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MPS Hiring Analysis

MPS Hiring Analysis. Prepared By: Amy Huang Date: Nov. 2013. 1. 2. 3. 4. What have we done in 2013. New employees analysis. What will we do in 2014. Hiring channel analysis. Content. 1. We totally closed 133 social positions 2. The average PCL is 58.4 days. Social

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MPS Hiring Analysis

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  1. MPS Hiring Analysis Prepared By: Amy Huang Date: Nov. 2013

  2. 1 2 3 4 What have we done in 2013 New employees analysis What will we do in 2014 Hiring channel analysis Content

  3. 1. We totally closed 133 social positions 2. The average PCL is 58.4 days. Social Recruiting • 82% finished 2014 campus recruiting in CD/XI’AN/Mianyang. （Total 22 openings) • We total delivered 24 offers and 18 students accept them Campus Recruiting What We’ve Done in 2013

  4. Major Hiring Channel Website: Headhunter: Campus Recruitment: Others: • Summary： • We are trying to develop various recruiting channels to find right person for the right position, including local website, headhunter, campus recruitment and other channels, such as internal referral; • MPS do not use labor agency for direct labor hiring as strict legal requirements and abundant human resources.

  5. Hiring Channel Analysis • Summary： • We closed 155 vacancies in last year. • Average PCL is 58.40 days • (from PR Approval Date to On-board Date) • Company Adv. is an effective channel for operator level recruiting • 51Job ranked at the 1st effective channel among all but Zhaopin helps little

  6. Analysis by Entry Rate and Turnover Rate • Summary： • According to above chart, MPS is growing at a rate of 11.43% during 2013. • From Chart 1, March,April and June are the high entry rate period. • From Chart 2, Feb and Aug are the high Turnover period. • According to the termination reasons, we built a suitable work environmentand have the annual salary adjustment according to the IC marketing data once a year.

  7. New Employees Analysis • Summary： Chart 1 • Production is always the highest hiring department. • Campus recruitment mostly used for engineer hiring. Chart 2 • MPS has 53% male and 47% female, that means MPS do not have gender discrimination. Chart 3 • Most of operators are high school and vocational secondary school degree. • Associate are the technician of production or engineer department. • All of the engineers are Master and Bachelor degree.

  8. Employer Brand

  9. New Comers’ back Ground Analysis • Summary： • 85.53% new employees are come from Sichuan province. • 14.47% are come form other provinces, like Chongqing, Henan and Shanxi.

  10. Headcount Analysis by Department • Summary： • Production Line hired 98 new comers and had 70 termination in 2013. Production department increased by the rate of 8.7%. • Engineer department total has 48 new comers and had 6 termination in 2013. The increase rate is 18.9%. • Office part hired 14 new comers and had 10 termination. The increase rate is 6.6%. • The Engineer Assistant has 8 new comers and 3 termination. The increase rate is 8.2%. • Mark: Increase Rate=(New Comer- Termination)/ total headcount in the beginning of 2013

  11. What We Will Do in 2014 • 90% finish the 2014 recruitment. • Analysis the hiring status, including channel choosing and interview status. And improve the defects parts. • Finish the survey about the hiring satisfaction. • Organize more activities with the UESTC to publicize MPS. • Following up all the candidates who met the hiring requirements but did not attend the face to face interview. • Improve the hiring managers and HR’s interview skill. • Optimize the hiring record.

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