People-oriented, gathering talents

Middle-level leadership team

Establish a middle-level cadre incentive mechanism and assessment and restraint mechanism, and gradually form a dynamic management mechanism in which middle-level cadres can move up and down, and treatment can rise and fall, fully mobilize the enthusiasm and innovative reform consciousness of middle-level cadres, and effectively enhance the sense of responsibility and mission of cadres.

1. Change the income distribution method for middle-level cadres. The income of middle-level cadres is fully linked to the performance of the unit。

2. Implemented the risk collateral system for leading cadres。

3. Innovate the annual evaluation methods for middle-level cadres, establish a scientific and fair evaluation system for middle-level cadres, and increase the use of the evaluation results linked to the promotion, exchange, elimination and reward of cadres。

 

Reserve cadre team

Establish a backup cadre management mechanism that focuses on selection, training, bold use, and dynamic management。

1. Establish a new reserve cadre selection mechanism and do a good job in the selection of reserve cadres。

2. Increase the strength of the training and promotion of reserve cadres。

3. Establish a reserve cadre dynamic management mechanism。

 

Marketing team

1. Create "two mechanisms" suitable for marketing。

2. Recruit distributors publicly to improve the quality of marketing personnel.

 

Technical staff

Focus on selecting professional technology leaders and bidding and rewarding scientific and technological projects, in order to fully stimulate the enthusiasm and creativity of scientific and technological personnel。

1. Establish a system of mutual contact between company leaders and technical personnel. Fully reflects the concern and love of the company's senior leaders for technicians and worker technicians。

2. Select and train the company's professional technology leaders, establish a trapezoid-level technical talent team, and give full play to its academic leadership and point-based role。

 

Operating team of workers

Adhere to multiple incentive policies, highlight the basic distribution principle of distribution according to work and remuneration according to contributions, and fully reflect the labor value of a large number of operating workers。

1. Established a cascade training and incentive mechanism for operating workers。

2. Established a system of contact between company leaders and worker technicians。

3. Established a distribution policy for operating workers based on output bonus。

4. Vigorously carry out the activities of operating workers and apprentices。

5. Actively carry out multi-skills activities in accordance with the "major majors and major types of work"。

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