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Technology Innovation
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The Management Capability Enhancement Program for Successors at Huaxia Jianlong Concludes
Talent is the primary resource for a company's development, and the cultivation of successors is a strategic project for long-term success. To build a reserve cadre team and forge a backbone force that "understands the business, excels in management, and shoulders heavy responsibilities," Huaxia Jianlong has meticulously implemented a management capability enhancement program for successors over nearly two years, conducting six systematic training sessions that covered over 150 individuals.
From April 25 to 27, the final installment of the program—the sixth training session and graduation ceremony—was held at the Capital University of Economics and Business. Yuan Zhanyong, Chairman of Huaxia Jianlong; Jin Wei, Executive Vice President; Gong Chunhua, Manager of the Human Resources and Administration Department; Wu Zhengduo, Vice President of KeyLogic; Jiang Yanyan, General Manager of KeyLogic's Beijing Branch; and nearly 60 trainees attended the event. On April 27, the first cohort of successor trainees officially graduated with great success.
During this training session, Li Bo delivered a course titled "Awareness Leadership." Utilizing a blended approach of concentrated instruction, practical discussions, and mental cultivation, the course focused on managers' role perception, self-awareness, team leadership, and mental growth, thereby constructing a bridge for trainees to transition from business experts to outstanding managers.
During the training, Yuan Zhanyong, Chairman of Huaxia Jianlong, delivered a specialized lecture titled "The Competency Model for Successors in Huaxia Jianlong Mining: Precise Positioning and Practical Growth" to the successor training class. Chairman Yuan emphasized that competition among enterprises ultimately boils down to competition for talent, and that the cultivation of successors is a strategic deployment for the company to establish a long-term vision and plan for the future. Drawing on industry characteristics and the company's development needs, Chairman Yuan posed six pivotal questions—initial intention, benchmark, perception, synchronization, performance, and model—to guide reserve cadres in finding their positioning and calibrating their direction. He systematically expounded on six core competencies: belief and morality, goals and vision, professional capabilities, habits and work style, team empowerment, and physical and mental experience, officially establishing the company's exclusive competency model for successors. He urged all trainees to remain true to their initial intentions, demonstrate loyalty to the company, practice its values, gain experience from their work, and forge exceptional skills through actions and responsibilities, thereby laying a solid talent foundation for the company's green transformation, digital and intelligent upgrading, and high-quality development, and safeguarding the company's enduring success.
At the graduation ceremony, Wu Zhengduo, Vice President of KeyLogic, delivered a graduation speech titled "Leadership in the AI Era." From the perspectives of technological transformation and organizational evolution, he analyzed the cross-disciplinary vision and humanistic resilience that future leaders must cultivate, opening a new cognitive window for the trainees.
Jin Wei, Executive Vice President, shared insights on "Self-Growth for Managers." General Manager Jin pointed out that newly appointed managers need to upgrade their cognition and capabilities from being business experts to team leaders, and that continuous learning is essential to achieving qualitative change through quantitative accumulation, internalizing learning as a habit and a conscious effort. Focusing on how to stimulate growth motivation and the five core characteristics of mature managers, General Manager Jin further emphasized that managers should not only be proficient in business but also possess comprehensive capabilities in resource integration, risk control, and team leadership. They should adopt a systematic thinking approach to lead teams and create value, thereby achieving growth through hard work and enriching their lives through sustained efforts.
Award Ceremony
At the graduation ceremony, Gong Chunhua, Manager of the Human Resources and Administration Department at Huaxia Jianlong, delivered a speech, reviewing the program's initial intentions and growth journey, and emphasizing that the successor program is a core project for the company's cadre talent construction. Meanwhile, Gong hoped that all trainees in the successor program would cherish their positions, seek rapid growth and develop competency, and internalize what they had learned into management habits based on the 721 rule, creating greater value in their future roles.
Gong Chunhua, Manager of the Human Resources and Administration Department, presented awards to outstanding trainees, while Jin Wei, Executive Vice President, awarded the champion team.
Outstanding Trainees:
First Prize: Liu Zhaowang from Huaxia Jianlong
Second Prize: Shan Yongqi from Kuancheng Jianlong
Third Prize: Liu Haiquan from Shuanglong Mining
Champion Team:
Group 1 [Top Team]: Liu Zhaowang, Meng Xianlin, Wang Shun, Zhang Hang, Liu Pengze
The graduation of the first cohort is not an endpoint but the starting point of a new journey. As a crucial project for Huaxia Jianlong's talent pipeline construction, the successor program will continue to advance in depth. Subsequent training plans are already in the pipeline, and more high-potential talents will embark on a path of growth and advancement. In the future, Huaxia Jianlong will always uphold the philosophy that "talent is the primary resource," and with a long-term perspective, it will cultivate a fertile ground for talent and forge a loyal, dedicated, and proactive successor team, injecting inexhaustible momentum into the company's development.
Copyright Beijing Huaxia Jianlong Mining Technology Co., Ltd
official account