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Talent Strategy

Career Development System

The company pays attention to the career development of employees, and encourages employees to formulate personal career development plans under the guidance and help of the company. The company can provide employees with the following career development paths, which are shown on the left.

Professional series

In related fields, continue to develop in depth and pursue the improvement of professional skills.

Administrative series

Achieve outstanding performance by coordinating the work of department members and completing department tasks.

Internal Promotion And Mobility Mechanism

Make the best use of talents
In order to effectively stimulate the enthusiasm of employees, fully tap the potential of the company's current employees, and ensure that "people make the best use of their talents". When the relevant positions are vacant, the personnel specialist and the production department will announce the internal recruitment information in a timely manner, and the company will give priority to promotion and adjustment from the internal employees. Only when the internal recruitment cannot meet the needs, will the external recruitment be considered.
Conditions for promotion and development
Active work, dedication and integrity, and good professional quality; continuous learning and improving one's ability to create excellent performance; excellent team spirit, high trust from colleagues, and work with them Create excellent results; be able to train subordinates, after being promoted, subordinates can be better able to perform the work they have undertaken; meet the qualification requirements of the promotion position, and have a strong sense of responsibility and mission willing to take on this job.
Internal promotion and mobility
The company can arrange your promotion and mobility within the company according to your ability, work performance and business needs, after soliciting your personal wishes, so as to better help you develop your potential and enhance the necessary skills for career development. If you personally have the willingness to move within the company, you can also communicate with the relevant departments, and the administrative office will finally confirm it, and the administrative office will coordinate the transfer procedures; the company does not advocate that employees change jobs too frequently due to personal reasons.
Procedures for post change
All internal staff transfers (including changes in post grade wages) and their subordinate departments need to fill in written materials explaining the reasons for the adjustment and submit them to the Administrative Office, and they will take effect after being approved by the relevant personnel in charge. When you receive the transfer notice, the department supervisor (including) employees should complete the transfer procedures within 5 days, and other personnel should complete the transfer procedures within 3 days; after the employee's position is changed, the first month is the probationary period, and the work evaluation and assessment will be conducted after the probationary period expires. Competent persons are formally appointed by the company. For middle and senior management personnel and senior technical personnel, the company implements the employment system, and within the employment system, they enjoy all the benefits and allowances of the new positions.

Talent Concept

Loyalty
Loyalty to duties, love and dedication; help each other, share weal and woe; develop together with the company, share the same destiny, advance and retreat together, and never fall behind; be conscientious, conscientious, dedicated, and dedicated.
Dedication
Active dedication and pursuit of excellence. Be realistic and pragmatic, be serious and responsible, have a sense of ownership, and use actions to positively influence the company and the team. Innovate with enthusiasm and wisdom to make the business full of vigor and vitality.
Responsibility
Dare to be responsible, be responsible to yourself, be responsible to the family, be responsible to colleagues, be responsible to work, be responsible to customers, be responsible to the enterprise; be responsible for management, be brave to take responsibility, and perform due diligence.
Enterprising
Never give up, be optimistic, face difficulties and challenges in work with a positive attitude; keep learning, pursue progress, and be enthusiastic about new technologies and new things.

Salary and Benefits

Salary philosophy

In accordance with the principle of marketization, the company provides competitive salaries in the industry, and attracts and retains outstanding talents.
1. Marketization: maintain a competitive salary level in the industry and maintain a leading position in the local market;
2. Internal fairness: Salary reflects the characteristics of different positions in terms of responsibility, scope of influence, and skill requirements;
3. Achievement sharing: Every progress made by the company is closely related to the efforts of the majority of employees. While the company is developing, employees must share the fruits of success;
4. Balance material remuneration and spiritual satisfaction: While paying attention to material remuneration, the company will not ignore the trust, respect and support for employees, so that employees have a sense of competence, achievement, responsibility, personal growth and other spiritual satisfaction ;
5. Salary increase for excellence: Salary is not necessarily related to the length of service time and educational level, but is closely related to performance and ability;
6. Confidentiality of salary: Salary is a personal privacy, and no employee may disclose, inquire, or discuss the salary of other employees.
Salary composition

According to the characteristics of the company, wages are divided into hourly wages and piece-rate positions, and the "Wage Management System" is formulated for this purpose.
1. Employee salary is determined by position:
(1) Hourly wages for administrative personnel, quality inspectors, mechanics, warehouse management personnel, logistics personnel and security personnel;
(2) Operators are paid by piece rate;
(3) Auxiliary types of work such as loading and unloading, wrapping, etc. implement fixed wages + piece rate wages + performance appraisal wages.
2. Individual income tax, social insurance paid in accordance with the law, water and electricity expenses for housing provided by the company, etc., shall be withheld and paid by the company.
Pay date and Payment method

The calculation cycle of the company's attendance and wages is from the 1st of the current month to the end of the current month, and the payroll time is the end of the following month. If the pay date falls on a holiday, it will be advanced, and the employee's salary will be paid in the form of automatic bank transfer.
Salary adjustment mechanism

1. Annual salary adjustment
Annual salary adjustment The company will make general adjustments to the salaries of all employees of the company at the appropriate time according to factors such as the current operating performance, industry development, price increase index, and local minimum wage standards.
2. Instant salary adjustment
(1) Salary adjustment due to the expiration of the probation period and position adjustment is an immediate salary adjustment;
(2) For salary adjustment, please refer to Article 2, Chapter 4, Paragraph 2 of this manual, and other immediate salary adjustments shall be implemented according to the approval opinions of the company's leadership.
Other systems

When an employee joins the job, the employee's salary during the probationary period should be specified in the employee's labor contract or through other means, and the probationary period should be transferred to the administrative office after being approved by the deputy general manager, and reported to the payroll accountant of the finance department at the same time for salary calculation; employee probation The salary after the period is determined according to the performance during the probationary period, but not lower than the salary agreed in the labor contract.