TALENT PHILOSOPHY

People our most valued asset!

Attracting, developing and maintaining individuals of high character and excellence is the key to our success.

We look forward to your growth with us!

Charting a rapid growth path for talent development!

Professional Recruitment Campus Recruitment

MANAGEMENT TRAINEE

The Management Trainee (MT) program is designed to nurture and invest in graduate talents with the potential to develop into the backbone of our organization. Initiated in 1997, the MT program has trained several incumbent executives. It provides a solid foundation for management trainees to become successful managers.

The 3-year training program will be guided by our talent development strategy, focusing on all-round training. The MT program involves the individual development and management skills training, job rotation, special assignment and exposure to different divisions. We assign senior managers as mentors to provide management trainees with guidance and advice on career development, so that they become versatile talent with practical experience, expertise and management skills.

SHUI ON LAND OFFERS :

POTENTIAL TAPPING

Tailored development program that supports you in realizing your full potential

EXECUTIVE COACHING

Senior management for one-to-one guidance, facilitating you to go further in your career

ROTATIONAL LEARNING

Exposed to different projects and divisions, to gain rich experience in management practice, and have access to development opportunities and challenges

CULTURAL CLIMATE

Working in a strong cultural climate with the best college graduates from around the country and the world to learn from each other’s strengths

SYSTEMATIC TRAINING

Systematic job training courses to improve your expertise and management skills

CAREER ADVANCEMENT

Competitive compensation package and further room for advancement to unleash your potential and to keep innovating

MERIT CAMPAIGN

The selection and training of business leaders with cross-business and high mobility

TALENT SELECTION

Merit Campaign (MC) is an internal training program for high-potential talent. Held every 2 to 3 years, it is oriented to all eligible employees for the screening of merit ones

PRINCIPLES OF TALENT DEVELOPMENT

MC is trained and developed following the "70-20-10" principles

DEVELOPMENT PLANS

Specific individual development plans (IDP) are prepared to define annual goals, challenging opportunities, learning resources, and expected results

MENTOR GUIDANCE

Senior management serve as mentors to get involved in the process of personal development

ANNUAL REVIEW

Annual talent review is conducted to check each MC's progress and plan the next stage of development

SUCCESSION PLANNING

Succession Planning (SP) is designed to establish and improve a complete talent pool

TRAINING OF CORE FUNCTIONAL TALENT

Identify high-potential talent for targeted development of core functions

SECOND ECHELON CONSTRUCTION

Facilitate the second echelon construction and talent reserve for the long-term development of projects

ANALYSIS OF TALENT STATUS

Make an overall analysis core talent pool to define next steps in development priorities and seek long-term talent deployment

LEARNING RESOURCES

LEADERSHIP

Essential leadership skills needed at each leader level, which starts from individual contributor to senior executive

PROFESSIONALISM

Professional skills and knowledge needed during the whole property development cycle of "Acquisition, Construction, Operation, Disposal"

OUZAI ELEARNING PLATFORM

Ouzai eLearning Platform contains the rich online learning resources, and provides great tools to support both online and offline learning journey. It helps to enhance the learning atmosphere of the whole company.

I OWN MY LEARNING

- Implement the O2O blended learning method to all learning programs
- Take the ownership of my own learning and growing path
- Learning Anytime Anyway

CAREER WEEK

Care & Achievement: Focus on the growth and development of individuals with the theme of "Care & Achievement"

Life-long learning: Spread the corporate culture of "life-long learning" to create a favorable environment for employee development

Self-exploration: Gain initiative in exploring the path of self-development

Motivating others: Managers are expected to inspire others in the course of self-development