In 2024, CITIC Limited implemented human resources work focused on market approach, specialisation, differentiation, and digitalisation. A comprehensive set of initiatives aimed at talent development were executed, such as open selection within the group, launching the “Talent Ladder Programme”, promoting the development of international talent, and initiating rotation training for outstanding young employees. The goal is to continuously optimise the entire talent management process—encompassing selection, training, management, and utilisation—while consistently advancing the strategy of “building a strong enterprise through talent”.
Strengthening the talent pipeline and focusing on nurturing future leaders The open selection process marked the start of human resources reform aimed at systematically strengthening CITIC’s talent pipeline. With a long-term vision and a forward-thinking approach, CITIC implemented the “Talent Ladder Programme” and the “Leadership Talent Programme”, establishing a talent reserve. Through the “Three-Tier Talent Ladder” initiative, CITIC has developed a significant pool of outstanding individuals, gradually creating a pyramid-shaped talent structure: 500 management trainees and exceptional employees at the base, 300 outstanding middle managers as core talents, and 50 exceptional managers as leaders. This framework lays a solid foundation for the company’s sustained, high-quality development.
Promoting the reform of the incentive system to inspire enthusiasm for innovation and entrepreneurship CITIC continuously improves the incentive mechanism. The company reinforces the philosophy of “strong performance leads to increased pay and rapid promotions”, balancing incentives with accountability. It also reinforces the incentive principle of increasing wages as efficiency increases, and reducing wages as efficiency decreases, and provide special wage support for transformation and upgrading, risk resolution, scientific and technological innovation, international talents, etc., to fully stimulate the motivation and vitality of the employees.
Focusing on employee training to enhance team competence CITIC actively empowers employee development through talent training and continuously improving its training system. Based on the “Leadership Class, Excellence Class, and Talent Class”, the company implemented rotation training for management trainee, new employee training and professional skills upgrading so as to provide a targeted, tiered, and categorised training for all employees. By utilising a variety of training methods—including executive coaching, intensive lectures, on-site teaching, forum communications, and project research—CITIC aims to enhance individual capabilities and the company’s management level in areas such as strategic planning, capability enhancement and international operations.
Promoting talent exchange and job rotation to utilise company talent resources CITIC continuously advances the institutionalisation of talent exchange and appointment, fully leveraging comprehensive advantages and synergistic benefits. The company enhanced the exchange of personnel between the company headquarters and its subsidiaries, among companies in different industries, with strategic partners, and between domestic and overseas entities. It arranged for exchanged personnel to fully engage in key projects, focusing on improving overall calibre and capabilities through practical experience.
Strengthening the talent pipeline and focusing on nurturing future leaders The open selection process marked the start of human resources reform aimed at systematically strengthening CITIC’s talent pipeline. With a long-term vision and a forward-thinking approach, CITIC implemented the “Talent Ladder Programme” and the “Leadership Talent Programme”, establishing a talent reserve. Through the “Three-Tier Talent Ladder” initiative, CITIC has developed a significant pool of outstanding individuals, gradually creating a pyramid-shaped talent structure: 500 management trainees and exceptional employees at the base, 300 outstanding middle managers as core talents, and 50 exceptional managers as leaders. This framework lays a solid foundation for the company’s sustained, high-quality development.
Focusing on the development of international talent to enhance international business growth CITIC places a strong emphasis on building a high-quality international talent team. Through research and analysis, CITIC reviewed the framework for developing its international talent team and implemented “Ten-Hundred- Thousand” initiative along with the creation of a tiered, categorised international talent pool. Its goal is to cultivate 10 leading international talents, 100 core talents, and 1,000 foundational talents. Through the execution of “International Management Talent Development Programme” and “Overseas Key Position Selection Recommendation Programme”, CITIC can leverage its strengths in international business, personalise training programs and adopt a comprehensive, multi-role, and full-chain training model, to provide a broad stage for the growth of international talent. By focusing on attracting “cutting-edge and scarce” international professionals, the company enhanced its recruitment efforts for overseas talent.
Foreign employees recognised as “Top 100 CITIC Employees” during the 45th anniversary celebration of CITIC
Promoting the reform of the incentive system to inspire enthusiasm for innovation and entrepreneurship CITIC continuously improves the incentive mechanism. The company reinforces the philosophy of “strong performance leads to increased pay and rapid promotions”, balancing incentives with accountability. It also reinforces the incentive principle of increasing wages as efficiency increases, and reducing wages as efficiency decreases, and provide special wage support for transformation and upgrading, risk resolution, scientific and technological innovation, international talents, etc., to fully stimulate the motivation and vitality of the employees.
Focusing on employee training to enhance team competence CITIC actively empowers employee development through talent training and continuously improving its training system. Based on the “Leadership Class, Excellence Class, and Talent Class”, the company implemented rotation training for management trainee, new employee training and professional skills upgrading so as to provide a targeted, tiered, and categorised training for all employees. By utilising a variety of training methods—including executive coaching, intensive lectures, on-site teaching, forum communications, and project research—CITIC aims to enhance individual capabilities and the company’s management level in areas such as strategic planning, capability enhancement and international operations.
Promoting talent exchange and job rotation to utilise company talent resources CITIC continuously advances the institutionalisation of talent exchange and appointment, fully leveraging comprehensive advantages and synergistic benefits. The company enhanced the exchange of personnel between the company headquarters and its subsidiaries, among companies in different industries, with strategic partners, and between domestic and overseas entities. It arranged for exchanged personnel to fully engage in key projects, focusing on improving overall calibre and capabilities through practical experience.