2. 2
Letter To Our New Colleague
Dear our new colleague：
No matter wherever did you work before , what position did you take before , what‘s kind of achievement
you made or whatever failure you had .From now on , you are one of our members in FiberHome family , We
are very pleased to have invited you to participate in our local business development .What's more ,we hope
you start fresh working experience in your career and may you work here happily .
FiberHome , not only broaden the network ,but also broaden your future.
Welcome to join us .We'd like to grow with you together.
Signature:
Letter To Our New Colleague
3. 3
C O N T E N T S
01
02
03
04
Overview Of Headquarter
Vision Of PT FiberHome Indonesia
General Human Resources Policy
Performance Assessment Process
05 Salary Remuneration System
06 Employee Conduct Management
5. 5
Global Industrial Layout
Industrial Base Optical Communication Photoelectron Industrial Park
Intelligent Information
Industrial Park
Wireless Industrial Park
New R&D Base
More than 1 billion RMB of Investment
To be completed in 2016
Nanjing Wuhan Wuhan
Changchun
Xi’an Chengdu
The Industrial Bases
Headquarter: Wuhan
Base in China: Nanjing, Xi’an
Hangzhou, Changchun, Chengdu
Base in Oversea:
OFC Plant in Ecuador
ON Plant in India
Production Capacity
Complete Industrial Chain
Capacity for fiber, cable and rods: more
than 40 million fiber Km, No. 2 in China
Capacity for System: more than 300
thousand sets , No.3 in China
1st Company Profile
6. 6
Oversea Subsidiaries
Solution & Service applied
Thailand
Philippines
Malaysia
Singapore
Indonesia
Vietnam
India
Myanmar
Pakistan
Turkey
Saudi Arabia
Oman
Japan
Australia
Russia
Germany
France
Kenya
Columbia
Ecuador
Chile
Brazil
Argentina
Nigeria
Angola
Uganda
Ethiopia
Tanzania
Peru
Bolivia
Uruguay
Paraguay
Poland
Romania
Spain
Algeria
Egypt
Morocco
Mexico
Guatemala
Honduras
Italy
Sweden
Finland
Canada
USA
Wuhan，China
Zimbabwe
Mozambique
South Africa
Over 30 local sales and service branches globally
Multiple overseas Manufacturing and assemblies
Flexible financing supports
Effective service team: 1000 experts, 60 PMP
300-Second response time, 7*24 technical supports
3 Training bases: over 60,000 engineers trained
Global Market and Service
8. 8
Customer are always the basic on which a company
can survive, and customer orientation is always a
compass guiding a company to keep forging ahead.
We have persisted in starting work based on
customer business, and constantly innovation
services, thereby continuously creating maximum
value for customers.
Customer Orientation
Company Culture
Core Values
9. 9
Innovation is a source driving Fiberhome to develop
from a good company to a great company. We
encourage staff never to be contente with their
present situations but to be aggressive in making
breakthroughs and keeping moving. We encourage
staff to make efforts to improve their actual
situations and starting from details. We encourage
staff to base on the industry’s cutting-edge
technology and make open innovation when
inheriting the excellent achievement of others.
Continuous Innovation
Company Culture
Core Values
10. 10
We have adhered to the basic principles of good faith ad
integrity to engage with customers. We advocate honesty
and Faith,fair competition, and compliant operation, to win
customers with our comprehensive strength.
We require our staff to be passionate in and devoted to
work, and earnestly fulfill their duties, which are the basic
requirement of professional ethichs. We encourage our staff
to set their footholds in duty posts, be passionate and
professional in the industy, conscientiously fulfill job duties,
and make efforts to pursue a higher level in the career.
Professional Integrity
Company Culture
Core Values
11. 11
Fiberhome is in pursuit of continuous growth and progress
to build our business to last longer. We encourage staff to
realize more output with the same input and the same
output with less input. We encourage staff to take the
improvement of organizational performance as the objective,
make efforts to find a way to realize the objective, and
constantly enhance personal ability and performance. We
insist on continuously increasing returns to shareholders and
the society with a robust growth and sound performance.
Incremental Development
Company Culture
Core Values
12. 12
The management system is designed with effective output as
the center and customer satisfaction as the basic.
We judge a talent based on his/her contribution and provide
rewards based on his/her output.
We determine resources based on effective output and
allocate them according to instructions of customer
manager , marketing manager, and product manager.
Innovative business relies on the pioneer, while mature
business relies on the management。
Only the improvement in the organizational performance
can drive the increase in personal income.
Management System
Company Culture
13. 13
We advocate the concept that “if you don not make achievements, you
make mistake”, but discourage the lethargic thinking that “ do not hope
to distinguish myself, but only not to make mistakes”.
We evaluate a leader based on his/her output, increasement, unique
contribution, extra effort and talent training and make a bold attempt to
use people with advantages and distinct personality.
We judge an employee’s qualification for a position based on his/her
performance and judge his/her ability improvement based on excellent
business activities.
A real expert is from the front-line market and must practice based on
excellent business activities.
We encourage transverse flow and people with cross-field work
experience have the priority to be promoted.
Talent Orientation
Company Culture
14. 14
We encourage avcommunication model that aims to solve problems
and find effective approaches but discourage shirking from
proposing suggestions but only raising problems.
We encourage judging “gains and losses” based on overall
interests but discourage judging ”right and wrong”based on local
standpoints.
We encourage perspective taking, and analyzing problems from
oneself, and considering others when summarizing experience.
We encourage direct and face to face communications to solve
problems and discourage one-way notifications by e-mail or
reporting by others regardless of the effect.
We adhere to effective ways of communication such as
annual/quarterly/monthly/weekly plan.
Communication Model
Company Culture
16. 16
Vision and Mission
Mission
Vision
Target
Where there is no Vision, the People perish”
TOP 3 Oversea Company in FiberHome Group
TOP 3 Well-known Telecom brands in Indonesia
Revenue reaches 218 Millions USD in 2021;
FiberHome products enter all top 5 Telecom operators in Indonesia
Total employer exceeds 170
Connecting Indonesia with Everyone and Everything at
Everywhere
Vision
Mission
Target
18. 18
CONFIDENTIALITY
CONFIDENTIALITY
Customer lists
Financial information
Marketing strategies
New materials research
Proprietary product processes
Research and development strategies
Technological data
Technological prototypes
The protection of confidential business information
and trade secrets is vital to the interests and the
success of the company. Such confidential
information includes, but is not limited to, the
following examples:
19. 19
The Key Points Of Code Of Conduction (Red Line )
Any staff who breaches the following items shall have the performance U in current quarter.
Two continuous U during two quarter means dismission.
There are more than 2 times of falsifying the attendance record in each year.
Be absence from duty more than 24 hours without any permission from manager.
Change the telephone number or turn off the phone without informing to manager
before, leading to fail to connect with him more than 24 hours.
NO
20. 20
The Key Points Of Code Of Conduction (Red Line )
☒ Executing the important business project decision by himself and leads to serious loss.
☒ Without the permission from company, sign the legal document such as contract,
agreement arbitrarily or open bank account with the company title.
☒ Revealing the project information (multinational operator, 1M USD) outside, or exposing
the unknown situation in the tender activity.
☒ Strictly prohibit operating the project privately, colluding with the channel businessman &
customer to gain benefit. Take commission from outside.
☒ Handing with the charges application and reimbursement using other’s username and
password in OA.
☒ Cause the important property lost. Or make bad influence on company reputation.
☒ Losing the company’s stamp since the improper keeping or result in loss
as the using the stamp improperly.
Any staff who breach the following items shall be dismissed directly and FiberHome reserves
the right of litigation.
21. 21
Employee Profile
The employee shall update with line manager and HR timely if any
personal information changed. And the employee’s performance will
be evaluated as U if can’t be contacted beyond 24 hours or cause
loss because the employee’s personal information changed.
EMPLOYEE PROFILE
Identity card copy
Passport size photo
Certificate of Degree
Other certificate or documentations
Any documents pertaining to completed training programs
Every employee will require to submit relevant documents
to HR department for filling and also provide their
personal details for record purpose.
22. 22
33
Attendance
Company shall work from
9:00 am to 5:30 pm
Monday to Friday with
one hour (1) hours lunch
break between 12:00
noon to 1:00p.m (advance
or late break can be
applied considering work
load)
Working
Hours
Absent
From Work
Punctuality
In the event that any
employees are unable to
come to work for any reason,
the employee must make all
reasonable efforts (OR VIA
SMS – Short Messaging
System) to inform his
immediate superior AND HR
department of such absence
as soon as possible (should
be before 11:00 a.m. on the
day of absence).
Punctuality and regular
attendance are essential
for the efficient running
of any operation.
All employees are strictly
required to clock in and
clock out during the
Working Hour for every
normal working day.
23. 23
Leave Application Policy
Maternity
Leave
Medical Leave
Annual
Leave
Special
Purpose
Leave
Type Of Leave Leave Application Process
Less than one day leave, should inform line manager and HR department
via whatsapp or email one day in advance and continue by submit leave
form once back to office.
2 days or more leave, shall fill leave application form and get it signed by
manager and submit to HR department one or two days in advance and
shall provide emergency contact during Leave and arrange alternative
to make sure the duty running smoothly.
The employee should submit medical report to HR department after leave
if any employee applied medical leave.
24. 24
Probation Policy
All new appointed
employees shall
undergo a 3 months
probationary period.
01 02 04
At the end of the
probationary period,
employee needs to
do a presentation to
HR & User.
Assessment will be
carried out during
the presentation.
A letter of
confirmation in
writing shall be given
to the successful
employee on the day
due for confirmation.
Shall the employee
performance doesn’t
meet company’s
expectation, company
can terminate or
extend the probation
period by another 3
months or additional.
03
25. 25
Transfers and Assignments
In response to any internal posting, an Employee desiring to be
transferred or reassigned to a different position within the Company
may contact his/her Line Manager and identify the position to which
he or she would like to transfer or be reassigned and the reasons for
requesting the transfer or reassignment. The Company however
retains the sole discretion to demote, transfer or reassign Employees,
as it deems reasonable and/or necessary regardless of whether the
Employee has consented to or requested the demotion, transfer or
reassignment.
If platform employees desire to transfer as sales, he/she needs to pass
the examination of Sales Kit, and get our VP’s approval. If sales
employees desire to transfer as platform, he/she needs to get our
VP’s approval. When we finished the transfer procedure, HR should
compile and report to HQ.
26. 26
Staff
Resignation
During probation or any extension thereof, an
appointment may be terminated by either
party giving to the other of I (one) month
notice in writing and handle with the clearing
contract . This one month notice is definitely
mandatory for smooth resignation process and
issue the exit clearance certificate.
Upon confirmation, an appointment may be
terminated by either party giving to the other
of one (1) month’s notice in writing and
handle with the clearing contract .
2022/9/4 26
26
27. 27
Weekly Report Submission
Employees need to
submit weekly report to
his/her own supervisor
and CC to secretary
before noon of
Saturday.
Report submit after
Saturday will be treated
as late submission.
The secretary will
gather and response
the condition of weekly
report and customer
visiting time to Chief.
This report is to submit by
weekly basis except for
below circumstances:
If the employee is on
long maternity &
sickness holiday.
If office close for long
public holiday (eg. New
Year)
Weekly
report
submission
28. 28
Stationary
Application
For stationery, staff can apply with the
request form to admin department.
Admin department should assess the
reasonableness of the application, if it is
acceptable, the form will be approved
by applicant's immediate superior and
chief.
2022/9/4 28
28
29. 29
Stamp Using Management
As the stamp is the behalf of company ’s authority ,so
everyone must follow the provision of stamp using strictly
especially to permission, authority letter, contract and
other official document which is related with the
operation of company.
If the employee needs to use the stamp, get your line
manager’s approval by message or email in advance .
Stamp using management
30. 30
Business Trip
Management
Employees who are going outstation either
for one day or more than one day must fill
up “Business Trip Application Form”.
The application form needs to get
approval from immediate superior & Chief
& submitted to HR. HR Department will
keep it for record.
The “Business Trip Application Form”
shall submit before the trip.
If immediate superior or Chief is outstation,
email approval need to print out and
submit together with the application form.
2022/9/4 30
30
32. 32
Performance Evaluation Management
During
Probation
After
Confirmation
Personal Business
Commitment (PBC)
Probation Assessment，
refer to probation
management .
The management of staff performance is to ensure the realization of the organizational performance
objective. The evaluation of actual completion of an employee’s performance target and his/her
behavior during the completion of the performance target can ensure the assessment of the employee’s
contribution and competence , thereby providing a basis for fair distribution. The gap analysis and
improvement plan during the management of staff performance can help staff improve their performance
levels and enhance their professional competence.
34. 34
Target management-oriented employees need to actively make a commitment to personal
performance target by signing a Personal Business Commitment (PBC) , including KPI,
performance plan, main job duties, and code of conduct. The PBC may vary depending on
different categories of employees.
Task management-oriented employees need to establish a task goal including indicators
of task completion rate, completion quality, efficiency, and basic code of conduct during
the completion.
Personal Business Commitment (PBC)
Establishment of Performance Target
35. 35
The performance evaluation is based on the fulfillment of PBC. During the execution of performance target of any
employee, each department shall record key events and information which shall be taken as the basis materials for
performance evaluation. The performance evaluation results shall be compared and sorted by the category of
employees, and include levels of O, G,A,U and I as following:
Outstanding “ O”
exceeding the performance target, making unique contribution , comprehensively ranking top 10% among employees holding
similar positions within the department.
Good “ G”
meeting the key performance target , comprehensively ranking top 50% among employees holding similar positions within the
department.
Acceptable “ A ”
acceptable fulfillment of the performance target, to be further improved.
Underperformance “ U “
Underperformance in fulfillment of the performance target, comprehensively ranking low among employees holding similar
positions within the department, obviously need to be improved.
Inacceptable “ I ”
inacceptable fulfillment of the performance target, the completion of tasks is far lower than the average level of employees
holding similar positions within the department.
Personal Business Commitment (PBC)
36. 36
Project bonus depend on the operating conditions of company and personal
performance.
Personal Business Commitment (PBC)
Performance communication shall run through the whole process of performance
management. With effective communication, the evaluator can clearly know an
employee’s performance target, learn his/her actual contribution , and make an objective
and fair judgement. When giving feedback of performance evaluation results to the
employee, the evaluator shall analyze the reason for the performance gap and help
formulate an improvement plan to improve his/her performance level and competence.
Communication / feedback/ improvement
38. 38
Salary Remuneration Package
Project bonus will be evaluated base on below criteria:
- PBC Performance
- Disciplinary (Attendance, report submission)
- Show great contribution in team building and commitment in works
- Only the staff who has been working in FiberHome more than 12 months has
the qualification to have the yearly bonus.
01
The period of salary
calculation is form 21st of last
month to 20th of current
month ,the applicable days
of calculation is 21 days of
each month .The releasing
date is 25th per month.
02
For encouraging the staff to
make better growth,
FiberHome supply the
competitive salary system to
its staffs especially who are
working here long term and
with good performance .
39. 39
Salary Confidentiality Policy
Your salaries are your personal
information and hence all
employees are expected to treat their
individual salaries as private &
completely confidential. This can only be
discussed with your immediate manager
or with HR. Any breach of confidential
information will be treated strictly and
seriously by the management.
HR will guide all employees on
the components of your salary
structure during your induction
& otherwise from time to time.
Any questions related to the
structure may be directly raised
to HR.
41. 41
GENERAL CONDUCT
All employees are prescribed to avoid drugs, the
company is a drug-free workplace, whoever
caught under the influence of illegal drugs.
All the employees must observe safety rules.
All employees are required to keep their work area
clean before leaving work , one must ensure that
all things such as supplies , gadgets and other
equipment being used must be taken care of .
All employees should conduct themselves with the
utmost courtesy and respect regarding their
superiors, clients and guests of the Company.
2022/9/4 41
41
42. 42
GENERAL CONDUCT
Each employee should treat all other employees with
respect, and they must help and cooperate with each other.
Teamwork is imperative to the Company and all employees
are expected to be able to always work as a professional
team.
Gambling within the company premises is prohibited.
No one shall be allowed to bring firearms or any deadly
weapons within the company premises.
Viewing pornography, or sending pornographic jokes or
stories via email, is strictly prohibited and will be addressed
according to the Company’s sexual harassment policy and
applicable rules.
All employees are required to wear company ID at all times
while inside the work premises.
2022/9/4 42
42
43. 43
If staff feel
unwell, please
immediately
connect your
Line Manager
to ask for sick
leave and
continue to
have test and
claim the test
fee thru admin
staff.
On confirmed
positive case,
staff are
required to
follow
doctor’s
recommendati
on.
Get PCR Test
again after 14
days, when
the result id
negative, staff
still required
to do 14 days
self
quarantine
again.
Get another
PCR test again,
and only if the
test result
show negative
for the 2nd time
then staff is
allowed to
come to office
or join meeting
In office we
apply high
preventive
standards
to avoid
CoVid19
virus
spread.
CoVid 19 Pandemic Handling Procedure
44. 44
Office Offence Management
In habitual tardiness situation ,the HR will host the communication with the staff ,explain
the regulation to him and warn him to be punctual later .All the record of the
communication will be kept in file with signature from both sides.
If the staff continues his tardiness without any improvement ,he will be asked to join the
communication with immediate supervisor .Superior will stress the relationship between
performance and tradness and warn him once more .
If the staff keeps tardiness like before ,the warning letter will be released by Chief ,this
letter will mention the publishment for the habitual late .the publishment includes as
belows :deduct more salary ,KPI will be U,Dismissal
Communication
HR
Communication
supervisor
Warning letter
Punishment
As you all know, the headquarter of our group is in Wuhan. Besides the headquarter, we also have 6 industrial bases around China. As shown in the photos, theses bases locate in different cities in China, including Nanjing, chengdu, xian, hangzhou and changchun.
These bases focus on different business areas.
(They are optical equipments, optical fiber & cables, photoelectronics, wireless systems and intelligent information. )
Our production capacity is amazing.
Capacity for fiber, cable and rods : more than 20 million fiber Km, No.2 in China.
Capacity for System : more than 300 thousand sets , No.3 in China.
