KPMG is a global network of professional firms providing audit, tax and advisory services. In 1945, KPMG China established its first office in Hong Kong and became the first international accounting network to be granted a joint venture licence in mainland China in 1992. KPMG China currently operates in 20 cities across China, with around 12,000 partners and staff.
“INSPIRE CONFIDENCE AND EMPOWER CHANGE”
Whatever your role in KPMG, we make a positive impact on society through the work we do. By staying focused on what really matters and acting as stewards for the next generation. We operate with this purpose in mind in order to become ‘THE CLEAR CHOICE’, for the people, our clients and the public – this is our vision.
‘Our people are extraordinary’, we have a people strategy in place to make this happen, involving targets to further enhance strategic recruitment, people development and ongoing engagement.
CLEAR CHOICE FOR THE PEOPLE: “OUR PEOPLE ARE EXTRAORDINARY”
At KPMG, we understand that the skills, knowledge and capabilities of our people are central to our success. That’s why we’re fully committed to developing a continuous learning culture. Each of our staff received 90 hours of training last year on average.
For strategic recruitment and people development, we have:
- Tailored development programmes for different needs and service lines – from soft skills to technical ability
- Strong professional qualification examination support
- HR software to track the development programme
- Balanced scorecard performance evaluation system
- Global and national mobility programmes
- Internal transfers between functions to broaden horizons
- Well-structured and transparent career path and options
- Enabled staff to focus on bringing value to clients by offshoring non-client facing work to a shared services centre
COMMUNICATIONS, ENGAGEMENT AND RECOGNITION
Retention and reward are very important to us and in order to enhance this, we have:
- An annual Global People Survey to review and measure staff experience at our firm and take action to improve
- Project Connect – an interactive, efficient and transparent way of communication, with a comprehensive Internal Communications Policy to nail down channels which staff can use to receive information
- A strong ‘People Network’ (people partners, people business advisors and people champions)
- More than 50 interest groups and organised nearly 1,000 activities
- Recognition programmes – Encore, Bravo, Standing Ovation, Employee of the Year…….
- Improved office environment
We embrace an open communication culture and have a series of internal communication channels. Apart from the traditional options (emails / phone calls), we have our ‘Hub’ – an internal interactive platform, an ‘Ask Chairmen’ forum where colleagues have the chance to direct any questions, especially those related to the firm’s business strategy, to the Chairmen. Other ways we reach out to our people include our weekly wrap up – a weekly firm-wide newsletter, the China portal, Pulse TV and People Network. All of these tools are there to ensure that our people are able to communicate with seniors frequently in terms of their ideas and general feedback. All the input is regularly reviewed by the management to ensure that constructive ideas are implemented and that people have their say.
Every year, we conduct our Global People Survey, which measures our people’s perception regarding how well we engage, enable and energise people to demonstrate the desirable behaviours and live up to our purpose and vision.
It provides leadership with essential information on the drivers of our business performance and employee engagement levels. High performers are recognised and rewarded for their achievements which are directly linked to our values and purpose with awards like the ‘Bravo award’, ‘Standing Ovation’ and ‘Employee of the Year’.
Apart from work, we believe that finding time to relax is also fundamental to a happy and healthy life. We organise a wide range of activities through our myLife programme to help our people to find a balance between their professional and personal lives. We have 50+ interest groups, apart from sports and cultural groups, we also have a parents group to support working parents. The firm also organises bigger events like ‘Family Fun Days’, where we have a 1-day theme park tour or different family-friendly activities for staff and their families. We have a ‘Flexible Wellness’ programme for staff whereby they have a fixed lump sum of money which they can use to pay for any health or wellness activities, like gym membership.
CLEAR CHOICE FOR THE PUBLIC: THE PUBLIC TRUSTS US
To become the clear choice for the public, we invest in the communities where we live and work. We have a firm-wide CSR strategy and team. Our staff can make meaningful contributions to the community via monetary donations and participating as volunteers in different activities.
We also recognise the importance of differences, respect and equality as part of our ongoing commitment to inclusion and diversity, we actively participate in programmes which foster this such as, International Women’s Day and Global Dignity Day.
“At KPMG, we’re committed to driving high performance and supporting continuous development. We want our people to be part of the journey in helping KPMG to become ‘The Clear Choice’ for People, Clients and the Public.”
— Linda Lin, Partner-in-Charge, People, Performance and Culture, KPMG China
毕马威是一个由成员所组成的全球网络，提供审计、税务和咨询等专业服务。1945年，毕马威中国开始在香港提供专业服务，随后在1992年成为中国内地首家获准以合资开业的国际会计师事务所。迄今，毕马威已在中国境内20个城市开设办事处，合伙人及员工约12,000名。
“激发信心、成就创新”
不论职位高低，所有毕马威人都在通过本职工作向社会传递积极、正面的影响。毕马威专注最重要的事，注重为后辈引航铺路。秉持这一宗旨，努力成为员工、客户和公众的“明确选择”，这是毕马威的期许和愿景。
“凝聚菁英”是毕马威的座右铭。为此，我们制定了人才战略，也制定了重点岗位招聘、人才培养与确保持续沟通和参与的具体目标。
成为员工的明确选择：“凝聚菁英”
毕马威坚信，员工的技能、知识和综合能力是企业取得成功的关键。为此，我们注重培养终身学习的文化氛围。每名员工去年接受培训的时间平均为90小时。
针对人才招聘和后续培养，我们制定了以下措施：
- 按照层级和业务线需要定制培训计划
- 强有力的专业资格证书考核培训
- 开发人力资源管理软件，时刻观察培训项目进程
- 均衡的绩效评估体系
- 全球和国内工作流动计划
- 不同条线调动以拓宽视野
- 完善、透明、清晰的职业发展道路和选择
- 将后台工作交给共享服务中心，使员工集中精力为客户提供价值
内部沟通、公司活动和表现嘉许
员工留存对我们来说很重要，为此我们制订了以下措施：
- 年度全球员工意见调查 — 回顾和测评员工的工作体验、聆听他们的意见，并采取改进措施。
- 互联项目 — 一种互动、高效、透明的沟通方式，采用全面的内部沟通渠道，确保信息传递。
- 建立员工网络（人才合伙人、人才事务顾问和人才事务推动先锋）
- 组织50多个兴趣小组，组织相关活动近1,000次
- 表现嘉许 — 设立Encore、Bravo、Standing Ovation、“年度最佳员工” 等奖项
- 改善办公环境
我们奉行开放的沟通文化并建立了一系列内部沟通渠道。除了传统方式外（电邮、电话等），还采取以下措施：1）开发内部互动平台 — Hub平台；2）启动“向主席提问论坛”— 员工可以直接向主席提出任何问题，特别是关乎事务所战略层面；3）推出每周总结 — 每周一次的内部通讯；此外，我们还推出内联网、Pulse TV、员工网络等沟通平台。这些措施将确保员工有机会向管理人员和高级管理层提出想法和反馈。管理层将定期查看，听取建设性建议，保证员工能够发表观点。
每年我们都会开展全球员工意见调查，一方面是采纳员工对我们的看法和反馈，另一方面是评估员工的积极性。通过调查，管理层能了解到推动员工绩效和敬业度的驱动要素。对于杰出员工，我们有Bravo、Standing Ovation 和“年度最佳员工”等不同奖项，表彰他们为企业愿景和价值观做出的突出贡献。
工作之余，我们相信休闲娱乐对于快乐、健康的生活必不可少。为此，我们通过myLife计划组织了各种活动，帮助员工在工作和生活之间寻找平衡点。目前，我们组织了50多个兴趣小组，除了体育、文化小组外，还有在职父母小组来专门为有孩子的员工提供支持。我们还有大型员工活动如“家庭同乐日”，在这一天，我们会一起去主题公园，或者为员工和他们的家人提供不同的家庭活动。另外，我们还推出“弹性健康计划”：为员工提供一笔固定资金， 用于参加健身活动或支付其他有助健康的项目，比如，购买健身会员卡。
成为公众的明确选择：赢取公众信任
为了成为公众的明确选择，毕马威不断回馈社会。我们在事务所内制定了企业社会责任战略，成立了企业社会责任团队。毕马威通过组织、举办各种活动为社会做出积极有益的贡献。
我们也认识到差异、尊重和平等的重要性。为了履行我们对包容性和多样性做出的承诺，毕马威积极并坚持参与促进包容性和多样性的项目，例如，国际妇女日和全球尊严日等。
“在KPMG，我们致力于激励员工追求卓越，并支持他们持续发展。我们希望毕马威人作为公司的一份子，帮助KPMG成为员工、客户和公众的‘明确选择’”。
——林琳，毕马威中国人才事务主管合伙人
