Talent cultivation objectives
1. Establish a team of high-level managers with high education, high quality, new awareness, and both moral and professional competence in enterprises;
2. Establish a team of middle-level managers who understand business operations, are proficient in management, possess high quality, and have the ability to integrate with the market;
3. Establish a team of managers with a college degree or above, proficient in computer applications, and innovative thinking and abilities;
4. Establish a team of marketing personnel who can adapt to the market, are proficient in computers, have certain foreign language conversation skills, and have high public relations abilities;
5. Establish a team of salespersons and servers with vocational high school education or above, high vocational skills, and dedication to their work.
Internal talent selection
1. Establish a talent database. According to the evaluation elements of employees' work experience, training background, skill qualifications, career planning, performance evaluation, etc., timely include employees who meet the talent selection criteria in the talent database for management. Regular inspections, timely updates, with an annual elimination rate of no less than 10%, and warning notifications for talent and job mobility and job vacancies.
2. Implement job rotation. According to the idea that the company headquarters is a base for cultivating cadres and work backbones at all levels, job rotation will be implemented between the company headquarters and various operating units, management positions and business positions, party affairs departments and administrative departments, etc., to comprehensively train and train talents. The annual rotation of cadres and backbone personnel shall not be less than 10 people.
3. Competitive employment system. Starting from 2009, every three years, the company headquarters and middle-level and above management personnel will be collectively dismissed and re organized to compete for positions.
4. Strict performance evaluation. According to the different characteristics of various talents and the different needs of positions, implement a classification assessment based on job responsibilities and performance as the focus. Gradually establish and improve a talent evaluation system and promotion system centered on performance.