The development of an enterprise relies on talents, and talents are the foundation of an enterprise. To make an enterprise prosperous and develop sustainably, it must continue to attract, cherish, educate and gather talents, and adhere to the principle of "recognizing diplomas more than level, recognizing professional titles more than competence." The employment philosophy of "recognizing experience more than ability, recognition of qualifications more than contribution"; adhering to the employment standards of "flexibility, courage, tolerance, and tact"; adhering to "six points of talent, eight points of utilization, great respect, The employment style of retaining people through career, inspiring culture, and pleasant treatment.
1. The company has a graded training system for talents at different levels. The human resources department formulates a complete learning and training plan every year, and regularly conducts various forms of internal and external training such as induction training, business skills training, and capability improvement training. Encourage and guide employees to become self-taught and improve their self-worth.
2. The company adheres to the combination of internal training and external introduction, and formulates a talent training reserve plan. We attach great importance to the simultaneous cultivation of leading talents at all levels of professional management positions such as technology, sales, and finance. Create a good environment for talent cultivation: a growth environment for work experience, a cultural environment for correct thinking, and a stable and healthy living environment. Use development to attract people, career to unite people, work to train people, performance appraisal, and care to retain people.
3. The company has also established an elite talent training channel. Every two years or so, it plans to recruit 10 to 20 outstanding young people from first-class colleges, high starting points, and various related majors with a bachelor's degree or above as management trainees, and provide them with positions. We must shoulder the burden and practice targeted training in actual combat. Newcomers who have proven to be outstanding in moral character, ability, and professional knowledge should be the focus of training.
4. The company’s talent evaluation standards and quality requirements:
(1) Eight standards
1. Passion for all-out struggle;   2. Customer-first service awareness;
3. Excellent character of sincerity and trustworthiness;   4. Positive and enterprising open mind;
5. The cooperative spirit of working together;   6. The dedication of being loyal to the enterprise;
7. Solid professional knowledge and skills; 8. Strong sense of responsibility and responsibility.
(2) Five qualities
1. Not only act quickly, but also plan ahead and act in advance;
2. Not only can you draw analogies, but you can also explain things in a simple way;
3. Not only can you think from someone else’s perspective, but you can also take comprehensive measures;
4. Not only can you set challenging goals for yourself, but you can also dare to take responsibility and make decisions;
5. Not only do you get things done, but you also relieve stress.
5. Recruitment and training of talents
(1) Recruitment of employees
Based on actual needs, the company will form a recruitment team from relevant departments to conduct recruitment according to procedures. Recruitment process: written examination, interview (to understand their academic qualifications, experience, abilities, moral character, characteristics, expertise, personality, life values, etc.), and selection of the best candidates after passing the physical examination.
(2) Employees’ career planning
The company attaches great importance to and cares about the training and growth of new employees. Within 6 months after the probation period expires, relevant departments will help the parties complete their career planning. Based on each person's gender, personality, characteristics, and expertise, as well as their development in the company, the parties concerned will design a career development plan. Generally, they formulate their own development plans in 3 to 5 years to complete a leapfrog development. The company can refer to the career planning table to select candidates for reserve talent training, conduct targeted training, focus on training, and provide some platform trial exercises. Through lifelong self-study training and the realization of career planning, they can achieve their qualified positions.