Project background:

Ship electronics is the general term for hull electronic control devices and ship-borne electronic control equipment, and it is a component with high technical content and added value in ships. With the development of information technology, ship electronic technology is developing in the direction of digitization, automation, integration, intelligence and integration, which puts forward higher requirements for the ability of employees in ship electronic enterprises. From 2023 to 2028, the market demand of China's shipbuilding electronics industry will maintain steady growth. It is estimated that the market size will reach 100 billion billion yuan in 2028, and the market competition will be more intense.

Customer pain points:

The customer is an enterprise specializing in the research and development, production and sales of marine electronic products, with an experienced and skilled workforce. However, with the changes in the market environment and the diversification of customer needs, customers are facing the following problems:

Insufficient staff capacity: Due to the rapid update of ship electronic technology, some employees lack the ability to master and apply new technologies, resulting in a decline in product quality and innovation capabilities, unable to meet the individual needs of customers.

Low employee performance: Due to the lack of an effective performance management system, some employees lack work motivation and sense of responsibility, resulting in low work efficiency and quality, affecting customer satisfaction and corporate image.

High staff turnover rate: due to the lack of effective incentive mechanism and career development planning, some employees feel that the work pressure is high, the income is low, and the development space is small, resulting in a high staff turnover rate, which affects the stability and sustainable development of the enterprise.

Project purpose:

In order to help customers solve the above problems, improve the ability and performance of employees, and enhance the competitiveness and development potential of enterprises, Shangpu Consulting Company provides customers with the following project purposes:

Through a comprehensive diagnosis of the customer's existing staff capacity and performance, analyze the gap between staff capacity and performance and the strategic objectives of the enterprise, and formulate corresponding improvement measures.

Through the design and implementation of training programs for different levels, positions and types of employees to enhance their ability to recognize and apply new technologies, new products and new markets, and enhance their awareness and ability to innovate.

Through the establishment and improvement of scientific and reasonable performance management system, clear staff responsibilities, assessment indicators, assessment methods and assessment results, and combined with incentive mechanism and career development planning, improve staff enthusiasm, initiative and sense of responsibility.

By tracking and evaluating the training effect and performance improvement, timely adjust the training content and methods, and provide customers with continuous improvement programs and suggestions.

Research object:

The research objects of this project include the following categories:

Senior management of the customer: through interviews and questionnaires, understand the customer's strategic objectives, development plans, organizational structure, human resources policies, etc., as well as expectations and evaluations of employee capabilities and performance.

Customer middle managers: through interviews and questionnaires, understand the customer's business processes, product characteristics, market conditions, etc., as well as the needs and evaluation of employee capabilities and performance.

Customer front-line staff: through interviews, questionnaires and tests, to understand the customer's work content, working environment, working pressure, etc., as well as the cognition and evaluation of their own abilities and performance.

Customer Key Customers: Through interviews and questionnaires, understand the customer's product quality, service level, customer satisfaction, etc., as well as feedback and suggestions on the ability and performance of customer employees.

In this project, a total of 10 senior managers, 20 middle managers, 100 front-line employees and 20 key customers were investigated, totaling 150 people.

Project Content:

The main contents of this project include the following aspects:

Employee ability and performance diagnosis: through collecting and analyzing research data, making employee ability and performance diagnosis report, evaluating employee ability and performance level from multiple dimensions (such as knowledge, skills, attitude, behavior, etc.), and comparing with the strategic objectives of the enterprise, find out the problems and gaps in employee ability and performance, and put forward corresponding improvement measures.

Staff ability improvement training: according to the results of staff ability diagnosis, design and implement the staff ability improvement training plan for different levels, positions and types. The training content includes knowledge of ship electronic technology, product development process, market analysis methods, customer service skills, etc. Training methods include lectures, case studies, role plays, group discussions, etc. The training time is 3 months, 2 days a week and 4 hours a day.

The establishment of performance management system: according to the enterprise strategic objectives and business characteristics, establish and improve the scientific and reasonable performance management system. The performance management system includes the following aspects: job description, assessment index setting, assessment method selection, assessment result feedback, incentive mechanism design, career development planning, etc. In the process of establishing the performance management system, fully solicit and absorb the opinions and suggestions of employees at all levels to ensure the fairness and effectiveness of the performance management system.

Project tracking and evaluation: During the implementation of the project, the training effect and performance improvement are regularly tracked and evaluated. The training effect evaluation uses a four-level evaluation model (I. e., response level, learning level, behavior level and outcome level) to evaluate the impact of training on employees' knowledge, skills, attitudes and behaviors through questionnaires, tests, and observations. Performance improvement assessment uses a balanced scorecard model (I. e., financial perspective, customer perspective, internal process perspective, and learning and growth perspective) to assess the impact of the project on the company's financial performance, customer satisfaction, business process optimization, and employee development potential through data collection and analysis. According to the evaluation results, timely adjust the training content and methods, and provide customers with continuous improvement programs and suggestions.

Project Value:

This project brings the following aspects of value to the customer:

The ability level of employees has been improved, and the innovation consciousness and ability of employees have been enhanced. Through the training, the staff's ability to master and apply ship electronic technology has been significantly improved, the staff's cognition and development ability of new products and new markets have been significantly improved, and the staff's understanding and skills of customer service have been effectively improved. The results of the employee ability evaluation after the training show that the level of employee ability has increased by more than 30% on average, and the results of the employee innovation consciousness and ability evaluation show that the employee innovation consciousness and ability have increased by more than 40% on average.

The performance level of employees has been improved, and the enthusiasm and sense of responsibility of employees have been enhanced. Through the establishment and improvement of the performance management system, employees' job responsibilities, assessment indicators, assessment methods and assessment results have been clearly and fairly standardized and feedback, and employees' incentive mechanisms and career development plans have been reasonably and effectively designed and implemented. The employee performance evaluation results after the implementation of the performance management system show that the employee performance level has increased by more than 25% on average, and the employee's work enthusiasm and sense of responsibility evaluation results show that the employee's work enthusiasm and sense of responsibility have increased by more than 35% on average.

Enhance the competitiveness and development potential of enterprises. Through the implementation of this project, the customer's product quality, service level and customer satisfaction have been significantly improved, the customer's financial performance, market share and brand influence have been significantly improved, the customer's business process, organizational structure and human resources policy have been optimized and adjusted, and the customer's innovation ability, adaptability and learning ability have been enhanced. The evaluation results of enterprise competitiveness and development potential after the implementation of the project show that the competitiveness and development potential of customers have increased by more than 20% on average.