Creating a positive impact for stakeholders

Employees (THE PEOPLE OF HONORIS)

HOW WE ENGAGE
  • The daily interface between management and employees
  • Online communications
  • Regular departmental meetings
  • Employee engagement surveys
  • Ongoing performance discussions
  • Transversal and cross-functional teams
THEIR ROLE IN VALUE CREATION
  • Can be the strongest brand ambassadors for HONORIS
  • Highly motivated, skilled and competent staff are critical to the successful implementation of HONORIS’ strategy
NEEDS AND EXPECTATIONS
  • Clear understanding of HONORIS strategy to maximise their contribution to its implementation
  • Fair remuneration
  • Career progression through competency and skills development
  • Equal opportunities
  • International mobility
  • Health and wellness during COVID-19
  • Safety on campus
  • Support and the necessary tools to effectively work remotely
STRATEGIC RESPONSE AND VALUE PROPOSITION
  • HONORIS and the institutions it comprises of implemented BCP and rolled out the necessary protocols to ensure employees’ health and safety during COVID-19
  • Employees were provided with the technology and data where necessary to work from home
  • Health and wellbeing programs
  • HONORIS commitment to fair treatment and remuneration of employees
  • A range of development and training programs for employees
  • Regular communications with employees
  • Culture initiatives
  • Staff talent and retention strategies
  • Engagement strategies
  • HONORIS applies a proactive gender and equity employment strategy
RISKS/OPPORTUNITIES
  • Poor staff culture (R)
  • Low staff morale (R)
  • Ineffective business continuity (R)
  • Loss of key staff (R)
  • Create a brand and a culture that is conducive to an environment in which to flourish, innovate and make a difference (now and in the future) (O)
VALUE DELIVERED
KEY METRICS AND OBJECTIVES TRACKED TO MONITOR VALUE DELIVERED
  • Employee Survey results and action plans
  • HONORIS to consider other metrics to include here given information included in the table above (should not exceed 5 metrics)
  • Learning and development plans
  • Average staff turnover tracked
  • Retention of critical skills
  • Talent progression

Luis Ramirez-Alonso, Chief Human Resources Officer

“The value of our platform is authenticity and it is powered by the passion of our people. We are committed to transforming the lives of our students through relevant education for lifetime success. Join us to Educate for Impact.”
Luis Ramirez-Alonso