It is FOCUS – UNITY – SIMPLICITY – OWNERSHIP. This is our core values.

The company always aims to offer the employees a comprehensive employee experience. They bring to them a holistic learning & development activities such as mentoring, coaching, online training, on-the-job training, gamification, etc. that could benefit them in career advancement. Besides, they have many annual activities (eg.: Year End Party, Sport Day, Women Day, Talent Contest, etc.) to make the employees feel inclusive and engaged. Furthermore, they have a world-class Total Rewards policies that benchmark with MNCs and top-notch corporations. They diversify the offers to take care of the people and better serve the needs of the employees both monetary and non-monetary.

To ensure the benefits for both the company and community in harmony and to create a sustainable growth, the company is embracing social responsibility by continuous contributing to the economic and social development.

By having a mission of “Realizing millions of dream”, FE CREDIT periodically organizes a number of meaningful activities for our communities across the country.

They have organized many annual CSR activities such as the blood donation, scholarship to support education of Vietnamese children, insurance package sponsor for workers, etc.

Be the members of FE CREDIT, the employees take great opportunities to uplift themselves day by day. Based on 70:20:10 development model, the employees have chances to upgrade through experimental learning (by on-the-job training, joining project, etc.), social learning (roles models, coaching, mentoring, etc.), and formal learning (class training, workshop, conference, etc.).

They also digitized the training in order to support the employees where they can have access to the training materials more easily. They can in fact learn whenever they want.

In AstraZeneca Near East, the people are offered a culture of respect, transparency & continuous learning

In AstraZeneca Near East, employees are offered several activities such as job rotations and internal & external assignments in line with their career aspiration and growth, which enhance the employees' engagement and ensure their motivation, inspiration and their will to do their best in their respective roles.

In AstraZeneca Near East, the company value corporate social responsibility as part of their sustainable strategy, and the company is committed to serving the environment & communities in which they live. The company highly encourages the employees to take part in community services and charitable events as part of their job without deduction neither from their leaves’ balance nor their salaries.

In Near East, the company initiated several practices that include:

• Supporting refugees in the different Near East countries
• Supporting the elderly, orphans & children in need
• Moving to a “Green Building” in Amman that uses solar energy and recycled water to save our environment,
• Encouraging the use hybrid & electric cars in Jordan
• Inaugurating several waste recycling & coast cleaning initiatives in Lebanon in cooperation with several NGOs
• Launching reconsider program in Lebanon that limits the use of plastics – because we have no planet B

At AstraZeneca Near East, they offer the people - their greatest assets - a career not only a job through our robust learning & development culture and career progression opportunities. They encourage the people to take & adopt smart risks & learn from both success & failure.

• Patient focus
• Integrity
• Respect for people
• Transparency

• Flexible working – Work from Home
• Family Day
• Health & Wellbeing Activities
• Cultural Days celebration

• Reducing paper consumption to give back to the environment
• PULSE – where by the employees volunteer and give back to the society – 6 months assignment paid by GSK to Africa etc. to volunteer
• Orange Day – annual day where all employees work in the community to help support others

• Internal GSK Learning Platforms
• Keep Growing Campus
• Harvard Courses
• LinkedIn Learning
• GSK Tube
• Leadership development programmes

An transparent commitment to changing lives for better.

They offer a variety of engaging activities to all the employees e.g. sports and fun activities during the day in the office. They support membership in health clubs and we fully cover smoke cessation plans. In addition, They sponsor employee football championships every year where all our employees travel annually to new destinations as a thank you for good work done the previous year.

They work under the guidance of Novo Nordisk way and their Triple bottom line culture which means that in everything they do they have to be financially, socially and environmentally responsible.

They support the World Diabetes Foundation. Locally in Saudi Arabia, they support the Advanced Diabetes Education Centre where many courses are run to raise awareness about managing diabetes. They do this with key local stakeholders.

Every year, they sponsor public awareness campaigns about diabetes and obesity which also include big sports activities to promote healthy life style.

They invest in the talents to make sure to achieve their potential. They do so by providing continuous on the job training opportunities. In addition, they co-sponsor post graduate study programs for talented employees.

• Anchoring on our Employer Branding:
• Empowering and Supportive Culture
• Innovative and Entrepreneurial Company
• Global and Influential Fun Brands
• Fast Phased and Dynamic

• Corporate Social Responsibility Programs Annual
• Corporate Employee Programs (Christmas Party, Trick or Treat, Sports Events, Be Fit and Fab ,etc.) and Wellness Programs
• Leadership Assemblies for Management Team and Key Leaders and Employee Town Halls
• Coffee Chat Sessions (with our employees and Management Teams)
• Annual Engagement Survey (to pulse check employee productivity and engagement)

• Annual corporate trainings on Technical, Leadership and General Management that addresses year on year individual development plans
• E-learning Platform (all throughout the year)
• 4 training per employee with full certification Educational Loan (for further studies support)

They only celebrate When Everyone Can. As 70% of our employees are in Sales-related roles, it’s important that they always feel connected to each other and to the Leadership Team as, they know how vital each person is to the team success.

It is crucial that each of the people are focused on what’s important for them to succeed today and there is also a common expectation that all of their colleagues will be doing their part in the best interests of the team.  The reason is that people really care about each other.  Not just about being successful, but the ability to draw on each other’s strengths to continue to drive the overall company forward in good and in bad times.

They encourage employees to attend conferences and development workshops to allow them to enhance their knowledge, improve situation awareness, encourage “future-thinking” and to gain new insight from external sources.

The company is committed to helping the community. They support organizations, such as UNAIDS as well as support and attend country-wide events like “Run for a Cause” and “World Teachers Day”. Their individual employees also have charitable causes that they support.  The Filipino culture is one of helping and supporting others, so it is no surprise that the culture of our company is also very proud to be that way.

The company strongly encourages the development of expertise and mastery of any given role. However, along with the depth of a skill set, which allows an individual to perform at a level that is higher than needed most of the time, iNova believes strongly in a breadth of understanding across the organization.

The sharing of skills, learning on the job and from others, the transfer, rather than storage of knowledge is important but most is to encourage coaching and mentoring across the organization. They provide the team members the opportunity to learn both, formally and informally. There are competency-based training programs conducted almost every quarter for the Sales team to be fully equipped in their roles. They consider how they can provide challenging assignments to “ready-now” or “ready-soon” employees in preparation for higher roles. 

The foundation of the company success is the caring culture, together with a focus on high performance. They enable and empower the team members globally to think and act with an entrepreneurial spirit, exercise sound judgment and enjoy what they do. The values contribute to fostering a truly inclusive workplace and guide how they perform, work together, respect each other, communicate and practice leadership. They are evident in their work every day.

A year full of employee engagement activities such as sports events (football &cricket), family day, women day, men day, giving back to the community initiatives

The company organizes a campaign of blood donation, and labor Iftar during Ramadan month, pass the bottle initiates to distribute water across Kuwait in the month of July, beach clean-up

Integrity, Respect, Professionalism, Innovation, Commitment.

Passion 4U , Sport Club and the X-tra Mile Game are initiatives that take place each year in Teleperformance Albania to promote wellbeing and healthy life style of our employees.

In Teleperformance Albania, the employees can grow professionally with JUMP and TP E-INSTITUTE. JUMP! is a development program created to prepare high-potential employees to take on leadership positions in the company. In addition, Teleperformance provides industry-leading training to its teams, stimulating personal development through an e-learning solution focused on leadership needs, with high level courses and close monitoring. The e-Institute has been developed to enhance the employees’ skills and to support their growth as our future leaders.

The company has a CSR Program (Corporate Social Responsibility) which include:

• Citizen of the World: Teleperformance charitable initiatives to help some of the world’s most vulnerable children meet their basic survival needs and ultimately reach their individual potential
• Citizen of the Planet: Teleperformance’s commitment to reduce its environmental impacts by implementing and disseminating sustainable practices for a greener world future
• United Nations Global Compact: Teleperformance embraces, practices and disseminates the Principles of the UNGC, a set of core values in the areas of human rights, labor standards, the environment, and anti-corruption.

• High Engagement
• Patient Oriented
• Transparent and Trust
• Friendly and people oriented
• Dynamics

• Many Engagement initiatives, like Ride with a Rep where office based managerial employees can interact and go with field force employees in their visits.
• Career Counselor initiatives, where individual can have career/life coaching session with the counselors in a very confidential manner.

The company has special programs for Saudization and more partnership with government and universities. The company is also in full alignment with the vision of 2030 in the kingdom including empowering females. They have designed specific program (Women Empowerment) where they developed many initiatives that can support in advancing females in the company.

• Tailored Training Program for each employee.
• Training Calendar all over the year.
• E-Learning Platform for different skills
• Leading Self and Leading others.

• Care for people
• Ambitious
• Action oriented
• Entrepreneurial
• Agile

• Breakfast with CEO
• Ramadan Iftar
• Mothers day
• Regular town hall meetings
• S&M cycle meetings
• Entrepreneurial Innovation team consisting of junior and senior employees from different functions to drive innovation in organization (not anymore scientific committee)
• CSR club