Transcript MPS_Corp_PPT_Template - Monolithic Power Systems, Inc. (MPS)

MPS Hiring Analysis
Prepared By: Amy Huang
Date: Nov. 2013
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The Future of Analog IC Technology
Content
1
What have we done in 2013
2
Hiring channel analysis
3
New employees analysis
4
What will we do in 2014
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The Future of Analog IC Technology
What We’ve Done in 2013
1. We totally closed 133 social positions
2. The average PCL is 58.4 days.
Social
Recruiting
1. 82% finished 2014 campus recruiting in
CD/XI’AN/Mianyang. （Total 22 openings)
2. We total delivered 24 offers and 18 students accept
them
Campus
Recruiting
2013 Campus Recruitment Status
S/N
Position
Plan Hiring
Offered
1
DE
3
3
2
FA
5
5
3
PE
2
4
4
YE
2
2
5
TE
6
6
6
IC Layout
2
7
FAE
Total
Declined
Accepted
Complete Rate
3
100%
1
4
80%
2
2
100%
2
100%
5
83%
2
2
100%
2
2
0
0%
22
24
18
82%
1
3
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Major Hiring Channel
Website:
Headhunter:
Vendor
Vendor
University
Channel
51Job
Passion
UESTC
Company Adv.
Zhaopin
Vastsea
SWJTU
Internal Referral
ChinaHR
Alliance
Xi’an Jiaotong University
Job Fair
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.
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The Future of Analog IC Technology
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
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Analysis by Entry Rate and Turnover Rate
Turnover Rate Analysis
Enrollment Rate by Monthly
40
35
30
25
20
15
10
5
0
6.00%
35
5.00%
30
4.00%
3.00%
2.00%
1.00%
0.00%
New Comer
Enrollment Rate
4.50%
4.00%
3.50%
3.00%
2.50%
2.00%
1.50%
1.00%
0.50%
0.00%
25
20
15
10
5
0
Termination
Turnover Rate
Summary：
1.
2.
3.
4.
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 environment and have the annual
salary adjustment according to the IC marketing data once a year.
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The Future of Analog IC Technology
New Employees Analysis
Work Type Aanalysis
150
100
50
Summary：
0
Engineering
Office
Social Insurance
Production
Campus Recruitment
Chart 1
1. Production is always the highest hiring department.
2. Campus recruitment mostly used for engineer hiring.
Gendle Analysis
50%
Chart 2
1. MPS has 53% male and 47% female, that means MPS
do not have gender discrimination.
0%
Percentage
Male
Female
Degree Analysis
60
50
40
30
20
10
0
40%
30%
20%
10%
0%
Master
Bachelor
Associate
No
High School
Chart 3
1. Most of operators are high school and vocational
secondary school degree.
2. Associate are the technician of production or engineer
department.
3. All of the engineers are Master and Bachelor degree.
Vocational
Secondary
School
Percentage
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Employer Brand
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New Comers’ back Ground Analysis
New Comers’ Back Ground Analysis
0.66%
1.32%
0.66%
3.29%
1.32%
0.66%
0.66%
1.97%
1.97%
0.66%
0.66%
0.66%
安徽
北京
广东
河南
湖北
江苏
山东
陕西
上海
85.53%
四川
天津
新疆
重庆
Summary：
1.
2.
85.53% new employees are come from Sichuan province.
14.47% are come form other provinces, like Chongqing, Henan and Shanxi.
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The Future of Analog IC Technology
Headcount Analysis by Department
Warehouse
1% TE
HC Analysis by Department
10%
S&S
1%
Sales
1%
Administration
Reliability 1%
AE
3%
5%
DE
5%
FA
3%
HR
2%
QA
1%
Summary：
IT
2%
Logistics
1%
Maintenance&Faci
lity Equipment
Mask 2%
Design
3%
Package
1%
PE
6%
Planning
1%
Production&Inspe
ction
52%
1. Production Line hired 98 new comers and had 70 termination in 2013. Production department
increased by the rate of 8.7%.
2. Engineer department total has 48 new comers and had 6 termination in 2013. The increase
rate is 18.9%.
3. Office part hired 14 new comers and had 10 termination. The increase rate is 6.6%.
4. 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
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What We Will Do in 2014
1. 90% finish the 2014 recruitment.
2. Analysis the hiring status, including channel choosing and interview status. And
improve the defects parts.
3. Finish the survey about the hiring satisfaction.
4. Organize more activities with the UESTC to publicize MPS.
5. Following up all the candidates who met the hiring requirements but did not attend
the face to face interview.
6. Improve the hiring managers and HR’s interview skill.
7. Optimize the hiring record.
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The Future of Analog IC Technology