We provide our people with relevant training and
career development support to help them excel in
their chosen fields, as well-trained and motivated
employees strengthen our place in geothermal
power and boost our global reputation. Therefore,
we also support employee education, both in the
Philippines and abroad. We also finance relevant
postgraduate courses and trainings in specialized
non-degree courses. EDC also implements a
leadership development program to support
succession planning and management. We monitor
the career development of each person on our team
to ensure their growth in the Company. In addition,
we invest in upgrading skills and promoting
lifelong learning programs to ensure the continued
employability of our people and their transition to
retirement.
Empowering our internal workforce is a critical
part of the division’s role. To create competent
employees in a positive environment, we ensure
our people are empowered. In 2021, we launched
talent development initiatives to meet the supply and
demand of capabilities in the industry.
During the year, we initiated T200 recruitment,
enterprise onboarding, learning management,
and competency assessment and development
within our teams. We also introduced technical and
training assessments that expand to all our capitals,
particularly intellectual and manufactured. We
increased competency in our internal governance
by closely monitoring, implementing, and executing
all the talent management-related processes to build
EDC capabilities. To better communicate the talent
management processes to the entire organization,
we released guidelines and advisories on
recruitment, training and development, and career
and succession management.
Further, we introduced HR as a strategic business
partner with the guidance of our senior leadership
in culture formation. This partnership enhanced
communication, organizational development,
performance , change, and employee management
throughout the Company. Through collaboration,
we co-created a holistic approach to advance our
corporate objectives and people goals, leading
to 100% Planning, Assessing, Coaching and
Evaluating (PACE) cycle completion.
To ensure our talent requirements for long-term
human capital development, we identified five
capabilities: Purposeful Innovation, Organizational
Agility, Committed Stakeholder Ecosystem, Flexible
Generation, and Transformative Integration. We
believe that these will propel and sustain us in
the future. On the sourcing side, we looked into
talents who can help us expand these capabilities.
On the development side, we’ve concentrated on
competency building to match these capabilities.
To equip staff with these skills, programs have been
developed and implemented. Design Thinking and
Innovation Hackathons were implemented to support
innovation; Scrum Master Certifications reinforced
our agile culture; Stakeholder Management and
the EDC Brand Employee Engagers (BEE) aimed
to support the Committed Stakeholder Ecosystem;
and numerous training on data science and
analytics have been implemented to support flexible
generation.