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we started our business. We started our business with a task force
or labor level adequate to managing our taxi-based advertising projects.
Most of our people did not possess a bachelor's degree. Our only solid
resource was employees with heart and drive to be the best.
In late 1990, Top Gun needed someone to manage the accounting system.
We consulted with Price Waterhouse and decided to hire a senior accounting
manager (MBA with 5 years experience). It was our turning point. This
human resource move led us to increased efficiency and a better system
of business. Accounting is the basis foundation for every system of
the company. Updating our accounting by hiring the right employee
has had a big impact on our company's work procedure on a daily basis.
In 1991, we made another big move. It was an event because we hired
our first employee who possessed a bachelor's degree. This was critical
because he was very talented graduate from a top business school,
which was very controversial among the operating level. They believed
that a new hire with a bachelor's degree would not be tough enough
to handle the hours and workload. However, he turned out to be our
first Special Projects Manager and initiated and established our Human
Resources Department in 1992. We changed our company's environment
to fit the most talented persons. Since then, all our new hires have
possessed at least a bachelor's degree. And a few years later, the
rest of the world would call this process, reengineering.
In 1994, we hired another top level executive, this time from an ad
agency. This was another big step for our client services department.
The company started to decentralize and the office began to take on
a truly professional atmosphere. At this point we were finally able
to attract graduates from the United States.
In 1996, we developed new concepts in human resource policy. We implemented
a "home and office" concept: work professionally, but feel
at home. We had many breakthrough projects that year just because
we had continued to improve our human resources. Our training and
development programs are unique. We initiated our "individual
development program," which was tailored to fit the needs of
each individual in our company. We started our "Romance of Three
Kingdoms @ Work" seminar, which we believe will be one of the
world's best human resource seminars in the future. Our company's
philosophy is centered on this concept: Good Heart, Work Hard, Struggle
to Enjoy Life.
In 2001, everyone in Top Gun can play golf, the majority of employees
listen to classical music or even play a musical instrument, some
have learned to sail, some can scuba dive, most play chess, some do
bird watching and star watching…and much more. This is life and this
is Top Gun. We are moving toward a new era of international challenge.
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