Talent is the first capital of the red emperor. We adhere to the management of employees "people-oriented", to promote team spirit, and strive to create a harmonious, positive working atmosphere and environment, so as to attract outstanding technology, management and marketing talent to join. To have a high degree of professionalism and sense of responsibility and sense of mission and sense of identity, and is willing to share weal and woe, enterprise personnel will be pull together in times of trouble, we reuse. We insist on creating a fair and open atmosphere in the process of human resources development, to establish a set of the full potential of the training mechanism, to provide everyone the full realization of the development space of self value. In Ruihuang, whether you are ordinary workers and technicians, also no matter what position, as long as you have a really learn real skill, you may become the Company re talent -- "have much, the stage is as big". Ruihuang was able to develop to today’s scale, one of the most important factors are: Ruihuang as consistent from beginning to end of the enterprise development talent, talent to always give the wide sky to fly. "Love, Yucai" is Ruihuang abide by the principles of. And capable, light let, Yongzhe "is Ruihuang talent competition mechanism. "Keep the human interests, keep people, keep people feeling" is a consistent policy of Ruihuang Zhuchaoyinfeng. The talent incentive measures Ruihuang very specific, in income, housing, welfare and so on are inclined to high-tech, high-quality personnel greatly, the establishment of administrative, technical and sales, technical compensation module, the implementation of diversified salary structure, fully tap and play the enthusiasm of internal staff. Let Rui Huang employees all the time there is a sense of well-being. In order to carry out the company’s talent strategy, the company will uphold the following principles, improve the company’s rules and regulations, standardize the behavior of employees, to improve the efficiency of work:

1, the implementation of scientific incentive assessment system. On the one hand, the general principle of role in the company is approved under the premise of total wages, by each department according to the function of adjustment for the corresponding jobs and pay arrangements. On the other hand, the development of scientific, detailed and operable evaluation methods. Up to the leadership of the company, down to the general staff, have been placed in the center of the assessment. Through the preparation of a new job manual, set the key positions, increase the weight of the performance of wages and other measures, widening the gap between income distribution, real personal income, job promotion and job performance are closely linked.

2, all positions open to employees, competition for posts by employees;

 3, the full implementation of target cost management, reward;

4, the establishment of a special incentive fund, the annual rewarded who have made outstanding contributions;

5, product development and implementation of the project system;

6, to create learning conditions for employees to provide training opportunities, to encourage employees to progress.

 7, the implementation of Hierarchical Authorization Management, so that the level of management of the responsibility, the right to combine more closely.