Talent strategy

Talent strategy
In the next five to ten years, in order to achieve this goal, the company must not only continue to maintain its competitive advantage in the existing business areas, but also develop new businesses in a more intense and volatile competitive environment. Talents will become the key resources to accelerate the development of the enterprise.
We expect excellent talents to join our company with wisdom, enthusiasm and creativity to meet opportunities and challenges with us.
Compensation strategy
Always adhere to the "people-oriented" business philosophy, and determine the salary in order to effectively play the role of "attracting, retaining and motivating talents":
——Continue to maintain a competitive market-oriented salary level, use options and equity to motivate the management and core employees to share the company's operating results and share the company's operating risks;
——Based on the principle of internal fairness, establish a perfect post wage rating system;
——Respect employees' personal expertise and ability, and support the development of different career paths;
——Pay attention to the retention of core talents.
employee welfare
The company sets up welfare plans for employees at various levels and angles:
——Handle medical, old-age, unemployment, work-related injury, maternity and other insurance programs for eligible employees;
——Provide group dormitories, restaurants, books/reading rooms and other amateur activities as well as necessary living facilities;
——Enjoy various statutory holidays stipulated by the state;
——The company cares about the health of employees and arranges physical examination for employees every year;
——In order to enrich the staff's spare time life, various colorful club activities are held irregularly;
——To improve the skills and knowledge of employees, various training activities are held irregularly;
Training and education
Knowledge training: company introduction; Employee handbook and rules and regulations; Main product uses, production processes and process/quality requirements; Visit and introduction of office, production and living areas.
Training required: department/post responsibilities; Workflow; Post operation knowledge and skills, process/quality requirements; Use and maintenance of tools and equipment; Post safety precautions; 5S。
Management cadre training course: basic knowledge of on-site management (including 5S and visual management, lean production, SPC process control, etc.), project improvement tools (including seven QC tools, MSA measurement system analysis method, FMEA failure mode analysis, etc.), project management methods, product knowledge and production process, and leadership improvement.
Training for reserved college students: induction training, on-site training for production posts, process training, equipment training, quality training. After the completion of the reserved training period, the positions shall be determined according to the needs of the company, with reference to the characteristics, interests and performance evaluation of employees during each training period. And other internal and external training to improve the professional ability and personal quality of employees.
Career development
Formulate a career development plan for the management and core business personnel, and create a broad development space for talents with lofty ambitions and desire for success!

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