需求的角度来审视公司的文化。公司的团队成员，就像他们在其他国家的同龄人一样，希望可以在其职业生涯中取得进步，并投资于个人发展。他们同样面临着外围市场的机会和其他公司提供工作的外部诱惑。在解决如何建立和阐明整体企业文化的问题时，企业需要考虑构成这一理念的原则，以及如何将其与员工和求职者的个人利益相匹配。如果出现冲突或不匹配，那么公司管理团队和人力资源负责人则需要考虑纠正潜在问题的计划了。

Similar to businesses around the globe, Gi Group Holding China is also navigating its way in a constantly volatile and uncertain global market. The company’s teams have had to look at the organisation’s culture from the perspective of employee needs. Company team members, like their peers in other markets, wish to advance in their careers and invest in personal development. They are likewise faced with opportunities in peripheral markets and external temptation in the form of work offers from other companies. In addressing how to build and articulate an overall organisational culture, businesses need to consider how the principles that make up this philosophy match the personal interests of employees and also job candidates. If conflicts or mismatches arise, then company management teams and HR directors need to consider plans for rectifying potentially problematic situations.

“在杰艾控股大中华区，我们非常关注并强调开放的沟通。在招聘和培训候选人的初期，我们就会解释并分享企业文化和理念细节。这是为了让应聘者提前对我们公司有一个很好的了解，并且可以清晰地看到我们所呈现的信念、使命和愿景是否与他们自己的个人观念和期望相一致。另一方面，这些沟通也让我们有机会描绘出公司的形象，以及它是如何在文化方面运作的。员工事先就知道他们要做什么，在加入公司后，我们会开始一个充实的入职流程，包含着重要的培训课程。”Carry Zhu补充道。

"At Gi Group Holding China, we focus on and emphasise open communications. From the very start, when hiring and onboarding candidates, we explain and share details about the company culture and philosophy. This is so candidates have a good understanding in advance and can easily see if our beliefs, mission and vision as presented are consistent with their own personal philosophy and expectations. On the other hand, these discussions afford us the chance to paint an image of the company and how it operates culture-wise. Employees know up front what they are getting into, and after joining the company, we embark on an intensive onboarding process, full of important training sessions," adds Carry Zhu.

杰艾控股的团队将员工培训的重点放在帮助新员工在实践中理解企业文化上。可以看到，我们在世界各地的分公司都是根据一套统一的标准开展业务的，中国也是其中之一。随着培训计划的推进，HR部门不仅关注员工如何执行日常工作的流程，也关注员工的个人发展。所有新入职的员工都要经过一段试用期，其中最后是一个评估流程：首先是自我评估，然后是与当地人力资源和相关业务部门的审查和讨论。真正观念一致的员工很快就能理解杰艾控股统一价值观体系的重要性，并通过员工的工作活动，立即看到这些共同价值观作为指导力量的切实影响。

The Gi Group Holding team focuses its employee training efforts, in this case, on helping new hires understand the company culture in practice. They see how our business operates based on a unified set of standards in offices all over the world, and China is one of them. Training programmes, as they advance, address processes for how employees execute on their daily work and focus on people development. All newly-onboarded hires then pass through a probationary period which culminates in an assessment process: first, a self-assessment, then after that reviews and discussions with our local HR and employment departments. Truly-aligned hires quickly understand the importance of the unified values system at Gi Group Holding and immediately see, through their work activities, the tangible impacts of these common values as a guiding force.



长期努力打造可持续发展的企业文化

Long-term efforts to build a sustainable company culture

在杰艾控股大中华区的办公室里，团队使用许多工具来建立员工之间，以及员工与管理团队之间的关系。其中一些工具是全球通用的，而另一些则是针对中国市场的。“例如，参加活动和会议对我们当地的团队来说非常重要。这是建立有凝聚力和协作力的团队、提高员工幸福感的最有效方法之一。这些活动可以使每个人更好地了解彼此和公司，缩小同事之间潜在的工作和社交距离，从而使组织中的每个人都受益。员工也可以在日常工作中积极合作，找到分担工作责任的方法，并提高整体绩效和工作效率。”Tina Wu说道。除了会议和各种面对面的交流之外，杰艾控股大中华区团队还通过进一步的培训项目、电子邮件公告、小组会议、网络媒体和公共社交平台以及各种小组或团队活动来分享和倡导公司的使命和愿景。领导团队利用所有这些工具，帮助我们的员工在日常工作生活中始终如一地体现和影响公司的价值观和文化。

In our Gi Group Holding China offices, our teams have access to a number of tools to build relationships between employees and also among workers and their management teams. Some of these tools are commonly used worldwide, while others are more specific to the Chinese market. "Participating in activities and conventions, for example, is important for our local teams. This is one of the most effective ways to establish cohesive, collaborative teams and to enhance employee happiness. These activities give everyone a better understanding of each other and the company. This narrows any potential work-social distances between colleagues, which then benefits everyone in the organisation. Employees can actively cooperate on their daily work and find ways to share job responsibilities and improve overall performance and work efficiency," notes Tina Wu. Beyond conventions and various types of face-to-face encounters, the Gi Group Holding China teams shares and advocates for the company's mission and vision through further training programmes, via email bulletins, in group meetings, through online media and public social platforms, and via various group or team activities. Leadership teams leverage all these tools to help our employees consistently embody and make impact through living the company's values and culture in their daily work lives.



展望未来：创造一种与年轻一代及社区都产生共鸣的工作文化

Future prospects: creating a work culture that resonates with younger generations and the community

许多劳动力市场测评认为，Z世代更以价值观或目标为导向，即更倾向于在职业生涯中取得有意义的成就。在寻找潜在雇主并决定留在某家公司时，他们会考虑例如更健康、更可持续的经济、更加公平的社会环境、以及更高的整体教育（学习）水平等因素。Carry Zhu强调：“在选择理想工作时，Z世代求职者更看重工作与生活的平衡、舒适的工作环境以及稳定的晋升和职业发展机会。他们希望在工作中得到平等的尊重，并对雇佣他们的公司抱有很高的道德期望。基于这些事实，我们杰艾控股大中华区的团队不断对办公环境进行改变和调整，同时也提倡个人的成长和学习的机会、支持开放的内部沟通和管理方法、建立工作晋升和职业发展机制，并通过这些方式更好地与Z世代员工互动，吸引这个年龄段的候选人。”

Many labour market assessments comment that Gen Z is more values- or purpose-driven and has a stronger orientation toward meaningful achievement in their professional lives. When looking at potential employers and later deciding to remain with a specific company, they factor in issues such as a healthier, more sustainable economy; a fairer social environment; and higher overall education (learning) levels. Carry Zhu highlights, "When choosing their ideal job, Gen Z candidates place greater value on work-life balance, a comfortable working environment, and solid opportunities for promotion and career advancement. They wish to be treated with equal respect in their work and have high ethical expectations of the companies that employee them. Based on these facts, our team at Gi Group Holding China continuously makes changes and adjustments to the office environment. We promote opportunities for growth and learning; support open internal communications and management methods; and put in place job promotion and career advancement mechanisms to engage better with our Gen Z employees and attract candidates from this age cohort."



为了更好地提高我们作为优秀企业的知名度和声誉，吸引下一代候选人并留住优秀员工，我们将管理层和员工很大一部分的时间和努力投入在了重要的企业社会责任活动中。在中国，我们的团队每年都与政府部门或相关机构合作企业社会责任活动。例如，我们开创了一个名为Giardino的项目，即通过购买新鲜农产品支持当地农民，然后将其作为福利的一部分分发给内部员工。该项目在通过增加销售和促进社会就业来帮助农业部门的社区合作伙伴的同时，还增强了员工对总体企业价值观的认同，提高了工作满意度。其间接的好处是当地人对杰艾控股的雇主品牌形象也有了更高的评价。这就是为什么在今年的最后几个月里，杰艾控股大中华区的团队将继续参与更多面向社区的活动。Tina Wu列举道：“我们正在运行的一些项目，旨在改善团队成员的整体员工体验。比如我们投入了时间和资金对北京、深圳、上海、苏州等多个办公室进行了装修和改造，从而为员工创造更好的办公环境，同时也有助于吸引新的人才。我们与宁波当地政府红十字会合作，为员工举办了救援培训，以提高他们的急救能力，帮助他们做好应对突发情况的准备，从总体上保护自己和他人的生命安全。在公司内部，我们增加了内部培训项目的数量来支持组织发展，并通过获得先进的专业技能进一步提高员工的专业发展。例如RPO（招聘流程外包）培训、BPO（业务流程外包）培训（未来议程）、ITO （IT外包）培训和演讲交付培训。我们还提供各种外部培训课程：PRO PAYBACK、高级管理人员培训课程，以及关键业务拓展培训（也在未来议程中）。”

Part of our efforts to boost our visibility and reputation as a good corporate citizen, with appealing to next generation candidates and retaining top employees in mind, includes investment of management and employee time in important CSR activities. In China, the Gi Group Holding team collaborates annually with some government departments or relevant institutions. For example, our offices have worked on a project called Giardino where we support local organisations from whom we purchase fresh agricultural products and then distribute them as part of benefit packages to internal employees. While assisting community partners in the agriculture sector through increased sales and by promoting social employment, this programme also enhances employee identification with overarching corporate values and boosts job satisfaction. The indirect benefit here is a higher opinion locally of Gi Group Holding’s employer brand image. That’s why more community-facing activities with Gi Group Holding China involvement will continue into the final months of this year. Tina Wu enumerates, "We are running a number of projects that look to improve the overall employee experience for our team members. We have invested time and funds into the replacement and renovation of several offices, including those in Beijing, Shenzhen, Shanghai, Suzhou, etc. This has made for a better office environment for employees while also helping attract new talent. Through collaboration with the local government’s Red Cross Society in Ningbo, we organised training sessions for their rescue workers, improved those workers’ first aid skills, helped them prepare for unexpected future situations, and protected people’s lives in general. Inside the company, we have increased the number of internal training programmes in order to support organisational development and further improve our people’s (employees') professional development through the acquisition of advanced, specialised skills: such as RPO (recruitment process outsourcing) training, BPO (business process outsourcing) training (on our future agenda), ITO (IT outsourcing) training, and presentation delivery. We also offer various external training courses: PRO PAYBACK, and Executive Training Programme - Advanced Management Programme, and key business expansion training (also on our future agenda)."



如上所述，在发展具有体现和反映杰艾全球价值观的文化事业方面，我们的大中华区团队正在做着很多努力。我们希望继续我们的使命，成为一个真正以人为本的雇主，同时也为我们这些正在协助实现这一目标的本地团队感到深深的自豪。在未来的几年里，我们将继续完善和改进工作经验，以确保我们能够吸引并留住中国市场所能提供的最优秀的人才，而这一承诺也将转化为我们进一步为客户提供的优质服务。

As you can see, a lot is going on at Gi Group Holding China when it comes to developing a business with a culture that embodies and reflects our global values. We want to continue in our mission to be a people-first employer and are proud of our local team who is helping make this possible. We will continue in coming years to refine and improve our work experience investments to ensure that we attract and retain the best talent the Chinese market has to offer; a commitment that will also translate to the superior quality services we deliver to our clients.


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            [post_content] => News -  从初创企业到行业领导者
杰艾控股迎来了 TA 的25岁生日，其创始人 Stefano Colli-Lanzi 借此分享了他对未来的愿景
Group 25 Anniversary 感恩遇见，让我们继续携手，共创未来。
Ningbo, 01/03/2023

Stefano Colli-Lanzi 为庆祝这家意大利职业介绍所成为世界领先的人力资源公司之一成立25周年，宣布了未来两年每年都将投资1亿欧元的收购计划。

Stefano Colli-Lanzi celebrates a 25-year story that led the Italian employment agency to become one of the world's leading HR players, announcing 100 mln euros annual plan of investments in acquisitions for the next 2 years.

充分理解快速变化的劳动力市场、开发新的业务和服务，以及国际化的强大驱动性等能力，是杰艾控股及其首席执行官 Stefano Colli-Lanzi 创业历程的根本主旨。

The ability to fully understand the rapidly changing labour market, to develop new businesses and services, and a strong drive for internationalisation are the underlying themes of the Gi Group Holding’s entrepreneurial history, and that of its CEO, Stefano Colli-Lanzi.

那么集团近期的目标是什么？答案是：2024 年营收达到 60 亿欧元。

The goal for the near future? €6 billion revenue by 2024.



1998年，当时还是顾问的 Stefano Colli-Lanzi 将意大利市场的新规定视为进入人力资源领域的良好机会，从而成立了第一家意大利人力资源公司。

In 1998, Stefano Colli-Lanzi, at that time a consultant, saw new regulations in the Italian market as an opportunity to enter the HR world, by launching the first Italian staffing company.

25年后，他执掌着全球领先的人力资源服务和咨询公司之一——杰艾控股，旗下拥有8000多名员工（同比2022年增加了1500名），在全球34个国家开展着业务。

25 years later, he is at the helm of one of the leading global HR services and consulting companies, Gi Group Holding, with more than 8,000 employees (+1,500 more than 2022) and a presence in 34 countries worldwide.

即使是在这四分之一个世纪最动荡的时期里，经历了如新冠疫情和俄乌冲突等国际危机事件，杰艾控股依旧稳定发展，营业额也从2015年的15.81亿欧元增长到2022年的36亿欧元以上。

Its steady growth, through even the most turbulent periods of this quarter century, like the pandemic and the Russian-Ukrainian conflict, has led to an increase in turnover from €1,581 MLN in 2015 to over €3.6 billion in 2022 .

多年来，杰艾控股的管理层一直在追求业务持续增长的战略方法：开发公司的服务（尽管外包派遣和相关业务仍然是其收入增长的主要驱动力）的同时，收购新的业务，从而实现真正的全球人力资源服务生态系统。

Over the years, Gi Group Holding’s management has pursued a strategic approach to business growth: developing the company's services (although Temporary and Permanent Staffing is still the main driver of revenue growth) while acquiring new businesses, thus becoming a true global ecosystem of HR services.

纵观公司历史，战略投资和业务并购提高了其增长能力和顺应力：在这方面，去年秋天，杰艾控股宣布了其第50次收购（The Bridge，一家专注于为跨国企业建立和扩大数字能力的人力资源技术咨询公司）。如今，集团的国际收入占其总收入的53%（意大利本土为47%）。

Throughout the company’s history, strategic investments and M&A operations have advanced its capacity for growth and resilience: in this regard, last autumn Gi Group Holding announced its 50th acquisition (The Bridge, an HR technology consultancy focused on building and scaling up digital capabilities for multinational businesses). Today, international revenues contribute about 53% (47% in Italy) of the Group's revenues.

				“这个周年纪念绝对是我们庆祝过往所取得成就的合适时机。因此，我首先要向所有为集团付出并继续每天在付出的人们表示感谢，是他们借助各种机会（和责任），通过辛勤工作为社会的积极发展做出了贡献。而在这种情况下，为未来奠定基础也很重要。在未来几年，集团将继续保持目前的发展轨迹，将国际业务的收入从50%增长到70%。在提供专业服务方面，我们将越来越专注于垂直化、解决方案的多样化和利润率的逐步提高。因此，我们计划在未来两年每年投资1亿欧元进行收购。我们有一个非常明确的目标：到2024年营收达到60亿欧元。” —— Stefano Colli-Lanzi, Gi Group Holding 创始人兼首席执行官

“This anniversary is certainly an appropriate time to celebrate what has been done, so I would first like to address all the people who have contributed and continue to contribute every day to this project, which aims to seize the opportunity (and the responsibility) of contributing to the positive evolution of society, through work. But on occasions like these it is also important to lay foundations for the future. Over the coming years, the Group intends to continue on our current trajectory, increasing revenue from our international business from 50% to 70%. On the offer side, we will increasingly focus on verticalisation, diversification of solutions and progressive improvement of margins. Therefore, we planned an annual investment of 100 mln/€ in acquisition for the next 2 years. We have a very clear goal on the horizon: €6 billion by 2024. " —— Stefano Colli-Lanzi, Gi Group Holding Founder & CEO
而关于集团的扩张，杰艾控股的唯一股东 Stefano Colli-Lanzi 表示：“我们的方法不仅使集团认识到了全球所有员工的工作，同时也制定了大胆的收购战略。” 

Also referring to the Group’s expansion, Stefano Colli-Lanzi, sole shareholder of Gi Group Holding, said - “Our approach has enabled the Group to recognise the work of all employees worldwide, but also to develop a bold acquisition strategy.”

除了集团发展轨迹之外，杰艾控股25年来一直有一个明确的目标：为劳动力市场的发展做出贡献，拥抱机会，承担责任，让人们的生活变得更好。Stefano Colli-Lanzi 继续表示：“工作可以创造无价的个人和社会价值，意大利式的思维模式支撑着整个集团组织，并反映于杰艾控股可持续工作的基础上。可持续工作意味着创造支持人们的生活和工作条件，使他们能够在整个积极的人生中找到并继续工作，同时不影响后代进入或留在劳动力市场的能力。”

Besides its growth trajectory, the Group has been guided for 25 years by a clear purpose: to contribute to the evolution of the labour market and to embrace the ambitious opportunity – and responsibility – to change people’s lives for the better. Stefano Colli-Lanzi continued: “Work has the power to generate priceless personal and social value, the Italian mindset underpins our organisation and is reflected in the Fondazione Gi Group for Sustainable Work. Sustainable Work means achieving living and working conditions that support people so they can find and stay at work throughout their active lives, without compromising the ability of future generations to enter or remain in the workforce.”

凭借其作为父亲和大学教授的经验，Stefano Colli-Lanzi 在与年轻人的不断对话中，着重强调了吸引年轻人的3个驱动力，这同样也是当前劳动力市场的主要挑战：注重实践而不是理论、给他们发挥积极社会影响的机会、确保工作与生活的平衡。 

Drawing on his experience as a father and a university professor, in constant dialogue with young people, Stefano Colli-Lanzi highlights 3 drivers to attract them - which remains the main challenge for the current labour market: focus on practice rather than theory, give them the opportunity to have a positive impact on society, ensure work-life balance.

在经济前景方面，欧洲战争是Colli-Lanzi 主要的担忧点，不过他对经济复苏持乐观态度。在劳动力市场方面，令他担心的是技能不匹配问题，这影响着集团运营覆盖的所有国家。除了培训和技能再培训，国际流动性将是，而且在一些国家已经是，克服候选人短缺的关键。

Regarding the economic outlook, the war in Europe is a major concern for Colli-Lanzi, who is nonetheless positive about economic recovery. On the labour market front, what worries him is the skill mismatch, which affects all the countries where the Holding operates. Along with training and reskilling, international mobility will be - and in some countries already is - the key to overcoming the candidate shortage.


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