H&S Global adheres to the employment philosophy of "moral competence and integrity first", and emphasises the priority of value recognition and competence-based competence. In the selection of employees, we consider the following five dimensions: work force strength, work attitude, values, development potential, and other suitability. In the comprehensive assessment of employees, we make systematic judgements based on six indicators: work effectiveness, work strength, work attitude, values, development potential, and other suitability.

Scientific assessment, accurate matching; moral integrity and talent, moral first; meritocracy, capable of upward and downward; fairness and impartiality, transparency and meritocracy.

H&S Global  promotes the compensation concept of "salary based on post, effect-based remuneration, positive incentives, and consistent remuneration", and is committed to building a fair, scientific, and sustainable rewards and distribution system.
 The Company professionally evaluates the value of positions based on local market levels, and a certain degree of strategic salary premium is granted. The overall salary structure consists of the following five components: 
 - Basic Salary: To ensure the basic necessities of life and to reflect the importance the Company places on a stable income for its employees; 
 - Positional wages: set according to the duties, intensity and skills required for the position, reflecting the difference in the value of the position itself; 
 - Grade Salary: Corresponding to the grade level of the employee, reflecting his/her comprehensive strength, qualification and long-term contribution; 
 - Performance Bonus: variable payment based on the results of employee performance appraisal to strengthen the contribution orientation and promote the achievement of targets; 
 - Welfare system: covering statutory benefits, subsidies, holiday arrangements, etc., providing comprehensive welfare protection for employees.
 In order to enhance the motivation of employees, the Company has embedded a long-term incentive programme in the performance appraisal system to motivate medium- and high-potential talents to continuously challenge the high targets. At the same time, for new entrants, start-up departments or successors in key positions, the Company has set up a short-term betting mechanism to stimulate organisational strength and team power through the challenge of milestones.
 We adhere to the principle of "contribution-oriented, effect-oriented, and consistent pay" in income distribution to ensure that every employee's strength and achievements are fully reflected in the remuneration system.

The Company has established a structured and hierarchical talent development system to ensure comprehensive training from the grassroots to the management level through the Living Water Plan, Cornerstone Plan, Transformation Plan, and Elite Plan, to continue to build "de-personalised" organisational strength, to achieve the replication of talent echelons, and to build a sustainable growth path for talent.

H&S Global  promotes the compensation concept of "salary based on post, effect-based compensation, positive incentives, and consistent remuneration", and is committed to building a fair, scientific, and sustainable income distribution system. We adhere to the principle of income distribution of "contribution orientation, effect-based remuneration, and consistency in remuneration" to ensure that the strength and achievements of every employee can be fully reflected in the remuneration system.

Based on the principles of objectivity, fairness and job matching, the Company strictly follows the relevant procedures based on the qualifications of the new position or the corresponding strength of the new rank, and the Comprehensive Evaluation of Employees. Promotions can be initiated by the employee himself/herself, the person in charge of the department, or the employee relations specialist, and promotions can be made after passing the evaluation, probationary inspection of the new position, etc. The entire process is fair, just, and transparent, ensuring that every employee has the same opportunities for promotion. 

The overall employee composition of the Company is 63% female and 37% male, a structure that not only reflects our continuous efforts in gender diversity, but also demonstrates the significant results we have achieved in promoting gender equality in the workplace. We firmly believe that gender should not be a barrier to career development, but rather an important component of organisational diversity and innovation.