Page 22 - 2015 brochure-AmCham's CHRMA
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浼熻开鎹风彔娴峰伐鍘傜殑鐩爣鏄垚涓轰腹绾宠但鍏ㄧ悆 130 浣欏宸ュ巶閲屾渶瀵屾湁绔炰簤鍔涚殑宸ュ巶涔嬩竴锛屾垚涓哄厔寮熷叕鍙稿湪涓浗棣栭€�
鐨勭敓浜т緵搴斿晢銆備负浜嗚揪鍒拌鎴樼暐鐩爣锛屽伐鍘傚涓€绾垮伐浜虹殑瑕佹眰鏄帉鎻″涓伐浣嶆妧鑳戒笖鎬佸害绉瀬鐨勫伐浜恒€�
鑰屼粬浠� 2014 骞村垵鐨勭幇鐘舵槸钖叕涓庣哗鏁堢鐞嗐€佷汉鎵嶅煿鍏诲浜庡垵绾ф按骞筹紝绠＄悊浜哄憳鏃犳硶璋冨姩鍛樺伐鐨勭Н鏋佹€с€備緥濡傞櫎
浜� 1% 鐨勫伐浜哄彲浠ュ仛缁勯暱銆佷富绠″锛屽叾瀹冩棤璁哄仛浜嗗灏戝勾閮芥槸鏅€氬伐浜猴紝鍥犳缂轰箯鎴愰暱鍔ㄥ姏锛涘伐浜轰緷闈犲伐榫勫闀垮伐璧勶紝
鍥犳锛岃€佸憳宸ョ殑钖叕姘村钩鐩稿綋浜庝富绠＄殑宸ヨ祫锛屽嵈杩樻槸涓€绾垮伐浜虹殑鑳藉姏涓庤亴璐ｏ紝闅忕潃浜哄伐鎴愭湰鐨勫闀匡紝鍏徃鐨勬姇璧勫洖
鎶ョ巼閫愬勾闄嶄綆锛涚哗鏁堢鐞嗘瘡骞村仛涓€娆★紝鐢变富绠′笌缁忕悊涓昏鎵撳垎锛屽垎鏁� 99% 闆嗕腑鍦ㄥ悎鏍肩嚎銆傚洜姝ょ哗鏁堢鐞嗗彧鏄舰寮忋€�
鍥犳锛�2014 骞翠粬浠璁″憳宸ユ槦绾х鐞嗗埗搴︼紝鐩殑鏄墦閫犱竴濂椾汉鍔涜祫婧愮鐞嗗埗搴︽潵婵€鍔辩Н鏋佷笂杩涚殑宸ヤ汉銆備粠鑰屾彁
鍗囩敓浜у搧璐紝涓斿叆鑱� 1 骞存垨浠ヤ笂鐨勫伐浜鸿兘鎿嶄綔 2 涓垨浠ヤ笂宸ヤ綅銆�
VJ Zhuhai鈥� s target is to be one of the most competitive factories in Danaher Global, to be the first option as OEM
in China. So they need our operators with multiple skills.
But their C&B and performance management is at junior level at the beginning of 2014, so their managers were not
able to motivate associates.
They initiated Star Grading Program for operators in order to incentive them with HR management system in 2014,
targeted to improve the performance of quality and insure that all associates with more than one year of service
were qualified for at least two positions.
瀵逛簬涓€绾垮憳宸ユ渶鏍稿績鐨勬槸鏀跺叆锛屽浜庝紒涓氭渶鍏虫敞鐨勬槸鍛樺伐鑳戒负鍏徃鍒涢€犲灏戜环鍊硷紝鑰屽垱閫犱环鍊煎繀椤昏鏈夊ソ鐨勬€�
搴﹀拰濂界殑鑳藉姏锛屼袱鑰呯己涓€涓嶅彲锛屽洜姝よ璁℃€濊矾浠庘€滃寰楀锛屽仛寰楀ソ锛屾敹鍏ラ珮鈥濆紑濮嬨€備负鍛樺伐璁捐涓婂崌閫氶亾锛岄€氳繃鍏�
骞冲叕姝ｅ叕寮€鐨勮€冩槦绾у埗搴︼紝璇勪及鍛樺伐鎺屾彙鐨勬妧鑳界瓑绾э紝涓嶅悓绛夌骇瀵瑰簲涓嶅悓鏀跺叆銆傚悓鏃惰€冭瘯璧勬牸涓庡憳宸ユ棩甯歌〃鐜版寕閽┿€�
浠庤€岃鍛樺伐鍒╃泭涓庝紒涓氬埄鐩婄浉缁撳悎銆�
Operators concern incomes, enterprise concern how much value the associate can create for the company, good
attitude and ability are both essential factor to create value. So they design from the theory of 鈥渓earn more, perform
better then higher income鈥� . They design career path to operators with the fair and transparency star grading
program to assess skill level of operators, then they gain corresponding salary level. Therefore, the qualification of
examination links together with their daily performance, as well as the interest of company link with operators鈥� .
鐨勭敓浜т緵搴斿晢銆備负浜嗚揪鍒拌鎴樼暐鐩爣锛屽伐鍘傚涓€绾垮伐浜虹殑瑕佹眰鏄帉鎻″涓伐浣嶆妧鑳戒笖鎬佸害绉瀬鐨勫伐浜恒€�
鑰屼粬浠� 2014 骞村垵鐨勭幇鐘舵槸钖叕涓庣哗鏁堢鐞嗐€佷汉鎵嶅煿鍏诲浜庡垵绾ф按骞筹紝绠＄悊浜哄憳鏃犳硶璋冨姩鍛樺伐鐨勭Н鏋佹€с€備緥濡傞櫎
浜� 1% 鐨勫伐浜哄彲浠ュ仛缁勯暱銆佷富绠″锛屽叾瀹冩棤璁哄仛浜嗗灏戝勾閮芥槸鏅€氬伐浜猴紝鍥犳缂轰箯鎴愰暱鍔ㄥ姏锛涘伐浜轰緷闈犲伐榫勫闀垮伐璧勶紝
鍥犳锛岃€佸憳宸ョ殑钖叕姘村钩鐩稿綋浜庝富绠＄殑宸ヨ祫锛屽嵈杩樻槸涓€绾垮伐浜虹殑鑳藉姏涓庤亴璐ｏ紝闅忕潃浜哄伐鎴愭湰鐨勫闀匡紝鍏徃鐨勬姇璧勫洖
鎶ョ巼閫愬勾闄嶄綆锛涚哗鏁堢鐞嗘瘡骞村仛涓€娆★紝鐢变富绠′笌缁忕悊涓昏鎵撳垎锛屽垎鏁� 99% 闆嗕腑鍦ㄥ悎鏍肩嚎銆傚洜姝ょ哗鏁堢鐞嗗彧鏄舰寮忋€�
鍥犳锛�2014 骞翠粬浠璁″憳宸ユ槦绾х鐞嗗埗搴︼紝鐩殑鏄墦閫犱竴濂椾汉鍔涜祫婧愮鐞嗗埗搴︽潵婵€鍔辩Н鏋佷笂杩涚殑宸ヤ汉銆備粠鑰屾彁
鍗囩敓浜у搧璐紝涓斿叆鑱� 1 骞存垨浠ヤ笂鐨勫伐浜鸿兘鎿嶄綔 2 涓垨浠ヤ笂宸ヤ綅銆�
VJ Zhuhai鈥� s target is to be one of the most competitive factories in Danaher Global, to be the first option as OEM
in China. So they need our operators with multiple skills.
But their C&B and performance management is at junior level at the beginning of 2014, so their managers were not
able to motivate associates.
They initiated Star Grading Program for operators in order to incentive them with HR management system in 2014,
targeted to improve the performance of quality and insure that all associates with more than one year of service
were qualified for at least two positions.
瀵逛簬涓€绾垮憳宸ユ渶鏍稿績鐨勬槸鏀跺叆锛屽浜庝紒涓氭渶鍏虫敞鐨勬槸鍛樺伐鑳戒负鍏徃鍒涢€犲灏戜环鍊硷紝鑰屽垱閫犱环鍊煎繀椤昏鏈夊ソ鐨勬€�
搴﹀拰濂界殑鑳藉姏锛屼袱鑰呯己涓€涓嶅彲锛屽洜姝よ璁℃€濊矾浠庘€滃寰楀锛屽仛寰楀ソ锛屾敹鍏ラ珮鈥濆紑濮嬨€備负鍛樺伐璁捐涓婂崌閫氶亾锛岄€氳繃鍏�
骞冲叕姝ｅ叕寮€鐨勮€冩槦绾у埗搴︼紝璇勪及鍛樺伐鎺屾彙鐨勬妧鑳界瓑绾э紝涓嶅悓绛夌骇瀵瑰簲涓嶅悓鏀跺叆銆傚悓鏃惰€冭瘯璧勬牸涓庡憳宸ユ棩甯歌〃鐜版寕閽┿€�
浠庤€岃鍛樺伐鍒╃泭涓庝紒涓氬埄鐩婄浉缁撳悎銆�
Operators concern incomes, enterprise concern how much value the associate can create for the company, good
attitude and ability are both essential factor to create value. So they design from the theory of 鈥渓earn more, perform
better then higher income鈥� . They design career path to operators with the fair and transparency star grading
program to assess skill level of operators, then they gain corresponding salary level. Therefore, the qualification of
examination links together with their daily performance, as well as the interest of company link with operators鈥� .
