• info@ultimahub.com
  • +886 (0)909252650
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  • info@ultimahub.com
  • +886 (0)909252650

團隊入職

團隊入 職培訓

快速打造高效能海外團隊！

在國外開設或擴大辦事處不僅僅是法律文書工作和租賃。它調整了人員、實踐和文化，以便您的當地團隊從第一天起就能夠獲勝。

Ultimahub 幫助全球公司 進入新市場、招募外籍人士和當地員工，並創造跨境團隊協同效應，並取得可衡量的成果。

onboarding business corporate teams in asia

為什麼全球公司選擇 Ultimahub

亞太地區磨練，全球驗證

我們為台灣、中國、新加坡、日本和東南亞的新創公司和跨國公司提供支援，使總部的期望與當地現實保持一致。

提供服務的諮詢，持久的指導

我們將實用諮詢與有針對性的指導相結合，以便在會議、儀表板和日常儀式中堅持改進。

insight and strategy consulting

多語言協助/靈活交付

英語/中文選項、文化流利的培訓師和當地市場專業知識。 靈活的交付。現場、線上直播或混合。

managing-conflict-workplace china taiwan asia

實施與成長

我們不僅提供報告，還幫助您實施策略並隨著市場的發展而適應。我們的團隊提供持續的指導以確保成功。

Global Insights, Local Impact

onboarding teams and talent in asia global companies

您可以量化的好處

  • 外籍人士和本地員工的生產力提升速度更快（通常在 90 天內提高 20-40%）。
  • 減少總部↔當地辦事處的溝通中斷和升級。
  • 通過文化智能會議和談判加強客戶/供應商關係。
  • 清晰的操作節奏 （站立會議、評論、OKR），減少返工並加快決策速度。
  • 由於夥伴/導師系統和包容性的領導習慣，更高的參與度和保留率。
  • 跨語言和地區（內部和外部）的一致品牌體驗。

How WeWork

Simple, De-risked,and Built for Global Teams

Five clear stages that align leaders, enable teams, and make results measurable.

1

Discover

Leadership interviews, team survey, and market/culture review to pinpoint priorities and risks.

2

Design

Prioritised roadmap, KPIs, and delivery plan (onsite/online) tailored to your teams and timelines.

3

Deliver

Briefings, workshops, simulations, coaching, and buddy activation to embed behaviours fast.

4

Embed

Tools, templates, and an operating cadence that managers adopt and sustain.

5

Measure

KPI tracking with monthly insights and next-step recommendations.

What You’llGet

Tangible AssetsYour Teams Will Use

  • Cross-Cultural Playbook – country norms, etiquette, negotiation styles, do/don’t lists.
  • Meeting & Negotiation Scripts – bilingual options for clients, vendors, and partners.
  • Onboarding Checklists – 90-day ramp plan, role-specific milestones.
  • Manager Toolkits – feedback frameworks, 1:1 agendas, recognition rituals.
  • Team Operating System – rituals, SLAs, templates for async & meetings.
  • Pulse Reports – progress vs KPIs, risks, and next actions.

Credibility inAction

RepresentativeOutcomes

Industrial B2B (China + EU)

Reduced deal cycle time by 28% after negotiation style calibration and bilingual playbooks.

Tech scale-up (Taiwan + US HQ)

35% faster time-to-productivity for new hires using 90-day onboarding and a buddy program.

Global manufacturer (SEA hub)

41% drop in cross-team escalations after cadence reset and conflict-to-clarity toolkit.

Use CasesWe Solve

Where We Addthe Most Value

🏁First Country Office / JV Start-Up

Set country norms, decision rights, and market etiquette so early meetings succeed.

🤝Post-Acquisition Integration

Unify cultures, reset ways-of-working, and align leadership for the first 100 days.

🌏Expat Manager + Local Team Alignment

Bridge feedback styles, hierarchy, and communication norms for daily collaboration.

🧩Vendor / Client Relationship Repair

Rebuild trust with bilingual scripts, negotiation playbooks, and meeting rituals.

⚡Rapid Hiring with Inconsistent Onboarding

90-day plan, buddy system, and gamified micro-learning to reduce ramp time.

🛠️HQ Processes That Don’t Fit Local Norms

Localise SOPs and establish an operating cadence that actually works in-market.

Industries &Functions

Industries

Technology, Manufacturing, Professional Services, Education, Energy, Consumer.

Functions

Leadership, Sales, Operations, HR/People, Customer Success, Procurement, Finance.

Cross-Cultural Launch Kit (Pre-Launch to Day 30)

Purpose: De-risk market entry by aligning leaders on local business norms, communication styles, and decision-making so early meetings land well.

What’s inside

  • Country & market briefings: business etiquette, meeting protocol, negotiation styles, hierarchy & face, holiday calendar, gift/banquet norms.

  • Leadership alignment workshop: values mapping, “ways-of-working” charter, decision rights (RACI), escalation paths.

  • Client/vendor playbooks: email & WhatsApp/WeChat tone, do/don’t lists, meeting scripts, bilingual templates.

  • Risk & reputation guardrails: topics to avoid, social media & PR sensitivities, crisis phrases.

  • Manager toolset: inclusive leadership in high/low-context cultures, feedback frameworks, 1:1 agendas.

Outcomes

  • Faster trust with local stakeholders

  • Fewer miscommunications; stronger first-90-day wins

  • Unified leadership behaviours across HQ and local office

Best for: Country launches, JV kick-offs, first hires in Asia/China/Taiwan/SEA.

Expat & Local Onboarding Program (Day 0–90)

Purpose: Bring expats and local hires up to speed—professionally and culturally—so teams feel belonging and produce results quickly.

What’s inside

  • Pre-departure prep: housing, banking, healthcare primer; survival language; spouse/partner support options.

  • Culture-smart induction: organisational culture + local norms; power distance, indirect feedback, saving face, meeting cadence.

  • Buddy/mentor system: expat↔local pairing, weekly check-ins, Q&A channel.

  • Gamified learning path: micro-lessons on policies, systems, and culture (compatible with Go-Engage/your LMS).

  • Manager coaching: running inclusive 1:1s, goal-setting in new cultures, performance conversations.

Outcomes

  • Reduced time-to-productivity and churn

  • Stronger engagement & wellbeing for expats and local talent

  • Consistent induction experience across locations

Best for: New country teams, rapid hiring, post-acquisition integration.

Team Synergy & Performance Acceleration (Day 30–180)

Purpose: Convert a mixed expat–local team into a cohesive, high-trust unit with clear rituals, collaboration tools, and conflict-resolution norms.

What’s inside

  • Team diagnostic: collaboration map, decision bottlenecks, culture friction hot-spots.

  • Synergy workshops: communication across time zones, async norms, meeting hygiene, feedback & recognition loops.

  • Cross-cultural collaboration labs: simulation of real client scenarios; role-plays for negotiation and dissent.

  • Conflict & mediation toolkit: quick-win protocols, “respond vs react” play, psychological safety practices.

  • Operating cadence: stand-ups, demo/retro rhythm, shared OKRs, SLAs with HQ & partners.

Outcomes

  • Fewer rework loops and escalations

  • Clear accountability and faster cycle times

  • Durable trust between local office and global stakeholders

Best for: Post-launch teams, multi-country project squads, matrix organisations.

讓新員工蓬勃發展

快速、結構化的入職培訓，從第一天起就使人員和績效保持一致。
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