基于"帮助员工成功"的理念，为不断提升员工岗位胜任力，促进员工职业发展，公司推行了一系列员工开发举措。主要如下：
 

1、师傅带岗制：

      师傅以将新员工"带入门"为目标，师傅须定期与新员工进行面谈辅导，帮助新员工尽快适应工作环境，提升工作技能，并引导新员工做好职业发展规划。

 

2、两大发展方向：

      公司提供了两大序列（管理和专业）八大体系（干部类;研发类;生产类；质检类；市场营销类；财务投资类；人力资源类；行政类）的职业发展通道，其中两大序列发展通道为：

（1）管理通道：新员工—组长—主管—经理—部长—总监及以上（公司领导）

（2）专业通道：新员工—初级—中级—高级—专家—资深专家
 

3、员工职业生涯管理：

      为促进员工成长和组织发展的"双赢"，公司推行员工职业生涯管理流程。

（1）组织层面发展流程：对员工进行评价→部门推荐→制定发展规划→实施发展规划→实现职业发展目标；

（2）个人层面发展流程：自我申报→职业发展意向登记→职业发展计划制定→职业发展计划实施→职业发展目标实现。

     公司及人力资源部重点关注并主导组织层面的发展流程，部门及个人重点关注个人层面的发展流程，最终实现两者有机统一。

 

4、多元化的成长机会：

      公司为员工提供轮岗、转岗、竞争上岗、带薪培训等多种方式，帮助员工获得职业发展所需的知识、技能和经验。

（1）轮岗：即员工轮岗制度，让员工在不同岗位上得到知识和技能的全面提升；

（2）转岗：在胜任本岗位工作的基础上，员工有意愿从事其他岗位工作且有相应岗位空缺时，可申请转岗；

（3）竞聘上岗：当公司某部门有重要岗位空缺，而本部门内没有合适人选时，公司所有员工都有机会参与竞聘上岗； 

（4）带薪培训：公司每年为每一位员工提供一定的带薪外训机会，帮助员工提升管理及专业知识水平；

（5）职务轮换和副职挂职：对优秀的管理人员提供职务轮换和副职挂职的机会，帮助有潜力的干部扩展管理技能，站在更高的角度，全面系统地思考与解决问题。

 

Based on the concept of "helping employees succeed", the company has implemented a series of employee development initiatives in order to continuously improve employee job competency and promote employee career development. The main ones are.

1. Master with post system.

      Master to bring new employees "to the introduction" as the goal, the master shall regularly interview and counsel with new employees to help new employees adapt to the work environment as soon as possible, improve work skills, and guide new employees to do a good job of career development planning.

 

2、Two major development directions:.

      The company provides two major sequences (management and professional) of eight systems (cadre class; R&D class; production class; quality inspection class; marketing class; finance and investment class; human resources class; administrative class) of career development channels, of which the two major sequences of development channels are.

(1) Management channel: new employees - team leader - supervisor - manager - minister - director and above (company leadership).

(2) Professional channel: new employees - junior - intermediate - senior - experts - senior experts

3、Employee career management: for the promotion of employee growth and organizational development

      In order to promote the "win-win" of employee growth and organizational development, the company implements employee career management process.

(1) Organizational level development process: evaluation of employees → departmental recommendation → development planning → implementation of development planning → realization of career development goals; (2) individual level development process: evaluation of employees → departmental recommendation → development planning → implementation of development planning → realization of career development goals.

(2) Individual-level development process: self-declaration → registration of career development intention → formulation of career development plan → implementation of career development plan → realization of career development goals.

     The company and the Human Resources Department focus on and lead the development process at the organizational level, and the departments and individuals focus on the development process at the individual level, and finally realize the organic unity of both.

 

4、Diversified growth opportunities:.

      The company provides employees with various ways such as rotation, transfer, competition for jobs and paid training to help employees acquire the knowledge, skills and experience needed for career development.

(1) Rotation: i.e. staff rotation system, so that employees can get comprehensive improvement of knowledge and skills in different positions; (2) Transfer: while winning

(2) transfer: on the basis of competent work in this post, employees who are willing to work in other posts and have corresponding post vacancies can apply for transfer.

(3) Competitive recruitment: When there is an important position vacancy in a department of the company and there is no suitable candidate in this department, all employees of the company have the opportunity to participate in competitive recruitment;.

(4) Paid training: The company provides each employee with certain paid external training opportunities every year to help employees improve their management and professional knowledge; (5) Job rotation and side job level.

(5) Job rotation and associate posting: We provide job rotation and associate posting opportunities for outstanding managers to help potential cadres expand their management skills and stand at a higher perspective to think and solve problems in a comprehensive and systematic manner.

 

Based on the concept of "helping employees succeed", the company has implemented a series of employee development initiatives to continuously improve employees' working ability and promote their career development. It is mainly reflected in the following aspects.

1、Master with post system.

      Master with new employees "on the job" as the goal, the master should regularly interview counseling for new employees to help new employees adapt to the work environment as soon as possible, improve work skills, and guide new employees to do a good job of career development planning.

 

2、Two major development directions.

      The company provides two major sequences (management class and professional class) eight systems (cadre class; R&D class; production class; quality inspection class; marketing class; finance and investment class; human resources class; administrative class) of career development channels, of which the two major sequences of development channels are

(1) Management channel: new employee - team leader - supervisor - manager - minister - director and above (company leader).

(2) Professional channel: new employees - junior - intermediate - senior - expert - senior expert

3、Employee career management.

      In order to promote the "win-win" of employee growth and organizational development, the company has implemented a career management process for employees.

(1) Organizational level development process: employee evaluation → departmental recommendation → development planning → implementation of development planning → realization of career development goals.

(2) Development process at individual level: self-declaration → registering career development intention → making career development plan → implementing career development plan → realizing career development goal.

     The company and HR department focus on and lead the development process at the organization level, and the department and individual focus on the development process at the individual level, and finally achieve the organic unity of both.

 

4、Diversified growth opportunities.

      The company provides employees with various ways such as job rotation, transfer, competitive posting and paid training to help employees acquire the knowledge, skills and experience required for career development.

(1) Rotation: i.e. staff rotation system, so that employees can get comprehensive improvement of knowledge and skills in different positions.

(2) Transfer. On the basis of competent work in this position, employees who are willing to work in other positions and have corresponding job vacancies can apply for transfer.

(3) Competitive recruitment. When there is an important position vacancy in a department of the company and there is no suitable candidate in that department, all employees of the company have the opportunity to participate in competitive recruitment.

(4) Paid training. The company provides each employee with a certain amount of paid external training opportunities each year to help employees improve their management skills and expertise.

(5) Job Rotation and Deputy Assignment. We provide excellent managers with job rotation and deputy posting opportunities to help potential cadres expand their management capabilities and stand in a higher perspective to think and solve problems in a comprehensive and systematic manner.
 

公司培训主要依据员工的职业生涯发展路径设定，依次分别为：新员工入职培训、岗前培训、专业培训、干部培训（干部领导力培训、专家讲座）四个层级。同时结合公司战略和业务需求，提供国际化、文化培训等公共类培训项目。公司拥有功能齐全、现代化的培训中心。
 

1、在线学习平台：

      在线学习系统主要包含在线学习、电子资料库、培训论坛及培训信息化管理等功能。
 

2、新员工入司培训：

      新员工入司培训，帮助新员工在入职前全方位了解公司，理解并认同公司文化，掌握基本业务流程和行为规范。
 

3、岗前培训：

      入司培训结束后，针对新员工分8大体系开展岗位技能及流程制度培训，以帮助新员工快速适应岗位要求。
 

4、专业培训：

      基于任职标准，分8大体系、57个专业、3个年级开展专业知识和技能培训。以各体系任职资格和职称评定牵引各级员工专业技能提升，提升岗位胜任力。
 

5、公共类培训：

      适用于全体员工和各级领导干部的培训项目，目前主要包含国际化培训和文化培训等。
 

6、干部领导力培训：

      对主管级、经理级、部长级、总监级干部进行领导能力提升培训，旨在帮助各级干部树立正确的领导力观念，提升胜任岗位所需的各项管理技能和方法。
 

7、专家讲座：

      围绕经济、文化、管理等领域，邀请国内外知名专家学者举行讲座，扩展员工视野。

 

The company's training is mainly based on the career development path of employees, in order to set up: new employee orientation training, pre-employment training, professional training, cadre training (cadre leadership training, expert lectures) four levels respectively. At the same time, we provide public training programs such as internationalization and cultural training in line with the company's strategy and business needs. The company has a fully functional and modern training center.

1、Online learning platform.

      Online learning system mainly contains online learning, electronic database, training forum and training information management functions.

2、Entry training for new employees.

      New employee orientation training helps new employees understand the company in all aspects before joining, understand and agree with the company culture, and master the basic business processes and behavioral norms.

3、Pre-job training.

      After the training, new employees are divided into 8 systems to carry out job skills and process system training to help new employees quickly adapt to job requirements.

4、Professional training.

      Based on the posting standards, professional knowledge and skills training is carried out in 8 major systems, 57 majors and 3 grades. The system qualifications and titles are used to improve the professional skills of employees at all levels and enhance job competency.

5、Public class training.

      Training programs applicable to all employees and leading cadres at all levels, currently mainly including internationalization training and cultural training, etc.

6、Cadre leadership training.

      Leadership improvement training for supervisory, managerial, ministerial and director-level cadres, aiming to help cadres at all levels to establish the correct concept of leadership and improve the various management skills and methods required to be competent in their positions.

7、Expert lectures.

      Around the fields of economy, culture and management, famous experts and scholars at home and abroad are invited to hold lectures to expand employees' horizons.
 

 

 公司建立了基于岗位价值、胜任能力、绩效表现的宽带薪酬管理体系，对内公平、对外具有竞争力，具体如下：
 

1、薪酬政策：

      （1）公司除营销人员外采用绩效奖金制工资体系，即固定工资+绩效奖金。

      （2）营销人员实行佣金制，即固定工资+提成。
 

2、年度调薪：

      公司建立了薪酬调整机制。每年与外部市场对标，根据薪酬调查结果调整公司的薪酬制度，并在每年的6月，根据员工绩效表现进行调薪。
 

3、年终奖金：

      我们会结合员工绩效表现与公司业绩，为员工提供年度绩效奖金。绩效奖金直接体现员工绩效和贡献，体现薪酬激励的绩效导向。
 

4、专项奖励：

      对于在年度内表现优秀的员工和工作团队，我们还提供各项专项奖励，以体现对优秀员工、工作团队的及时认可和奖励。

 

 The company has established a broadband compensation management system based on job value, competence and performance, which is fair internally and competitive externally, as follows.

1、Compensation policy.

      (1) The company adopts performance bonus system salary system except for marketing personnel, i.e. fixed salary + performance bonus.

      (2) Commission system for marketing personnel, i.e. fixed salary + commission.

2、Annual salary adjustment.

      The company has established a salary adjustment mechanism. Every year, we benchmark with the external market and adjust the salary system of the company according to the salary survey results.

3、Year-end bonus.

      We will combine employee performance performance with company performance to provide annual performance bonus for employees. Performance bonuses directly reflect employee performance and contributions, reflecting the performance-oriented salary incentives.

4、Special reward.

      For employees and work teams with excellent performance during the year, we also provide various special rewards to reflect the timely recognition and reward for outstanding employees and work teams.

员工福利：
 

购买六险一金：养老、工伤、失业、生育、医疗、重疾、住房公积金

奖金丰厚：绩效奖金、全勤奖金、年终奖金、销售丰厚提成

礼金多样：生日礼金、结婚礼金、过节礼金

健康保障：入职体检、年度体检、公司运动计划

自我增值：系统的内部培训、丰富的外部培训资源、公司的阅读计划

其他意想不到的福利：超长带薪年假、集体旅游、周末文体活动……

 

Employee benefits.

Purchase six insurance and one fund: pension, work injury, unemployment, maternity, medical, critical illness, housing provident fund

Generous bonuses: performance bonus, attendance bonus, year-end bonus, generous sales commission

Various gifts: birthday gifts, wedding gifts, holiday gifts

Health protection: entry physical examination, annual physical examination, company exercise program

Self-improvement: systematic internal training, rich external training resources, company's reading program

Other unexpected benefits: extra-long paid annual leave, group travel, weekend sports and cultural activities ......