The Meralco Story GAMECHANGING PEOPLE PROGRAMS TALENT amp PIPELINE DEVELOPMENT LEADERSHIP COMMUNICATION TOTAL HEALTH amp WELNESS DEMOCRATIZED LEARNING INNOVATION HR ANALYTICS DIGITAL ID: 808848
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Slide1
Driving People Experience
The Meralco Story
Slide2GAME-CHANGING
PEOPLE
PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
HR
ANALYTICS
DIGITAL
HR
SOCIAL MEDIA SAVVY HR
STRATEGIC
PARTNERSHIPS
HR STRATEGIES TO DRIVE
PEOPLE PROGRAMS
Slide3The largest electric distribution company in the Philippines covering 36 cities and 75 municipalities, including Metro Manila.
114 years in service in 2017.
Franchise area of over 9,685 km
2 where half of the country’s Gross Domestic Product (GDP) is produced. Serves over 6 million customers.
Corporate Profile
Slide4We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide5We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide6POWER CAMP
for Graduating College
Students
POWER INNOVATORS
for high-potential recruits
Hiring and Development
Programs
LEADERSHIP & TECHNICAL DEVELOPMENT
Proactive Talent
Pipelining
Projects
Inspiring Future Generations of
Energy Talents
Building the Talent & Leadership Pipeline
JR. POWER
CAMP
for Senior High
Students
Slide7Slide82015 – 37
2016 – 59
2017 - 35
2015 – 15
2016 - 19
Slide9THE POWER CAMP EXPERIENCE
Top performing students entering their graduating year
On-the-job training and immersion
Leadership and Innovation Weekend
Coaching and Mentoring by Senior Leaders & Experts
Community Involvement
Live Case Presentation
Graduation
Slide10We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide11LEADER’S BRIEFING. CORPORATE VALUES. LABOR-MGMT DIALOGUE.
Slide12We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide13ORANGE FIT. COOLTURAL FESTIVAL. CLUBS.
MERALCO CAMPUS.
Slide14We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide15Slide16We
DrivE
GAME-CHANGING ENGAGEMENT PROGRAMS
TALENT & PIPELINE DEVELOPMENT
LEADERSHIP
COMMUNICATION
TOTAL HEALTH & WELNESS
DEMOCRATIZED
LEARNING
INNOVATION
Slide17COSTARing
the Next Innovation Project
Slide18Slide19Innovation
Studio
Slide20DrivING
HR STRATEGY
HR
ANALYTICS
DIGITAL
HR
SOCIAL MEDIA SAVVY HR
STRATEGIC
PARTNERSHIPS
Slide211.
HR Analytics
Slide22How many engineers
does MERALCO have?
2011
Slide23Recommendation
: Establish a Center of Excellence in Analytics
Early State of MERALCO HR Analytics
SAP on Premise Mainframe
Desired State
Slow (Centralized)
Costly (Mainframe-based)
No link to Business Impact
Minimal Analytics
Self-service analytics
Dynamic & Cost efficient
Business sensitive
Line Manager Friendly
Slide24PEOPLE
SCORECARD
Slide25743
out of 5575
By Gender
By Age Group
By Grade Level
By Org Group
The same information can be sliced and diced
How Many
E
ngineers?
Slide26Historical data establishes trends that provides for “What can happen?”
scenarios
Lowest risk of turnover are highlighted in the red boxes.
Indication of the flighty millennials plus Boomers/Xers desire for early retirement.
For targeting engagement activities, succession planning and knowledge transfer.
HR METR-O
(Tableau): Predictive Sample
Slide272012
2013
2014
2015
2016
BPER per Business Center
Line shows the average bill per employee
Motion charts allow for a time series observation of data
.
HR METR-O
(Tableau): Prescriptive Sample
Slide28DIGITAL HR
2.
THE HR-IT CONVERGENCE
Slide29DIGITAL HR
Processes
Human Capital Management
E-Recruit
E-Wellness
Slide30Online Performance Management System
Powered by:
Slide31Learning
Management System & E-Learning
Slide32Mobile
Workforce
Management
Slide33HR ‘SOCIAL MEDIA’ SPACE
3.
Slide34Slide35Slide36Strategic Partnerships
4.
Slide37My
Three Pieces
of valuable
advice.
1. Be a general management or business person first with HR as specialization.
2. Do not accept the status quo. Disrupt and innovate.
3. Grow and develop yourself and others.
Slide39Driving People Experience
The Meralco Story