Talent Development

JAYU Outlooks on Talents

Adhering to the talent work tenet of “respecting the value of people and developing people’s potential”, we shall always adhere to the talent strategy and build JAYU Group into an organization that is tolerant to diversity. In this organization, a growing number of people can their dreams in life.

JAYU’s continuous pursuit of talents reveals the Group’s aim to cultivate a team of talents who win the market, create organizational advantages, value orientation, and have a sense of mission and responsibility, and support the realization of strategic goals.

We shall emphasize the morality, talents, ability and struggle of talents, take morality first, and regard the creators of morality & ability & value as “benevolent talents”.

Guiding Ideology

JAYU Group shall advocate the common growth of corporate value and employee value. With the development of the Company, employees can also receive remuneration and positions that are compatible with their own efforts to achieve value recognition.

We shall allow employees to generate the JAYU brand effect and have a higher market value based on their work experience in JAYU Group.

Potential Development

JAYU Group shall put talent development at a strategic height, and constantly provide employees with opportunities to learn, work, and challenge themselves.

JAYU Group shall strive to optimize the talent selection, training, use, and retention mechanism, emphasize hire people with performance oriented, scientifically evaluate and select people, train people at multiple levels, tap people's potential, and make the best use of them.

Talent Management

JAYU’s talent management starts from the needs of strategy and organizational development, focuses on the construction of talent team, and forms a differentiated management system for different talent groups, forming a closed management loop of talent standards, planning, selection, training, use and retention.JAYU shall promote the polyvalence, cross-functional, and cross-industry experience of employees in key positions, continuously optimize the compatibility between people and positions, people and teams, and people and organizations, improve the structure and level of the talent team, and maintain the passion and vitality of the organization.