2017
QUALITY AWARENESS YEAR
- 1. High quality awareness is professionalism and artisan spirit. Good professionalism is the most basic requirement for an employee, and “4+N” guide us to the right direction. All the employees must have a high sense of responsibility, further improve professionalism, pay attention to details and granularity, carefully plan the work and use “ingenuity” to treat every mission.
- 2. High quality awareness is high standard, high productivity. High quality awareness requires us to offer great products as returns for our customers. We must further increase employment standards, work standards and performance standards, maintain the balance between efficiency and quality. We must adhere to be result-oriented in order to improve Topfar’s development and team progress with excellent performances.
- 3. High quality awareness is constantly learning and improving. Learning and improving is an endless theme of personal and organizational growth. Facing the intense market competition, we must strengthen educational training, constantly enriching and growing ourselves to enhance company’s core competence in capital, talent, products and market, and promote business development of Topfar.
2016
LEARNING ASCENSION YEAR
- 1. To strengthen the company’s investment on internal/external learning and educational training, absorb management experience and knowledge from outstanding enterprises in the real estate industry, value on intelligent products and internal sharing, in order to build Topfar into a learning organization.
- 2. The market always accepts the strong. To complete the transformation from a guerrilla army to a standard army, in order to form a performance culture.
- 3. Optimize organizational structure and personnel configuration, build up management system that match company’s actual situation. Topfar has established 3 complete profit centers, including project expansion, financing and real estate development.
2015
BENEFIT IN PER CAPITA
- 1. Competitive products, considerable profits, lean employees, salary and superior growth space are the core guiding ideology of Topfar’s organizational development in the future. Topfar’s employees should endlessly improve their working abilities according to “4+N model”, otherwise they will be eliminated in the process of enterprise development.
- 2. According to “benefit in per capita” theme, we should strictly set up management consciousness, be good at account, reasonably control all type of costs (especially target costs, management costs), reduce investment risks, expand good projects, sanely operate (especially projects with a long development period), above are key points of Topfar’s work in 2015.
- 3. Overall employees’ professional skills, system process and efficiency, standardization of contract and target cost system, design innovation, audit supervision, financial analysis, budget management ability, new project expansion, preliminary work of reserve projects and ERP information management can reach a new level with our constant efforts.
- 4. In the real estate industry, those “century-old stores” will eventually need net profit to support, and per capita benefit is the guidance that measures the level of enterprise management. In today’s fast changing real estate market, per capita benefit is always the core competence and the vitality of small and medium-sized private housing enterprises.
2014
PROFESSIONALISM IN
- 1. Constantly deepen organizational reform activities through organizational adjustment, accrual system optimization, power-responsibility system optimization.
- 2. Strengthen the development of professional team and enhance cadre employees’ professional skills. Focus on improving the mid-level cadres team, organizing/managing ability and leadership role transformation; Strengthen the employees’ professionalism, and create a performance-oriented atmosphere; reinforce and optimize cadres employees’ plan management and efficiency awareness; At the same time, promote personal growth and and team development coordination, promote the harmonious development between company and employees, in order to realize a win-win situation, enhance cadre employees’ sense of responsibility, imagination and sense of mission.
- 3. Strengthen learning team’s construction, abandon the “four not to do” bad behavior, cultivate Topfar’s “four have” employees. Learn form outstanding enterprises in the industry, overcome dogmatism, empiricism, promote project development efficiency, quality, and comprehensive benefits, in order to realize company’s specialized operation and professional management in real estate industry.
2013
SPECIFICATION EFFICIENCY IN
- 1. Conscientiously implement “one transformation, two improvements, eight requirements” through organizational change, standardize company’s organization management, responsibility system, improving rules and regulations, procedures and operation standards, gradually realize the modernization of company’s management through professional management tools.
- 2. Strengthen the effectiveness and executive force of planning, improve all level’s employees’ project development abilities, in order to realize improvement of work efficiency, development efficiency and capital efficiency, gradually form a performance-oriented culture.