They are Purpose-led, consumer-focused, Values-enabled, and locally empowered. For 58 years, their proud makers and bakers have “wowed” consumers with amazing brands and enviable snacking know-how. They are master chocolatiers. Cheese makers. Confectioners. Pastry chefs! They are proud of their past, but more excited about their future -- one that’s focused on growth. Their roots and their progress give them a strong foundation to evolve into the winning growth culture they all want to become.

They’re a highly engaged team who love the brands and innovate boldly to offer consumers the right snack, for the right moment, made the right way. Their three values –Love the Consumers & Brands, Grow Every Day and Do What’s Right – shape the culture, guide the actions, and reflect what they believe in and how they desire to lead, every day. They’re building a consumer-centric and diverse winning growth culture that empowers local teams to lead with a growth mindset and agility over perfection through their local-first (but not local only) model that empowers their BUs to make decisions with their local consumers in mind. They’re embracing inclusion to reflect the diversity of their consumers and maximizing the power and potential of their passionate makers & bakers around the world as a competitive advantage to deliver stronger business performance.

The company is shifting the mindsets and behaviours on how they lead Growth Mindset and Agility over Perfection and investing in skills in critical growth areas like e-Commerce and Marketing. They provide a fast-tracked learning development program for people starting their careers through the Leading EDGE Business Challenge (competition for college students), EDGE Sparks (internship), and EDGE Stars (graduate trainee) programs. These opportunities are not the run-of-the-mill starting careers. These are roles designed to shape the future leaders of the organization.

They also have an online university where you can choose learning topics to help the employees develop. If face-to-face is your thing, a coaching and mentorship program can also provide the time with a leader to ask questions and guide the employee through the career. Each person also drives their own career. The company follows the 70-20-10 framework where 70% is focused on learning on-the-job, 20% for learning from others through coaching and feedback, and 10% for learning programs and studies for development.

To aid colleagues in their journey to better physical, emotional, and mental health, Mondelez Philippines provides three different programs to improve employee support during the pandemic: Meet-Less Fridays, Employee Assistance Program (EAP), and the Sabbatical Leave.

Starting this 2021, the Meet-less Fridays program allows employees to have meeting-less time every Friday afternoon to focus on their individual projects or tasks. It’s the latest initiative by the company in support of its Flexible Working policy. No meetings mean employees can complete other deliverables, gather as a team to celebrate small and big wins, recharge for the next week, or attend other activities initiated by the company that promotes well-being. “At Mondelez Philippines, we want our employees to know that we respect their time and their hard work throughout the week, and we want to give back time each week for them to use for themselves,” shares Aileen Aumentado, Mondelez Philippines People Lead.

The support for this program has been great, with colleague Donna Maligalig sharing, “Our Meet-less Fridays drive has allowed our employees to get a "breather" from a full week of virtual meetings and let them focus on their weekly targets, just in time before their much-awaited weekend with their families. This drive has developed win-win business and people solutions while balancing business and people needs.”

The Employee Assistance Program (EAP) aims to support employees by providing online counselling for various mental health topics. It aims to ensure employees never feel alone or lack support. From time to time, everyone experiences situations that affect their general well-being. Employees can reach out to this EAP service for practical information, including physical, financial, legal, and family care resources. This can be done through counselling over the phone, online, or in person. All counselling sessions are confidential between the employee and the counsellor. Mondelez Philippines wants each employee to know that they are never alone in whatever challenge they may face.

Lastly, the Sabbatical Leave program allows employees to take a prolonged leave from work to recharge and reenergize their mental well-being or prioritize other needs such as caregiving responsibilities, self-development, and community work.

Alcon is an employer of choice that attracts the best-in-class talents with comprehensive career development and growth, competitive compensation & benefit packages, conducive, clean and safe working environments, friendly and approachable leadership, and wide-ranging wellness programs which include diversity and inclusion considerations.

The company is building a structured Engagement Programs with a robust communication strategy & plan, put into place, which are carried out both by face-to-face and virtually, to connect with the employees who are on site and those who are working remotely :

• Engagement Programs like Project Ceria (virtual and face-to-face programs) which consists of festivities celebrations, talent shows, sport & recreation, charity works, companywide bonding and cross-sites regional games to boost the engagement among the associates.
• Celebrate the successes at work through eRecognization platforms such as, eTQ Cards, eBadges, Star and Gold Awards, Star Maker Award and project completion recognitions. Food or shopping vouchers as tokens of a job well done. We have our employees’ pictures on our Wall of Fame and digital platforms as a recognition of their invaluable efforts.
• Long Service Award to recognize the loyalty of the employees.
• Bi-annual cross department bonding sessions to enhance the teamwork and collaboration between the various divisions/departments.
• Digital and physical platforms available for continuous improvement ideas to be deposited while the Health, Safety & Environmental (HSE) council meetings shares important information that caters for the associates’ safety, wellbeing and compliance needs.
• Communication platforms created for employees’ feedback such as, HSE Feedback Net, Ethics Helpline as part of the Employee Assistance Programs, Global Townhalls with global leaders, Management Walkabouts, Quarterly Town Hall meetings, Division Townhalls, Department meetings, Management meetings, Daily Toolbox meetings, individual 1:1 session, leadership forums and skip level meetings, new hire round table and casual cross management level sharing (called “Teh Tarik” Sessions).
• Quarterly Employee Engagement Survey for engagement measurements and identifying area of opportunities.
• Publicizing the teams achievements through via internal communication portals like Yammer, emails, Townhall meetings, TV panels and participating in external recognition celebration events.

The company believe in developing the associates to enable them to excel in their career to drive the business forward. As the saying goes, “when we’re always learning, we’re always growing”. The company emphasizes on the 70/20/10 Model for learning and development ensuring a positive return on training investment, for both our employees and the company. The programs include technical competency development, supervisory and management skills, as well as business know-how enhancement sessions. An annual structured training needs analysis (TNA) exercise is carried out, which in turn will derive a site annual training plan (SATP) to cater for the personal development plan for all level of employees at the site. Additionally, the company offer an education assistance program (EAP) for those who want to further their studies, a cross-site or inter-department employee exchange program (EEP), professional certification programs, mentoring and coaching sessions, overseas on-job training and external training sponsorship are also included in the plan. Thus, these ensure all the different development needs are being addressed.

The company is able to achieve an average of 88% completion rate of its SATP annually even though the site operates at a utilization rate of above 90%, this shows the importance the company places in its associates development!. Lastly, the company shows its appreciation for the continuous support from the participants, trainers, facilitators, organizers, supervisors and management team in the BUILD SKILLS efforts for the associates’ growth, whenever there is a chance!

AstraZeneca is a company that values Science, Patients and People meeting patients’ needs; They follow the science bringing all the innovative science possible scaling up the practice of the partners. They put patients first making the maximum difference in patients’ lives through the innovative medicines. They play to win; they collaborate, coach and transfer learnings & best practices.

They do the right thing; they are disciplined and focused on outstanding execution. They are entrepreneurial taking smart risks for faster and better decision making.

The company is guided in its work by a strong set of values that enable the people to do their business in a right way. The company hires people who share the passion for science and believe that everyday can make a difference. The company seeks the best talents and develop winning teams. They encourage the people to take and adopt calculated smart risks and learn from both success and failure. And most importantly, they value the corporate social responsibility as part of the sustainability strategy and are committed to serving the communities in which they live in. Moreover, they foster a collaborative engaging culture to make people feel comfortable in their second homes, while ensuring the right balance between their corporate and business lives.

The people are offered a career not only a job through the company learning & development culture and career progression opportunities. The company created a future for the employees through having a clear career path and development plan tailored to each individual’s needs and enrolling them in several developmental programs that would help build talents and create future successors.

The past year was exceptional across all aspects as the situation around the world with regards to COVID-19 has been evolving. But despite the challenges, the company was able to make good progress on the business agenda with several improvement initiatives.

The company has adopted a “Work from Home” culture where our employees are trusted to deliver on both their business and personal responsibilities and most importantly treasure the health and safety of our people.

The company stopped all travel plans, replacing physical with virtual meetings and utilizing technology through the digital platforms.

Following the value of putting patients first and the social responsibility towards patients, AZ has donated a fully equipped ambulance to the Lebanese Red Cross. In addition, they have supported the different governments and MOHs across Near East & Maghreb during the pandemic by the donation of N95 face masks.

Novo Nordisk is one of the world’s leading biotechnology organisations built on passion and a patient centric commitment over the last 100 years. Our purpose is to drive change to defeat diabetes and other serious chronic diseases, such as obesity, rare blood and endocrine disorders. We do so by pioneering scientific breakthroughs, expanding access to our medicines and working to prevent and ultimately cure disease.