4.6.关键岗位管理 关键岗位人员管理办法依据《关键岗位管理办法》执行

4.6. Key position management The <br>management method of key position personnel is implemented in accordance with the "Key Position Management Method" <br>4.7. Employee position change <br>4.7.1. The company cooperates with the transfer to other positions or other locations according to the employees' abilities, work performance and actual needs of the company , In principle, the transferred employees should cooperate with the company's arrangements. Employees can also apply to the company for job transfer based on their interests, expertise, and development intentions, and the company will try to make corresponding arrangements in accordance with the human resource allocation plan. <br>4.7.2. The company encourages employees to work hard. Under the premise of job vacancies, employees with diligence, outstanding performance and outstanding ability will get priority promotion and development opportunities; on the contrary, if employees often violate company rules and regulations, they will perform poorly. , Low performance, will be dealt with reasonably according to the requirements of relevant laws and regulations. <br>4.7.3 The secondment and post situation shall be managed in accordance with the "Secondary, Post and Post Configuration Regulations". <br>4.8 Termination of labor relations <br>4.8.1. During the probation period, if an employee feels unfit for the new position, he can resign to the company; if the employee cannot meet the company's probation requirements, the company will also stop the probation. <br>4.8.2. Employees who resign due to work needs or other reasons must submit their resignation application in written form one month in advance, which shall be approved by the department heads at all levels, and after being reviewed by the Ministry of Manpower, a notice will be issued for processing. <br>4.8.3 For employees who seriously violate the company's rules and regulations, the company will terminate the labor relationship after investigation and verification. <br>4.8.4 The Ministry of Manpower counts the number of new, incumbent, and resigned employees each month, and fills in the KPI performance of "Employee Turnover Rate".

4.6. Key position management.<br> The management methods of key position personnel shall be carried out in accordance with the Measures for the Management of Key Positions.<br>4.7. Employee positions are different.<br>4.7.1. The Company shall, in principle, cooperate with the transfer of employees to other positions or other locations in accordance with the employee's abilities, performance and actual needs of the Company, and shall, in principle, cooperate with the Company's arrangements. Employees can also apply to the company according to their interests, expertise and development intentions, the company will be in accordance with the human resources allocation plan as far as possible to make appropriate arrangements.<br>4.7.2. The Company encourages its employees to work hard and, subject to vacancies, hard-working, high-performing and highly capable employees will receive priority promotion and development opportunities;<br>4.7.3 The situation of secondment and top posts shall be managed in accordance with the Regulations on Secondment, Top Posts and Job Allocation.<br>4.8 Dissolution of labour relations. <br>4.8.1. During the probationary period, employees who feel unsealed to their new position may offer to resign from the Company, and if the employee does not meet the Company's probationary requirements, the Company may also suspend the probationary period.<br>4.8.2. If an employee resigns due to work needs or other reasons, he or she must submit an application for separation in writing one month in advance, which shall be approved by the department heads at all levels and submitted to the Ministry of Manpower for examination and approval, and shall be notified for processing.<br>4.8.3 Employees who have seriously violated the Company's rules and regulations will be relieved of their labor relations after investigation and verification.<br>4.8.4 The Ministry of Manpower counts the number of new, on-the-job and separated employees per month and fills in the Employee Turnover Rate KPI performance.

4.6. Key post management<br>The management method of key post personnel shall be implemented according to the key post management method<br>4.7. Job changes<br>4.7.1. According to the ability, performance and actual needs of the company, the company shall cooperate with the transfer to other posts or other places. In principle, the transferred employees shall cooperate with the company's arrangement. Employees can also apply to the company for job transfer according to their interests, specialties and development intentions. The company will make corresponding arrangements as far as possible according to the human resource allocation plan.<br>4.7.2. The company encourages employees to work hard. Under the premise of job vacancies, employees with hard work, outstanding performance and outstanding ability will be given preferential promotion and development opportunities; on the contrary, if employees often violate the company's rules and regulations, with poor performance and low performance, they will make reasonable treatment according to relevant laws and regulations.<br>4.7.3 the situation of secondment and post shall be managed according to the regulations on secondment, post and post allocation.<br>4.8 termination of labor relations<br>4.8.1. During the probation period, if the employee feels that he / she is not suitable for the new position, he / she can submit his / her resignation to the company; if the employee fails to meet the probation requirements of the company, the company will also stop the probation.<br>For other reasons, the application should be submitted to the HR department for approval one month in advance.<br>4.8.3 employees who seriously violate the company's rules and regulations will be terminated after investigation and verification.<br>4.8.4 the human resources department shall make statistics on the number of new employees, on-the-job and resigned employees in each month, and fill in the KPI performance of employee turnover rate.