"Strivers are the foundation"
Scouting talents from all corners of the world, selecting based on merit. Emphasizing both integrity and ability, with integrity taking precedence
Offering fair rewards to those who are responsible, dedicated, and deliver results
Creating a work environment conducive to innovation, filled with ideals and passion
Currently, the number of employees in CESEC has exceeded a thousand. The company actively follows the trend of industry development, continuously adjusts the age structure of its employees, and insists on actively recruiting young and dynamic outstanding young talents. The average age of the company's employees is lower than the industry average, with nearly half of them being under 30 years old, forming a vibrant young team.
In addition, the company continuously strives to optimize the educational background and technical capabilities of its employees. Nearly 80% of employees hold bachelor's degrees or higher, with over 60 senior title holders and more than 170 intermediate title holders. Additionally, over 400 employees hold various professional qualification certificates. This has gradually formed a high-quality, high-potential, and high-standard comprehensive team. The company also attaches great importance to talent development and enhancement. It regularly organizes title evaluations, job level assessments, and promotion activities to ensure that employees who meet the qualification standards have opportunities for advancement. This reflects the company's commitment to the development and growth of its employees.
The company implements a dual-track promotion system, consisting of management and expert development channels. On one hand, employees can achieve career advancement through the enhancement of their management capabilities. On the other hand, employees can strengthen their professional knowledge and skills to become technical experts within the company. Employees have the opportunity to pursue lateral professional development in areas such as specialization, technical expertise, business, marketing, and project management based on their interests and abilities.
Such a dual-track promotion system is advantageous for providing employees with clear career development paths, guiding them to pursue career advancement spontaneously and systematically. This expands employees' work capabilities, meets their personal development needs, and enhances overall work efficiency for the company.
In talent development, establishing a robust system is paramount to empowering high-quality business growth. Firstly, institutional safeguards take precedence. The company focuses on talent strategic objectives, enhancing the "Position Rank Management Measures" to establish dual career development channels for employees. This broadens avenues for employees to realize their value, cultivates a professional talent pool aligned with the company's development needs, and effectively supports the company's strategic development.
Furthermore, implementing systematic projects is crucial. The company has established three major training programs - “Star Young”, “Star Exceed”, and “Star Enterprising” - to break through talent growth barriers. For college graduate employees recruited within the past three years, the Starlight program provides guidance, consolidates foundations, and accelerates growth. For employees in professional sequences, the Star Exceed program assists in growth, enhances technical skills, and explores potential. For newly appointed cadres, the Star Exceed program aids in transitioning roles and understanding management. For middle-level cadres, the Star Enterprising program enhances capabilities, broadens perspectives, and improves thinking.
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