系统施策育英才 人才赋能促发展——人力资源中心2025年度盘点

The Human Resources Center has always focused on the core task of overseas talent cultivation, closely followed the main line of improving both "language and professional" abilities. With effective cultivation measures, the overseas talent cultivation work was shared as a highlight at the 10th Overseas Business Conference of MCC. This year, all cultivation work of the Human Resources Center continued to be deeply implemented, and the results of talent quality improvement were further prominent, injecting strong talent impetus into the high - quality development of overseas business.

01

青年骨干国际化“熔炼计划”

Coordinate and advance the special training program of the "Overseas Star Edge Training Camp". Select 50 young employees with work experience, solid professional abilities, and great potential for development from within the company. Conduct a four - month closed - door English training program. The content focuses on four major modules: basic English, cross - cultural communication English, business English, and engineering English, comprehensively covering the language needs of overseas business scenarios. This training is a systematic special training with the largest scale, the largest number of participants, the longest training period, the strongest teaching staff, the best teaching environment, the most comprehensive service guarantee, and the strictest management standards in the company's overseas talent cultivation work. It is of great significance for building a high - quality overseas talent echelon.

02

“百名优秀人才进海外”

Collaborate with the Human Resources Department of MCC22 to carry out the special recruitment program of “One Hundred Outstanding Talents to Overseas”. First, issue the "Notice on the Internal Recruitment of Special Talents for 'One Hundred Outstanding Talents to Overseas'" through the I8 platform for recruitment pre - heating. Second, combine key information such as recruitment requirements, welfare benefits, and development paths to design a long promotional graphic with a distinct theme and vivid pictures titled "Open Up Infinite Horizons and Win a Vast Future | The Recruitment of Overseas Talents of MCC22, Launches Officially in 2025". Publish it through the official WeChat account and use WeCom to send precise push reminders across the company, significantly expanding the coverage and influence of the recruitment. Third, conduct a special recruitment presentation for college students themed "Youth towards the World, Building Dreams Overseas" to select outstanding fresh graduates from the class of 2025. A total of 118 people were selected in this special recruitment campaign. Fourth, organize the special training program for "One Hundred Talents to Overseas" in 2025. Invite external professional teachers to offer special courses such as "English basic skills empowerment + Professional knowledge expansion", helping newly recruited employees in the overseas division quickly strengthen their business capabilities.

03

“星聚计划”促进中外融合

Take the lead in organizing the training program in China for outstanding foreign employees under the inaugural "Star Gathering Program". The training program for foreign employees under the "Star Gathering Program" was launched in 2025. In the first batch, 4 outstanding local employees from Indonesia, Malaysia, and Algeria were selected to participate. The training lasted for half a year and adopted a dual - integration model of "language + business" and "theory + practice". Through various forms of practical training, it achieved a dual improvement in Chinese language skills and business capabilities for foreign employees. This is a preliminary exploration of large - scale local talent cultivation. In the future, this program will be run on a regular basis, providing opportunities for further study for local talents, deepening the integration between Chinese and foreign elements, and strengthening the talent and emotional foundation for the company's local operations.

04

多元培训锻造复合型人才

The Human Resources Center has continuously expanded the breadth and depth of training coverage. Throughout the year, it organized and carried out 8 special training sessions on overseas business. The content covered core topics such as international engineering market development, contract risk management, and FIDIC clause analysis. It has continuously built a talent cultivation mechanism of "key breakthroughs + full coverage", overall planning and carrying out special training in multiple fields such as legal risk control, digital intelligence, and compliant operation. Relying on platforms such as "Minmetals e - Learning" and "SASAC e - Learning", it carried out theme learning on topics such as Amoeba management and the spirit of the eight - point decision of the Central Committee, strengthening the management foundation and integrity awareness. At the same time, it organized professional qualification certification counseling and platform - based theme learning, establishing a learning support system covering all levels and the entire career cycle.

In terms of foreign affairs service work, the Human Resources Center adheres to overall coordination and precise policies, and makes efforts in four dimensions: full-chain service, institutional process optimization, risk prevention and control, and business capacity improvement, to escort the steady progress of overseas business. It provides full-process foreign affairs services such as overseas travel plan planning, travel formalities processing, air ticket booking, and expiration reminders for the group headquarters and secondary units, implements closed-loop management, and addresses the urgent needs of groups, achieving “zero delay” in all matters. Throughout the year, a total of 241 official overseas travel approvals were processed for 610 person-times, a total of 380 person-times of various visas were processed, and 473 person-times of travel permits were issued.

The “Entry-Exit Approval” and “Overseas Employee Leave (Home Visit)” modules were launched simultaneously, significantly improving the approval efficiency. For overseas permanent residents and personnel with access to classified information, simulated drills and assessments were carried out through the intelligent pre-trip reminder system to ensure that 100% of all employees passed the confidentiality ability test and signed the “Confidentiality Commitment Letter for the Intelligent Pre-trip Reminder System”, tightening the risk network. Pre-overseas exams were conducted through the Minmetals e-Learning platform to strengthen the compliance defense line for foreign affairs business. Communication and cooperation with the foreign affairs department of MCC and other industry units were strengthened to continuously consolidate the business foundation. This year, the unit's foreign affairs specialist ranked 4th in the business exam of the MCC foreign affairs system.

Talent leads and language connects the world. In 2025, the Human Resources Center promoted the upgrade of overseas talents from "personal growth" to "organizational empowerment" with a systematic and forward - looking training layout, and gradually built an international talent development system to support the company's globalization strategy, providing a solid growth platform and career stage for every person striving in overseas business.