Human Capital Development_Joincare Pharmaceutical Group Industry Co., Ltd.

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Corporate Social Responsibility

Adhere to the principle of sustainable development to create a better life

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Corporate Social Responsibility

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Human Capital Development

Sticking to the value proposition of “Putting people first”, Joincare always regards people as the core driver of sustainable development. We attract and gather talents with an equal and inclusive attitude; we build multilevel training system and comprehensive compensation and welfare system for our employees; we provide a wide and fair career development path for employees to stimulate organisational vitality constantly; we are committed to optimizing the working environment and office facilities to continuously improve their sense of happiness and belonging. Therefore, we grow together with our employees.

Talent Development Strategy

Graduate traineeship program:

We set up a training framework for fresh graduates covering three-stage career development: "Employment, Growth and Success”. By organising new employee orientation training (including induction training, training sessions on corporate culture and job skills, and quality development exercises), we familiarise fresh graduates with the corporate profile and help them learn and adapt to the corporate culture for a smooth shift from campus to workplace. In addition, we have mentoring, job rotation and talk sessions to assist fresh graduates in fitting in with their team and mastering job skills as soon as possible. With the guidance of departmental managers and mentors, we ensure that such graduates will be able to accomplish important tasks by themselves in the future.

Joint Training Program:

We joined hands with key medical universities to deliver joint training programs and explored the possibility of talent cultivation through partners with those universities. In close cooperation with key technical colleges, we continuously injected new forces into the front-line production to consolidate talent cultivation.

Case: “Dream & Future” fresh graduates training

In order to help fresh graduates quickly understand Joincare’s culture, system, and development, and help them take the first step toward society, we design specific training programmes for them. In July 2022, Joincare launched the five-day “Dream & Future” training program for campus recruitment. The intensive training was held together with Guangzhou Joincare, Haibin Pharma and Taitai Pharmaceutical under the overall management of the Group’s HR Department. The program aims to facilitate fresh graduates’ shift from campus to workplace, help them get familiar with the corporate culture and core values, and increase their sense of belonging through activities including massages from executives, team building, intensive course training, and outdoor exercises.

Case

In 2022, a total of 16 employees of Joincare’s holding subsidiary Livzon Pharmaceutical Group attended the seminar of Shenyang Pharmaceutical University to continuously improve their medical knowledge system and enhance their professional skills.

Case

In 2022, Joincare’s holding subsidiary Livzon Group assisted its subsidiaries in launching joint training programs with Ji’nan University and supported newly introduced doctors to conduct scientific researches at the University.

Employee Diversity Target

49%

Having no less than 49% female employees by 2032

Percentage of employees represented by an independent trade union

100%

Percentage of employees represented by an independent trade union

Employee Grievance Reporting and Escalation Procedures

In order to smooth the employee grievance reporting channels, we built a formal grievance reporting procedures where grievances can be reported smoothly and confidentially. We urge all employees to timely complain or report the violation of labour rights and any dissatisfaction.

Measures for the Management of Complaining and Reporting

Built a formal grievance reporting procedures：

Reports and complaints can be made by all means, including letters, phone calls, Wechat, emails, visits, etc., and real-name reporting is advocated.

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.