Speaker

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Speakers Profile Mr. Francis Wong MBus, MNIA,
FCPE, FHKIoD, FITA, FHKCS, MiProA, MHKIM. F.CIM
Associate Director - FlexSystem Limited
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The Overall picture Even in the US only about
half of new employer firms survive 4 years or
more and bankruptcies occur for nearly 60 per
cent of the high-tech start-up companies.
(source Centre for International Trade and
Technology (CITT), IIFT, India) In HK, according
to statistics, 90 of the IT companies cannot
survive more than 5 years. In HKs economy, staff
are mostly knowledge worker, as the education
improves, a lot of university graduates and even
postgraduates, with Master and/or Doctor degrees,
in the workforce.
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What we have achieved FlexSystem is one of the
key commercial solutions providers in Greater
China Region/Asia Pacific and probably the
largest one in HK. Since established 21 years
ago, she has set to invest heavily on research
and development, apply the latest technologies
with rich business knowledge onto her commercial
software. Today, the Group has proven her
endless effort as a major developer in the
application software market, with installations
throughout the district. Our products include
Human Resource Management System, Financial
Management System, ERP, workflow, Document
Management System and Business Intelligent System
(data warehouse, balance score and KPI analysis)
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Long Establishment

• First financial management software FlexAccount
  launched at 1985, before we formally establish
  our Company in 1987
• Long term customer relationship - The first
  FlexAccount Client still keeps on using our
  system now
• With our dedicated effort over the last two
  decades to develop, market and support business
  software, FlexSystem has successfully positioned
  as a well-known commercial software provider in
  the region
• we are excited to see our products help to
  improve the clients management and operation
  efficiency, some of them grow rapidly after
  adopting our system to achieve their business
  process reengineering
• we have also accumulate much domain knowledge and
  in return help clients further

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Corporate Expansion

• In our corporate development, we have expanded
  from only 10 people when business started to the
  present 200 staff in HK and overall 300 staff
  worldwide.
• We have been listed in HK Stock Exchange since
  2000.
• In order to better committed to serve our clients
  and to cope with the future expansions, we have
  purchased our existing office of 30,000 sq. ft.
  in 2006 using HKD 20M.
• Hong Kong is our Head Office, with 8 regional
  offices Shanghai, Beijing, Guangzhou, Shenzhen,
  Taipei, Macau, Singapore and Malaysia. Most of
  our offices are both sales and RD centre

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Broad Client Base

• Installations and clients throughout Asia and
  other part of the world are using our products,
  from Japan to Africa
• About 25 of the listed companies in Hong Kong
• Client range from different industries, such as
  NPO, Government, educational institution, banking
  and finance, property development, distribution,
  manufacturing, logistics, media, multi-business
  enterprise etc..

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World Wide Installation

• Over 30 Countries, 150 Cities

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Reputable Client List

• Banking Finance
• Bank of China
• CITIC Ka Wah Bank Ltd ????
• Dah Sing Insurance Agency Ltd
• Bank of East Asia
• Computer / Electronics
• Automated Systems Holdings Ltd
• Hewlett-Packard HK SAR Ltd
• Canon Electronic Business Machine (HK) Co Ltd
• Matsushita Electronic Components Co Ltd
• NEC Electronics HK Ltd
• Vanda Computer Equipment Co Ltd
• Wongs Electronics Co Ltd
• Architects / Construction
• Dickson Construction Co Ltd
• Hip Hing Construction Co Ltd
• Manusell Consultant Asia Ltd

• Entertainment
• Billybala iGame Ltd
• Burlingame International Co Ltd
• Emperor Entertainment Group Ltd ????
• Ocean Park Corporation
• TVE Intl Ltd
• TVB.com Ltd
• Enterprise
• Beijing Enterprise Holdings Ltd ????
• China Resources Enterprise Ltd ????
• China Foods Holdings Ltd ??????
• Denway Motors Ltd ????
• Emperor International Holdings Ltd
• First Pacific Co Ltd ????
• Founder (HK) Ltd ????
• Golden Resources Dev Intl Ltd ????
• Hing Kong Holdings Ltd ????
• Jiangxi Copper Co Ltd ??????

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Reputable Client List

• Education
• Diocesan Boys School
• St. Pauls Co-educational College
• Garment Textile
• Baleno Kingdom Ltd
• Bossini Clothing Ltd
• Crystal Knitters Ltd
• Triumph International Overseas Ltd
• Government NPO
• HK Red Cross Blood Transfusion Services
• The Hong Kong Chinese Orchestra Ltd
• The Hong Kong Council of Social Service
• Hong Kong Arts Center
• Hong Kong Arts Development Council
• Hong Kong Arts Festival Society
• Hong Kong Badminton Association Ltd
• Mandatory Provident Fund Authority

• Industrial Metal Machinery
• CASIL Telecommunications Holdings Ltd
• Cosmo Machinery Enterprises Ltd
• Toyota Motor (China) Ltd
• Wartsila NSD China Ltd
• Manufacturing
• MYER Jewelry Manufacturer Ltd
• Tomei Group
• Media Telecommunication
• 3togo.com Ltd
• Centro Digital Pictures Ltd
• Grandtel Communications Ltd
• HK Commercial Newspapers Co Ltd
• HK Daily News Group
• In Express-Sisters Group Ltd
• Ming Pao Holding Ltd
• WorldCom Asia Pacific ltd

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Reputable Client List

• Printing
• CC Joint Printing Co (HK) Ltd
• Dai Nippon Printing Co (HK) Ltd
• Hung Hing Printings Group Ltd
• Toppan Printing Co (HK) Ltd
• Public Utilities Services
• CLP Power
• New World First Bus Service Ltd
• New World First Ferry Service Ltd
• Property
• First Pacific Davis Ltd
• Henderson Land Development Co Ltd
• Sun Hung Kai Real Estate Agency Ltd
• Hong Kwok Land Investment Co Ltd

• Retail Distribution
• Hong Kong Jewellery Co Ltd
• Jusco Store (HK) Ltd
• New World Department Stores Ltd
• GUCCI
• Hung Fook Tong
• Shipping, Flight Logistics
• China National Aviation Co Ltd
• Fritz Transportation International HK Ltd
• Hong Kong Air Cargo Terminals Ltd
• Hutchison Delta Ports Ltd
• P O Asia
• Shun Tak Holdings Ltd
• Trading
• Amershan Far East Trading Ltd
• Audio Supplies Company
• British American Tobacco China Ltd

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Our Product Direction

• We build software for users and help to off load
  the work of IT staff, so that they can do higher
  level management work, such as data authorization
  and network security

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Question

• How can we achieve it in 21 years?
• What are the winning factors in HR aspects?

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Traditional Thoughts

• HR is a cost centre, lowering the cost of it is
  the only key to manage
• HR is a hiring and payroll department and does
  not affect the success or failure of a company
• Corporate Slimming (layoff) is the vital step to
  cut cost
• Staffs are expenses and not assets

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Our Views

• Unless the management decided to close the
  business, daily operations still have to be done
• Financial crisis and economic downturn will not
  decrease the workload of HR department, instead,
  procedures to layoff, keeping morale, and may
  even changing of business process will increase
  the workload of HR
• If you put your staff in right position and
  environment, they are assets and not expenses
• Staff will not have any satisfaction from routine
  work, automation may shift the staff to do higher
  level job with challenges and satisfactions, then
  staff are better maintained

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Our Suggested HR Winning Factors

• No causal layoff
• in the past few economic downturns, such as the
  financial crisis in 1997 or SARS, we suffered 200
  staff X 20,000 4M each month for 6 months
  (standard sales cycle), but we do not layoff any
  staff.
• Programmers shift from clients customization to
  product development
• marketing staff carry out information search,
  plan for new marketing plan, phone calls to
  potential and existing clients, study
  competitors past activities, examine
  international major players strategies. Plan for
  new products..

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Our Suggested HR Winning Factors

• Highly performance related packages and no office
  politics, major compare your own performances
  improvement and not compare against other staff

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Our Suggested HR Winning Factors

• Maintain highly efficient HR department
• Administration are highly automated by iHCMS
  (i-Human Capital Management System) developed by
  our subsidiary i-Global Solutions

Lets see the system overview
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• i-HCMS

The Web-based
Human Capital Management System

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i-HCMS Function Overview
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Personnel Comprehensive Employee Information
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Personnel Employee Emergency Contacts
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Personnel Employment History Records
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Personnel Employee Education Background
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Personnel Detailed Employee Status Change
Tracking
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Personnel Letter Template Processing
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Leave Unlimited Leave Scheme Setup
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Leave Support Multiple Entitle Modes
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Leave Automatic Leave Generation
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Leave Detailed Leave Records Tracking
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Attendance Sophisticated Attendance Controls
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Attendance Multiple Shift Processing
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Attendance Location Shift Processing
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Attendance Pre-defined Roster Handling
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Attendance Electronic Device Interface
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Payroll User Defined Payment Item
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Payroll Flexible Payroll Formula Setup
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Payroll Automatic Payroll Generation
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Payroll Multiple Cost Center Handling
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Payroll Bank Auto-pay and MPF Interface
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Payroll Taxation Processing Handling
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Others Email Alert Functions
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Others Custom Fields Setup
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Others Import and Export Files Support
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Others User Defined Report Features
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Others Multi-level Security Control
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e-Functions Company Portal
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e-Functions ESS Information Update
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e-Functions e-Leave Processing
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e-Functions e-Attendance Processing
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System Highlights Summary

• English, Traditional and Simplified Chinese
  interfaces
• Multiple Companies, Currencies and Cost Centers
  operation
• User Defined Functions for various operation
  flows
• Powerful Search, Enquiries, Export Report
  features
• Complicated Attendance and Payroll processing
  handling
• Full HR modules with corresponding Web-based
  operations
• Sophisticated Multiple Security Levels Control
• Interactive Graphical Analysis capability
• User friendly Object-based Report Writer
• Integrated with FlexAccount Systems or other FMS

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Our Suggested HR Winning Factors

• Good Motivation not necessary higher paid
• We find out staff individual motivation factor by
  using motivation matrix (a method that let staff
  ranks what motivate him most), so that motivation
  are highly effective, but the matrix must be
  update yearly
• We encourage "intrapreneurs, it can help to
  create new business opportunities within our
  company1
• We encourage new ideas and innovation, staff will
  not be punished due to failure of innovation
  attempts

1 Neal Thornberry, Lead Like an Entrepreneur
Keeping the Entrepreneurial Spirit Alive within
the Corporation (McGraw-Hill, 2006)
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Our Suggested HR Winning Factors

• Most key positions are internally promoted by
  performance, giving staff a career path and build
  loyalty, so that we dont lost staff when labour
  market is good, we do not just give them a job,
  we care about their career
• We welcome returning staff, provided they perform
  well in their original job, so in order to give
  themselves a chance in future, they will perform
  well even they plan to leave, however, when they
  return they may bring new ideas, more realistic
  work attitude and will not leave again

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Our Suggested HR Winning Factors

• We respect staffs own character, customized
  workplace and workplace as home, Gundam,
  Ultra-man, Melody and Hello Kitty figures are
  easily found in the office, some staff like
  plants and have beautiful plantation in office

Bandai, TBS, Sanrio are owners of their
respective trade marks and figures
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Our Suggested HR Winning Factors

• Good team spirit football teams, company
  activities, boat trips, birthday parties and BBQ,
  all activities invite their family members, so we
  create a big family, although we have detail job
  segregation (presales team for each individual
  products, separate implementation team and CS
  call centre), we usually work as a teamgt
  minimize human errors and emotional bias

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Our Suggested HR Winning Factors

• open all opportunities to staff and respect their
  career planning
• We allow staff to change their job according to
  their own wish and ability, i.e. technical staff
  may be able to change to service staff, service
  staff may be able to become sales staff
• Sometime new staff may wish to change their
  career, such as management staff in previous
  employments may change to sales staff

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Our Suggested HR Winning Factors

• some staff are even business owner before, just
  because of economic downturn, they lost their
  business, most HR managers do not have good
  impression and hesitate to hire this kind of
  person, but we may take over their companies
  (case based) or take over the persons (hire
  him/her), their self-driven, experience and
  personal network contribute to the business and
  improve the management
• we use people based on their strength and
  character inside, we see peoples potential and
  help them to explore their own potential

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Conclusion

• We are a people business
• We build our software by only people, no raw
  material, no machinery
• We build software for people (general users) and
  not IT experts, so user friendly is top standard
• We serve people better, so that the first client
  21 years ago still using our system, we still
  have DOS users, maintaining 21 years of quality
  service is not easy
• We have many referrals by existing users, word of
  month from people

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End of section
Thank you and wish your organization will success
even in the Financial Crisis
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Thank You and wish your organization success even
in the Financial Crisis As time is limited,
Questions may be asked after this section