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ABOUT USAffiliated to SSY Group Limited, Hebei Guangxiang Technology Co., Ltd., is a high-tech enterprise specializing in drug research and technology development.
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INNOVATIONSSY Group Limited has built a relatively perfect scientific research and innovation system with the synergy between “industry, academia, research and application” based on multi-disciplinary integration and multi-directional combination.
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SUBORDINATEThe group has decided to establish research institutes in its subsidiaries, Hebei Ghuangxiang Drug Research Institute, Jiangsu Best Medical Material Research Institute, and Hebei Hanlin Biological Research Institute.
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RECRUITWe actively establish a joint talent cultivation mechanism between schools and enterprises, and currently have over 500 high-level talents in various fields such as drug research, analysis, and clinical practice.
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CONTACTWe will continue to strengthen innovation-driven development, vigorously promote the integration of production and research, constantly improve the five domains: new drugs, biological drugs, traditional Chinese medicine, generic drugs and APIs.
Shijiazhuang No.4 Pharmaceutical Group has established an internal system for evaluating worker technicians and is fully implementing a job-based technician system—enabling skilled employees to stand out.
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Time：2022-04-20
In March of this year, Shijiazhuang No.4 Pharmaceutical Group launched an internal “Technician Qualification Assessment” program for positions in production, quality, and other related roles across its subsidiaries, thereby establishing an incentive mechanism to promote the career development of frontline employees.
“There are quite a few outstanding ordinary employees in our workshop—every single one of them is a real pro when it comes to getting the job done. Those who are down-to-earth, hardworking, and diligent about honing their job skills will never go unnoticed,” said He Yazhuo, head of Workshop 208 at Shijiazhuang Fourth Pharmaceutical Group, excitedly. “At the end of March, during the company’s assessment for worker technicians, 226 employees from our workshop were certified as skilled technicians. With both honor and improved benefits, everyone is now incredibly motivated and feels that their work has real prospects. This kind of incentive measure is truly great and widely welcomed.”
At the grassroots level, there are many employees with solid skills and rich experience who have yet to be recognized. How to effectively tap into this “latent potential” and boost the work enthusiasm of the broader workforce has become a “new research topic” for Shijiazhuang Fourth Pharmaceutical Group. Thus, in March of this year, Shijiazhuang Fourth Pharmaceutical Group launched an internal “technician evaluation system” targeting positions in production, quality control, and other roles across its subsidiaries, thereby establishing an incentive mechanism designed to foster career development and excellence among frontline employees.
“The advanced-skills talent evaluation and appointment system implemented by the national administrative authorities has a long cycle and high entry barriers, making it unable to fully meet the actual needs of enterprises,” said Wei Wenliang, Executive President in charge of human resource management at Shijiazhuang Sihua Pharmaceutical Group. He added that, based on the company’s specific needs, they have established an internal worker-technician evaluation system featuring three qualification levels—worker technician, technician, and senior technician—each of which is further divided into three sub-levels, totaling nine levels. The compensation and benefits associated with each level are linked to factors such as operational proficiency, work capability, and work attitude.
To ensure that this technician evaluation and appointment process truly achieves its objectives—selecting talented individuals, encouraging innovation and creativity, and stabilizing the workforce—the company’s human resources department conducted in-depth field research at front-line positions and developed a rigorous and detailed assessment plan. Wei Wenliang explained that the technician evaluation follows the principle of “promoting the capable and demoting the incompetent.” Based on employees’ job performance, skill development, and contributions to their respective positions, the evaluations are adjusted every six months and reassessed annually. After undergoing a stringent selection and evaluation process, Shijiazhuang Fourth Pharmaceutical Group has, for the first time, certified a total of 1,890 technicians at various levels within the company, including 3 senior technicians, 210 technicians, and 1,677 skilled workers.
As we enter April, with the comprehensive implementation of the job-skilled technician system, the more than 1,000 selected job-skilled technicians have thrown themselves into their work with high spirits. Within their teams, these job-skilled technicians have become “role models” that everyone eagerly seeks to learn from. “Nowadays, it’s common to see employees gathering together to share their experiences as job-skilled technicians, enthusiastically discussing how to further improve work quality and efficiency, and actively researching solutions to specific challenges. Their enthusiasm for work is truly remarkable,” said Wu Ling, Deputy General Manager of the Manufacturing Center, with delight. “Moreover, various production indicators in the workshop have all shown varying degrees of growth, and the motivating effect of the job-skilled technicians is beginning to take shape.”
“Now that a large number of new products developed by the group are entering production, ensuring the quality and efficiency of their transformation hinges critically on the skills and competence of operational staff. Enterprise development requires both high-level talents who can lead the way forward and a large contingent of skilled core employees who are dedicated and committed to their work,” said Song Mingxia, Chairperson of the Trade Union of Shijiazhuang Fourth Pharmaceutical Group. “In the next step, the group will further implement the post-based technician system, fully leveraging the mentoring role of experienced technicians to help more promising employees achieve success in their positions. We aim to build a workforce of skilled employees who are solid, well-known, and highly capable, continuously deepening the reform of industrial worker development.”
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