The enterprise initiates a method to select talents from six main aspects: education, experience, ability, contacts, thoughts and virtue, based on which the managers need to focus more on their ideas, performances and achievements.
Ability to discriminate risks, to have an insight into market, to innovate sustainably, to lead and to executive personally
Value, work style, conduct, sense of responsibility, sense of discipline and interpersonal relationships
whether achievement index responds to the enterprise’ strategy and hit the target; ways to work are effective and innovative; the improvement of achievements on year-on-year basis and on month-on-month basis
The enterprise attaches great importance to the employees’ happiness and creates competitive incentives to allow them to have a promising future and facilitate their sense of belonging and sense of pride.
By offering core workers the stock ownership incentive mechanisms, the enterprise creates more opportunities for talents to become the enterprise’s shareholders, facilitating workers, with a partner’s mindset, to combine personal development with the development of the company.
In terms of value distribution, the company emphasizes on “basic protection, giving priority to achievement with due consideration to fairness, and being scientific and reasonable”, making employees’ salary more competitive both among peers and in the same area.
The design and execution of the enterprise’ system tend to provide excellent employees with incentives. It connects achievements with salary, promotion, assessment, title, house-purchase and competition for positions.
In addition to mandated benefits, the enterprise offers comprehensive welfare for the staff, involving basic necessities of life. There are 14 major items and 21 minor terms, providing timely help which is an icing on the cake.
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