Shengquan Group has today's scale, the most fundamental reason is that we have a good mechanism for recruiting, accommodating and using talents, and there are a large number of outstanding talents in various fields. Over the years, we have been committed to doing a good job, that is, we are willing to spend money to introduce talents, invest in training talents, and make way for outstanding talents who have contributed.
One is willing to spend money to introduce talents. At the beginning of the venture, Shengquan Company was almost an out-and-out "peasant team", with no technology, no management experience, poor quality, unable to open the market, and the enterprise was in jeopardy. After learning from a painful experience, we focused on introducing talents, advocated a talent concept of "using people from all corners of the country to do things from all corners of the country" and "using people who do well" in enterprises, and formulated a system: no matter how difficult the operation is and how tight the construction funds are, 65,438+00% of the profits of enterprises will be used as talent expenses every year, which will be used exclusively for introducing talents and replacing people for enterprises. On the one hand, the company is based in China, recruiting talents, introducing a large number of graduate students with expertise as technical backbones, and hiring many well-known domestic experts as technical consultants; At the same time, we have hired a group of technical experts from developed countries and regions to lead the scientific research department of the company to seize the "commanding heights of science and technology". Shengquan hired more than 65,438+00 experts and professors at home and abroad, and introduced nearly 30 graduate students and more than 260 university graduates. Thanks to these talents, the development of Shengquan is getting faster and faster, and its scale is getting bigger and bigger.
Second, they are willing to invest in educating talents. A rapidly expanding enterprise, every link and every level are closely linked, and there can be no "short legs". If you can't keep up with any link, you will lose everything. Therefore, it is absolutely impossible to adapt to the accelerated development only by introducing talents. We must attach importance to the continuous training of all employees from the beginning, so as to improve the overall quality of employees and enable them to keep up with the pace of enterprise development. On the one hand, we spend a lot of money to hire well-known experts from the economic circles to train directors and managers of enterprises on a regular basis; on the other hand, we jointly run schools with universities such as Tianjin University and Qingdao University of Science and Technology to provide regular training for existing employees and new employees. In addition, the company has also issued a policy, through individual self-study to obtain nationally recognized vocational qualification certification or academic certificate, the relevant expenses will be fully reimbursed, and wages will be promoted as appropriate; Work-related books purchased by individuals are fully reimbursed by the company. Under the guidance of this policy, more than 80% of the company's non-educated employees have obtained technical secondary school diploma or related professional qualification certification, which has greatly improved the overall quality and work skills of employees and healthy competition among employees, effectively promoting the * * * progress and * * * development of enterprises and employees.
The third is willing to make contributors "high income". If enterprises want to retain talents, they must be willing to make people "high income". In Shengquan Group, from top to bottom, especially the board of directors, has formed such a kind of * * * knowledge, that is, "whoever contributes a lot, who takes more, is not capped." In Shengquan, business people and technicians often get much more than managers. To this end, we have explored a relatively complete and competitive incentive distribution mechanism, which divides employees' income into basic salary, performance bonus and option bonus, directly links employees' contribution with income, especially the dynamic incentive share distribution system, which includes core employees and divides their options into several grades, and then dynamically manages them according to their work performance and post adjustment, establishes a talent pool in Shengquan, and implements cadre competition and employee competition. In order to further enhance the cohesion of enterprises and improve the enthusiasm of employees, when many enterprises are holding down employees' wages and default on their pensions, we have taken the initiative to solve the endowment insurance and medical insurance for all employees (including farmers' contract workers), and with the development of enterprises, the wages of employees have been increased year by year, with an overall increase of more than 20% in 2007. On the one hand, the interests of employees are closely integrated with the enterprise, which greatly mobilizes the enthusiasm, initiative and creativity of employees. On the other hand, it also enhances the cohesion and centripetal force of the enterprise.