The company takes talents as the most important resource and the core capital,
and introduces talents in urgent need,
makes best use of current talents,
keep key talents and cultivate potential talents.

Make clear definition of talents using philosophy and build a learning team.
1. Make clear definition of talents using philosophy and bring in highly qualified talents. In the aspect of talents choosing, the company has formed a set of systematic talents recruitment and evaluation methods to focus on the background investigation and tracking evaluation during probation, and introduce excellent talents with high specialty and common values with the company.
2. Create a comfortable learning atmosphere. The company has been paying great attention to the long investment of human resources and took training as the biggest welfare for the employees. From 18:00 to 20:00 on every Thursday, the company organizes training courses for the employees, such as “the edge tool to improve production and management – 5S and TPM practice”, “market competition strategy analysis and best strategy choosing”, and “effective communication”, “11 mistakes professional managers tend to make”, “how to become a successful professional manager”, “breaking through the bottle neck of the development of medium and small enterprises” by Yu Shiwei. Besides, the company has organized many external training to enrich knowledge. A series of trainings are made for every new employee after he is on board to quickly increase his adapting ability, make him know and acknowledge the company and be determined about his career choice to further make bigger improvement for the whole team.
3. Use performance management to ensure the achievement or over-fulfillment of the objective of the company. The performance management of Hifuture unites the general performance of the company and individual performance effectively and stresses the organic combination of individual goal and the company’s goal.

Stimulate the initiative of the employees and cultivate their sense of belonging.
If benign human resources management is the key factor to build a highly qualified employee team, then to give employees wide developing space is the catalyst to make the employee team full of combat effectiveness. From 2001 to now, Hifuture has begun to devote to talents echelon construction and set promotion channels for every post. Based on the promotion principles of “internal cultivation as the major, external cultivation as supplement”, the company has made a multitude of young employees obtain management posts. To make the employees grow and succeed is to make the company grow and succeed, which is the cultural value of Hifuture. 
At the same time, the company keeps the talents with emotion and makes employees become cohesive by career, while perfect welfare system is indispensable. In order to cultivate employees’ sense of belonging to the company, the company has made tremendous efforts to improve the welfare system of employees such as “insurance and housing fund” (social pension insurance, medical insurance, employment injury insurance, unemployment insurance and maternity insurance), annual leave system, allowances for every major festival, birthday meal for employees and so on to relieve employees’ extra worries. The implementation of these measures not only shows the human interests of the company, but also strengthens employees’ sense of belonging.