Hi, here is HR New Logic (HRL).A few days ago, I pushed an issue of Heytea's human resource management system to everyone, and some fans said that they wanted to see Luckin's human resources system. Speaking of Luckin, everyone is no stranger to it, from listing, thunderstorm, delisting, relisting, and tens of billions of revenues, Luckin is a cool script. 
Luckin's soaring journey is due to the human resources system behind it. With the support of a strong human resources system, Luckin started with raw coconut latte and continued to occupy the coffee market. Today, let's take a look at the human resources system behind Luckin
Recruitment: Savage growthIn order for an enterprise to develop quickly, the first and most important thing is to obtain talents first. According to the data, Luckin has opened more than 10,000 offline stores, and the number of Luckin stores has made many people sigh: where there are people, there is Luckin!Luckin, which is good at marketing, has expanded rapidly in just a few years, and the most inseparable thing is employees, so Luckin is also very good at talent recruitment. Luckin Coffee's HR does not have the concept of recruiting, but looking for people. 1. Recruitment channels:Luckin's recruitment channels mainly rely on internal referrals, and the total number of internal referrals and part-time jobs currently exceeds 30,000The second is social recruitment and school recruitment. Inferred:Luckin has a set of internal employee recommendation reward mechanism, after the employee recommendation is successful, some rewards will be given, so nearly half of Luckin employees are promoted internally. Social Recruitment School Recruitment:Luckin's social recruitment is mainly through recruitment**, its own official software, as shown in the figure below, in Luckin's official recruitment*** will divide the recruitment positions into several major sections. 
Luckin's school recruitment is mainly through the brand implantation of colleges and universities, and in the school to send a message: you are not looking for a job, but a partner;As a result, a large number of part-time and Xi students have been recruited. 2. Job requirements:Requirement 1:The first principle of Luckin recruitment is to recruit talents who are consistent with the company's values, and candidates should be interested in developing in the food FMCG industry, love coffee culture, and identify with Luckin's business values and visionRequirement 2:The basic elements that talents need to have:Trend, logic, transposition, self. 
In order to find the right talent, Luckin's HR needs to look at whether the candidate has these 4 elements during the recruitment process:Trending:Examine the candidate's ability to see the essence of something through the phenomenon;Logic:Understand the candidate's thinking and logical ability, and tend to recruit science and engineering students;Transposition:Candidates need to have the ability to empathize;Self:It mainly examines the candidate's ability to make independent judgments. 3. Recruitment process: interview-Xi-entryAfter interviewing candidates, Luckin will send a link to log in to the Xi, so that candidates can learn Xi Luckin's job operation skills in advance, and those who pass the Xi assessment can enter Luckin work. This will not only assess the candidate's academic Xi ability, but also gain an in-depth understanding of the candidate's willingness to apply for employmentPre-training can also reduce the time cost of training for enterprise employment and allow employees to take up their posts as soon as possible. 
Management: people-orientedIn human resource management, Luckin advocates people-oriented, and the HR department must be people-centered, and must think about people before thinking about things. Luckin hrd Ran Hao once said:For the team, we no longer strengthen the execution, but strengthen the combat effectiveness!Therefore, Luckin's HR also pays more attention to improving the combat effectiveness of each partner, and Luckin has done a very comprehensive job in employee management. 1. Digital managementLuckin's digital management system covers store purchase, sales, scheduling, inventory and other aspects. From the application for entry to the departure of employees, all the "footprints" in the entire career development process of the company are recorded on the mobile phone to achieve remote managementThe operation of the store also relies on digitalization, realizing the scheduling of employees, the inventory of the store, the purchase of goods, and so on. 2. Talent echelon construction:Ensure that the management echelon is continuously layered. The focus of Luckin's human resources system is to ensure that there are reserve talents behind each echelon, and Luckin's talent selection and training have been ongoing. Currently,There are 4 echelons in the construction of Luckin's talent echelon:The first echelon is the ** person of the vice president;The second echelon is the first person in the first-level department;The third echelon is the core backbone of the small team;The fourth echelon is the management trainees from 985 211 universities. 3. Performance appraisal:Store order volume, staff operation specifications, operation time, customer evaluation, etc. may affect performance appraisal. Meal assessment:All coffee making is fully automated, so Luckin has a strict limit on the time it takes to make coffee, and each order must be less than 2 minutesIf you can't deliver the food on time, you will be deducted from the performance, which is linked to the salary of the full-time store staff and store manager of the store. Process assessment:As long as any store has an accident because of food safety, no matter how good it is in other aspects, there will be no bonus;Store clerks will also be deducted performance points for illegal operations. 4. Punishment mechanism:Orders are forbidden, and violations are expulsion. Employees in any position in Luckin, regardless of their length of serviceAs long as they touch the red line, they do not have any privileges and must accept punishment. Employees who do not dress in accordance with the requirements (solid color clothes and pants), do not operate in accordance with the specifications, do not clean the store countertop, and have bad customer reviews will be punished according to the violation. 
Incentive: RewardIncentives must be hierarchical classification and differential treatment, and the sun must not shine. The core of Luckin Incentive is resource allocation and transparent mechanism. In Luckin, the incentive is mainly composed of two parts, one is the visible bonus incentive and equity incentive;The other is promotion incentives, so that employees can see the direction of their efforts;Finally, it is to give employees warm care and benefits. 1. Employee incentives: sink cash rewards to the grassroots levelSalary incentives:The salary structure of employees mainly consists of basic salary, performance bonuses, and other subsidies. According to BOSS recruitment data, Starbucks' hourly wage is 171 yuan, Luckin is 25 yuan, and the monthly salary is between 5-7k (take Guangzhou as an example);In terms of salary incentives, Luckin is far ahead of its peers. Bonus Incentives:Employee bonuses are tied to store orders, and the higher the volume of store orders, the higher the employee's performance;In addition, if there is a popular series, the store will also issue red envelope rewards to all baristas on duty, such as the sauce latte became popular all over the Internet in September, and some netizens posted a 200 yuan red envelope. 2. Equity incentives: hierarchical classification and differential treatmentLuckin's incentives for middle and senior management are different from those at the grassroots level, and equity incentives are implemented for middle and senior executives, mainly through options and restrictive incentives to ensure the stability of the management team. In the 20 years of Luckin being caught in the "fraud case" turmoil, the management was turbulent and a large area of blood was changed, and Luckin launched the "2021 Equity Incentive Plan", which stabilized the situation through equity incentives and retained many talents for Luckin. 2. Internal promotion channel: talents come out from the inside70% of all store managers and operation managers of Luckin are promoted from withinClerk-Barista-Duty Manager-Reserve Store Manager-Deputy Store Manager-Store Manager-Regional Manager,Incumbents can be promoted to regional managers in as little as 8 months. Luckin has a clear rank system for each position promotion, and employees can be promoted when they are evaluated to be competent for the next position. In addition, Luckin also encourages store staff to climb the ladder, and when the store staff obtains the "barista qualification certificate", the hourly salary will increase, and the promotion path will be smoother. 3. Employee welfare: employees drink coffee for freeIn addition to purchasing five insurances and one housing fund for employees, Luckin will also provide employees with meal allowances, transportation subsidies, paid annual leave, wedding ......Employees receive two complimentary Luckin drinks per day. 
Write at the endOne of Luckin's marketing plans is:Coffee is not a luxury, just an everyday drink. The Luckin coffee shops that can be seen everywhere on the street are the best proof of this. The strong human resources system of Luckin has laid a solid foundation for Luckin and allowed Luckin to rise from the ground. Luckin's human resources system has something to learn from and learn Xi;Next:Which company's human resource management do you want to see, leave a message in the comment area