As China's first innovative pharmaceutical company to rank among the global top 50 pharmaceutical companies, this enterprise has rejuvenated its organizational vitality through digital transformation. By implementing the WorkLife Integrated Intelligent Portal, it has achieved a trinity of strategic upgrades—employee experience enhancement, cultural infiltration, and efficiency improvement—serving as a benchmark case for digital transformation in large pharmaceutical group enterprises.

Core Highlights:
A digital hub benchmark integrating "management + culture + experience" for large pharmaceutical enterprises.

Core Value:
Strategic Portal Positioning: Solving Large-Scale Organizational Management Challenges

As a dedicated employee portal for large group enterprises, WorkLife's core value lies in consolidating fragmented employee management, cultural development, and business collaboration needs into a "one-stop entry point." It precisely aligns with the pharmaceutical industry's characteristics—complex organizational structures, diverse employee roles (R&D/production/sales/functional), and stringent compliance requirements—enabling an upgrade from "fragmented multi-system management" to "unified full-scenario hub," providing a lightweight, high-efficiency management carrier for large organizations.

Five Key Value Achievements:

01 Cost Reduction & Efficiency Enhancement: Simplifying Management for Large Group Enterprises
Addressing the group's pain points of "system fragmentation, redundant processes, and inefficient cross-department collaboration," WorkLife achieves efficiency leaps through three initiatives:

· Unified entry breaking system silos: Integrating HR, business, administrative, and other systems under one portal, reducing redundant operations by over 70% by eliminating platform-switching for employees.

· Low-code flexible integration: Adapting to dynamic business needs in pharmaceutical enterprises, enabling rapid integration with internal systems (e.g., OA, CRM), reducing IT development costs and cycles, and achieving "on-demand configuration."

02 Cultural Cohesion: Aligning All Pharmaceutical Employees
To tackle challenges of "difficult cultural implementation, limited cross-department interaction, and weak employee belonging," WorkLife activates organizational vitality through digital means:

· Scenario-based cultural dissemination: Dedicated enterprise news zones showcase corporate value cases, R&D breakthroughs, and social responsibility projects, making the "innovation and rigor" culture of pharmaceutical enterprises tangible and shareable.

· Zero-distance employee interaction: Team vacations, onboarding, and birthdays are visible in the company circle, fostering warm interactions that turn colleagues into close partners.

· Instant online recognition: Systematically aligning with corporate culture checklists, incentive programs (e.g., praise cards, elite cards, star trophies) recognize diverse behaviors. Points redeemable for cultural and creative products enhance ritual sense, significantly improving core talent retention.

· Enterprise innovation culture: Cross-department sharing of "golden ideas" from R&D, sales, and management teams is encouraged. An internal incentive mechanism formalizes the submission-to-recognition process, breaking role barriers and fostering an innovation culture.

03 Experience Upgrade: Empowering Every Employee with Autonomy & Efficiency
Reconstructing service experiences with an "employee-centric" approach to suit pharmaceutical enterprises' "multi-scenario work" needs:

· Personalized portals: Role-specific content (e.g., training courses, pending tasks) for R&D staff or medical representatives reduces information overload, cutting information retrieval time by 50%.

· AI assistant "instant response": An optimized AI-powered Q&A assistant for pharmaceutical scenarios covers high-frequency needs like policy inquiries, attendance/reimbursement, and system operations, alleviating HR/admin workload while providing 24/7 instant support.

· Full-scenario mobile work: Mobile support for tasks like approvals, reward redemption, and cultural interaction enables seamless work for field sales and R&D staff during travel.

04 Full Employee Lifecycle Automation: Seamless Employee Management
Automating processes from onboarding to offboarding reduces HR administrative burdens:

· Intelligent onboarding journeys: System-generated role-specific checklists (e.g., compliance training, equipment requests, mentor pairing) for marketing/non-marketing roles. Real-time task push to portals/mobile ends with visual progress tracking prevents missed steps and enhances onboarding experience.

· Full-cycle process closure: Integrated entry for training, performance feedback, resignation applications, and other key nodes significantly reduces HR workload.

05 Data-Driven: Equipping Large Group Enterprises with an "Intelligent Decision Brain"
Addressing pharmaceutical industry demands for "compliance and data accuracy," the portal builds full-chain data capabilities:

· Breaking data silos: Integrating organizational, behavioral, and performance data into a unified layer resolves "departmental data isolation and time-consuming statistics."

· Smart analysis for decision-making: AI-powered real-time dashboards visualize key metrics like incentive effectiveness and cultural adoption, providing scientific decision support for management.

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From "tool" to "strategic partner," the WorkLife portal not only resolves core pain points of "management efficiency, data fragmentation, and cultural implementation" for this domestic pharmaceutical R&D leader but also, through the fusion of "digital management + humanized experience," becomes a strategic carrier for attracting top pharmaceutical talent and supporting rapid business growth. It offers a replicable benchmark for digital transformation in large pharmaceutical organizations.

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