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As of the end of 2008, BASF in Greater China operates 19 wholly owned subsidiaries, 10 joint venture companies and 29 production sites, as well as a strong functional supporting platform. From chemicals to plastics, from performance products to functional solutions, from agricultural products to fine chemicals; from R&D to production, from marketing to supply chain management, from human resources to finance and accounting …… the large number of business operations and functions in various fields make it possible for a wide range of opportunities. Talents with various occupational，professional backgrounds，or different ages and colors, can all find suitable opportunities in BASF. The company will explore their potentials and provide them a broad platform for development. Here, BASF employees will grow with the company, and together, can shape the future!
In October 2008, Ms. Priscilla Leung, Human Resources Director of BASF Greater China, was interviewed by Talents magazine. She elaborated on BASF’s corporate culture in valuing talents.
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BASF pays great attention to talent development. Our employees are carefully cultivated and fully supported from the first day on. The “Red Carpet” program is especially designed for new employees and every new employee in BASF will go through it. It is a three-month continuous learning and adaptation period which integrates first day orientation, online self-learning, new employee group learning and interaction etc. The “Red Carpet” program has enhanced the team working spirit among new employees, also provides them with opportunities to meet management, thus helps new employees to be integrated into BASF big family more quickly. <China Chemical Industry News> and <China Daily> both described in detail the “Red Carpet” program of BASF:
When new employees understand more about their work and is integrated into the corporate culture, what awaits them is diversified development approaches. BASF provides employees with substantial and structured training and development platforms, and helps them to develop in various aspects such as professional skills, occupational attainment and management capabilities etc.
- Continuous on-the-job coaching: on-the-job coaching from direct supervisor or more experienced colleagues at any time;
- Targeted classroom training: Appropriate training provided to employees according to their current competency and development needs;
- Various online learning resources: Employees can learn from Harvard Business School management programs, as well as many other self-learning professional and management courses;
- Opportunities to participate in Greater China, Asia Pacific and Global projects: Employees can be involved in these projects and work together with colleagues from other departments or countries. They can share their own experience and different culture backgrounds with each other. And through the attempts in different positions and roles, they could better understand and exert their abilities and potentials;
- Overseas work experience: BASF also actively promotes the delegation of outstanding employees to the headquarter in Germany or other group companies outside of Greater China, which gives the opportunity to employees to gain overseas work experience and develop their intercultural competence.
Please click here, BASF employees will share with you their own career development experiences personally!
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BASF cultivates its employees carefully and works out career development plan that is suitable for each individual. The career development system is based on BASF Global Competency Framework which consists of three categories (Entrepreneurship, Social Interaction and Co-operation and Leadership), containing fourteen competencies. Among them, striving for achievement, communication and interpersonal understanding as well as customer focus are considered as core competencies in BASF Asia Pacific.
Every year, at least one Employee Dialogue will be conducted between employees and their direct supervisors. It provides employees an opportunity to have open and mutual discussion with their supervisors. During Employee Dialogue, employees and their supervisors will review last year’s achievements, and reach agreements on next year’s main tasks and new targets. Deriving from the discussion, an individual development plan is generated considering the employee’s competencies and plans for next year’s training and development areas. In addition to this formal dialogue once a year, supervisors discuss with employees about their performance and competency regularly to make sure the employees are well developed.
If an employee continuously demonstrates outstanding performance, shows strong leadership potential, and behaves in line with BASF’s values and principles, he/she will have the opportunity to be nominated into BASF’s talent pool for focused development.
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