Wei FangyiTeacher.
Middle layerLeadership Development Coach
Was:China's leading life service e-commerce companyMeituanHeadquarters(HK03690), Director of Human Resources.
Was:Fortune 500 company, a global Internet leaderTencent GroupHeadquarters(HK0700), Deputy Director of Human Resources.
Was:Fortune 500 company, a global consumer goods giantProcter & GambleDivision(NYSE:PG), Human Resources Manager.
With 8 years of senior management experience and more than 10 years of training experience, he has accumulated more than 20 in-depth cross-industry and cross-enterprise business transformation cases.
Senior lecturer of Tencent and Meituan, top ten lecturer of the year.
EMBA from China Europe International Business School
[Personal Profile].
Mr. Wei Fangyi has 17 years of practical experience in organizational change and leadership improvement, and has led Procter & Gamble, Tencent, Meituan and other companies to successfully complete the transformation and upgrading of multiple business modules, and served as a leadership coach for 47 managers. He has accumulated rich cases, methods and tools, and has in-depth experience in enterprise organizational reform and core team construction. He is good at "tailoring" organizations at different stages and in different industries, formulating organizational change plans, improving the overall leadership level, and helping enterprises make a smooth transition to different stages.
year-worked as a human resources manager in Procter & Gamble Greater China
In 2008, Mr. Wei ** Procter & Gamble Greater China Localized Marketing Organization Reform, partnering with the general manager to set up a brand operation department in Greater China from 0 to 1. The effect of change is remarkable, and it has become a global benchmark. Within one year, the sales of cross-brand category linkage increased by 133%, and the user ARPU increased by 91%。The cost of material reuse in cross-brand stores has reached 379%。
year-He served as Deputy Director of Human Resources at Tencent
In 2012, Mr. Wei ** Tencent E-commerce wholly acquired the Yixun project and JD.com acquired the Tencent e-commerce project。Taking the post-acquisition integration of Yixun as an example, the transition of employees was smooth and there were no major arbitration eventsThe annual turnover rate of core talents is less than 15%;Post-acquisition performance climbed rapidly, with GMV up 96% in the first 12 months.
year-He served as the Director of Human Resources at Meituan
In 2016, Mr. Wei made organizational changes before Meituan's IPOPromote the organizational structure of food+platform, promote the upgrading of key talents and corporate culture. In the past 5 years, he has served as the first person in charge of Meituan's recruitment, the first person in charge of corporate culture, and the first person in charge of employee relations. From 2017 to 2018, with 68% of organizations having reporting lines transferred, Meituan quickly iterated personnel, recruited while eliminating them, established a recruitment team of 300 people, and delivered more than 100,000 new hires, including 170 senior executives. Launched Meituan Culture, with the mission of "helping everyone eat better and live better". In two years, the number of employees has increased by 31 times, the transaction amount increased by 23 times;The number of users increased by 15 times.
In 2021, Mr. Wei ** Meituan's new retail transformation, led the construction of the core team of Meituan's retail business. Exploring an organizational culture that adapts to the "technology + retail" strategy, and promoting leadership transformation under the new industry structure, it has successfully landed 62 retail background managers above the middle level, and the proportion of Meituan's preferred retail background managers has reached 53%, and the retention rate has been continuously improved. Within half a year, Meituan's preferred retail team was basically completed, with a team size of more than 30,000 people, and 99 self-built warehouses, covering most of China's urban and rural areas (450,000 administrative villages) except for a few areas in Northwest ChinaDespite the impact of the epidemic, the transaction size broke out rapidly from 0 to more than 30 million per day.
In his 17-year career, Mr. Wei has led many projects and helped enterprises solve difficult change problems. At the same time, Lao conducted an in-depth study on how developing enterprises can successfully leap into the next growth cycle through active change, and summarized the "five stages of enterprise development" and the corresponding "five stages of leadership". It has been implemented in many enterprises and achieved good results. The original PECL talent selection system has been applied in Meituan to this day.
Through years of training in the enterprise, Mr. Wei has developed a strong sense of mission. He hopes to summarize the rules of organizational change and leadership improvement experience he has learned and spread it to more enterprises. Mr. Wei is committed to improving the success rate of transformation of Chinese enterprises, helping more entrepreneurs to complete the leadership turn, and helping more enterprises to contribute to sustainable growth and the dream of a strong enterprise by leaping into a new growth curve.
[Teaching style].
Interactive:Teachers are well versed in the learning characteristics and rules of adults, not only teach, but also use a variety of training techniques such as inspiration, questioning, drills, scenario simulation, games, etc., to mobilize the atmosphere of the training site, the style is humorous, keep the students focused, and can stimulate the learning power of the students.
Case Analysis:Teachers are good at accumulating cases and sparking discussions and comments in classDig deeper into customer problems through interaction and encourage thinking;Share skills and tools in a timely manner and teach them to fish;Promote action plans and solve problems in a targeted manner.
Pragmatic landing:With 17 years of rich practical experience in enterprises, he has accumulated a wealth of personal cases and experiences, and has become an expert in human resource management
Business Orientation:The teacher is better at looking at leadership and management issues from the perspective of business management, explaining the theory in simple terms, and putting forward a sharp diagnosis for business development.
Professional:The teacher attaches great importance to the breadth and depth of professional research, has a high degree of familiarity with cross-industry and stage human resources, and has a deep understanding and unique insights by virtue of his deep cultivation and exploration in the field of human resources. Strong abstract and structured presentation skills.
【Main Course】
Middle Leadership Series
5e Leadership - Cultivation of High-Performance Managers
The Eight Steps to Change Management
Cognition of the role of middle managers
Cross-departmental communication for middle managers
Goal Setting and Program Management
Human Resourcesseries
Gold Medal Interviewer
11 Tools for Managers to Choose from Cultivation and Motivation
Human Resource Management for Non-HR Managers
Corporate Culture Training for New Employees".
Sunshine Workplace - Corporate Integrity Guards the Bottom Line of Talents".
[Customer service].
College President Class:Tsinghua University Graduate School, Department of Computer Science, Department of Computer Science, Hong Kong Studies, Chinese University of Hong Kong, University of California, Los Angeles (UCLA), China Europe International Business School.
High-tech industry:Meituan, Tencent, Didi, 58, Xiaohongshu, Shanghai Kuixin Technology, Mingguang Lituo Intelligent Technology, Jiangsu Huahang New Material Technology Group.
Consumer Goods Industry Category:Procter & Gamble, Nestle, Hsu Fu Chi, Uniqlo,
Social Organization Category:China Association for Computing Universities, Shanghai Police and Land Silian, Sanlian Education, Hubei Tianqin Biology, China Electronic Circuit Association.
[Student Evaluation].
Mr. Wei's class not only has a theoretical level, but also gives me a lot of inspirationMoreover, it can be dismantled in combination with the actual situation of our enterprise to help us understand deeply.
Li Xiaoxiao, director of Meituan's retail logistics planning department.
By learning the 5e Model of Change Leadership, our core team has a structured and unified understanding of the current situation facing the team, which is necessary for us to continuously improve the energy efficiency of the team.
Meituan Western Region Manager Lu Dezhou.
In the past, our understanding of the bottleneck encountered in the development of enterprises was still too vague, and we did not grasp the key, and we could not reach a consensus without clarity. Mr. Wei's "Eight Steps to Change Management" gives us a clear description of the problem and the path to solve it.
Yutu Culture CEO Mi Zhanping.
Mr. Wei Fangyi's "Human Resources Lessons for Non-HR Managers" is very timely for my team, we used to pay too much attention to things, and accumulated a lot of "people" problems that have not been solved. Human resource management is an important topic for business managers, and we will follow this shift in philosophy to improve this aspect of time allocation.
Mint Health CEO Wang Liang.
It was a very interesting course in which my colleagues and I were able to participate and internalize the knowledge we learned into management skills through role-playing. It's dry but not boring at all, it's very fresh, and I will never forget it in the future.
Shi Wenli, Executive Vice President of Human Resources of VeriSilicon.
Mr. Wei is definitely a treasure. You can clearly feel the overflow of knowledge and ability in the classroom.
Students of Meituan** class.
The management tools and management skills trained by the teacher are highly practical and targeted, and can be tailored according to the needs of different enterprises or individuals. Employee feedback is good and practical.
Gu Sibin, general manager of Tencent's e-commerce self-operated business.
【Wonderful moment】
Tencent. Grassroots managers choose 11 tools for cultivating and motivating the young".
China Europe International Business School.
The 5e Model of Leadership
Department of Computer Science, The University of Hong Kong.
The 5e Model of Leadership
Meituan's human resources platform.
Discerning Eyes - Gold Medal Interviewer".
Party Branch of Tsinghua Graduate School.
The Law of Ripples for Cross-Sector Influence
Tsinghua University Auditorium of 1,000 People.
The Eight Steps to Change Management
Soldier of the Shanghai Municipal Police and Armed Police.
Career Planning
University of California, Los Angeles (UCLA).
The Eight Steps to Change Management
Uniqlo. Cognition of the role of managers
China Electronic Circuit Industry Association.
Objectives and Program Management
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