1.Employment Principle

    Fair competition is highly respected in Redboard. During our employment, both ability and merits are valued. In promotion decisions, ability instead of seniority is the critical factor to be considered. Outstanding employees shall be promoted and the incompetent shall be sieved out.
    Devoting to the talent strategy of scouting, attracting, using and cultivating talents, we always cherish brilliant talents and develop them well by clear and definite targets, projects and knowledge-based management. We retain talents by the literally accepted achievements and shared prospects.

2. Career Development

    Talent is our most valued wealth and also the motivity to our perpetual progress. We are seeking after shared interests and joint development of both the company and all the employees by hierarchical talent cultivation, fair and scientific promotion, diversified training and sound benefits.
    Our employees can develop themselves either into technical or managerial specialists according to their ability, strength and career development considerations.

3.Training Mechanism

    To cater for the PCB industry development and employees' requirements, we offer sufficient training budget, define well-informed training plans and implement all necessary training courses at different levels under the training schedule. Both internal training and external training are given to enhance our employees. Excellent internal specialists are selected as internal trainers. Besides, we also turn to external training resources to perfect our training. The given courses cover a wide variety of subjects, including but not limited to PCB expertise, skills required by many posts, ISO standards and safety knowledge. Managerial directions and methods are also passed on to the management at all levels. All the training courses fully embody the core values of the company and offer a convenient re-education access to all employees.

4.Remuneration Mechanism

    We have competitive and well-developed remuneration mechanism aligning to employees' service duration, skill, ability and performance. This remuneration management system is a focus in our management and development. Within the system, employees are evaluated annually according to their service duration, ability, skills and performance; the evaluation result shall be considered in the promotion or demotion of an employee, thus widening the pay gap. This mechanism is also to match the remuneration management with the company's strategic goals, and achieve win-win situation between the company and the employees.

5. Management Mechanism

    We always adhere to the "people-oriented" management philosophy and employees are always regarded as the most valuable wealth of ours. The "win-win" situation is sought after for the company and the employees.
    We are committed to creating a pleasant and harmonious working environment in which equal communication and mutual understanding can be esteemed.
    Employees' attachment to the company is enhanced by the offering of internal publications, travel, collective birthday celebration and outdoor recreation.