Pengxin Mining actively has actively explored and practiced the innovative development mode of industrial strategies at home and abroad in 2021. It is in the critical period of transformation and change, and it is of great importance to establish a young, professional, more combat-fighting and competitive mid-level cadre team, which will help Pengxin Mining reach a new stage of development in 2022.  

The appointment ceremony of mid-level cadres was held grandly

On the afternoon of December 23, 2021, the appointment of mid-level cadres of Pengxin Mining was grandly held. Mr. Zhu Xiaowei, HR & Administrative Director, announced the “Notice on Appointment of Mid-level Cadres in Pengxin Mining Headquarters”, and Chairman Mr. Wang Jinding issued the letter of appointment to nine mid-level cadres including Liu Yuxiang. At this point, the competition for mid-level cadres of Pengxin Mining has been successfully concluded.

The leadership of the company put forward relevant requirements for the newly appointed mid-level cadres at the meeting. Mid-level cadres made their speeches in turn, representing that they would try to live up to the expectations and trust of the leadership and all colleagues of Pengxin Mining, and conform to the new era, implement new responsibilities, and demonstrate new deeds.

Chairman Mr. Wang Jinding pointed out in the collective talk that it is a sense of mission to dare to participate in the competition to show themselves. The excellent performance of all in this competition is not only the summary of the work achievements in the past, but also the sorting and understanding of the company’s business, meanwhile, it would also play a certain role in promoting the company’s work arrangement in the next stage. Combined with the organizational structure adjustment of the company, we should give full play to the responsibilities of everyone by adhering to the operation philosophy of “compliance with laws and regulations, seeking truth from facts, taking active actions, and value sharing”, and centering on the business development goals of the company, thereby making Pengxin Mining to become a valuable, temperature and respectable company. Chairman Wang emphasized to the mid-level cadres again “who are we?”, “what do we want to do?”, “how can we do”, and focused on the elaboration of the task objectives for the next three years and put forward relevant requirements: first, lead a good team, establish a correct concept of powers, and treat power with a sense of responsibility, and carry out work in a proactive manner; second, establish the concept of continuous learning, understand the laws of industry and enterprise development seriously, and have a clear direction, improve business skills in practice; third, we should be strict with ourselves, work hard and set oneself an example to others, take the lead in abiding by discipline and regulations.

Glowing review of post competition for mid-level cadres

The post competition for mid-level cadres lasted for one month, and a new session of mid-level cadre team of Pengxin Mining emerged from the internal open post competition, which marked that the reform of Pengxin Mining’s talent selection and recruitment system has obtained primary achievements.

Organized by HR & Administrative Department, the post competition for mid-level cadres has been successfully completed under the participation and tracking supervision of the post competition leadership group throughout the whole process and the joint participation of all candidates, the evaluation committee and audience representatives. What is worth mentioning is that the evaluation committee of the post competition was carefully organized. Except for senior executives and employee representatives of the company, we have invited well-known experts in related fields outside the company to participate in the committee, so as to make a all-round fair and objective evaluation to the candidates.

The post competition has been combined with the organizational structure adjustment of the company, and the posts involved in the competition include the principal and deputy positions in functional departments such as the Planning and Operation Department, and the Office of the Board of Directors. According to the cadre selection requirements set forth in the “Organizational Structure Adjustment and Mid-level Cardre Post Competition Plan of Pengxin Mining”, the results of the competition would be finally produced through the procedures of independent sign up, qualification examination, competition speech, score the competition, and deliberation and decision of the leadership, etc.

Throughout the whole process of the competition, we have ensured the openness of requirements, the openness of process, and the openness of results, respected the rules and the results, and built a competitive stage for those strivers who want to do something, allowing the candidates to fully display their talents and win the recognition of the judges and the audiences.

All candidates have been well prepared and showed their personal advantages in their speeches, they planed and deployed target posts by centering on three major questions “who am I?”, “what do I want to do?” and “How can I do?”; they faced the questions of judges calmly, regardless of professional knowledge, or comprehensive ability, and answered tactfully.

This internal open post competition has opened the prologue of the reform of personnel system of Pengxin Mining. Under the guidance of the new strategy, Pengxin Mining will continue to deepen the reform of the personnel system, effectively promote the strategy of strengthening enterprise with talents, perfect the structure of the talent team, optimize the talent management system and motivate the vitality of the talent team. The newly formed mid-level team will certainly give the transformation and development of Pengxin Mining a shot in the arm, they will not only improve the management level and professional abilities of Pengxin Mining, but also promote the reform and innovation from the perspective of top-level design, thereby effectively promoting the company in achieving new results in its reform.