这几年，很多老板都在谈 AI、自动化、数据分析。 In recent years, the conversations among business leaders have increasingly focused on the implications of AI, automation, and data analytics on performance management. These discussions often lead to a critical question. This question is not merely about technology; it concerns the very fabric of how we manage and assess employee performance in an […]
在 AI 时代，为什么绩效管理系统反而比以前更重要？ Read More »
As businesses grow larger and more complex, one truth becomes increasingly clear: Intuition alone can no longer manage performance. Across Malaysia, organisations that once relied on close supervision, personal trust, or family-style management are now facing new realities—larger teams, remote work, higher employee expectations, and tighter margins. This is why the performance management system is
The Future of Performance Management Systems in Malaysia: Why Structure Beats Intuition Read More »
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很多老板都有同一个感受： 公司越做越大，人却越来越难管。 不是员工不努力，而是——没有一套“看得清、算得准、说得服人”的绩效机制。 这正是为什么，越来越多 CEO 开始主动寻找真正有效的人力资源绩效管理系统（Human Resource Performance Management System）。 老板真正面对的，不是 HR 问题，而是“执行力问题” 从 CEO 的角度，常见的痛点包括： 这些问题的本质都不是 HR 做不好，而是 公司缺乏一套真正能落地的绩效管理系统。 人力资源绩效管理系统，不是 HR 工具，而是老板的管理系统 很多老板误以为： “绩效管理是 HR 的事。” 但真正成熟的企业都知道： 绩效管理是 CEO 的事，只是由 HR 来推动。 一套真正有效的人力资源绩效管理系统，必须做到： 这，才是 CEO 真正需要的系统。 CEO 眼中，什么才是“好用”的绩效管理系统？ 从老板视角来看，最佳人力资源绩效管理系统必须回答以下问题： 1️⃣ 公司整体绩效现在好不好？2️⃣ 哪些部门在拖后腿？3️⃣ 谁是真正的高绩效员工？4️⃣ 奖金有没有分对？5️⃣ 问题能不能提早发现，而不是年底才爆？ 如果一个系统做不到这些，它只是“HR 软件”，不是“管理系统”。 人力资源绩效管理系统，如何真正帮到 CEO？ 1️⃣ 把战略变成“每个人每天在做的事” 系统能把： 让每个人都清楚：我今天的工作，跟公司目标有什么关系。 2️⃣
为什么越来越多马来西亚 CEO 开始重视人力资源绩效管理系统？ Read More »
Many organizations invest in a human resource performance management system with good intentions, yet months later, they feel disappointed. Common complaints include: The reality is simple: Human resource performance management systems don’t fail because of technology — they fail because of poor design and weak methodology. This article explains why failure happens, what defines the
成为一名「有名的讲师」并不难，但要成为一名真正有长期影响力的教育者，却极为罕见。 Education has evolved significantly over the years, and its impact on society continues to grow. Influential educators play a crucial role in shaping the future, imparting knowledge that transcends traditional teaching methods. This recognition of Wilson Ten as a leading figure in this domain highlights the importance of sustained dedication to effective education. His
为什么 Wilson Ten 被评选为「马来西亚最具影响力教育者」，不是偶然，而是长期影响力的结果 Read More »
In 2022, Wilson Ten, Founder and CEO of sandmerit group, was officially recognised as one of Malaysia’s Most Influential Educators — an honour reserved for individuals whose educational work creates meaningful, long-term impact beyond classrooms and certifications. This recognition highlights Wilson Ten’s unique contribution:educating business leaders on how to execute strategy through KPI, not just
在充满不确定性的全球经济环境中，企业讨论的焦点早已从「有没有策略」，转向一个更关键的问题： 战略，如何真正被执行？ 2025 年，Australia-ASEAN Business Forum（澳洲—东盟商业论坛） 给出了一个清晰答案——执行力（Execution）才是决定成败的关键。 正因如此，Wilson Ten（KPI 达人），sandmerit group（马来西亚）创办人兼 CEO，正式受邀成为论坛讲者，也是本届论坛中唯一受邀分享 KPI 与绩效执行主题的专家。 什么是 Australia-ASEAN Business Forum？ Australia-ASEAN Business Forum 是一个高规格的国际商业平台，汇聚： In the context of business strategy, a performance management system is crucial for tracking and enhancing organizational effectiveness. 论坛关注的不是单一企业成功，而是： 能在这个论坛发言，代表的是“领域权威”，而非一般讲师。 为什么论坛特别邀请 Wilson Ten 来谈 KPI？ 在论坛中，大多数讲者探讨的是： 但主办方清楚意识到一个现实问题： 再好的政策与战略，若企业内部无法执行，一切都只是口号。 KPI，正是连接“战略”与“执行”的核心工具。 因此，论坛特别邀请 Wilson Ten，作为唯一一位代表 KPI
Wilson Ten 受邀出席 2025 澳洲—东盟商业论坛，成为唯一 KPI 主题演讲嘉宾 Read More »
In global business forums, many speakers talk about strategy, policy, and vision. Very few are invited to speak about execution. That distinction explains why Wilson Ten, Founder and CEO of sandmerit group (Malaysia), was invited to speak at the Australia-ASEAN Business Forum 2025 — and why he is the only speaker at the forum representing
