Chifeng Gold held the 2022 Mid-year Work Review Meeting on July 19. At the meeting, attendees summarized the production and operation in the first half of 2022 and studied and deployed the work arrangement for the second half of 2022. The production growth and cost reduction results and breakthrough and innovative practices of subsidiaries such as LXML in Laos, Golden Star Resources in Ghana, Jilong Mining and Wulong Mining in the first half of 2022 were reported at the meeting. Based on this, attendees analyzed subjective and objective deficiencies and potentials, and studied concrete measures and plans for the implementation of responsibilities.

Chairman Wang Jianhua pointed out at the meeting that in the first half of 2022, the gold industry was faced with an external environment under the influence of such factors as macroeconomic situation, geopolitics and epidemic, and experienced more complex shocks and impacts than in the past few years. Facing the heavy external pressure, development can only be sustained by greater internal pressure. Chifeng Gold has once again proved itself with positive growth and provided sufficient confidence to complete the more arduous tasks and climb to a new height in the second half of 2022.

Wang Jianhua made an overall evaluation on the production and operation of subsidiaries at home and abroad in the first half of 2022. “All subsidiaries have made great efforts to complete the tasks. In the second half of 2022, they should firmly grasp the key elements that have not been completely solved and affect the lifeline of production, clearly divide responsibilities, focus on solving problems, and implement effective measures to further increase output and reduce costs,” he said.

Wang Jianhua pointed out that Chifeng Gold is going down a road no one has gone before. Chifeng Gold is exploring and innovating a proven and extraordinary development path under the core value of “Benefit More People With the Development of Chifeng Gold”, that is, “co-existence and co-growth” advocated by the company. The “trinity” of owners, managers and workers should break through the boundaries and be fully open. The main task in the next stage is to “internationalize” these three roles.

The first is to realize “internationalize” owners. Owners should have professional technology, open and advanced ideas, and the ability to tolerate and communicate. To “internationalize” Chifeng Gold, we must first break through the boundaries of owners and “internationalize” owners. We will develop the stock incentive plan covering key employees at home and abroad, grasp the principle of “co-existence and co-growth”, break through inherent boundaries and constraints, open the boundaries of hierarchical hardening, and explore the path of innovation. If conditions do not exist, we put forward the “conditions”, and study the ways to meet them under the coordination and support of greatest strength. We must “internationalize” owners in order to join hands with all like-minded people who are willing to coexist and grow together with Chifeng Gold to realize the vision of “Become a Globally Welcomed Major Gold Producer”.

The second is to “internationalize” managers. Every manager of Chifeng Gold should be aware of what the “international” production and operation standards are, and realize how far they are compared with themselves in terms of the process information and intelligence, as well as the extremely simple but logical and highly efficient management methods in the operation. With these cognitions, managers can have a vision of long-term benefit and a clearer development goal in the process of enterprise decision-making and management.

The “internationalization” of Chifeng Gold is not “exoticism”, but refers to learning the more general and scientific human resources system that has been verified by world advanced enterprises, absorbing the front-end achievements of world scientific and technological development, and the excellent essence of human civilizations. The degree of “internationalization” of managers is mainly reflected in their ability rating. “Power gives way to ability” means that managers must be more professional, better understand information technology management, and have new management capabilities, and have the ability to solve problems.

The third is to “internationalize” workers. It does not mean that the company’s workers working abroad and foreign workers coming to China are internationalized, but that workers should learn the prevailing and universal international standards in skills, rules, production efficiency and so on. Every worker should know the standards that are applicable to their own work and should be achieved. Senior executives should have the self-discipline to treat themselves as ordinary workers and the consciousness of being willing to bear hardship and set an example.

The meeting was held online, attended by the company’s senior management, the headquarters’ management personnel, the management teams of domestic and foreign subsidiaries, and the heads of branch mines, dressing plants and relevant departments and offices. Chairman Wang Jianhua attended the meeting at LXML in Laos.