Introduction:

Beijing Aode Weite adheres to the concept of "integrity, respect, cooperation, and innovation", providing a win-win and interactive platform for all employees. The company attracts outstanding talents based on performance incentive mechanism, and the people-oriented corporate culture influences employees. Internal training and promotion are the core of the company's human resource management.

Personnel training system:

The company system combines collective training and individual training. Establish short-term (1 year), medium-term (3 years), and long-term (5 years) incentive mechanisms, adhere to parallel professional training and general training, promote internal and external training, in order to retain excellent and loyal employees. The company's human resources department is responsible for developing training strategies, personnel selection, and training plans, while functional departments and project teams are responsible for recommending and implementing training.

Implementation of Human Resources Strategy:

The company offers three main career development steps

Any newly hired employee can become a training target. We select new employees who are competent for their positions and meet the company's talent evaluation standards in terms of learning ability, performance evaluation, professional testing, and customer assessment as key personnel.

2. Employees who have worked in the company for at least 3 years and have potential can be recommended for promotion by the supervising vice president. After passing relevant assessments, the recommended employees will receive training and can be promoted to department managers or project managers.

For middle-level managers who have worked in the company for more than 5 years, if they recognize the company's vision and corporate values, possess strong management, leadership, coordination, and communication skills, and pass 360 degree performance evaluations, they can be trained to become senior managers or technical leaders.

Promotion and elimination mechanism:

To ensure the effective implementation of our personnel training strategy and stimulate employees' enterprising spirit, the company will dynamically implement a human resources strategy. Generally speaking, companies conduct a 360 degree performance evaluation of all employees every year. Employees who fail the evaluation will be deprived of the opportunity to be considered strategic talents for the first time. Employees who fail the evaluation twice will be eliminated from the company's strategic talent reserve.

Once there is a vacancy for management (key technical) positions, companies are more willing to choose from training candidates rather than recruiting externally.