Human Resource
Each year, we invest in team-member training for education, mentoring and coaching, developing management and leadership skills, and helping team members find challenging new assignments. We believe the greatest skill is the skill to learn new skills. At EMMC, career development is a shared responsibility between team members and their managers. We are expected to take charge of our own career development. We need to understand the skills required for our next opportunity and then find ways, with our supervisor’s help, to develop those skills.
There is another important way we influence behavior. We try to use Iran’s most neglected motivator: recognition. If someone is doing a good job, we tell them! We can never do enough of it.
We want every team member to be able to say, “I chose the right company. I am valued. I am rewarded. I am recognized. We work hard, but we have fun, too. I can improve my professional skills here. I can reach my career goals. I enjoy my work.”
Our success has as much to do with attitude as aptitude, what is in our hearts, not just our heads. Our success depends on how much our team members care for their customers and for each other. In hiring, we do not care how much a person knows until we know how much they care. Enthusiasm and caring enable ordinary people to do extraordinary things. When we do this, we want to have fun, too, because success without fun never lasts, and fun without success is not much fun. “Fun” for us means enjoying our work, enjoying the people we work with, enjoying the difference we make in the lives of our customers and communities, and celebrating our achievements together as a team.
We value and support our people as a competitive advantage. We must attract, develop, retain, and motivate the most talented people who care and who work together as partners across business units and functions; we want to give them the training they need to succeed in their work; we want them to be responsible and accountable for their businesses and functions; we want to empower them. We want to recognize and thank them for their outstanding performance. We believe everyone on our team is important and deserves respect for who they are and how they can contribute to our success; we say “team members” not “employees” because our people are a precious resource to be invested in, not expenses to be managed; and because teamwork is essential to help our customers succeed.
Products and technology do not fulfill the promise behind a brand, people do; people who are more talented, more motivated and more energized than their competitors.
We believe our people will out-execute our competitors every time because they care more than our competitors do.
When our people are in the right jobs, spending time on the right things, leading well, feeling good about their contributions, fully using their skills and learning new ones and having fun; they will do what is right for the customer. When they are properly supported, incented, rewarded, encouraged and recognized, they are even more satisfied with their jobs, providing even better service for our customers; this generates more revenue, which results in greater profit.
Capital, goes where it is wanted and stays where it is well treated. That goes not just for financial capital but for human and intellectual capital; we must, therefore, be known as a great place to work. A place where our team members can build a career that can last a lifetime; we want to be an employer of choice, a company that really cares about people, where teamwork is valued and rewarded, where how the work gets done is just as important as getting the work done. We are a relationship company but our relationships with our customers are only as strong as our relationships with each other.
IT & Technology
Information Technology Services, ITS, is not simply an issue of People, Process and Technology. It is using an intelligent blend of Integrated Technology which embeds, enables, enforces and scales Integrated Processes to support, enable and help Integrated People to organize and execute around priorities.
This department not only provides a broad range of managed IT support services and solutions but also prepares data analyses that can lead EMMC leaders to make better decisions.
We would prefer to have IT professionals on staff as few as possible and will try to put most of traditional IT administration and support functions outsourced. We are going to hire more consultants, and focus their IT resources on software, the cloud and mobile devices. Most of these technologies run themselves today and don’t require a lot of time from IT pros to deploy them and keep them running. IT pros also spend a lot less time doing repairs, maintenance, and end user support. For IT pros the real work won’t be setting up the servers any more, it will be all about choosing the right applications, that will be expected to work smoothly, be self-evident, and require very little training or intervention from tech support, to deploy and putting the right plans in place to help the organization streamline business processes.
In near future most of the IT pros will be project managers. They will be spread out in the various business units and departments. They will be business analysts who will help our company leaders and managers make good technology decisions. They will gather business requirements and communicate with stakeholders about the technology solutions they need, and will also be proactive in looking for new technologies that can transform the business. These project managers will also serve as the company’s point of contact with technology vendors and consultants.
We train the staff to be big data analysts, or data scientists. These analysts take the mountains of data that EMMC now have at their fingertips and organize it, curate it, and ask the right questions about it, in order to yield insights that can lead our company to make better decisions and to make important course-corrections.
Research and Development
To help the strategic drive of the organization, the Research and Development (R&D) department uses the latest research methods and engineering techniques to ensure the following:
- Identify and develop new businesses through conducting market research
- Demand forecasts and customer surveys for new businesses/products (up/down stream integration) in line with the vision and long term strategies of EMMC.
- Provide necessary information for preparing full fledge economic feasibility studies.
Enhance the current business by:
- Facilitating technology up-gradation by identifying industry benchmarks in manufacturing efficiencies and mapping EMMC practices against the benchmark.
- Identifying the gaps and prioritize areas of immediate improvement. Processing re-engineering used to align EMMC Industry practices with industry best performances.
- Improving the current process by identifying process capabilities and aligning support systems to match the process capabilities.
- Facilitating methods-improvement studies: Assist in identifying better methods through critical analysis & brainstorming for all the critical operations/processes with an overall objective of improving the productivity of all the resources.
- Facilitating Line Balancing Exercises: This is done to identify shop floor bottlenecks and make recommendations for addition of machines and/or manpower to balance the line as and when needed.
- Coordinating closely with the Engineering department to ensure the following are successfully and continuously conducted and implemented.
- Facilitating methods-improvement studies: Assist in identifying better methods through critical analysis & brainstorming for all the critical operations/processes with an overall objective of improving the productivity of all the resources.
- Facilitating Line Balancing Exercises: This is done to identify shop floor bottlenecks and make recommendations for addition of machines and/or manpower to balance the line as and when needed.