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| Excellence in HR Management Strategy |
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| Excellence in Corporate Social Responsibility |
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| Excellence in Attraction & Retention |
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| Excellence in Organization Innovation |
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| Excellence in Learning & Development |
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| Excellence in HR Management Team |
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| Excellence in Digital Management Practices |
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| Excellence in Employee Care Plan |
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| Excellence in Employee Development |
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| Excellence in Employer Branding Management |
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| Excellence in HR Management Strategy |
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1. Plays a significant role in strategic decisions, supports the constant building of the competitive advantage.
2. Aligns with corporate vision and overall business strategy.
3. Prepares to process successfully the requests of the business units and , prepares the organization for the coming challenges.
4. Increases the productivity and to implement the growth strategies, follow the internal clients closely as their satisfaction level is not decreased.
5. Effective uses of information technology.
6. Leads corporate culture building where HR initiatives fully support the overall plan. |
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| Excellence in Corporate Social Responsibility |
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1. As a part of business strategy, designate specific person or department to exercise CSR plan.
2. Working culture that respects, celebrates and harnesses difference, and maintains a safe and healthy workplace for all employees.
3. Corporate support for employees participation the activities environmental protection, charity, etc
4. Regularly issue reports that cover CSR or Sustainable Development activities.
5. CSR practices impact on employee relations and retention.
6. CSR programs. |
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| Excellence in Attraction & Retention |
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1. Use of different and diverse channels and platforms to attract and recruit high performing talent.
2. Successfully attract hard to recruit talent or demonstrate how your organization are filling skill gaps through recruitment initiatives.
3. Promotes diversity and inclusion culture to recruit, secure and engage the high performance and high potential talents.
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Build up or develop new competency models to align with business strategies and to agile situation changes.
5. Leverage information technology to identify right people and keep top employers stay.
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| Excellence in Organization Innovation |
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1. Identifies the corporate development and change management objectives clearly with executive officers’ commitment.
2. Provides an initial to do list for executives and managers to assist them in their duties.
3. Supports enough communication and training about CD, conducts the evaluation of the CD practices.
4. Achieves business operation efficiency and improves employee behavior.
5. Builds up the ability of organization to adapt the changes in its environment . |
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| Excellence in Learning & Development |
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1. Outstanding organizational performance by directly linking the training and skills development of employees to the business needs of their organization.
2. A learning culture – creating innovative, inclusive, and meaningful work around key organization themes.
3. New or ground breaking ways of engaging learners, stimulating the creation and sharing of knowledge, integrating learning and work, and accelerating organizational learning and generating business impact.
4. An environment that fosters employee self-learning and develops capability in the workplace.
5. Competitive learning and development programs with solid performance and behavior change. |
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| Excellence in HR Management Team |
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1. Drives effective, pragmatic HR solutions in line with corporate transforming and innovation.
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Be a HEAD in corporate innovation and change management.
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Demonstrates good team-ship, good fellow-ship and a unified goal and purpose, every aspect of the HR function 'fit the bill'.
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Owns rich HR management knowledge with at least 5-year managerial experiences.
5. Execute multiple HR programs to maintain and develop the HR professional team to support business.
6. Maintains a vibrant and creative culture throughout the organization and the HR team.
7. Delivers a compelling, unique and relevant employee value proposition |
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| Excellence in Digital Management Practices |
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1. Develops a multiyear digital strategy that includes platforms, apps, analytics, and a range of tools for AI, case management, and other solutions.
2.Shifts HR functions to operate in a digital way, use digital tools and apps to deliver solutions, and continuously experiment and innovate.
3.Creates a working environment that enables productivity , uses modern communication , and promotes engagement, wellness, and a sense of purpose.
4.Uses hackathons, rapid design groups, and both prototypes and “minimally viable products” to roll out pilot HR programs.
5.Builds up a HR platform for a sound digital infrastructure and , upgrades tools for learning, recruiting, and performance management easy for employees to use.
6.Helps management and employees rapidly transform and adapt to the digital way of thinking. |
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| Excellence in Employee Care Plan |
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1. Company regulations and policies for ensuring employee's rights
- Regular working time with fixed starting and finishing time
- What I do is what I am interested in Job rotation
- Flexible working condition
2. Harmonious and united work environment:
- Support from my boss and colleagues at work
- Working environment is warm, comfortable and homelike
- Activities organized by the companies
3. Benefits
- Give support when I need vacation
- Gym club membership card sponsored by the company
- Care for employee’s family (single/parents/spouse/children) |
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| Excellence in Employee Development |
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1. An ongoing, evolutionary process that identifies the goals, strengths and gaps in each employee’s capabilities.
2. An individually-tailored action plan to develop specific competencies (knowledge and skills) needed to improve performance in present position or to prepare for new responsibilities,
3. A balance between individual career aspirations, strengths and opportunities for improvement, and the needs of the business.
4. A plan more flexible and adapt to a changing marketplace.
5. A series of coaching, training and programs with performance appraisal to enhance development.
6. An administrative mechanism for employee undertaking more ownership and responsibilities. |
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| Excellence in Employer Branding Management |
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1. Alignment the employer value proposition with corporate brand values.
2. Employer brand programs following change management.
3. Use of social media in the management or promotion of the employer brand.
4. Good communication of the employer brand to the internal employees.
5. Influential short-term or one-off employer brand campaign.
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