ESG Report 2023

9.1 Employment We always believe that employees' contribution is the cornerstone of the Group continuous growth, while establishing a professional, effective and reliable team is the key to success in our business. To consolidate the foundation of business development, we have been striving to build a working environment where employees could work safely and effectively, and where they could keep growing and showcasing their talents since the establishment. Adhering to the philosophy of “People-oriented”, The United Laboratories is committed to investing resources in the training and development of our employees, while providing a safe, comfortable and harmonious working environment, so as to continue to drive the sustainable development of the Group in the future through “Professionalism and Efficiency”. During the Year, we set the strategic goal of human resources development and focused on the overall development of the Company. The Group optimized team allocation, improved management capabilities, strengthened the reserve of outstanding talents, and introduced high-end talents. The Group was awarded the “Hong Kong and Macao Youth Talent Internship Practice Base” and other related honours. The core competitiveness of the Group lies in innovative research and development and high-quality products. The knowledge level, creativity, and job performance of employees all have a significant impact on the Group's competitive advantage. To attract new talents and retain existing ones, our group strictly complies with relevant laws and regulations and has established a sound recruitment system to provide a talent pool for our business development. The group also has a performance review and promotion system to provide employees with promotion opportunities and development directions. 9.1.1 Employee Recruitment The Group has a comprehensive talent acquisition system for recruitment via various channels, including the Company's website, recruitment websites, and job fairs in tertiary institutions. In order to establish a talent base with excellent quality, we have preliminary examination, written examination and re-examination on candidates based on the requirements of different positions. We also implement practical operating test when necessary, so as to ensure that our employees have reached a certain knowledge and technical level, and meet the requirements of corresponding positions, such as education background, work experience, skills, psychological quality, health condition and professional ethics. In order to expand our talent pool and enrich our talent pipeline, the Group actively cooperates with multiple universities to sign talent cultivation agreements and holds regular recruitment talks on campus at universities to recruit quality graduates who meet the Company's needs. In addition, the Group has also established an internship training programme to nurture reserve talents for the Company. During the Year, Zhongshan Company conducted eight internship onboarding trainings. Upon entering their positions, interns receive job-specific knowledge and skills training according to the training plan. Furthermore, The United Laboratories has implemented a management trainee system to recruit suitable candidates from society and schools for management and allocation purposes. Take Inner Mongolia Company as an example, the Director of Human Resources will be responsible for the recruitment and allocation of management trainees, as well as establishing training mechanisms and programs for them. The department managers and directors of the management trainees are responsible for their performance evaluations. Inner Mongolia Company’s "Management Trainee Development System" outlines three main training approaches: Labour Law of the People’s Republic of China Labour Contract Law of the People’s Republic of China Relevant Laws and Regulations and Internal Guidelines Recruitment Aspects Internal Policies Measures for the Management of Recruitment Measures for the Management of Labour Contract Through three years of "learning through practice and combining training," trainees are cultivated to become candidates for grassroots management positions and enter the talent reserve pool. Designated mentors are assigned to sign development agreements with trainees and assume corresponding responsibilities. The three-year program involves guidance and follow-up to facilitate the rapid growth of trainees, enabling them to shoulder corresponding responsibilities. Defining overall goals and phased objectives, mentors develop training plans based on the phased objectives. Talent development and selection are accomplished through assessments. Three-year program Mentoring program Goal-oriented program 60 Environmental, Social and Governance Report 2023 The United Laboratories International Holdings Limited