In strict compliance with national labor laws and regulations, CTI establishes legal, compliant, and harmonious labor relations with employees. We deem it our legal obligations to develop measures for managing labor contracts, conclude labor contracts with employees in accordance with the law, and put all employees under contract management. We are against employment discrimination in all forms, stick to equal pay for equal work, and never employ child labor. We always treat employees equally, regardless of nationality, race, gender, religious belief or cultural background.
As of the end of 2020, there were 10,069 employees at CTI. We have counted the number of employees separately, by gender, nationality, education background, age, etc., for the ease of refined management. In particular, 463 of our employees were ethnic minorities, accounting for 4.6%.
For the purpose of fair and just recruitment, we have developed a series of regulations and measures such as the Group Recruitment Management Regulations, the Employee Onboarding Management Regulations, the Post-probation Assessment Management Regulations, and the Qualification Management Regulations.
Reduction of Employee Turnover
The Group has taken targeted measures to lower the turnover rate of employees. This includes building a stronger training system, investing more resources to support the training and development of employees, so that employees could grow together with CTI, with a stronger sense of belonging and dedication. Continued efforts are spared to adjust and optimize our qualification system and performance appraisal system. By clarifying our job competence standards and launching a reform to make our performance bonus system more inspiring, we seek to offer employees a more definite career path. All these efforts are aimed to reduce the turnover of employees.
Our tutorship policies have been tailored for different employees. For fresh graduates recruited on campus, we have the Sunshine Project, which includes a wealth of online and offline courses, as well as on-the-job training, job rotation, performance goal setting, and one-to-one mentoring. This is to help them master work skills, change their mentality in life, and quickly adapt to the workplace, thereby preventing the loss of campus recruits. As for the outstanding talent introduced from industry-leading peers, we assign mentors for them, so that they could be a part of the new environment and culture more quickly. To attract this kind of elites, the Group has specially revised the annual leave system and introduced the policy allowing employees to take annual leave in advance.
The Group and all branches and subsidiaries make regular data analysis and comparison concerning the employee turnover of each department. Over 80% of the departing employees were arranged for resignation interviews, while for core staff, the interview coverage reached 100%. The aim is to learn about their true resignation reasons as much as possible, collect their suggestions or opinions on corporate management, and compile resignation analysis reports as a basis for subsequent management improvement.
In 2020, the employee turnover recorded 2,322, of which 1,150 were male employees and 1,172 female.
Remuneration and Benefits
Pursuant to the laws and regulations of China and where each of our operations is located, we have formulated regulations and measures such as the Remuneration Management Regulations and the Welfare Management Regulations to regulate the management of employee salaries and benefits. We also observe the national regulations on statutory leaves and paid leaves. All employees who have entered into a formal labor contract with CTI are required to participate in China’s basic social insurance scheme, namely five insurances and one housing fund, under national and regional policies. The Group also provides additional welfare subsidies for housing, communication, meals, working environment, and certified job titles.