7. Organization Structure and Management
7.1 Company Management
The company will be composed of different departments such as executive, finance, marketing, research and development, production plants 1, 2, 3, 4, quality and safety, which will be managed according to modern management methods and will operate in good order. The chart of organization structure can be seen in appendix 1.
7.2 Affirmation of Main Investors and Cooperators
It is to be affirmed by effective law documents.
7.3 Rights of the Important Persons in the Company
These people have the decision-making power for the development, direction and investment projects and hold some shares of the company.
7.4 Background of Community
80% of the Company’s employees have university and college levels and are highly qualified. They are professional staff and skilled workers. Among the main qualifications, they have working experience as enterprise leaders, having a wide impact on society. Currently, the main experts are:
1. SHI WeiChai: Senior agronomist, an expert in hemp growing, from Liaoning Provincial Economical Crop Research Institute.
2. WANG Zhen-Sheng: Senior engineer, an experienced expert of Liaoning Papermaking Industry.
3. DENG Yu-Bin: Research fellow, expert in plant chemistry, Applied Biology Research Institute of the Chinese Academy of Sciences.
4. ZHAO Zhi-Chun: Research fellow, an expert in testing from Liaoning Fiber Testing Research Institute.
5. LUO Shao-Chu: Senior engineer of professor class, a Chief Engineer from Liaoning Papermaking Research Institute.
7.5 Attractive Salary System
The aim is to set up an attractive salary system, with its main function being to mobilize all positive forces and factors, considering the investment project which has as a main characteristic a high degree of technology. The senior technicians of the Company should be highly paid and the middle basebone staff will form a connecting link between the preceding the following strata. The following measures should be implemented by the company:
1. Setting up the competition mechanism of fair, just and good enterprises culture, involving the staff in a high degree of identity and acceptance for the entrepreneurial objectives.
2. Making the staff, especially the middle and high class managers achieve a feeling of self-realization and self-development, by strengthening their sense of honor and achievement, with a good payment mechanism and self-decision opportunities included.
3. Raising the salary levels of staff and carrying out the option plans for the technical backbone staff and providing holidays for the basic staff.
