Henan YTNE adheres to the talent concept of "morality oriented and equal stress on ability and integrity", establishes a talent development ecosystem, opens up the talent "selection, employment, education and retention" mechanism, and builds an excellent reserve talent echelon, which can not only provide sufficient talent guarantee for the development of the Company but also provide more learning opportunities and broad development platform for employees.

一、 Multi-channel Talent Selection Mechanism

A fair cadre selection and appointment mechanism has been formed, and talents have been recruited through the combination of internal training and external introduction and through multiple channels. Actively revitalize the horizontal and vertical flow of talents among internal member enterprises to activate the reservoir of talents and create more growth opportunities for talented employees with dreams.

二、All-round Talent Echelon Building

We have continuously built and improved the talent echelon construction at all levels such as "reserve cadres" and "reserve talent pool", have formed a reserve force for technical experts, middle-level cadres, subsidiary executives, and other talents of all types and levels, and implemented hierarchical dynamic management for the reserve talents to ensure the orderly succession of the core strength of internal management teams at all levels.

三、 Diversified Training Course System

We have been expanding training forms, enriching training contents, developing training resources, and gradually establishing a diversified training pattern for different levels with internal and external integration.

（1）Freshman training camp:

We pay attention to the training of new employees newly graduated from universities, carry out multi-module training every year, and use the "tutor training system" to ensure that everyone can get full attention and guidance.

（2）Leadership improvement:

There are refresher courses for middle-level managers and senior managers, and cooperation with famous universities and industry associations to provide targeted training for the group's managers, so as to continuously improve the "professional" ability of the management team.

（3）Professional technical training:

The Group has organized the operation backbone of its subsidiaries to form an internal trainer team, carried out curriculum development based on post experience extraction, and formed a series of training courses for professional and technical personnel.