2008年恩布拉科雪花可持续性报告

Embraco Snowflake lays stress on knowledge update and ability cultivation ofemployees and has designed different career development channels for managementpeople, technical staff members and operators, and has carried out differentenhancements and trainings on them.For the intermediate and high-level management people, Embraco Snowflakeemphasizes “improvement of leadership”, for which the Company initiated “The Wayof Leading” program, and had the cooperation with School of Continuing Education ofTsinghua University for organizing the intermediate and high-level management peopleof the Company to participate in the study of “High-level excellent manager researchand study class”.To cultivate technical staff, Embraco Snowflake customizes ability quality model(Competence Map) for the evaluation on the personal competence; invites experts,supplier representatives in China and from Brazil to implement effective trainingdemand analysis, customize training plan, implement high-quality organizational trainingcourses (for example, Six Sigma trainings on technical people) and reasonable staffplanning and arrangement, etc.. And every year, the Company will make adjustmentson the process of people evaluation and the making of training demand according toactual situations, in order to help optimize knowledge structure, promote the continuityand internalization of internal technical knowledge, improve the competitive power ofthe enterprise and employees. For maintenance workers and regulation workers, in theform of cooperating with colleges and universities, the company implements coursesteaching to improve their professional knowledge and technical knowledge.employees work together better and strengthen the communication between each other. Therefore, the departments of the Companycarried out the English learning activities of various types, such as primary, intermediate and high-level English classes, EnglishCorner, midday reading, and daily English word recitation.In the company, employees can not only receive cultivation in knowledge and technical ability, but also actively undertake socialresponsibility under guide of the company, such as scientific processing of waste, water saving, reasonable use of waste, etc. In2008, employees actively joined non-smoking activity, successively, voluntarily signing and promising for non-smoking; they alsoattached importance on energy-saving, consumption-reduction and reuse of medium water, reducing contamination, saving resourcein daily life.While summoning employees, Embraco itself also establishes an example in undertaking social responsibility. HR departmentmanager Shen Jingyu said: "guaranteeing the healthy development of the company is a responsibility that we shall take for society.In the second half year of 2008, the economic crisis swept around the world, and many enterprises had to take the measures ofdownsizing and salary cut in order to reduce the pressure of labor cost. But our company did not apply the policy of downsizing andsalary cut, but recruited certain quantity of employees as planned, implemented the standardized management, and created theenvironment of harmonious labor relations.In 2008, HR Department effectively provided strategic support for the Company in management through constant improvement ofperformance evaluation system, optimization of salary distribution system, and continuous enhancement of leadership. The biennialemployee satisfaction survey was held in the current year, which provides effective way for the Company to hear the opinions of theemployees and strengthen the communication among the employees, and plays an active role in promoting the formation of goodenterprise environment and harmonious employee relations.二○○ 八恩布拉科雪花持续性报告32Since 2008, a fixed professional career plan was also formulated for operators workingon the first line of production. They can constantly improve their own knowledge andskills by participating in the prearranged training courses, and strive for the opportunitiesof promotion in their class of work position through their good performance in theannual evaluation. Newly added operators also have an opportunity of receiving theorytraining and practice prior to working and such trainings will last throughout their wholework process.To promote the creation of learning environment, the Company built the “LearningRoad”, where various management books and books introducing China-Brazil culturalexchange are exhibited. In addition, we started attempting the activity of "One HourLearning" twice a month since 2008, to facilitate exchange of experience amongmanagerial staff, which was ever used by the Company to broadcast the video ofpropagating the management idea of the Chinese culture and was welcomed by theemployees.As a Sino-foreign joint venture, Embraco Snowflake takes efforts to create theenvironment for the employees to learn English, so that the Chinese and foreign