Article I: Purpose

    In order to implement the talent development strategy, Institute establishes the personnel training mechanism, formulate the talent training plan, accelerate the talent training, introduce and use, and build the strategic reserved talent team of the Institute in an all-round way, so as to provide intellectual support for the sustainable development of the Institute.

    Article II: Principles

    Adhere to the principle of combining internal training with external introduction, and adopt the way of “rolling in and out” for circular cultivation.

    Article III: Goals

    Adhere to the policy of professional training and comprehensive training of personnel training at the same time, and focus on training expert-type technical personnel and comprehensive management personnel. Expert-type technical talents refer to those who master a higher technical levels in a particular field. Comprehensive management talents refer to those who have comprehensive knowledge and higher level of management in field of work.

    Article IV: Organization and Implementation

    The Institute has set up a personnel training system of “centralization and decentralization”. The 3 centers, 6 departments and project team, as the base of talent training, is responsible for initial selection and cultivation of talents and implementation of training plans. Human Resources Department is the organization and coordination department of the company's personnel training, responsible for the formulation of talent training planning, talent selection standards and procedures and determination of training objects and the overall arrangement of training plan.

    Article V Cultivation System

    The programme consists of the following aspects: Talent training project, talent selection, talent training mode, talent training methods, talent elimination and promotion.

    (I) Talent Training Project

    The talent training project of Institute consists of four parts: “Sailing Project”, “Cultivation Project”, “Elite Project” and “Outstanding Project”. These four parts together constitute the strategic talent pool of Institute.

    1. Sailing Project

    The aim of this project is to train new college students who are aspirant, willing to study, so that they will gradually grow into the technical and business backbone of the department.

    2. Cultivation Project

The aim of this project is to train the researchers with 5-year experience and further training potentials, so as to make them be leaders of functional departments.

    3. Elite Project

The aim of this project is to train the core technicians and middle-level managers who have the development potential, so that they can gradually grow into competent talents and reserve talents for the reserve positions of the Institute.

    4. Outstanding Project

    The project aims to train the existing technical leaders of the Institute and gradually develop them into all-round talents and prepare them for the future strategic promotion of the Institute.

    Through the above-mentioned four projects, the Institute will train backup talents for key personnel of the Institute. (the key post mainly refers to the middle and high-level important post according to the current or future development needs of Institute, the back-up talent mainly refers to the talent who can replace the middle and senior important post talent according to the future development of Institute.

    (II) Selection of Talents

    Through career planning, scientific assessment, the Institute selects management or professional potential backup talents.

    1. Selection Conditions

    The employees who enter personnel training team must be full-time undergraduate or above, who have working experience, and are qualified for the job of existing posts with strong enterprising spirit. They are supposed to have potential for further development.

    2. Through career planning and scientific evaluation, recommended by the department or project team.

    3. The personnel list shall be selected by Human Resources Department according to the selection conditions, and will be approved by the leaders of the Institute.

    (III) Talent training mode

    In order to meet the requirements of different positions and in combination with individual career planning, Institute adopts the following two training modes for talents:

    1. The talent training mode for compound management talents

    The Institute has adopted a wide-caliber training model, i.e.: The employees will rotate between different system. The different department backbone rotates. The middle-level cadre goes down the grass-roots positions to exercise. During the training period, the model of continuing education + internal and external training + on-line and off-line training system + segmented multi-module will be adopted.

    2. Specialized technical and business management professionals, cross-training mode with professional technology as the main line, that is: A variety of training methods, such as job rotation + project training + internal guidance + continuing education + internal and external training module training, are developed in the professional or business field.

    (IV) Training methods of talents

    In order to ensure the pertinence and effectiveness of talent training, the Institute has adopted versatile training methods for the personnel at all levels listed in the training program in accordance with the training mode of “technology, ability and quality”. On the basis of comprehensive quality education, with the aim of improving the technical quality of college students, with the emphasis on cultivating the students' technological innovation ability, Institute trains the innovative ‘a(chǎn)pplication-oriented talents who meet the development requirement and have strong practical ability, high comprehensive quality.

    1. Start tracking management when employment. The tracking project will be coordinated by Human Resources Department to follow up the progress of college students' work on a regular basis. Including: 2-week off-duty military training, training; on-site process training; follow-up training; year-end excellent selection.

    2. Establish a guarantee mechanism to build a platform for the rapid growth of college students. Start career planning scheme so that the professional college students know the development and potential and they are resolved to work in the enterprise and guided to establishment life goals, and give full play to the potential and improve the comprehensive quality. At the same time, planning is conducive to the organization of selection and use and training of suitable post talents.

    3. Rotation. On the premise that the employee is competent for the job, they will  carry out the rotation in different departments of the Institute. The purpose of rotation is mainly to enable them to familiarize themselves with jobs of different departments, units and positions, the main responsibilities and coordination among the different departments. To be managed by the department or unit in which the post is rotated. The rotation period is divided into 3 months, 6 months and 1 year. The specific rotation time is determined according to the training plan and the actual situation of the department.

    4. Include in-house trainers. In order to satisfy the communication ability, expression ability and knowledge self-accumulation ability of the middle-level position, those who are included in the “Elite Project” have to attend internal trainers according to the Internal Trainer Management Method of the academy of Institute, and complete the corresponding lecturing work.

    5. Strengthen training. Internal training includes a series of basic training, technical training, management training, capacity enhancement training, quality training, and other forms of training organized by the Institute. External trainings are always arranged to relevant industries on-site training and special trainings organized by consulting institutions. Provide technical exchange opportunities, selected and sent to cooperation units in a planned way for academic exchange, views of learning. Learn from each other and broaden horizons.

    6. Consigned Training. According to major and management requirements, the Institute will cooperate with universities and industry training institutions for consigned training. Training includes half-out and full-out modes. After graduation, the trainees will be issued diploma and the Institute will reimburse tuition fees. A consigning agreement shall be signed before enrolment should be signed before enrollment, after graduation, the trainee shall work for the Institute for more than 10 years.

    7. The on-line and off-line system. The sytem adopts the practice of leading students with teachers and bringing new ones with old ones. i.e.: The backbone who has the higher professional skill and the better professional ethics in related major acts as person-in-charge to help guide the new vocational college students to establish the professional idea and enable the college students to quickly integrate into the collective. When the post training to the department stage, the Institute will arrange leaders for 1V1 guidance, management and assessment. Establish the feedback mechanism of internship situation.

    8. Self-determination, co-operation and research. During each period of training, there will be design and research contents, which are oriented to complex and difficult problems and technical overcoming. After analysis and discussion, researchers will put forward plans to analyze each index and determine the optimization parameters to improve efficiency and reduce costs.

    9. Establishment of segmented, multi-module, interconnecting methods. From the perspective of application-oriented personnel training system, on the basis of strengthening the basic training, the scheme adopts the method of first press the burden and then provide help, first try and then fix the post. In accordance with the guiding ideology of “strengthening the foundation, attaching importance to the application, developing the thinking and improving the quality”, and aiming at “cultivating the students' comprehensive quality and innovation ability”, a segmented, multi-module and interlinked training course is established.

    10. Serve temporary positions. Implement the mechanism of vertical serve temporary positions, horizontal multi-dimensional serve temporary positions. In grass-roots 1st-line, the jobs mainly include self-improvement, enriching knowledge and accumulation of work experience. At the same time, the employees should lead by example, shoulder the heavy burden bravely, act justly and take the overall situation into consideration, and try our best to improve the quality of professional ethics, culture and technology, the quality of management, and master the knowledge and skills of management. The key to serve temporary positions is at the second and third stages. In the training of management and middle-level positions, it is mainly about independent problem solving capacities.

    11. The guarantee system. The teacher faculty mainly takes in-house training. According to the requirements of training, professors and teachers are outsourced senior technical personnels in domestic universities and industries, for innovative education, scientific research and technical training.

    12. Energy Enhancement Actively develop cultural life to meet the material and cultural needs of young talents. Organize various speeches, style competition and skill comparison activities.

    13. Appraisal mechanism. The assessment is divided into quarterly assessment and annual comprehensive assessment. Quarterly assessment, the trainees should submit work summary and self-assessment improvement advice. Instructors and supervisors are to evaluate it. The annual comprehensive assessment shall be conducted in a ‘three-in-one’ manner, that is, the democratic assessment shall be conducted in combination with the summary of the work, and the evaluation shall be conducted by the  instructor and the person in charge of the rotating unit or department.

    According to the four parts of the personnel training system, different training periods and levels of training will be assigned with different assessment indicators. The assessment mainly focuses on thinking ability, professional quality, individual character, comprehensive ability. At the same time, the work performance is examined.

    The comprehensive appraisal adopts the questionnaire scoring method, which is evaluated by the instructors, the person in charge of the democratic evaluation and rotation unit respectively, and then calculates the weighted score according to the proportion of 30%, 30% and 40%, which is used as the basis to measure the comprehensive appraisal result.

    (V) Elimination and promotion of talents

    In order to ensure the effective implementation of the talent training program of the Institute, the talents will be dynamically managed and adjusted once a year according to the assessment.

    1. Elimination

    According to the results of the annual comprehensive assessment, trainees who are not qualified will be eliminated. Qualified trainees will continue the training, trainees who are basically qualified for 2 consecutive years and verified by the Human Resources Department and confirmed by the Institute has no  further cultivate potential and will no longer be traind by the Institute.

    In the course of training, those who do not attend training according to the requirements of the present implementation program or those who do not sign the consigned training agreement and violate the management measures of the Institute, shall be verified by the Human Resources Department and confirmed by the Institute that they will no longer be trained.

    The Institute will evaluate the training of talents at all levels according to the Training Management Measures. Individuals who do not cooperate with the assessment will be eliminated from the talent management database during the evaluation process.

    2. Promotion.

    According to the results of the annual comprehensive assessment, qualified trainees will be promoted for further training. In addition, when there are job vacancies in the Institute, the talent from talent pool will be the priority for candidates.