STRATEGIC ENABLERS

Leadership and People Development

As one of JG Summit’s strategic enablers, initiatives that cultivate Leadership and People Development are regularly done to build and sustain a talent bench and pool of top leaders, and ensure employee engagement.

Leaders' Conferences

Organized various conferences to strengthen enablement of skills based on the cohort's function:

CHRO Conference held last March 30-31

CRO Conference held last June 26

OCFRO Conference held last July 24

Individual Development Plan

The Individual Development Plan is a tool to help employees identify career goals, both in the short and long term, along with actions the employee can take to achieve these.

The Individual Development Plans (IDPs) of CCU Employees were successfully implemented and completed. With a KPI of 75%, CCU adoption exceeded this target at 81% compliance and 210 employees who submitted their IDPs.

Executive Development Program

Implemented the Executive Development Program to over 150 graduates:

EVOLVE (35 leaders)

Module 1: The Intrapreneur

Module 2: The Performance Catalyst

Module 3: The People Inspirer

Module 4: The Business Quest Reveal

Module 5: Graduation & Showcase

ADVANCE (35 leaders)

Module 1: Me and My Leadership

Module 2: Me and My Team and Talents

Module 3: Me and My Business

Module 4: Graduation & Showcase

INSPIRE (35-47 leaders)

Module 1: Commercializing Data Analytics Catapult

Module 2: Talent to Value Catapult

Executive Coaching (20 leaders)

Culmination of Executive Coaching Cohort 1 Center for Creative Leadership

Launching to Midpoint Implementation of Exec Coaching Program Center for Creative Leadership

Craft Café

Opportunities for people’s continuous growth and development were identified for more focused efforts on the following opportunities:

Self-directed learning

IDP-anchored programs

Career advancement

Continuous skills improvement

These opportunities are then translated into the learning framework which captures the JGS learning programs and ensure that JG Summit’s priority areas are continuously strengthened, which are as follows: 

Enhance essential skills

Build a high-performance culture

Develop future-oriented capabilities

A total of 4 Craft Café learning sessions were introduced as pilot courses for 2023, which garnered a 4.5 average rating with a total of 53 attendees.

LinkedIn Learning

  • Ensure continuity and reinforcement of leadership learning via the online platform that can also help support self-directed learning​

  • 2023 Target average learning hours per person per year of 1.5 was exceeded by an achievement of 1.63 learning hours for 2023; there was an average monthly growth rate of 23%

  • Unique viewers greatly increased by 186 in December

  • Total viewed hours by December is a record-breaking 372.12 hours

Leaders of the conglomerate during an Executive Development Program session

Initiatives by our Strategic Business Units

URC RLC CEB JGSOC GoTyme DAVI JGDEV DSSI LIPAD
New Leaders Program

Launched an 8-module program designed to equip new People Leaders with the necessary tools and mindset to become effective

Learning Management System

Launched a new platform where employees can access more than 500,000 artefacts (videos, podcasts, readings) from reputable sources to allow self-paced learning and development of employees

RLC's Total Well-Being Program

RLC’s Total Well-Being Program was recognized by DOH’s Healthy Pilipinas Awards for Partners 2023. It received a bronze award in recognition of its outstanding contributions and dedication to promote a healthy Philippines.

RHR Academy

Robinsons Hotels and Resorts (RHR) established an in-house official training arm called RHR Academy. This operationalizes a culture of continuous learning across all homegrown hotel brands nationwide. Through empowered local trainers, new hires are welcomed, equipped, and set up for success to advance to leadership positions within the organization.

SkyCAMP

Cabin Services Management Trainee Qualified (MTQ) Program

  • Batch 1 – 9 cabin crew successfully completed the program and are now confirmed as Team Managers effective October

  • Batch 2 – 6 cabin crew undergoing 6-month training/coaching/mentoring, and is expected to complete the program by March 2024

Engineering Development Program

  • Batch 1 – 12 cadets successfully graduated from the program last December 15

  • Batch 2 – 13 cadets undergoing 1-year apprenticeship program and will finish the program by July 2024

CEB University

CEB University offers 3 schools—Values, Performance, and Leadership—which covers various programs that would help the holistic development of CEB’s talents. A total of 29,522 training hours were provided to 3,437 learners, or 85% of population. Among critical talents, 89% of the total pool were trained with a total of 2,280 hours.

Foundations of Leadership Program

This program aims for employees with team leader and supervisory roles to learn the fundamentals of leadership effectiveness to create a high-performing climate for the team and how to use an appropriate mix of leadership styles, using a blended learning methodology. There were two (2) sessions conducted in 2023. 

Accelerate Program for Emerging Leaders

This program is designed to support the leadership development of current and potential leaders through purposeful and targeted learning activities, focusing on key competencies that matter in accelerating growth and potential. There were two (2) batches of sessions conducted in 2023. 

Agile Project on Career Pathways

This Agile project of HR is designed for Technicians up to Panel Engineers in Manufacturing and is aimed towards optimizing talent development through lattice career pathways, through skill certifications and competency assessments. In 2023, there were 9 departments covered, five (5) of which have been completed and implemented while four (4) are still ongoing. 

Cross-border knowledge and best practice sharing

GoTyme believes that disrupting the banking industry requires a team with diverse backgrounds, demographics and thought. Hence, it provides its employees the ability to collaborate with cross-border teams in South Africa (Tyme Bank SA) and Vietnam (Tyme X) to learn, share and adopt global-best practices. Beyond leveraging technology for ease of knowledge transfer, immersion in the markets themselves provides a unique opportunity for the team to deeply understand the business and its customers.

Exchange with the MIT's Sloan School of Management

GoTyme Bank hosted students from the Massachusetts Institute of Technology (MIT) Sloan School of Management’s Global Entrepreneurship Lab (G-Lab) for a project centered around the integration of generative AI to improve customer activity and retention. The program aims to provide GoTyme employees with a chance to gain insight from new perspectives along with exploring AI-related opportunities.

Driving a compelling culture through transparency and engagement

GoTyme Bank places a strong emphasis on transparency as one of its core values, recognizing that collaboration and knowledge-sharing are essential to drive the right culture. To facilitate this, the Bank hosts weekly All-Hands meetings every Monday and daily ShowTyme sessions, where employees are informed on company updates, market trends, and key priorities. Additionally, the bank's weekly talent show featuring new hires has become a highly anticipated event, adding a touch of excitement and camaraderie to Monday gatherings.

Nurturing employee professional growth and wellness

GoTyme Bank has partnered with MindNation and Maxicare to provide employees access to healthcare, well-being coaches/nutritionists/financial planners, virtual fitness programs, wellness webinars and more. The Bank also provides self-directed training opportunities for its employees to bolster their professional growth through external learning avenues. This initiative is designed to assist employees in tackling fresh challenges and acquiring new skills.

Agile Development through Design Thinking Workshop

By cultivating leaders and embracing technological innovations, DAVI is not just adapting to change but leading it.

Leadership Development: Cultivating Leaders

Throughout the year, DAVI enrolled its high potential leaders in tailored executive development programs designed to enhance their strategic thinking, communication skills, and emotional intelligence. 

Staying on Top of Technological Trends – Generative AI Hackathon

In a world driven by technological advancements, staying at the forefront is non-negotiable. Hence, DAVI embraced a proactive approach through its participation in the conglomerate-wide Generative AI Hackathon which provided a platform for its teams to immerse themselves in the transformative potential of Generative AI. Its cross-functional teams push the boundaries of creativity and problem-solving and rose to the occasion to win second place in the hackathon competition.

Upskilling and Enriching a Lean Team

As there are no major changes in team composition, the team continued to be lean by further utilizing group and ecosystem partners to source promising early-stage deals within the region. The priority focused on upskilling and enriching existing roles through formal training, active participation in start-up events, and networking opportunities.

Certified Supply Chain Specialist (CSCS)

Through CSCS, DSSI develops a culture of personal commitment to its business, customers, and colleagues, defined by its three essential behaviors - Right First Time, Can Do and Passion. This is how DSSI will become The Supply Chain Solutions Company for the World and remain an essential part of everyday life.

**The program became mandatory training for all new hires within the first 6 months as an initiative to embed the company’s culture. It also aims to reduce attrition among new hires.

Certified Supply Chain Manager

The Successful 21st Century Manager module develops DSSI Managers who are inspired and capable of providing the 21st Century leadership that drives the highest performance levels. It helps our Managers understand how we deliver results without compromising on respect and aims to make us fit for the future to achieve our vision to be The Supply Chain Solutions Company for the world.  This course was a mandatory training to all team leaders and managers.

Implementation of LEADS (Leadership Evaluation, Achievement, Development and Succession Cycle)

LEADS aims to develop our people through holistic feedback for each individual by bringing together evaluation of past performance along with recommendations for future development perspectives and succession planning on an annual basis.

Introduction of Inclusive Leadership Program

DSSI is committed to being an inclusive organization for all. It sees the importance of its employees feeling at home, as well as feeling valued and respected by colleagues. Therefore, line managers also follow the Certified Inclusive Leadership Program, which aims to raise the awareness of all line managers, address prejudices and improve inclusive leadership skills. This is part of ensuring that DEIB (Diversity, Equity, Inclusivity and Belongingness) is being practiced across the organization.

Building Airport Community Relationships

LIPAD build relationships within its airport community, ensuring that its employees are equipped with the right customer service skills and all passenger-facing employees of its airport partners, such as government agencies, ground handlers, concessionaires, and service contractors.