Leadership Development Program

We have established a comprehensive and hierarchical management and leadership development training system, covering employees from entry level to senior management:

Entry level: Specifically designed for new employees to help them quickly adapt to the work environment, clarify career development paths, and master essential knowledge, the programmes include lecture on workplace qualities improvement for new employees, job simulation exercises, and one-on-one mentoring plans.
Junior management: Dedicated to developing employees’ execution and leadership qualities and teaching basic leadership theories and practical skills, the programmes include training on efficient management communication and management sand table simulation exercises.
Middle and senior management: Aimed at forging an outstanding leadership style, strategic vision, and organisational coordination abilities among middle and senior management, the programmes include digital transformation strategy seminars and cross-cultural leadership training
Executive level: Focused on improving staff’s execution efficiency and strengthening their ability to guide subordinates, the training includes a series of courses on production, R&D, supply chain, talent cultivation, and marketing.

Diversity and Inclusion Development Program

We place great emphasis on creating a diverse and inclusive cultural atmosphere. All employees are required to complete trainings related to diversity, equality, and inclusion every year, covering topics such as diversity, inclusiveness, bias-free behavior, and anti-discrimination. We also incorporate diversity-related content into the trainings for new employees to cultivate their awareness of diversity.

In 2024, we continued to host the “Dream & Future” fresh graduates training, aiming to develop future management talent in line with our needs. A total of 64 new employees hired through campus recruitment were arranged for two days of training at the Group’s headquarters. They learned about the Group’s history and culture, organisational structure and business processes, as well as professional ethics and workplace etiquette. They also engaged in activities such as simulation exercises, case analysis, role playing, and team-building exercises. This has helped them quickly understand our corporate culture and strengthened their sense of identity and belonging. Additionally, we assigned a career mentor to each new employee to provide them with personalised work guidance and career development advice based on their performance. These efforts have helped them improve their professional skills and laid a solid foundation for their future career development. 

In 2024, Joincare organized specialized training sessions on the Feishu system for all employees, focusing on core functions such as instant messaging, calendar management, document collaboration, and intelligent approvals, to guide staff in using smart office tools.

As an integrated enterprise digital platform, Feishu incorporates features including AI assistants, automated workflows, and data dashboards. The Group’s systematic training has enhanced employees’ digital collaboration and information processing efficiency, promoting effective cross-departmental and cross-regional coordination.

Significant improvements have been observed in the Group’s average approval processing time, document sharing, and meeting organization efficiency, strongly supporting the implementation of its digital transition goals.

We uphold the principle of lifelong learning and have launched joint training programs with several well-known universities and educational institutions to promote resource sharing and complementary strengths, thereby enhancing our research capabilities and innovation capacity.

Joincare adheres to the principles of fairness, impartiality, and transparency, and continuously improves its performance appraisal and feedback mechanisms. Based on the specific business characteristics of each department and position, we explore diversified performance appraisal methods.

For individual performance appraisal, we continue to implement multi-dimensional assessments such as KPIs (Key Performance Indicators), OKRs (Objectives and Key Results), 360-degree feedback, and agile dialogues. The appraisal content covers performance achievement, teamwork, innovation capability, and personal development. We set work objectives for employees, conduct quantitative assessments of work outcomes, track work progress continuously, and incorporate comprehensive feedback from peers and managers to ensure scientific and well-rounded appraisals.

For team performance appraisal, we have developed targeted assessment standards based on the functions and business characteristics of different departments. We conduct quantitative assessments of key performance outcomes such as technological innovation projects, the number of clinical and production approvals obtained, and annual sales.

We conduct performance appraisals twice a year, covering all employees of the Group. We set team performance targets for each department and subsidiary based on the Group’s annual business goals. These team targets are then broken down into individual targets, to provide a comprehensive measure of individual achievement and contribution to the team, ensuring that individual performance is closely linked to team targets.

At the same time, we regularly arrange performance review meetings between team leaders and employees to provide timely feedback and promote the implementation of improvement measures, thereby encouraging employee initiative and enhancing overall team performance.

In order to continuously enhance employee welfare, we keep refining our employee benefits system. We ensure that all employees are entitled to all statutory holidays and pay for pension, medical insurance, unemployment insurance, work injury insurance, maternity insurance, and housing provident funds for all employees.

We have established an employee benefits system that covers three main pillars: health support, family and personal support, and work-life balance. We provide a broad range of material non-pay benefits (including full-time, part-time, and contractors), such as occupational health check-ups, transportation allowances, welfare dormitories, and gyms. Meanwhile, according to employees' needs, we have introduced flexible work arrangements such as working from home, offering more choices for those who really need them. In addition, we have created a comfortable working environment for employees, setting up relaxation areas such as cafes and activity parks in the office area, providing free coffee and half - price afternoon tea. We distribute employee welfare packages during major traditional festivals every year, and give consolation money to employees in special difficulties, conveying the group's care and warmth. We also regularly hold a variety of employee activities such as reading clubs, sports competitions, ethnic minority cultural performances, and annual parties, committed to enriching employees' leisure time.

In addition, we strictly comply with relevant national laws and regulations, providing eligible employees with paid leave such as marriage leave, maternity leave, paternity leave, and breastfeeding leave.

The Group respects employees’ comments and suggestions, and is constantly improving its employee communication and reporting channels. We collect employee comments and complaints through the HR Department’s dedicated reporting email hr.group@joincare.com. This supports all employees in promptly reporting or complaining about violations of the Code of Employment, breaches of employee rights, and other incidents causing dissatisfaction. Upon receiving employee comments or reporting emails, we archive them and conduct a preliminary assessment of the issues. For issues requiring further investigation, we initiate an investigation process and coordinate with relevant departments for resolution. During the investigation, we will maintain communication with the employees involved and keep them promptly informed of the progress and results.

To protect the rights of complainants, we have formulated and implemented the Measures for the Management of Complaining and Reporting. We maintain the confidentiality of complainants’ identities and the content of complaints and prohibit any form of retaliation. Any retaliation once found will be dealt with seriously in accordance with the Group's internal relevant regulations and the relevant laws and regulations. We also provide psychological support and legal advice to complainants to help them cope with the psychological stress arising during the complaint process and to protect their physical and mental health.

Protection Measures for Complainants

(1) The information on whistleblowers and complainants as well as the content of reports and complaints should be strictly confidential. The materials and records of reports should be incorporated into confidential document management. The settled cases should be filed.

(2) Receiving reports and complaints and verifying with relevant personnel, such as whistleblowers and complainants, should be conducted in a confidential way, without the identity of the personnel being disclosed.

(3) Any personal information, including identity and rewards cannot be disclosed without the express consent of whistleblowers and complainants.