19
CRAFTING
Our PIP programme provided theory and practical tools for
identifying individual career and life goals, taking personal
responsibility for those goals and adopting a proactive
approach to achieving them. A follow-up initiative, which
encouraged employees to sharewith their colleagueswhat
they had learnt and applied in their work or personal life
from attending PIP, resulted in1,450 individual employee
testimonials submitted toour EmployeeDevelopment team.
CONFIDENCE
We fundamentally believe that every one
of our crafting teammembers shouldhave the confidence
to speak out – to raise issues, concerns and opportunities.
At the same time, wewant everyone to be confident that
when they do speak out, theywill be listened to and get a
response. From amanagement perspective, wewant all of
our leaders tohave the confidence to listen, sometimes to
opinions they do not agreewith, and to provide feedback in
a constructive andprofessional manner. And, undoubtedly,
wewant everyone in our crafting team to feel confident that
theywill be recognised and fairly rewarded for their contri-
butions towards satisfying our customers’ needs.
PANDORA ProductionThailand also provides all
staff with extensive and innovative training on life skills,
on being proactive and on speaking out. Once trained,
of coursewe need to provide forums that support and
encourage participation and engagement. In 2012, we
rolled out a unique 360-degree appraisal tool inwhich all
leaders, from theManagingDirector through toAssis-
tant Supervisors, received structured feedback from their
manager, peers and direct reports on their leadership style,
strengths andweaknesses. This involved a completely
confidential questionnaire. The assessment wasmade
twicewith an interval of sixmonths, andmore than 4,000
individual assessments weremade. The aggregate scores
for Directors, Managers, Supervisors andAssistant
Supervisors all increased from the first assessment to the
second, measuring improved leadership performance from
a 360-degree perspectivewith the largest ‘voice’ being
that of our employees.
Another example is Radar meetings –monthlymeet-
ings facilitated by theHR department with representatives
from all departments. The purpose of Radar is to seewhich
issues, concerns and opportunities surround us and to gain
input on how best to address them. Themeetings are in
the form of workshops and eachmeeting has aminimum
of five subjects that the group discusses and shares com-
ments and suggestions. Employees can apply to participate
in themeetings and suggest topics for discussion.
The results of eachmeeting are communicated across
PANDORA ProductionThailand by the local HR depart-
ment and the participants themselves through bulletin
boards, radio andTVwith follow-up actions included. The
first Radar meetings were launched inQ4 2012, with four
meetings held in total, andwill continue throughout 2013.
Finally, we greatly value the contribution of our Employee
Welfare Committee towhich our staff in 2012 elected new
representatives. Acknowledging the importance and value
of a strong, proactiveWelfare Committee, PANDORA Pro-
ductionThailand provided opportunities for all thosewho
sought election to canvass for votes, supported publicity
activities to encourage voting and opened the PANDORA
Radio airwaves to each candidate for short personal intro-
ductions and a summary of their ‘manifesto’. The participa-
tion rate for the election reached 89% (3,562 employees)
and returned 15members to the EmployeeWelfare Com-
mittee. Following the election and in conjunctionwith the
newCommitteeMembers, we developed a detailed
training programme for them, spanning computer skills
(word processing,spreadsheets etc.), presentation skills, time
management and externally delivered training in labour
law, HR policies and benefits, whichwould help them in
professionally presenting and representing the views and
opinions of their colleagues.
Commitment
Confidence
Clarity
Competence
