太阳成集团tyc9728

中国·太阳集团tyc9728(股份)有限公司-官方网站

中国·太阳集团tyc9728(股份)有限公司-官方网站Overview

1995 - 2018

For more than two decades, the development process of Canhigh from its birth, growth, leap-over to transformation is clear and progressive, which has reflected the development view that “Canhigh brand means excellence, trust and sustainability”. Canhigh group, through continuous evolution, transformation, deposition and specialization, has formed a process and authorization system with reasonable authority, an incentive mechanism for benefit sharing,a?flat?organizational?management , a young talent team, and open and transparent information sharing; these excellent organizational abilities are the valuable wealth accumulated in the development process of Canhigh and these characteristics all aim at realizing the ultimate goal of being a “Century-Old Enterprise”, which has fully demonstrated Canhign’s operation ability of “sustainable” development.

2016-present

New Era of Cooperation

The core of the operational value for the new period of Canhigh was represented in the strategic judgment and resource input of "Alliance" and "Sharing".

Since 2016, Canhigh, Vanke, Longfor and other units have carried out in-depth strategic cooperation, and actively invested in and expanded real estate projects.

From 2017 to 2018, Canhigh gradually defined the development path of continuing to keep steady growth of real estate investment, development, operation and other businesses, actively carry out real estate financial services, and timely expand equity and fixed income investment.


2013-2015

Transformation and Exploration Period

Since 2013, Canhigh carried out the multi-dimensional strategic exploration, began the precipitation and trial of strategic, operating, talent, capital and professional forces for the development of the new era, and continuously refined the team to challenge new growth and interest points.

The thinking of transformation and the practice of exploration laid a good foundation for Canhigh to cope with the new situation of economy, open up a new business situation, and welcome a new era of development.


2008-2012

Reform and Accumulation Period

Since 2008, Canhigh had implemented the strategy of "Reform and Opening", learned from the benchmarking enterprises, and successively proposed development strategies of "customer-oriented and rapid response", "responsibility and sharing performance" and so on till now.

During this period, Canhigh Center (Hangzhou), the self-holding landmark complex, was put into use. Canhigh Center (Hangzhou) reached a strategic cooperation with Hangzhou Tower, the leader in business. Canhigh paid more attention to the management and operation of its properties, began to prevent systemic risks of the real estate and continued following sound and sustainable operating route.


2005-2007

Leaping Upward Period

Since 2005, Canhigh's "Management Promotion Framework Project" of was comprehensively started, and this enterprise reform involved the enterprise culture, development strategy, governance structure, process reengineering and ISO9000 deployment, performance management, team building and other contents to build a scientific, standardized, efficient operation system for Canhigh. During the period, Canhigh got the fastest growing in performance. Besides, it was an important period for Canhigh to step over from "be an enterprise" to "be an excellent enterprise".

In 2006, Canhigh started using the new logo "CANHIGH".


At the End of 2001 - 2004

The Second Start-up Period

In the second half of 2001, Canhigh proposed the "Second Start-up" 

to carry out the enterprise management innovative integration and teasing out corporate culture, initially forming the company management system;

At the same time, Canhigh realized the expansion in different places officially and moved 

toward multi-regional development, which sowed the seeds of a bumper harvest for the next stage of leaping development.

In 2002, Canhigh Group was established, and fully integrated and upgraded all aspects of modern enterprise operations,

including external relations management, internal management, organizational structure, personnel training and so on, 

all of which were moving toward the comprehensive system and standardization.


1998.8-2001

Rapid Development Period

On August 19, 1998, Canhigh was officially established.

It successively won the land lots for Poetic Home, Wulin Gate Passenger Terminal Renovation Project (Canhigh Center), Warm Town, etc., as well as set up Sandun City Construction Company, starting to serve the urban comprehensive support operation.

During the period, Canhigh developed rapidly and set up its own brand on Hangzhou real estate market, and explored and innovated on all aspects of the enterprise, such as products, services and management, and established the operation mechanism for a modern enterprise.


1995-1998.7

Initial Start-up Period


The predecessor of Canhigh was Hangzhou Longxin Property Development Co., Ltd., 

which was founded by Mr. Li Baoku in Hangzhou, Zhejiang Province on June 19, 1995.

At its beginning, Canhigh, and as a professional real estate development enterprise, Canhigh developed the Xixi Yard and Xinyuan Residential Building by means of cooperation/contracting and completed the initial start-up of the enterprise under the leadership of Mr. Li Baoku.


  • In the process of corporate culture evolution, we constantly adapt to new environment, new requirements, for something new constantly appears and something constantly fides out, which demonstrates the process in which our enterprise culture gradually gets richer and our company gradually grows stronger. Each Canhigh member internalizes the enterprise culture into his mind, which becomes our own principles and externalizes in our words and behaviors through our routine learning, execution. I become a creator, propagator and executor of enterprise culture.


    The Seventh period of Canhigh
  • Idealism is something in heart, ideal is not only the direction of our moving forward, but also the passion and struggle in the process, idealism supports us to overcome a lot of difficulties, precipitates a lot of laughter and tears. We have some good results, and we look forward to achieving the leap from being an enterprise to being an outstanding one.


    The Eighth period of Canhigh
  • For directors of all functional departments, introduction of talents is one of their obligatory responsibilities and introduction of talents is with costs. After introducing talents, it is necessary to clarify the instructors, who shall lead wholeheartedly, communicate and cultivate well. At present, we mainly introduce the following types of talents: one type is younger talents whose basic quality is better; another type of talents shall be with strong work ability and can immediately play a role.


    The Eighth period of Canhigh
  • A main is a guiding factor in the development of company. Canhigh shall curb three phenomena: the first is to take everything for granted and is irresponsible with prevarication, excuse-making; the second is not to learn or study anything; the third is  obsequious, who is afraid to express his ideas. Meanwhile, three kinds of talents who shall be encouraged are: one is a wise man who tries to solve the problem; the other is the one who dares to speak the truth and dare to argue with his leader; still the other is the one who is brave to take challenges and actions.


    The Twelfth period of Canhigh
  • Real estate companies in America do not have so many principles and the principles are explained in plain words if any, such as Pudi. We now insist that we shall simplify our words and put more into practice, If we can’t realize those what we promise, we will feel a shame. Therefore, we shall talk less about ideas, principles, and talk more concretely about how to operate, implement them, and turn them into processes and cultures.


    The Thirteenth period of Canhigh
  • Every employee shall set up a broad view of enterprise development, treat the problem from the perspective of the progressive development of the enterprise, be brave to acknowledge the problem, and have a mentality to correct the problem; Confucius said: “I examine myself three times a day”. First of all, we shall consider on our own shortcomings, and finding problems does not mean that we are not confident. We shall be fully aware of the value of our work; the achievements and honors of the enterprise are our achievements and honors. 

    The Fifteenth period of Canhigh
  • Cultural communicators and renders are not language or books, but people. Human capital is the first capital of an enterprise, and the talent team is the core value of an enterprise. Thus, we shall solidify and guide employees with the charm of corporate culture. We shall influence and forge our teams with the power of our enterprise culture. By doing so, our employees can integrate their pursuit of self-value into the pursuit of the enterprise's overall value, and each one can identify his core values of the enterprise from inside out.


    The Sixteenth period of Canhigh
  • Self-confidence is an essential requirement in our daily work and life. Only when you are confident can you be respected and trustworthy. When you are confident, first and foremost, you shall be responsible for yourself with sufficient judgment criteria and evidence. While in work, self-confidence is based on our judgment of work and its value, on the achievement of our work and the result gained after comparison with outstanding enterprises. Our voice can’t be heard and we can’t obtain respect without self-confidence.

    The Seventeenth period of Canhigh
  • Study and investigation are important methods for us to broaden our horizons. No matter where the idea sources from, as long as it is good enough, we shall not hesitate to learn and innovate in digestion. Grassroots employees can learn from specific tools and improve work efficiency. Managers at middle or high level shall be able to make breakthroughs in ideas and concepts, and they shall make contributions to the improvement of the company productivity in addition to learning in the aspects of tools, process construction and so forth.


    The Seventeenth period of Canhigh
  • This job is under my charge. As a grassroots employee,  first of all, I shall be clear which  one is my own responsibility. Only after being familiar with the own  duty scope can I take actions and improve my performances quickly. It is unwise to “sit”, “wait” or “rely on others” when I am aware of the responsibilities which I shall  undertake. I can achieve faster and further success when I “work diligently and effectively, and explore new skills constantly”.


    The Eighteenth period of Canhigh

中国·太阳集团tyc9728(股份)有限公司-官方网站Honor

Canhigh Group has always been devoting itself to forging a modern model enterprise characterized by pursuing excellence and winning trust from its customers, and inspiring and spurring on itself to make constant changes and achieve more progress, thus continuously satisfying its customers, employees, investors and society and gaining wide recognition and approval from all sectors of society. By the end of November 2018, Canhigh Group, independent development projects of Canhigh and the company's leadership have obtained 277 honorary awards, including 70 national level awards, 32 provincial level awards, 127 municipal-level awards and 48 district-level awards.

  • Corporate Honor

    Since its founding, Canhigh Group has won honors at the international, national, provincial and ministerial, municipal levels and those that are granted by various social media, public welfare organizations and rating agencies for many times. These honors can not only be used to measure brand reputation of Canhigh but showing the recognition of all aspects of society to the management of Canhigh and its teamwork.

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  • Project Glory

    All the honors won by Canhigh witness its unremitting efforts to pursue high-quality products and services and vividly record its development journey. The acquisition of each honor is the deepening and enhancement of Canhigh value and ideas, as well as the spur and encouragement to Canhigh to create higher value.

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