Zhejiang Shenlong Chain Drive Co., Ltd. – Human Resources & Operational Layout

Zhejiang Shenlong Chain Drive Co., Ltd. has established a business division in Hangzhou, which undertakes core functions including business coordination, technological R&D, and market connection. Its core production factories are mainly located in Huzhou, leveraging the local advantages of industrial supporting facilities and spatial resources to meet the needs of large-scale production. The talent agglomeration effect in Hangzhou and the industrial foundation in Huzhou complement each other, creating a favorable internal and external environment for the company to attract high-quality human resources and balance the R&D and production links.

I. Staff Scale and Structure

Staff Scale

The company has a moderately sized team, with a total of 50-99 employees. Among them, 66 employees are covered by social insurance, including urban employee basic endowment insurance and unemployment insurance.

Staff Structure

The company has built a diversified team system with coordinated collaboration across "R&D – Production – Management – Sales", among which professionals in mechanical engineering and material science serve as the core pillars. As previously mentioned, the company once had 20 engineering and technical personnel, most of whom hold professional backgrounds in mechanical engineering or material science. They are not only the core force behind the design of new chain products and the optimization of production processes but also play a leading role in key fields such as the improvement of raw material performance (e.g., R&D on alloy steel adaptability) and the enhancement of chain wear resistance/fatigue resistance. Their expertise provides professional support for the company’s technological innovation and product quality upgrading. Meanwhile, employees in production, sales, and management collaborate closely to ensure efficient linkage between the Hangzhou Business Division and Huzhou Factories, safeguarding the stable operation of the entire business chain.

II. Talent Recruitment and Development

Talent Recruitment

In talent recruitment, the company focuses on core talents in mechanical engineering and material science, and accurately attracts target candidates by leveraging its own advantages:

1. Industry Experience and Reputation: Since its establishment in 1998, the company has accumulated rich experience in the chain drive industry and built a solid corporate reputation.

2. Advanced Hardware Environment: The Huzhou Factories cover an area of over 30,000 square meters and are equipped with advanced production equipment such as automatic chain-making machines and vacuum furnace assembly lines; the Hangzhou Business Division has built professional R&D and testing platforms, providing high-quality workplace hardware for professionals.

3. Broad Development Space: With an annual production capacity of over 100 million yuan and products exported to Europe, the Americas, Southeast Asia, and other regions, the company’s extensive market layout and technological upgrading needs (e.g., digital production transformation, R&D of new chains) offer broad space for mechanical engineering and material science talents to tackle technical challenges and advance their careers.

In addition, for auxiliary positions such as production management and market expansion, the company also recruits suitable talents based on business needs, forming a recruitment pattern of "led by core professionals and coordinated across all positions".

Talent Development

The company has built a targeted training system centered on the development needs of core talents:

• Onboarding Training for New Talents: For newly recruited talents in mechanical engineering and material science, a two-track onboarding training program ("position cognition + technical practical operation") is launched. The content covers the company’s chain production processes (e.g., heat treatment, shot blasting cleaning), testing standards (e.g., tensile testing, wear testing), and R&D procedures, helping them integrate into business operations quickly.

• Advanced Training for In-Service Technical Talents: Regular training on cutting-edge industry technologies is organized for in-service professional and technical talents, such as mechanical design automation, application of new alloy materials, and adaptation of digital twin technology in production. Meanwhile, talents are encouraged to participate in industry technical forums and patent R&D projects (e.g., technical research on special-shaped chains and special conveyor chains) to promote knowledge renewal and technological innovation.

• Specialized Training for Other Positions: For employees in production, management, and other positions, specialized training on process operation and process management is provided based on job requirements, comprehensively improving employees’ overall quality and professional capabilities to match the company’s needs for technological upgrading and refined production.

III. Human Resource Management

The company’s legal representative is Yu Yongquan, and Shen Weijun serves as the general manager. As the core management team, they oversee the human resource management of the Hangzhou Business Division and Huzhou Factories, and formulate human resource strategies centered on "technology-driven and efficient production".

Position Management

For core positions in mechanical engineering and material science, the company clarifies detailed responsibilities covering technical R&D, process optimization, and quality testing. It also refines the collaboration process between production positions in Huzhou Factories and functional positions in the Hangzhou Business Division to ensure efficient connection between R&D and production. By implementing a post responsibility system, each employee clearly understands their work objectives, rights, and responsibilities, improving the efficiency of cross-departmental and cross-regional collaboration.

Performance Appraisal and Incentives

A multi-dimensional appraisal system based on "professional competence + result orientation" has been established:

• For talents in mechanical engineering and material science: Key appraisal indicators include technical R&D achievements (e.g., patent applications, benefits from process improvement) and contributions to product quality enhancement.

• For production employees: Focus is placed on production efficiency and product qualification rate.

• For functional position employees: Work collaboration and goal achievement rate are the key concerns.

Employees with outstanding performance, especially those who have made significant contributions in core technical fields, are rewarded with salary promotions and project bonuses. Meanwhile, promotion channels (e.g., technical leader, R&D supervisor) are provided for talents in mechanical engineering and material science; a dual development path (management track and professional track) is built for employees in production and functional positions. These measures help employees enhance their professional value, strengthen their sense of belonging and loyalty to the company, and lay a solid human resource foundation for the company’s long-term stable development.