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Training & Development

For the promotion of employees, we provide a comprehensive development and training mechanism to provide a platform for the cadres'rapid growth.

Training:Diversified training forms.

I. New employee training in two categories:
Class A: Technology, sales, professional management, group leaders
Class B: New workers employed by production and business units

II. New employee training content:
Company profile, company history, corporate culture, company rules, corporate code of conduct, the department code of conduct, safety education, job procedures, work standards, and operation specifications, etc.

III. Division of responsibility for training new employees:
Human Resources Department is responsible for:
Company profile, company history, corporate culture, company rules and corporate code of conduct. Training is organized every month, and no less than 10 employees attend.
Units (departments) and the branch plants are responsible for:
The department code of conduct, safety education, job procedures, work standards, and operation specifications, etc.

IV. Class A new employees should be sent Employee Handbook, and the latest three issues of North Glass Culture newspaper.

V. The company encourages employees to take part in all kinds of external training at their own expense and will give certain incentives to employees who have obtained certificates.


VI. A perfect cadre development and training mechanism to provide a platform for the cadres’ rapid growth.

Development

I. North Glass provides two sequences (management and specialty), three directions (Management longitude, specialty longitude, specialty transverse) and 10 series (R&D technology, quality, finance, IT, human resources, business, marketing, service, production, integration) career development channels.
(1) Management channel: new employees—assistant director—director—supervisor—department director—(department vice director)—director—vice president—(the company leader)
(2) Specialized channel: new employees—primary—intermediate—senior—experts—chief (senior) experts

II. Rich and diverse opportunities for growth
(1) Job rotation: Employee rotation system allows the employees in different positions to enhance the professional skills;
(2) Job transfer: Employees can apply for other posts in case of vacancy based on outstanding performance in their own posts;
(3) Job bidding: When the department has vacancy for important jobs, but no suitable candidate within the department, all employees of the company have the opportunity to participate in job bidding;
(4) Internal qualifications assessment: the company implements internal qualifications assessment in each professional post every year and builds professional development ladder for employees;
(5) Position rotation, deputy and take a temporary post: to provide excellent administrators with opportunities for job rotation, deputy and taking a temporary post, help the potential cadres to expand management skills as well as think and solve problems on a higher point of view more comprehensively and systematically.
 

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