Key findings in:
1. Clear & Promising Direction
-More focus on short-term business goals rather than long-term ambition/layout
-Lack of clear path communication to achieve 2024 ambition to all employees
-Unclear link between individual jobs and business strategy
A.
People manager (L4/L5) is lack of ownership of communicating goals
B.
Employees feel like business strategy are not relevant to themselves
C.
Lack of communication system, including process, content & owner
D.
The linkage between KPI setting and strategy is not clear
E.
Incentives target setting is too general, not closely relavant to individual goals/tasks
F.
Incentives/KPIs are short-term driven
Key findings in:
2. Confidence in Leaders
-Short-term goals focus managers
-lack of leadership development of junior leaders regarding on-job coaching and how to develop others
A.
Efforts on mid/long term goals are not recognized
B.
Mid/long term goal communication is not frequent enough (from L4/L5 to L6 and below)
C.
Lack of specific goal/KPIs for people managers to develop team
D.
People managers are lack of systematic training of coaching, especially on-job coaching
Key findings in:
3. Quality & Customer Focus
-Corporate functions (Procurement/CS/Operation-Factory) are less flexible on offering relevant service
-Conflicts on work priorities among functions(PD/TCS), which cause longer customer response time
-Extra workload on product quality issues - CCMS
A.
KPI between different functions are misaligned
B.
Organization settings caused conflicts between A functions & SBUs
C.
Lack of work priority decision making tree /owner (to prioritized important/urgent work/project in daily work)
D.
Quality process is too complex
Key findings in:
4. Development Opportunity
-Scientific Career Path is not attractive and clear, as the process is by occasional project success.
A.
SCP career path is lack of attractiveness and relevance
B.
SCP promotion decision making process is not transperant
C.
non SCP Career Path should be clearer and transperant
Key findings in:
5. Performance Management
-Lack of performance-driven incentive scheme for non-sales & some senior-level sales
-Some components of the bonus scheme for both sales & non-sales are uncontrollable
-Missing performance feedback and coaching session for junior employees
A.
Individual impact on JC Bonus/STI payout is relatively low.
B.
The effectiveness of PFG can be further improved, for example reflect behavior factor in payout besides purely number-based result.
C.
Lack of specific goal/KPIs for people managers to develop team
D.
People managers are lack of systematic training on coaching
Key findings in:
6. Authority & Empowerment
-Lack of alignment on full-cycle management of GTM
-Complicated approval process, especially new project set up（ADP)
A.
Lack of GTM communication, esp to L6
B.
Lack of GTM breakdown, need to be more specific
C.
Lack of regular review of GTM
D.
Not all the employees are fully buy-in GTM
Key findings in:
7. Resources
-Workforce shortage, especially TCS and PD team
-Cross SBUs’ and cross functions’ resources are not integrated effectively. Sometimes caused duplicated work and slow reaction to meet client's request.
-Lack of the expertise inheritance cause the technology resource shortage (PD and TCS)
A.
Less Influencing power at customers and manage customer expectation
B.
Too much internal & external meetings
C.
Incentive is not effective & motivated enough
D.
Lack of cross-SBUs effective technology platform/network (Expert Network Team/ENT is not effectively used)
E.
Lack of reward or recognition system for leveraging the knowledge/technology
F.
No systematic system management to maintain those technical knowledge
G.
No official knowledge capturing database (eg. periodical project report database)
Key findings in:
8. Training
-No time for training due to overloaded daily work of PD
-No systematic technology knowledge mgmt. and limited relative enhancement training
-Lack of systematic technology training & coaching for new staff
A.
Less Influencing power at customers and manage customer expectation
B.
Too much internal & external meetings
C.
People managers are lack of systematic training on coaching
D.
New staff on boarding package of technology not comprehensive enough
E.
No systematic system management to maintain those technical knowledge
9. Any other comments or suggestions?
