(1) Multi-channel career development path
According to the business characteristics and future development needs, the company establishes multi-channel career development paths in management line, technical line, sales line and functional line. Employees can choose the development path that suits them by combining their personal career planning and development will. Combine personal growth and company development to truly achieve the best of people's talents.
The company attaches importance to the training and selection of internal staff, and has established internal job competition, reserve talent selection and other talent selection mechanisms, so as to put the truly capable talents in the most suitable positions. At present, more than 80% of the company's employees in high-ranking positions have come through internal training and promotion.
(2) Multi-level ability enhancement programs
Freshmen training program. The training is divided into four stages: theoretical internship, disassembly internship, rotational internship and job apprenticeship, to help students quickly integrate into workplace life, master the basic tools and methods, and develop the quality and ability to be competent for the job.
(3) Multi-dimensional talent incentive policy
Equity incentive policy. For the core staff and middle and senior management cadres, since the company was listed, we have implemented several periods of equity incentives to encourage employees to grow with the company and share the fruits of development together.
Efficiency output sharing mechanism. For the core technical and managerial staff, KPI performance management is the main form to implement "positive incentive". Encourage value creation, encourage the new value and output to obtain income, ensure the safety income of employees in the process, stretch the performance floating space, promote employees and the company's goals in the same direction, encourage employees to improve performance and increase income.