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p up reform efforts and spur market vitality, aiming for a steady
and healthy long-term development of the capital markets, according to the spokesperson.亚博app怎么下载「国际领导品牌」乌托邦
The regulatory commission set up a leadership team for co
亚博app怎么下载「国际领导品牌」乌托邦mprehensively deepening capital market reforms in March and has held m
ore than 10 meetings to discuss measures for 11 major aspects of reform.
China’s efforts to embrace an era of innovation-led growth h
ave prompted global companies to become more flexible and adept with the亚博app怎么下载「国际领导品牌」乌托邦
ir new business requirements and approach to remain competitive in the country.
亚博app怎么下载「国际领导品牌」乌托邦Indications are that such a shift is already happening as mult
inational companies are no longer focusing on just sourcing top professional talent from ou
tside, but also deploying more resources to enhance the skills of their employees t
hrough multi-job training, overseas mobility, talent cultivation and incentive programs.亚博app怎么下载「国际领导品牌」乌托邦
With China’s economy changing from high-speed gro
wth to high-quality development, Schneider Electric China has
started to enhance digital innovation and created new momentum for the company’s
development, said Zhang Yanyan, senior vice-president for human resources at the company.
“As the business transforms, we have developed new initiatives at the strategic level of huma
n resources by establishing a comprehensive digital talent strategy,” she said, adding it inc
ludes mechanisms such as digital branding, digital talent attraction, customized digital
learning, innovative incentive schemes and retention programs for digital talent.
To support all of that, the human resources management team of Schneider Electric has a
pplied its own digital transformation in performance management, career develo
pment, incentive measures, employee engagement feedback and o
ther processes in China, as well as building a large-size database for people analytics.
All of these initiatives are well organized based on a mature three-pilla