"To build a high-quality enterprise, we must create high-quality employees", talent is one of the decisive factors of enterprise competition. Over the years, in order to ensure the sustainable development of Kailong Lanfeng, the company has introduced talents at home and abroad while focusing on the establishment of talent incentive mechanism, so that the right people play the right role in the right position. Relying on the resources of universities, institutes, Oems, Oems and engineering centers, the company has formed a production, learning, research and application research team, including 45 R & D team members, including 6 doctors and 11 masters. It has a perfect talent training platform and smooth talent development channel, and provides employees with competitive welfare benefits. Relying on external training resources and training internal lecturers, the company provides professional and systematic training for all employees to lay a solid talent foundation for the future development of Kailong Lanfeng. At the same time, the company makes full use of school-enterprise cooperation, enterprise training base, online learning platform, enterprise university and other resources, combined with the company strategy and the needs of individual employees, through diversified training forms, Learn specialized training courses to meet the needs of company strategy, business development and employees in all departments. The company's training system includes company level, department level, workshop level and team level four, under the guidance of the planned training system and process, to carry out a variety of forms of training for different groups.

training system

　　In combination with the company's development plan and overall development strategy, vigorously improve the quality of employees, highlighting talent training and professional and technical force reserve training. The training work has been continuously accumulating in the aspects of improving the curriculum construction, the construction of the teaching staff and the construction of norms. In the construction of the training system, it has never stopped on the road of curriculum standardization, textbook standardization, lecturer specialization, implementation process, evaluation institutionalization, three-dimensional method, clear vision, system transparency, and systematic tracking. For employees at all levels, we have been encouraging employees to experience, feel, grow and break through in the training and participation of employees.

　　kailong gives employees opportunities and challenges. Employees learn and grow in Chiron, and also share and teach here. Generation after generation of Kailong people here to pass ideas, transfer wisdom, establish a perfect system and excellent training management model, for the company's internal employees and customers to provide unique services to form their own advantages.

staff development

　　The company implements career planning for employees and constructs three career development channels: management, profession and skill. Employees can choose vertical or cross-channel development according to their own advantages.

　　The company determines the corresponding career channel level of employees according to the annual performance and ability evaluation results of employees.

　　Staff development channels in various ways, such as open recruitment of positions within the group, competitive recruitment of management positions, and nomination of middle-level administrative assistant positions.