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Report of Infineon Technologies

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by

Chisiang Tay

on 21 April 2014

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Transcript of Report of Infineon Technologies

Objectives and Goals
Interview progress
Problems found
Recommendations
Mission and Vision
Representative from
Infineon
01|

Lack of Self-Motivation
among employees
- they felt undervalued
- lack of development opportunities

02|

Unrealistic Workload
- the amount of work is not proportion to individual
- might causes disillusion and depression towards employees

03|

Conflict
- unavoidable among employees
- rumors spread like wildfire
Recommendations
recognize their contributions through
rewards
provides a sense of
job security
employees are given
proper guidance
and coaching
open conversation where employees can voice out their opinions and dissatisfaction

Vision
To shape microelectronics by creating innovative products, leading edge
solutions and services for the benefit of our customers and shareholders.
Mission
To create, manufacture and market the industry’s most advanced microelectronics product.
To build upon our technological strengths to offer our customer a wade
range of
leading edge
solutions emphasizing communications, computer.
To attract the best talent worldwide and translate advanced technologies into value for our customers and shareholders.
To never stop thinking.
Objectives and goals
To improve our customer’s competitiveness by becoming the most responsive partner.
Organizational Behavior
Tuesday, February 21, 2014
BMO_Presentation
History of Infineon
Introduction
Preparation progress
Methods of Finding
It was a
German-based
semiconductor manufacturer
Orginally, it was known as
Siemens AG
which was founded in
1979
Later in
1999
, it spun off to form a separate legal entity whereby
Infineon Technologies
were established
Their first plant operated in
Neubiberg, Germany
where it further expanded across the country.
There is two plants operating in Malaysia,
Penang
and
Malacca
.

members meeting & ideas brainstorming
Reports of
Infineon Technologies

Group members
KULIM Branch
MELAKA Branch
Organizational Culture
ISSUES 01
Leadership and Performance
ISSUES 02
Decision Making
ISSUES 03
Described as the personality of the organization [
value, norms & behavior
]
Healthy competition in workplace-indirectly affect the organization productivity, product quality and safety, attendance and punctuality
Infineon Technologies (M) – huge company, tall structure,
8000-10,000
employees
Multinational company
[ local and foreign staff ]
Sport facilities [basketball,badminton and tennis court]
Cafeteria [Chinese, Malay and Indian Food]
Private Parking
for Infineon staff

Dress Code
Vendors
– Casual outfits ( collar t shirt and long jeans) for safety purpose
Office workers
– Formal outfits , urgent and sudden meeting
For special occasion – traditional clothes
HR department
organize –
short trips
,
picnic day
or
movie day
once a month, strengthen the bond between employees.
English – medium of communication,
standardize
all forms of communication, encourage blue collar workers to learn a
secondary language
.
Dixon Lai
Catherine Yong Tze Yi
Nyon Feng Mei
Chang Yann Xin
Tay Chi Siang
1131119870
1131120625
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1131119809
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process of making choices among alternatives with the intention of moving toward some desired state of affairs
leads to
uniformity
and
smoothness
in the organization performance
Provide a clear guidance to the management in order to achieve the
defined objective
and also for the successful operation in business.

Policy

translate the ideas, objective, mission and vision, strategy and outcomes of the organization

Process to adopt the policy
policy proposal
meeting
ratified
advertise and announce the policy
review process
to check whether the policy is needed to be up-to-date.
job descriptions
-summary of the job, primary functions, qualifications and physical demand.
first write with the position in mind, not the person who happens to be in the position

Evaluation
feedback
- provides the information to decision makers on the effectiveness of the decision being implemented.
open dialogue
– to evaluate the performance and collecting feedback
explained by
face-to-face communication
between the employers and employees.
comprehend the employees clearly and yet captured employee’s impressions and feelings
enhances a
stronger relationship
among employees

Employee Incentive Plan (EIP)
cash given the employee who achieve the target or company exceeds its targeted profit goals
enhance
and
stimulate
motivation among employees
send high performing workers to overseas for training or stand a chance to be promoted

Leadership
make
sound decisions
to determine the path of the company
initiate
communication with their followers and
brave
to make decisions during turbulent times
control the performance of the employees until achieve the goals
determine the organization’s performance and productivity
German based Standard Operating Procedure (SOP) system
make sure companies work
safely
and
efficiently
set by the headquarters and abide by all subordinate offices
accordance with the
International Organization Standardization
[ISO]

Infineon Technologies (M) Human Resource department Evaluation Method
based on the employees work
attitude
and
behavior
measure the criteria in customer oriented
their practical method is
face to face
interview
conduct to maintain the standard performance and keep improving employees themselves
- create to
prevent wastage
of workforce
- ensure that employees are being utilized effectively
- let employees use as a obvious indicator
choose a firm & prepare interview questions
contact the firm’s manager to conduct interview
face to face interaction
Issues that we chosen are:
THE END
#THANK YOU
5W1H
How will this organization show its appreciation to its employees?
How does Infineon evaluate the performance of their staffs?
What are the formalities to approve a policy by the management?
#sleep???
Full transcript