As a global food and beverage giant with operations spanning the globe, a diverse brand portfolio, and a vast workforce, the company has always placed employee care and cultural development at the core of its growth. However, as its business footprint continues to expand and the number of brands and branches grows, the shortcomings of traditional employee care and incentive models have become increasingly apparent, emerging as key bottlenecks hindering organizational cohesion and cultural implementation. To address the challenges of employee experience under large-scale, global management, the company partnered with CDP Group to build a dedicated digital employee community based on a next-generation AI-enabled SaaS+ platform. Through the deep integration of “technology + scenarios + ecosystem,” the company achieved a comprehensive digital upgrade of employee care, recognition and incentives, and cultural dissemination, transforming employee experience into a core competitive advantage for the company’s development.

I. Four Major Pain Points Amid Scaling: Traditional Models Struggle to Keep Up

In the process of global expansion and diversified development, corporate employee management systems face unprecedented challenges. Fragmented processes, siloed data, opaque mechanisms, and one-dimensional cultural promotion have caused traditional employee care models to gradually fall out of sync with the company’s development pace. These pain points are concentrated in four key areas:

1. Fragmented Employee Care and Recognition Processes, Lacking Unified Management

Employee care and recognition processes across factories and business units operate in isolation. A mix of online and offline tools is used, and several subsidiaries operate under their own systems. Inconsistent standards for data collection and process management make it difficult to establish unified control at the group level, while a significant amount of repetitive work traps HR teams in administrative inefficiencies.

2. Data silos: No basis for demand insights or management decisions

Information on over 10,000 employees—including care records and incentive data—is scattered across various systems and departments. Business data from over 200 service regions cannot be shared, making effective integration and in-depth analysis difficult. The company cannot accurately identify employees’ true needs, let alone optimize employee care and incentive strategies based on feedback, leaving management decisions without reliable data support.

3. Lack of Transparency in Mechanisms, Fairness Questioned, Motivation Affected

Internal recognition selection processes are conducted offline, lacking open oversight and traceability mechanisms. The selection procedures and results struggle to gain the trust of all employees, which not only diminishes the motivational value of the awards but also impacts employee work motivation and organizational trust.

4. One-dimensional cultural promotion and difficulty in instilling values

Traditional methods of cultural promotion—relying on in-person training and announcements—lack interactivity and a sense of participation. This makes it difficult for global employees to deeply understand the company’s core values and business principles. As a result, cultural implementation remains superficial, failing to foster an organizational culture that is universally embraced.

At the same time, the company faces unique challenges in global management: how to provide employees worldwide with unified yet personalized care services; how to ensure the synergistic implementation of both the corporate culture and the cultures of its various brands; and how to ensure that employees in different roles and departments receive precise access rights and service experiences. These needs urgently require an integrated, digital, and intelligent employee experience platform to address them.

II. Customized Digital and Intelligent Solutions: Building a Full-Scene Digital Employee Community

Based on the company’s core pain points and personalized needs, CDP Group leverages an AI-powered SaaS platform as its foundation to tailor a digital employee community that integrates recognition and incentives, full-cycle care, social interaction, and cultural dissemination. Through modular functional design, a globalized technical architecture, and customized operational support, the platform achieves an efficient management model of “centralized control and decentralized operations,” satisfying both the group’s unified management requirements and the personalized operational needs of its various brands.

1. Modular Features Covering the Full Scope of Employee Experience

Centered on employees’ core needs of “recognition, care, interaction, and growth,” the platform builds three core functional modules to ensure the employee experience spans the entire workplace lifecycle.

• Transparent and traceable real-time online recognition and incentive module: This creates a comprehensive recognition system featuring e-thank-you cards, an honor badge system, and online awards. Employees can exchange thank-you cards in real time, customize templates, and leave interactive comments; the company can configure personalized badges such as “Innovation Star” or “Environmental Pioneer” for automated awarding and dynamic display. More importantly, the internal honor selection process has been fully digitized. By integrating evaluation criteria across business units, the platform standardizes the entire process—from nominations and voting to the public announcement of results—ensuring transparency and traceability so that every effort is fairly recognized.

• AI-powered Full Lifecycle Care Module: Covers key milestones such as employee onboarding, probation periods, birthdays, tenure anniversaries, and holidays. Leveraging AI recognition and automated outreach, it precisely delivers customized greeting cards featuring messages from leaders and colleagues. This transforms traditional offline care into an AI-driven, digital, and personalized experience, allowing employees to feel the organization’s warmth at every important moment and significantly enhancing their sense of belonging and well-being.

• Employee Interaction and Social Module: Builds an enterprise-level social network that allows employees to post text, images, and videos. By embedding hashtags, it facilitates cross-departmental and cross-regional interaction, breaking down organizational barriers. It also provides tools for announcing and registering for online and offline events, using data analytics to optimize event design and boost employee engagement, transforming employees from “working in isolation” to “collaborating and co-creating.”

2. Globalized Technical Architecture to Meet the Management Needs of Multinational Enterprises

To support the enterprise’s global business footprint spanning over 200 regions, the platform has established a flexible technical architecture to deliver a seamless experience for employees worldwide.

• Tiered Permission Management: Supports hierarchical control across the group, its brands, and business units. Dynamic permissions are set based on employee roles, departments, and project participation, ensuring both group-wide data security and operational compliance while granting each brand independent operational configuration rights.

• Global Data Integration: Seamlessly integrates with the company’s global core systems and localized business systems to enable real-time synchronization of employee data and Single Sign-On (SSO). It supports multi-language and multi-time zone interface displays, allowing global employees to use platform features without barriers and breaking down geographical and language barriers.

• AI-Powered Data Analytics: Builds an employee behavior analytics dashboard to monitor real-time trends in badge awards, community engagement hotspots, and employee participation. This provides precise data support for optimizing incentive strategies and adjusting employee care programs, transforming employee management from “experience-driven” to “data-driven.”

3. Customized Design Empowers Cultural Operations, Enabling Synergistic Implementation Across the Group and Brands

The platform deeply integrates corporate brand culture, offering exclusive interface customization to create distinctive thematic sections such as Honors, Well-being, Culture, News, and Events, ensuring corporate culture permeates every detail of the platform. It also supports the creation of dedicated sub-pages for each subsidiary brand, allowing them to independently publish news, organize events, and configure incentive rules. This approach strengthens group-wide cultural alignment while preserving each brand’s unique identity, achieving efficient cultural implementation under the principle of “a unified group strategy with distinct brand characteristics.” The platform also provides ongoing iterative operational support, regularly optimizing features based on employee feedback and data insights to consistently align with the company’s business development and employees’ genuine needs.

Phased implementation, rapid and agile launch, and full-spectrum value realization: Following the rhythm of “integration first, launch second, iteration third,” the platform has achieved steady implementation and continuous functional upgrades, completing the digital transformation from fragmentation to unification:

• February: Partnership established; project launched and preparations initiated;
• March: Completed a comprehensive review of all business processes and the optimization and integration of several subsidiary systems; established unified platform construction standards;
• April: Platform officially launched, achieving full coverage of core functions;
• June: Acquired entities launched their dedicated modules, enabling personalized operations within the Group’s unified framework;
• July: Achieved full coverage across more than 200 service regions worldwide;
• Through June of the following year: The platform underwent continuous iteration and upgrades, successively launching features such as probationary period management and bounty-based recruitment, thereby continuously improving the employee experience throughout the entire lifecycle.

III. Project Outcomes: Comprehensive Enhancement of Employee Experience and Management

Through phased implementation and iteration, the digital and intelligent employee community successfully broke down the barriers of traditional employee management, achieving a comprehensive upgrade of the employee experience. It not only resolved the core pain points of multi-entity, cross-regional, and large-scale management but also made employee care and cultural development the core drivers of organizational growth, yielding significant project outcomes:

• All-scenario recognition and incentives to activate the intrinsic motivation of global employees: The platform’s “Honors Section” enables instant and social recognition of employees, Thank-you cards and honor badges ensure that even small contributions in daily work are promptly recognized. Standardized online selection processes make honor-based incentives more fair and persuasive. The continuous reinforcement of positive feedback has significantly boosted the work enthusiasm and creativity of employees across regions and organizations, fully activating the organization’s internal momentum.
• A full-cycle care system that strengthens a sense of belonging among cross-regional employees: From dedicated onboarding guidance for new hires, to comprehensive tracking during the probationary period, to customized celebrations for key milestones such as birthdays, tenure anniversaries, and promotions, the platform has established a 360° care system that spans the entire employee lifecycle—from onboarding and growth to retention. Particularly within the probationary period management module, the platform effectively shortens new employees’ adaptation cycles and improves retention rates through intelligent push notifications of onboarding guides, real-time tracking of training progress, and a closed-loop two-way feedback mechanism. Simultaneously, the platform’s one-stop integration of benefits modules ensures efficient delivery of employee benefits nationwide, significantly enhancing employees’ perception and experience of these benefits.
• Social Interaction Platform: Breaking Down Barriers to Multi-Entity, Cross-Regional Collaboration: The employee social community created by the platform serves as an internal “colleague circle.” Employees across global regions and acquired entities connect through status updates and topic-based interactions, completely breaking down organizational barriers and significantly improving the efficiency of cross-departmental, cross-entity, and cross-regional collaboration. The online event platform boosts employee enthusiasm for corporate development, fostering an organizational atmosphere of “full participation, co-creation, and shared benefits.”
• Digital cultural dissemination ensures deep integration of corporate values: Through the “News Section,” the platform aggregates company news and policy announcements, enabling precise information delivery and efficient reach while reducing information gaps. The “Culture Section,” meanwhile, uses honor roll selections and the sharing of award-winning stories to transform the company’s core values from “written advocacy” into “concrete actions.” Employees across regions and entities gain a deep understanding of and identify with the corporate culture through participation and interaction, resulting in significant success in cultural implementation. Furthermore, the personalized operations of each acquired entity enable the group’s culture and the cultures of individual entities to develop in synergy, forming a diverse yet unified organizational culture system.
• System Integration and Upgrades: Digital and Intelligent Technologies Drive a Qualitative Leap in Management Efficiency: The platform has successfully transitioned from multiple subsidiary systems to a single unified platform, and from numerous disparate digital tools to a unified employee culture platform. This has achieved standardization, digitalization, and integration in employee management, significantly reducing the HR team’s administrative workload and enhancing management efficiency across regions and entities. Consequently, the HR team has evolved from “administrative executors” to “value creators.”
• Brand Value Spillover, Enhancing Employer Brand Appeal: The digital employee community not only significantly enhances the internal employee experience but also turns employees into touchpoints for disseminating corporate culture. Through sharing and interaction within the community, employees convey the company’s humanistic care and organizational culture to the outside world, significantly boosting the company’s employer brand appeal and laying a solid foundation for talent recruitment and development.

In this collaboration, guided by its “employee-centric” philosophy, CDP Group developed a digital employee experience solution tailored for this global food and beverage giant to support multi-stakeholder, cross-regional, and scalable management. This initiative successfully transformed employee experience from an “additional cost” into a “core asset” and completed a digital and intelligent transformation from decentralized management to unified integration. This initiative also demonstrates that, amid the waves of digitalization and globalization, competition in the fast-moving consumer goods and retail sectors ultimately boils down to a competition for talent. A high-quality employee experience is the key to attracting, retaining, and empowering talent. CDP Group will continue to leverage technology to empower human capital management, creating AI-driven, personalized employee experience solutions for more multi-entity, cross-regional industry leaders, thereby making employee experience a core driver of sustainable corporate development.