Annual Report 2024

Corporate Governance Report 企業管治報告 86 Sunny Optical Technology (Group) Company Limited • ANNUAL REPORT 2024 Group’s principal risks 本集團主要風險 Key controls and treatment plan(s) 主要控制及處理方案 Target risk trend 目標風險趨向 Human Resource Risks: 人力資源風險： – The demand of the Group’s development cannot be fulfilled with insufficient human resource reserve, which thereby affects the Group’s production plan and operation. It might render the Group’s products and production methods uncompetitive; － 人力資源儲備不足，將使本集團的發展需求無法得到 充分滿足並影響本集團的生產計劃及執行，可能導致 本集團的產品及生產方法失去競爭力； – Failure in the optimization of human resource allocation and insufficient incentive mechanism may lead to loss of talents, stoppages and other labour related issues, which may adversely affect the Group’s operation; and － 人力資源分配的優化程度不夠及激勵機制不足，有可 能會引致人才流失、停工及其他勞工問題，對本集團 的經營構成不利影響；及 – As overseas investment increases, the differences in employment overseas and within China may lead to risks in overseas employment. － 隨著海外投資的增加，海外用工與國內存在差異性， 可能存在海外用工風險。 – Carrying out organization diagnosis regularly, formulating talent plan that matches the Company’s strategies to reserve talents in advance; － 定期開展組織診斷，制定與本公司戰略匹配的人才規劃，提前 儲備人才； – Strengthening staff efficiency management, optimizing organization and process, improving work efficiency and increasing per capital productivity; － 加強人效管理，優化組織與流程，提高工作效率，提高人均產 出率； – Proactively promoting the production line automation; － 積極推進生產線自動化； – Making regular inventory and evaluation of talents, improving the talent management logic based on position, rank and performance, refining the position and rank control plan, and improving the pertinence and effectiveness of talent incentives; － 定期對人才進行盤點及評估，完善基於職務、職級、績效的人 才管理邏輯，細化職務職級管控方案，提升人才激勵的針對性 和有效性； – Carrying out multi-level talent development programs to improve employees’ business standard; － 開展多層次的人才培養計劃，提高員工的業務水平； – Strengthening the construction of corporate culture, promoting cultural integration, building an international corporate culture, and enhancing employee satisfaction and engagement; － 加強企業文化建設工作，促進文化融合，構建國際版企業文 化，提升員工滿意度和敬業度； – Establishing an overseas public service platform to render service guarantee for the scaled operation of overseas bases; and － 建設海外公共服務平台組織，為海外基地規模運營提供服務保 障；及 – Improving the system construction of overseas employment recruitment, salary and personnel, and assisting the business operation of overseas platforms. － 完善海外用工招聘、薪酬、人事等系統建設，輔助海外平台的 業務運行。