" Talent-based" is the core of the High Fame Group management concept.
" Talent concerns a business" life and death" is the way High Fame manages talents.

　　Talented employees are the ultimate source of development. Love, tolerance and protection for the talented employees should be the right attitude of High Fame's talent management. Only by this means can an enterprise give the suitable attention, protection and room for the talented employee to develop.

"No man is perfect." The manager should realize that talented people can make mistakes, too. The right way to deal with this situation is to give them due attention and tolerance, thus help them improve in the future work.

Talented people may get hurt by different unfair treatment or jealousy. The managers should protect the talented employees from being hurt too much by that kinds of things. Protecting the talented employees should be the responsibility of the High Fame leaders.

Corporate culture concept: "Pursue the harmonious unification between individual success and the development of the enterprise.

The success of talent management contributed a lot to the development of High Fame Group in the first phase. Many talented people joined the group and worked hard in the group, thus built up the advantages of competition quickly. To attract and keep the talented people, the Group has paid great attention to the corporate culture. The corporate culture is ultimately the culture of people. That is to say, the Group has spared no efforts to take care of the talented people and close connect the individual's development with the development of the enterprise. That has become the core of the corporate culture of the High Fame Group.

High Fame Group believes: product management, capital management and talent management are the different forms of building the core competition advantages for different phases in a enterprise's development. Among them, the talent management is the most profitable.

To execute the talent management, the enterprise should first regard talented employees as the most valuable capital, in both ideas and systems.

In most enterprises, talented people have not been regarded as a part of the enterprise's fortune. Many even have no talent report table so far. But High Fame Group has faithfully put the talent report into the enterprise capital report. Enterprises of different levels have been "maintaining and keeping" human resources in a way they treat tangible assets.

The expressway to get the most of the talent management is to consider the issue in a whole and the long-term effective way is to form a always-learning organization.

From the past years' experience of management, High Fame Group made the following conclusion: in a hierarchy organization, every employees would eventually be promoted to a position that he was not capable of. The usual practices to deal with this situation are following: to transfer him to another post, to urge him to improve himself or to equip him with backup team. The latter two way are the active ways to find a solution and the third one is the most effective and express one, which is also the way High Fame Group usually adopts. Since it hard to find a leader possessing the professional leadership, management skills and development ability all in one, High Fame Group attaches more importance to the analysis of the key members of a team and to the equipment of the complementary members. Thus the enterprise is built up with the ability to compete in a short time.

What's more, many managers in High Fame Group have realized that a manager's value lies in not only leading the enterprise to the first class of the industry, but also in setting up an always-learning work sphere. This sphere helps a lot in improving the employees' abilities at the same time of working. High Fame Group adopted the "Learning Team" project in 1999, and it proved very effective. The two key points to the projects were: establishing the concept of "investing for a better future" among the employees and setting up a complete way to evaluate the result of the learning. The employees realized that it was wise to educate themselves so that they would have more opportunities for a better future. High Fame Group thus became a great classroom for all the employees.

To enforce the learning and training projects, every one of High Fame Group employees has a particular professional training project and all the employees take active parts in it since the projects reflect the wishes of both the enterprise and the employees. With the efforts from the enterprise and the employees, the training project turned out to be very successful.

To realize the talent management, the enterprise must enforce evaluation and encouragement.

To enforce the examination and evaluation, High Fame Group designed three sets of tables to be dispacthed to upper leaders, fellow workers and lower employees to fill in. The feedback will be considered in the overall evaluation of the examinee. This greatly improved the employees' motive and goal to learn.

As for the encouragement, High Fame Group tries every means to urge the employees to make breakthrough in work and perfects the system to allocate the profits. The Group also advocates the realization of personal value. Good corporate culture must urge the leaders to take care of the employees, thus forms a sense of belonging among the employees. High Fame Group will continue its efforts in the talent management.

Market Strategy

Present Situation & Opportunities

Dyeing and finishing is our tradition industry in China, enjoying long history and acting as the bridge of textile and garment industry. It has its irreplaceable status in textile industry.

Garment industry is a typical labor-intensive industry. The comprehensive indicators of equipment, labor cost and labor quality of China's garment industry are ranked the first places in the world. In the world garment market, the competing ability coefficient of our garment industry is Number 1, as double as that of European countries, USA and Japan. This situation can't be altered in the recent years.

Whereas, the level of the finishing and dyeing industry can not meet the rapid development of the garment industry in both products variety and products grade. We are lagged behind Korea and Taiwan, not to say European countries, USA and Japan. That caused the situation that though we have great productivity in dyeing and finishing industry, we still have to import large volume of high grade fabrics every year. It is safe to say that the dyeing and finishing industry has become the "bottleneck" of our textile industry. The key to advance the textile industry level lies in the development of the finishing and dyeing technology.

Building the High Fame brand: develop new products, add more designs and promote products grades.

Three years before, High Fame abandoned the old guideline of "relying on the Xiliu Textile Market" and adopted the export-oriented strategy, which was an important step in the development of the company. Thus High Fame adjusted the products structure and rapidly promoted the ability to compete and the company features.

As the pad dyeing line was put into use, High Fame company gradually discarded the laggard equipment and aimed at the high level products that other enterprises around cannot deal with, such as the pad dyeing of cotton/spandex fabrics, cotton high count and high density fabrics. High Fame is ready to meet the challenges and opportunities brought by the China's entry into the WTO.