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