Wuhan Yishenghe Design Co., Ltd.

About Yishenghe Design

Wuhan Yishenghe Design Co., Ltd. was founded in 2007.
The leap of technology has brought tremendous development to human society, but also great uncertainty. Through continuous exploration and practice, Yishenghe has gradually formed the value concept of "more artistic, more future-oriented" — adhering to goodwill towards the environment, respect for multiculturalism, grasping the trends of future life, focusing on the transformation from the everyday to the artistic, and using modern, concise and powerful design language to create dramatic spatial experiences.

Over the past decade, with landscape design at its core, Yishenghe has achieved remarkable results in high-end residential landscapes, commercial complex landscapes, urban landscapes, tourism area planning, and high-tech park design. It has partnered with more than 100 well-known groups, including the top 20 real estate developers nationwide, with which it has successively developed long-term, extensive and close cooperative relationships, establishing a good reputation in the industry.

Yishenghe has also continuously strengthened its path of internationalization and academic cooperation. It has successively established strategic partnerships with VIA University College of Denmark, Henning Larsen Architects, and Hubei Institute of Fine Arts. At the same time, it is advancing across multiple fields towards becoming a comprehensive design institution. It has developed sub-brands in architectural planning, commercial space, public art, and soft decoration design. It has set up creative service agencies in Wuhan and Beijing, and conducts cross-disciplinary cooperation with *artists, designers, and professionals in numerous fields, maintaining continuous creativity and exploring more valuable works.

Compensation System

At Yishenghe Design, we adopt an annual salary system, with the basic model being: Annual Salary = Base Salary + Performance Salary. This can bring employees a calm mindset and stability. We believe this is a compensation system implemented in pursuit of excellence in quality, not for profit and quantity.

Promotion Opportunities: An annual salary adjustment opportunity and semi-annual performance evaluations, providing salary increase rewards for every employee who has made progress in their work.

Career Development

The company is committed to building multi-channel career development paths, helping employees with career planning, and through tiered training helping employees improve their own technical and management levels, achieving diversification and specialization of talent. It provides two paths — management and professional technical — to respectively satisfy employees with strong management capabilities and professional technical capabilities in advancing in their respective areas of expertise, thereby broadening employees' development space.

The "dual-track" system of career development paths:
Professional Technical Track:
Frontline Employee — Key Employee — Senior Technician — Core Technician — Expert Talent — Leadership
Provides a path for employees who intend to develop deeply along the design business line to become technical experts and business leaders.
Management Track:
Frontline Employee — Key Employee — Frontline Management — Middle Management — Senior Management — Leadership
Discovers employees' management potential and provides a path for employees aspiring to engage in management work to become management talent.

Benefits System

1. Guaranteed benefits: social insurance, overtime meal allowance, overtime taxi subsidy, etc.;
2. Paid annual leave: company employees, from the date of becoming a regular employee, enjoy 5-10 days of paid annual leave per year depending on years of service;
3. Holiday gifts: Dragon Boat Festival, Mid-Autumn Festival, New Year's Day, etc.;
4. Care benefits: wedding gift money, maternity gift money, hospitalization consolation money, bereavement leave consolation money, employee birthday parties;
5. Cultural and sports activities: a certain monthly allowance for cultural and sports activities;
6. Transportation allowance: fuel subsidies for key employees' cars.

Learning and Training

All-staff learning mechanism: encourage employees to participate in various professional studies, training, qualification examinations, and professional title qualification assessments. For employees who obtain academic degree certificates and professional titles through examinations and assessments, the company provides certain support and subsidies.

Every year, based on actual circumstances, the company plans to organize employees with excellent performance to participate in professional study and inspection activities, combining professional improvement with tourism.