Group 1 - The company establishes a remuneration management system to enhance talent development and governance structure [1] - The Remuneration Committee is responsible for evaluating the performance of directors and senior management, as well as formulating and reviewing remuneration policies [1][2] - The committee consists of three directors, with a majority being independent directors [2] Group 2 - The term of the Remuneration Committee aligns with that of the board, and members can be re-elected [2] - Independent directors must attend meetings in person or provide written opinions if unable to attend [2] - The committee has the authority to propose remuneration standards and incentive plans for directors and senior management [3] Group 3 - The committee's decision-making process involves preparation by relevant departments, including financial indicators and performance evaluations [3][4] - The committee can hire external consultants for professional advice if necessary [4] - Decisions made by the committee must be reported to the board for approval [5] Group 4 - Meetings require a two-thirds quorum of committee members to proceed [5] - Each member has one vote, and decisions must be approved by a majority [5] - Confidentiality is mandatory for all committee members regarding meeting discussions and decisions [5]

Group 1: Investor Relations Activities - The company participated in the online collective reception day for listed companies in Hubei on June 12, 2025, from 14:00 to 16:40 [2] - The event was conducted remotely via the investor relations interactive platform [2] - Key company representatives included CEO Zhang Quan, CFO Peng Gang, and Secretary of the Board Cao Zheng [2] Group 2: Project and Resource Development - The company is actively seeking quality resource project investment opportunities nationwide [3] - There are currently no plans to collaborate with popular IPs like labubu for the Muxin Valley project [3] - The company has not initiated any employee stock incentive plans [3] Group 3: Financial Management and Asset Valuation - The company conducts annual asset impairment testing and engages professional evaluation agencies to ensure accurate financial reporting [4][5] - The company adheres to the Shenzhen Stock Exchange's regulations and accounting standards regarding asset impairment [5] - There are no plans for significant impairment provisions this year; results will be disclosed in the year-end report [4] Group 4: Marketing and Product Development - The company is enhancing its marketing strategies through innovative promotions and sales models, including cross-industry activities and self-media operations [3] - New immersive experiences have been introduced at the Hainan Monkey Island Park to cater to family audiences [3] - The company aims to improve operational efficiency and brand reputation through technology innovation and quality service [3] Group 5: Safety and Insurance Measures - All projects under the company have purchased property and accident insurance covering facilities, staff, and visitors [5] - The company emphasizes safety measures in its operations to ensure visitor security [5] Group 6: Future Growth and Investment Potential - The company possesses significant growth potential in tourism transportation and scenic area operations, with opportunities for both upgrading existing projects and developing new ones [5] - There are currently no plans for share buybacks by major shareholders [5]

Group 1: Core Insights - The application of AI in compensation management is transforming the landscape, focusing on three main areas: compensation communication and transparency, external compensation benchmarking, and job and skill architecture [1][20] - Despite the current low adoption rates of AI (9%-22%), a significant majority of organizations (66%-85%) are planning to incorporate AI into their future compensation strategies [20] - AI-driven compensation management is expected to evolve into a central hub connecting human resource management, organizational strategy, and business development [1] Group 2: Data and Analysis - The evolution of compensation systems is driven by the increasing volume and variety of data, transitioning from basic payroll data to comprehensive compensation big data that includes real-time, multi-modal information [2][3] - AI enhances traditional compensation analysis by enabling dynamic data integration and predictive capabilities, allowing for more informed decision-making [3] Group 3: Challenges in AI Implementation - Key challenges in applying AI to compensation management include data privacy and security (69%), internal data integration (54%), and cost/resource limitations (42%) [4] - The quality and reliability of data are critical, as poor data can lead to inaccurate algorithm outputs and exacerbate compensation inequities [5] Group 4: Differentiated Compensation - A well-structured compensation system aligns salary with job value and individual contributions, serving as a mechanism for talent management and organizational stability [6][7] - AI can dynamically assess job value and update compensation standards, ensuring alignment with external competitive environments [8] Group 5: Fairness in Compensation - Achieving internal and external fairness in compensation is essential for attracting and retaining talent, with a focus on both market benchmarking and internal equity [11][12] - Many organizations struggle with internal equity due to a lack of robust performance or skill assessment systems, which can hinder fair compensation distribution [13] Group 6: Communication in Compensation Management - Effective compensation communication is crucial for enhancing employee satisfaction and motivation, yet it is often overlooked [16][18] - AI tools can facilitate better communication by providing real-time responses to employee inquiries and helping to clarify the rationale behind compensation structures [17] Group 7: Future of Compensation Management - The future of compensation management will continue to evolve, but core principles such as alignment with business strategy and organizational culture will remain unchanged [19] - Organizations will need high-level compensation experts who can navigate the complexities of strategic compensation planning and data analysis [20]

3月28日，#兴业银行董监高带头降薪超300万#获网友关注。 根据年报显示，去年，兴业银行全体董事、监事和高级管理人员实际获得的报酬合计为1632.66万 元，较2023年的1941.98万元减少了309.32万元。 其中，董事长吕家进报告期内的税前报酬/津贴总额为161.40万元，较2023年的168.31万元减少了 6.91万元；副董事长、行长陈信健减少了6.52万元；降幅较大的诸如监事、首席风险官赖富荣的薪 酬从2023年的367.46万元降至2024年的157.86万元。 去年，兴业银行通过扩大集中采购范围、统筹分支机构运营费用管理等举措合理控制一般性、日 常性开支，业务及管理费同比下降0.65%，其中，职工薪酬收缩了1700万元。 此外经董事会审议，兴业银行计划每股分红1.06元，分红占归属净利润30.17%，首次超过30%， 连续15年提升。值得一提的是，与年报同时发布的还有《关于2025年度估值提升计划的公告》， 该公告提到，2025年将择机启动中期分红工作，增加分红频次。 近期，随着年报的披露，金融行业的薪酬情况备受市场关注。3月26日，"招商银行人均薪酬降至 60万元以内"冲上微博热搜。3月 ...

（H 股发行并上市后适用） 第一章 总则 第一条 为进一步建立健全公司董事（非独立董事）及高级管理人员的考核 和薪酬管理制度，充分发挥董事会薪酬与考核委员会的职能作用，完善公司治理 结构，根据《中华人民共和国公司法》《上市公司治理准则》《深圳证券交易所 股票上市规则》《香港联合交易所有限公司证券上市规则》（以下简称"《香港上 市规则》"）、《晶澳太阳能科技股份有限公司章程》（以下简称"《公司章程》"） 及其他有关规定，特制定本工作细则。 第二条 薪酬与考核委员会是董事会设立的专门工作机构，主要负责制定公 司董事和高级管理人员的考核标准并进行考核；负责制定、审查公司董事及高管 人员薪酬政策与方案，对董事会负责。 晶澳太阳能科技股份有限公司董事会 薪酬与考核委员会工作细则 第三条 本工作细则所称董事是指在本公司领取薪酬的董事长、董事；高级 管理人员是指董事会聘任的总经理、副总经理、董事会秘书、财务负责人及由总 经理提请董事会认定的其他高级管理人员。 第二章 人员组成 第四条 薪酬与考核委员会成员由不少于三名董事组成，其中独立董事占多 数。 第五条 薪酬与考核委员会委员由董事长、二分之一以上独立董事或者全体 董事的 ...