Career development We firmly hold the view that for employees or administrators there is only difference in terms of virtues, experiences and abilities without difference in terms of rank, office post and position; they are virtually equal in personality. Based on this philosophy, Kanghong Pharmaceuticals Group insists on the ideal of ‘putting people first’ for employment and for a humanitarian management, thus offering every employee an equal, cordial and harmonious working environment. Kanghong Group persists in the strategic planning for talents of ‘ inviting talents from outside and cultivating talents from within.’ As regards inviting talent from outside, HR department makes the corresponding plans for talents introduction by following the strategic objects and development planning set by the Group and working schedule of every functional department, every member company. According to the different posts and requirements, HR department carefully draws up corresponding talent-introducing plans by which high-quality talents are introduced. After new employees are hired, they will be offered systematic training. The content of training includes both enterprise culture and professional skills. By implanting core values of the enterprise on their minds through training, they will develop a stronger sense of identification with the enterprise and would like to bind their interests tightly with the enterprise. As for cultivating talents from within, the Group offers some posts specialized for internal engagement and provides more opportunities for staff to pursue further studies. Some managerial posts are open to staff by engagement competition so that excellent people can learn, improve and display their talents through competition. In order to retain the talents in the enterprises, a relatively competitive system to inspire talents is established in the Group, in which both economic and non-economic rewards are given. The economic rewards mainly include a complete salary system, various insurance, paid holidays, all kinds of welfare, reward funds, etc. The non-economic rewards mainly include the complete system for achievement evaluation, post transfer, promotion opportunity, praise and approval, exchange opportunity, participation in decision-making, various training (including assigned to study abroad), etc. Nowadays, the issue of ‘hard getting a job’ becomes increasingly serious. For years, the Group has offered many posts to accept many excellent graduated students and laid-off workers, thus making contributions to relieving the social employment pressure. The rapid growth of the Group is the result of the combined efforts of all our staff in the close collaboration!