As a global leader in semiconductor solutions that aims to make life ‘easier, safer and greener’, Infineon also recognises that engaged employees can make a significant positive impact on the company’s performance. At Infineon Singapore, which serves as Infineon’s Asia Pacific headquarters, the management supports a comprehensive work-life strategy comprising flexible work options and innovative health programmes aptly named H.A.P.P.Y, enabling employees to have better work-life harmony, and achieve their best in their careers and personal lives.
Industry: Manufacturing (Electronics/Semiconductor)
Employment size: Above 2000
Employment profile: Employees from corporate and manufacturing roles account for approximately half the employees, while the other half are in technical roles.
Featured work-life programmes:
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Flexible Work Arrangements (available to employees who work on normal shift)
- Staggered time (vary start and end work time, as long as in office during core work hours from 10 am – 5 pm and complete the standard 8.5 hours per day, including break and lunch times)
- Part-time work
Employee Support Schemes
- On-site preschool (employees are given subsidies and priority booking)
- In-house medical clinic
- Healthy Active People Programme for You (H.A.P.P.Y.)
(A holistic health framework with initiatives to ‘Create, Sustain and Protect’ the health of employees. E.g. health screenings, talks, and online health risk assessment tools amongst others).
- Leadership in Healthy Lifestyle Program (LiHL)
(Targets managers/supervisors to increase health literacy and self-awareness through preventive training covering physical and mental health. In addition, the programme seeks to cultivate leadership responsibility in fostering a healthy working environment for their teams).
In order to remain competitive in a fast-evolving economy, Infineon has devised a comprehensive work-life strategy to motivate and engage its workforce. The management has implemented various flexible work arrangements (FWAs) and a range of health and wellness-related employee support schemes, to meet the diverse needs of employees.
One of the main factors contributing to Infineon’s success is the buy-in to the work-life strategy, at every level of the organisation. This has been carefully cultivated through various targeted means. FWA pilot programmes were carried out over a period of time, in order to gauge their effectiveness, streamline processes, and ultimately garner support from senior management. Information sessions were also held with middle managers to get their buy-in as well. This has resulted in a sustainable work-life plan that has the support of all the key stakeholders.
Another factor in the success of Infineon’s work-life plan is the adoption of a values based KPI framework. Employees experience this framework at every significant point in their career at Infineon; from the initial interview process, to annual reviews and promotion to managerial roles. Employees are evaluated on expected behaviours based on the organisation’s core values, as well as task performance. With this approach, the leadership cultivates a performance-based work culture, which is also work-life friendly; employees are assured they can utilise FWAs without penalty, as they will be assessed on the quality of their work performance.
There has been a gradual improvement in employee morale and motivation at Infineon. The organisation participates in the bi-annual Great Place to Work survey, and the results have shown that employees believe they now have better work-life harmony. Utilisation rates of FWAs and other employee support schemes remain high; over half of the workforce utilised in FWAs in 2016 alone, and the majority have also tapped on some form of health and wellness initiatives in the same year.
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