Cultivate the future leaders of the organization
The company has always insisted that "talent" is the most valuable resource. The company has established the "Training Team for Talents", which regards talent reserve as an important measure to prevent risks. At the same time, it has listed the reserve talents as an important indicator for the top leaders of various departments. A step-by-step progressive promotion mechanism from grassroots employees to middle managers to top executives. Senior leaders take the lead in implementing their succession plan.
Grassroots
★ For new recruits at the grassroots level. Department leaders and offices work together to help their career development plans and determine their own career development goals. Formulate and implement talent training and development plans for key post successors and backup backbone selection plans, job rotation plans, on-the-job training programs, etc., establish a career promotion system for employees, and develop and train key teams. The key post successors and backup backbones are promoted at an annual rate of more than 1%.
Middle layer
★ Training of middle-level cadres. The company classifies and stratifies the cadre training plan, and selects training courses held by industry, colleges and professional organizations. Annual and annual assessments of middle-level cadres are conducted. The quarterly assessment includes work performance, professional ethics, etc., which is assessed by the competent leader; the annual assessment consists of two parts: the supervisor leadership assessment and the employee assessment, each accounting for 50% of the total score. The assessment results serve as an important basis for rewards and punishments, promotion and appointment and dismissal.
Senior leaders
★ Training of senior leaders. Guided by the chairman's cultural values, executive rotation training, internal and external exchanges, and participation in senior management training courses.