Become the No. 1 brand of domestic veterinary drugs

profit growth

Market leading

Customer recognition

Employees are satisfied

continue to innovate

System

human Resources

company culture

Talent allocation strategy

Talent development strategy

Talent utilization strategy

Talent motivation strategy

1. Satisfy employees’ career development

2. Improve human efficiency and profitability

3. Reasonably allocate human resources (reduce people and increase production)

4. Meet business and organizational development needs

1. According to the medium and long-term development requirements of the enterprise, ensure its need for total human resources

2. Optimize the human resources structure and form a reasonable talent structure to meet the needs of talents at all levels and majors of the enterprise

3. Improve the quality of each worker to adapt to the requirements of his or her job, improve the overall quality of the workforce, and maximize the overall effectiveness of human resources

4. Strive to transform manpower into talents, promote every worker to become talented, give full play to their enthusiasm, initiative and creativity, and make due contributions to the development and progress of the enterprise

Corporate strategy: Become the first domestic brand of veterinary drugs

As one of the core competencies of an organization, human resource management has every activity and result closely linked to the realization of strategy.

Talent allocation strategy

Talent development strategy

Talent utilization strategy

Talent motivation strategy

1. Lack of basic job description

2. The division of responsibilities of each position and the responsible entities are unclear

3. The human resources system process is not systematic enough

Influence: Under the new market competition situation, it is impossible to ensure the efficiency of human resources management Leading competitors in quality and unable to match the strategic goals of consolidating first-line brands

1. There is a lack of systematic talent demand plan, and temporary recruitment needs are more random.

2. Job recruitment satisfaction rate is low

3. Lack of follow-up and care plans during the probation period

Influence: Unable to meet the needs of rapid business development in a timely manner; The staff turnover rate is high and management cost losses are serious; Impact of negative impact on employer image; Influence the company's business development and improve efficiency;

1. The training system is not systematic, and the execution quality and effect of training projects are poor.

2. The employee development and promotion management mechanism is lagging behind

3. Lack of systematic training of middle- and senior-level personnel

Influence: The improvement of employees' abilities and quality cannot keep up with the company's business development Speed ​​cannot support strategic development

1. Overall lack of performance management system

2. Lack of standards for evaluating outstanding employees and average employees

Influence: There are many obstacles when decomposing the strategy, and it cannot transform the work behavior of each employee. The business process cannot be effectively monitored and corrected Employee evaluation cannot be performance-oriented, objective and fair, and Effectively identify internal talent

1. Lack of systematic standards for rank and salary sequence

2. The salary promotion adjustment mechanism is not standardized

3. The bonus incentive mechanism is not fair and effective enough

Influence: Difficulty motivating employees to produce high performance; excellent talent exists risk of churn

1. Lack of mission, vision, strategy, and business management concepts Systemic culture such as core values ​​and employee code of conduct

2. Lack of ideas and implementation plans for system building culture

Influence: The corporate culture is one-sided and unsystematic, and various ideas remain just words. Corporate culture has not been integrated into employee behavior, and corporate culture has not played a role in supporting strategy.

1. Human resources effectiveness

2. Human resources team

3. Human resources functions