Motivating our workforce to be fit for the future
At a Glance
The Human Resources Management Group (HRMG) takes the lead in meeting these challenges by actively collaborating with other designated teams in the areas of strategy development, culture-building, organizational development, and talent management based on key directions given by the Senior Leadership Team. The result is a fully integrated approach to people-related matters where goals and solutions are always aligned with the overall business objectives of the company.
This enables us to match our commitment to provide clean, renewable energy to our customers with the same drive in promoting the professional growth of our employees. Ours is a partnership that goes beyond the business of energy since they embody our very efforts to achieve sustainable development. We focus on putting them in the best position to lead the company into the future by providing them a progressive organization structure, listening to what they have to say, and investing in improvements to the delivery of employee services.
The key survey measure was Sustainable Engagement, which aimed to answer the question: “Are employees motivated, enabled, and energized to deliver their best performance for the company?”
A total of 1,467 employees, or 96% of our workforce, participated in the survey through their candid feedback and inputs. This is higher than the global average response rate of 81%. Their individual responses revealed an incredible overall engagement score of 91%, which is three points higher than global high-performing organizations.
We are keen to understand further all the concerns of our workforce, so we will conduct similar surveys and continue to ask for their inputs to improve the overall employee experience in our organization. This is another example of our collaborative effort, as employees help define what is important to them while our leaders identify the action plans and solutions to be given priority.
EDC is supported by a highly engaged and empowered workforce.
EDC’s Mt. Apo Geothermal Project wins national safety award
In 2019, EDC was chosen as the National Occupational Safety and Health Champion at the 11th Gawad Kaligtasan at Kalusugan (GKK) Awards of the Department of Labor and Employment (DOLE). Since 1991, DOLE has been giving the GKK Awards to organizations and individuals with commendable safety practices in the workplace and in the community.
The award was given to EDC’s 108.48-megawatt Mt. Apo Geothermal Project (MAGP), located in Kidapawan City, North Cotabato, for its exemplary implementation of its safety and health programs and its promotion of occupational safety and health (OSH) towards zero accidents in the workplace.
Engr. Joel Handugan, the Health, Safety, and Environment (HSE) Officer at MAGP, together with Eduardo Morales, Jr., the Head of the HSE Department at MAGP, both won a National Silver Award for the individual category for their significant accomplishments and contributions to MAGP’s OSH initiatives.
“We are deeply honored to receive these awards that recognize our painstaking efforts to maintain a safe and healthy environment, not only for all employees of EDC, but also for all our stakeholders in our areas of operation,” says Morales.
EDC’s Health, Environment, and Safety Team, led by Engr. Joel Handugan, Ronnie Andador, Drigo Rizo, Engellau Flores, and Paulo Gooco, received the company’s national occupational safety and health award at the 11th Gawad Kaligtasan at Kalusugan Awarding Ceremony.
Our Management Approach: Social Development
The provision of clean renewable power is a critical factor of national development. Thus, our standard for leadership and excellence goes beyond the bottom line. We believe we do good business by doing good.
Throughout our value chain, we deal with various publics and commit to uplifting the lives of our internal and external stakeholders. These partners in social development include our employees, contractors, suppliers, host communities, energy industry allies, the media, the academe, non-governmental organizations (NGOs), peoples’ organizations, local government units (LGUs), government regulatory agencies, and our customers.
Our employment practices and workplace culture seek to bring out the best in people, while our corporate social responsibility (CSR) programs conform to international best practices and respond to global investor expectations concerning sustainability. We seek to protect human rights and enhance development opportunities as we deal with them.
To us, this is what it means for a company to be Powered by Good.
Our compensation and benefits programs are guided by principles that enable us to achieve our primary reward objectives, which are: (1) to keep rewards competitive in the relevant markets; (2) to align rewards with the individual, team performance, and company’s performance; (3) to send the right message; and (4) to deliver the appropriate total value.
At the same time, EDC strives to identify the optimal rewards and recognition mix, i.e., monetary and non-monetary, to attract, retain, engage, and motivate all our employees effectively .
Training and Education
To maintain this alignment, it is our policy to support the employees’ training and education, both in the Philippines and abroad, and finance relevant postgraduate courses and training in specialized non-degree courses. A leadership development program supports succession planning and management, and we make it a point to monitor the career development of each staff.
We ensure the provision of skills management and lifelong learning programs for the employees’ continued employability or for their transition to retirement.
Diversity and Equal Opportunity
It is also our policy to accord courteous reception to everyone seeking employment with the company. Employees are appraised and compensated based on their performance and not their gender.
Supplier Assessment for Labor Practices and Impacts on Human Rights
The supplier must fulfill all its legal obligations to its personnel, such as compensation, wages or fees, and all mandatory benefits related to labor, social security, health, and taxes. Part of our vendor’s documentary requirements for payment is the submission of an affidavit of compliance with the minimum wage and other mandatory statutory benefits of the government, such as SSS and PhilHealth.
Labor Practices and Human Rights Grievance Mechanisms
Our 2019 Integrated Report
Our Integrated Report tells the story of our efforts to achieve our business objectives, hand-in-hand with our sustainability aspirations.