Chinese

Talent Echelon Construction

The basic task of human resource management at Shuangta Enterprise is to rationally allocate the company’s human resources in a planned manner in accordance with the requirements of the company’s strategic development. Through a series of processes including employee recruitment, training, assessment, selection, evaluation, innovation incentives, and enterprise culture cultivation, the company motivates employees’ initiative and unlocks their potential to ensure the achievement of the company’s strategic objectives.

The strategic development of human resources serves as an important force driving the company’s independent innovation, scientific and technological progress, and enhancement of core competitiveness. Shuangta Enterprise is striving to build a high-level talent echelon that is skilled, innovative, interdisciplinary, well-qualified and dynamic. Adhering to a people-oriented management philosophy, the company creates a cultural atmosphere of personalized development, mutual assistance and mutual respect for the growth and progress of its employees. It provides more opportunities and space for employees’career planning, and establishes necessary conditions for their technological and management innovation. Employees with outstanding performance and contributions will be promoted and rewarded. The company strives to realize employee value and corporate value simultaneously, so as to achieve common development for employees and the company.

Training Incentive Measures

Training incentives are an important part of the company's talent development. Supervision of the training process and evaluation of training effectiveness are key measures for assessing trained personnel.
The company's existing training measures include:
  • 1
    All new employees of the company must receive pre-job training and can only take up their posts after passing the assessment.
  • 2
    The company regularly provides on-the-job training for employees in all positions. For employees in special positions, the company funds external training or engages management consulting firms to provide targeted theoretical and practical on-site training.
  • 3
    After the completion of each training course, training assessments will be conducted. Those with outstanding results will receive corresponding rewards from the company, which can also serve as a basis for the company's annual selection of outstanding employees.
  • 4
    Employees who achieve excellent results in various training assessments will be employed as internal trainers by the company, and will enjoy special training subsidies provided by the company or opportunities for further training in external professional courses.

Employee Career Planning

Adhering to the people-oriented employment principle, Shuangta Enterprise actively and steadily implements talent incentive measures to ensure that each individual is properly utilized and can fully develop their capabilities, so as to help employees achieve their career plans.

  • 1. Recruitment for all newly added management positions within the company shall be conducted through external recruitment and internal competitive selection, providing a fair and impartial career development platform for all employees.
  • 2. If there are no vacancies in management positions, but an employee’s work competence has met the company’s standards for various management levels, the company will apply the corresponding salary standards of such management levels, allowing the employee to enjoy management-level benefits.
  • 3. During their career, employees who independently put forward innovative and effectively implementable solutions in different positions through their own efforts shall be granted corresponding rewards by the company. This is designed to encourage active participation of employees and meet their career development needs.
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