The company has always attached great importance to the innovation of talent work system and mechanism, and has achieved initial results after exploring in recent years, the specific situation is as follows:

（1） Deepen the integration of industry and education. Firstly, the employment needs of elevator installation and maintenance workers, as well as frontline employees in manufacturing centers, are mainly met by fresh graduates from vocational colleges, supplemented by skilled workers recruited by society. The enrollment area has been transferred to underdeveloped colleges and universities in southeastern and southwestern Guizhou, and innovation has been carried out in the original 2+1 engineering and education alternation training mode. In terms of teaching content and curriculum design, there has been sufficient communication between teachers and enterprises, with the principle of meeting job skill requirements. "Order classes" have been established to enable students to have job competence upon graduation and shorten the time for teachers and apprentices; The second is that during the theoretical learning period of students in school, the company selects excellent senior engineers and technicians in the elevator profession to give elevator professional lectures at the school. During the on-the-job internship, a contract based system of mentorship and apprenticeship was implemented, which extended from theoretical to practical training. The human resources department organized a six-month assessment of mentorship and apprenticeship, and adjusted the training plan to address any issues found in the assessment. Thirdly, based on the company's new product and big data research and development needs, we plan to recruit 5-10 key undergraduate and above graduates with corresponding majors each year, and arrange them to study in various key positions in a planned manner, selecting and reserving talents based on their strengths.

（2） Establish a reserve talent pool. One is to select employees with basic elevator knowledge and practical skills, development potential, and more than two years of experience in elevator installation and maintenance according to the "Skill Reserve Talent Training Plan". They will be included in the reserve talent training object for theoretical and practical training. After passing the assessment, they will be trained under a mentorship system established by five national elevator skill experts. Over a two-year period, they will focus on the VR module of the competition, technical breakthroughs, renovation plans, construction plans, and project summary analysis. The trainees will implement a last place elimination system, and those who pass the assessment will be reserved as project managers and regional leaders and enter the reserve talent pool. The mentor implements a competition assessment system and organizes five teams to participate in team competitions every year. The competition sets up one first prize, one second prize, and three third prizes. The mentor responsible for training will be rewarded according to the competition ranking, with a first prize of 10000 yuan, a second prize of 8000 yuan, and a third prize of 5000 yuan. In addition, the company encourages various training groups to challenge elevator renovation projects. Once the results are recognized by customers and have achieved good practical application results, the company will use a portion of the profits from elevator renovation projects as a bonus to encourage them.

（3） Implement a contracting responsibility system. On the one hand, elevator installation and maintenance skilled personnel implement a responsibility system for elevator installation and maintenance projects after passing the assessment and grading of teacher led apprentices. The internal contracting responsibility system for elevator installation and maintenance is a reform of the project management mode and distribution mechanism. After completing the contracted fees specified by the company, the engineering center independently distributes the excess profits. On the other hand, since 2014, the company has been offering three consecutive increases in professional and technical position allowances. After implementing a contract based salary system, technicians and senior technicians are entitled to additional allowances for intermediate and senior professional titles (1500 yuan/month for senior technicians and 1000 yuan/month for technicians), in order to more effectively motivate employees to actively learn and improve their skills in their work.

（4） Competition incentive mechanism. The company has been committed to providing a technical exchange platform for the national vocational skills competition for elevator installers and elevator maintenance workers. Our company has achieved excellent results in the seven consecutive National Elevator Vocational Skills Competition. From 2014 to 2015, won the titles of "Group Excellence First Prize", "Individual First Prize", "National Machinery Industry Skills Model", and "Operation Technology Expert"; The 2016 Guizhou Finals of the 2nd National Elevator Maintenance Worker Vocational Skills Competition was organized by our company and won the National "Third Prize for Team Excellence", the Guizhou Province "First Prize for Collective Excellence", "Excellent Organization Award", and "Outstanding Contribution Award". Comrade Yu Kunzhi was awarded the Guizhou Province May Day Labor Medal with outstanding results; In the 2017 China Skills Competition - "Luban Cup", the first national professional skills competition for elevator installation and maintenance workers, the company sent three participating teams to win the first prize, second prize, and third prize of the team, respectively. Among them, Feng Guoshun from the elevator installation team won first place and was awarded the title of "National Technical Expert" by the Ministry of Human Resources and Social Security; In the the Belt and Road and BRICS Skills Development and Technological Innovation Competition 2018-2020, the contestants of AVIC Elevator once again demonstrated their craftsmanship by virtue of their solid business knowledge and professional business skills, and won the championship for three consecutive years. The company rewards teams and individuals who have achieved excellent results in the national skills competition with 5000 to 10000 yuan and organizes a commendation conference to promote the reform of talent training mode and comprehensively improve the quality of talent training through the skills competition.

Every innovation and achievement in talent cultivation over the years not only reflects the company's investment and importance in cultivating skilled talents, but also plays a correct guiding role in building a skilled talent team for the entire elevator industry in Guizhou Province. At the same time, it also demonstrates that AVIC Elevator Company has the strength to cultivate highly skilled and professional technical talents in elevators.

  Based on the unique industry characteristics of elevators, a new concept of skill development is established in talent cultivation work, which is "service oriented, employment oriented, ability based, and quality oriented", to enhance the technical and skill level of elevator employees in Guizhou Province.

（1） Social level

1. Promote skilled employment and promote the development of the elevator industry

According to the spirit of the Notice of the Provincial Department of Human Resources and Social Security on the Implementation Plan for Vocational Skills Enhancement Action in Guizhou Province (Qianrenshe Tong [2019] No. 193), as well as the requirements of the Provincial Talent Working Group, the company is making every effort to build a teaching and production shared elevator skill talent training base in the province. One is to carry out elevator vocational skill level certification and certification work for special equipment safety administrators and elevator repair personnel for enterprises and society, striving for an annual training scale of 1000 people; The second is to further deepen the integration of industry and education, target the teaching process, and deepen cooperation. Further improve the talent training program for school enterprise cooperation, participate in teaching and technology research and development, enhance the level and quality of skilled talent training, enhance the pertinence of skilled talent training work, and promote the overall quality of the elevator skilled talent team to achieve a leap, playing a certain role in supporting the sustained high-quality development of the electric elevator industry in Guizhou Province.

2. Establish a national technical standard innovation base (in the elevator field)

According to the requirements of the "Management Measures for National Technical Standard Innovation Bases (Trial)" and the "Overall Plan for the Construction of National Technical Standard Innovation Bases (2017-2020)", after the elevator test tower and test sample elevator (including 10m/s high-speed elevator) planned by AVIC Elevator Phase II are officially put into use in 2021, the base not only has high-level experts who participate in international and domestic standardization activities, but also can lead the formulation and revision of standards in the elevator field, and has the scientific research conditions to undertake science and technology plan projects in elevator engineering, laying a solid foundation for the application of innovation bases in the elevator field.

（2） At the company level

Establish a professional technical team that integrates research and development, manufacturing, installation, renovation, and maintenance. Based on the hierarchical analysis of the demand for elevator engineering and technical talents, the company relies on industry advantages and existing software and hardware conditions. Ordinary skilled personnel mainly focus on replication ability. According to the company's "Elevator Skill Reserve Talent Training Plan", a series of skill training from theory, practice, project renovation, etc. are carried out to improve and standardize the professional skill level of middle and low-level elevator technicians, and establish a talent production line; To address technical difficulties in elevator production, installation, and maintenance, develop and implement technical transformation plans, promote the upgrading and innovation of the elevator industry, carry out technical exchanges such as elevator technology training, innovation, and teaching reform, and cultivate high skilled and technical talents in elevator installation and maintenance; Further deepen the development of training materials and management manuals for elevator engineering technology, apply for technological innovation achievements and research on development topics, cultivate product research and development and management talents, and quickly build a knowledge-based, skilled, and innovative high-quality skilled talent team to provide human resources support for the company's successful listing and becoming an international elevator enterprise.