Talent recruitment and development
Talent is the foundation of a business. Ruentex adheres to the principle of fairness and openness and sets clear standards in the management of recruitment, hiring, training, reward, promotion, termination, and retirement, and fair treatment for all employees. In addition, Ruentex values every employee, provides good space for learning and growth, improves employees’ various abilities through training, and cooperates with the Company’s functional development system to achieve the purpose of making the best use of talents. Each position and all levels of personnel in the enterprise are given clear directions and goals through job descriptions and job responsibilities. With the joint efforts of employees, we will create a win-win situation with employees and achieve the goal of sustainable management.
Talent cultivation and training mechanism
Ruentex arranges relevant professional courses annually according to the characteristics of each department. For example, the fresh food department implements an internal certification mechanism to help employees refine their skills in producing fresh products. The electronics department offers sales consultant courses to enable employees to be more professional when introducing products to customers. The customer service department provides related courses through the customer service school, ensuring that employees deliver a high-quality service experience to customers in the stores.
The Company encourages its employees to actively participate in external training and obtain certificates, including occupational safety and health business supervisor (type A), forklift operators, fire management personnel, energy management personnel, air quality maintenance and management personnel, first-aid personnel, organic solvent operation supervisor, AED administrators, etc.
- New employee training：In addition to basic training, there will be differentiated courses based on the characteristics of each department. For example, hygiene-related training will be provided for fresh food department; cashier and service desk-related training will be provided for customer service department. In addition, we have established a sound “Senior Sister System” and “HR Care Group” for new hires to help them adapt to the Company’s culture and work as soon as possible.
- General training：Including fire drills and occupational safety and health courses required by government regulations, vision courses related to the Company’s system, evaluation system and bonus system, as well as general training for the whole company or each department.
- Customized training：The Company organizes a talent inventory meeting every six months to help arrange the training resources required by each department to meet the employee’s training needs and career development based on the current organizational status of each department and propose training plans for potential supervisors. We also regularly track the status of employees in semi-annual meetings to help employees grow.
| (hours) | Supervisor | Non-managerial officers | Total training hours | Total Average | ||
|---|---|---|---|---|---|---|
| Total hours | Average hours | Total hours | Average hours | |||
| Female | 327 | 8 | 3,135 | 12 | 3,462 | 12 |
| Male | 480 | 22 | 2,589 | 19 | 3,069 | 19 |
| Total | 807 | 13 | 5,724 | 15 | 6,531 | 14 |
In order to align the Company’s goals and directions with the performance goals of all employees, Ruentex has established and implemented a comprehensive performance evaluation system. Through regular performance evaluations every six months, we have also formulated relevant bonus measures to clearly link the contribution of employees and bonuses. All units and employees who have served for three months or more are required to be evaluated. Two-way communication channels are established through employee Self-evaluations, interviews with employees, and evaluations by supervisors to gain a deeper understanding of employees’ identification with the Company and encourage employees to provide opinions as a reference for talent training and career development.
The evaluation items are mainly divided into two aspects: “Common Group Values” and “Assessment of Achievement of Work Goals”. The “Common Group Values” are assessed on loyalty, enthusiasm, teamwork, innovation, customer satisfaction, and sharing. The assessment items on “Assessment of Achievement of Work Goals” are timeliness, quality, and cost to evaluate the actual implementation results of work targets.