In order to make up for the differences in various core competencies required by the strategy, guide employees to establish their own awareness of career development planning, combine with the personal development of employees, conduct a comprehensive analysis of the gap between the existing capabilities of employees and the future expected post capabilities, and develop employee development plans. Take different levels of training and development opportunities such as internal training, expatriate professional training, and job rotation, and combine with phased performance counter measures to specifically overcome the existing and potential quality bottlenecks of employees, supplement and improve the ability of employees in existing core positions, so as to meet the requirements of talent structure at all levels under multi-level control.

Create an internal talent information pool, regularly check and evalsuate human resources capacity and quality structure based on the business needs of phased strategic objectives, so as to obtain the core competencies required at present and in the future, and ensure that there is a professional reserve team at any time, ensure the continuity of management, shorten the period of filling vacancies, and constantly meet the needs of future business development. The construction of reserve talent team includes career development planning, job rotation, internal part-time job, talent allocations, on-the-job training, assessment, etc.