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Human Resources

One、choose——Fair and open


 Reasonable human resources plan, extensive recruitment channel and strict screening mechanism are the key to obtain high level human capital. The spirit of "fair competition, strict examination, merit, two-way selection" principle, the special quality of ability in the selection of staff in inspection and qualification match, also examines their values, personality characteristics, psychological factors, and corporate culture with employees or may accept corporate culture employees effectively to avoid because of improper selection and employee morale is low, the flow speed and other negative phenomena.

  In the selection criteria, the company has its own unique set of standards and methods. Based on background and educational background, we should lay stress on the quality and potential of candidates. We must have four following characteristics: identification with company culture and ideas, self motivated work motivation, integrity and strong learning ability. In the selection method, the advanced evaluation methods are used: evaluation center evaluation technique, structured interview and personality and psychological test. Different objects are required to use different testing methods to reduce the subjective deviation produced in the original interview and to do the best.

Two、Cultivation——Comprehensive training to improve quality


 Training is an important mechanism for cultivating talents. The company attaches importance to personnel training, respects the objective rule of talent growth, and makes training the best welfare for employees, so that employees at different levels can find curriculum content suitable for their growth. The company established a "FLUKO network" training mode, curriculum classification according to the professional knowledge and ability, which arranged in a crisscross pattern of curriculum system, different levels, different functions of the staff can receive the appropriate training, purposeful, targeted to improve the level of the quality of the staff, improve staff knowledge level and management philosophy to ensure the growth of staff quality and enterprise development.

  Staff training and talent training are long-term projects, which must be continuously targeted and planned. It is the essence of training to abandon "teach people to fish" and to adhere to "teach people to fish". Companies adhere to the long-term training, staff training, training as a long-term investment and system engineering, to create a good learning environment and opportunities, to ensure that employees have the basic knowledge, skills and attitudes to work, create atmosphere and mechanism of "learning enterprise" Wai, in enterprise development grant timely new knowledge skill process, in order to achieve the purpose of improving the quality of employees. Employees adhere to the new concept of "innovation, pragmatism, integration and sharing", take the initiative of seeking knowledge and innovation, actively participate in the training of companies and departmental organizations, pursue continuous progress and achieve self goals through training, and achieve the goal of career planning. All kinds of training, employees are a valuable asset in life, at the same time, through training, to enhance personal capacity, to obtain more opportunities for promotion, is an important basis and necessary link promotion and promotion.

Three、use——The best optimal allocation


  With its unique corporate culture, the company has created a good growth environment and career development space for talents, ensuring that every employee's personal development opportunities and enterprise development opportunities increase simultaneously. The need for human resource departments according to the long-term development of the enterprise, reasonable recruitment, boldly promote scientific reserves, fully achieve the optimal allocation of human resources to ensure their right for his position. Adhere to the following five points: one is in operation and the relationship of merit, leadership not by human standards, promoted employees do not completely rely on individual ability and promotion according to status, quality, strength, speak speak contribution; two is to pay attention to ability, ability in education, value education, value education is not in itself, but the behind the knowledge and virtue; three is the internal personnel selection priority, attention to internal training, internal staff is an effective incentive measures; the four is to pay attention to personnel strengths, with personal characteristics as a starting point, pay attention to talent advantage; five is just principle, the right people in the right the position, with the highest standards of the people, that is more important than talent.

  The company has established a strict talent competition and talent assessment mechanism, and the results of the assessment are directly linked to the salary and job appointment and dismissal, and make bold use of outstanding young talents. Strict talent assessment mechanism plays a role in the survival of the fittest, and also allows many excellent talents to stand out from all positions within the company and become management personnel at all levels. The company through a variety of ways to develop talent, cultivate a team of professional knowledge, in the full vigour of life skills and hands-on management personnel.

Four、stay——Leave people with feelings, cause people to stay


  The company has always adhered to the policy of keeping people by the company. By implementing various measures such as career development, remuneration, competitiveness, corporate culture construction, welfare construction and multi-channel and multi-dimensional emotional communication, we can stimulate employees' enthusiasm in two aspects, to achieve the goal of retaining people.

  The growth of employees and the sense of achievement of their own sense of belonging, the company is a big family, the leader is the parent. The company makes use of the existing FLUKO website, samples a variety of publicity channels, organize employees to participate in the construction of enterprise culture, and truly become the owner of the enterprise. Company employees of Gulangyu Islet tour, Wuyishan tour, Mount Huangshan tour, Shanghai tour around, expand training and other numerous collective activities, so that employees feel the concern of enterprises and enterprises for their efforts to create a fair, harmonious working environment; do not regularly carry out employee suggestion box, online communication platform and so many ways to give employees a channel to express their views, speak out, let the management and staff exchanges, communication, integration into a common pursuit and common development team, truly "feelings keep people".

The company has set up a perfect internal recruitment mechanism, and employees can apply for corresponding positions according to their own advantages and characteristics. The human resources department will conduct research on employees in different stages, according to the employee's personality, characteristics, hobbies and expertise, give employees some suggestions, in order to facilitate employees to maximize their strengths, achieve their career, ensure personal work accomplishment, embodies the "cause to stay".

  Enterprises are the main body of market competition. Talents are the main force of market competition. The construction and training of talents is an important force to promote technological progress, expand and enhance core competitiveness of enterprises. The company has always adhere to the people-oriented, talent construction as the center, to provide opportunities and more space for employees' occupation planning, create the necessary conditions for technological innovation and management innovation of the staff, and to be recognized and rewarded for outstanding performance and outstanding contribution to the development of staff, let employees get Everfount opportunities and achieve a win-win situation for employees the value and the value of the company. FLUKO is going all out to build a complex and high level talent echelon with a strong business quality and high management ability.