服务-lohmanda

人员稳定性

Personnel stability

团队主要成员从事自动化行业8年左右团队近三年离职率，均小于5%

The main members of the team hawebeen engaged in the automationindustry for about 8 years, and theturnover rate of the team in the pastthree years is lless than 5%

员工健康

Employee health

公司全体员工每年定期体检，降低员工健康风险。员工年龄管控

All employees of the company haveregular physical examinations every yearto reduce the health risks of employees.Employee age control.

商业保险

Business Insurance

跨境服务员工购买商业保险，有效保障员工和公司权益;日常安全宣导和定期实训，减低工伤风险、疾病风险

Cross-border service employees purchasecommercial insurance to effectively protecthe rights and interests of employees andthe company, Daily safety promotion andregular training to reduce the risk of workrelated injuries and diseases.

灵活人力合作

Flexible human cooperation

与协力厂商、人力外包公司、人才中介或培训机构合作，建立灵活用工关系，以满足突发或短期需求

Work with third parties, staffing outsourcing companies,staffing agencies or training institutions to establish flexible employment relationships to meet sudden or short-term needs

人才储备池

Talent pool

建立灵活用工人才储备池，定期进行人才库的更新和维护。在招聘过程中留存备选人才的信息，以备临时或紧急需求;在项目结案后，做好人才评价，并存入资料库，已备复用。

Establish a flexible employment talent pool, and regularly update and maintain the talent pool.During the recruitment process,retain information on candidates for temporary or urgent needs;After the project is completed, the talent evaluation wil pe done and stored in the database, which has been ready for reuse

人才备份计划

Talent backup plan

关键岗位和核心成员制定替代方案，确保关键岗位的知识和技能顺利传承，避免关键职能缺失影响项目进度和质量

Key positions and core members develop alternative plans to ensure the smooth transfer of knowledge and skills in key positions, and avoid the lack of key functions affecting the progress and quality of the project.

专业技能培训

Professional skills training

语言类培训

Language training

机构设计、电器设计培训

Institutional design, electricadesign training

未来目标

Future goals

未来实现当地设计出图、现场加工

In the future, local design drawings and on-site processing will be realizeo

员工培训

Employee training

派遣国内资深工程师进行技能培训

Dispatch domestic senior engineersfor skills training

招募当地员工参加培训达到独立设计水平

Recruit local staff to participate intraining to achieve independentdesiqn level

客户面试

Future goals

拟定上岗人员入岗前，邀请客户对关键岗位成员进行面试考核，确保入岗人员满足客户需求。

Before the proposed on-the-jobpersonnel enter the post, the custome!is invited to conduct interviews andassessments on the key positionmembers to ensure that the incumbent meets the needs of the customer

保密与竞业限制

Confidentiality and competition restrictions

员工入职签订保密协议

Employees sign a confidentiality agreement when the yare hired

入岗前针对保密、环安进行培训、宣导

Before entering the post, training and publicity are carried outfor confidentiality and environmental safety

关键岗位员工与公司签订竟业协议，限制此类员工离职后就职行业

Employees in key positions enter into non.competeagreements with the company to restrict such employeesfrom working in industries after leaving the company

公司与客户合同规定竟业限制，避免员工流失

The company stipulates non-compete restrictions incontracts with customers to avoid employee turnove!

跨境服务应急方案

Emergency plan for cross-border services

签证:需要跨境服务的项目，按需求人力20%申请备份人员签证

Visa: For projects that require cross-border services, applyfor a backup personnel visa according to 20% of the requiredmanpower

当地合作:与当地的合作伙伴建立良好的合作关系，包括在目的地设立紧急联络点，以便在需要时获得支持和帮助

Local cooperation: Build good relationships with localpartners,including setting up emergency contact points atdestinations to get support and assistance when needed

海外安全培训:提供必要的安全培训，使员工了解在海外期间如何保持个人安全，如何应对紧急情况，以及遵守当地法律法规等

Overseas Safety Training: Provide necessary safety training toenable employees to understand how to maintain personalsafety while overseas, how to respond to emergencies, andcomply with local laws and regulations