assessing high potentials for business...
TRANSCRIPT
Assessing High
Potentials
For Business
Sustainability
Tina Sioson
Vice President
Leadership and Talent Management
Let’s begin with the end in mind…
In this learning session we aim to:
Who We are…
Get to Know Globe!
What we are doing differently…
Understand the Context of Transformation:
a. Commercial
b. Technical
c. Financial
d. Cultural
How we build on Partnerships…
Role of Key Talent Assessment in Culture Transformation
Globe Telecom
Enriching lives through ease and
relevance. MISSION:
We find creative ways to make every
click, call and touch work for you
in every stage of your life in a way
that is always human, meaningful and
fun.
VISION:
Happiest employees, customers,
shareholders.
OUR VALUES:
We put our Customers first.
We act with integrity.
Our people make the difference.
We keep things simple.
We bring new things fast and first.
We care like an owner.
We inspire and create opportunities.
We make our
employees happy
and that rebounds
to good services
which in turn make
our customers
happy. Good
business gives
shareholder
satisfaction.
This is what we
call the Globe's
Circle of
Happiness.
Transforming for Our
Customers In Q3 of 2011, we
identified and launched
breakthrough projects to
ensure sustainability of
transformation and drive
customer centricity.
Change is not easy.
Change can be chaotic.
Despite the challenge,
the company has been
growing for 13
consecutive quarters and
the business has never
been better.
This won’t be
possible
without our
people, and
even more
impossible
without our
leaders.
Culture Transformation People development is championed by our senior leaders.
Building talent and
capabilities for a FUTURE-
READY GLOBE by developing
leaders through an integrated
support infrastructure.
In Q4 of 2011, our
leaders defined the
success profile of the
future Globe leader.
Making Everyday
Leadership as the Globe
DNA.
We continue to believe
that our people
ultimately make the
difference.
To be able to do this culture transformation, we “invest” in our people.
Focusing on High Potentials
as the Core of Talent
Management • Ensure business continuity with a
strong talent bench and a healthy
succession pipeline
• A Globe High Potential
a) Consistent performance over time
b) Exhibiting 7 Leadership
Competencies and Living out The
Globe Way
c) Balance of 3 Key Characteristics
1. Aspiration to grow AND
2. Ability to deliver results AND
3. Engagement to continuously add
value and strive harder for Globe
1. How do we gauge current
competency level vis-à-vis
the profile Globe aspires
for?
2. How can we determine one’s
ability to perform
successfully in a role?
3. How do we target
development areas and
provide appropriate
interventions?
4. How do we factor in career
aspiration with business
needs?
5. How do we measure
leadership potential?
and so on…
Having a holistic view of a talent
is never easy. It involves a
rigorous process and requires
cross validated data points.
This is where assessment comes in! It is one data point to help identify high potentials.
1. Provide objective view of talents vis-
à-vis competencies required for
success
2. Identify current competency
proficiency of employees
Determine baseline to identify which
competencies to target for development
Identify desired level of proficiency
for success
Identify interventions to bridge the gap
3. Provide holistic profile of employees
to build comprehensive talent database
Be used as reference and basis for
identification of talents for
development and for pipelining critical
roles
Assessment is integral in all the processes
involved in talent management!
Applicants go through the
Interview Process and
Assessment Center that
measures Globe’s 7
Leadership Competencies and
Functional Competencies
Determining which talent
segments to tap and source
from that match competencies
the organization looks for
Evaluating talents who have
shown consistent performance
and ready to take on other
functions or roles. Rewarding
and recognizing employees
(Globe Employee Awards, Spot
Recognition, Competency
Based Pay, etc.)
Engage talents by providing career
development within the organization
through Individual Development Plans
Talent Review - Identifying “Ready
Now” talents that are consistently
performing and exhibiting high
leadership potential to take on
bigger roles in the organization
Evaluation of talent for deployment in
the right team and functional role. All
employees undergo 2-day onboarding
anchored on Globe’s VMV; Performance Review & Competency Assessments – building a
comprehensive talent profile/database covering 1) Career
Aspiration, 2) Strengths and Development Areas, & 3) Appropriate
Interventions
Ensure proper transitioning and continuous
evaluation of talent in new role
Assessing appropriate critical roles that matches
talent’s career aspiration, skills, and competencies
Image Source: The Talent Cycle – Heidrick & Struggies
High Potentials Enable
Business Sustainability • These are the talents who will say good things about
the organization, stay with the organization and strive
harder to continue adding value to the organization
• Assess them well. Consider their Aspiration, Behavior
and, Competence. Using several data points and, cross
validated from both quantitative and qualitative
viewpoint.
• Be clear with your objective. Ensure mutual benefits
between the organization and the talent.
• Assessment is one data point to consider for selecting
high potentials. It supplements other data to provide a
holistic evaluation of talents’ performance and
potential for future, more critical roles.
How does this impact:
ROI! Metric 1: Market Share
• Globe is at 41% Market Share Revenue. We have consistently outpaced industry
growth. While industry growth is at approximately 5%, Globe has been growing at 8
to 10%. Results amidst transformation delivered by engaged key talents.
Metric 2: Stock Price
• Globe stock price has been one of the highest growing stocks in the Philippine
market this year. We are at Php1,624.00 per share. Thus its desirability to
shareholders.
Metric 3: What analysts say about Globe…
• “We think Globe’s strength in postpaid has become a competitive edge, as higher-
value postpaid subscribers become more prominent due to the growing importance of
data to industry growth” (UBS)
• “Two key developments are likely to add revenue momentum by next year – Bayantel
and ABS MVNO” (Deutsche Bank)
• “GLO remains amongst the best performing Philippine stocks YTD” (Merrill Lynch)
• “ As of 30 Sept. 2013, Globe had added more subscribers in 2013 than the
competition, which is an indicator of its customer-focused strategy, in our view”
(UBS)
Thus Globe’s revolution to becoming the Employer of Choice.
Let’s Have a
Conversation …..
Tina Sioson
Vice President
Leadership and Talent Management