Our Strength

BOTE differentiate itself from its competitors by providing adds-on value in the following three areas.

Services supported by solid methodology: Bote adopt problem-driven consulting philosophy to recommend the most applicable methodology and tools for each client organization.

Solution transation supported by IT platform: BOTE's HCM covers not only the traditional personnel and human resource management, but also more advanced human capital management based on the BOTE's competency model.

Facilitating and knowledge sharing: BOTE would make sure the client organizations vision/mission, objectives and current challenges/concerns are clearly expressed by the executives so as to ensure they are imbedded into the solution BOTE provide. Also, BOTE keep sharing its knowledge and experience in every project.

Innovation

As a professional management consulting firm, BOTE values knowledge accumulation and put very considerable amount of effort into researches in the leading edge methodologies, best practices and tools. At the same time, BOTE focuses on the challenges in China market in order to make those methodologies, best practices and tools more applicable for our clients.

  In 2003 Introduced ISD-based training management system and putted it into usage
  In 2004 Built a function/industry oriented pool for performance matrix based upon balanced score card theory
  In 2005 Introduced competency-based human capital management system and upgrade it until present
  In 2006 Started researches on high-performance team management, and started the development on HCM system
  In 2007 Built up job description pool based on indulstry value chain
  In 2008 Introduced the "Training Package" concept to enhance organizational knowledge management
  In 2009 Improved position management and compensation management methodology
  In 2010 Practiced "Factor Points Management Rules" in performance and incentive program
  In 2011 •••

In 2003 Introduced ISD-based training management system and putted it into usage

In 2004 Built a function/industry oriented pool for performance matrix based upon balanced score card theory

In 2005 Introduced competency-based human capital management system and upgrade it until present

In 2006 Started researches on high-performance team management, and started the development on HR800 system

In 2007 Built up job description pool based on indulstry value chain

In 2008 Introduced the "Training Package" concept to enhance organizational knowledge management

In 2009 Improved position management and compensation management methodology

In 2010 Practiced "Factor Points Management Rules" in performance and incentive program

In 2011 •••