Leading tomorrow's leaders: DMCI Homes Management Development Program

Tweet Type of Training: Opening of Batch 2 of DMCI Homes Management Development Program
Client: DMCI Homes
Date: July 18, 2012
Venue: DMCI Homes, Makati

Logo of DMCI Homes' MDP

Job ad used in recruiting Batch 2 applicants

28 Management Trainees (Batch 2)

Company growth - in terms of sales and projects - requires solid leadership and personnel readiness. With this perspective, DMCI Homes started implementing in October 2010 a Management Development Program (MDP), which is a succession strategy.

The MDP has two tracks: engineering (Track 1) and property management (Track 2). A third track - project development - will be introduced very soon. The two tracks already have two batches: 14 management trainees for Track 1 and 11 management trainees for Track 2. 

Capitalizing on the stability and success of Batch 1, DMCI Homes recruited Batch 2 aspirants. After a rigorous process, 20 management trainees in Track 1 Batch 2 and eight in Track 2 Batch 2 started in the MDP yesterday. Eight of them are from UP Diliman; 6 from UST; three from TIP; two each from Mapua, University of Makati and TUP; and one each from St. Louis University, Letran, PLM, De La Salle University and St. Paul University Manila. Being groomed to become future leaders of the company, they will undergo technical and behavioral training, interdepartment rotations, coaching sessions and site deployment. Track 1 is a 3.5-year course while Track 2 is a 2-year course.

I now handle 53 Management Trainees, with 10 more to be added when the newly minted Project Development Track opens. As Consultant, my responsibilities include training, strategic planning, budgeting, program management, curriculum development, recruitment, talent management and training academy management.

The MDP undergoes constant evolution as lessons are learned along the way. Its dynamism is one of its success factors. The other such factors include solid support from the company's management (the company President treats it as a pet project), adequate budget (Php26 M excluding salaries for this year alone), curriculum structure (developed by the company's pillars who have - to borrow a tired cliche - been there done that), thorough monitoring (which is what I do, in coordination with buddies and other partners), experiential coaching given by seasoned company officials, and the malleability of young minds, among others.

I love the MDP because I am its active parent. I treat my Management Trainees as children whose bright futures I am obliged to ensure. This is a commitment.