In Terms of the Board of Directors
The company currently has 11 Directors, of which 5 are Legal Representatives of Minsheng Medical Holdings Co., Ltd., 2 are financial accounting and management expertise, and 4 Independent Directors, all of whom have financial, accounting and legal expertise according to law. In the future The composition structure and experience background of the board of directors of the Company will continue the current structure.
Regarding the succession planning of the Board of Directors, there are currently 5 Legal Representatives of Minsheng Medical Holding Co., Ltd., Directors from other industries and biotechnology management professionals. Please refer to the important management level planning described later for their succession. As for the part of Independent Directors, 3 seats have financial and accounting expertise, and the other one has marketing background.
The succession of Directors the company's staff come from academia and industry. The company has close cooperation with various universities and maintains close relationships with many professors. As for the part of the industry, they often exchange industry information and know-how, jointly organize delegations to visit abroad, and actively participate in activities such as trade associations and biomedical industry promotion associations. Therefore, the company has suitable candidates to be responsible for the succession planning of the future Board of Directors.
In Terms of Key Management
The company's succession planning for important management levels pays close attention to the fit between personal values and the company's business philosophy, so as to show various performances in positions, especially the company's core values - integrity, innovation, development, excellence, sharing, etc. Traits to attract excellent talents who can be promoted.
The company's employees above the rank of vice president are important management levels. There are currently 7 employees in total. Each job has completed the job description and appointed a job agent. For positions higher than Vice President, they can give full play to their existing expertise within the scope of their duties and responsibilities, and cultivate their ability to formulate strategies and implement their execution capabilities; The implementation of the balance of on-the-job leave directly influences and leads colleagues to pay attention to the issue of on-the-job leave, and enables agents to have sufficient and appropriate opportunities to experience management duties.
The company implements the following points in the planning of successors, and lists them as an important basis for the talent database:
(1) Retirement and re-employment mechanism: After applying for retirement, senior executives can re-employ and adjust their original positions, that is, relying on the company's and group's internal network resources and business familiarity to create a second stage of career and implement inheritance and cultivate the spirit of successors.
(2) Emphasis on practical training: In the layout of high-level talents, both internal promotion and external recruitment of outstanding talents are paid equal attention. Depending on the company's business development needs, timely transfer of competent supervisors or assign important positions to concurrent subsidiaries for practical training. Through diversified projects or in the leadership and management training of subsidiaries to cultivate operational and decision-making capabilities.
(3) Industry-university experience exchange: Advanced guest lectures or practical sharing related to industry and academia are held within the group every month; in addition, the company or its subsidiaries hold consensus camps regularly every year, and the important management levels of each company will discuss the actual business conditions and various aspects. Master the data of each item and further report on the planning and execution direction of future business development.
The above three main axes are the company's succession planning for important management levels. In addition to focusing on practical rotation training, the company also pays close attention to personal vacation planning, adopts the concept of work and rest, and strives to develop with a healthy body and mind personal career. In charge of the implementation of the balance of on-the-job leave and lead colleagues to pay attention to the arrangement of on-the-job leave, so that agents can practice management in practice, so that it can be used as a practical operation and preparation for future succession.
