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Training: Provide a variety of growth paths for talents with different work experience and backgrounds
In terms of career planning, Ruitian provides employees with a multi-channel promotion model. Whether they are good at organization and management or want to work in the technical field, they can find a suitable position. In terms of talent training, Ruitian has established a complete training system, setting up corresponding improvement courses according to different job nature and job requirements, and focusing on building a healthy talent echelon and successor training plan. Diversified forms of training, such as cloud courses, cloud sharing, corporate-funded foreign training, and internal company training, make it easier for employees to freely choose their learning time and content.
Talent echelon construction:
People-oriented talent plan:
In order to implement the talent lance enterprise strategy, the company firmly establishes the "people-oriented" concept, continuously deepens the reform of the human resources management system, creates a good talent growth environment, accelerates the adjustment of the talent team structure, optimizes the allocation of human resources, and vigorously cultivates and introduces the urgent needs of the company's business development Establish a talent training, selection, evaluation and incentive mechanism that meets the company’s development requirements; build a reasonable structure, professional matching, and high-quality talent team to continuously improve and enhance the company’s core competitiveness and comprehensive strength.
Firmly grasp the three keys of introducing talents, cultivating talents, and making good use of talents.
Position promotion:
A: Internal promotion B: External promotion
Development path of the production department:
Ordinary production staff---excellent staff---team leader---workshop director---person in charge of production
General Manager's Office:
Clerk---Assistant---Special Assistant---General Assistant---Manager
Supervisor:
Department Head---Department Manager---Director
Human Resources:
Specialist---Supervisor---Manager---Director
Marketing:
Internal service---marketing staff---regional manager---marketing director---vice general manager of marketing
technology:
Sample trial production specialist (including process)---technician---technical research and development trainee---technical engineer---technical director
New recruits:
New employee induction training---Pre-job training---On-the-job special training (external training)---Basic management training---Middle and senior management training
Welfare:
1. Annual welfare and employee care
2. Staff health care (physical examination)
3. Innovative Invention Award
4. Talent recommendation award
5. Traditional festival welfare
6. Departmental team building (the colorful team building activities allow us to leave footprints in various places and leave good memories with the friends who work together. Hope that you in the future can travel the world with us!)
Training: Provide a variety of growth paths for talents with different work experience and backgrounds
In terms of career planning, Ruitian provides employees with a multi-channel promotion model. Whether they are good at organization and management or want to work in the technical field, they can find a suitable position. In terms of talent training, Ruitian has established a complete training system, setting up corresponding improvement courses according to different job nature and job requirements, and focusing on building a healthy talent echelon and successor training plan. Diversified forms of training, such as cloud courses, cloud sharing, corporate-funded foreign training, and internal company training, make it easier for employees to freely choose their learning time and content.
Talent echelon construction:
People-oriented talent plan:
In order to implement the talent lance enterprise strategy, the company firmly establishes the "people-oriented" concept, continuously deepens the reform of the human resources management system, creates a good talent growth environment, accelerates the adjustment of the talent team structure, optimizes the allocation of human resources, and vigorously cultivates and introduces the urgent needs of the company's business development Establish a talent training, selection, evaluation and incentive mechanism that meets the company’s development requirements; build a reasonable structure, professional matching, and high-quality talent team to continuously improve and enhance the company’s core competitiveness and comprehensive strength.
Firmly grasp the three keys of introducing talents, cultivating talents, and making good use of talents.
Position promotion:
A: Internal promotion B: External promotion
Development path of the production department:
Ordinary production staff---excellent staff---team leader---workshop director---person in charge of production
General Manager's Office:
Clerk---Assistant---Special Assistant---General Assistant---Manager
Supervisor:
Department Head---Department Manager---Director
Human Resources:
Specialist---Supervisor---Manager---Director
Marketing:
Internal service---marketing staff---regional manager---marketing director---vice general manager of marketing
technology:
Sample trial production specialist (including process)---technician---technical research and development trainee---technical engineer---technical director
New recruits:
New employee induction training---Pre-job training---On-the-job special training (external training)---Basic management training---Middle and senior management training
Welfare:
1. Annual welfare and employee care
2. Staff health care (physical examination)
3. Innovative Invention Award
4. Talent recommendation award
5. Traditional festival welfare
6. Departmental team building (the colorful team building activities allow us to leave footprints in various places and leave good memories with the friends who work together. Hope that you in the future can travel the world with us!)