Empowering Our People
Monde Nissin continues to strengthen employees' learning and development through competency-based programs, leadership development, and digital learning platforms. These initiatives support role-based capability development across functions and sites.
Learning and Development
In 2025, learning delivery was aligned with defined functional and leadership capability requirements. Programs were coordinated across sites through collaboration among the People Development team, functional leaders, and HR Business Partners. Building on this, Monde Nissin institutionalized the Individual Competency Development Plan (ICDP) to better align individual growth with business needs and strengthen long-term workforce capability. The ICDP establishes a structured framework for employees and managers to identify development priorities, set competency-based goals, and track progress through coaching conversations and periodic reviews. The ICDP also contributes to retention efforts—addressing turnover risks identified through workforce reviews and enabling more targeted development actions.
Competency Development in 2025a
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Total training hours
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Average training hours per regular and probationary employee
ᵃWorkforce and training data reflect full-year 2025 information, consistent with the Scope and Boundary section, and were subject to internal validation prior to finalization. Data covers regular and probationary employees from senior management, middle management, and staff levels.
Employee Development Journey
Structured programs addressing technical, commercial, and operational capabilities were implemented across business units, including Consumer Sense, Process Engineering School, and Commercial Excellence modules.
In terms of skills-focused engagement initiatives, the Company collaborated with TESDA in 2025 to enable employees—such as warehouse operators—to obtain or renew National Certificates (NCII), supporting skills recognition and strengthening inclusion and career mobility. Leadership programs focused on coaching capability, managerial effectiveness, and communication skills. Participation data and completion tracking were monitored through centralized learning systems to support review and refinement.
Early-career development continued through the MondeXplore internship program. In 2025, 39 interns were onboarded across key functions. Structured project-based assignments and mentorship supported exposure to business operations. Participant feedback averaged 4.8 out of 5.
Sustainability learning was integrated into the learning portfolio through the L.E.A.D. in Making Better Possible Program for leaders and the A.L.I.V.E. modules for employees, strengthening awareness of sustainability principles within operational roles.
MondeXplore: Early Career Development Initiative
MondeXplore is Monde Nissin's structured early talent development initiative designed to support long-term workforce capability. The program provides selected students and young professionals with defined learning exposures across functions, combining technical immersion, mentorship, and project-based assignments.
The initiative supports succession planning and workforce sustainability by strengthening the talent pipeline in critical capability areas. Participation, progression, and placement outcomes are monitored to inform program refinement and alignment with evolving business requirements.
Diversity, Equity, and Inclusion (DEI)
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of the workforce are women
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of management roles are held by women
Gender Inclusion Initiatives
In 2025, Women's Circle mentoring sessions and International Women's Month forums were conducted to support structured dialogue and professional development across sites.
Employees by Gender
Employees by Age Group
Employees in Management Positions
Talent acquisition and mobility processes follow standardized workflows supported by competency-based assessments and structured onboarding. Internal mobility is facilitated through the LEAP program to support career development across sites.
A more detailed breakdown of employee composition may be viewed under the Social Disclosures.
Occupational Health and Safety (OHS)
Safety programs included regular trainings, refresher courses, role-specific training and routine safety communications across sites and site-level drills. The Transcend Work System (TWS) is implemented across sites to reinforce preventive controls within Product Supply operations.
Our Performance in 2025
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TRIR
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Safe Man-Hours
At the Porac site, first-aid cases decreased compared to 2024. Ten emergency drills were conducted across sites.
OHS performance is monitored through structured indicators and periodic review mechanisms. For more information on our OHS performance, see Occupational Health and Safety in the Social Disclosures page.
Occupational health services continue to be supported by on-site medical personnel, HMO coverage, and access to health services, complementing structured safety systems described earlier in this pillar.