Staff Development:
Building a platform for rewarding and retaining our people
We strive to be a talent-centric company by respecting and supporting our people and focusing on human capital development. We are committed to cultivating outstanding talent and motivating them to think of innovative ways to contribute to the building of our century-long national brand.
Promoting Diversity
As of the end of 2021, CITIC had a total of 136,637 permanent employees, of whom 50.76% were under the age of 35. The proportion of female employees is 36.94%.
Employment Statistics
|
Indicator |
As of December 31, 2021 |
|---|---|
|
Total number of employees4 |
136,637 |
|
Total number of employees under the labor dispatch system |
3,477 |
|
Male employees |
86,164 |
|
Female employees |
50,473 |
|
Number of employees aged 30 and under |
33,930 |
|
Number of employees aged 31 to 35 |
35,424 |
|
Number of employees aged 36 to 40 |
24,222 |
|
Number of employees aged 41 to 45 |
13,760 |
|
Number of employees aged 46 to 50 |
12,690 |
|
Number of employees aged 51 to 55 |
9,309 |
|
Number of employees aged 56 and over |
7,302 |
|
Number of employees in Mainland China |
121,263 |
|
Number of employees in Hong Kong, Macao, and Taiwan |
9,304 |
|
Number of employees in other countries and regions |
6,070 |
|
Number of employees with a doctoral degree |
486 |
|
Number of employees with a master’s degree |
21,339 |
|
Number of employees with a bachelor’s degree |
60,807 |
|
Number of employees with a college degree and below |
54,005 |
Employee Turnover Rate
|
Indicator |
As of December 31, 2021 |
|
|---|---|---|
|
Headquarters |
Turnover rate |
2.07% |
|
Female employee turnover rate |
2.5% |
|
|
Male employee turnover |
1.58% |
|
|
Turnover rate for employees aged 30 and under |
0.00% |
|
|
Turnover rate for employees aged 31 to 40 |
4.13% |
|
|
Turnover rate for employees aged 41 to 50 |
0.00% |
|
|
Turnover rate for employees aged 51 to 59 |
0.00% |
|
|
Turnover rate for employees aged 60 and above |
0.00% |
|
|
Employee turnover rate in Mainland China |
2.07% |
|
|
CITIC Bank |
Turnover rates |
5.67% |
|
Female employee turnover rate |
4.46% |
|
|
Male employee turnover |
6.44% |
|
|
Turnover rate for employees aged 30 and under |
7.30% |
|
|
Turnover rate for employees aged 31 to 40 |
5.12% |
|
|
Turnover rate for employees aged 41 to 50 |
2.00% |
|
|
Turnover rate for employees aged 51 to 59 |
4.75% |
|
|
Turnover rate for employees aged 60 and above |
0.00% |
|
|
Employee turnover rate in the Eastern Region |
5.74% |
|
|
Employee turnover rate in the Central Region |
4.57% |
|
|
Employee turnover rate in the Western Region |
4.65% |
|
|
Employee turnover rate in the Northeast Region |
4.59% |
|
|
CITIC Securities |
Turnover rate |
8.06% |
|
Female employee turnover rate |
7.90% |
|
|
Male employee turnover rate |
8.21% |
|
|
Turnover rate for employees aged 30 and under |
10.20% |
|
|
Turnover rate employees aged 30 to 50 |
6.56% |
|
|
Turnover rate for employees age 50 |
4.35% |
|
|
Employee turnover rate in Mainland China |
6.89% |
|
|
Employee turnover rate in Hong Kong, Macao, and Taiwan |
18.90% |
|
|
Employee turnover rate in other countries and regions |
20.04% |
|
Indicator |
As of December 31, 2021 |
|
|---|---|---|
|
China Securities |
Turnover rate |
9.49% |
|
Female employee turnover rate |
8.69% |
|
|
Male employee turnover rate |
10.06% |
|
|
Turnover rate for employees aged 30 and under |
12.51% |
|
|
Employee turnover rate in mainland China |
9.13% |
|
|
CITIC Resources |
Turnover rate |
4% |
|
Female employee turnover rate |
6% |
|
|
Male employee turnover rate |
3% |
|
|
Turnover rate for employees aged 30 and under |
0% |
|
|
Turnover rate for employees aged 31 to 40 |
0% |
|
|
Turnover rate for employees aged 41 to 50 |
2% |
|
|
Turnover rate for employees aged 51 to 59 |
5% |
|
|
Turnover rate for employees aged 60 and above |
1% |
|
|
Employee turnover rate in Mainland China |
2% |
|
|
Employee turnover rate in Hong Kong, Macao, and Taiwan |
7% |
|
|
CITIC Telecom International |
Turnover rate |
15.24% |
|
Female employee turnover rate |
12.93% |
|
|
Male employee turnover rate |
16.54% |
|
|
Turnover rate for employees aged 30 and under |
23.55% |
|
|
Turnover rate for employees aged 31 to 40 |
13.41% |
|
|
Turnover rate for employees aged 41 to 50 |
11.56% |
|
|
Turnover rate for employees aged 51 to 59 |
4.38% |
|
|
Turnover rate for employees aged 60 and above |
40.91% |
|
|
Employee turnover rate in Mainland China |
16.44% |
|
|
Employee turnover rate in Hong Kong, Macao, and Taiwan |
13% |
|
|
Employee turnover rate in other countries and regions |
26.34% |
Incentives for Staff Development
Remuneration Policy
Our staff remuneration management measures at the Group and at our subsidiaries are constantly improved with regard to Labor Contract Law of the People’s Republic of China and covers all staff. Salaries are adjusted according to the performance of individual employees and market rates in order to strike a balance between external competitiveness and internal fairness. To retain and reward staff, we provide medium- and long-term incentive plans and offer optional stock ownership plans for our core employees, as part of our philosophy of sharing benefits and risks.
Staff Benefits
We are continually improving our staff benefits schemes, insurance, working hours and leave arrangements. In the Mainland, we contribute to basic social insurance for all employees in strict accordance with Social Insurance Law of the People’s Republic of China, our subsidiaries in the Mainland provide corporate pensions (supplementary pension insurance) and supplemental medical insurance to their employees with a total number of 148,000 as required by Enterprise Annuity Scheme. Contributions to the Mandatory Provident Fund are provided for all employees in Hong Kong, in accordance with the requirements of the Hong Kong SAR Government.
Talent Fostering
Talent Development Strategy
In our 14th Five-Year Plan for talent development, we have categorised our staff under four general teams: management, professional and technical, skilled personnel, and party building. We will also develop our staff in six key categories, including complex management, financial, scientific and technological, international, highly skilled and outstanding young talent.
Professional Qualifications
In 2021 we continued to assess senior management and deputy senior management classifications, with 53 employees receiving senior titles and 87 employees receiving deputy senior titles. A total of 79 employees were evaluated in the external assessment for senior and junior titles. We also recommended 10 employees for the National Major Talent Project, 5 employees for the Outstanding Talent and Outstanding Engineer Awards and 4 employees for the National Engineering Survey and Design Master Awards.
Training System
With the resurgence of COVID-19 during the year, we have formulated Employee Training Methods in line with relevant authority guidelines and adjusted our training modes and increased the proportion of online training. In total, we launched over 30 live online training courses in economics, finance and management for more than 70,000 online learners. We also organised live online training courses on legal, risk, compliance and finance topics and brought in external education service providers to enrich our training resources. More than 1,000 online courses have been launched on the Group’s training platform, including courses on leadership, finance, artificial intelligence, marketing and operating our products. Over 40,000 participants joined these programmes. To build training synergy within the Group, we share educational resources with regard to instructors’ training qualifications, training venues and learning outcomes. During the year, we organised the 24th and 25th training courses for the Group’s young and middle-aged staff, as well as the Group’s 2021 Training Demonstration Course for New Employees, to enhance the professionalism of our key staff and new employees.
Employee Training Statistics
|
Indicator |
As of December 31, 2021 |
|
|---|---|---|
|
Headquarters |
Number of employee training programs |
20 |
|
Percentage of male employees participated in training (%) |
90 |
|
|
Percentage of female employees participated in training (%) |
93 |
|
|
Percentage of management participated in training (%) |
100 |
|
|
Percentage of non-management participated in training (%) |
90 |
|
|
Average training hours for male employees (hours/person) |
98 |
|
|
Average training hours for female employees (hours/person) |
102 |
|
|
Average training hour for management (hours/person) |
138 |
|
|
Average training hours for non-management (hours/person) |
95 |
|
|
CITIC Bank |
Percentage of male employees participated in training (%) |
100 |
|
Percentage of female employees participated in training (%) |
100 |
|
|
Percentage of management participated in training (%) |
100 |
|
|
Percentage of non-management participated in training (%) |
100 |
|
|
Average training hours for male employees (hours/person) |
80 |
|
|
Average training hours for female employees (hours/person) |
89 |
|
|
Average training hour for management (hours/person) |
37 |
|
|
Average training hours for non-management (hours/person) |
88 |
|
|
CITIC Securities |
Percentage of male employees participated in training (%) |
100 |
|
Percentage of female employees participated in training (%) |
100 |
|
|
Percentage of management participated in training (%) |
100 |
|
|
Percentage of non-management participated in training (%) |
100 |
|
|
Average training hours for male employees (hours/person) |
68 |
|
|
Average training hours for female employees (hours/person) |
68 |
|
|
Average training hour for management (hours/person) |
45 |
|
|
Average training hours for non-management (hours/person) |
68 |
|
|
CITIC Resources |
Percentage of male employees participated in training (%) |
48 |
|
Percentage of female employees participated in training (%) |
19 |
|
|
Percentage of management participated in training (%) |
3 |
|
|
Percentage of non-management participated in training (%) |
63 |
|
|
Average training hours for male employees (hours/person) |
17 |
|
|
Average training hours for female employees (hours/person) |
1 |
|
|
Average training hour for management (hours/person) |
27 |
|
|
Average training hours for non-management (hours/person) |
17 |
|
|
CITIC Telecom International |
Percentage of male employees participated in training (%) |
73 |
|
Percentage of female employees participated in training (%) |
59 |
|
|
Percentage of management participated in training (%) |
77 |
|
|
Percentage of non-management participated in training (%) |
67 |
|
|
Average training hours for male employees (hours/person) |
15 |
|
|
Average training hours for female employees (hours/person) |
7 |
|
|
Average training hour for management (hours/person) |
12 |
|
|
Average training hours for non-management (hours/person) |
13 |
Care For Our Staff
Caring for All Staff
We fully comply with Labour Law of PRC, Labour Contract Law of PRC and regulations and policies related to the signing, altering, cancelling and termination of labour contracts. With labour contract signing rate of 100%, we strive to protect their rights and interests. We formulated Attendance Management Measures to clarify standard work hours, paid leave, sick leave and personal leave and to make sure our staff enjoy statutory holidays so that they could have a healthy work-life balance.
We are also committed to providing equal opportunities in our recruitment and career development practices as well as hiring staff without regard to race, gender, religion, ethnicity, nationality or physical disability. Child and forced labour are strictly prohibited in accordance with Provisions on the Prohibition of Using Child Labour with precautionary and accountability mechanism put in place. CITIC Bank signed a collective labour contract with female staff to protect their lawful interest and right.
Caring for Young Staff
For younger staff who may face challenges finding housing, we provide youth residences in Beijing and other cities. The youth residences in Beijing house over 600 young staff.
Caring for Retired Staff
During New Year’s Day and the Spring Festival, we visited our retired staff to express the good wishes of the Group’s leadership and staff. We also provided US$148,000 to retired staff suffering from serious illnesses. In addition, we have a medical insurance system and arrange annual medical check-ups. During the pandemic, we distributed a total of 2,750 boxes of medicine and protective items, as well as timely information on pandemic prevention, especially to the elderly.
Staff Health and Safety
We comply fully with the Law of the People’s Republic of China on Safe Production, the Law of the People’s Republic of China on Prevention and Control of Occupational Diseases and other occupational health-related laws and regulations. All safety responsibilities are assigned to staff at every level of the Company. CITIC Special Steel has a sound organisational structure for safety management. Safety Committees have been set up at CITIC Special Steel and its subsidiaries, which are responsible for implementing the Company’s safety, production and management system. CITIC Heavy Industries has revised its safety management system and five safety systems, including the Safety Production Responsibility System and the Safety Production Assessment Regulations. CITIC Dicastal improved its five management systems, including those for dust control, grid management and production safety. CITIC Mining International has a comprehensive health and safety management system in accordance with the requirements of the Western Australian Mine Safety Inspections Act. The Safety Department of the Company enforces external and internal compliance and updates the safety management system every two years to align with the latest changes in safety legislation.
We are committed to enhancing our safety measures and conducting regular health checks for our employees. CITIC Special Steel has set up a safety team and standardised its safety construction procedures. It also organises regular safety activities such as the Summer 100 Days Safety Competition and Safety Month, as well as regular meetings on safety and production management. What’s more, the Company identifies safety risks in its operations and at its sites, with control measures developed for each identified risk. CITIC Construction has established a three-level control system for its Business Department and Project Department to protect the health and safety of our overseas staff as well as the property and assets of our overseas project organisations. CITIC Dicastal regularly checks for occupational hazards at its production sites and organises annual occupational health check-ups for personnel in vulnerable positions. CITIC Mining International organises safety awareness activities, including a mental health awareness seminar, a pilot body scan programme.
Employee Health and Safety Statistics
|
Indicator |
As of December 31, 2021 |
|---|---|
|
Number of employee work-related fatalities |
|
|
—— Number of work-related fatalities in 2019 (person) |
2 |
|
—— The number of work-related fatalities in 2020 (person) |
2 |
|
—— The number of work-related fatalities in 2021 (person) |
0 |
|
Rate of work-related fatalities |
|
|
—— Rate of work-related fatalities in 2019 (%) |
0.0015 |
|
—— Rate of work-related fatalities in 2020 (%) |
0.0015 |
|
—— Rate of work-related fatalities in 2021 (%) |
0 |
|
Lost days due to work injury (days) |
11,008.67 |
