Focusing on strategic goals and development directions, we propose a dual talent concept of "people-oriented" and "energy-oriented" with an open vision of talents, that is, employees are the company's largest capital and wealth, focusing on the improvement of employees' capabilities and knowledge, Discovery of talent value; we continue to invest resources to cultivate future talents with superior environment and mechanism to realize long-term benefits of enterprise talents.
Talent Strategy-Achieving Sustainable Development of Human Resources
■ Talent introduction:
Vigorously introduce high-end, international talents, and improve talent echelon construction
■ Mechanism change:
Introduce and establish HR three pillars (BP, COE, SSC) model
- Create a quality environment and cultural atmosphere
- High skills and efficiency to achieve high income
- Changes in salary models drive employee motivation
- Lean workforce management maximizes labor benefits
■ Steady improvement of grassroots:
Workers' income, strive for per capita full-time income of workers to exceed 100,000 yuan per year in 2019
Talent introduction principle
Person of good character
Good at learning
Five without talent
People unfamiliar with business
Can't do small things
Does not train subordinates
Not good at reform
Talent retention mechanism
New Industry Development Opportunities / Cultivate Internal Entrepreneurs / Echelon Reserve Talent Mechanism / International Talent Training System / Chief Expert System
Feelings of retention:
Employee Care System / Employee Support Fund / Employee Coaching System / Employee Support-EAP System
Company Vision / Values / Target Sharing / Best Employer Target / Corporate Culture Advocacy
Remuneration of senior staff is globally competitive / Middle-level and lower-level staff are domestically competitive
Staff values focus on the seven aspects of communication, teamwork, efficiency, competition, openness, initiative, and dedication. Through “dedication, interaction, efficiency, and competition”, the core value orientation is clearly defined, and a high-value team is cultivated and built to support the company globally. Achievement of leading strategic goals. We advocate the common growth of corporate value and employee value, and continuously provide employees with opportunities to learn, work and challenge themselves, and are committed to the common sublimation of corporate and employee spirit.
As of the end of 2015, GMCC & Welling has 18,686 employees.
Talent Career Planning
We use professional and management dual career development channels to provide employees with a more suitable development space and achieve the company's long-term development.
It refers to the continuous and in-depth development in one or several related fields, the pursuit of professional skills improvement, and the goal of becoming an expert in this field.
Refers to the way to achieve team performance and achieve performance by managing, coaching, authorizing, coordinating, organizing teams and team members to work.