Employee Development and Engagement
Employee Development and Engagement
Our Company considers our employees as invaluable partners in the attainment of our strategic objectives. Policies and programs aimed to improve people management and human capital development are continuously implemented in order to raise the overall productivity, sustain a high level of engagement and shape a customer service-oriented workforce.
In line with this, we provide our employees with opportunities for learning and development, fair and competitive remuneration, and programs to promote health and safety in a conscious effort to build a culture of excellence, knowledge sharing, and personnel integrity, and development.
Recruitment and Onboarding
Our Company uses an online hiring portal, eRecruit, which is a fully web-enabled system powered by SAP with the following features and benefits to job applicants:
- Keeps resumes readily available when search process is initiated by the recruiter.
- Tracks and notifies applicants on the status of their applications.
- Allows job applicants mobility; they can apply anytime, anywhere using their mobile device.
Once hired, the employee attends an orientation by Learning & Development (L&D) to understand Meralco’s history, mission, values, and business practices and undergoes a customized immersion program through Orange Plug-in.
ORANGE PLUG-IN is the onboarding program of the Company that aims to facilitate a new hire’s immersion into the Company’s organization and culture leading to early employee engagement and productivity. This program is being managed by Talent Resourcing and it covers:
DIGITAL WELCOME KIT which contains relevant information about the company and campus-like home.
THE BUDDY SYSTEM where an onboarding "buddy" will be assigned to a new hire and will help him/her navigate his/her way about Meralco way of life, key people and company policies and practices.
MY FIRST 100 DAYS PLAN where the new hire’s supervisor will help him/her set milestones from Day 1 and every month thereafter, capped with an assessment of his/her immersion and the development of intervention plans, as needed.
Learning and Development
We are committed to the development and welfare of its employees. Training programs and other developmental interventions are implemented to enable employees to acquire the technical and leadership competencies to effectively perform their jobs for their professional growth.
Our Company uses a globally-accepted training and development metrics relevant to value creation for business and society. Learning and development initiatives are delivered using the strategic framework of 70-20-10: 70% experiential learning / on-the-job learning, 20% from social learning and learning through others such as coaching and mentoring, and 10% formal learning.
Online meetings continue in “the better normal” as well as the continued provision of Personal Protective Equipment (PPEs) based on work type and exposure. Work arrangements such as flexible hours, shifting and work-from-home were adopted based on business requirements. As an additional requirement by the DOLE-DTI, the Company submitted and implemented the COVID-19 Occupational Safety Hazard Program to prevent and control the spread of infection in the workplace. Likewise, a Workplace Accident/Illness Report (WAIR COVID-19) was accomplished by each operating facility and submitted to DOLE for monthly monitoring.
Learning and Development too, shifted to the online platform with a mantra of #LearningNeverStops. In 2023, the average training man-hours is at 53.76 hours per person. These programs covered competency upgrade, professional and leadership development, and safety and technical skills development. Programs on mental health and stress management were also implemented through the Working in the New Normal Series as well as more targeted and involved medical and psychological interventions in partnership with Cardinal Santos Medical Center. Orange Fit activities for employee engagement targeted total wellness: mind, body, and spirit.
Key talent management and development programs include:
| Talent Management and Development Programs | Program Description |
| Analyst Curriculum | In Meralco, analysts are the second largest employee group. Their role in the company is vital in the day-to-day operations. There is a need for our analysts to be fully equipped in performing their roles — hence the Analyst Curriculum was developed. The Analyst Curriculum is composed of eight common competencies that an analyst should possess, namely: (1) Problem Analysis and Solution Formulation, (2) Process Management, (3) Policy Management, (4) Data Management, (5) Project Management, (6) Stakeholder Management, (7) Documents & Records Management, and (8) Risk Management. Meralco has already conducted training programs for 6 out of the 8 competencies in the curriculum, with last 2 (Policy and Documents & Records Management) for curriculum design. |
| New Frontiers | New Frontiers is a 20-day/ 40- half day program which is in partnership with the Asian Institute of Management. This program is composed of modules that are linked with Meralco’s Leadership Competencies and identified Job Focus Areas for middle managers. The curriculum includes modules like Thinking Suite, Strategy Series, Finance and Accounting, Functional Drivers and Enablers, and Leadership and Mastery. It uses a blended learning approach consisting of action learning projects, case studies, gamification, and business simulations. Completion of the course is a minimum requirement for consideration of any future nominations for promotion to EC/SC Ranks. |
| Breakthroughs | Breakthroughs is a twice a week, 3-month classroom / virtual instructor-led training program which aims to equip high potential individual contributors to be ready to take on a first-line leadership position. This program focuses on the important roles and functions one must have as a Team Leader and highlights skills like Data Analytics, Developing a Business Mindset, Execution Excellence, and Enhancing Team Performance. E-learning, Case Study, Lecturette, Structured Learning Experiences, Simulation, and Action Learning Projects are utilized as delivery methods. Completion of the course is a minimum requirement for consideration of any future nominations for promotion to TC 1-4 ranks |
| LEAP | This is a 5 half-day leadership program designed for incumbent team leaders or supervisors in the organization. This is to aid them (1) in carrying out the responsibilities expected from supervisor-leaders; and (2) in managing and leading teams and its resources in support of their organization’s business goals. |
| Meralco Linecrew Training Curriculum |
The Meralco Linecrew Training Curriculum 1, which is intended for apprentice/linecrew- trainees, is a six- month program which aims to equip linecrew trainees with the necessary knowledge, skills, and attitude to perform duties and responsibilities of a linecrew trainee as an individual and working as part of a crew. At the end of the program, the participants are expected to observe industrial safety practices, apply Talent Management and Development Programs Program Description electrical formula in simple circuits, install and retire line materials and equipment of de-energized overhead line, and assist upper class lineman by acting as the groundman and performing good housekeeping. Through this, we are able to ensure that the Business is supported by a steady supply of skilled workforce to support business requirements. |
| Meter Technician Curriculum | The Meter Technician Curriculum is divided into three parts – Basic, Specialized and Supplemental Courses. Each part is anchored on the approved technical competency framework which serves as guide for the development of our Meter Field Technicians. The training programs and learning interventions were mapped based on the competency descriptors identified. This curriculum aims to provide the participants necessary knowledge and skills to perform their job responsibilities efficiently and safely. |
| MERALCO Cadet Engineering Program | MERALCO Cadet Engineering Program (MCEP) is a five to seven-month onboarding program of MERALCO Learning & Development for cadet engineers -- newly hired registered electrical engineers, that aims to expose them to the business of MERALCO. This cadetship program is designed to help cadets gain basic knowledge about the whole MERALCO, specializing on the assigned organization. Over the course of this program, cadets will learn theoretical knowledge through classroom sessions and experience them in practical setting to help prepare cadets upon their deployment by immersing them in different offices. During the immersion, cadets will be able to meet and interact with the employees which would also enable understanding of the MERALCO culture. We also incorporated programs to develop in the cadets the necessary life skills to be able to upgrade themselves not just professionally, but also personally. |
Performance and Rewards
We value and recognize the contributions of individuals in the attainment of team, organization and corporate goals.
Revving up to Achieve a Culture of Excellence (RACE) is Meralco’s Employee Performance Management System. It was created to ensure alignment between performance and the overall company objectives to promote a culture of high performance and meritocracy (advancement based on individual ability or achievement). It is a holistic approach that captures the key elements of effective performance management such as performance planning, monitoring and development, and evaluation.
The appRACE a cloud-based people and performance management system, designed to support the RACE, was developed and launched last April 20, 2016.
Through Performance Evaluation Plan (PEP), the overall contributions of individuals are recognized by accurately measuring what the employee delivers (i.e., results) and objectively assessing how the employee delivers results (i.e., behavior) over set targets for each year. It is the aim of the PEP to produce relevant information on employee performance that will serve as basis for various people management decisions relating to employee development and rewards.
Compensation Philosophy
Our Company implements short-term and long-term incentive programs to attract, retain, and motivate its employees. We compensate employees based on Company, team, and individual performance to help achieve corporate goals and targets. The Company provides for assessment that account for performance beyond short-term financial measures.
The Company’s performance management process assesses employee performance on the basis of actual vs. desired results; and how results were delivered in light of corporate core values.
Therefore, the achievement of financial and non-financial measures is reflected in performance planning and assessment which drives the Company’s merit and incentive pay programs.
Employee Benefits
On top of legislated benefits, Meralco implements several benefits policies for its qualified employees such educational loan, housing equity assistance loan, cash assistance for death or disasters, among others.
In-Job Progression
Our Company fosters the advancement of its people. It is therefore the policy of the Company to recognize and reward employees who contribute to the achievement of organizational goals while continuously enhancing their competencies and performance on the job.
Accordingly, in addition to merit increases granted to employees with good performance rating, an employee may also be considered for in-job progression by his/her supervisor given consistent demonstration of higher-level competencies. An employee who qualifies for in-job progression will be granted an appropriate pay adjustment as determined by Human Resources and approved by the functional head.
Work-life balance
Our Company promotes work-life balance through a wide array of employee engagement activities. To determine people engagement levels, THE PULSE: Employee Engagement Survey was conducted in 2017 and was participated in by 99% of employees. The survey showed a 91% total engagement score, the highest so far.
We also released the Online Ethical Climate Survey to its employees in September 2020. The project aims to assess the effectiveness of ethics-related objectives, programs, and activities of the Company, and support the Board of Directors and Management in the formulation and implementation of its future Corporate Governance programs and initiatives.
The program Orange Fit remained to be a highly motivating program for employees’ total wellness in body, mind, and spirit. Teamwork, communication, employee engagement, and productivity were strengthened through activities on values cascade, management dialogues, and collaboration tools such as Workplace by Facebook.
| Employee Engagement Programs | |
| Orange Fit | Integrated Wellness Programs for the Mind, Body and Spirit to keep employees happy, healthy and bright such as: Yoga, Zumba, Aero Boxing, CrossFit, Muay Thai, Sports Clinics and Tournaments, Orange Fair, Orange Bikes, Orange Perks, Brad Fit, Orange Fit Social Media |
| Orange Fit Infrastructure | Meralco Fitness Center facilities (Sports Facilities), Meralco Theatre, Meralco Museum, Meralco Hospital, Chapel, Zen Room, Game Room, Orange Lane |
| Meralco Clubs | Meralco & Friends Toastmasters, Chess, Cue Masters, Radio Control Club, Bowling, Light speed Multi-sports, Football, Table Tennis, Tennis, Badminton, Air Soft, Camera, Dive, Golf, Mountaineers, Switch Dancing, Chorale, Ultimate Frisbee, Dance Society, CFC Family Ministries, Singles for Christ, Meralco Christian Fellowship, Meralco Rescue |
| Corporate Events | Events and activities to keep employees engaged, connected and happy such as: Foundation Day (Family Day), One Meralco Cool-tural Festival, Maliwanag ang Pasko Lighting Ceremony, Liwanag Park, Christmas Lantern Festival, Halloween Trick or Treat, MVP Olympics, Service Awards, One Meralco Salu-Salo |
