A. Strategy First… Culture Corporate Objective Corporate Strategy Structure Resources Leadership Person
A. Strategy First…
A. Strategy First… Financial Learning & Growth Internal Process Customers / Distributors Revenue Growth Productivity Market Value Department Operations Supplier & Alliances External Involvement Target Markets Products/ Services Channel Strategies Human Resources Technology Information & Intelligence Systems & Processes
A. Strategy First… Operational Excellence (low cost producer) Ref: The Discipline of Market Leaders , Michael Treacy & Fred Wiersema; 1995 Product Leadership (best product) Customer Intimacy (best total solution)
B. Attract and Identify 1 year Service E1 and above Finalized by BOD Non-HOD Supported by HOD Decision?
B. Attract and Identify Group I (Talent Pool)
2 3 4 5 PERFORMANCE 2 3 4 5 POTENTIAL
B. Attract and Identify Group I (Talent Pool) Group II ( Potential) Group III ( Performance) Group IV (Counseling) 2 3 4 5 2 3 4 5 PERFORMANCE POTENTIAL
B1. Additional Categories
Definition of ‘Premium’ staff
Specially selected from the TP.
They have in addition, the following attributes:
High-profile in the field or industry
Proven high work-rate and great attitude
Undeniable contribution and efforts
Highly looked upon and respected by most staff
Ability to multi-task and assist in various areas
Key people in CNI’s Succession Plans
Definition of ‘Specialist’ Staff
Has competencies (skills & knowledge) in a particular professional field of work.
A staff is deemed to be a Specialist when all the following occurs:
The particular Competency (Skills or Knowledge or both) is highly required by CNI
Supply for the competency in the market is low but demand is high
The competency is difficult to learn, transfer and/or duplicate
B. Attract and Identify
CNI’s candidate attraction strategy is not strong at this moment.