With the continuous expansion of the scale of operations and the rapid development of various businesses, the company's demand for talents is increasingly urgent. It is necessary to continuously improve the company's market by cultivating more talents with good management level, good professionalism and innovative spirit. Competitiveness to ensure the company's sustainable development. It is more necessary to give full play to the leading and vanguard role of the backbone talent team to drive the enthusiasm of the team. In order to establish a smart talent team, ensure that the company has a rich and high-quality talent reserve under any circumstances, and cultivate a group of stable and reliable successors who can better complete their own work.

For new employees, the company will carry out different skills and culture training according to the job characteristics. The human resources department has issued a standardized system process, organized a team of professional lecturers, developed targeted courses, and trained new employees in all aspects of basic knowledge, product knowledge, professional shaping, and corporate culture.

After having the basic job skills and career direction, the company will initially plan the personal career development plan according to the individual's ambition and ability trend in the work. For R & D personnel, a dual-channel development path for technical experts and technical executives is provided. Technical experts focus on technology development and innovation to solve technical problems. Technical executives are good at grasping the project direction and product planning and leading the team to complete the development tasks. Similarly, for customer service personnel and marketing personnel, it also provides two types of talent training directions: business direction and management direction.

That is, the business work is divided into three points: core quality, professional post quality and leadership quality, and different training methods are applied to suitable people. Such as through the tutorial system, so that the same type of personnel training, rapid improvement. For talents who focus on technical routes, the company continuously strengthens the post ability and achievement pride of technical talents through systematic technical training, actual project experience accumulation, and learning among technical talents; for talents who take the technical management route, After accumulating considerable technical capabilities, the company will train them to lead the R & D team, lead the project operation, communicate with customers and market colleagues, etc, accumulate its ability to control projects and products and continuously improve its leadership.

The above career development plan is not static. Through the closed-loop process of talent selection, training, appointment, use and education improvement, the company and individuals constantly adjust the direction of career development, so that the company and individuals can choose the best development path.