福特汽车-人力资源实务-亚洲最佳雇主专案

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Hewitt Associates 14 [Client 14 Name]
Improvement Opportunities
Purpose is strong at 88% - however an area where Ford Lio Ho is weaker than other Best Employers. Pay and Benefits - Best Employers don’t pay more but are better at communicating how people are paid and employees at Best Employer companies believe they are fairly paid. Opportunities - 2nd lowest area of satisfaction, across the region employees say this is important. Company sees this as a differentiator may wish to review alignment and impact Relationships with co-workers lower than Best Employers
Leadership
Credibility Trust
Relationships
Co–workers Managers Customers
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Hewitt Associates
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[Client 7 Name]
What Makes a ‘Best Employer’?
Have the talent for the future Aligned and supportive people practices Culture and values
Total Compensation
Pay/Financial recognition Benefits
Quality of Life
Physical environment Time/Work/Life
Work Activities
Engagement
Impact Challenge/Interest Status/Pride
Meeting Customers Needs Competitors Brand equity/ Brand recognition Acquisition & retention of talent Economic conditions
Most significant people issue:
Taiwan
Attract and Retain talent Develop employees for management positions Growth and development of talent Manager lack people management skills Communication
O ther Com panies in T a iwa n
W
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Li
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C
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B
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Hewitt Associates 9 [Client 9 Name]
Most and Least Satisfied Factors
Ford Lio Ho Most Satisfied Factors
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Hewitt Associates 6 [Client 6 Name]
The Engagement Model
The Seven Factors of Engagement:
Culture and Purpose Opportunity
Growth/ Development Advancement Interaction Sense of purpose Organisational values and behaviours
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Hewitt Associates 4 [Client 4 Name]
The Engagement Model
We see Engagement when ...
Consistently speak positively about the organization to co-workers, potential employees and most critically, customers (current and potential)
Asia
Meeting the needs of customers Acquiring and retaining talent fairly Organisation culture
•
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Hewitt Associates 2 [Client 2 Name]
Key People Issues Identified by CEOs across the Region
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1 [Client 1 Name]
Engagement = Satisfaction
Satisfaction = how much you like it here
Commitment = how much you want to improve business results Engagement = how much you want to and actually do to improve business results
Employee workload and stress reduction
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Hewitt Associates 1 [Client 1 Name]
Key Business Issues Identified by CEOs across the Region
Taiwan
• • • • Meeting the needs of customers Acquiring and retaining talent Organisational culture Technology Increasing brand equity/brand recognition
Say
Stay
Have an intense desire to remain with the organization
Strive
Hewitt Associates
Are committed, exert extra effort and are engaged in work that contributes to business success
1 00 90 80 70 Percenta ge 60 50 40 30 20 10 0
88 9 0 82 77 59 51 45 44 80 79 65 64 66 77 67 72 64 60 52 72 67
86 80 68 75 7 8 70 53 46 75
e
i ts
rs
s
W or ke r
• Purpose • Relationship with Managers • Work Environment
Taiwan
Purpose • Relationship with co-workers • Relationship with Managers • Work Activities • Work/ Life Balance • Pay
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Hewitt Associates 12 [Client 12 Name]
Initial SWOT Analysis
Strength
Opportunity
Weakness
Threats
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Hewitt Associates 13 [Client 13 Name]
Strength
Good relationship with Direct Managers - employees have sufficient coaching and feedback from their managers and managers communicate/ cascade the company goals clearly to help employees set their goals and manage their own performance. Work Activities - employees feel that they are able to use their skills, make decisions and have impact. Outperform Other Companies by 28%. Work Life Balance- employees feel they are able to appropriately balance work/life demands. Perhaps as a result of the seminars offered to employees.
Pay and Benefits Purpose Co-worker Relationship
-2 -2 -3 +3 +1 +5 +6 +8 +22 +5
Opportunities
Work Environment Senior Leadership Manager Relationship Work Activities Work Life Balance Over Engagement
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Hewitt Associates 11 [Client 11 Name]