Recruitment and Selection:

Philips with the goal in its recruitment process which the company needs the job candidates has an experience to show the
values of company consisting caring, innovative as well as impactful. Thus, the hiring process of Philips consists of 3 stages.
The first stages includes application and first assessment, explore will the first step is that encourage the job seekers go
career website of Philips (www.careers.philips.com) or through Philips career newsletter to get the information such as
specific business or function and what really means to work at Philips. There are several positions on the company ‘Career
Center’ search page that allow the job seekers to extract their search based on job function and preferred location. The next
step is apply, the recruitment of Philips in order to make sure fairness and efficient hiring process for all applicant so they
only collect all applications via the Philips Careers Center. However, the applicants still can apply with the job through the
preferred social media profile like Linkedin to upload the resume. A confirmation will send to the email address on file
when the application has been received (Philips Global Career, 2017).

All the applicants’ application will be reviewed by a Talent Acquisition means Philips’ recruitment team to look in the
applicants’ position requirements and submitted profile. Once the application successfully get selected, the recruitment
team will arrange a telephone or online interview with applicant. But, if it was not selected, the applicant will notified by
email which sent by the team. Although the applicants may be not successful selected but the database still consist their
resume. In case, it found matches with other opportunities in future, it will be useful and the team recommended all the
applicants submit the application separately for each role in order to enhance the success rate. Lastly, if the applicant have
no further interest to wait for next opportunity, they allow to remove personal information through sending an email request
to (support.careercenter@philips.com) (Philips Global Career, 2017).

The second stage is about the interview session for the successful applications. The interview of Philips separated into two
round and the first interview is the successful applicants will be interviewed by recruitment team. During the first interview
session, the applicants free to share and discuss their background and experience relative to their job applied in order to
give team more understand the applicants’ short and long term interest towards the career. The second round will be
conducted if you successful selected at first interview. In the second interview, the applicants will meet varies roles, location
and hiring manager (Philips Global Career, 2017). Besides, Philips career website also provided the tips as reference for
applicants who enrol in the interview session.

The last stage is decisions stage. When final round of interview finished, the selection process will run through the
interviewers and recruiter with a debrief meeting. This process is significant before making the last decision in order to
make sure all the evaluations and experience are heard. Once the decision make and it will share to the candidate in a short
time. The recruiter will make a last call to contact the candidate if successfully selected in order to discuss the terms of jobs
offer and potential start working date. Moreover, the successful candidate will receive the written documentation that
includes the details of job offers and instruction to confirm the candidate acceptance. Besides, the candidate allows to ask
the recruiter any further question or do any request before finalize the recruitment process and plan to fresh start. Last but
not least, if final decision from the recruiter, that the candidate failed to selected, the recruiter will proceed to step which is
same as the step for the applicants who failed in the first assessment (Philips Global Career, 2017).

https://www.careers.philips.com/global/en/recruitementprocess
https://www.philips.com/a-w/asiapac/careers/healthtech/philips-recruitment-process.html
http://www.diversityresources.stlrbc.org/wp-content/uploads/2013/10/HRLC-
Creating_Competitive_Advantage_Through_Workforce_Diversity.pdf

Compensation and Benefits

According to Philips Collective Employment Agreement (2016), the base salaries that are being received by Philips’
employees is based on their job grade and performance. The average yearly salaries earned by senior manager is $121,000
per year, manager with $83,000 per year and junior manager earned $48,000 per year. Besides, the average salaries earned
per year by employee at entry level as well as junior operative are $36,000 and $32,000 respectively. On the other hands,
by looking into the countries, Philips employees worked in USA earned average salary with $114,000 per year and UAE
ranking second place with the average salary $91,000. However, third is Netherland which is Philip’ founded country with
$81,000 and following are Singapore, France and Hong Kong with average salary $67,000, $59,000 and $54,000
respectively. The graph ( ) showed as below is about the average salaries earned by Philips’ employee according to job
grade while graph ( ) indicated the average salaries earned by Philips’ employee in different country will be shown as below:

Figure ( ): Average salary earned by Philips’ employee according to job grade

Source: https://www.emolument.com/salary-reports/companies/philips/8440

Figure ( ): Average salary earned by Philips employee in difference countries

Source: https://www.emolument.com/salary-reports/companies/philips/8440

As health technology industry, Philips Electronic employer concerned and supported their employees by providing a lot of
difference health benefits in order to boost their employees and contribution. The health benefits separated into emotional
health (paid time off, flexible work arrangement, child and elder care service and Philips care), career health (education
reimbursement, Philips university, collage preparation), physical health (medical plan, dental plan and vision plan) as well
as financial health (Philips 401(k) plan, health savings account, employee stock purchase plan, deals & discounts and
employee assistance plan) (Philips benefit, n.d). Furthermore, Philips also offer attractive pension plan which called ‘Philips
Pensioenfonds’ for the coming retirement employees.

https://www.emolument.com/salary-reports/companies/philips/8440
https://www.philips.com/b-dam/corporate/OE/2017/Philips_2017_Open_Enrollment_Decision_Guide.pdf

https://www.usa.philips.com/a-w/our-people/life-at-philips/articles/working-at-philips/our-best-employee-benefits.html

Employee Training

Philips Electronics is a multinational company with extensive operation worldwide. Hence, offer a best place for the
employees is one of the vision for Philips Electronic that ensure their staffs continue to thrive and grow. At Philips, they
concern on talent development which form a 70:20:10 learning framework. By looking into separately, 70 mean the 70
percent for the employees can learn through critical career experience. The company is in a journey to evolve their culture
by concern on experience-based career development in order promoting their employees chances to appraise and obtain
experiences which is significant used to support the company health technology as well as strengthen the company’s
employability. For instance, Philips Electronics continue the experience-based careers culture through allowing and
empowering employees to plan and manage their career with real-time, integrated tools and difference resources. Besides,
the company through stories telling and communication to build awareness of experience-based careers for employees as
well as facilitated ‘gig-board’ of extra-curricular roles to enhance the teaming of flexibility across organization structures.

Next, 20 stand for 20 percent guidance for the employee through coaching and mentoring. Philips Electronics with own
university named Philips University that launched a program to reinforce the employees and employers career partnership
with clear accountabilities and develop specialist new broad leaders through utilized managers as coaches to have
transparent career dialogues with the teams (Philips Annual Report, 2016). Lastly, 10 percent is for employees learning
through formal learning which Philips University in 2016 developed more than 1900 new courses for the employees register
themselves for training.

In additional, Human Resource leaders of Philips Electronic looked closely to identify and progress more high-potential
leaders because it is part of succession management initiative. Thus, Philips company get itself collaborate with
Development Dimension International (DDI) which is an organization provide service that assist other companies to hire
high-performance workforce in order to develop a training called “Global Leadership Training”. This is a training courses
for the Philips’ employees in difference countries that assisting Philips to seek out talent leaders as well as gain competitive
advantage. It means that, this is an attractive element for fresh employees or future new employees with opportunities to
become talent leaders. Due to this training provided to global Philip organization so the courses offered in six languages in
order to ensure the courses are appropriate for diverse Philips’ audience who stay in difference countries (Philips Client
Success, n.d).
Last but not least, there variety divisions in Philips Electronic such as consumer care, lighting, health care and others.
From the difference divisions also provided own training programs such as ‘Philips Golden Ears Training’, ‘LED
Certification Program’ and ‘Biomedical Engineers Education and Training’ for their specialist such as Philips engineers
and designers.

http://www.ddiworld.com/ddi/media/client-successes/philips_cs_ddi.pdf?ext=.pdf
https://www.headfonia.com/the-golden-ears-training-program-by-philips/

https://www.learningconnection.philips.com/en/catalog/profession/biomedical-engineers
http://www.lighting.philips.com/main/education/lighting-university/lighting-university-browser/course/led-certification-
program

Employer-employee Relationship
In Royal Philips Electronics (RCE), a Work Council as known as trade union will be formed by employees who designated
by the chairman of company to represent the whole company workforce in order to facilitate contact between trade union
organizations of Dutch and their members. Moreover, the employer in an organization should assist the employee of trade
union to bring the list of memberships up to date once a year (Philips Collective Employment Agreement, 2016 ). Hence,
these employees who whole the trade union position with responsibility to represent the other employees to achieve their
needs or goals such as improving safety standard, work condition, gaining higher pay and benefits such as health care and
retirement as well as others.

For example, Royal Philips and trade union of Dutch in year 2013 announced their negotiations results about the collective
labor agreement for workforce of Philips in Netherlands. The agreement included the raising of wages and changes the
largest pension plan of Philips in Dutch in order to help the Philips’ employees and the company to create a sustainable
pension framework. As the results, the new funding agreement have been agreed and Philip will no longer be liable for the
funding plan that with the deficit potential in future. Besides, due to change in funding, Philips Pesioenfonds have been
contributed by one-off EUR600 million from the company and the new funding agreement will become effective started
on January 1 2014 (Philips News Center, 2013). Furthermore, one of the consultation platform named “European Philips
Forum (EPF) which was established in 1998 with the European Works Council. The purpose of this group is to discuss the
developments of business and significant of employees in Philips companies from European Union, Switzerland and
Norway. This is a group to dialogue about the significant of how the company to deal with employees by using proper
procedures as well as mindset (RCE NV Company Profile, 2004).

On the other hands, while in the international level, there difference rules and regulations within nationals legislations from
difference countries and the company tends to restrict itself to compliance them. Thus, difference countries and regions that
consisting the employees of Philips will be treated in difference ways (RCE NV Company Profile, 2004).

According to Royal Philips Electronics (RCE) Annual Report (2016), RCE believed that employee engagement is
essential element to affect company’s competitive performance which become the heart of the company’s vision. These
principles included employee-understanding and prior discussion. All the members have right to feedback so Philips
Electronic via quarterly surveys to track them called “My Accelerate Survey (MAS)” and promote the Team Performance
Dialogues between the managers and the teams. This is because, the survey consisted of perceptions and attitudes which
linked to satisfaction, commitment as well as advocacy of employee and it will become the critical input that need to
understand by managers in order to communicate with employees such as working condition or cultural issues.

Annual report page 20

https://2015.annualreport.philips.com/#!/employee-engagement

Employees Working Environment

Royal Philips Electronics Head of Human Resource and Business Transformation realises that current employees are
concerned on health and well-being in their working life. Improvement occurred as a result of work-life balance found in
employee’s life as mentioned by Lazar, Osoian & Ratiu (2010). Lazar et al (2010) had mentioned that work-life balance
practices provide positive influences on individual and organizational performance. Therefore, its management to change
it business logic by implementing a new projects called “I Smart Jobs” in the company workplace. This project purposed
to deliver visibility of its Health Technology in its worldwide position in order to improve the employee’s lives. The strategy
of this project is to turn down the barriers by reducing the time of work at company and transfer to home in order to allow
the employees more flexibility that create work-life balance (Ronchetta, 2016). For instance, Philips in United States is one
of the company support “mom-friendly policies” by starting hire 100 remote staff to work from their own homes around
the country (Barberio, 2017).

As mentioned above, Philips Electronic is a health technology company with the vision of strive to make the world healthier
and more sustainable through innovation. Thus, the company concerned on their employee’s health in order to strive a
working environment which is free from injury and illness through focus on lowering the number of injuries and improving
the processes. A program established in 2016 named “Behavior Based Safety (BBS)” and implemented across globally in
Philips Electronic subsidiaries including those countries such as USA, China as well as Asia Pacific to remind the employee
think and act the safe driving rules to prevent the injury occurrences in future. They confidence this safety program will
drive down the workplace injuries and become a key pillar to reach the goal of 25% reduction in total injuries by 2020. For
example, according to report provide the Lost Workday Injury Cases (LWCI) rate indicated that 174 of LWCI in 2016
decrease compared with 213 cases in 2015 (ROE Annual Report, 2016).

On top of that, Philips Electronic a diverse and inclusive workforce is a significant element to a blossoming innovation
business (Philips Carrer, n.d). Saxena (2014) defined workforce diversity implied employees consisted similarities and
differences in terms of age, race, color, gender identity, sexual orientation, language, cultural background, religion, physical
Diversity
abilities and disability. Hence, the Philips Electronic are strongly holding in progress of diversity and inclusion in order to meaning.pdf
Commented [U1]:
foster an innovation, collaborative and high energy work environment (Philips Career, n.d). For example, the division of
Philips Lighting in 2010 started promoting the importance diversity and inclusion and make it to become priority concern
at Philips. Due to other division of Philips company the women involving were low so the company want to create a balance
between men and women due to other division of Philips company the women involving were low in order to ensure that
all people are working in friendly culture. Everyone have opportunities to apply their strength as well as established a
working environment that every employees feels heard and appreciated to become more open as well as positive towards
each other (Mollema, n.d)

Moreover, Philips Electronic as a multination corporation expanded difference functioning operations in difference
countries from Asia, North America, South America, Europe and Oceania. Thus, Philips Electronic set up its General
Business Principles (GBP) as reference with the translations text which are available in 32 languages that bring the GBP
easy to read by employees in native language who are from difference countries with different culture. The GBP consisted
the policies, manuals and as a training tools to become a guidance for employees practical in order to apply it in their day-
to-day work environment.

Health and safety workplace

https://www.workingmother.com/philips-is-hiring-nearly-100-work-from-home-employees-with-full-benefits

https://www.management-development.com/case/philips-lighting-diversity-and-inclusion-diversity-power/
https://books.google.com.my/books?id=2bAZBQAAQBAJ&pg=PA21&lpg=PA21&dq=LGBT+of+Philips+company&so
urce=bl&ots=nkBFazGl61&sig=bXyL5cP5Lk5Qa6tFE_dWEwuV4cM&hl=en&sa=X&ved=0ahUKEwjW_PqNv5rXAh
WFNo8KHbzZAyQQ6AEIZDAN#v=onepage&q=LGBT%20of%20Philips%20company&f=false