Gigalight

 

 

Employee Development Plan

Staff Job Skills Development Plan

This program aims to stimulate the learning ability of all the staff and creative thought and professional spirit, reveals Gigalight Company Tenet:” For better lives and brilliant ideas. Every year, Gigalight offer full professional quality promotion plan which is based on the ability of the post. What the aim is to enhance the overall expertise in their respective positions, the theoretical basis and the knowledge structure. Promoting plan makes learning organization around as the premise, the implementation of the system's internal training and external training, examination skills, staff work output and build internal effective communication platform.

  Staff Career   Channel Development Plan

Gigalight will provide management services, research and development of technology, sales market kind, a line of operation four professional development channels is divided into nine grades, fully for staff in the enterprise internal development provides various platform and channels. Every year in July, Gigalight will give the professional competence of employees into the nature of assessment, evaluation results released in September of each year and applied to next year's salary assessment.


Professional Manager Development Plan 
In line with Gigalight strategic objectives in different period, requires management to continue in sector governance systems theory, professional knowledge and leadership to improve and progress. For this goal, we are dedicated to organizational change and high performance team of building, introduce advanced research concept and manufacturing philosophy, and constantly optimize the company management process and other activities, and improve the management level of competence and theoretical basis.


Full Performance Improvement Plan    

Operating Type of Staff Performance Appraisal Methods

Operation family staff's performance is examined to abolish "point system" based assessment methods, the staff appraisal to monthly assessment and evaluation as the main basis for quarter. Monthly examination by the employees' contribution to the comprehensive evaluation decision: including work attitude and quantity standard level (capacity and efficiency), the individual product rate, discipline, a number of Suggestions, and improve the multi-energy assessment; Quarterly assessment according to PDCA cycle assessment team overall ability, according to the production capacity of the team output efficiency as the main basis for evaluation, output is in excellent level of performance control team for quarter bonus. Family operation to clear the level of staff salaries technician level wage system, the design and implementation of the technician's comprehensive assessment program for operating staff to enhance the class to provide access.

Non-operating Type of Staff Performance Appraisal Methods

Non-operating type of staff assessment methods implemented monthly and quarterly assessment evaluation form simultaneously, who have been assessing the monthly assessment report to work as the basic reference standard; quarterly assessment of performance evaluation in order to reach a critical situation of the team as the basic reference standard, the overall objective of the team to focus on improving.

Assessment and Incentives of Sales and Marketing Staff

In order to improve the whole sales team business level and work performance, realize the whole sales target task yield rate of ascension, the sales team as a whole assessment to calculate sales commissions and bonuses, again according to the personal contribution proportional distribution. New incentive measures designed to play to the full in the realization of the goal of the company as a whole team processes.
 

 Salary Adjustment Plan

The Annual Basis  for a Raise   Management Approach

The employee base pay adjustment is according to the government of the minimum wage standard and seniority as the main reference, which is in line with the minimum wage standards published by the Government , the salary adjustment based on the number of years , that is, the length of service allowance , every appointment a full year to allowance sixty yuan and a maximum of 300 yuan.

Competency-based Pay Adjustment System

Company pursuant to enhance the professional competence of individual employees and the value of the company's contribution, combined with the results of operations for the year on the company , industry, salary levels , inflation rates , and other factors , the company staff assessment standard in employee career development plans. Annual January company will do the salary adjustment which is based on staff capacity. The annual capacity pay rise is related with the level of personal ability and contribution to the organization . Those who were named the year's outstanding staff and team will get a pay rise in the following year.

Special Pay Adjustment

In line with Gigalight strategic objectives in different period, requires management to continue in sector governance systems theory, professional knowledge and leadership to improve and progress. For this goal, we are dedicated to organizational change and high performance team of building, introduce advanced research concept and manufacturing philosophy, and constantly optimize the company management process and other activities, and improve the management level of competence and theoretical basis. Each year in July , company will have one green pay increase channel.

Yearend Prize Management Approach

The issuance of the end of the year award to the basic salary of the employees for the accounting base, issued last year's performance on multiple company by the board of directors to determine multiple issue, all employees will receive the same proportion multiples to extend, this year the company will open multiple announced.
Recruits employees for less than one year paid pro rata according to the month of the entry . Not regularized staff members and former staff shall not participate in the issuance of the end of the year award.

 

Long-term Incentive Plans


Employee Stock Wwnership and Option Incentive Plan

Gigalight employee stock ownership plan in line with relevant laws and regulations will be based on respect for the law of financial markets, following the commercial purpose of the principle, and are willing to have an outstanding contribution to the development of long-term employees with open shares and options. This plan the incentive object will need to comply with the following three standards.
1) Be significant professional skills, management ability and execution;
2) Be effective output of knowledge and knowledge management;
3) A high degree of professionalism within the industry or company, or a good review. The company will spend 15% prior to listing and the listing for 15% of the shares set up as an employee stock.

Internal Staff Business Plan

This program aims to reveal easy float in the sky of the basic values of wealth to employee concept. The company will each year in meet the conditions of the employees choose not to more than 50% in as option object, options granted in important company activities will be released in, at the same time, the company will and empowered employees signed contract options were granted.


Employees the Honours Programme

Quarterly Outstanding  Employee
(Non-DL)

Every quarter in each department not operation type of employees range select 3 persons as quarter outstanding staff , one-time bonus cash 600 yuan, and awarded honorary certificate.

Quarterly Outstanding  Operator

Every quarter in the business operation within the scope of such employee select 3 persons as quarterly production outstanding model , one-time bonus cash 600 yuan, and awarded honorary certificate.

Quarterly Sales Champion Every quarter in each department according to the sales select quarterly sales champion for 1 person, one-time bonus cash 600 yuan, and awarded honorary certificate.

Quarterly Outstanding Team
Every quarter in all company select 1 outstanding team , one-time bonus cash 1500 yuan, and award a "quarter outstanding team" flow red flag.
Annual Outstanding Employee Several Annual Outstanding Employees are selected among the manager class and Quarterly Non-DL Outstanding Employees at the end of the year. one-time bonus cash 3000 yuan, and awarded honorary certificate.
Annual Outstanding Operator Two Annual Outstanding Operators are selected among the Quarterly Non-DL Outstanding Employees at the end of the year. The company awards them the Honorary Certificate with RMB2000 Yuan in cash respectively.
Annual Outstanding Team the end of each year the company will select 1 team which has a relatively high contribution to Gigalight among quarterly Outstanding teams and give them 3000Yuan and a Team Trophy as awards.
Annual Dedication Award At the end of  each year the company will select 1 employee who has demonstrated significant dedication in his/her work and give him/her 2000Yuan and a honor certificate as awards.
Annual Progress Award At the end of each year the company will select 2 employees who made fastest progress in the past year and give them 2000Yuan and a honor certificates as awards.
Annual Encouragement Award In the whole company annual range selection annual honorable mention some, one-time bonus cash 1000 yuan, and awarded honorary certificate.
Annual Sales Elite Annual sales performance according to the annual sales elite selection the division 1, one-time award prize is 3000 yuan, and awarded honorary certificate.
 Annual Outstanding Quality Award Annual company-wide vote 1 Excellence Quality Award for the year a one-time award of 5,000 yuan in cash , and the certificate issued.
Annual Management  Innovation Award Annual company-wide vote an annual Management Innovation Award, a one-time reward of 5,000 yuan in cash , and the certificate issued.

 

Employee Benefits Plan

Outdoor Development Training Plan  Expansion of training is the team work plan for the entire company , we will  have a professional outdoor expansion base and professional coach to guide , this training organized each year once.
Wonderful time cycle activity

In order to enhance team cohesive and centripetal force,enrich employee's life,the company organizes an annual company-wide tourism activity.If the activity can not be carried out as some reason,every department can apply activity by themselves:that is to say, departments may apply to the company a certain amount of activity funds for team-building,after the approval of the leadership of the company , the company to support the cost of standard : non - operating class of 30 yuan/person/month operation,20 yuan/ person/month.

Books and Reference  Materials Sharing Pan

In order to provide more leisuret and learning opportunities to employees in their spare time,our company set up the library at where keep books bought by company and reference materials donated by employees,if cumulative donations reach up to 5 volumes,they can gain an exquisite gift. Employees keep the right to reclaim the books they ever donated from the Human Resourcess Department when they leave the company.

Employees Working Meals and Accommodation

For better service to employees, the company will provide free lunch; If apply for overtime work more than 3 hours, but according to work overtime circumstances, apply for meal ticket. The company needed to provide staff dormitory.
Employee Condolences Plan To better reflect the caring staff , staff of marriage and child birth and the immediate family members died , and applications related to SSA employees with valid documents within the specified time.