Qi Dian International Co.,Ltd.

To employees:

You have joined Qidian Group luckily; we also have the opportunity to get your cooperation. You will spend years of your work in the company on the basis of trust; understanding and trust are bridges and links of happy work.
Entering Qidian does not mean high pay, because the company pays is based on the contribution, and responsibility. If you are open, good at learning experience from others, working with others, progress upon basis provided by others. Practice is the foundation for improving your level, it fully tests your deficiencies, only by explosion, can you progress. Practice is very important, especially for young students. Only after practice, induct and summarize with a theory, will you improve greatly. There is a saying: a company with no records will die sooner or later.
I hope you can drop the illusion of quick learning, learn practical spirit from Japanese, meticulous spirit from Germany. If you want to improve the effectiveness, benefits, you have to concentrate on a limited work surface, otherwise it is difficult to realize practice makes perfect. Work into it, you will have interests naturally. We want to create a group of diligence, motivation, operational and management ability.
The company will never promote a person without grass-roots experiences. Follow the principle of gradual and orderly progress; every aspect of your life has a huge significance, you have to treat every piece of work very seriously, accumulate your records. Respect your current leaders, although you also have the ability, even stronger. Otherwise, your future subordinates will not respect you. Put forward your suggestions with analysis and system, you are an educated person, hasty proposal is not only irresponsible for yourself, but also a waste of people's time.
HR vision is: a genius lead a group of talents
Please believe that every person next to you is at least as good as you or even better.
Therefore, if you want to have success in Qidian, you must make full use of your abilities.
Try to be better, smarter, work harder, more creative every day.

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20 Principles

1: not one’s own direct contribution, but contribution to others’ work;

2. don’t wait for problems, but predict, prevent problems;

3. don’t solve problems one by one, but in system

4. don’t blame, but guide, help, and cultivate subordinates

5. it‘s not about your acknowledge, but make others understand.
6. it’s not about what you have said or how many times you have said, it’s what others can hear from you
7. it’s not about what you have learned, it’s what you have used, and its value.
8. it’s not about your order, but subordinates’ action and change through the way the message you sent
9. it’s not a simple ”no” or “can’t”, but try to say “yes” or “I can”10. it’s not what you have done, but what level you have done, and what effect you have made.11. it’s not what you have reported, but how and the results.12. It’s not what report you have heard, but what kind of suggestions you can give according to reported problems.13. Don’t wait for jobs, but look for important jobs that in accordance with company benefits and individual value.14. don’t complain for why you are ignored, but think deeply on how to get more attention15. it’s not about correct something first, but make it clear what is your mistake, and the reasons, as well as the value of correcting it.16. don’t explain or even refute the criticism, but question yourself first, whether you have a problem or the reason that causes the misunderstanding.17. When you have to criticize others, don’t criticize first, but check the facts seriously.18. it’s not give answers to simple questions, but think deeply for core problems.19. it’s not give answers to wrong questions, but make sure what kind of problems you are meeting, and how to deal with it.20. it’s not just finish some task simply, but make conditions for finishing all tasks smoothly.

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According to individual characteristics of employees and the company's development strategy, we provide a good, echeloned incentive system, the main incentives are:

Vocational training:

Training is the best incentive and welfare; for employees who commit to the development of the company, we provide a wealth of training opportunities;

Tourism:

we will arrange travels for outstanding employees in daily work,

Reserve Promotion:

Outstanding new employees will be listed as reserve managers, they will be trained according to high-level standards; after mature development in Qidian, they will be promoted;

Exceptional Promotion:

In the rapid development of the company, we need a large number of middle and senior managers with aspirations and abilities. We will examine outstanding employees regularly; exceptional promotion will be prepared for these particularly great ones.

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New Employee Training	Performance Improvement Training	External Cooperation Training

Every new employee in Qidian must undergo pre-service trainings, new recruits need to participate in a unified closed training in headquarters, every new employee has to go through the system level and experience level. "System Level"-- Ministry of Personnel and Training will help employees understand the company's rules and regulations, chairman's speech of "To the employees", behaviors, etiquette requirements and indoctrination of specifications and service awareness, meanwhile other departments will help new employees understand workflow and standards. "Experience Level" ---It requires employees to work in specific positions to experience and master appropriate skills.	Each department must organize studies aiming at business skills and company development needs for every employee in different positions to learn once a week. Gain new knowledge through reviewing the old, we should absorb "new knowledge" constantly while consolidating existing knowledge, form good ways of thinking and behaviors.	Basing on management idea of "integrate social resources, win-win cooperation", Qidian is attaching great importance to cooperation and training with external manufactures. Qidian communicated with Siemens, AO Smith, LG, Sharp and other world-renowned enterprises. Such "cultural penetration" is better than "capital penetration" and other forms, it strengthens strategic partnership among manufacturers, meanwhile training experience from senior management to grassroots level will make cooperation with manufacturers more smooth and success.