Page 7 - UTL CORE

In conclusion spanning 360 days, this phase allows the new supervisors to put into practice the
knowledge they have learned from CORE I and CORE II in real-life work situations. Facilitated by
Human Resources, the learning activities include small group discussions, case studies, role play,
games, and project assignments. The objective of CORE III goes beyond enabling the new exempt
employees to apply their conceptual skills at work. It also serves as a development method of de-
partmental functional learning. The new exempted employees are, therefore, developed from the
ground up.

Finally, we believe that the CORE process will be successful with 3 major mechanisms. First, the
self-learning motivation and proactive behaviors of new exempt employees to push this process
keep moving. Second, the support from all managers who act as trainer and facilitator, also per-
form this mission as their top priority of the job. Third, the follow up process run by Human Re-
sources who take role as overall process facilitator.