Teaming up with

By Mitzie Antonio

once a millennial, SVP & HR Director Nestle Philippines

AUGUST 4-5, 2016 Cebu City

The Hierarchy of Needs

has already
CHANGED!

Self- Actualization
Esteem
Love/Belonging
Safety
Physiological

Wi-Fi Connection
Battery Life

1980s
-2000s

MILLENNIALS

18 to 34 years old

Passionate
Individualistic
Adventurous

Collaborative, Social
Wants to be challenged

Liberal on
controversial topics

Tech-savvy
Mobile

Work-life Balance

More boomers are retiring from

leadership positions and
Millennials are starting to occupy
the general populace of the
working environment.

By 2020, 50% of the global

workforce will be composed of
millennials.

The Challenge for HR

How do we in HR create an environment
where we can partner with millennials to
integrate them into the organizational
culture, and at the same time enabling them
to harness and leverage on their talents &
working habits to ensure business success.

TEAM UP with MILLENNIALS

How? Some suggestions:
- Aim to inspire
- Be transparent and open
- Take risks with your Talents
- Challenge & create opportunities

- Integrate Life & Work

Aim to inspire
9

Leadership
Credibility will
get things done

Millennials want to see that

their Leaders are investing
time and resources in them
Go beyond the responsibilities
of a manager and be a copilot in their career success
Inspire and motivate
Focus on developing inspiring
leaders
Tenure should not be the basis
TRANSFORMATIVE
of credibility
Credibility from being an
CREDIBILITY
effective Leader & Manager is
a basic foundation

Transformative Leadership will take

things further

Effective

Be Transparent & Open

RECOGNITION

Immediate | Customized | Timely

yet sincere

COMMUNICATION
Development Plans | Feedback |
Coaching & Mentoring

INFORMATION

Project Details | Contribution to

the Business | Bigger Picture

Take risks
with your
Talents

Inclusion in high-level
planning and decisionmaking for the future
Breaking traditions and
unspoken rules
Acceptance of new
ways of working

Involve millennials in highstakes projects, with a focus

on co-leadership
CARPE DIEM
Place them in uncomfortable
environmentsY.O.L.O
that would
challenge them.
Open up opportunities for
LIVING
IN
THE
NOW
further learning.

INTEGRATE
LIFE & WORK

Reality check:
Flexible
Work
Arrangements

Technology has made it

possible to do work
Bring
to Talent
outsideWork
the office

vs Bring Talent to
Work
Personal pursuits may

conflict with the 8-hour

work week
Create
opportunities

for employees to
Traffic and travel time to
inject their personal
work impedes on
'flavor'
in their
work
employees'
desire
to

Work-LifeBALANCE
INTEGRATION
dedicate time outside of
work

TEAM UP with MILLENNIALS

Some suggestions:
Aim to
inspire
Integrate
Life & Work

Challenge &
create
opportunities

Be
transparent
and open

Take risks
with your
Talents

NESTL Philippines
Experience

8
# 8th key Market
globally
#2 in Asia

Over 5500
employees

6 Factories
Supplying 23 countries
6 Distribution Centers

$
2015 Net Sales
Revenue
2.6B USD

300+K Trade Accounts

1 Shared Service
Center
Nestle Business
Services

BEVERAGES

BREAKFAST CEREALS

COFFEE & CREAMER

CREATIONS

CONFECTIONARY

DAIRY HEALTH & NUTRITION

SOLUTIONS

FOODS

FRESH DAIRY

ICE CREAM

LIQUID BEVERAGES & DAILY

CULINARY

NESTLE HEALTH SCIENCE

NESTLE INFANT NUTRITION

NESTLE PROFESIONALS

PETCARE

WYETH NUTRITION

CONFIDENTIAL

Nestle in the Market Executive Committee

Jacques Reber
President & CEO

Daniel Aellen
Chief Finance Officer

Finance & Control

Luca Fichera
Supply Chain Mgt

Mitzie Antonio Russell Andaya

Corporate Human
Resources

George Badaro Dennis Austricao Geetha Balakrishna

BEM - DHNS

BEM - Coffee

Arlene Bantoto
Nestl Nutrition

BEM - Food

Eugene David
Wyeth

Legal Dept. Head

Joey UY

BEM - Liquid Beverages

& Dairy Culinary

Zander Taningco
Nestl
Professional

Ernie Mascenon

Corporate Affairs Dept.

Sherilla Bayona
BEM - Beverages

Tina Samaco
Cereal Partners
Worldwide

Peter Winter

Technical Division

Rica Mier

BEM - Confectionery

Gigi Sison
Nestl
Health Science

Jojo Dela Cruz

Sales

R.Vallender
Special Projects

Paolo Mercado
C&MS & CIO

Bong Lacson
NBE Integration

Data as of February 2016

GENERATION BREAKDOWN

GENDER
63%

37%
51 Y/O Above

CIVIL STATUS

41%

2016

37%

59%
63%

21-35 Y/O

49%
47%

2015

11%

40%

2016

11%

41%

AGE & SERVICE YEARS

37

2015

36-50 Y/O

AGE

10
SERVICE
YEARS

HOW WE TEAM UP WITH MILLENNIALS

LEADERSHIP
DEVELOPMENT

CMT &
MILE

80 EXPATS
36 INPATS

COACHING
&
MENTORING

CONFIDENTIAL

CONFIDENTIAL

Flexible Benefits
Scheme

TOTAL
REWARDS

CONFIDENTIAL

CONFIDENTIAL

CONFIDENTIAL

BEST PLACE TO WORK

ORGANIZATION
DEVELOPMENT &
CULTURE BUILDING

ENGAGEMENT

NESCAFE WITH THE CEO

DIVERSITY & INCLUSION

=
CONFIDENTIAL

CONFIDENTIAL

Nestl 2025: we make Nestl future ready

Our PEOPLE KPI results tells us where we need to focus

PEOPLE KPIs

2015

YTD vs
Target

Jan

Feb

Mar

Apr

May

Jun

YTD

3,787

3,785

3,795

3,798

3,793

3,805

3,805

3,876

884

884

888

941

934

928

928

982

867

869

880

828

831

856

856

848

2,036

2,032

2,027

2,029

2,028

2,021

2,021

2,046

.24

.24

.11

.29

.55

.34

1.84

4.44

l
l
l
l
l

.23

.46

.23

.69

.50

2.24

3.25

12

91

88

91

84

63

100

88

95

Key Positions Filled by

Succession Plan (%)

100

n.a.

100

n.a.

n.a.

100

100

90

PE Quality for Key

Market Talents (%)

97

90

93

95

92

90

93

90

PDG Quality for Key

Market Talents (%)

97

95

92

95

92

90

94

90

Headcount

Employee Turnover (%)

High Performer
Turnover (%)
Talent Turnover (#)
Quality of Selection
(%)

Target

With clear HR KPIs , you get clearer & focused Actions

Measured on a Weekly & Monthly Basis
STATUS TARGET
PEOPLE KPIs
Leadership Devt Index
Talent Turnover
Hi-Performer Turnover
Quality of Succession
Quality of Performance
Eval
Quality of Career Devt
Diversity & Inclusion Index

BEST
PERFORMANCE
BENCHMARK

Teaming up with

By Mitzie Antonio

once a millennial, SVP & HR Director Nestle Philippines

AUGUST 4-5, 2016 Cebu City