Under the guidance of the large group strategy, Hubei Jinlong Group has established the concept that human resources are the first resource and talent is the first element of enterprise development. Focusing on the overall development strategy of the company, innovation in personnel management and mechanism is an important means to enhance the core competitiveness of the group. In accordance with the requirements of establishing modern enterprise systems and adapting to market competition, various personnel systems have been gradually established, Each enterprise in the group company system has taken the lead in carrying out organizational and business process reengineering with the main content of optimizing organizational structure, clarifying main workflow, and establishing a scientific talent selection mechanism. It has successfully created an excellent environment that respects knowledge, talents, and is conducive to the emergence of outstanding talents, providing reliable talent guarantee for the sustained, healthy, and rapid development of Hubei Jinlong Group.

1. Implement open recruitment and strictly control the quality of candidates

Hubei Jinlong Group focuses on optimizing personnel structure, improving personnel quality, ensuring entry into the workforce, facing society, and actively creating a mechanism to recruit and pool talents through open recruitment and equal competition. The business ability requirements of new employees are determined based on specific job positions, and the common conditions and recruitment procedures are implemented in accordance with relevant requirements. New employees shall implement a probationary period system, and those who pass the probationary period shall sign an employment contract, while those who fail shall not be hired.

2. Fully implement and improve the employment system

Hubei Jinlong Group and its employees, in accordance with relevant national laws and regulations, sign labor agreements on the basis of equality, voluntariness, and consensus, to determine the labor relationship and clarify the obligations and rights of units and individuals. A dismissal and resignation system has been established, allowing units to dismiss employees in accordance with the employment contract, and employees can also resign in accordance with the employment contract, ensuring smooth exit and entry.

3. Implement a job management system

Hubei Jinlong Group clarifies the responsibilities, rights, and job requirements of different positions, and implements strict job management for employees according to their job responsibilities. By establishing a scientific employment mechanism, talents are placed in the most suitable position to fully utilize their abilities in enterprises and projects, creating basic conditions for the development of enterprises. Establish a sound tenure goal responsibility system for leadership positions, and strengthen the assessment of the completion of tenure goals; Evaluate the management level, business ability, work performance, and efficiency of general employees according to their job requirements. Use the assessment results as the main basis for adjusting the positions and benefits of staff. Competition and two-way selection have been widely implemented in various positions, gradually establishing a selection and appointment mechanism that is open, fair, competitive, and capable.

4. Improve the distribution incentive mechanism

Hubei Jinlong Group has established a supporting assessment and payment method based on performance indicators, combined with labor contribution value indicators and management indicators. The assessment and payment are carried out at two levels of the enterprise as a whole and senior management personnel. The total salary of enterprise employees is linked to the economic benefits and labor contribution indicators achieved by the enterprise in the current year, and the rewards for senior management personnel are linked to the enterprise benefits and management indicators. The distribution is focused on emphasizing actual performance, comparing contributions, and emphasizing benefits, so as to tilt the income distribution towards frontline personnel, business backbone, and personnel with outstanding contributions, fully leveraging the incentive effect of income distribution. Implement a distribution system of salary based on position, task, and performance, and determine employee wages and benefits based on the position. Reasonably divide the distribution levels between personnel in different positions, truly achieving job change and salary change, with high energy and low efficiency. In addition, companies have established various social basic insurances for their employees, and eligible group enterprises have also established supplementary insurance for their employees.

5. Development and training of human resources

Hubei Jinlong Group has always regarded training as a long-term strategy for enterprise development and talent development, providing targeted personalized training for employees, effectively improving the overall quality of the employee team and the level of enterprise management.