In accordance with the principle of "grading by post, salary by grading, matching of people and jobs, and salary change with post", establish a market-oriented salary promotion system, and advocate the identity conversion from "workers" to "entrepreneurs".
Realize the dynamic management of salary increase, freeze and decrease based on performance evaluation, and fully mobilize employees' enthusiasm and sense of responsibility.
Advocate dedication but pay more attention to contributions, continuously complete the challenge goals, the promotion is guaranteed, and cooperate with equity incentives.
Follow the laws of the talent capital market, promote market-based pricing of salaries, and attract outstanding talents to join.
| R&D technology | Marketing | Functional category | |
|---|---|---|---|
| P8 | Executive of the Company | ||
| P7 | Specialist | Business Director | Head of Department |
| P6 | Technical Backbone | Senior Manager |
Finance, procurement Quality, manpower Administrative, legal affairs |
| P5 | Senior Engineer | Manager | |
| P4 | Second-class Engineer | Business Specialist | |
| P3 | Junior Engineer | Business Assistant |
| Management sequence | Specialty sequence | |
|---|---|---|
| High-level | / | |
| Middle-level | / Head of Department Deputy position in the department |
Chief Scientist Chief Engineer R&D Design Director/Engineering Director |
Designate experienced seniors for newcomers in the workplace to act as career guides, and help, teach, assist and plan career development goals and routes for them.
Create a full-service rotation learning mechanism for the company's front, middle and back offices, encourage young employees to go deep into the front line, exercise in multiple positions, and constantly stimulate innovation and fighting spirit.
Guided by the corporate culture of "Sharing, Shared Responsibility, and Win-Win", with the flexible working system and an open and inclusive working atmosphere helping employees to grow.
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