9. Think like Business
Leader to Drive
Business Growth
Strategy
Productivity
& Innovation
Engagement
Capability
People
Culture
Business
Profit
Market Share
Performance
Growth
10. Think like Business
Leader to Drive
Business Growth
Strategy
Productivity
& Innovation
Engagement
Capability
People
Culture
Business
Profit
Market Share
Performance
Growth
12. HR Operations
(Chief Human Resource Officer)
Recruitment
Performance Management
Training & Development
Employee Engagement and IR
Compensation and Benefits
HRIS and IT
HR Development
(Chief Learning/OD Officer)
Corporate Strategy Management
Business Process Improvement
Organization Design and Structure
Performance Management and Engagement
Culture
Talent Management and Succession Planning
Leadership Development
Innovation and Continuous Improvement
Integration and Collaboration
Strategic Human Resource
(VP of Human Resource)
13. HR Operations (Business Maintenance)
Talent Acquisition and Workforce Planning Division
Employee Engagement, Industrial Relation, Division
Compensation and Benefits, HRIS and IT Division
Office Administration and Communication Division
Corporate Planning, Organization Design and Performance Management
Division
Training & Development, Talent Management and Leadership Development
Division
Organization Effectiveness, Innovation and Continuous Improvement,
Integration and Collaboration Division
HR Development (Business Growth)
Strategic Integrated Human Resource
18. Business Sustainability and Growth
◈ 1. Make Your Strategy Clear and Focused
◈ 2. Execute Flawlessly
◈ 3. Build a Performance Based Culture
◈ 4. Make your organization fast and flat
◈ 5. Make Talent stick around and develop
more
◈ 6. Make your leaders committed to your
business
◈ 7. Make Industry-Transforming Innovations
◈ 8. Make growth happens with Mergers and
Partnership
19. Business Growth Model
1. Strategy: devise and maintain a clearly
stated, focused strategy.
2. Execution: develop and maintain flawless
operational execution.
3. Culture: develop and maintain a
performance-oriented culture.
4. Structure: build and maintain a fast,
flexible, flat organization.
5. Talent: hold on to talented employees and
find more.
6. Leadership: find leaders who are
committed to the business and its people.
7. Innovation: make industry-transforming
innovations.
8. Mergers and acquisitions: seek growth
through mergers and partnerships
OD Management
1. Corporate Strategy Management
2. Business Process Improvement
3. Performance Management and Engagement
Culture
4. Organization Design and Structure
5. Talent Management and Succession Planning
6. Leadership Development
7. Innovation and Continuous Improvement
8. Integration and Collaboration
Business Growth
20. Results
◈ The model has achieved the
following results in 10-year
time:
◈ Total Return to Shareholders
943% (Winners) vs 62%
(losers)
◈ Sales
413% (Winners) vs 83%
(losers)
◈ Operating Income
Prof Nirtin Nohria from Harvard
Business School has pointed out that
companies which consistently follow this
formula have a 90% chance of
sustaining superior business
performance.
21. Strategy
Global HQ Deployment
Execution
None
Performance Culture
Coaching, Mentoring, Global Cultural
Communication
Structure
Asia Job Title Change
Talent
Talent Management for High Potential Senior
Executives, Career Development
Leadership
Leadership Essential
Innovation
None
M&A
None
Business
Sustainability
Model
22. Strategy
Structure Tree– Corporate KPI
Execution
Lean Manufacturing
Performance Culture
Team Bonding, Plant-WideTeam Building
Structure
Restructure HR Development Department (100 Staff)
Talent
Talent Management for 60 High Performance Managers
Leadership
Benchmarking, Leadership Training by COO
Innovation
Lean Manufacturing
M&A
None
Business
Sustainability
Model
23. Strategy
Balanced Scorecard – Corporate KPI
Execution
Business Process Reengineering, Lean
Construction
Performance Culture
Performance Appraisal Conversation, Corporate
Values
Structure
Functional Focus for Project Department
Talent
Succession Planning, Talent Development
Leadership
Strategy Summit, Strategic Reward
Innovation
Lean Construction
M&A
Business
Sustainability
Model
25. Make Your Strategy Clear and Focused
清晰并聚焦战略
◈ Develop strategy from the outside in, based on what your
customers, partners, and investors have to say
◈ 根据外部情况 (客户，合作伙和伴投资者)制定策略
◈ Clearly communicate your strategy within the organization
and to customers and other external stakeholders.
◈ 清楚地在组织内及客户传达你的策略
◈ Continually fine-tune your strategy based on changes in the
marketplace
◈ 根据市场变化不断调整您的策略
26. Actions
◈ Yearly Strategy Planning
年度战略规划
◈ Annual Strategy Communication
年度战略沟通
◈ Translate into MBP/Performance Planning
转换为MBP /性能计划
◈ Monthly Follow Up
每月跟进
◈ Quarterly Review Conversation
季度审查对话
◈ Year End Strategy Closure
年终战略分析
26
28. Strategy 2018: United For efficiency
Strategic Priority Initiative Target Champion
Financial Increase revenue (CPI) RM 500 Mil Ali
Increase sales (CPI) RM 600 Mil Kew
Overhead Budget RM 16 Mil Osman
Customer Diversity of Business 5 new field Koi
Secure New Clients 16 clients Muthu
Retention of Existing Clients 17 clients Kew
Process Material Tracking Establish multi-tracking Ali
Map out and simplify One Pager (Project)
Dashboard (Company)
Melissa
Wong
People Employee Engagement Score 8.5 out of 10 Lim KS
Training Hours 40 hours per employee Lim KS
Organization Structure (Project) Conduct Market Survey and
Restructure Project Team
Leo
32. Develop and maintain flawless Execution
发展并保持完美无瑕的执行力
◈ Deliver products and services that consistently meet
customers' expectations.
提供持续满足客户期望的产品和服务。
◈ Put decision-making authority close to the front lines so
employees can react quickly to changing market conditions.
让决策权靠近前线，员工可以快速应对不断变化的市场状况。
◈ Constantly strive to eliminate all forms of excess and waste;
improve productivity at a rate that is roughly twice the
industry average.
不断努力消除各种形式的过剩和浪费;以大约两倍于行业平均水平
的速度提高生产率
34. Performance Improvement
34
Current Performance Performance Gaps Solutions Pilot Results Implementation
Results
Efficiency of Operator
Turnover of New
Operators
2.5 months to
achieve 100%
efficiency
40% resign after 2
weeks in Test line
Standard Work for
new and current
operators
Team leaders
provide coaching
Purchase chairs
and microscopes
Welcoming party
and New employee
sign
Leadership Training
1.5 month
15%
1 month
5%
48. Management Involvement in
Lean Manufacturing
◈ Corporate Communication
Session by COO SW Woo
◈ Training classes are compulsory
◈ Report of attendance
◈ Constantly stresses the
importance of Lean in all
meetings
◈ Query of non-committed team
members
49. Wave 1
•Lean overview
•Value Stream Mapping
•Set-up Reduction
•5S
•Change Management
Wave 2
• Visual Management
• Standardized Work
• Error Proofing
• Handling Resistance
LEAN IMPLEMENTATION IN CARSEM
• Factory will be more Visual & Organize
• Reduced set-up time
• Factory will have less error
• Work will be more standardize/repeatable
Wave 3
• Material Control (Kanban)
• Total Production Mgt (TPM)
• Overall Engineering Efficiency (OEE)
• Performance Measurement
• Introduce pull mechanism through Kanban
• Working with lower level of inventory
• Improve equipment OEE
Wave 4
• Theory of constraints
• Lay-out optimization
• IT Tools
• Lean Diagnostics
• Further strengthen the whole Value
Stream Map after the 3 waves project.
• Lean Masters have advanced
diagnostic ability for continuous
improvement on their own VSM (Value
Stream Mapping)
• Lean lay-out
51. Develop and Maintain a Fun and Performance-
Oriented Culture
倡导一个有趣的工作环境和绩效为导向的企业文化
◈ Inspire all managers and employees to do their best.
激励所有经理和员工尽最大努力
◈ Empower employees and managers to make independent decisions and to find
ways to improve operations—including their own.
授权员工和管理人员作出独立决定并找到改进运营的方法 - 包括他
们自己的方法
◈ Reward achievement with pay based on performance, but keep raising the
performance bar.
以绩效为基础的薪酬成就奖励，但不断提高绩效标准。
◈ Pay psychological rewards in addition to financial ones.
除了财务奖励以外，还要给予心理奖励。
◈ Create a challenging, satisfying work environment.
创造一个充满挑战，令人满意的工作环境
◈ Establish and abide by clear company values.
立并遵守明确的公司价值观
56. WEEKLY
ONE ON ONE
MEETING
How are you?
Company and Department Update
Let me share with you our recent development…
Discussion
Let me share with you some urgent issues and
concerns
Can you update me your current work status?
57. Achievement
WEEKLY
ONE ON ONE
MEETING
Are there any area you need my guidance?
What are your next week major activities?
Do you have any new ideas?
Have you done anything in your capability
development?
I have observe…..
59. ◈ Simplify. Make your organization easy to work in and work with
简化。让您的组织易于工作和使用
◈ Promote cooperation and the exchange of information across the whole
company
促进整个公司的合作和信息交流
◈ Put your best people closest to the crucial work
把你最好的人放在最关键的工作上
◈ Establish systems for the seamless sharing of knowledge
建立无缝共享知识的系统
59
Structure: Build and maintain a fast,
flexible, flat organization. 结构：倡导快速, 灵
活
平坦的组织。
灵活
English-detected
61. ◈ Closely link the leadership team's pay to its performance.
将领导团队的薪酬与其绩效密切联系起来。
◈ Encourage management to strengthen its connections with
people at all levels of the company.
鼓励管理层加强与公司各级人员的联系。
◈ Inspire management to hone its capacity to spot
opportunities and problems early.
激励管理层磨练发现机会和问题的能力。
◈ Appoint a board of directors whose members have a
substantial stake in the company's success.
任命在公司中占有实质性股份的董事会成员。
61
L e a d e r s : F i n d l e a d e r s w h o a r e c o m m i t t e d t o t h e
b u s i n e s s a n d i t s p e o p l e
领 导 者 ： 找 到 致 力 于 企 业 及 其 员 领 导 者
62. TALENT : Hold on to
talented employees and find
more
63. ◈ Fill mid- and high-level jobs with outstanding internal talent
whenever possible.
尽可能用优秀的内部人才填补中高层工作 。 。
◈ Create and maintain quality training and development
programs
创建和维护优质的培训和发展计划。
◈ design and delegate jobs that can excite your best
employees
设计和委派可激发最佳员工的工作
◈ Keep senior management actively involved in the selection
and development of people.
63
TALENT: Hold on to talented
employees and find more 留住并找到更多
有才华的员工
66. 66
Carsem Talent Pool Selection Criteria
AGE
Group 1 – Age 27 to 30
Group 2 – Age 31 to 35
Performance
Rank 4 and above for past 2 years
Applicable for E2 and above only
Potential Manager
Green – yes
Yellow – yes but need to further develop on certain aspects
(EG :communication , management skills…..etc)
Red – Not Ready Yet (Good worker )
68. ◈ Relentlessly pursue disruptive technologies to develop innovative new
products and services.
毫不留情地追求颠覆性技术来开发创新的产品和服务。
◈ Don't hesitate to eliminate existing less effective products.
不要犹豫，以消除现有的低效产品
◈ Apply new technologies and techniques to enhance all operating processes
应用新技术和技巧来加强所有运营流程
68
Make industry-transforming
Innovations 创新：变革行业的创新
70. ◈ Enter new businesses that leverage existing customer relationships and
core strengths
进入可充分利用现有的客户关系和核心优势的新企业
◈ move into new businesses that make the best use of both partners'
talents
可以充分利用两个合作伙伴才能的新业务
◈ Develop a system for identifying, screening, and closing deals.
建立识别，筛选和完成交易的系统
70
M&A: Seek growth through mergers
and partnerships
合并和收购：通过兼并和合作寻增长
