On the afternoon of March 28, Kaihua Mould’s 14th Reading & Growth Session was held at its Huangyan Headquarters. This event served as an intellectual feast for talent cultivation, as well as an in-depth exploration of talent training and development centered on corporate strategy from a management perspective.
To further refine Kaihua’s talent development philosophy, systematically strengthen talent pipeline development, and effectively formulate and implement the 2026 talent strategy, Chairman Daniel Liang led the company’s management team in an in-depth rereading of the book The Talent Pool. Far from a routine review, this was an upgraded intensive study — a chance to reorganize ideas, rethink strategies and embark on a new journey.
The session was conducted in group formats, featuring a complete learning cycle including group leader election, in-group sharing, review of reading notes, solution co-creation, group presentations and scoring by leadership. Putting themselves in the shoes of business operators, all managers focused on strategic priorities to train talents, and strived to build a comprehensive training model integrating learning, practice, assessment and competition, aiming to address challenges in talent development in a holistic manner.
During group discussions, participants exchanged ideas freely, sparking vibrant intellectual exchanges. Discussions covered talent selection criteria, optimization of training mechanisms, difficulties in talent pipeline development, and strategies for retaining and motivating employees. Every reading note reflected thoughtful deliberation, and every improvement plan served as a practical guide for future work. Daniel Liang took part in the whole session and commented on each group’s sharing, combining the theories from the book with Kaihua’s real-world operations to translate valuable insights into actionable practices.
After comprehensive evaluation, Daniel Liang presented awards to the winning teams. He encouraged all managers to learn from the outstanding teams and translate what they had learned into concrete actions for talent cultivation.
Immediately following the reading session, the management team moved on to the Kaihua Review Meeting. This meeting set clear and practical goals: to help team members review past experiences and lessons, streamline workflows, improve overall work efficiency and teamwork, foster a positive learning atmosphere, and promote knowledge sharing across the team, laying a solid foundation for future operations.
Aligned with one of Kaihua’s core work themes for 2026 — the Key Account Management Strategy — the review meeting focused on talent recruitment, deployment, development and retention from a managerial standpoint. It was a thorough self-examination: teams summarized proven practices for replication and reflected deeply on existing shortcomings. For every case reviewed, targeted improvement measures and 2026 action plans were formulated, with designated persons in charge and supervisors assigned to ensure full implementation.
Daniel Liang commented on each factory’s review, with presenters and project leads responding openly. This straightforward, solution-focused dialogue reflects Kaihua’s pragmatic culture. He stressed that talent is our greatest asset. Hiring and staffing must serve corporate strategy, while training and retention target long-term development. The Key Account Management Strategy hinges on people and teamwork.
After in-depth reviews and excellent presentations by all factory teams, Daniel Liang conducted a rigorous assessment based on review depth, feasibility of improvement plans and teamwork performance, and selected the Best Review Team. He presented the award and highly recognized the team’s professionalism and pragmatic work style throughout the session.
Reviewing past work is never about accountability, but about collective growth. The winning team set an excellent example by courageously facing problems, effectively drawing lessons and formulating sound solutions.
Within half a day, the management team progressed from theoretical learning to practical review, turning thoughts into concrete actions. This experience brought profound ideological refinement and capability improvement. From a managerial perspective, we have gained a clearer understanding: talent cultivation is not a temporary task, but a long-term strategic initiative requiring sustained investment. The model of learning, practice, assessment and competition is more than a slogan — it is a systematic training framework to be implemented at all levels.
Guided by its talent strategy in 2026, Kaihua will advance talent pipeline development in a more systematic and scientific way, providing solid talent support for the execution of the Key Account Management Strategy. The successful holding of the Reading & Growth Session and Review & Sharing Meeting marks just a new starting point. Going forward, Kaihua will continue to enrich its talent development philosophy, empower every employee to excel in their roles, and jointly create a new chapter of high-quality development in the global mould market.
Let reading become a daily habit, work review a regular practice, and continuous growth the most inspiring hallmark of Kaihua.
Post time: Jun-10-2026