STARTEX IN-CLASS STUDY

MBA 27– GROUP 6

1. JOB DEFINITION & JOB PROFILE
Area Main contents
Job title Administrative/Secretary

Job position ● Line manager: Head of DB & Head of NL

● Staff: N/A
Main responsible ● Provide secretarial office administrative support in the day-to-day running of the Office;
● Organize the filling of the Office documents in the respective files;
● Organize and manage the list of appointments;
● Liaise with the Head Office in providing the relevant information;
Benefits ● Competitive wage
● Social insurance, health insurance, unemployment insurance according to Labour Laws
● 5 working days
Requirements Compulsory:
● Minimum 1-3 years’ experience
● Immediate availability.
● Mature, responsible and independent
Essential
● Advanced time management and organizational skills, with the ability to schedule the time of
others and maintain excellent records filing and archiving systems.
2. Interview Process

1 2 3 4 5 6

Approval Interview
Recruit requirement requirement Source Candidate Arrangement Interview Offer and
Acceptance -
Candidate date
record.

The detailed process in attached link:

https://docs.google.com/document/d/19KmkAuT8Yebkmp-ESAa_Qp7Rga_a-O-2tuTUgPtH1FY/edit
3.Proposal process for performance appraisal

Before During After

(by HR & Line manager ) (by Line manager & Employee) (by Line manager, Staff & HR)

1. Review Appraisal Goals, 1. Open Communication

1. Agree on the new goal and focus
Objective/KPI/competenc 2. Talk about past performance
point (precise, with deadlines and
ies) & the level of goal
2. Review previous Appraisal
Balance of the fulfillment criteria)
achievement.
appraisal 2. Support career development of
Summary & Performance 3. Analyze the problems and
interview the employee via targeted
Optimization. difficulties and discuss
training.
3. Inform employee to potential for improvement
3. commonly discuss development
prepare. 4. How do we currently work
potential and plan qualification
4. Agree a mutually suitable together.
actions.
date and time for the 5. Strengths & Weaknesses of the
interview. employee and manager.
 4. Individual Raises for DB Division
CURRENT PROPOSED MINIMUM MAXIMUM INCREASED EFFORT LOYAL
NAME AGE GRADE DIPLOMA TIS KPI POTENTIAL
SALARY INDIVIDUAL RAISE WAGE WAGE SALARY REWARD REWARD

PIERRE 35 PD ECP 5 4 4 85,602 89,454 75,602 88,847 88,847 277

ANNE 41 PD DUT INFO 5 4 3 78,956 82,509 75,602 88,847 82,509 277
BRUNO 32 PM2 LYON 4 5 3 77,308 80,787 64,98 75,602 75,602 740 277
YVES 32 PM2 IDN 4 5 3 69,735 72,873 64,98 75,602 72,873 740 277
HENRI 29 PM1 ECP 2 4 5 61,07 63,818 55,98 64,98 63,818
JACQUES 29 E3 MINES 2 3 2 50,399 52,667 45,308 55,98 52,667
LINE 35 E3 INSA TOUL 3 4 4 48,448 50,628 45,308 55,98 50,628
BERTRAND 30 E2 SUPELEC 3 4 5 39,308 41,077 35,49 45,308 41,077
CESAR 27 E2 PhD MATH 2 2 4 36,301 37,935 35,49 45,308 37,935
ARNAUD 26 E2 X MINES 1 3 4 35,063 36,641 35,49 45,308 36,641
CATHY 25 E1 ENSTA 2 4 3 29,27 30,587 25,532 35,49 30,587
DENIS 23 E1 X 1 5 4 28,965 30,268 25,532 35,49 30,268 740
MARYLENE 23 E1 MIAGE 1 3 3 26,678 27,879 25,532 35,49 27,879
JEAN 22 E1 ESIEE 1 3 2 25,63 26,783 25,532 35,49 26,783

ANNUAL FUND ALOCATION = 13,855

Total Wage 692,733 REWARD (40%) = 5,542 TRAINING (60%) = 8,313

Name Effort Loyal Client Training Result

Criteria Rank 5 KPI >=4 years Win Contract Rate 8/10 Internal and Externak Training Cost
2% Of Total 13,855
for DB Division in one years
Ration 40% 20% 20% 20%

Ammount 2,218 1,108 1,108 1,108

The detailed calculation in attached link:
https://docs.google.com/spreadsheets/d/15dCj3GJu7BNP_B4u9CO_QtriP2ESuDN2mAmSz8J4koo/edit?usp=sharing
5. Corporate Training Plan
VISION

Customer
03
understanding

MISSION

Improve DB SWOT ANALYSIS

engineers skill - Strengthness: a good
01 02 background of
engineering
- Weakness: Lack of
communication skill
- Opportunities: the huge
labour of engineers
- Threaten: customers`s
complaints
5. Corporate Training Plan
NEGOTIATION SKILL
- How to negotiate contract;
- How Conflicts of Interest Can
Affect a Negotiation;
- How to Control Your Emotions
ORIENTATION
- Understanding mission and vision of
the company.
- Equipped with newfound knowledge;
- In Depth understanding.

Training plan

ON-JOB UNDERSTANDING CUSTOMER SERVICE SKILL

- Understanding different - Improve relational qualities;
division task; - Listening Skill;
- Company policies and - Problems solving skill;
requirements; - Sharply taken responsibility
6. Create Corporate Culture
Build a Culture Road Map
- Communication tool &
Collaboration Platform
- Team Building Exercise
- Team bonding Event
Establish a development
committee
Select a diverse group of people from 2
depts and challenge them to come up with
a new culture idea to collaborate together
Define the purpose & Company Value
- The purpose why Startex exits.
- Guiding principles for how Startex expect team to
1
behave internally and externally => Put it on the
wall, as screen-saver, on employee’s mouse pads,
on website
2
Make culture a priority
- Set up sharing meeting weekly
3
between 2 depts.
- Remind them to live in the
company culture in
4 communication, hiring, working
candidate.
Comuniate, Comunicate,
5
Comunicate
Constantly remind employees at every team
meeting, in every operating plan, on email and in
person that culture is a priority to you and that they
are all part of it.
7. Encourage Internal Mobility
Build employees’ knowledge based through mentorship
Employees’ knowledge - Create Mentor program to exchange for 2 teams by head of divisions
- Simply have a informal program that encourages mentorship relationship

Give employees Stretch Project

Stretch project - expand their skillsets slowly by working on new assignments
- Follow up conversation about these project throughout the year

Showcase potential opportunities through job

Potential shadowing
Shadowing - Head of 2 divisions are be able to place their employee in a new role
on occasion

Create a Culture that supports career mobility

- show them from the get-go
Mobility Culture - encourage them to inquire about other positions
- continue this encouragement after orientation