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Driving People Experience Driving People Experience

Driving People Experience - PowerPoint Presentation

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Uploaded On 2020-08-28

Driving People Experience - PPT Presentation

The Meralco Story GAMECHANGING PEOPLE PROGRAMS TALENT amp PIPELINE DEVELOPMENT LEADERSHIP COMMUNICATION TOTAL HEALTH amp WELNESS DEMOCRATIZED LEARNING INNOVATION HR ANALYTICS DIGITAL ID: 808848

innovation amp programs leadership amp innovation leadership programs learning talent development pipeline game health drive analytics engagement democratized welness

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Slide1

Driving People Experience

The Meralco Story

Slide2

GAME-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

Slide3

The 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

Slide4

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide5

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide6

POWER 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

Slide7

Slide8

2015 – 37

2016 – 59

2017 - 35

2015 – 15

2016 - 19

Slide9

THE 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

Slide10

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide11

LEADER’S BRIEFING. CORPORATE VALUES. LABOR-MGMT DIALOGUE.

Slide12

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide13

ORANGE FIT. COOLTURAL FESTIVAL. CLUBS.

MERALCO CAMPUS.

Slide14

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide15

Slide16

We

DrivE

GAME-CHANGING ENGAGEMENT PROGRAMS

TALENT & PIPELINE DEVELOPMENT

LEADERSHIP

COMMUNICATION

TOTAL HEALTH & WELNESS

DEMOCRATIZED

LEARNING

INNOVATION

Slide17

COSTARing

the Next Innovation Project

Slide18

Slide19

Innovation

Studio

Slide20

DrivING

HR STRATEGY

HR

ANALYTICS

DIGITAL

HR

SOCIAL MEDIA SAVVY HR

STRATEGIC

PARTNERSHIPS

Slide21

1.

HR Analytics

Slide22

How many engineers

does MERALCO have?

2011

Slide23

Recommendation

: 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

Slide24

PEOPLE

SCORECARD

Slide25

743

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?

Slide26

Historical 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

Slide27

2012

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

Slide28

DIGITAL HR

2.

THE HR-IT CONVERGENCE

Slide29

DIGITAL HR

Processes

Human Capital Management

E-Recruit

E-Wellness

Slide30

Online Performance Management System

Powered by:

Slide31

Learning

Management System & E-Learning

Slide32

Mobile

Workforce

Management

Slide33

HR ‘SOCIAL MEDIA’ SPACE

3.

Slide34

Slide35

Slide36

Strategic Partnerships

4.

Slide37

Slide38

My

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.

Slide39

Driving People Experience

The Meralco Story