Talent strategy planning of the company

I、 Guiding ideology of talent strategic planning

We should fully implement the strategy of strengthening the enterprise with talents, implement the scientific outlook on development, take accelerating the promotion of human resources professional ability as the goal, firmly grasp the three links of cultivating, attracting and making good use of talents, speed up the pace of talent team construction, alleviate the situation of talent shortage, and provide talent support for the development of the company.

II、 Principles of talent strategic planning

A. People oriented principle. To achieve the goal of sustainable development of human beings, we should strengthen the concept of Lingfeng talents, and promote the coordination of talent team construction and enterprise development.

B. Capacity building is the guiding principle. Speed up the construction of talent ability, achieve high pull and lead the development.

C. Implement the principle of lifelong education and training. To promote the implementation of multi-level and diversified lifelong education and training, we should not only meet the quantitative balance between supply and demand, but also coordinate and optimize the talent structure.

D. The principle of training, certification and using professional ability as the standard. Through vocational training, the professional ability of talents can be changed from weak to strong.

E. The principle of overall promotion. We should strengthen the connection and interaction of personnel training, evaluation, selection, use, flow, incentive and guarantee, and establish an operation mechanism and high-quality work mode in line with the socialist market economy and with Lingfeng characteristics.

III、 Talent development forecast of the company in 2025

From 2021 to 2025, the company's talent development is in an important historical period of leapfrog development, facing opportunities and challenges. Human resource is one of the resources to develop productivity. In order to seize the opportunity, meet the challenge and realize the development goal of "being excellent, refined and strong", we must enhance the core competitiveness of the company, improve the quality of the staff, and change human resource into human resource. This is the strategic direction that the company should firmly grasp in personnel training. With the expansion of production capacity and industrial adjustment, the company will face deep-seated problems such as labor transfer and resettlement, aging of personnel, etc. human resources work should not only increase the digestion of internal labor force, increase the reasonable allocation of labor resources, but also increase the introduction and training of all kinds of talents needed, and speed up the progress of talent structure optimization. To fundamentally reverse the imbalance of the age structure, cultural structure and professional structure of human resources, the company's human resources work situation is grim, and the talent work has a long way to go. By 2025, the goal and task of the company's talent planning is to control the total number of on-the-job employees at about 300, including about 80 professional and technical personnel and about 50 highly skilled personnel (currently 20). In order to complete the target tasks, on the existing basis, we need to introduce and recruit about 40 professional and technical personnel, including about 10 engineering and technical personnel, about 10 senior engineering and technical personnel, and about 100 young technical workers. By 2025, there will be five main sources of talents

A. College graduates.

B. Self cultivation. The company will become the main body of all kinds of personnel training, relying on the vocational skill appraisal station and vocational education center to speed up the training of skilled workers and high skilled talents.

C. Self taught. We should actively create conditions, provide a platform for development, and encourage employees to become talents through self-study and practice.

D. External training and re education. We should make full use of all kinds of social training resources, select and send excellent talents for further study, build continuing education projects, and speed up the training of all kinds of professionals.

E. Social recruitment. According to the needs of development, we should timely employ middle and senior talents.

IV、 Talent planning objectives for the next five years

According to the company's development goals, based on the analysis of the current situation of talents, in the next five years, the company's demand for talents, whether in quantity, quality or structure, reflects high standards and strict requirements.

（i） Target task

A. Management personnel. By 2022, we will introduce and train about 10 post-90s and post-2000s middle-level management talents who can adapt to the needs of the company's strategic development and become management talents who understand technology, can manage, are good at business, can expand domestic and foreign markets and play a leading role, focusing on business administration, financial management, financial securities, capital operation, human resources and other professional fields. A kind of

B. Science and technology talents. By 2023, we should strive to introduce and cultivate about 10 scientific and technological talents in rubber, injection molding and other specialties to meet the company's demand for professional talents; cultivate 10-20 young and middle-aged professional and technical personnel with outstanding ideological and political and professional ability and promising cultivation to become leaders of professional technology and management posts; strengthen the cultivation and education of skilled talents to comprehensively improve the team of scientific and technological personnel Wu's overall quality.

C. Operation skilled personnel. By 2024, it is necessary to train about 80 skilled workers, build and train a leading force of operation posts with high level of operation technology and ability to fight a tough battle, strengthen the identification of professional skills of skilled workers, strengthen the construction of skilled workers team, and optimize the professional ability structure of skilled workers team. A kind of

（ii） The quality requirements start with the quality items such as cultural level, professional knowledge, working ability and post skills, and use the methods of investigation, assessment, evaluation and appraisal to cultivate and select, so as to improve the comprehensive quality. A kind of

（iii） Structure requires a reasonable talent structure in order to give full play to the overall effectiveness of the talent team. In terms of professional structure, the proportion of rubber mixing, painting, vulcanization, injection molding and other posts should be significantly increased; the production and operation management should be significantly improved; and the implementation of short posts should be guaranteed. In terms of age structure, the production and operation management personnel are mainly 35-45 years old; the science and technology personnel are mainly 30-40 years old engineers; the operation skilled personnel are mainly under 40 years old. In terms of cultural structure, the proportion of graduate students and undergraduates should be improved; the education level of operation skilled talents is mainly high school, technical school and vocational and technical college, and a certain proportion of those with college degree or above.   

V、 The development ways and Countermeasures of talent strategic planning

（i） Improve the personnel training mechanism

A. We will further broaden the channels of funding for personnel training. The first is to improve the talent allowance system; the second is to establish a subsidy system for the training of scarce talents; the third is to establish a sound talent reward system; and the fourth is to improve the use system of staff training funds. A kind of

B. Strengthen the company's existing training infrastructure, make full use of human resources advantages, play the role of training base. A kind of

C. We should cultivate talents in multiple ways and levels. We should cultivate talents by means of internal and external training, enterprise school cooperation and so on. We should focus on the cultivation of excellent talents and speed up the cultivation of talents in short supply.   

（ii） Establish and improve the ability and performance oriented talent evaluation mechanism. Establish and improve a talent evaluation system with post (occupation) ability as the guidance, work performance as the focus, and pay attention to professional ethics and knowledge level. We should firmly abandon the rules of selecting people with academic qualifications, professional titles, qualifications and identities, and the stereotyped practice of seniority. First, in the evaluation content, adhere to the combination of work ability and work performance. Second, in the evaluation mechanism, adhere to the combination of professional evaluation and enterprise recognition. Third, in the implementation of evaluation, we should adhere to the combination of functional departments and technical departments. A kind of

（iii） Establish and improve the incentive mechanism of talent growth. It is necessary to establish and improve the mechanism of using and improving the employees' ability and determining the income distribution according to the contribution of work performance. One is to improve the professional title system and vocational skill level system of talent training. Strengthen the ability to determine the level, unconventional promotion, encourage more employees to improve their work ability. The second is to vigorously implement the salary system of setting salary by post, salary by ability and reward by contribution.   

VI、 Special planning of talent strategy

（i） System construction planning

A. Formulate the company's talent strategic plan

B. Formulate the Interim Measures for the selection and management of excellent talents of the company

C. Formulate management measures for grassroots personnel of the company

D. Formulate "Interim Provisions on preferential policies for companies to recruit excellent talents and college graduates"

E. Formulate the company's regulations on the supervision of grassroots management personnel, professional and technical personnel and workers and technicians

Interim Measures for the implementation of post allowance, etc.   

（ii） Talent development plan

The setting of talent training program is put forward for a certain problem existing in talent training

Countermeasures or suggestions, but the cultivation of talents is diverse and multi-level, in the introduction and cultivation of talents, we should not stick to one pattern, make full use of social talent resources, adopt various ways to attract talents for our use, "not for all, but for the use, not for the constant, but for the constant", and seek a win-win situation. A kind of

A. The first plan is to unite with colleges and universities and make use of the talents of colleges and universities

Talent advantage, the use of curriculum packages or self-designed courses and other ways to cultivate management personnel. The second plan is to cooperate with training institutions to cultivate management talents through its mature training network. The third plan is to select and train promising management backbones in batches to further their studies in Institutions of higher learning and training institutions. The fourth plan is to strengthen the exchange of production, operation and management talents and implement the post rotation system. The fifth plan is to recruit middle and senior talents.   

B. The first plan, in cooperation with colleges and universities and training institutions, sets up special topics, and carries out technical lectures and special lectures by inviting in, so as to speed up the pace of continuing education and knowledge renewal. Scheme 2: select excellent professional and technical backbone for further study, implement special training and further study agreement system, and speed up the training of professional and technical leaders and scarce professionals. The third plan takes the vocational education center as the base and relies on the company's scientific and technological personnel to set up a professional research group to undertake the training task and speed up the continuing education and training of scientific and technological personnel. The fourth plan is to recruit college students and junior college students, and recruit graduates of the required majors in Colleges and universities, colleges and higher vocational and technical colleges. In order to ensure the realization of the purpose of recruitment, we should adopt the methods of on-site recruitment, online recruitment and signing recruitment agreement in advance. The fifth plan is to cultivate the shortage of professional talents independently. Determine the training major, number, training mode, level, training object, application conditions, etc. A kind of

C. Training plan of operation skill talents

The first plan is to cooperate with training institutions or relevant units to select outstanding technical workers for further study. The second plan is to strengthen the cooperation with higher vocational and technical colleges, speed up the training of skilled workers, and improve the overall quality of skilled workers. Scheme 3 makes full use of the company's existing technical training resources to cultivate the technical skilled and compound skilled workers needed by the company's development through skills training, teacher apprentice training, technological innovation and technological breakthrough, skills competition and technical drill, technical exchange, job rotation and other methods.   

（iii） Personnel training fund plan

The company's personnel training funds are mainly drawn from the staff education and training funds stipulated by the state, supplemented by other channels. Based on the construction of talent team, according to the talent strategic planning target demand, talent training project, determine the special training funds, comprehensively promote the implementation of talent training work.

（iv） Talent compensation planning

A. The first principle of salary design is fairness. The principle of fairness is the basis of the salary system. Only when employees recognize the fairness of the salary system, can they have a sense of identity and high satisfaction, and can they produce the incentive effect of salary. Second, the principle of competition. To cultivate truly competitive talents, we must constantly improve and update the salary system which is attractive to talents and competitive in the same industry. Third, incentive principle. We should encourage the staff's sense of responsibility and work enthusiasm through the salary system. Fourth, economic principles. The company should mainly consider the reasonable bearing capacity of the enterprise and the reasonable accumulation of profits. Fifth, the principle of legality. In line with national policies and laws and regulations.   

B. According to the company's "fourth five year plan" target, the salary planning target is that the per capita income of employees will reach 70000 yuan / year by the end of 2025.   

C. Special salary plan

A、 Salary plan for production and management talents. Production and operation management talents are the backbone to improve the management efficiency and achieve the strategic objectives of the company, and are also the positive factors for the development of the company. Middle level salary should be based on the market or the upper middle price of the same industry as the reference standard, taking into account the actual operating conditions of the company to determine.

B、 Professional and technical personnel compensation plan. Professional and technical personnel are the driving force of strong productivity, scientific and technological strength is the core of enterprise strength, and the strength of professional and technical personnel is the core of scientific and technological strength. Speeding up the cultivation of scientific and technical personnel is the foundation of strengthening the enterprise, and it is necessary to improve its salary. It is necessary to formulate a special salary plan in combination with the actual operation of the company, giving consideration to overall planning.

C、 Salary plan for operation skill talents. Operation skilled personnel are the direct realization of productivity, and are an indispensable force for technological innovation and transformation of scientific and technological achievements. Under the guidance of the principle of overall consideration, we should standardize the salary system of skilled workers, incline to high skilled talents, and increase the salary growth of senior technicians and technicians.    

D、 Pay cash

Salary is an important matter related to the vital interests of employees. How to maximize the incentive effect of salary is the focus of talent work. The company should strengthen the management of labor salary, and make it open, fair and just on the basis of quantitative assessment, so as to fulfill the salary.

（vi） Evaluation mechanism

The evaluation mechanism is an important means to improve the incentive policy. The purpose is to make the evaluation of the staff conform to the principles of clear rewards and punishments, openness, fairness and justice, so as to promote the work efficiency of the staff. The work of assessment and evaluation should be normalized. The content of assessment and evaluation should be based on the work performance of fulfilling the post responsibilities. The contribution should be evaluated by the work performance, and the comprehensive assessment and evaluation should be carried out from the four aspects of morality, ability, diligence and performance. And the implementation of quantitative assessment of salary performance.   

VII、 Supervision and coordination mechanism

Talent strategy is one of the company's overall development strategies. The core of talent strategy is talent development, which is a systematic project and involves all aspects of the company. Therefore, this work should be planned as a whole, pushed forward and implemented steadily. The administrative department is responsible for the supervision and management, the organization department takes the lead in the general manager, and the human resources department organizes the implementation. The specific division of labor of the main departments: the organization department is responsible for the overall work and coordination of the whole talent work; the human resources department is responsible for the formulation and implementation of the talent development plan, focusing on the introduction, cultivation, use, incentive, constraint and other work of talents; the trade Union selects and recommends talents through labor competition and other staff activities.