By the end of the r eporting period, we had a total of 12,183 employees. The number of employees is calculated according to gender, nationality, education, age, employee category, etc., and the management is refined.
In terms of socialized employment, the company flexibly employs 2689 people, including 1,336 int erns, 1,141 labor workers, and 212 parttime consultants, effectively leveraging the value of human resources.

1. Compliance Recruitment

We have formulated a series of systems and measures such as the Group Recruitment Management System, the Employee Entry Management System, the Probationary Review Management System, the Regulations on the Administration of Qualifications and the Human Rights Policy. We firmly oppose discrimination in employment, the introduction of equal pay for work of equal value and the prohibition of the employment of child labour. At the same time, we are equal in the recruitment process, except for special types of work, with the exception of national, gender, race, colour and creed.

1. Multi-Platform Recruitment

We employ a variety of recruitment management platforms for employee recruitment to ensure fair and transparent recruitment. In 2022, we used more than 10 online recruitment platforms to recruit employees, and through the ivva recruitment management system, we realized the online process of interview invitation sending, candidate information registration, interview check-in reminder, interview feedback, recruitment approval and so on.

2. Localization Recruitment

We have been active in promoting the localization of overseas employees, and adhere to the localization of overseas staff recruitment and management. During the reporting period, the total number of foreign employees employed by the Company was 370, while the localization rate of overseas employees was 75.9%.

3. Recruitment of Fresh Graduates

We actively carry out internships and employment for recent graduates. At the end of the reporting period, we provided 143 recent graduates with positions to build bridges for students to get out of campus and enter society.

2. Multivariate Empowerment

We have oversight ESG issues, including employee diversity, by the Board of Directors, Strategy and M&A Committee, and ESG Management Group and ESG Executive Group all make employee diversity an important issue for ESG. The Company strives to create a diverse and inclusive corporate culture so that every employee enjoys the same development opportunities.

1. Gender Equality

We actively advocate gender equality, create more growth pathways and opportunities for women employees to realize self-worth, support the personal development of women employees, and encourage women employees to participate in dialogue, discussion and decision-making. Of all employees, the proportion of female employees reached 49.88%; among managers and above, the proportion of female employees reached 38.96%.

2. Employment of Disabled Persons

We work with the RuChang Group to provide the disabled with auxiliary positions, provide the corresponding remuneration, and purchase five social insurances, all of which are covered by the Company, without the disabled individual. By the end of the reporting period, we had placed 55 persons with disabilities in employment, two of whom were newly placed in 2022. In 2023, we aim to increase the number of disabled people employed to 62.

3. Employee Retention

We value the retention of talent and vigorously carry out the retention program. The Company formulates the Employee Resignation Management System, specifically to understand the reasons for employee resignation, analyze and summarize, and regular feedback on employee turnover rate, to provide recommendations for subsequent employee development and retention.

1. Increasing the Retention Rate of Employees During the Probation Period

For different employees to formulate different guidance policies, the implementation of the Love New Plan," on-campus recruitment of recent students, formulated the Sunshine Plan Project; for the introduction of talent from outstanding peers after onboarding, equipped with mentors, to help them more quickly adapt to the work environment and promote cultural integration. The Company conducts quarterly employee satisfaction surveys to continuously improve its work based on employee recommendations.

2. Improving the Job Suitability of Probationary Employees

Continuously develop interviewers' capabilities, increase the coverage rate of the CTI Good Manager Interview Course, enrich training and empowerment methods, and take certain empowerment and improvement measures to improve the job suitability of probationary employees.

3. Enhancing Key Employee Retention

By defining the white list of key groups, monitoring the regrettable turnover rate, implementing the key talent AB corner inventory reserve plan, implementing employee shareholding plan and equity incentive plan and other ways to improve the retention rate of key groups, inspire the company's core team enthusiasm, and build foundation for the Company's high-quality sustainable development.

At the end of the reporting period, the Group's first employee holding plan held 3.67 million shares of the company's stock, with 56 participants; the second employee holding plan held 1424,500 shares of the company's stock with 22 participants.

4. Monitoring of Turnover Improvement Operations

By establishing a resignation dashboard, monitoring monthly data and action plans, the Company implements differentiated resignation improvement actions for business units, regions, product lines and cities, and reducing employee turnover rates in a targeted manner.

5. Improving the Turnover Research and Clarify the Turnover Journey of Employees

The Group and its subsidiaries regularly conduct data analysis and comparison on the turnover rate of each department. We conduct exit interviews with departing employees, with a coverage rate of over 80% and a core employee coverage rate of 100%, in order to understand the reasons for employee resignation as much as possible and serve as a basis for subsequent management improvement.

In 2022, the total number of employee turnover was 2,677, including 1,370 male employees and 1,307 female employees. The voluntary turnover rate was 21.97%.

4. Compensation Benefit

In accordance with the relevant laws and regulations of the state and the location of the Company, we have formulated the Remuneration Management System, Welfare Management System and other related systems and measures, to standardize the wages and benefits of employees. We uphold the principles of equality and non-discrimination and ensure that the rights and benefits of all employees are respected and protected equally. We provide employees with comprehensive social basic insurance and benefits, and all employees who sign formal employment contracts will participate in social basic insurance and commercial insurance benefits in accordance with national and regional policies. In addition, we offer corporate subsidies such as housing subsidies, communications subsidies, meal subsidies, work environment subsidies, and professional title subsidies.