Gerui Talent Concept
In Gree's development philosophy, human resources are placed at the core of enterprise development and survival, and are regarded as the primary resource driving the enterprise forward. This understanding does not come out of thin air, but stems from a profound understanding of the essence of the enterprise: the growth of any enterprise cannot be separated from the wisdom and actions of people, especially in the technology intensive, innovation driven precision motor and motion control industry where Gree operates. The value of talent is irreplaceable. The research and development of precision motors requires a deep accumulation of professional knowledge, and the production process has almost strict requirements for process accuracy. Market development requires a keen ability to capture the personalized needs of customers in different industries - breakthroughs in these links all rely on the creative labor of high-quality talents.
Gree firmly believes that all kinds of talents who uphold the spirit of hard work and actively create are the core subjects of the company's value creation. They may be R&D engineers who repeatedly debug parameters in the laboratory, improving product stability by several percentage points by overcoming a small technical challenge; Perhaps it is the technical backbone who researches process optimization on the production line, improving a process to increase production efficiency by 10%; Or perhaps it is the sales personnel who travel around the country, relying on their precise grasp of customer needs, winning an important industry order for the company. It is these concrete actions that transform the abstract strategic goal of "becoming an industry leader" into tangible performance growth, driving the enterprise to stand firm in fierce market competition.
For employees who identify with and actively practice Gree's core values, Gree regards them as the most valuable asset. This is because the alignment of values can create a strong cohesion between employees and the company. When facing challenges such as fluctuations in raw material prices and accelerated technological iteration, employees who identify with "customer first" will actively share risks with customers, and teams who identify with "innovation oriented" will work overtime to break through technical bottlenecks. This kind of spiritual resonance often has more long-term value than simple skill matching - skills can be improved through training, and consistency in values is the spiritual bond of long-term peers.
Common values are the fundamental principle for Gree to make fair evaluations of its employees. In enterprise management, the fairness of evaluation directly affects employees' motivation and sense of belonging. Gerui believes that skills and performance can be quantified through data, such as the number of patents held by R&D personnel, the yield rate of production personnel, and the signing amount of sales personnel. However, "soft factors" such as employee behavior motivation and collaboration attitude must be measured by shared values. For example, when employees face the decision of whether to conceal potential product risks for short-term performance in their work, do they prioritize customer interests; When conflicts arise in the team, whether to communicate and resolve them based on the principle of integrity - these need to be measured by values. This value based evaluation system ensures that the evaluation results not only reflect the "results of doing things", but also embody the "principles of being a person", so that every employee feels respected and treated fairly.
At the same time, Gree respects the differentiation of talents and focuses on leveraging their advantages. Everyone has natural differences in their knowledge structure, skills, and personality traits. These differences are not weaknesses, but rather the driving force behind the diversified development of enterprises. Gree is committed to providing suitable development platforms for different types of talents: technical talents can focus on research and development breakthroughs, and the company provides them with advanced experimental equipment and interdisciplinary collaboration teams to support their exploration of cutting-edge technologies in the industry; Management oriented talents can deeply cultivate team building, participate in corporate strategic planning, and demonstrate their talents in areas such as talent cultivation and process optimization; Creative talents can draw inspiration in market planning and create brand stories that deeply resonate with people by combining product characteristics. By accurately identifying each person's strengths, allowing introverted technical experts to focus on technical breakthroughs, and assigning extroverted communication experts to handle customer connections, it can not only enhance personal sense of achievement but also create greater value for the enterprise.
In order to stimulate the potential of talents, Gree has established a diversified incentive model. This model not only includes material incentives such as competitive salary and benefits in the industry, but also encompasses spiritual incentives such as clear career development channels, customized skills training, and open and transparent honors and commendations. For example, for employees who have made outstanding contributions in technological innovation, the company will provide special rewards and support their participation in top industry forums to exchange cutting-edge ideas with global peers; For managers who lead their teams to achieve performance breakthroughs, promotion opportunities will be provided and greater management authority will be granted, allowing them to lead more important projects; For young employees who have recently joined the company, a "mentorship" program will be arranged to help them grow rapidly. Through this multidimensional motivation, Gree aims to make talents feel their own value is recognized, so as to continue to play the role of backbone and leader, and form a good atmosphere of "benchmark leading and everyone working together".
In terms of talent strategy, Gree adheres to the principle of "internal and external cultivation": focusing on the cultivation and growth of talents internally, and recruiting talents externally. The company establishes an open recruitment system and collaborates with universities and industry associations to attract outstanding talents in the industry and provide them with a platform to showcase their talents. Gree believes that the value of talent ultimately lies in creating value for customers - R&D personnel optimize product performance to make customers' production lines more stable; The after-sales team improves service quality and enables customers to quickly resolve equipment malfunctions; Cost control experts reduce customer procurement costs and enhance their market competitiveness - these are concrete manifestations of the value of talent. When talents are recognized in the process of creating value for customers, their self-worth will also be realized. Based on this logic, Gree is committed to building itself as a platform for realizing talent dreams, allowing every talent who joins to find a path of growth and achieve their life goals here.
