Human Resources

The Art of Employing People

I. Talent Management Philosophy

“Match specialized talent with the right roles, ground our efforts in practical action, and pursue long-term innovation.”

Rooted in a corporate DNA of “dedication, expertise, and focus,” we adhere to a talent-selection standard that emphasizes both moral integrity and professional competence, ensuring that those who are deeply committed to technology have a platform to thrive, those who excel in practical execution are rewarded, and those who dare to innovate are assured a bright future—thereby building a talent pool that is perfectly aligned with the global expansion of the mineral color-sorting industry.

II. Principles for Talent Selection

1. Principle of Professional Focus: Priority will be given to recruiting talent with deep expertise in ore processing, intelligent equipment, automated control, international trade, and related fields, with particular emphasis on candidates who possess both a strong theoretical foundation and substantial industry experience, thereby aligning with the company’s core business focus on precision color sorting of ores.

2. Principle of Balancing Virtue and Talent: Adhering to the standard that “having virtue but no talent makes one mediocre, while having talent but no virtue makes one petty,” we place equal emphasis on professional competence and ethical conduct, as well as on a strong sense of teamwork, to ensure that our talent aligns with the company’s core philosophy of “artisanal craftsmanship.”

3. Principle of Practical Priority: All newly hired professionals are required to first undertake on-the-job internships in production, R&D, or after-sales service, where they will be assessed on their problem-solving capabilities through real-world projects, thereby moving away from an overemphasis on academic credentials and placing greater emphasis on results-oriented performance.

4. Global Perspective Principle: In response to the need for overseas market expansion, we will prioritize the recruitment of talent with cross-cultural communication skills, international trade experience, and overseas service expertise, aligning with our business strategy of exporting products to dozens of countries worldwide.

III. Talent Development System

1. Tiered Training Mechanism: Establish a three-tier training system—basic, core, and leading—where the basic tier focuses on standardized job-skills training, the core tier enhances specialized competencies through tackling challenging projects, and the leading tier leverages industry–university–research collaboration to align with cutting-edge industry technologies.

2. Dual Career Pathways: A “Technical + Management” dual-track career model is established, enabling technical professionals to advance along the “Engineer–Senior Engineer–Chief Technical Expert” pathway and managerial professionals to progress through the “Supervisor–Manager–Director” hierarchy, thereby breaking free from the limitations of a promotion system that prioritizes management over technical expertise.

3. Practical Empowerment Program: Implement a “Mentorship” system, under which core technical experts or senior project managers provide guidance to new hires; and regularly organize cross-departmental project collaborations to enhance well-rounded capabilities through hands-on experience.

4. Innovation Incentive Mechanism: Establish a “Special Fund for Technological Innovation” to award substantial bonuses to teams or individuals that achieve breakthroughs in core technologies and resolve technical challenges in overseas markets, while also providing support for their participation in high-level industry technical exchanges.

IV. Talent Incentives

1. Performance-Based Compensation: Implement a compensation structure comprising “base salary + performance bonus + profit-sharing,” with performance tied to hard metrics such as product pass rates, customer satisfaction, and technological breakthroughs. Profit-sharing is prioritized for core R&D teams and those responsible for expanding into overseas markets, ensuring that “those who deliver results are rewarded accordingly.”

2. Long-term Benefits and Compensation: We offer a competitive benefits package that includes equity incentives for key talent, special allowances for overseas assignments, subsidies for professional skills development, and family-care benefits, all designed to help employees achieve a healthy work–life balance.

3. Building Cultural Identity: Guided by the ethos of “serving the nation through technology” and “building world-renowned brands,” we regularly organize exhibitions of technological achievements and forums for sharing success stories from overseas markets to enhance employees’ sense of accomplishment. We also implement a “survival of the fittest” mechanism, using quarterly performance evaluations to optimize our talent mix and maintain team vitality.

4. Support for Globalization: Provide expatriate employees with cross-cultural training and comprehensive support for living abroad, establish pathways for the return and career development of overseas talent, and enable employees to enhance their personal value as the company expands its global footprint.