1. This system is formulated in accordance with the relevant laws, regulations, policies and corporate articles of association of the country and the actual situation of the group company.

2. Establish the concept of "human resources are the first resource" and promote the company's development with scientific methods and standardized systems.

3. The general principle of the company’s personnel system is: “No overlap, no gaps, everyone has something to do, and everything is managed.”

4. The company implements the general manager responsibility system under the leadership of the board of directors. The general manager is responsible for the overall operation and management of the company and has decision-making power on the company's human resources issues.

5. Human resources work includes: human resource planning, recruitment and allocation, salary and benefits, employee training, performance appraisal, labor contract, etc.

Chapter 2 Human Resources Planning

1. According to the company’s development plan, formulate long-term, medium-term and short-term plans for the company’s human resources.

2. The human resources management department cooperates with the finance department to establish a human resources accounting system and calculate expenses.

Chapter 3 Staff Recruitment and Allocation

1. In order to ensure the continuous development and growth of the group company, recruit and reserve necessary talents, the following provisions are made for employee recruitment and job allocation. :

1. The required employees should be widely recruited from the society, and current employees should be encouraged to recommend their relatives and friends who are kind, talented or have professional expertise to the company.

2. Appoint people on their merits, strive to make the best use of their talents, focus on cultivating on-the-job employees with good performance, strong ability and management skills, and promote them to important and responsible positions as much as possible to prevent talents from being buried and wasted and churn.

3. When positions are vacant and new positions appear, priority will be given to hiring current employees, and when there is a shortage, external recruitment will be made.

4. The monthly and year-end performance appraisal results of current employees will be used as the main basis for employee position and salary promotion.

2. Recruitment Procedures

The heads of each company and department shall submit the personnel demand plan in writing to the Administration Department; the Human Resources Director of the Administration Department shall review and summarize it, prepare a recruitment plan and submit it to the group company Implemented after approval by the general manager. The contents of the recruitment plan are:

1. The positions to be recruited, the number of personnel and the relevant benefit range, and the method of releasing recruitment information.

2. Recruitment method: The recruitment supervisor of the Human Resources Department will conduct a qualification review; then organize preliminary and re-examinations;

3. Recruitment time and personnel arrangements.

3. Entry Procedures

1. After the applicant is confirmed to be qualified, the human resources director of the administrative department and the employing department will sign an opinion on the "Application Registration Form" and submit it to the general manager for review and approval. . The employed person signs a "Trial Contract" with the company and becomes an employee of the company.

2. The new employee shall submit 10 recent bare-headed photos to the company, as well as the originals of ID card, academic certificate, professional title certificate, job qualification certificate, work performance and other relevant certification materials, etc. After inspection, the company will make copies and archive them. .

⑴Employee personal information includes home address, phone number, marital and child status. When the name, home address, temporary residence address, phone number, training completion and graduation, etc. in the personal information provided change, the company's administrative department should be notified in a timely manner.

⑵ Employees in special positions must also provide the guarantor’s name, address in Kunming, copies of ID card and household register, and a letter of guarantee signed by the guarantor.

⑶The company has the right to retain and review the personal information provided by employees. If there is any falsehood or forgery, the company will demote, reduce salary, terminate probation, terminate labor relations, etc. depending on the circumstances. The consequences and legal liabilities arising therefrom shall be borne by the employees themselves.

(4) The company conducts pre-job training for new employees in a timely manner so that they can have a preliminary understanding of the company's basic situation and rules and regulations.

⑸Report for work. New employees fill out the employee registration form, meet with the head of the probation department, and accept work arrangements.

3. Probation

1. New employees have a probation period of 1 to 3 months, and the probation period for recent college graduates is 3 to 6 months. Those whose probation period is less than three days will not be paid salary.

2. For those who have outstanding performance during the probation period, the person in charge of the department will write a written recommendation report, which will be reviewed by the Human Resources Department and submitted to the general manager for approval. The probation period can be shortened.

3. For special talents urgently needed by the company, the probation period can be shortened or waived with the approval of the general manager.

4. Regular employees who re-enter the company after resigning are exempt from the probation period, but the company age will be calculated from the last time they entered.

IV. Regularization

1. Employees who pass the probationary period must fill in the "Employee Conversion Application Form", and the person in charge of the probationary unit and the human resources director of the administrative department *** will sign their opinions with the evaluation , the deputy general manager of the company in charge of the business will review and submit it to the general manager for approval.

2. If an employee takes leave for more than one week during the probation period, his or her regularization time will be postponed; if an employee takes leave for more than one month, he or she will be automatically dismissed.