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"Mentorship Program" Ushers in a New Chapter for Young Professionals at Hangchi

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2016.05.30

On the morning of May 26, all company-level and department-level cadres, youth committee members from each party branch, chairpersons of trade unions, members of the company's Youth League Committee and secretaries of Youth League branches, directors of various research institutes, young and mid-career management and technology leaders, technical chiefs from production plants, and approximately 220 on-site mentor-apprentice pairs gathered in the multi-functional hall to attend HAGG’s 2016 Annual Youth Work Conference. The meeting was chaired by Hou Bo, Deputy Secretary of the Party Committee.

Vice General Manager Xu Xueli first delivered the company's Youth Work Report. He summarized the efforts made by the company in youth-related initiatives during the 12th Five-Year Plan period and outlined the key priorities for youth work during the 13th Five-Year Plan period.

The Minister of Human Resources, Tu Helerui, officially unveiled the company's "Mentorship Management Measures" at the event. Minister Tu highlighted the longstanding tradition of mentorship, outlined Zhejiang Province's three-year "Thousand Enterprises, Thousand Mentors" talent development initiative, explained the background behind the introduction of the mentorship system, and provided a detailed overview of the company's newly released "Mentorship Management Measures."

Weng Yanxiang, Director of the Key Technical Center and mentor under the apprenticeship program, delivered a statement. He emphasized that the Technical Center will diligently implement the "Apprenticeship Management Measures" and ensure the successful execution of this initiative. He noted that companies are urgently in need of talent, and apprenticeship programs serve as a crucial tool to meet this demand. To make apprenticeship effective, he stressed the importance of three essential conditions: organized systems to support the program, mentors who are willing to teach, and apprentices who are eager to learn—though ultimately, it all hinges on the apprentice's humility and enthusiasm for acquiring knowledge.

The highlight of this Youth Work Conference was the subsequent on-site signing ceremony for mentorship programs and the拜师 (shifu) ceremony itself. A carefully crafted VCR introduced the eight mentor-mentee pairs who were about to perform the拜师 ritual. Amidst enthusiastic applause from the audience, each of the eight pairs took the stage one by one to sign their agreements—and then followed the traditional Chinese拜师 ceremony, with mentees bowing respectfully and presenting tea to their mentors, while mentors warmly presented books to their new apprentices.

After the group photo session concluded, Mao Jianrong, Party Secretary and Chairman of the company, and Sun Jin, Secretary of the Youth League Committee, signed the Party-Youth League Joint Construction Responsibility Letter on the rostrum. Meanwhile, four pairs of branch secretaries—representing both the Party and Youth League branches across the factory—jointly signed their own copies of the Party-Youth League Joint Construction Responsibility Letter.

Finally, Mao Jianrong, Secretary of the Party Committee, delivered a report titled "Collaboratively Strengthening Youth Work to Provide Talent Assurance for the Company's 13th Five-Year Development Plan." The report outlined three key points for youth initiatives: First, it is essential to fully recognize the practical and strategic significance of youth work. From the company’s current perspective, effectively nurturing young talent has become an intrinsic requirement for supporting corporate reform and fostering innovation. Looking ahead, prioritizing youth development is not only vital for ensuring the company’s long-term sustainability but also serves as a fundamental safeguard for its continuous growth. Moreover, recent company initiatives have highlighted that the "talent shortage" ranks among the organization’s nine critical weaknesses. Therefore, all levels within the company must confront this reality head-on and accelerate efforts to cultivate young professionals, addressing this crucial gap without delay. Second, we must uphold the collaborative mechanism involving the Party, government, labor union, and Youth League in managing youth-related activities. At both company-level and grassroots Party organizations, leaders should actively demonstrate their guiding roles. Branches should strive to become trusted friends to young employees, staying attuned to their thoughts and concerns while proactively resolving any emerging issues at an early stage. Meanwhile, the company’s administrative team must leverage its expertise in human resource management and education—placing greater emphasis on talent cultivation during recruitment and training, focusing on retaining and effectively utilizing employees, and prioritizing care and mentorship throughout the process. Additionally, the company should vigorously promote the "mentor-apprentice teaching" program, ensuring that formal agreements and structured arrangements are in place. Such a clearly defined mentor-apprentice relationship will undoubtedly yield significant benefits for future operations. Lastly, we must shift our approach to youth work and diligently implement the spirit of the Youth Work Conference. Attendees are urged to thoroughly communicate and internalize the conference’s core messages, further aligning their thinking and deepening their understanding of youth initiatives. Youth work should be elevated to the top priority in current organizational efforts. Each Party branch is tasked with earnestly executing the provisions outlined in the "Party-Youth League Joint Responsibility Agreement," actively refining mechanisms for youth development and creating robust platforms that empower young talents to thrive. By pooling resources and working collaboratively, we can collectively accelerate the pace of youth cultivation and unlock their full potential.