2. STRATEGIC HR By Alfredo V. Primicias III What we plan to do… 2 WE aim to create a harmonious work environment that acquire, develop and retain highly knowledgeable and engaged team members through effective partnership with internal business leaders and community. WE contribute to the bottom line of the COMPANY by developing and implementing people programs that add measurable value for all share/ stakeholders. Who we are…WE are HR professionals that advocate the company’s core value. WE are guided by ethical and professional standards that model best practices in Human Capital. WE are strategic partners to all internal leaders by serving their business needs through collaboration and team work.
12. STRATEGIC HR By Alfredo V. Primicias III 12 Strategy 1: Build stronger business partners (TESDA, local colleges, headhunters, etc.) to source and grow talents that match the company’s business practices and values. Improve recruitment systems to ensure business promise of TAT by attracting qualified candidates . Strategy 2: Meet demands of the competition by focusing on unique value proposition and using technology to acquire and manage talents. Capitalize on current macro-eco condition to purchase technology/ analytics-enabled HR systems. Strategy 3: Architect solid Learning and Development infrastructures that will translate high performance into higher customer satisfaction by using external partners. Reduce effects of disengagement by implementing a robust employer- employee system anchored on the company’s core value. Develop robust human capital programs to fulfill people philosophies The company has a moderate EFE market responsiveness of 2.95. This is mainly driven by the continuous efforts of the company to: •Grow its client-base and in return increase billable headcount •Focus on stringent Cost-Management programs particularly by monitoring/ reviewing operating costs •Increase efforts on collections •Modify current HR practices by evaluating previous programs and refreshing high- engagement interventions The company is consistent with its IFE market leadership positioning in the industry with a rating of 3.25. This is mainly driven by the continuous efforts of the company to: •Achieve remarkable reputation with its clients by using excellent relationship management apart from its actual business practices and philosophies •Hire competent team members •Provide out-of-the box people programs For the weaknesses, the company is very responsive on addressing these and have taken bold action steps to mitigate and eventually lessen both impact and risk to business.
13. STRATEGIC HR By Alfredo V. Primicias III 13 HR FRAMEWORK TALENT MANAGEMENT •Sourcing to Selection •On- Boarding to Retirement •Competency Management WORKPLACE LEARNING and DEVELOPMENT •Foundation Training •Domain/ Technical Training •Leadership and Management Training POLICIES and GOVERNANCE •Statutory Documents and Records •HR Quality Systems and Standards •HR Services •Community Relations PERFORMANCE MANAGEMENT •Career Planning and •Organizational Development •Performance Coaching and Mentoring •Total Rewards System* *Compensation and Benefits Business Goals 1 4 2 3 Description: To strategically align all recruitment systems to ensure a TAT. Philosophy: We open the door for endless opportunities to team members who are competent and engaged. Description: To strategically align business requirements with the required Knowledge, Skills, Habits and Competencies of each team member into a viable and sustainable education programs. Philosophy: We sharpen the saw by ensuring that learning has an equivalent ROI. Description: To strategically communicate and implement all people- policies and procedures. Philosophy: We support a work environment that has industrial harmony and peace. Description: To architect an infrastructure that will capitalize on performance maximization through a culture of coaching and mentoring. Philosophy: We enable managers become inspirational and situational leaders.
14. STRATEGIC HR By Alfredo V. Primicias III 14 TALENT MANAGEMENT ATTRACT •Branding •From Referral to Loyalty •“Family” Experience ASSESS •Robust Assessment Program (competencies management) •Targeted Selection •“Family”Experience RETAIN •Inspirational On-Boarding •Retention Programs (Fast-Wins) •Retirement Programs (Longevity) SELECT •Industry Competitive Job-Offer •Shared Responsibility with Operations •“Family”Experience Business Goals 1 4 2 3 Description: To strategically align all recruitment systems to ensure a TAT. Philosophy: We open the door for endless opportunities to team members who are competent and engaged.
16. STRATEGIC HR By Alfredo V. Primicias III 16 PERFORMANCE MANAGEMENT CAREER PLANNING •Job Evaluation •Job Grading •Career Maps (lateral, vertical, etc.) ORGANIZATIONAL DEVELOPMENT •Benchmarking of HR Best Practices •HR Systems alignment and innovation •Best Employer distinction TOTAL REWARDS •Benchmarking of industry Salary and Benefits Structure COACHING and MENTORING •Culture building of coaches and mentors •Performance Maximization through Motivation and Accountability Business Goals 1 4 2 3 Description: To architect an infrastructure that will capitalize on performance maximization through a culture of coaching and mentoring. Philosophy: We enable managers become inspirational and situational leaders.
17. STRATEGIC HR By Alfredo V. Primicias III 17 POLICIES and GOVERNANCE EMPLOYEE DISCIPLINE •ER/ IR Education •Reformation Enablers STATUTORY RECORDS •Electronic and Hard copies •Active and Alumni Employees •Processing of statutory requirements COMMUNITY RELATIONS •Government and Private Institutions •CSR Activities HR SERVICES •Employee Activities •Employee Grievances •Surveys and FGDs Business Goals 1 4 2 3 Description: To strategically communicate and implement all people- policies and procedures. Philosophy: We support a work environment that has industrial harmony and peace.