Zhao Yingguang In The Eyes Of Han Du Clothing House

Many Amoy Brand Company have this name culture, almost all influenced by the swordsman culture of Alibaba company, which is indeed easy to make the company atmosphere more lively and interesting.

In fact, every historical enterprise has its own culture. It is only bright or dark.

Corporate culture looks very empty, but it does exist. It smells like smell.

On the poster on the corridor, I smell the unique corporate culture of Han Du's house.

The first thing to notice in Han dresses is that Gianna Jun and Ann Jae Hyun are standing in the form of men's brand. They represent women's clothing brand HSTYLE and men's wear brand AMH respectively.

In April 2014 and October, Han Du Yi house signed the two Korean stars, which made the Amoy brand more tonal. According to Zhao Yingguang's words, "either the first line is requested, or it is not invited".

In March 20, 2015, Han Du Yi house signed Park Shin Hye, a Korean pop star named "the goddess of Asia", who took over three international stars in a year as a spokesperson, showing Han's brand determination from one side.

The office area of South Korea's clothes house is more lively than I imagined, and there are various kinds of clothes scattered and piled up.

Employees are generally very young and have frequent exchanges with each other. Most of the conference rooms with pparent floor glass are holding small meetings.

What's more interesting is that the conference rooms are named after the famous mountains, and all the employees should use the medicinal materials in Compendium of Materia Medica as the flower names. The name of our staff is "Hailong", and Zhao Yingguang's flower name is "hundred two gold".

This sea is enlisted as "create an enterprise together with like-minded people." the poster is a dialogue between two cartoon characters simulating WeChat dialogues. The contents are as follows:

A: did you make it? NB had children's clothes.

B: ah, what is it called?

A:honeypig is recruiting people! How do you like to try it?

B: pfer department, bad.

A: what's wrong with it? Don't want to be an elected teacher. It's not a good operation! New brand is more challenging.

B: OK, try it. What jobs do you have?

A: I'll give you a screenshot.

A: job position...

B: how do you get in touch?

A: it's on the 12 floor NB department. Oh, you can contact the gourd, QQ...

This recruitment poster looks ordinary, but actually reflects the internal management state of the company.

Compared with the 30 thousand new products launched by the 267 teams every year, competition and elimination between teams are fierce and everyone strives for the best.

Therefore, unlike many companies who attach importance to the external labor market, they are very concerned about the internal labor market and encourage their relatively free and easy flow among different departments and jobs. This is a reflection of corporate culture.

Zhao Yingguang mentioned that many people asked him how to eliminate the group system of Han Du Yi house. There must have been some good and bad work in these teams, but how to eliminate them? But in fact, there is no elimination mechanism in the company. The metabolism of the group is naturally realized, that is, "updating the product group automation".

The reason is that the company will give "daily sales ranking" every day, and the atmosphere between the teams will be very strong, and at the same time, it will be inclined to encourage.

In this way, a well formed group will form an exemplary effect. At the same time, there will be a team member who wants to work alone. The team in the bad group will form a free combination with the past group.

In order to avoid the occurrence of the situation that the "disciple of the church was starved to death" and prevent unnecessary cell fission, the Korean group gave the stipulation that the new group should contribute to the original group, which is 10% of the bonus.

It can be seen that the interaction between organizational mechanism and corporate culture is dual.

The mechanism design needs careful consideration, all aspects should be taken into consideration, the balance should be found in dialectic, and under the reasonable mechanism, culture can grow rapidly. This kind of corporate culture is the consensus reached by the staff mentally.

Like in Korea's clothing house, the group system is both a mechanism and a culture.

Similar to the above internal recruitment poster, I also saw an example called "Mini Harun's internal recruitment!" "happy tide!"

The specific copy is written in this way:

I still remember my ambition when I joined the work: to gain recognition, to realize value, to achieve career, and even to save the world.

Later...

Having been in a post for too long, or lacks enthusiasm and desires to challenge herself. Or's life circle is too small. How can ta not tell me?

Pro, it's time to consider changing the "location", Minnie Harry's new recruit!

A burst of passion for work.

For customization and professional development, let's take a look.

Obviously, this is an internal scramble, and the fast running department is robbing people who are running slowly.

Although this kind of internal mobility will damage the harmony to a certain extent, it has become an integral part of the group culture. In turn, it will form a forced mechanism, forcing every department to find ways to develop well so as to retain people.

From the perspective of enterprise growth and talent growth, this is obviously a good thing.

It took 6 years to achieve 300 times growth in Korea's clothing house, from 3 million yuan in 2008 to 1 billion 500 million in 2014.

In 2014, the Korean government officially announced that its mission is to become the world's most influential fashion brand incubator platform. The mission is "achieving a dream team", and the strategy is to "distribute the brands in different subdivisions through two ways of self incubation and investment merger and acquisition", and copy the "single product whole operation system with product group as the core" to each brand, and provide support in four aspects: supply chain, IT system, warehousing and customer service, so as to create an Internet based fashion brand incubator covering Korean brand brand group, European and American brand group and Oriental brand group.

Han Du Yi she

The strategic choice of expansion is prudent. Although Zhao Yingguang registered more than 20 trademarks as early as the start of his business, he started to reserve for the future multi brand road, but until 2011, the sales volume of Han Du's house was nearly 300 million under the premise of profitability, and the group system has been improving constantly through trial and error and adjustment.

In April 2012, Han Du Yi house launched its first internal brand AMH; in May of that year, it also acquired designer brand from the outside; in 2013, it launched 3 brands, namely, Hanfeng fast fashion children's wear brand Mini Harun, Europe and America fast fashion brand Nissan poetry, etc. in 2014, many brand strategies speeded up and launched 10 brands.

The AMH, the first menswear brand, has been rushed to 180 million in 2013, and 230 million in 2014. The designer brand is nearly 100 million yuan in 2014.

The poster with "achievement and dream team" can be seen everywhere in the corridor, showing the power of the growth of the electric business enterprise.

In the conference room, we also saw the top management team. In the eyes of many business peers, the co founders team of Han Du she's house is not available. Among them, Wu Zhentao and Du Tingguo are students of Shandong University in Shandong University. Zhang Hong Xia and Liu Junguang are the top candidates in Heze and Tai'an in the same year. They graduated from southwest politics and law and Chinese politics and law.

Although academic qualifications can not be used as an absolute basis for ability, the quality of the five member team is admirable by peers.

After several meetings, Zhao Yingguang finally had time to sit down and talk.

He wore a plain blue sleeveless shoulder, which seemed to have nothing to do with fashion.

He did not mind this, and at the same time said "I don't understand fashion, women's clothing and men's clothing." I have no idea about it. Some media called him "the fashion leader standing outside the door", which became a major feature.

But Zhao Yingguang has a good popularity in the company, and because he is chubby and good at bringing people, he is called "Anxi coach" by his staff.