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Hisense Hr

To build a world-class talent ecosystem that enables Hisense to become a global leader in consumer electronics through innovation excellence

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To build a world-class talent ecosystem that enables Hisense to become a global leader in consumer electronics through innovation excellence

Strengths

  • TALENT: Strong international talent pipeline across 54 countries
  • CULTURE: Established innovation culture fostering creativity
  • TRAINING: Comprehensive technical skills development programs
  • RETENTION: Industry-leading 89% employee retention rate
  • DIVERSITY: Workforce representing 30+ nationalities globally

Weaknesses

  • LEADERSHIP: Inconsistent leadership development across regions
  • TECHNOLOGY: Outdated HR systems limiting data-driven decisions
  • COMPENSATION: Below-market compensation in key growth markets
  • AGILITY: Slow hiring processes averaging 45+ days to fill
  • SILOS: Limited cross-functional collaboration between teams

Opportunities

  • PARTNERSHIPS: Educational partnerships to develop tech talent
  • REMOTE: Expanded remote work options to attract global talent
  • ANALYTICS: Implementation of people analytics for retention
  • ACQUISITION: Strategic acquihires in emerging tech domains
  • EMPLOYER: Strengthen employer brand in competitive markets

Threats

  • COMPETITION: Intensifying talent war with tech giants
  • SKILLS: Rapidly evolving technical skills requirements
  • REGULATIONS: Changing labor laws across global operations
  • ATTRITION: Rising attrition rates in R&D and engineering
  • ECONOMY: Economic volatility affecting talent acquisition

Key Priorities

  • MODERNIZE: Implement advanced HR tech stack for data insights
  • DEVELOP: Accelerate leadership development programs globally
  • ACQUIRE: Streamline hiring process to secure top tech talent
  • ENGAGE: Launch cross-functional innovation programs
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To build a world-class talent ecosystem that enables Hisense to become a global leader in consumer electronics through innovation excellence

TECH TRANSFORMATION

Modernize HR technology for data-driven excellence

  • PLATFORM: Implement new global HRIS platform with 98% data accuracy across all regions by Q3
  • ANALYTICS: Launch people analytics dashboard tracking 15 key talent metrics for leadership by Q2
  • AUTOMATION: Reduce administrative HR tasks by 35% through workflow automation implementation
  • ADOPTION: Achieve 90% employee adoption rate of new HR tech platforms through training program
LEADERSHIP PIPELINE

Accelerate development of global leadership talent

  • PROGRAM: Launch high-potential leadership acceleration program with 50 participants by June 30
  • SUCCESSION: Establish succession plans for 100% of director-level positions with 2+ candidates
  • MOBILITY: Increase cross-regional leadership moves by 25% to build global perspective capability
  • DIVERSITY: Increase women in leadership positions from 28% to 35% through targeted development
TALENT VELOCITY

Revolutionize hiring speed and quality

  • EFFICIENCY: Reduce average time-to-hire from 45 to 25 days while maintaining quality standards
  • SOURCING: Implement AI-powered sourcing tools that generate 30% more qualified tech candidates
  • EXPERIENCE: Achieve 90% positive candidate experience score through streamlined process design
  • ONBOARDING: Decrease new hire time-to-productivity by 20% through enhanced onboarding program
INNOVATION CULTURE

Foster cross-functional collaboration excellence

  • TEAMS: Establish 10 cross-functional innovation teams with clear charters and KPIs by Q2 end
  • ENGAGEMENT: Increase employee engagement score from 78% to 85% through collaboration initiatives
  • RECOGNITION: Implement innovation recognition program capturing 200+ employee ideas quarterly
  • TRAINING: Deliver innovation methodology training to 75% of employees with 90% satisfaction
METRICS
  • ENGAGEMENT: Employee engagement score of 85% (currently 78%)
  • EFFICIENCY: Time-to-hire of 25 days (currently 45 days)
  • RETENTION: Top talent retention rate of 92% (currently 89%)
VALUES
  • Customer First
  • Integrity
  • Innovation
  • Excellence
  • Teamwork
Hisense logo
Align the learnings

Hisense Hr Retrospective

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To build a world-class talent ecosystem that enables Hisense to become a global leader in consumer electronics through innovation excellence

What Went Well

  • GROWTH: Revenue increased 16.2% YoY exceeding analyst expectations
  • EXPANSION: Successfully entered 3 new international markets on time
  • INNOVATION: R&D team launched 14 new products ahead of schedule
  • EFFICIENCY: Manufacturing costs reduced by 7.3% through automation
  • RETENTION: Key executive team remained stable throughout fiscal year

Not So Well

  • TALENT: 30% increase in time-to-hire impacting product roadmaps
  • SKILLS: Technical skill gaps identified in 23% of engineering teams
  • COSTS: Recruitment spending exceeded budget by 18% with lower ROI
  • ENGAGEMENT: Employee satisfaction scores declined 5 points to 78%
  • DIVERSITY: Failed to meet gender diversity targets in leadership

Learnings

  • PIPELINE: Need for stronger technical talent pipeline development
  • TECHNOLOGY: Current HR systems insufficient for global operations
  • PLANNING: Workforce planning must align better with growth targets
  • ANALYTICS: Data-driven HR decisions improve business outcomes
  • CULTURE: Innovation culture requires consistent leadership support

Action Items

  • IMPLEMENT: Deploy integrated HRIS platform by end of Q3 2025
  • LAUNCH: Create accelerated leadership development program by June
  • REDESIGN: Optimize recruitment process to reduce time-to-hire by 40%
  • ESTABLISH: Form cross-functional innovation teams in all regions
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To build a world-class talent ecosystem that enables Hisense to become a global leader in consumer electronics through innovation excellence

Strengths

  • TALENT: Small team of AI specialists already in place
  • AWARENESS: Leadership recognition of AI's HR importance
  • DATA: Extensive employee data available for AI applications
  • PILOTS: Successful small-scale AI recruitment pilots
  • BUDGET: Allocated innovation funding for HR tech projects

Weaknesses

  • INFRASTRUCTURE: Limited AI-ready HR technology infrastructure
  • SKILLS: HR team lacks AI implementation expertise
  • INTEGRATION: Siloed systems preventing data connectivity
  • STRATEGY: Absence of comprehensive AI roadmap for HR
  • GOVERNANCE: Weak data governance frameworks for AI use

Opportunities

  • RECRUITMENT: AI-powered candidate sourcing and screening
  • RETENTION: Predictive analytics to identify flight risks
  • DEVELOPMENT: Personalized AI-driven learning experiences
  • EXPERIENCE: Chatbots for enhanced employee self-service
  • DIVERSITY: AI tools to eliminate bias in talent processes

Threats

  • PRIVACY: Global data protection regulations limiting AI use
  • RESISTANCE: Employee concerns about AI replacing HR roles
  • ETHICS: Potential bias in AI algorithms affecting decisions
  • VENDORS: Rapidly changing HR tech vendor landscape
  • INVESTMENT: Competitors outspending on HR AI capabilities

Key Priorities

  • BUILD: Develop AI capabilities focused on recruitment efficiency
  • UPSKILL: Train HR team on AI applications and ethics
  • INTEGRATE: Create connected data ecosystem for AI insights
  • GOVERN: Establish ethical AI governance framework