Running water is never stale, a door-hinge is never worm-eaten, reform is the eternal theme of enterprise development. Since its establishment, BATF has always adhered to customer-centered, strengthened technological innovation, and constantly improved the comprehensive competitiveness of the enterprise, becoming a leading enterprise in the field of industry segmentation. In recent years, BATF has accelerated the reform of human resource management system and practiced internal skills. Through the growth of organization management, talent management and operation management, BATF  has realized the improvement of product and innovation ability, delivery and service ability, brand and marketing ability. From the implementation of the method to the results, from the research of the results and the backward optimization, combined with the management experience of benchmark enterprises, a set of special operation and management system of BATFis summarized to boost the development of the enterprise.

Three pillar model: break from the inside

In the face of ever-changing market competition, enterprises are brave to energetic reform, or retreat from difficulties, security? BATF resolutely chose the former, breaking from the inside and living outwards. In order to better adapt to the company's development, docking with the company's strategy, promote organizational change, provide professional and efficient human resources services, and efficiently support the human resources work of front-line business units. Since 2017, BATF has begun to reform its human resources, establishing the three-pillar human resources model of HUMAN resources Expert Center COE, HUMAN resources business partner HRBP and HUMAN resources platform SSC, and carrying out a series of reforms and innovations in terms of system and mechanism and capacity building.

Talent team construction: expand from the outside to the inside

With the gradual increase of investment in technology research and development, enterprise management and other fields, BATF also has more demand for elite talents. In order to solve the problem of insufficient talents, BATF makes full use of university resources to attract university r&d talents. At the same time, the depth of mining industry elites to serve as part-time consultants.

Enterprise talent team construction not only depends on external expansion, but also needs endogenous. In BATF, there are experienced "front wave" in their 40s and 50s, as well as innovative "back wave" in their 20s and 30s. Employees of different age groups have different needs. The former are more interested in career stability, while the latter are more concerned about the challenge of work, the market competitiveness of salary and the prospect of platform. Therefore, on the one hand, BATF builds a "3D+E" (performance, responsibility, ability + experience) cadre performance model to provide employees with clear career development paths, perfect job levels and clear promotion standards to enhance their recognition of the company. On the other hand, continuously improve the company's performance management system, salary and welfare system, establish a complete performance management system, implement a scientific distribution mechanism, for employees to open the gap, get out of the trap circle, stimulate the self-drive of employees, improve the vitality of individuals and organizations.

Digital Transformation: Sharpening the sword

In the 5G era, increasingly diversified digitalization and intelligence is the inevitable development trend of human resources. The popularization of digitization and intelligence will bring higher efficiency and better promote the development of business. As early as 2018, BATF has proposed to build a scientific and advanced human resource management system to realize the digital transformation of human resources. After nearly three years of trial and exploration, bud rich human resources system in 2020 - employee portraits project officially launched, in order to improve enterprise's core competitiveness as the goal, around the "recruitment, selection, care, training, evaluation, motivation, succession" ability to build employee career life cycle all aspects such as system, to build employee grow up information platform, Explore new ways to cultivate skilled personnel to provide a platform and talent support for the strategic development of BATF.

Continuous introduction of excellent talents and continuous optimization of staff management is the key to enhance the endogenous power and development vitality of enterprises. Only its difficult, the party shows yong yi; Only its hone, only jade. 20 years of continuous exploration, 20 years of excellence, let us witness the brilliant achievements of the second 20 years of BATF!

                                                                                   BATF Center for Human Resources and Administration