Zhenyu Technology X Beisen: A near-10,000 employee manufacturing group applies HR SaaS + AI to unlock new efficiency and growth codes

As a national-level specialized and innovative 'little giant' enterprise deeply rooted in the manufacturing industry and a publicly listed company on the A-share market, Zhenyu Technology has long been committed to three core business areas: molds, lithium battery structural components, and motor cores. With its expanding business footprint, over 8,000 employees and more than ten factories spread across the country, the complex personnel structure and management scenarios have placed pressure on its human resources system — traditional HR management methods can no longer support the company's rapid growth.

Starting from 2023, Zhenyu Technology partnered with Beisen to initiate a digital transformation that spans all HR scenarios. Using an integrated platform to break down data silos, leveraging AI to enhance service experience, and driving business decisions through data.From recruitment and onboarding, attendance and payroll, to bulk training and talent development, as well as having a 7x24-hour online AI colleague,Zhenyu completed a leapfrog upgrade of full-scenario digitization, achieving triple advancements in efficiency, user experience, and business enablement.

Zhenyu has 6,000 frontline employees distributed across factories in various provinces and cities nationwide. The diverse employee types, complicated shifts, and inconsistent rules require offline manual statistics by HR. A monthly report often takes at least a week to calculate, which is time-consuming, labor-intensive, and prone to errors leading to rework. However, this is just the tip of the iceberg for Zhenyu’s HR challenges. While the group’s business is growing rapidly, the systems are gradually falling behind:

Firstly, serious data silo issues.Attendance and personnel data are managed online, while recruitment, payroll, and training rely on offline manual operations. When an employee experiences a change in their status, HR must manually collect various data and update it in three or four different places, which is very cumbersome and labor-intensive.

Secondly, the pain of manual attendance management for HR.Production lines are flexible and ever-changing: there are ‘onboarding shifts’ where employees are scheduled immediately after training, ‘leave adjustments’ for temporary schedule changes, and complex overtime splits crossing midnight... The accuracy rate of attendance results calculated by the existing system is relatively low, making monthly attendance accounting a challenge for the HR team — inefficient, error-prone, and directly affecting the timeliness of payroll distribution.

There's also the issue of frequent process interruptions.Blue-collar contracts are signed entirely offline, piling up like mountains; recruitment progress is tracked through spreadsheets. Managers can't view real-time data, making it impossible to provide risk warnings. Additionally, both HR and employees have subpar experiences.

Given the labor-intensive and complex processes in the manufacturing industry, figuring out how to use a single system to integrate organization, attendance, recruitment, and payroll—breaking down data silos and enabling automated accounting—has become a critical step for companies pursuing high-quality growth.

Zhenyu Technology partnered with Beisen to build an integrated HR platform, leaving behind the era of manual management and accelerating workforce efficiency, delivering visibly improved performance:

With rapid business expansion, Zhenyu Technology needs to recruit nearly 20,000 blue-collar workers annually, facing tight deadlines, heavy workloads, and complex procedures, especially during peak seasons when under immense hiring pressure. To address this, Zhenyu Technology partnered with Beisen to achieve breakthroughs via three key actions.

Step One: Front-loading recruitment needs, shifting from 'uncontrolled headcount' to 'full control.' In the past, staffing requests at various sites relied on emails and spreadsheets, making it difficult for headquarters to anticipate manpower shortages. Now, using Beisen’s system for online demand submission and linked staffing data, HQ can flexibly manage talent recruitment and allocation.

Step Two: Full online process, creating an 'instant interview-to-onboarding' closed loop via QR code scanning. Recruitment no longer relies on piles of paper resumes at the venue; candidates can 'scan to submit' face-to-face, while interviewers scan to conduct interviews, and results are entered into the system in real time, completing the entire recruitment-to-onboarding process within three days.

Step Three: Introduce Beisen's AI interviewer to achieve intelligent hiring for blue-collar workers.Currently, the group plans to introduce an AI interviewer to replace HR conducting on-site interviews. The AI will automatically ask questions, assess intelligently, and generate reports. In the future, HR will only need to review AI interview reports online, allowing them to focus more on value-added tasks.

By managing demand planning and fully digitizing the recruitment process, Zhenyu Technology has shortened its recruitment cycle by 42%, enabling onboarding within three days at the fastest, strongly supporting continuous business operations. More importantly, recruitment costs have been reduced by 57.5%, significantly improving per capita efficiency, achieving dual optimization in both efficiency and cost.

As a core pain point in human resource management for manufacturing enterprises, the digital upgrade of the attendance module has always been key to Zhenyu’s efficiency improvement. Attendance scenarios on production lines in manufacturing companies are complex and diverse — day shifts, night shifts, three-shift rotations, planned overtime, direct consecutive overtime, etc. Zhenyu Group’s more than ten factories are distributed across different provinces and cities, each with their own attendance calendars, overtime rules, and leave policies.

In the past, clerks had to verify access control data daily, manually record attendance and overtime hours, and errors were frequent,” recalled the HRIS head of Zhenyu. “Production line employees might attend training today, work a night shift tomorrow, and take a temporary day off the day after, with all kinds of special shifts relying entirely on manual breakdowns. A monthly attendance report often required several days of repeated verification.

After Zhenyu partnered with Beisen's workforce solutions, it initiated a reconstruction of the attendance system.

● Systematically organized the attendance logic across the entire group: Unified over 40 types of shifts, standardized rules for planned overtime, direct consecutive overtime, and compensatory leave rollover, and established more than ten differentiated attendance profiles. Details that were previously blurred due to system limitations — such as whether overtime starts counting after half an hour, or if there is a cap on compensatory leave — are now clearly defined and embedded into the processes.

● HR completely bids farewell to late-night overtime for manual daily and monthly report calculations:Planned overtime on production lines can be arranged in advance by team leaders in the system, which automatically generates overtime records based on clock-in times; cross-midnight overtime no longer requires manual splitting, improving overtime processing efficiency by 60%; compensatory leave is automatically generated and carried over according to rules. The tedious process that originally required HR to manually input each entry is now automatically completed by the system in the background. At the end of each month, the system automatically generates attendance reports with an accuracy rate increased to over 99%; the time HR spends handling leave and overtime requests has been reduced to one-third of the original.

● A comprehensive upgrade of the attendance experience:Frontline employees can check their attendance and view detailed overtime information on their mobile devices, and raise any questions directly through online feedback; managers can log into the system to view the team’s leave and attendance dashboard, gaining real-time insights into attendance rates and labor hour utilization across workshops. Data-supported scheduling optimization is more precise, effectively reducing inefficient working hours.

Zhenyu employs a piece-rate pay model for nearly 3,000+ workers across its factories, with varying rules depending on the factory and job position, such as individual piece-rate, group piece-rate, and team leader piece-rate. Previously, these calculations were done manually offline by HR. After partnering with Beisen, the entire process from unit price adjustments, piece-rate rule changes, piece-rate calculations, to result application has been fully digitized.

● Online unit price management, with traceable adjustments:Any changes to piece-rate unit prices must initiate an electronic approval process within the system. Effective dates, historical versions, and approval records are clearly visible, eliminating disputes at the source.

● Automatic output collection, seamless data synchronization:The system supports various data collection methods—production data can be automatically obtained via API integration from production systems or manually entered by HR in the payroll system. Once submitted, the data automatically enters the approval workflow, and upon confirmation, it directly feeds into the payroll calculation pool, completely eliminating manual transcription and spreadsheet merging.

● Flexible rule adjustments:Whether it's individual piece-rate or collective distribution, formulas can be configured in the system’s “Commission Management” module. With just one click to trigger the calculation task each month, the system automatically executes all logic such as aggregation, allocation, and ranking, quickly generating accurate piece-rate wage results.

● Results integrated into payroll calculations for direct use:The calculated piece-rate wages can be directly pushed to the payroll calculation module, eliminating the need for HR to manually import data again, ensuring timely and accurate salary disbursement.

In addition, regarding payroll management, Zhenyu has partnered with Beisen to unify multiple salary packages, over 200 salary items, and various payment schemes, achieving full-process automation for onboarding salary setting, probation-to-permanent salary adjustment, and departure settlement. The entire group requires only two people to complete payroll calculations, and the integration of attendance and payroll modules further improves settlement efficiency by 40%.

At the talent training level, traditional offline training management models were previously used for team leaders and middle management, which not only incurred high training costs but also required HR to coordinate schedules, book venues, distribute materials, and handle check-in statistics. Managing the training process was cumbersome, and tracking subsequent effectiveness and results was challenging. After adopting Beisen Learning Cloud, leadership training has achieved fully online agile management.

For more than 500 team leaders across dozens of production bases, the group has built a standard competency model on Beisen Learning Cloud,offering corresponding training courses based on specific metrics. Online courses are available anytime, and exams can be taken on mobile phones after work. A specialized training program can be completed within 4-5 months, with the entire training process tracked: who studied which courses and what scores they received are automatically compiled into data reports, freeing HR from manual verification.

We have developed a competency model for over 100 middle managers, matching them with corresponding online courses and offline training programs. After completion, they take an online exam and submit reports, making their competency improvement visible.

At the performance management level, the group adopts different evaluation models based on employee groups:Executives focus on PBCs (Personal Business Commitments), white-collar workers mainly rely on KPIs (Key Performance Indicators), while frontline blue-collar workers continue to use the offline grape chart performance method.After implementing Beisen’s Performance Cloud, the group no longer needs offline meetings to communicate objectives. The business center translates strategies into executive PBCs, and the system directly supports goal alignment and breakdown. HR can issue fixed assessment forms in bulk online, employees fill out indicators within the system, and all steps—follow-up, evaluation scoring, and result distribution—are processed online with full traceability. This boosts performance review efficiency by 200%! Managers can also monitor progress and analyze results via real-time visual performance dashboards, making talent decisions more data-driven.

In terms of talent development, Zhenyu has already built three career development paths in the Beisen system—management, professional, and technical tracks—clarifying qualification standards for each level. In the future, it will form a complete chain of “learning maps - capability assessments - certification and promotion.” Through multi-dimensional talent reviews, core talents and successors are accurately identified, providing solid talent support for continuous corporate expansion.

While Zhenyu Technology is growing rapidly, its employee service experience faces challenges:

● Digital divide hindering frontline workers:Experienced workers in workshops are key production forces but need to “seek help from HR” for routine tasks like leave applications and social security inquiries.

● HR bogged down by repetitive inquiries:Each HRBP across subsidiaries manages between 200 to 600 employees, handling full-module tasks such as onboarding and performance reviews while also moonlighting as “customer service.” On average, three hours a day are spent answering repetitive questions like “How do I take annual leave?” or “What is the social security base?”—efforts that should have been dedicated to talent planning now fragmented by these piecemeal consultations.

● Information barriers lead to policy miscommunication:New policies from headquarters undergo multiple layers of transmission—“HRBP training followed by communication to employees”—greatly reducing managerial consistency.

In response to the above challenges, Zhenyu Technology has partnered deeply with Beisen’s AI Employee Assistant to build an integrated service platform combining intelligent Q&A, business processing, and human-machine collaboration.

● 7x24-hour “knowledge repository”:Policies spanning finance, HR, leave systems, and more are stored in the AI brain. Employees can ask in plain language about “leave procedures” or “my social security base,” and the system provides instant standardized answers, enabling information access “on demand.” HR response times have been reduced from three hours to one hour daily.

● One-click business processing for simplified operations:Leveraging the strengths of Beisen's integrated HR SaaS system, the AI Employee Assistant connects directly to iTalent. Addressing the pain point of “not knowing how to operate the system,” when an employee says, “I want to request leave,” the AI immediately prompts the application entry point, streamlining complex processes into a “one-step solution,” boosting efficiency by over 60%.

● Seamless one-click transfer to human support: When encountering personalized challenges, the 'one-click transfer to human' function directly connects you to an exclusive HRBP, along with prior conversation records, avoiding 'repeated explanations.'

When AI empowers employee services, it not only reduces costs and improves efficiency but also fosters a 'people-oriented' organizational culture—this is exactly the 'talent confidence' that companies need to stand firm amidst the intelligent manufacturing wave.

Currently, Zhenyu Technology is gradually introducing Beisen's AI interviewer. In the future, AI will replace HR in conducting on-site interviews, with AI automatically asking questions, intelligently evaluating candidates, and generating reports, allowing HR to simply review AI interview reports online, thus focusing on core tasks such as talent planning. Zhenyu Technology’s practice proves that digital transformation for manufacturing HR is not a 'high-sounding concept,' but rather a practical solution to address pain points.

Beisen’s value lies not only in optimizing internal processes but also in deeply empowering Zhenyu’s business growth and strategic implementation. As Zhenyu expands into the European market, the applicationof Beisen's integrated overseas solutionenables Serbian-language employee and manager applications, gradually achieving overseas organizational structure setup, multi-time zone attendance management, and localized payroll calculations linked with CDP, ensuring manpower readiness for overseas operations and supporting business expansion.

From traditional human resource management to full-scenario digitization, the collaboration between Beisen and Zhenyu Technology has not only addressed the human resource management challenges of a ten-thousand-employee manufacturing group but also set a benchmark for digital transformation in the manufacturing industry. Moving forward, Beisen will continue to focus on manufacturing scenarios, providing smarter and more flexible solutions to accompany Zhenyu Technology on its path to steady digital transformation.