Performance revolution helps state-owned enterprise accelerate digital transformation

With SNERDI

Snerdi Success Story 1

Industry: Nuclear
Users: 3,000 +
Region: Mainland China
Project timeline: 2019-Present

Keyword:Large state-owned enterprises talent management digital transformation|Intelligent platform to solve complex performance management

Shanghai Nuclear Engineering Research and Design Institute (hereinafter referred to as SNERDI) has 3,000+ employees in service, 71% of them have postgraduate degrees or above, 9% of them are doctors and post-doctors, and 60% of them are professional technicians. As a leading enterprise in the field of nuclear power engineering design and research in China, SNERDI has always regarded talents as the most valuable asset of the enterprise.

SNERDI has a long history of providing safe, clean and reliable nuclear energy to the world through talent-driven business and with superior technology and innovation. in 2019, SNERDI faces the dual challenges of business merger and reorganization and performance management system change, the original performance management system cannot cooperate in the face of business change, and there is an urgent internal need for a flexible and agile, powerful system to accelerate the talent of large state-owned enterprises management digital transformation.

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What were the

challenges

As a benchmark in the nuclear industry, SNERDI needed a talent management system that could not only understand the management philosophy of its state-owned enterprises, but also meet the complex project processing and the changing management mode of a large enterprise.

After many discussions with SNERDI, aTalent realized that the project not only needed to support organizational performance management, individual performance management, democratic evaluation and 360 degree feedback, but also needed to meet the complex staffing structure of the company, with an average of 50+ performance breakdown indicators per employee, a complex breakdown process from organization to department to individual, and 6 different business systems. It also needs to realize the centralized management of different assessment frequencies and performance processes of more than 40 business departments on a unified performance management platform.

太阳能板

What were the

solutions

In the shortest possible time, we can build a system that meets the performance management requirements of SNERDI and fully optimize its original system, realize unified control on one platform, meanwhile support performance assessment processes and management methods of different departments, different functions and different configurations, also provide a variety of 360-degree feedback reports to meet the integrated statistics and analysis of huge data, in order to fully realize the implementation and improvement of talent management.
1. Seamlessly docked to the original platform, UI interface meets the international standards 

Considering the large and complex staff structure of SNERDI, and that each department has its own unique performance assessment process and management style, aTalent activated the organizational performance function in its performance management platform, and at the same time, combine it with individual performance and interface with the business system. This results in an uncontroversial breakdown of goals and a factual basis for meeting them.

At the same time, aTalent configured a powerful and flexible permission system for it, so as to reasonably build a permission model that perfectly suits the business scenario of SNERDI. According to HR authorization, employees and managers, as users of different levels, can use the authorized functions and read and write the data they are allowed to access.

In the setting of performance appraisal process, similarly, different performance rules and processes are customized according to different types of employees, and key details such as the approval hierarchy, so that every department and every employee can achieve consistency and real time between individual performance goals and overall organizational goals.

2. Multiple digital tools were involved at one time 

Understanding that its original internal management system could not support the functional update, aTalent dovetailed the new performance appraisal process with the original pending system of SNERDI, in order to driving the process forward. In terms of the processing of technology, the management platform docked several sets of third-party platforms including core personnel system, enterprise self-researched business management system, electronic signature, single sign-on, etc., which greatly reduced the data errors of manual operation and greatly improved the user experience and the speed of HR business processing.

Meanwhile, in the UI interface of the product, based on the original management and operation process of SNERDI, aTalent has been configured and integrated with the latest design trends to the greatest extent while preserving the working habits of its staff, and has been dedicated to building a first-class competitive nuclear energy general contracting enterprise with an international perspective.

3. 360 degree feedback module and democratic assessment to help employees strengthen mutual understanding

SNERDI uses aTalent’s 360-degree feedback module and democratic assessment to maintain and strengthen the mutual understanding of internal staff. Considering that different departments have different management mechanisms, it is necessary to meet different levels of leadership to score from different dimensions. Meanwhile, for the complex appraisal line within SNERDI, we have added tertiary audit (department head review) of auditing for it based on the addition of dotted-line manager and secondary audit. The results of the democratic assessment are combined with performance results to fundamentally improve overall organizational performance.

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What are the

results & benefits

Together with SNERDI, aTalent successfully completed the performance management system project in 1 month, which set the for the industry. Throughout the project, the system’s configurability, customizability, and extensibility were able to quickly respond to and support changes in the performance management business of the Institute, ensuring the continuity of its business to the greatest extent.
Through the implementation of aTalent Talent Management System, SNERDI can manage employees’ expectations of performance results in a fair and equitable manner, provide an objective basis for internal talent development and promotion decisions, and make a forward-looking layout for its future talent planning.
 

Visual Cheatsheet

30-day project go-live, empowering medium and large state-owned enterprises to fully improve their performance management systems.

3k+

Total Users

30

Project Go-live Days

30+

Avg. number of targets assigned to each employee

40+

Performance appraisal process for different departments

6+

Integration of third-party systems

Snerdi Success Story 2

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Snerdi Success Story 3

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