how about work in hooha company

Hooha adheres to the philosophy of "people-oriented, technological innovation, integrity and efficiency, customer first". It aims to attract and cultivate "right talents", arrange "opposite positions" for them, and provide them with a "right environment". Their potential is at its fullest. This is the three key foundations of Senxing's talent management strategy and human resources initiatives to achieve the ultimate goal:

The company cares about and encourages employees through different interpersonal and social activities to increase their sense of belonging. We offer our employees the perfect opportunity to grow, learn, contribute and succeed. Come grow with us.

Recruit "the right people"

The company has carefully selected and recruited the right talents to enable them to succeed through practical actions and continuous improvement. In order to attract innovative young talents, the company continues to invest a lot of resources to nurture the next generation of engineers to introduce new ideas and insights to support the company's pursuit of innovation.

We design a comprehensive training program for engineers to provide intensive training for students from prestigious universities. By participating in projects and work, they can adapt to the working environment and ways of doing things faster and better.

In terms of recruitment, hooha actively participates in campus recruitment activities and professional fairs, and makes full use of various assessment and selection tools, including professional personality questionnaires, learning agility, etc., to help identify candidates who meet the same level and position. The skills and abilities required, as well as the company culture.

Arrange the "right position"

Building a high-potential talent team will help hooha identify future leaders to drive stronger business growth. The talent level process is a formal system for identifying, defining and evaluating employee performance and forming the backbone of the sustainable leadership echelon.

To meet the needs of individual business and functional units, the company launches a customized mentoring program each year to develop outstanding employees and prepare them for takeover. The program is for 12 months, with experienced mentors for junior staff, and the two work together to succeed in the work project.

Through the "Caring for the Next Generation Work Committee", hooha is concerned that young people continue to receive engineering education and pave the way for them to become future employees of hooha company, in order to demonstrate the company's long-term commitment to giving back to the society.

Provide "right environment"

Hooha is committed to maintaining an open and honest communication platform that is inseparable from an effective participation culture and plays a key role in driving business growth. The company conducts an annual survey to assess the level of employee engagement and to improve the working environment. Action plan.

The company also organizes other programs and activities to create a positive workplace culture, including (1) creating a corporate social media platform, bringing together employees from all over the world to communicate with each other; (2) setting up a performance recognition system to reward ownership Excellent performance staff; (3) Organizing a variety of recreational and corporate social responsibility activities led by local staff organizations. (4) Designing new themes every year and organizing annual company events.

The company will continue to adhere to its core values and support the company's ambitious development strategy by attracting and retaining top talent.