Goldwind

Founded in 1998, Goldwind is on the way to become a global leader of clean energy, energy conservation and environmental protection solutions. It has been honored on several occasions as one of the “Climate Leader Plants”, “Most Honored Company in Asia”, “Best Investor Relations Company”, and has been named as the “Top 50 Most Innovative Companies in the World”, “Carbon Clean 200 List”, “Global Top 500 New Energy Enterprises”, “New Fortune Best Listed Companies”, and “Fortune China 500”.

Operating in 27 countries on 6 continents, Goldwind now has over 35,000 turbines installation and 60+GW of installed capacity globally. The company has close to 9,000 employees around the world, including around 3,000 R&D engineers and technicians. Goldwind has been listed on the Shenzhen and Hong Kong Stock Exchanges.

Goldwind now focuses on 3 main business areas: wind power, internet of energy and environment protection solutions. They have 7 R&D centers globally, and has established R&D network with world-renowned universities. Together with the global industrial revolution, Goldwind is accelerating its digitalization process.

Since Goldwind was founded, it has installed a total capacity of more than 60 GW in wind power around the world. Company have 35,000 operational wind turbines (of which, more than 31,000 are direct drive turbines) on six continents and nearly 27 countries. Goldwind is listed on the Shenzhen Stock Exchange (002202) and Hong Kong Stock Exchange (02208).

Goldwind currently focuses on wind power system solutions, renewable energy, and innovative businesses and incubation. Goldwind have seven major R&D centers around the world and have partnered with seven leading international universities. Powerful R&D capabilities have enabled us to undertake more than 40 key national scientific research projects, obtain over 4,500 technology patents.

Vision

Being a global leader in clean energy, energy conservation and environmental protection solutions.

Mission: Innovating for a Brighter Tomorrow

Goldwind is committed to expanding the field of renewable energy applications, reducing the consumption of nonrenewable energy, transforming the layout of energy applications, and optimizing the energy structure. Goldwind want to contribute to environmental and ecological protection and find a sustainable way in which humans can coexist with the natural world. Industry is full of vitality and capable of long-term Sustainability. Contributions will benefit humanity in the long term and help ensure the harmonious coexistence of man and nature. Work does not pollute the environment, but seeks to solve society's pressing need for energy. They are proud to be involved in this noble work.

Core Values

Creating value and successful lives

The creation of value is Goldwind's constant goal and the driver for healthy development. Successful lives are reflected in Goldwind's development and the individual achievements of people.

• Creating value: Each Goldwind employee, regardless of position, strives to become a discoverer and creator of value.
• Successful lives: Though they are united by common goals, company view the tremendous diversity in team’s cultural, personal, and professional backgrounds as greatest asset. This sense of camaraderie and cross-collaboration spurs innovation that ensures business continues to grow worldwide.

Cultural Activities

Goldwind believe in efficient work and a joyful life. This is why the company continues to invest in cultural and fitness facilities for employees. Goldwind hope their employees can achieve a perfect balance between work and life. And hope employees enjoy life beyond work hours!

Careers

Goldwind has established a "one horizontal, two verticals" career development system for employees. The "one horizontal" refers to talent diversification and Historys that move employees from one area to another. For example, staff can move from R&D and technology to marketing, or from O&M services to marketing, R&D, technology and functionality, so as to develop a wider range of skills. The "two verticals" refer to the two career Historys open to employees: management and technical specialization. There is no longer a single promotion path that all employees must follow. Instead, based on research into the growth and development patterns of core employees, they use job qualifications as the basis for talent development and employee training. Instead of vague requirements for future advancement, Goldwind provide employees with evaluation requirements and open the entire talent development training system to them. This way, employees can achieve sustained development and growth by increasing their job qualifications.

Goldwind strives to give employees a vibrant work environment, while ensuring they can maintain an excellent work-life balance. Company organize many cultural and fitness activities for employees, letting them improve their bodies and minds, while alleviating the stress of work. Goldwind have created channels to enhance communication with staff. Always listen to what they have to say and promptly respond to their needs. Goldwind employees enjoy considerate benefits and disadvantaged employees are eligible for special family assistance.

Learning

Goldwind training programs are divided into corporate training, business unit training, and department training. Based on the content, training programs can be grouped into four main categories: corporate strategy implementation study programs, talent development and strategic training programs, critical post talent development, and general capacity building.

Goldwind use the resources of Goldwind University and own training and education system to design courses for employees at different levels and positions. Company bring together internal and external resources to provide comprehensive learning opportunities for employees. For employees who are eligible for on-the-job advancement training, company provide a certain proportion of tuition assistance for on-the-job continuing education, higher education, and professional certifications based on how long the employees have spent with Goldwind.

Goldwind University

In order to provide employees with systematic training courses and venues for exchange and interaction, Goldwind set up Goldwind University in September of 2011. This was the first corporate university established by a Chinese wind power equipment manufacturer. Following the core values of openness, learning, innovation, and practicality, with the long-term mission of training outstanding new energy value creators and fulfilling CSR, Goldwind University has established an internal learning infrastructure for all company employees. Goldwind university invites senior experts from various departments in the company, as well as industry experts, to teach employees. These courses enhance overall employee ability while cultivating greater knowledge in the wind power industry. Goldwind University has already had the management of internal training activities more systematized and standardized. As the company's most important training infrastructure, Goldwind University not only improves employee capabilities, but also provides training to stakeholders and develops talent for the broader renewable energy industry.

Skills Training

Based on the duties of technical posts, Goldwind provides an organized system of job-related information dealing with management processes, resource utilization, employee incentives, partner relations, and self-management. This information can serve as a roadmap to help employees study the professional skills required for technical posts. In addition, they have developed this information into a series of courses that provides specific skills training to employees with different skillsets. About 500 employees have already participated in these courses.

Internal Educator Training

In order to fully utilize internal resources and effectively transmit the company's technical knowledge and culture, Goldwind selects employees rich in course development or teaching experience to form the internal educator team. This team conducts internal educator training, course competitions, promotion evaluations, and other activities to improve course development and teaching abilities of internal educators. Goldwind currently have 253 internal educators and 304 mature courses. The internal educator team is gradually expanding to improve the company's training capabilities, so as to promote internal employee exchanges and innovation. These efforts have already contributed to the company's creation of internal knowledge products.

E-learning System

The E-learning system provides employees with an efficient and practical online learning platform that includes micro-courses for basic literacy, internal knowledge resource exchanges, training management information tools, and online training assessment.

Higher Education

Goldwind gives employees opportunities for higher education. Goldwind focus on developing multiple personnel education programs for employees at different levels and positions, such as Pilot Program, Ride the Wind Program, Yufeng Program, and Hundred Masters Program. Goldwind have partnered with Beijing Jiaotong University, China University of Mining and Technology, and the Chinese Academy of Sciences to provide a master's degree postgraduate program to one hundred employees.