InLifers make us a 100% Filipino-owned insurance powerhouse today. Our employees lay the groundwork and tirelessly persevere for our 107-year legacy to endure.

In 2017, InLifers rode the waves of change without losing sight of the loyalty, pride, and motivation that make them a league of their own.

Digitalizing employee experience

During the year, we embarked on digital initiatives to improve our employee engagement and talent development in the Company.

One of these digital initiatives is I-CON (Innovate, Communicate, Optimize, and Navigate), our uniquely branded human capital management system. I-CON helps fulfill our vision to become a high-performance organization and ensure we have a single system across all touch points. The single platform allows us to leverage the power of data by mining employee information and real-time HR insights that would aid management’s decision.

Using I-CON is a significant step towards achieving our aspiration to become the first fully digital insurance company in the Philippines. This comprehensive and centralized HR system helps the organization overcome challenges in these areas:

• Using 201 files for greater decision-making;
• Facilitating a single way of administering employee benefits;
• Providing accurate references for employee development; and
• Streamlining processes and reducing paperwork in personnel matters.

Since it was rolled out in the fourth quarter of 2017 across our offices in Luzon, Visayas, and Mindanao, I-CON has already started to benefit nearly 800 InLifers. Key to the high adoption rates was the unwavering support of our business group heads to adopt and promote the system to their teams.

From launching I-CON’s base system with HR modules such as HR Foundation, Employee Life Cycle, and Workforce Administration, we have expanded the use and adoption of the system. We are now integrating other key HR functions such as performance management, training management, talent acquisition, succession, and compensation planning into the system.

While embarking on a digital transformation journey with InLifers, we have also started to introduce a new e-learning experience in partnership with agency training.

Getting the Right People and Skills

We believe in creating the conditions in which our employees can offer their capability and full potential to serve our policyholders better and help InLife sustain its success. This is why we rolled out several fresh initiatives in 2017 so our employees can feel more pride and loyalty, not just about working for the organization, but also for being a great advocate of “InLife for Good” to our policyholders, agents, and other stakeholders.

In 2017, in addition to hosting annual sports activities and supporting interest clubs, we also provided more avenues for InLifers to bond with their teams. These include reviving a long-held tradition of celebrating Mother’s Day and Father’s Day in our offices, and holding frequent town hall meetings so our senior management can share InLife’s vision and goals for the year ahead. Our employees’ creativity and collaborative spirit came to fore during the Company-sponsored Trick or Treat event, in which children of our employees were treated with loot bags, film showing and magic show. We continued to support activities on information awareness, productivity, and other events organized by our employee associations.

Aside from these internal activities for and by InLifers, we have also trained our sights in helping the organization face the future with anticipation, fully aware that there will be brand new challenges lurking ahead.

We know that facing these challenges will require us to cultivate and acquire brand-new skillsets and fresh competencies and because of this, we have strengthened our bench by onboarding several C-Level executives.

Thus, we hired C-level executives for the positions of Chief Strategy Officer, Chief Bancassurance Executive, Chief Information Security Officer, Head for Innovation and a new Human Resource Division (HRD) Head.

In 2017, we also began our annual participation in an industry survey to better gauge if the employee compensation package and benefits we offer are at par with the local market. The survey also deepens our insights into the talent marketplace and keeps us abreast of the best HR practices.

“We believe in creating the conditions in which our employees can offer their capability and full potential to serve our policyholders better and help InLife sustain its success.”