Downloads
Sample
Locations 
Contact us
En
With technological development as the guidance, Topchain Pharma comprehensively implements the strategy of developing the company through talents. With cultivating professional talents in the excipient industry as the objective, Topchain Pharma firmly grasping the "introduction, education, employment, retention and dismission" links, has sped up the pace of talent building to rapidly and efficiently make up for the shortage of talents in all aspects at the start-up stage.
Achieve win-win results with the employees
Employment Philosophy
Talent-orientation: provide a high-end platform and create the space for development
Employment principle: choose those who are capable, dismiss those who are incapable, ask those who are content with the status quo to step down
Work attitude: learn and work with a creative attitude
Work target: manage the process and value the results
Employment principle: choose those who are capable, dismiss those who are incapable, ask those who are content with the status quo to step down
Work attitude: learn and work with a creative attitude
Work target: manage the process and value the results
Career Development
According to the company's development needs, Topchain Pharma provides the employees with the career development directions that meet their characteristics, assists them in defining their personal development goals, and helps them realize the goals through planned trainings, job exchanges and promotions.
Talent Training
With cultivating professional talents in the excipient industry as the target, the company adopts the cultivation mode of "focusing on internal trainings supplemented by external trainings". The company seeks to build a learning-oriented group by upholding the principles of "training before job assignment; eliminating the unqualified, retraining to avoid falling behind; further leaning to avoid falling back".
Compensation System
In terms of the compensation system, the company follows the principles of fairness, competition, incentives, legitimacy and sustainable development. The differences in values of the employees at different levels, different occupations and different positions are reasonably reflected. The employees are assessed comprehensively based on their contributions to the company, ability, and work responsibility and efficiency as well as quality.
