HUMAN RESOURCES BEST PRACTICES
BRAZIL 2011
DIRECTORS MESSAGE
Envision’s employees have the skills to add value to our formed teams, to the organizational climate and consequantly to the business. They’re passionate about what they do and they’re able to work in a diverse environment. In Envision’s professionals I can see many important requirements for the synergy and the success of our business: speed, multifunctionality, self-confidence and initiave to take risks and to materialize good ideas. They seek personal achivement through active participation in the processes thus reaching new horizons.
The history of our company over the last four and a half years reveals a deep interaction between the idividuals and the organization. We had moments of total commitment and dedication of our staff that seeks a single goal: the success of the organization. The maturity we have reached is due to all the “battles” we have won and it places us in a pivotal moment: we respect every individual and we deal with the diversity of ideas and behaviors. We work as a team and we win as an organization. The greatest legacy this company has built in this short preriod is the certainty that we are a strong winning group.
The principles of conduct adopted by Envision’s employees reflect our organizational values clearly. The relationship among people and the way processes are conducted are always based on respect, transparency, credibility and integrity. The ethics applied to the organizational processes, the compliance with the laws and the profound consideration towards the people are examples of the commitment to the success of the the organization.
The HR is commited to ensure the alignment and the commitment of everyone in relation to the challenges of the work, to maintain a positive and transparent relationship between the company and its employees. The HR plays an essential role in the management of our staff, from drawing talent, through the development process, up to the organizational climate management. We believe that a good organizational climate is a key factor for the success of our organization, because it enables us to experience our reason to “be”.
Eduardo Brunoro – Country Manager
Marcio Ferez – Site Manager
Marisa Fernandes – HR Director
Silvania Vidal – HR Manager
ENVISION HISTORY 1934: Admiral was founded in Chicago, Illinois, by Ross Siragusa. 1947: Admiral started to manufacture TVs in USA, and was one of the pioneers of color TV manufacturing. 1951: Admiral reaches the production of 5 million TVs. 1967: Admiral moved to Taiwan and is now called AOC (Admiral Overseas Corporation). 1990: IPO at Asian stock exchange. The group started to be named as TPV (Top Victory Electronics). NOWADAYS: TPV is the largest manufacturer of LCD/LED TVs and monitors in the world, with its own trademark AOC and in OEM system for large global trademarks).
TPV (Top Victory Electronics Company Limited China) Foundation
Opening 1949 of Beijing (China) plant
TPV was the second largest monitor manufacturer in the world 1951
Opening of Wuhan (China) plant
TPV ranked first in monitor manufacturing in the world 1964
TPV - 5th largest one in the world concerning LCD TVs
Opening of Tijuana (Mexico) plant
TPV - 4th largest one in the world concerning LCD TVs
Opening of XIAMEN (China) plant
1969
1967 Admiral Overseas Corporation was organized in Taiwan as TV manufacturer
1990
1992
Fuging plant started production (China)
1997
Envision Brazil was organized in São Paulo
1998
2001
TPV was one of the largest monitor manufacturers in the world
2004
Opening of Envision plant in Manaus - Brazil
2005
TPV ranked sixth in LCD TVs in the world
2006
2007
2008 Opening of Envision plant in Jundiaí São Paulo, Brazil
2009
2010
Expansion of Envision plant in Manaus - Brazil
2011
TPV - 3th largest one in the world concerning LCD/LED TVs
ENVISION WORLD Worldwide presence in more than 115 countries (North America, Latin America, Europe, Asia and Oceania, India, China) PEQUIM (CHINA)
TIJUANA (MEXICO)
WUHAN (CHINA)
SUZHOU (CHINA)
SAN PETERSBURGO (RUSSIA) GORZOW (POLAND - EUROPA)
WROCLAW (POLAND - EUROPA)
QINGDAO (CHINA) FUQING (CHINA) XIAMEN (CHINA)
• More than 30,000 thousand employees • 14 plants:
- 8 ones in China (2 Beijing, Wuhan, Fuqing, Ningbo, Suzhou, Xiamen and Qingdao) - 2 ones in Brazil (Manaus, Jundiaí) - 1 in Mexico (Tijuana) - 3 ones in Europe (Poland - Gorzow, Wroclaw, Russia-Saint Petersburg)
MANAUS (BRAZIL)
JUNDIAÍ (BRAZIL)
NINGBO (CHINA)
TPV GROUP IN BRAZIL
(Industrial unities - JundiaĂ and Manaus factories)
Monitors and Monitors TVs
(Manufacture of LCD panels)
(Manufacture of printed circuit boards)
ENVISION BRAZIL
Plant: Jundiaí (SP) Envision Indústria de Produtos Eletrônicos • More than 700 employees • Products: Monitors, PCs All in One, Tablets • ISO 9001:2000 (Quality) • ISO 14001 (Environment) • OHSAS 18001 (Occupational Safety System)
ORGANIZATIONAL GUIDELINES The organizational guidelines are widely disseminated among employees, we use banners, informative boards, email marketing, folders, digital wallpapers, cards for badges and corporate TV. We make clear what the organizational guidelines are, why they are important and what they are for. We try to communicate in a clear and simple way so that everybody will know and understand how these guidelines apply to each one of their tasks.
We are Fulfilling Mission . Vision . Values
ORGANIZATIONAL GUIDELINES In addition to the mission, vision and values of the company, HR has its own guidelines and makes a point of making them clear to all employees. They are published periodically. In the latest release all employees received a pen with the words: Trust your HR! They also received a small card to put on their badge. All this to ensure the employees that the HR and the company have a clear commitment to them.
MOTIVATION AND INSPIRATION The campaign “Initiative – Pride – Creativity”, was focused on sensitizing employees, aiming to encourage behaviors of initiative, pride and creativity. The first stage of the campaign dealt with the importance of a positive attitude towards work, family and life’s challenges. The second stage had as its motto “I’m very proud of being helpful”, this was about the desire to do more to oneself and to others. The third and final stage was about creativity.
MOTIVATION AND INSPIRATION
MOTIVATION AND INSPIRATION
COMMUNICATION Communication between Leaders and Teams - There is no specific area for the managers to work. All managers and directors occupy the same environment as their teams, that greatly facilitates their integration. This way the managers can share information quickly and also the employees have quick access to their respective leaders. A very effective way of sharing information is through the Communicative Meeting. Whenever there is an information or a decision to be disseminated, top management and HR gather all the leaders to communicate such information, in these meetings all suggestions are considered. At the end of the meeting each leader receives the document called Communicative Meeting, which is a guide on how one should conduct a meeting to further disseminate the information one has received. For controversial situations, the general manager carries out a meeting directly with the operators, he does so by using a microphone and multiple speakers, to circulate the information, the events and to make the situations clear. This meeting helps a lot in bringing the senior management and the staff together.
COMMUNICATION On top of its leadership, Envision also has some communication channels in order to keep the employees always well informed: • Wall Newsletter; • Email; • Internal Newsletter.
ORGANIZATIONAL CLIMATE STUDY The Organizational Climate Study, is held every year, it assesses the employee’s satisfaction about the following aspects: Relationship, Communication, Professional Development, Leadership, Change, Organizational Goal, Perception of Structure, Quality of Working Life, Recognition, Recognition by the Boss, Rewards System and Bond to the Company. With the results, the the Climate Management Committee, formed by an employee of each area, runs an analysis of every aspect and formulates the actions to be taken throughout the year.
OPEN CHANNEL FOR COMPLAINTS There’s a specific channel to deal with ethics and conduct breaches, it is a box for complaints and reports related to Ethics and Conduct. The Coordinator of Management and Sustainability collects the eventual complaint weekly, he discusses it with a committee, comprised of him, the General Director, the Human Resources Manager and the Director of Human Resources, they then define the actions to be taken.
INTERNAL HUMAN RESOURCES CONSULTANCY The Internal Human Resources Consultancy is an avant-garde practice that makes the relationship of the HR with the internal clients closer, it develops the leaders’ people management skills, it enables mutual growth and it helps to enhance the performance of the different sectors. All this helps to enhance the performance of the company as a whole.
EDUCATION FOR QUALITY The Quality QA + Campaign was created because the company had a problem of operational quality, products were being delivered with little flaws. The leaders would deal with this situation on a daily basis but that wasn’t being effective. That led the HR and the Quality sector to come up with an action to help the employees understand their responsibility for quality.
QA + Results are achieved by you
EDUCATION FOR QUALITY
EDUCATION FOR QUALITY
REWARD PRP (Participation Results Program) consists of an amount paid annually, in January, and it is based on the employee’s achievement of performance indicators targets. All employees participate. There is a committee of employees who is responsible to get the approval of the PRP with the trade union.
REWARD The “Target Met – Dedication Recognized” program, raffles products to employees monthly, only if productivity targets have been met. In the Referral Program the employee who refers a friend to participate in the recruitment process gets tickets for a cultural activity if the person he has referred gets the position.
Culture for Referrals
CAREER The Operational Career Plan lays down the criteria and the path one has to tread in order to obtain career growth within Envision. The Internal Recruitment makes all the open vacancies, except for the managerial positions, available for the employees to apply. This policy seeks to fosters self-development which contributes to the internal growth.
DEVELOPMENT AND TRAINING
PDL High Performance The Leader Development Program of High Performance was designed specifically for the executive level, from coordinators to directors, its goal is to make improvements based on the gaps that have been identified during the performance evaluation of these professionals. This program consists of training in Communication, Leadership, Decision Making, Team Work and Team Building.
PDL Potential Performance This Leadership Development Program is aimed at supervisors, professionals who have just taken a management position and / or are being prepared to become leaders. In this training program the participants are trained to develop managerial skills.
DEVELOPMENT AND TRAINING
Talents of the Future The Talent of the Future Program provides training to young apprentices on production process, technical processes, engineering and quality. They are also prepared for the life in the workplace through behavioral training.
Internship The internship program develops the necessary skills for a good career start.
DEVELOPMENT AND TRAINING
Internal Multipliers Program The employees who possess great knowledge on certain subjects are going to share this knowledge with other employees. To be a multiplier it is necessary to be willing to perform this role and have a teaching oriented profile.
DEVELOPMENT AND TRAINING
Lean Six Sigma The Six Sigma program goes beyond training, it is a project that spans from the intense training of all the executives and of 18 selected employees to establish Green Belts up to the implementation of 16 projects of cost and flaw reduction and of performance improvement. The Lean Six Sigma started in the second semester of 2011 and runs until the end of 2012.
DEVELOPMENT AND TRAINING
Online Training Online Training - There are training options available monthly on various subjects for all the employees, they can take as many courses as they want, their duration varies from 6 to 16 hours and they must be completed within a month.
Training & Updating Training & Upgrading Program - This program meets the technical competency needs by taking each sector into account as well as the demand for new knowledge to continuously improve the internal processes.
DEVELOPMENT AND TRAINING
Bonding Coffee Break It is a monthly meeting conducted by the HR department where all the leaders combine forces, discuss and exchange information about People Management.
DEVELOPMENT AND TRAINING
Motivation Program This program is one of Envision’s big differentials, it was born out of the goal of developing employees to 100% by way of a far-reaching and positive behavioral change, developing their potential through experiential and playful activities. The Motivation Program allows the employees to involve themselves in a process of integration, to put their knowledge and skills into practice, to demonstrate their ability to achieve and to engage when faced with challenges, to break paradigms, to provide coherence to ideas, build confidence and to strive to develop competencies such as: Communication, Customer Satisfaction, Teamwork, Trust, Planning, Quality, Integration and Empathy. The training of Motivation Program happens once every two weeks with groups of about 35 employees from several sectors, both administrative and operational. This provides an opportunity for great integration and for empathy building among the teams.
COMMEMORATIVE DATES On commemorative dates, events are held and souvenirs are handed out. Dates celebrated include: International Women’s Day, Mother’s Day and Father’s Day. On the employee’s birthday, the manager gives him a birthday card signed by all his teammates.
COMMEMORATIVE DATES Children’s Day at the Factory - the company welcomes the employees’ children aged up to 14 years old. It’s a full day of activities for kids, they get to know the factory, have lunch with their parents, play games and have recreational activities in the afternoon.
QUALITY OF LIFE - SOCIAL RESPONSIBILITY The Medical Clinic has an Occupational Doctor, a Nurse and a Physiotherapist all working full time. Once a week General Practice, Gynecology and Orthopedics specialists also provide medical attention at the clinic. There is a social worker available to discuss personal and family issues with all the employees.
Living well is the most important
QUALITY OF LIFE - SOCIAL RESPONSIBILITY Themed events on Carnival, World AIDS Day and Pink Ribbon Day have lectures, medical tests and the delivery of informative material on these topics.
QUALITY OF LIFE Better Life is a quality of life program with ongoing campaigns that seek to promote health and well-being. In addition to the campaigns, it provides weekly tips about disease prevention, its causes, effects and treatments. Living well is the most important thing
QUALITY OF LIFE In addition to the in company medical attention, our pregnant employees have access to a course on pregnancy, it is comprised of six meetings on the following subjects: • Pregnancy Development,; • Prenatal; • Take Good Care of Your Belly; • Pregnancy Nutrition; • Baby Care; • Breastfeeding and Humanized Delivery.
QUALITY OF LIFE The “Living Well Week� aims to raise the awareness bout health care and about the need to find balance between the personal and the professional aspects of life.
Living Well
QUALITY OF LIFE The Exercise in the Workplace Week introduces new physical activities, namely, Body Balance, Body Combat and Body Jump classes.
QUALITY OF LIFE In the course of certain training activities the managers and the directors will get the chance to play sports, to exercise and to celebrate.
QUALITY OF LIFE The Resting Room is a space where the employees can find books, magazines, card tables, bean bag chairs, comfortable chairs for watching TV and a little cybercafĂŠ with internet access. This room can be used during the breaks, some employees use it to socialize, to have breakfast together and the likes.
SAFETY AND THE ENVIRONMENT The SIPATMA – The Health and Safety at the Workplace and Environment Week
SOCIAL RESPONSIBILITY The Kindness brings about Kindness campaign fosters social inclusion and respect for human beings. This program encourages kind attitudes, it demonstrates the importance and benefits of considerate relationships and how contagious little positive actions towards people and the environment can be.
SOCIAL RESPONSIBILITY
Kindness brings about Kindness
SOCIAL RESPONSIBILITY The Envision for All program is a social responsibility program, in which more than 40 employees are registered as volunteers who support, with their personal and professional skills, all social activities that the company performs. Among these activities are the Winter Clothing Donation Campaign, the Book Donation Campaign to the Bem Te Vi Association and the Christmas campaign for the FAACG institution.
Envision for all Our social responsibility program
SOCIAL RESPONSIBILITY
Envision for all Our social responsibility program
SOCIAL RESPONSIBILITY Envision promotes digital inclusion and democratization by maintaining computer workshops in a partnership with the Jundiai city administration, the low-income population of the city is the main beneficiary. 15 EVO, our all-in-one line, computers have been made available we are also in charge of the organization and the assemble of the structure that hosts the workshops.
CELEBRATIONS - ENVISION’S ANNIVERSARY
CELEBRATIONS - JUNE FESTIVAL
CELEBRATIONS - CHRISTMAS GIFT
CELEBRATIONS - END-OF-YEAR CELEBRATION
MEDIA Envision’s Human Resources practices have been recognized and praised by the media. We meet the press regularly to publicize our activities.
INDICATORS
We are Fulfilling Mission . Vision . Values