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talent concept

talent concept

　　Shenzhen rongqiang technology co., LTD. Has been a leader in the field of surfactant for metal pretreatment since its establishment. Companies adhering to the "society for this, the quality first, innovation and enterprising, good" business purposes, has formed the good enterprise culture atmosphere, continuously improve enterprise management, adhere to the people-centered concept of choose and employ persons to select talents, use talents, training talents, retain staff, with preferential policies, loose talent recruitment environment, the competitive system of choose and employ persons, and wide development platform, and constantly attract company need all kinds of professional talents to entrepreneurship and development.Want to do things to give opportunities, can do things to give posts, do things to give status.
　　We trust and respect each other and welcome colleagues from different backgrounds. We strive to create and innovate and benefit from a more diverse work environment. We are proactive, challenging each other, fully prepared for change, and working tirelessly to achieve our goals. We share knowledge and experience and work together to improve our performance. We care about each other and seek personal and work balance based on personal and corporate needs. We strive to create a working environment that is growing, healthy and inclusive. We are responsible for our employees' career learning and development, and for improving the company's ability to grow.

salary
The system is based on the principle of fairness, competitiveness, incentive and economic legitimacy. Reasonable wage income gap, to establish a variety of channels for salary promotion. The annual salary system, performance-based salary system and negotiated salary system are implemented according to different positions.
       Promotion and motivation
The company evaluates all employees, especially key employees, establishes the core talent pool, establishes the open, fair and competitive promotion mechanism, and provides employees with various promotion channels. Staff promotion shall be reported by the department and reviewed and evaluated periodically or irregularly. Employees with special contributions to the organization and outstanding performance will be promoted at any time.
      Training and development
RongJiang always attaches great importance to staff training, the inside outside culture, culture is complementary training mode, combining the staff training and enterprise development, and the combination of staff growth, not stick to traditional training forms, provide employees with career development and enhanced skills needed multi-level and comprehensive training, make the employees at the same time of constantly improve itself ability and quality, better dig their own potential.
The training of rongqiang staff mainly includes new staff training, professional knowledge and skills training, vocational training, overseas study, outdoor intensive training and subsidized courses. Through application or job requirement, employees can get corresponding training opportunities.　　
Rongqiang encourages employees to make career plans suitable for their own development and the needs of the enterprise, and helps them to gradually achieve their career goals in different ways.

Rongqiang's salary mainly consists of "post salary, performance salary, allowance salary and year-end benefit salary", among which:
1. Post salary: the salary scale is determined according to the importance of each post, professional division of labor and other factors;
2. Performance pay: employees are assessed monthly according to their work performance or work completion, and performance pay is paid in the form of self-denial.
3. Allowance salary: including length of service allowance, labor insurance allowance, allowance for core technical personnel, etc.
4. Year-end benefit salary: it is determined mainly according to the company's operating benefit.

Rongqiang's salary mainly consists of "post salary, performance salary, allowance salary and year-end benefit salary", among which:

1. Post salary: the salary scale is determined according to the importance of each post, professional division of labor and other factors;

2. Performance pay: employees are assessed monthly according to their work performance or work completion, and performance pay is paid in the form of self-denial.

3. Allowance salary: including length of service allowance, labor insurance allowance, allowance for core technical personnel, etc.

4. Year-end benefit salary: it is determined mainly according to the company's operating benefit.

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