At Liaoning Hengyi Rubber Machine Belt Manufacturing Co., Ltd., corporate social responsibility (CSR) is not only about creating economic value but also about building a "people-oriented" development ecosystem. The company firmly believes that employees are the foundation of sustainable development, and a systematic training system is the core engine to unlock talent potential and drive industrial progress. Through comprehensive career development support, the company not only helps employees achieve personal value but also empowers the industry's future through talent cultivation, demonstrating the responsibility of China's manufacturing sector.

1. Full-Cycle Training System: A Growth Ladder from Newcomers to Industry Experts

The company has established a training system covering the entire career cycle of "onboarding-growth-promotion," ensuring that every employee can find a clear development path at Hengyi:

Onboarding Training: A "Career Launch Plan" is customized for new employees, covering core content such as corporate culture, safety standards, and basic skills, helping newcomers quickly integrate into the team and build professional identity.

Post Skills Enhancement: Differentiated training courses are set for different positions, such as rubber formulation R&D, precision manufacturing processes, and quality control systems. Through a "theory-practical operation-mentor guidance" model, employee competency is enhanced. In recent years, the company has carried out over 500 skill training sessions, with a 98% skill certification pass rate.

Leadership Training: Systematic leadership courses are offered for management positions and reserve talents, covering modules such as strategic thinking, team management, and innovation-driven development, to cultivate a composite talent echelon with both professional literacy and management capabilities.

2. Precision Training Model: A Career Development Engine Matching Individual Needs

Hengyi adheres to the training philosophy of "tailored to individual needs." Through career development assessment tools, personalized learning plans are customized for employees:

New employees can identify capability gaps through the "post competency model" and choose targeted basic courses;

Experienced employees can apply for advanced training based on the "skill matrix" to transform into technical experts or management positions;

Managers can formulate improvement plans through "leadership 360-degree feedback" to upgrade management efficiency.

This "precision irrigation" training model has increased the average annual training duration for employees to over 40 hours, with the retention rate of core position talents rising to 92%, forming a virtuous cycle of "personal growth in sync with corporate development."

3. Extension of Social Responsibility: Driving Industrial and Social Progress through Talent Cultivation

Hengyi regards employee training as an important carrier for fulfilling social responsibilities:

For Employees: Training helps frontline workers master advanced manufacturing technologies, achieving the leap from "industrial workers" to "skilled craftsmen." The average salary growth rate for employees has reached 15% in the past three years, with job satisfaction increasing to 91%;

For the Industry: Part of the training resources are opened to upstream and downstream partners, cultivating more than 200 technical talents for the industrial chain and helping upgrade the overall technology of the rubber machine belt industry;

For Society: The company cooperates with vocational colleges to carry out "order-based training," establishes training bases, and recruits an average of more than 50 fresh graduates annually,输送 "theory+practice" composite talents to the manufacturing industry and fulfilling the social commitment of "stabilizing employment and strengthening skills."