Talent concept of Gudi Technology Co., Ltd.

1. Gudi Company’s basic criteria for selecting talents: loyalty, competence, hard work and enterprising spirit.

2. Employees working in Gudi Company must have the "Five Loves" (love the industry, love the company, love the product, love the job, and love themselves).

3. Adhere to the principle of "It is better to change people than to change ideas; if it is not possible to change ideas, then replace people", do not dismiss employees easily, emphasize the leadership's ideas of shaping talents and self-improvement, and adhere to the principle that "enterprise development does not wait for personal progress" "Substitution principle.

4. Human resources management is not only the work of the human resources management department, but also the responsibility of all managers. Managers at all levels have the responsibility to record, guide, support, motivate and reasonably evaluate the work of their subordinates, and are responsible for helping their subordinates grow. The development of the talents of subordinates and the recommendation of outstanding talents are important factors that determine the promotion and salary of managers.

5. Encourage employees to contribute ideas and suggestions to the company, design a good career development path for employees, encourage employees to work hard, and timely reward and promote effective employees so that they can pursue suitable positions and treatment.

6. Vacancies in challenging systems such as cadres, technology, and marketing should be selected from within the company as much as possible. Qualified talents will be assigned to corresponding jobs after sufficient training and strict assessment, allowing employees to Feel there are opportunities for development and promotion. When recruiting internally, other relevant departments should give full support based on the overall situation and the principle of caring for subordinates.

7. The human resources department should reserve personnel for corresponding vacant positions and conduct strict and systematic training for new employees;

8. The company always attaches great importance to cultivating talents. As a major matter, employees with training potential and high loyalty will be actively encouraged to undergo further study and job rotation. Those with outstanding qualifications will be regularly selected to go to higher education institutions or overseas for training and promotion; overseas inspections are not allowed. , training and other opportunities for those who have not signed a training agreement;

9. Ideas for echelon construction of cadre teams:

In principle, there are no deputy positions among middle and senior managers who have labor relations with the company , but 6 months before the expiration of the labor contract, a deputy should be assigned to his position for training; among the middle and senior managers who have a labor relationship with the company, a deputy should be assigned to his position for training 3 months before the expiration of the labor contract , to ensure the continuity of the company's human resources;

10. Both husband and wife work in the company, and in principle are not allowed to work in the same department or related departments; if both parties get married while working in the company and work in the same department If the couple works in the same department or a related department, the Human Resources Department must make job transfers to avoid the situation where the husband and wife work in the same department or related departments, and the employees must also unconditionally obey the transfer.