Philosophy, Objectives and Strategies

1. Philosophy, Objectives and Strategies

（I）Philosophy

1. Guiding Principles

The purpose of the principle is to understand whether the company’s management level has established the process of strategy execution, general affairs management or authorization principles.

（1）Whether the company has established the philosophy based on the “quality” core strength？

（2）Whether the company philosophy is appropriate and legal？Whether the company willing to take each related parties’ benefits as first priority and willing to responsible for the social responsibility？

（3）Whether the company have formal documents which represent the company’s various products or service quality level (for example, to be a leader, competitor or follower in the industry).

（4）Whether the headquarter and each business division and each department has clear quality relations, and has prepared clear documentation ready.

（5）Whether the company’s each department has clear quality responsibility, which includes concrete objective, action plan and department’s responsibility scope.

（6）Whether the headquarter has periodic auditing each department’s quality responsibility and prepared the proper award/punishment or corrective action plan.

（7）Whether the employee has followed the company policy to execute the quality work（random checking the understanding level of quality policy and company to think highly of quality level）.

（8）Whether the company has formal quality plan（the company has formal department which responsible for set-up periodic quality plan and prepare concrete written plan）.

（9）Whether the company has consulting joint factories related quality policies（has formal consulting policy and helping joint factories to set up the system, education training and provide the inspection equipment and system）.

1. Unique Corporate Culture

The purpose is to understand whether all of the employees have common value concept, ideas , attitude or faith in corporate culture, especially the 「Quality Value」becomes part of the company’s culture.

（1）Whether the company employee has a strong self-identity for the organization and willing to solve the problems with an active attitude.

（2）Whether the company encourages the employee to provide honest suggestion to the company.

（3）Whether the company has based on employee orientation and emphasize the employee benefits and ability development.

（4）Whether the company has based on customer orientation, and try to understand their demand, then try to improve the service quality accordingly.

（5）Whether the company emphasize the team spirit than individual performance.

（6）Whether the company emphasize the employee work safety and sanitary.

（7）Whether the company emphasize the process of quality objective execution, and emphasize prevention rather then improvement afterwards.

（8）Whether the company has established an independent, self-determination and responsible work environment for the employee.

（9）Whether the employee has been encouraged to be creative, risk-taking and attempting.

（10）Whether the company has encourage each department to have mutually negotiation to achieved the purpose of integration.

（11）Whether the management level has fully negotiated with subordinates and willing to provide any assistance and supporting.

（12）Whether the company has viewed the periodic self-diagnose as a very important task.

（13）Whether the company has viewed to promote enterprise image as a very important task.

（14）Any other company related unique cultures not the list, please write in the attached list.

Above items（1）~（7）are the common characteristics of successful company promote Total Quality Management.

3.Employee Awareness of Philosophy

The purpose is to understand the employee awareness of company business scope, objective or management level philosophy.

（1）Whether the employee has a proper channel to express their comment.

（2）Whether the employee understand the company philosophy.

（3）Whether the company has used CIS, QCC or work improvement team, TQC and other similar activities to achieved the mutual understanding.

（4）Whether the management level has negotiate and joint event with the employee to achieved the mutual understanding.

（II）Objectives and Strategies of Execution

1. Long, Middle and Short Term Operational Planning and Objectives.

Business objectives, which including profits, social responsibility, employee’s living quality and company’s commitment for the product quality and service, is a necessary social framework for the enterprise business objectives.

（1）Whether the company has focus on the long, middle and short term profit ability, growth rate or market share to have prediction, planning and execution work.

（2）Whether the company has a concrete prediction , planning and execution plan for the community, consumer and environmental protection.

（3）In the objective consideration, whether the company has take a good care of employees’ living quality or has a concrete prediction , planning and execution plan for the employee.

（4）Whether the company has established the future service quality direction, and try to define the customer or clients need？Both of those can be matched？Any concrete prediction, planning and execution plan.

（5）Whether the company has a quick response for the outer changing environment ？Is there any full-time employee or specific department to responsible for S.W.O.T. analyses?

（6）Whether the company financial status can supporting company plan and objective.

（7）Whether the company has established each resources planning（for example, human resource, fund and equipment…etc.）.

1. Process of Corporate Operational Objectives Determination

The purpose is to , understand during the process of corporate operational objectives determination, who has joint the final decision？how to decided the objectives？What did company decided and why？Understand the level of overall employee joint the established objectives.

（1）Any of the schemes shall be take into consideration during an objectives determination process.

（2）In the objective scheme perdition, company apply which methods for analyze, predict and how to apply？

（3）What procedures shall be used for operational objective amendment.

（4）Whether the company has evaluated and control activities, and what’s the objectives evaluation method？how to evaluate and who is an evaluator？

（5）Whether the company has letting the employee to joint the objective determination process.

（6）During the process of corporate operational objectives determination, whether the resources has been fully used or just depends on manager’s intuition.

1. Process and Methodology of Strategies Formulation

The company strategy is, a key point of how to achieve company objective and choice of future direction, to understand the process of strategy formulation and suitability.

（1）Whether the company strategy has take stockholders, community, consumer and employee into consideration.

（2）Whether the strategy determination process has take corporate strength/weakness and environmental opportunity and threats into consideration.

（3）What’s the strategy determination formation？What’s the consider directions？

（4）Who will joint the strategy determination process ？Whether the value judgement is emphasize the society harmony rather than try to maximum the company profits.

（5）Whether the strategy execution is integrated into various management function.

（6）Whether the strategy determination has take the company’s position, service life cycle or economic environment into consideration, any influences for the strategy？What’s the quality policy in the strategy？

1. Connection Between Departmental Objectives and Corporate Operational Objectives

The purpose is to understand how an organization overall objectives can be applied to each department, each department how to formulate self-objectives to comply with company overall objective, and each level’s manager authorization range and how to communicate with each other.

（1）Whether the department head has negotiated with management level very often（formal or informal）.

（2）Whether the company department objective is connected with operational objectives.

（3）Whether the objective is clear , concrete enough for each level to understand.

（4）Whether the management level has joint the department objective determination？Whether the department head has joint the department objective determination？

1. Comparison Between Objectives and Outcomes of Execution

The purpose is, to understand the differences between the planning objectives and actual results, to ensure the company’s objective execution achieved level. Whether the quality objective control is appropriate and resource application is effective or not.

（1）Except for financial auditing, whether the internal auditing has included the service quality auditing.

（2）Whether the company has actually execute quality objective evaluation and after execution conditions.

（3）Whether the company has engaged in pre-control, controlling and post-control of quality events.

（4）If there is any differences between objectives and actual results, whether the company willing to take corrective actions.

（5）Whether the company has periodic processing vice president evaluation.

2.ORGANIZATION AND OPERATION

（I）Organizational Functions and Duties

1. Compatibility of Organizational Structure

The purpose of this structure is to understand if the company has formal organizational function and clear duty distribution? If work distribution between departments is proper and in smooth operation condition? If the organizational structure really ensures the company’s operation and service quality if the company has established QUALITY CONTROL CIRCLE or Work Improvement Team and TQC committee to strengthening more flexible organizational functions? If the organizational function is conflict or compromise with formal service quality auditing? If the organizational structure can truly develop the function of quality management and quality guarantee.

（1）If the company has formal organization and has clear departments duties.

（2）If the Quality Department has a proper position in the organization chart.

（3）If the functions of each quality organizations（such as QUALITY CONTROL CIRCLE or TQM committee）are harmony and consistent.

（4）If the company organizational structure can be operated effectively and fully communicate, coordinate and cooperate between departments to achieved company’s objectives.

（5）If the current company’s organizational structure comply with current operation condition.

（6）If the quality organization is matched with company’s strategy.

1. Clarity and Compatibility of Departmental Responsibilities

The purpose of this responsibility is to understand their clear responsibilities between departments and whether the delegation comply with each department’s authority.

（1）If the higher management level has a clear responsibility description for departments and expressed in written form.

（2）If each department has a clear understanding of their responsibility.

（3）If the company departments have periodic reporting system（especially quality unit reporting person）.

（4）If the company has a proper auditing department and auditing system to audit departments’ responsibilities and has a clear reward/punishment and motivation plans.

1. Delegation of authority of All Levels

The purpose of this delegation is to understand if the organization has a proper authority and use proper method to authorized management level.

（1）If the company employee has a clear understanding of authority.

（2）If the company has written documents to describe authorized work items.

（3）If the company’s each level of manager has been fully authorized with quality decision.

（4）Any consideration of employees of maturity for work is different from each person and event in authorization? If the manager has take a responsibility of successful/failure in authorization?

（5）If the management level has over-authorization on the employee? Any manager has been isolated and doesn’t understand the subordinate’s work condition?

（6）If the company has given subordinate training or leading before authorization.

1. Reliability on External Expertise and Internal Intelligence

The purpose is to understand whether the company has a full-time internal intelligence staff to responsible for the company internal planning, controlling, consulting work；at the mean time if the company emphasize on external related expertise consulting conditions.

（1）If the company has invited external related expertise’s which specialized in production, marketing, human resources, organization, financial and quality area, and has periodic/non-periodic or long term consulting, education training.

（2）If the company emphasizes and fully apply any information which is provided by internal intelligence.

（3）If the company has kept and established the database for external expertise’s suggestion.

（4）If the company has evaluated the performance of external expertise and internal intelligence’s application.

（5）If the company has taken a good use of internal professional intelligence.

（II）Systems and Regulations

1. Rationality of Systems and Regulations

The purpose of this system and regulation is to understand if the company has taken organization status, environment needs, acceptability of employee and periodic discussion and update into consideration during the system and regulation establishment.

（1）During company design system and regulation stage if the company has asked employee’s opinion and evaluated their opinion accordingly.

（2）If the company has a consistent guiding principles of systems and regulations.

（3）If the company’s system and regulation is properly adjustable to response environmental changes.

（4）If the company’s system and regulation has established an effective deadline.

（5）If the company’s system and regulation comply with governmental policy and regulation.

（6）If the company’s system and regulation has proper certified documents during establishment and amendment.

1. Completeness of Systems and Regulations

The purpose of this system and regulation is to understand if the company has an overall consideration of company system and regulation.

（1）If the company has established each functional management system（such as quality system, form management system）.

（2）If the company’s system and regulation represent the philosophy of company’s management level.

（3）If the company has taken future changing ability into consideration during system and regulation establishment.

（4）If the company has taken an overall view to consider various system and management system（systematic view）.

（5）If the company has taken the consistency between each system into consideration.

1. Execution of Systems and Regulations

The purpose is to discuss whether the company’s system and regulation can be executed effectively and the true meaning of system and regulation establishment.

（1）If the company has formal education training before execution of system and regulation to educate the employees to have mutual agreement and consistent actions.

（2）If the company has promoted related system and regulation to the employee.

（3）What action company takes to ensure the employee to follow the company system and regulation.

（4）If the company has periodic review and improvement after execution of company system and regulation.

（III）Communication and Coordination

1. Vertical Communication

This purpose is to understand the company’s vertical communication condition and if the communication is one way or two ways.

（1）If the company has excellent culture to stimulate the communications between subordinate and management level.

（2）If all level of management level has a one-on-one communication with their direct subordinate to understand their performance and any questions or not.

（3）Which communication channels they have between employee and their direct manager? Channels are enough for the company?

1. Horizontal Coordination Between Departments

The purpose is to understand the coordination frequency and conditions between departments.

（1）If the department head has spent time to manage the department’s coordination.

（2）If the company has a fully horizontal communicaton channels.

（3）If the company has a similar operation meeting to coordinate and understand the questions between departments.

（4）Which methods have been used for coordinate and communicate between departments.

（5）If the department performance evaluation items are matched with other departments level.

（6）If the MIS department provides any necessary management information to reduce the coordination frequency between department managers.

（IV）Flexibility of Organizational Operation

1. Adjustment to Environmental Changes and Operational Needs

The purpose is to understand whether the organization structure can be responded to environmental changes and adjusted for changing operational needs, to ensure the organization effective operation under various environment and operational needs.

（1）If the organization can be adjusted in time to comply with new environment and operational needs after environment and operational needs has been changed.

（2）If the company organization chart changing condition（change frequency and level）is matched with the environmental changes.

1. Committees or Task Forces

The purpose is to understand if the company is combined with different functions of department’s specialist to solve the problem and to achieve specific objectives within specific period.

（1）If the company has committees, task forces or project team to solve the specific problems.

（2）If each functional department comply with demands of committees or task force to provide information or help to solve the cross-department problems.

（3）If the committees or task forces is established or canceled depending on the specific purpose.

3.HUMAN RESOURCES AND ALLOCATION

（I）Human Resources Planning

1. Planning and Execution of Manpower Needs

The purpose is to understand if the company has human resources planning and match with company’s overall plan, and understand the execution of manpower-needs condition.

（1）If the human resources plan is matched with the company overall operational plan and future development.

（2）If the company has processed with human resources planning.

（3）If the company has found any manpower drawback through performance evaluation and kept it as a record for future review.

（4）How to manage, evaluate and improve human resources planning.

1. Analysis and Improvement of Manpower Structure(Age, Education Specialty, New Hire Rate, Personnel Expense, Turnover Rate)

The purpose is to understand if the company has planning and analysis manpower structure to comply with company operation needs and another improvements.

（1）If the company has 「Ineffective Manpower」evaluation system to be the basis of human resources adjustment.