Workforce Architecture Studio
Flagship. Job families, grades, and promotion evidence for firms that grew faster than their titles.
Programme detailTaichung practice · established 2007
People systems that survive a change of general manager.
Panel PathHub advises Taiwan employers on HR consulting work that is unfashionable and durable: job families, promotion logic, manager habits, and policies that can be explained in a factory canteen.
From the floor
Notes we keep because they are inconvenient.
A Taichung electronics plant asked us to “install engagement.” What they needed was a night-shift handover that did not lose three hours of context. We wrote the handover, then taught supervisors to refuse incomplete ones. Engagement scores moved later, and nobody asked us to reprint posters.
“The Workforce Architecture Studio forced us to name levels we had been pretending were interchangeable. Two people left. The remaining structure is boring, which is the point.”
“I still think the Policy Atelier over-indexes on written examples. That said, our disciplinary letters stopped sounding like threats copied from a forum.”
Programmes in session
Three rooms we run, not a catalogue of everything HR.
Manager Atelier
Eight sessions on feedback that is specific, load that is visible, and meetings that end with an owner.
On the listing
Taiwan Employer Policy Lab
Working language for hours, leave, and contractor boundaries, written for operations — not only legal files.
On the listing
What we refuse
HR consulting without a personality cult.
Panel PathHub does not sell “culture transformations” as a productized weekend. We map how work is actually assigned, where titles lie, and which managers are carrying unofficial HR. Then we teach a smaller set of habits and leave documentation that a successor can use.
- Job architecture before engagement surveys.
- Manager practice before app licenses.
- Policy language that a supervisor can read aloud.
Journal
Recent notes from the practice.
What Taiwan manufacturers get wrong about retention
Exit interviews are not a strategy. The cheaper leak is usually a grade that cannot hold a technician who has learned English drawings.
Read the note
Performance reviews people will actually complete
If the form takes forty minutes, supervisors will invent numbers. We argue for three questions and a forced ranking of load.
Read the note