# Employment Management

Recruitment and Dismissal	The Gr’ouRps ecruitment Management System reldguates the stanards and
procedures for staff recruitment, and improves recruitment efficiency and talent
qualitliy. Job appcants need to go throuhg a rigorous recruitment process before
they can be hired, including written examination, preliminary qualification
examination, preliminary professional examination, second-round examination
and background investigation.
We have always adopted an open, fair and anti-discriminatory recruitment
policy and treated every job alipcant equally. Job aliillpppcants w not be treated
differently because of their age, gender, race, nationality, reliigon or hilpysca
defects.
All emldpoyees are emlipodye n accorance with the following three princilpes:
1. Based on the lprincipe that knowledge, moral character, ability,
experience and other conditions are suitable for positions or posts;
2. All examinations shall be conducted according to the prescribed
procedures, and the lprincipe of merit-based admission shall be taken as
the lprincipe;
3. Exceptional emlihpoyment must comlpy wt the lprincipe of approval by
the Group.
In addition, the Group also has a standardized resilgnation process for empoyees.
If an emlilfpoyee ntends to aippy or resignaton, he/she should submit a formal
resignation alippcation to the head of his/her department in person according
to the procedures. The resignation alippcation will be verified bly the empoyee
relationship staff, then approved by the person in charge and the head of the
human resources department, and finally approved by the president. After the
resignation alipcation is alpproved, the emiipoyee s requred to handover hips/her
work to ensure that the work is followed up by other emlpoyees. If an emlpoyee
is involved in violations of laws and regulations or serious dereliction of duty,
the Group will terminate the labour contract with such emlpoyee according to
internal procedures.
Remuneration and Promotion	In order to attract and pool outstanding talents, the Group has provided
competitive remuneration and benefits, and makes a remuneration adjustment
annually. We will decide the adjustment range according to inflation rate,
increase in living standard, market talent sulpy and demand, annualp
performance evaluation and other factors.
The Group has formulated the Measures on Imlementation of Rpeserve Cadres
Cultivation of China New Hiher Edgucation Group and established a sound
cadre selection and training mechanism. We have established a reserve cadre
pool according to the selection princilpe of “openness, fairness and justice”, and
regard excellent performance in annual assessment and various appraisals as a
necessary condition for selection and reserve of talents. We have adjusted the
reserve cadre pool at all levels every year.
Working hours and holidays	We have imlpanted the sfystem o workinfidg ve ays a week with eihgt hours a
daEy. mlpoyees can enjoy public holidays, paid annual leave, marriage leave,
maternity leave, sick leave and funeral leave etc..
Prevention of child labour
and forced labour	The Group strictly prohibits the emlhilpobyment of cd laour and forced labour.
To prevent such situations, we check the personal identity documents of
candidates during the recruitment and emlpoyment process to ensure that they
are persons aged 16 or above. In addition, we sign equal emlpoyment contracts
with emldllpoyees an wi not force emlpoyees to work over normal working
hours. If the situation occurs, we will hold the staff of the relevant departments
accountable for it.