The management mechanism of Shenzhen Huaqiang Group Co., Ltd.

In order to adapt to the environmental changes brought about by China's entry into the WTO, combined with the actual situation of the group company itself, the company will strive to build a high-tech industry-led, capital-based management as the core, and a reasonable industrial structure in the future. Asset quality optimization, diversified coordination and supporting development, capital management and industrial development simultaneously, it has multiple listed companies at home and abroad, and a cross-industry, cross-region, and cross-border holding asset management company. The group company adheres to the concept of "people-oriented", implements the talent development strategy of "strengthening the enterprise with talents", integrates the development and management of human resources with the group's development strategy, and establishes a human resources selection, training, evaluation and incentive and restraint mechanism as the core , a "driven" modern human resources management model characterized by the harmonious unity of corporate development and personal development, serving the group's overall development strategy.

1. Macroscopic control, overall control, and human resource planning of the group

In accordance with the requirements of establishing a modern enterprise system, we will further rationalize the human resources of the group company and subsidiaries at all levels. Under the premise of resource management authority, make the overall human resources planning of the group company. Conduct a comprehensive survey of the human resources situation of the entire group, conduct scientific analysis and evaluation from three aspects: quantity, quality, and structure, predict the supply and demand of human resources of the group in different development periods, and then formulate recruitment, training, personnel planning for the group Provide the basis for long-term planning of deployment.

2. Establish a multi-level talent recruitment and selection system to ensure that the group is qualified.

Talent is the greatest wealth of Huaqiang Group, and the group’s door is always open for talents. In order to recruit talented people for our use, the Group's Human Resources Department has formulated a multi-level talent recruitment and selection system based on the Group's development strategy to ensure that the Group can recruit talents that meet the Group's development needs. The group's recruitment system is divided into two parts: external and internal. Internal recruitment takes the form of promotion and job transfer. This approach enables employees to fully realize the development opportunities that exist within the enterprise, and is also an incentive for employees. When internal recruitment cannot meet the needs of the company, the group will consider recruiting from outside. External recruitment is mainly through the Internet, media and other forms, and candidates are screened in accordance with strict procedures and the group company's employment standards.

In addition, in order to reserve talents and enable talented young people to stand out, the company will select reserve cadres throughout the group. Professional talent evaluation institutions will conduct examinations and evaluations, and the shortlisted candidates will be included in the reserve cadres. They will be trained through training, on-the-job training, etc., and will be transferred to leadership positions at all levels when conditions are ripe.

3. Strengthen the evaluation of human resources and establish a flexible and fair employment mechanism that can be promoted or demoted

1. Establish a scientific, systematic and strict performance evaluation system. In order to scientifically evaluate employees' performance and provide a basis for human resource management activities such as training, salary management, and personnel promotion, the Group's Human Resources Department developed a systematic performance evaluation system based on job analysis. The employee assessment cycle is refined to once a week. Line managers quantitatively evaluate the work of ordinary employees every week. Employees and line managers can interact and communicate at any time through 0A on existing problems and difficulties at work. The employee's monthly average score is the assessment score for that month. At the same time, a comprehensive performance appraisal is conducted every year for the staff of the group company headquarters. Employee assessment results serve as the basis for training, deployment, promotion and salary management.

2. Establish a job rotation system to achieve reasonable allocation of human resources. Based on the results of performance appraisal and job evaluation, various forms such as competitive recruitment and assignment by superiors are used to establish a reasonable talent exchange system, gradually forming an internal talent market within the group, allowing talents to flow freely within the group, and allowing all types of personnel to accept multi-faceted Training, cultivating cross-professional problem-solving abilities, activating "talent precipitation", realizing efficient allocation of human resources, and gradually exploring a path to cultivate compound talents.

3. Establish an employment mechanism that can be promoted or demoted.

On the basis of comprehensive and objective assessment, talents with high quality, strong ability and good moral character will be boldly used and promoted to important positions to give full play to their potential. For those who fail the assessment, transfer, training and improvement, adjustment, etc. will be carried out depending on the specific situation, truly forming an employment mechanism that enables promotion and promotion, and the survival of the fittest.

4. Pay attention to human resource development, comprehensively improve the overall quality of employees, and establish a talent structure that is consistent with the group's development and industrial structure requirements.

The development of the group company urgently requires a group of intellectual elites who are good at business management, capital management, investment development, technology development, and market development. In addition to recruiting from outside, the group company attaches great importance to internal training. By establishing an education mechanism that is in line with the group's development, it strives to cultivate a team of management talents who are familiar with Huaqiang's corporate culture and proficient in internal management, and a team of employees who have specialized knowledge. . To this end, the human resources department of the group company has formulated an employee training plan and established three training systems: a new employee training system, a professional skills training system, and a management capability development system.

1. Strengthen the training of business knowledge and management skills for the group’s on-the-job middle management backbone. The group uses short-term training courses, special seminars and other forms to train the group's middle-level backbone every year, so that they can systematically master the necessary business operations such as corporate strategic management, financial management, marketing, human resources management, production management, and information management. Management knowledge. At the same time, timely management skills training is carried out to enable them to master the necessary skills for managers such as target management, performance management, training subordinates, communication and coordination, etc., improve the management quality with "planning and organization" as the core, and enhance the quality of middle management backbones. professional level, and strive to build a professional manager team. In addition, irregular special lectures are held to broaden the horizons of middle managers and update their concepts.

2. Pay attention to the training of new employees. The group provides centralized training for newly recruited employees every year. By learning Huaqiang’s history, Huaqiang’s corporate culture, understanding the company’s rules and regulations, and job skills, new employees can change their roles as quickly as possible.

3. Strengthen the group’s reserve Selection and training of talents. Regularly select a group of young outstanding talents from within the group through self-recommendation, recommendation, examination, inspection, etc., and include them in the group's reserve talent pool, and focus on training them through centralized training, on-the-job training, job rotation, etc., to establish the group's Talent echelon.

4. Pay attention to the business skills training of grassroots employees. Help employees update their knowledge, improve the business skills of grassroots employees, and improve their performance levels through internal department (unit) seminars, internal special lectures, and outbound training.

5. Establish a multi-level incentive mechanism with material incentives as the core to enhance the cohesion of the enterprise.

1. Establish a compensation system based on work performance. Deepen the group's employee salary distribution system and adjust the salary structure. Through job analysis and job evaluation, establish a strict and systematic job salary system, reduce the proportion of fixed salary, increase the proportion of performance salary, closely link the payment of salary with personal performance, truly implement pay according to work, and make people with strong capabilities , employees with heavy responsibilities and great contributions will receive reasonable rewards; at the same time, we will explore the establishment of an operator compensation system and implement an annual salary system for operating managers. While ensuring internal fairness in remuneration, we have established a remuneration adjustment mechanism for the same region and industry, and pay attention to maintaining external competitiveness of remuneration.

In short, looking to the future, we are full of hope. Several celebrities still look at the present, and the future of Huaqiang rests on every Huaqiang person and those who will become Huaqiang people. The door of Huaqiang is always open for talents. Huaqiang will try its best to build a stage for talents to perform, so that everyone can make the best use of their talents and make Huaqiang a home for all kinds of talents to realize their self-worth.