An efficient talent supply chain is the core driving force behind the company's forward development. Through years of practical accumulation, the company has formed a complete talent cultivation loop in the selection, utilization, cultivation, and retention of talents.
In terms of personnel selection, a qualification standard system has been established for core talents, screening excellent core talents from several perspectives such as professional knowledge, skills, work experience, basic competence, and cultural values to ensure that the selected candidates are "good seedlings".
In terms of personnel, combined with the business model of DiQi Pharmaceutical, establish a sound enterprise performance management system and talent development system. All employees participate in the enterprise performance management system, and employees and supervisors become the two main bodies of performance management. Both actively participate and work together to achieve the best performance. Throughout the process of performance management, employees and supervisors summarize and provide feedback on the achievement of work goals and the improvement of their own work abilities. The supervisor has gained a clearer understanding of the talent characteristics of the team based on monthly, quarterly, and annual employee performance tracking and feedback, thus knowing how to leverage the individual strengths of each employee.
In terms of cultivating talents, the company has established a complete talent training and development system, constantly recharging talents and helping employees update their knowledge and improve their abilities. For example, for newly hired employees, the company will provide various methods such as onboarding training, job rotation internships, monthly performance communication, and job reporting to quickly enhance their understanding of corporate culture, job positions, and other aspects. For colleagues with rich work experience, such as core backbone, technical leaders, supervisors and managers, the company encourages them to join the internal lecturer team of DiQi and provides them with opportunities for "teaching and learning". On the platform of "DiQi Saturday School", DiQi lecturers provided multiple themed training sessions that were closely related to the specific work of all employees, which were highly praised and appreciated by the staff.
By doing a good job in the three major aspects of selection, utilization, and education, we also hope to have more high-quality employees and long-term colleagues with DiQi. The company continuously optimizes its corporate culture atmosphere, the growth and development of employees within the company, and the competitiveness of overall compensation, and is committed to creating a warm and powerful DiQi family for all DiQi people.
