Leadership team discussion underway
The top management of GMR and GMP have a meeting last December 2015 to discuss the upcoming changes in the company for 2016.
The top leaders of GMR realized that in order to stay relevant in the market research industry, there must be a continuous improvement in company processes. They also recognized the need to empower younger employees into leadership positions.
Enter Mark Daniel B. Gomez, newly-appointed CFO and AVP of Operations. Once part of GMR+ in its previous incarnation: Personnel Marketing Support Services, Inc. (PMSSI), Dan left the company to join Accenture. After gaining half a decade’s worth of experience in the BPO industry, Dan returned and spearheaded the initiatives to improve company processes. And it began with a meeting between all of GMR and GMP’s bigwigs.
Part of the meeting was Edgardo “Egay†Gomez (Company President), Nila Gomez (Executive Vice President), Carlito “Lito†Mari (VP of Operations), Grace Gomez (Operations Manager of RMS) and Lorna Eliseo (Operations Manager of CPS/CI). New to the leadership table is Esphie Reña, Admin/HR Supervisor, who provided insight into company processes and documentations. Another newbie is Bernie Molano, once Supervisor but accepted a position of greater responsibility: Asst. Manager of RMS.
Discussed were the Organizational Charts: visual aids for recognizing company hierarchy. It was greatly emphasized that these Charts were not a rigid designation of roles and duties, but should serve in informing everyone on the order of responsibility: who is responsible for who, what exactly their role is (though not at the expense of flexibility) and who are the leaders of GMR+. This should definitely allow new hires to recognize who they are working for!
Another thing discussed was the need for documentation. Though veterans of the marketing research industry, Egay and Lito both expressed that if they were both to retire, no-one would have any written record on company processes. It was established that this should not be so, and Dan informed the rest of the leadership that he will work on revising the HR Policy Manual. This manual is one of the oldest existing documentation in the company and had not been updated since its conception in PMSSI. This should serve as a stepping stone towards establishing other manuals and documentation protocols.
On top of the HR Policy Manual, it was expressed that there should be a need for a New Employee Orientation. Currently the hiring process is fairly lax, and many start doing field research without even recognizing who they are working for and what the company does.
A set of new logos were established: a magnifying glass for GMR+ and a megaphone for GMP+. The leadership expressed approval over these new logos, as they more visually indicate the services offered by the company.