Overview of Human Resources
Overview of Human Resources
Human Resources Policy
Merck is an international company, and for talent, the future career path at Merck is rich and diverse. Mertech offers unlimited possibilities for you to showcase your expertise and help us create a better future together.
Our strategic goal is to build a team with a high level of work enthusiasm. We set lofty goals for ourselves, which can only be achieved by a united team. Nowadays, the company employs experts from countries such as Russia, the United Kingdom, Canada, the United States, Ukraine, and China.
At Merck, we can create the future through professional products, high-quality services, and leading technology. Professionals in business and product technology are at the core of this creative process. We not only need professional talents, but also those who have a strong desire to constantly develop new methods and pursue excellence in their field of work.
Talents are our greatest resource.
Training and development
We not only focus on recruiting talented individuals, but also pay attention to the career development and potential realization of our work partners. The company's human resource management system is based on the partnership between employees and the enterprise, as well as the corporate culture. We believe that this method can unleash the potential of every employee and promote their career development.
The purpose of establishing the company's human resource management system is to provide employees with opportunities to acquire vocational skills in the ever-changing business environment, through training, seminars, and remedial courses.
At Merck, learning is a continuous process, and you have the opportunity to improve your professional skills and personal abilities in the process of career development. As a formal project, 'directed development' helps you and your supervisor plan your development together to achieve a win-win situation for both business and personal goals.
In order to help new employees adapt to the company culture as soon as possible, Merck's training for new employees covers multiple aspects such as corporate culture, company policies, and product knowledge. The training period varies from one month to six months depending on the job position and nature.
Merck values the effectiveness of experiential learning and regards' on-the-job 'training as the primary way for employee development. On the job training is another important way to acquire new skills. Each business department of the company has specially designed on-the-job training programs to maximize employee performance, aimed at achieving business goals. Merck utilizes the expertise of external trainers and our own experts to provide a wide range of courses.
Motech has opened up a two-way promotion channel for employees, which is combined with job requirements, enabling employees with management ability and potential to grow smoothly into managers. At the same time, it also enables employees who are dedicated to researching technology and have technical expertise to grow smoothly into experts in a certain professional/business field through their own efforts, providing broad space for employees' career growth.
compensation and benefits
At Merck, we implement a competitive compensation system. In order to maintain an unbeatable position in the market competition, the company's human resources department collaborates with other professional research institutions to regularly conduct salary data surveys and adjust employee salaries accordingly based on the survey results and company performance.
The salary system is based on job positions and follows common standards: business skills, work intensity, workload, and completion quality. Salary is directly linked to performance.
The bonuses of Merck employees are closely related to their performance. The payment of employee bonuses is determined based on the individual's monthly work responsibilities, work performance, and the completion of major projects. According to the salary policy, we review and revise the salary plan annually to ensure that it maintains a balance between market competition and cost.
The company often holds collective activities, sports events, cultural festivals, creative competitions, and invites employees from various departments of the company to participate. In addition, sports activities, painting competitions, and creative work competitions are also held for the children of company employees.
