12. A. Strategy First Culture Corporate Objective Corporate
Strategy Structure Resources Leadership Person
13. A. Strategy First
Balanced Scorecard
Market Disciplines
14. 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
15. 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)
16. B. Attract and Identify 1 year Service E1 and above
Finalized by BOD Non-HOD Supported by HOD Decision?
Identify
17. B. Attract and Identify Group I (Talent Pool)
Identify
2 3 4 5 PERFORMANCE 2 3 4 5 POTENTIAL
18. 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
Identify
19. 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
Loyalty proven
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 CNIs 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
20. B. Attract and Identify
Attract
CNIs candidate attraction strategy is not strong at this
moment.