Training Program

The project offers orientation and career development guidance for every new STEC employee in Shanghai and other markets. New employees can learn more about STEC, such as the company’s strategy, culture, and management through training every year. They can also get a clear picture about their career path. We want to help rookies adapt to the team as soon as possible and start a new career.

STEC works with a professional psychological consultation organization every year, to offer employees a series of systematic and long-term benefits and support. By evaluating employees’ occupational health psychology, we can help them to get to know themselves better and plan a more reasonable career path. The project is also available to staff from all levels and offers professional guidance, training and consultation on career development. By creating an effective and healthy working environment, we endeavor to help employees solve various psychological and behavior problems, so as to improve their working performance.

As STEC’s seed project, the “6-3-1” One Thousand Talent’s Training Program is aimed to select 600 reserve talents, 300 young talents and 100 young professionals every year. After a series of training, including several positions and cross industry rotation, and also overseas projects’ training, 1,000 outstanding employees will be selected to form a professional talent pool. We will set different training targets, and then continuously eliminate and add pool members to encourage young talents’ growth and progress. They will later become company’s future leaders, and support the company’s continuous development.

As one of the major measures to cultivate inter-disciplinary talents, STEC’s rotation training program is set to meet demands of both the company’s and young talents’ personal development through job rotation experience. Every year, talents who are recommended by branch companies, will attend cross-industry, cross-regional market, cross-company rotation. They will even have the chance to rotate in partner enterprises, or governments. This can broaden young talents’ horizons effectively, enrich their working experience and knowledge, improve their working abilities, and also enhance cooperation between employees and partners, to achieve a win-win situation.

Targeting company’s leaders and senior engineers, STEC established a series of senior management and professional training programs, including first class constructor, certified safety engineer, and CIOB royal chartered builders. This can provide core talents with a broader platform to develop themselves.

To cultivate modern professional managers, STEC conducts studies, interactions, and series lectures for company’s senior managers. We also work with government institutions to send senior managers to off-the-job training, to broaden their horizons.

Every year, STEC send company’s core and emerging industry experts, outstanding young talents and industry leaders for overseas training. They will receive training on infrastructure management, investment management, city planning, project construction in the company’s overseas markets, including Holland, the United States, Switzerland, Australia, Germany, and Singapore. The overseas training, lasting two to six months, will offer employees brand new professional knowledge and international companies’ management experience, which will help employees to meet their targets and create value for the company’s development.