Saturday, December 2, 2023

About Watsons
Watsons Your Personal Store is the largest health and beauty retail chain in Asia operating over 4,800 stores and more than 1,400 pharmacies across 9 Asian markets – Hong Kong, Taiwan, Mainland China, Macau, Singapore, Thailand, Malaysia, the Philippines, and Indonesia. In 2002, A.S. Watson Group joined hands with SM Prime Holdings Inc., the Philippines’ leading shopping mall developer. The partnership brought about the first Watsons stores in SM Megamall and The Podium (Ortigas) and has since seen rapid growth. Today, Watsons operates over 760 stores
in the Philippines.

Building on its long-standing reputation for quality and innovation, Watsons caters to a variety of lifestyles with an unrivalled diversity of products. Watsons’ brand promise is to help people around the world to look good and feel great. It offers a unique experience to customers through professional advice, interesting shopping environments, and all the inspiration they need to live beautifully inside and out.

Workplace Policies and Practices
Watsons is committed to providing a positive, safe, healthy and supportive environment for all employees that value the wide-ranging perspectives inherent in their diverse workforce and fosters individual growth and achievement of business goals. A work environment that is free from all forms of discrimination based on gender, pregnancy, marital status, disability, family status, race and ethnicity throughout an employee’s career with the organization. Employees are hired, promoted and assigned based on their skills and abilities to do their jobs. The Watsons DNA or values they encourage in their employees are: passion, commitment, teamwork, science and innovation. Its’ Code of Conduct sets out the minimum standards for employees who work at Watsons. It is designed to promote honest and ethical conduct and to encourage trust, fair dealing and integrity in all interactions with its’ customers, suppliers, colleagues and stakeholders.

Watsons fully recognizes that its efficiency is dependent on a high standard of management performance. It aims to support continual employees’ learning to achieve personal growth and professional development. This also ensures employees are adequately skilled to perform their current roles and equipped for future responsibilities within the organization. Watsons takes responsibility for developing its own training courses through the Watsons Retail Academy to meet its specific business requirements so that building people capabilities is fully integrated with overall divisional objectives.

Employees receives (1) An appropriate onboarding, so they have the best possible start in the organization (2) On-the-job training to optimize performance in their role and the opportunity to progress their career through a clear career pathway with appropriate development. Setting clear expectations for individual performance through Job description and Balanced Scorecard ensures individual alignment to the company goals. This also becomes a basis of regular performance feedback and appraisal.

Watsons utilizes Cornerstone on Demand as a Human Capital Management platform to ensure seamless and personalized employee experience during the duration of employment. It helps strategically manage its workforce and continuously develop its talent, making them to be their true competitive advantage.

Employee benefits
Watsons maintain proper systems to ensure internal equity and external competitiveness of staff remuneration and recognition. Initiatives and programs are developed to successfully attract, motivate and retain staff of the required caliber to support the delivery of key business results and at the same time effectively manage employment costs and risks.

The major objectives of its’ remuneration policy are (1) To ensure that the overall remuneration package is competitive in the market place (2.) To attract staff of the right caliber to join (3) To encourage performing staff to stay (4) To motivate staff to make full use of their abilities.

To serve the overall objectives of the organization, salaries are reviewed on an annual basis. Incentives are also given to deliver business results and share in the success employees help to create during a given fiscal year.

Appropriate medical coverage is provided to employees either through medical health card or reimbursement of medical expense. Annual Leave entitlement is also provided as an employee benefit.

Employee Engagement
Watsons Culture building initiatives and sustaining systems are in place to cultivate a positive mindset, alignment and connection of employees to the organization’s vision, mission and DNA. Examples are Annual sales conference, roadshows, teambuilding and general assemblies; Employee survey, Performance management and Recognition programs. These are anchored on Watsons values to ensure employees know what the brand stands for and are committed to reinforcing it with actions. Employees are continuously energized and inspired by the Watsons Hymn and are encouraged to be brand ambassadors by embodying its brand promise: Look good and feel great.

Watsons identifies opportunities for contributing to the well-being of the communities in which they trade, bringing more to the life of customers and employees, and improving our environment. Operation Smile, is one CSR Program, where Watsons sponsors the surgery of children born with a cleft condition.

Employer Branding
Watsons aims to become an employer of choice by enhancing its ability to attract and retain talented employees. Working for Watsons involves employees in something that means MORE than just a job. “MORE” shapes how employees think, feel and act; dynamically, productively, with focus and care for each other.

Being an Investors in People (UK) Bronze Accredited, it has developed and equipped strong leaders with the best people management skills to provide the best support to their team.

“MORE” is what the employees bring more to customers life, every single day. Together, they are MORE than you can imagine.