The Performance Evaluation of Pakistani Staff Members at the Pakistan Haveli O&M Project for the Year 2023 has been Successfully Completed
2024-02-05
In February 2024, the performance evaluation of Pakistani staff members at the Pakistan Haveli O&M project for the year 2023 was successfully completed with satisfactory results.
As of February 3, 2024, the localization rate of the Pakistan Haveli O&M project has reached 88%, making it one of the earliest and highest localized projects within the Company. During the initial phase of project commencement, the proportion of Chinese and Pakistani staff members was balanced, and the project implemented a functional organizational management model, which helped maintain stable operations before the start of the project. With the continuous increase in the localization rate of the project, active exploration of foreign staff management models has been undertaken, promoting the establishment of an employee performance management system. This effort fully mobilizes the enthusiasm and initiative of Pakistani staff members, accelerating the construction of a high-quality team of foreign talents.
In August 2022, the Company organized a specialized research team to conduct on-site investigations at the project, guiding the establishment of a performance reform group and the development of a scientifically effective performance management system tailored to the actual situation of the project’s foreign staff. This initiative provided strong support for the smooth implementation of tasks such as the selection and allocation of Pakistani staff, salary management, and job adjustments. The performance reform group of the project, based on the actual situation of the project and the opinions of Pakistani staff representatives, along with the project’s performance management experience, established a performance management system for foreign staff primarily based on key performance indicators (KPIs). This system was officially put into use starting in January 2023.
After the formal implementation of the performance management system for foreign staff, the project established departmental performance assessment objectives and individual performance assessment objectives in accordance with the system. The overall assessment objectives of the project were decomposed layer by layer, forming a performance assessment model that simultaneously associates the completion of KPI indicators for foreign staff with the project, departmental, and individual assessment objectives. Currently, the project has established the correct direction of “promoting the capable and advancing the outstanding”, fostering a positive atmosphere of “learning from others and striving to surpass”. This has significantly boosted the work enthusiasm of Pakistani staff members, playing an active role in the smooth completion of various tasks for the project in 2023.
In the performance evaluation summary for February 2024, compared to previous years, there has been a significant improvement in both the quality and efficiency of various tasks in the project in 2023. This marks a milestone achievement in the reform of performance management for Pakistani staff members in the project, and it also provides important assurance for the smooth progress of various tasks in the project in 2024.
Next, the project will continue to explore models for cultivating overseas talent pools in line with the development needs of markets in Pakistan and other Middle Eastern regions. We will persist in advancing and refining performance management mechanisms to contribute even more significantly to the efficient fulfillment of the project and the long-term development of the company's overseas ventures.
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