Employees are the most precious wealth of Chinalco, and it is the company's goal to ensure the health and safety of employees and fully reflect their life value. People are the fundamental factor of enterprise development. In Chinalco, the concepts of "first-class enterprises need first-class talents" and "human resources are the first resource" are deeply rooted in the hearts of the people. The company has set up a talent work leading group headed by the general manager, and is committed to cultivating all kinds of talents with innovative ability. The purpose of training is not only for the development of enterprises, but also to improve the basic quality of employees and make them happy in their posts, loved in their families and respected in society. Since 2004, China Aluminum Company has implemented the three-year talent development plan of China Aluminum Company, which is called "36 18 talent project". The core content of this plan is to train 600 management talents who master modern enterprise management knowledge, grasp the situation of aluminum industry and adapt to the requirements of international development in about three years, 1000 scientific and technological experts and academic leaders who have strong scientific and technological innovation ability and are well-known at home and abroad, and 8,000 front-line technical engineers and senior technicians who are versatile. In order to smoothly promote this human resources development work, the human resources departments of the headquarters and subordinate units have set up corresponding leading groups and working institutions, and formulated hierarchical and classified human resources training and development plans.

The company implements relatively centralized management of training funds, and the education and training committee of the company implements budget management every year. While ensuring the company's unified training expenditure, we will allocate funds according to the training projects of each unit, which will be used exclusively for the training of all kinds of personnel at all levels in the company. The company's annual training fee is extracted and used according to 65438+ 0.5% of the total salary, and the balance is reserved for the next year. Since the establishment of the company, the average training rate of all employees is 94%. In order to stimulate the enthusiasm, initiative and creativity of employees and promote their all-round development, Chinalco started to build a human resource management system in accordance with the requirements of modern enterprise management system and international standardized management in 2003, that is, through scientific job analysis, job description, job value evaluation, performance appraisal and management, training and development, and gradually established a human resource management system that meets the requirements of modern enterprise management. This work has opened up three career development channels for employees: management, professional skills and technical personnel. It has broken the past situation of single pursuit of job promotion and crowded with thousands of troops, and initially achieved the human resource management goal of "people can enter and leave, income can be high and low, and positions can be promoted and lowered", which has played a beneficial role in promoting the career development of employees.

Employees' ownership of the enterprise has greatly stimulated their sense of responsibility, enthusiasm and creativity, and prompted them to create extraordinary achievements. For their achievements and exemplary behavior, the government and some social institutions and organizations awarded their representatives honors corresponding to their contributions, which added gorgeous colors to their careers. From 200 1 to 2004, 9 1 employees were awarded the honors of "National March 8th Red Flag Bearer" and "National Youth Post Expert" by institutions above the provincial level. In 2005, the company won the title of national model worker, including 8 people including Jiang Na.