In a fiercely competitive market, a company’s core competitiveness lies not only in product services but also in talent development and organizational learning. The Beijing Private Enterprises Forum emphasizes equal importance on technological innovation, risk management, and social responsibility; only through continuous evolution can we maintain stability and achieve long-term progress.
COSUN SIGN adheres to a “people-centered” approach, continuously increasing training investment, introducing the Beisen online learning platform, upgrading the “online + offline” dual-driven system, and creating a learning ecosystem focused on ability enhancement and job development.
The online platform establishes tiered compulsory courses, covering management to grassroots positions, and provides elective resources to expand boundaries. An engaging check-in points system stimulates learning enthusiasm, with an average learning duration of 28.5 hours per person in the first half of the year, covering 69 courses.
The internal business school focuses on knowledge accumulation, integrates process SOPs, policies, and skill requirements, forming a systematic knowledge map to help new employees quickly integrate and enable continuous improvement for veteran employees, promoting experience inheritance and job competence.
At the same time, the company regularly conducts offline training, holding over 200 sessions in the first half of the year, covering practical exercises, processes, and skills enhancement. The “mentorship” mechanism accelerates learning implementation and enhances team collaboration and value resonance.
In the future, COSUN SIGN will improve the learning map for job promotion paths, build a clear growth ladder, and promote the cultivation of versatile talents. Learning is not just an added bonus; it represents long-term value. Kaisa will use learning as a ladder and growth as a sail to steadily advance in the tide of the times.
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