Origin： In 2008 the global financial tsunami hit countries around the world plunged into the morass of economic downturn, Taiwan can not be spared. A lot of enterprises have to take leave without pay, layoffs, wage cuts, the reduction in working hours and other measures, in order to survive the this wave of economic winter. To face a difficult business environment like this, Greco with the philosophy of care for our staff, heralds the 3 principles of "no layoffs, no pay cuts, and controlled the leave without pay" in hoping all employees can work together with the company surviving the crisis. Therefore, the theme, "Streamline operations and create new business opportunity" is chosen for the Full consensus-building activities 2009. In the hope that the company as whole takes a positive approach in dealing with difficulties and challenges. In addition to day to day operation, it is expected that all employees can use this off-season period to accumulate personal value creation capability for development of the company and to create more new opportunities in the future.
1. What action would the company take to face of this wave of financial turmoil? Once we have all sorts of speculation and anxiety. Our General Manager promotes his ideas in public to reassure that Greco's policy of care for employees relieved us from the negative emotions. Yet, we, as important part of the company, must evaluate our understandings to General Manager's business philosophy and echo with full efforts to management systems in response of top management's commitment.
→Operator's idea: "on the same boat and create business opportunity", 40 minutes. Invited the general manager or chief operating officer to share with partners on the thinking expectation, and outlook for the activity from top management. →enhance individual contributions: "the personal value of innovation in downturn", 50 minutes. Chief Operating Officer shares his thought in how to enhance personal values and to enhance the contribution of individuals in an era of recession. Explains the reasons why Greco would enforce the policies of strengthen personnel training and rotation implementation. These aims to equip employees with skills that hard to be replaced in the depression era. →Look forward to a better company: "job satisfaction survey", 45 minutes. Although improvement of a system can not be achieved overnight, frank feedback from employees will certainly help for long-term development.
2. For, one of the most important strategies in 2009, "reasonable expenditure, optimize human resources", measures have been carried out. Do you know how to respond to and cope with it? What is the experience of others? How to increase income and reduce expenditure in order to reserve energy for the next boom? →Work together to drive innovation: "Preparation of new sources of energy", 3 hours. Through the guidance of external lecturers, it helps us use other people's experience and methods, by ways of stirring discussion, gathering sparks of wisdom to enhance employees' contributions to the development of the company, YA!
