Talent View

The selection of personnel follows the principle of prioritizing morality, which includes loyalty to the company, recognition of corporate culture and values, and personal ethics. For those who are virtuous and talented, boldly use them and entrust them with important responsibilities; For those who possess virtue but lack talent, they should be trained and qualified before use; For those who lack virtue and talent, use them with caution and generally do not use them; For those who lack virtue and talent, it is absolutely not necessary. Guided by this principle, in order to recruit more elite talents suitable for the company's development, the company uses different recruitment channels for talents at different levels: (1) High level talents: play the role of a "headhunting company", build an external talent sharing platform to attract mature talents needed by the company to start businesses together; (2) Professional talents: For the urgently needed professional talents in the company, building a special talent attraction channel will attract outstanding talents who are willing to develop and grow together with the enterprise; (3) Grassroots operational talents: Establish a comprehensive school enterprise cooperation mechanism, and steadily output skilled talents through training. In short, constantly innovating ideas and ensuring that the development of human resources meets the needs of enterprise development through various means.

In terms of talent cultivation, establish a human resource management mechanism that adapts to the company's development, and establish a "people-oriented" talent concept. Fully embodying the value that "people are the first capital for company development", establishing a distinctive corporate culture environment through various channels and forms such as "lecture halls", improving the "planning ability, execution ability, and learning ability" of leaders, creating a "learning oriented" organization, cultivating the concept of "training is like eating", providing training opportunities for talents at different levels, ensuring that talent cultivation has systematic and institutional guarantees, and forming a "reservoir" of company talents. By building a scientific training system, we aim to ensure that talent is not depleted and reserves are strong.

In terms of employment strategy, we adhere to the concept of "enterprises setting the stage, talents singing the opera", and recognize that talent recruitment is only a foundation. The purpose of recruiting talents is to enable them to realize their value and create efficiency for the company. The key to employment is to strengthen platform construction, create a healthy employment environment, and ensure that talents fully utilize their talents and value. According to the internal work division of the company, personnel are horizontally divided into four categories: functional, scientific research, marketing, and operational. Efforts will be made to promote the staffing and job placement work under the existing organizational structure, establish a platform for each category of personnel, establish a tiered promotion channel, and do a good job in employee career planning.

Develop policies that encourage talents to stand out, ensuring that policies can attract, retain, and build platforms for talents to showcase their talents. In terms of retaining employees, we will adopt a multi pronged approach and adopt career retention: setting reasonable promotion opportunities to give employees a sense of career achievement; Salary retention: Build a three-dimensional ecological incentive system for the enterprise, and create a unique compensation system that satisfies employees; Emotional retention: Stay rooted in culture and retain talents with the charm of culture. At the same time, introducing elimination mechanisms to ensure the reasonable flow of personnel and truly achieve the healthy development of human resources.