Leadership & People Development
The Leadership Foundations Academy is a five-day program where emerging leaders from the group develop essential skills for strategic innovation, deeply anchored in its six leadership competencies. This was delivered in close partnership with the Ateneo de Manila University John Gokongwei School of Management (JGSOM), leveraging their expertise from the academe and industry.
Participants across the group
Participant Satisfaction
Executive coaching was provided to 20 executives to support them during significant career transitions and their pursuit of growth opportunities. This tailored approach enabled them to enhance their leadership capabilities, align with organizational objectives, and achieve meaningful professional development.
Retention of talents provided with coaching
The ADVANCE Executive Development Program was created to empower functional heads, successors, and high-potential leaders to thrive in today’s evolving workplace. Grounded in the group’s purpose, values, and ambition, it offers experiential, business-centric learning that fosters personal growth and innovative leadership.
The program’s leadership modules aim to:
- Provide clarity on how your personal brand of leadership can contribute to business success
- Offer practical ways to amplify team success and leverage individual talents
- Build the muscles needed to identify new and innovative ideas to promote business growth
Breakthrough ideas that promoted ecosystem play
Participants across the group
Net promoter score
Organized various conferences to enhance skill development based on the cohort’s function:
CFO – Feb 2, 2024 | Dec 16, 2024
CHRO – Aug 24, 2024
Universal Robina Corporation
Three batches of the New Leaders Program were rolled out for newly appointed people leaders. This is essential to equip and give them mindset of how to be an effective people leader coming from an Individual Contributor role. Apart from this, more Leadership Programs for senior level executives were offered. A total of 94 training runs covering Leadership and Commercial Courses were completed this year covering 1,849 participants. This translates to a 16% increase in training hours for Leadership and Commercial courses alone. Agile Courses, on the other hand, provided Agile Coaches and Product Owners a total of more than 5,000 hours this year.
Another key development for 2024 was the wide offering of digital content offered by the Company’s LMS Platform, which essentially drives self-paced development. Digital content from the various established academies in the LMS has been uploaded while some old ones have been revisited and updated. This year also ushered in the creation of interactive in-house developed e-learning modules, making the learning experience more meaningful. A total of 7,000 hours has been contributed by the LMS platform. This is a promising figure considering all of the e-learning modules were only launched second half of the year. The Company is looking forward to a more heightened use of the LMS Platform for self-paced development this year.
URC’s impact extends beyond internal benefits, as multiple external recognitions in 2024 validated its success. Achievements such as the Best Places to Work, HR Innovation Awards, and Employer Branding recognitions highlight URC’s commitment to creating an outstanding employee experience. In contrast to traditional HR models that function independently, URC’s efforts showcase a unified, people-centered approach that blends technology, engagement, and cultural excellence.
Universal Robina Corporation
In 2024, CEB U expanded its learning opportunities, which consist of eight schools focusing on Customer Centricity, Values, Leadership, Diversity and Inclusion, Functional Excellence, Digital Transformation, Safety, and Aviation.
The CEB U Relaunch also aimed to integrate emerging technologies into learning and foster a strong learning culture within work processes through Learnesday and interest-driven sessions conducted with the Juan CEB Community.
Universal Robina Corporation
RLC GenChats is a workplace campaign that is intended to bridge generational gaps, break stereotypes, and foster a more inclusive culture. It consists of a series of videos, podcasts, and discussions that tackle the varying perspectives and shared values by age group: Gen X, Millennials (Gen Y), and Gen Z within the company.
Universal Robina Corporation
The IPP is one of the workstreams under Project Sarimanok. By the end of 2024, the Employee Engagement Score rose to 70%, up from 62% last year, indicating an 8% increase. Additionally, there was a 97% completion rate for the Values in Action 2.0 roll-out by the end of December 2024, with a feedback score of 4.82 and a 15% improvement in the employee turnover rate compared to 2023.
Moreover, the following initiatives were implemented to transform the JGSOC’s ways of working:
- Delivered the JGSOC Way Leaders Bootcamp, which focused on developing leaders, establishing standards, and engaging teams to ensure safety, efficiency, and reliability
- Strengthened the recognition program through various initiatives such as Hats Off and Proud of You
- Refreshed JGSOC’s core values and behavior through the Values in Action 2.0 roll-out, as it evaluates not only the technical skills, but also the values it embodies as an organization
Universal Robina Corporation
GoTyme Bank cultivates a high-performance culture by equipping employees with on-the-job experience that drives efficiency and innovation. This results in the company's sustainable growth while staying aligned with its strategic business goals.
The company implements the 70-20-10 framework, which focuses talent development on on-the-job experience (70%), coaching (20%), and training (10%). This framework for growth allows for sustainability in various areas, such as productivity, cost, and decentralized talent development.
GoTyme Bank empowers employees to curate personalized learning programs that equip them with skills aligned with their career paths.
By mid-2025, the company will launch a learning management system that will help employees design career development plans and provide guidance on internal and external skill enhancement opportunities.
Universal Robina Corporation
This program reflects DHL’s commitment to identifying talents based on their performance, potential, and alignment with the company’s values and goals. The talents may receive specialized training, mentorship, and coaching to enhance their leadership skills. They will also be given opportunities to connect with current leaders and peers within the organization to build relationships and gain insights. Project involvement is also a key part of the program, where participants will engage in strategic projects or initiatives that provide hands-on leadership roles. To date, DSSI has identified a total of eight rising stars.
This 15- to 18-month program is designed to help supervisors and front-line leaders develop a sense of personal and professional pride in their critical role and its direct impact on DSSI’s business performance while feeling connected to a larger team that exemplifies certified leadership. They will learn to manage tasks, teams, and individuals better while fostering team effectiveness through personal resilience. They will also develop the confidence to lead and inspire teams to a high level of performance while building core competencies in change leadership.
Universal Robina Corporation
In 2024, LIPAD successfully transitioned and implemented the Key Results Area (KRA)-based Performance Management System (PMS). This system ensures that employee performance is strategically aligned with the organization’s goals, objectives, core values, and leadership competencies, thereby driving enhanced accountability, productivity, and organizational success.
The CRK Wall of Fame is a recognition program designed to express LIPAD’s appreciation and gratitude to all our employees and in-terminal stakeholders who have played significant roles in delivering an excellent customer (passenger) experience at Clark International Airport (CRK).
Universal Robina Corporation
The JGDEV team has remained streamlined, relying on subject matter experts from both the wider group and within the startup ecosystem to identify and evaluate promising early-stage deals within the region. The team’s focus continues to be on upskilling and enriching existing roles through formal training, active participation in start-up events, and networking opportunities.
Universal Robina Corporation
DAVI recognizes that in an increasingly competitive loyalty space, success isn’t just about rewards; it’s about building a more innovative, agile program driven by people and technology.
By investing in talent development, particularly in areas such as data literacy, AI and machine learning, and tech innovation, the Go Rewards program can unlock deeper customer insights, optimize personalization, and drive smarter decision-making.
Equipping teams with the skills to leverage data effectively ensures more impactful marketing strategies, better member engagement, and a seamless digital experience.
