Pros
Their "learning opportunities" are absolutely invaluable - if your life's ambition is to become a world-class expert in this company's obscure internal processes. I'm certain that skill will be in hot demand everywhere else.
Cons
CEO: Intelligent but made a blunder by mass-emailing the entire company about downsizing, inciting widespread panic among employees. This occurred amidst an aggressive deployment of PIPs, triggering rampant speculation. This exemplifies another company misusing PIPs, which are never regarded positively, regardless of how they're positioned. The priority should be establishing clear expectations for each role. Get your highly paid HODs to take full responsibility and address this for their departments. CHRO: Logical but untrustworthy. Preaches empathy yet demonstrates none towards her own team. There's been much politics since she joined the company. Her focus appears to be on expanding her portfolio and cultivating a coterie of subordinates in Dubai. Can one blame them? If you don't comply, you will be subject to scrutiny over mundane matters like leave requests, being at the pantry, etc. CAO: A humble lady but responsible for the disarray in people management. What value does 18 years of company experience bring when HR processes and practices remain archaic, with no robust systems in place? A simple letter for promotion and increment is missing; do you need 18 years to implement the simplest way to formally recognize employees' contributions? She should concentrate on Admin and maybe start thinking of making the HQ truly represent the feel of a headquarters. Recruitment: Stop evaluating their performance based solely on hiring numbers. This approach incentivises quantity over quality, neglecting the imperative to enhance the company's talent pool and foster growth. HRBP: The title is self-explanatory; they prioritise business interests. While they are attentive listeners, their capabilities are constrained by management dependence and lack of authority. The company seems ill-prepared for the HRBP model, as senior leadership insists on wanting to dominate areas outside their expertise (HR). Internal Audit: This department must assert its independence and rigorously scrutinise the internal processes. Overall: 1) Move away from the insular "Deriv way" mindset and adopt industry best practices in HR management. 2) Grant employees transparency regarding their working hours. Why label those who adhere strictly to required hours as factory workers? Are overtime hours compensated? The leave team meticulously reports even minute tardiness but fails to acknowledge extended hours of work. 3) If layoffs are necessary, begin with high-salaried positions, particularly in the C-suite. Targeting employees with modest salaries is short-sighted. Consider the broader implications. If numerous PIPs are deemed necessary, examine the underlying issues in hiring practices and performance expectations. 4) Regarding integrity as a core value: Is it ethical to solicit employees for positive Glassdoor reviews to artificially inflate ratings?