Page 52 - 2016 BPA Booklet
P. 52
2. We have 47 employees short support other sites included workcell managers, NPI manager,
planning supervisors, QA Sr Engineers covered 7 main depts.
3. We created Visual tracker, shared sheet, timely check revenue, staff headcount, surplus pool,
matching, hiring, support period even cost parking status.
3. Project Result
1. More than 460K/quarter saving, and changed up trend of IL cost when revenue has a bit jump up.
2. We saved hiring lead time and training costs for brother sites, they don’ t need to hire and they
don’ t need to train just Bring In!
3. We consolidated Hard saving + Soft saving – Investment of relocation, saved 679K per quarter!
4. We made the survey which covered 47 transferred or short support employees, 100% responded to
us, 95% satisfied with this program, because 95% employees learned a lot and got the rare working
experience across sites, across regions, and across countries.
5. The most important question we answer: If there will be next opportunity to allow you to support
other sites, will you go or not? “Yes, I do” that is most support employees’ confirmation to us!
捷普集团在全球每个分公司都会遇到因为业务的影响，而紧急招人或者减人，当紧急招人时，招聘
成本很高；当减人时，会影响员工的积极性。为此广州捷普带头和其他兄弟捷普分公司合作，一起实现
人才共享。
我们秉承一个捷普的文化理念，与 7 个来自三个国家的兄弟分公司共建了人才共享计划。我们已经
有 47 位员工支援过其他的兄弟公司我们创建了可视化的人员变动和共享的数据库，包括及时检查营业
额，员工人数，多余人才库，匹配，雇佣，支援费用。
节约用工成本；节约招聘和培训费用；节约搬迁费用；员工的收获；员工对项目的认可：“你愿意
去吗？”员工给我们的回复是：“是的，我愿意”。
planning supervisors, QA Sr Engineers covered 7 main depts.
3. We created Visual tracker, shared sheet, timely check revenue, staff headcount, surplus pool,
matching, hiring, support period even cost parking status.
3. Project Result
1. More than 460K/quarter saving, and changed up trend of IL cost when revenue has a bit jump up.
2. We saved hiring lead time and training costs for brother sites, they don’ t need to hire and they
don’ t need to train just Bring In!
3. We consolidated Hard saving + Soft saving – Investment of relocation, saved 679K per quarter!
4. We made the survey which covered 47 transferred or short support employees, 100% responded to
us, 95% satisfied with this program, because 95% employees learned a lot and got the rare working
experience across sites, across regions, and across countries.
5. The most important question we answer: If there will be next opportunity to allow you to support
other sites, will you go or not? “Yes, I do” that is most support employees’ confirmation to us!
捷普集团在全球每个分公司都会遇到因为业务的影响，而紧急招人或者减人，当紧急招人时，招聘
成本很高；当减人时，会影响员工的积极性。为此广州捷普带头和其他兄弟捷普分公司合作，一起实现
人才共享。
我们秉承一个捷普的文化理念，与 7 个来自三个国家的兄弟分公司共建了人才共享计划。我们已经
有 47 位员工支援过其他的兄弟公司我们创建了可视化的人员变动和共享的数据库，包括及时检查营业
额，员工人数，多余人才库，匹配，雇佣，支援费用。
节约用工成本；节约招聘和培训费用；节约搬迁费用；员工的收获；员工对项目的认可：“你愿意
去吗？”员工给我们的回复是：“是的，我愿意”。
