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Company Profile

Founded in 1997, Yankuang Energy Group Company Limited (“Yankuang Energy” or “The Company”) takes mining, high-end chemicals and new materials, new energy, high-end equipment manufacturing, and intelligent logistics as pillar industries. It is the only mega-sized energy enterprise in China that enjoys four major listing platforms in China and beyond (Shanghai, Hong Kong, New York, Australia).In 2021, the Company produced 105million tons of salable coal and 5.79 million tons of chemicals. In accordance with Chinese Accounting Standards, the Company achieved an operating revenue of RMB152 billion and the net profit attributable to the Shareholders of the Company reached RMB16.3 billion for the year 2021. As at the end of 2021, the Company registered a total asset of RMB288.7 billion and the net asset attributable to the Shareholders of the Company amounted to RMB68.2 billion.[ more]

Business Overview

Yankuang Energy fully implements the New Development Philosophy, seek both external and internal improvement, and pay equal emphasison industrial operation and capital operation, fostering five major industries of mining, high-end chemicals and new materials, new energy, high-end equipment manufacturing, and intelligent logistics, and building three major operating bases of Shandong, Shaanxi &Inner Mongolia and Australia. Looking ahead, it will work to achieve an annual coal production capacity of 300 million tons in 5-10 years, and build more than 8 green and intelligent mining coal mines each with a production capacity ofover 10 million tons.The annual output of chemicals products will exceed 20 million tons. The vision is to realize 3million kW of installed capacity of wind and solar power by the end ofthe “fourteenth five-year plan” (2021-2025), and 10million kW in 5-10 years.[ more ]

Company News

Investor Relations

The Company always adheres tohigh standards in building good investor relations, continues to enrich and optimize communication channels and methods such as performance roadshow, investment strategy meeting, on-site meeting, telephone meeting, investor hotline, company email and SSE E-Interactive, and constantly improves the effectiveness and timeliness of the interaction with investors, and proactively launches news reports, performance reports, performance roadshow materials and other information through the website, WeChat and other new media platforms, which has realized positive interaction between the Company and the capital market.[ more ]

Sustainable Development (ESG)

Yankuang Energy is firmly committed to green, low-carbon and sustainable developmentconstantly with a highly responsible attitude towards customers, employees, shareholders, suppliers, partners and society.As one of the firstgroupcompanies publicly disclosed both inShanghai Stock Exchange and Hong Kong Stock Exchange,it has voluntarily disclosed the ESG Report for 14 consecutive years so far. In 2021, it ranked the first in China's coal industry in the international Carbon Disclosure Project (CDP) and the fifth in the global coal industryin the S&P Global Corporate Sustainability Assessment (CSA), winning the title of industry model among China's carbon companies. In 2022, it was selected on the list of the Forbes 2022 China ESG 50.[ more ]

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Company Profile

Remuneration Committee

Remuneration Committee

       The Board of Directors of Yankuang Energy Group Company Limited. has established the Remuneration Committee that consists of three Directors, namely, Zhu Limin, Woo Kar Tung, Raymond and Zhu Rui. Mr. Zhu Limin serves as the Director of the Remuneration Committee.  

The Remuneration Committee is responsible to the Board of Directors of the Company. The operation management department of the Company is the working body of the Remuneration Committee.

According to domestic and foreign listing supervisory regulations, the main duties of the Remuneration Committee of the Board of Directors are:

1.To consider the main scope of the positions of the Directors, the Supervisors and the senior management, their responsibilities, the time to be devoted, the employment conditions of other positions within the Group and the remuneration levels of other positions in relevant enterprises, and formulate remuneration plans or schemes and make suggestions to the Board of Directors. Remuneration plans or schemes mainly include but are not limited to the formulation of performance evaluation standards, procedures and main evaluation systems, as well as main schemes and systems of rewards and punishments according to the Company's objectives passed by the Board of Directors;

2.To supervise the implementation of the remuneration system for the Directors, the Supervisors and the Senior Management;

3.To review the duty performance of the Company's the Directors, the Supervisors and the Senior Management and conduct annual performance evaluation on them according to the Company's policies and objectives formulated by the Board of Directors, and make suggestions to the Board of Directors on the remuneration of the Directors, the Supervisors and theSenior Management;

4. According to the authorization of the Board of Directors, to formulate remuneration management methods and remuneration package schemes for individual directors, supervisors and senior managers and make suggestions to the Board of Directors. The remuneration package includes non-pecuniary benefits, pension rights and compensation (including compensation for loss or termination of duty or appointment);

5. To review and approve the following compensation arrangements to ensure that they are consistent with the terms of the contract. If not, the compensation shall be fair, reasonable and appropriate:(1) compensation payable to the directors, supervisors and senior managers for the loss or termination of their duties; (2) Compensation for dismissal or removal the directors from their posts due to their misconduct;

6. To ensure that no directors or their contacts participate in the determination of their own remuneration;

7. To study and make suggestions on the Company's equity incentive plan;

8.To report to the Board of Directors the decisions or suggestions made by the Remuneration Committee, except where such reporting cannot be conducted due to legal or regulatory constraints;

9. Other items to be handled by the Remuneration Committee and other matters to be authorized by the Board of Directors in accordance with the domestic and foreign supervisory regulations amended from time to time.


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