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 Assignment 1 (Due: July 7, 2009, before 01:00pm)

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eyesee

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PostSubject: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Wed Jul 01, 2009 4:35 pm

Identify a local organization(s) and discuss some of their best practices in HR... this should be well-supported with any evidences ....(1000 words)
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basith_jumat

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Mon Jul 06, 2009 10:09 am





Hi! Sir.. Hi! guys..

We chose EMCOR for our company in this Subject. EMCOR is a 100% Filipino-owned retail business corporations specializing in appliances, furniture, IT products, motorcycles, and money transfer through its network of specialty chain stores in the Visayas, Mindanao, and Palawan areas. With the launching of their on-line store, EMCOR will now be making its presence known in the online industry and promote its company’s goals and vision to the global community.They carry a wide array of product lines like Panasonic, JVC, Philips, Sony, Sharp, Samsung, Electrolux, La Germania, Whirlpool, FS Furniture, Sanyo, Canon, Brother, Epson, Toshiba, Acer, Kawasaki, Honda, Suzuki and many others.



They have also partnered with Western Union for our money transfer services. The core of their existence is their ability to provide high quality service to their customers by providing the right products at the right time, in the right place and at the right price. They believe that as responsible members of their society, EMCOR should pursue their profit objectives in the spirit of service to the community. They believe in reconciling the profit motive of their Company with service to the nation. Thus, they strive to maintain a balance between the interests of their customers, employees, shareholders and the government by supporting national and local agenda for economic development, social reform, educational/scientific research, healthcare and environmental sanitation and preservation. To date, the JVR Foundation has given more than PhP200 Million in philanthropic work.

I with my group went to EMCOR last July 03, 2009 to have an interview to their Assistant manager for the best practices of Human Resource in their company. It was the craziest day that I have encountered on complying this requirement for this subject because we walk from USEP-Obrero to EMCOR-Bajada under the heat of the sun. I thought the heat of the sun would not irritate my skin while walking to our target place but unfortunately I got mistaken, it makes me feels sleepy after we reach our target place. Huhuhu!!!! As a group representative I am the one who first entered
to the office of Human Resource- Department and communicate to the In-charge of that office. Fortunately they entertain us and automatically prepared their self to answer the question that we've prepared. I call my group while waiting outside the office.



First , I ask the assistant manager on what is the importance of Human Resource- Department to their company? He answered that Human Resources is very important to the Organization or Business Groups like EMCOR because all of the transaction regarding the employee can be found in the Human Resource-Department for example like the processing of the Salary, Accounting Division, assist the employee for their basic needs like medication,loan etc. Human Resources- Department also concerned to the status of the company in terms of financial crisis like for example five months before the global financial crisis the Human Resource-Department propose for the optional retirement of the older employee. For almost 2200 employee of their entire branch here in the Philippines, 400 of them got this optional retirement opportunities for some reason that may be their employee want to build up a little business for their family.

Second, as assistant manager how did you take over the responsibilities if the manager are on leave to their duties? He answered that if In case they encountered a problem regarding their employee they automatically resolve it, example, if the employee was caught in the act for stolen some amount or product in the company, Human Resources-Department are the one who settle this kind of problem and of course they would have an hearing for the justices purposes, the employee have the rights to defend their self for the certain act that they've done, after the hearing they do not automatically fire the employee for the first offense. They suspend it.

Third , what is the best practices of Human Resource that did you apply in this company? They answered us may be is the disciplinary act for the employee like what they've said to the second question it considered a best practices of their company on how to handle the situation like that, they also have an scholarship for their employee and the children of their employee. Most of their employee was done their master in the famous institute in ASIA in terms of accounting, they also have a cooperative for the employee so that if some one wants to apply the loan they can, Actually this cooperative was own by the employee and manage by the HR-department. Although the owner of EMCOR was given them a pot of money cost of two million pesos for their cooperative but the employee are the one who manage it, Even their canteen own by the cooperative. And also, In case of emergency regarding the payment of the bill for the medication of the employee, the company would assist those payment if ever the bill will exist to the budget of the company for each employee, the company will lend them a certain amount in a very low interest.



Thats all I can say for this topic.. thank you so much for reading my column. Hahaaha!!! I've learn a lot on this topic.. see you guys for another topic.!!


http://www.emcor.com

try to visit my blog...

http://www.0514vashtrigger.blogspot.com


Last edited by basith_jumat on Sat Jul 11, 2009 3:23 am; edited 3 times in total
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John Paul Pulido

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PostSubject: ASSIGNMENT 1   Mon Jul 06, 2009 10:41 pm

I decided to have the same company on MIS and HRM so that the company background is not so hard to find. hehehe!!!

Grand Men Seng Hotel was built in 1996. Men Seng is a transliteration of the Chinese characters 民生, as seen on our logo. Together, the two characters mean “the livelihood of the people”. We can only guess why the founders chose “livelihood of the people” as the name of their business. It may be because a business generates jobs for the people – a kind of livelihood for the people of Davao City, Philippines, and its vicinities.
Old Men Seng Restaurant began its history in 1946 on San Pedro Street as a restaurant with only four tables. As buildings were built towards Anda Street, the founders leased the upper portions of the new buildings for accommodations. Unfortunately, the buildings were destroyed by a fire in 1962.
Men Seng Hotel and Restaurant, a new 7 storey building, was erected by 1965 in a different location on San Pedro Street near Legaspi Street. It was one of the very first high rises in Davao City. The hotel and restaurant operation continued, grew and passed on to the next generation.
In 1996, instead of renewing the lease for the 7 storey building, the next generation of management built what is now Grand Men Seng Hotel. Many times larger than its previous predecessors, the 70 rooms Grand Men Seng Hotel features a Grand Ballroom that can accommodate 1500 guests, a swimming pool for its guests, and smaller function rooms for business meetings.

Grand Men Seng Hotel still continues to deliver quality and excellent services to our clients while providing a livelihood for the people.

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies.

The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.

HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.

Employee benefits plans are part of the basic employee welfare programs implemented by employers. They aim to fulfill the basic needs of employees. These employee benefit plans include various health insurance programs including life, dental and allied health related benefits, retirement benefits, daycare, tuition reimbursement, sick leave, disability benefits, paid vacations, social security and income protection.

Various companies provide benefits to the organizations and employers. Among these benefits, insurance, sick leaves, paid vacations, retirement benefits and income protection are considered to be basic and mandatory benefits. Insurance is the common benefit provided. It helps in covering the employees in the case of accidents and help in tax deduction at the same time.

An employee is considered to be eligible to enjoy the benefits of these welfare plans after the completion of a probation period. These benefits form the part of any company?s policy and are communicated to the employee in writing.

The insurance companies strive to make their plans attractive and beneficial for the employees. They conduct regular research on benefits, and come up with new ideas to make the plans more attractive. These plans are decided considering the designation, company profile and the number of employees.

Employee benefit plans also serve as a good marketing strategy for employers. A huge percentage of the payroll of most of the companies is spent on deciding and investing in the benefit plans. The human resource personnel run a check on the employee benefit programs offered by the various insurance companies. They refer to the websites providing information regarding these plans and select programs that would best suit the company?



References:
http://www.grandmenseng.com
http://www.grandmenseng.com/wine-dine
http://www.grandmenseng.com/guest-accomodation
http://www.grandmenseng.com/banquet-services
http://www.grandmenseng.com/facilities
http://en.wikipedia.org/wiki/Human_resource_management

view my blog ==> http://polrrockz.blogspot.com
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Sheila Capacillo

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PostSubject: The DLPC   Tue Jul 07, 2009 2:04 am

I chose Davao Light Power and Company as the subject in the discussion with the HR practices. But before we discuss about the HR Practices, we will have a short views about the company.

Davao Light and Power Company is the third largest privately-owned electric utility in the Philippines. It holds the franchise for distributing electric power to Davao City, the largest city in the world in terms of land area, as well as Panabo City and the municipalities of Carmen, Dujali, and Sto. Tomas in Davao del Norte. On September 29, 2000, the franchise was renewed for another 25 years by virtue of Republic Act 8960.
In 2007, the company sold 1.333 billion kilowatt-hours to 247,341 customers with a peak demand of 245 megawatts (MW). Among the country’s most efficiently run power utilities, its systems loss rate of 8.13% is well below the government mandated cap of 9.50%.
Davao Light maintains a 53.8 MW standby diesel power plant with a capability of 40 MW for sustained operations. As needed, it is activated to stabilize voltage as well as augment the power supply of its primary generating sources. It makes use of a fully functional automated mapping and facilities management (AM/FM) system to track the location of electric distribution assets in its franchise. Also in place is a Supervisory Control and Data Acquisition (SCADA) system, a facility that allows remote real-time data gathering and control of equipment in all power substations.
High-end computers, sophisticated software, and other devices are being used to speed up meter reading, streamline billing, provide efficient and prompt response to customer inquiries, generate management information, and analyze electrical grid information.
Special attention has been devoted to improving Davao Light’s service standards. Innovative re-engineering efforts have cut down service cycle times. Outsourcing of tasks and reallocating manpower and other resources has allowed the utility to improve productivity while keeping costs relatively stable. Current efforts focus on teamwork, service excellence, professionalism, and innovation in preparation for a deregulated and competitive environment.
Now and in the future, Davao Light is committed to deliver reliable and efficient service at reasonable rates.

Education is Key to Success

The Philippines is known as the "human resource training institute of the Far East" because of its superb education system. After ten years of schooling in both English and Filipino, students at age eighteen may choose to attend one of the country’s fifty-five universities. To make such education as universally available as possible, the government and universities have established a broad scholarship system. The Department of Science and Technology (DOST), for example, emphasizes the importance of advanced technology and engineering. Thus, it offers 3,500 scholarships in the fields of science and mathematics. In this way, it can stimulate an increase in the number of graduates with master’s degrees in engineering and science.

The HR Practices

HR or Human resource Human resources is an increasingly broadening term with which an organization, or other human system describes the combination of traditionally administrative personnel functions with acquisition and application of skills, knowledge and experience, employee relations and resource planning at various levels. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources has at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'. This article addresses both definitions.

The Benefits of Employees
DLPC have Basic Retirement Plan for the retirees, insurance plan for unwanted cases, health insurance for the healthy benefits. Each employee can avail a discount in every check up in their health status.The rate of wages in the company is good, if you are a regular employee, you will have an increase of 1000.00 pesos each year, and every year they have a budget for their uniform.They also have a program, the Team building which helps the new employee and old employees to spent time together in order to have better relationships. The company is particular to customer’s security and privacy, the same with the employees. Each year the company celebrates its Christmas party, and the employees are given their 13th month pay.If an employee is new, he or she will undergo the casual position, which means they have a 6 months contract to prove if they deserve the job, if they are deserving they will be a regular employee but if not then sorry to tell, they will be out(better luck next time).

The Filipino as an Employee
Filipinos are friendly and have a "laid-back" culture. They adopt an informal appearance, even in the workplace. They are at ease with walking into their superior’s office simply to have a conversation. On the other hand, they are sensitive to being reprimanded. They like to be treated with patience. Because they value a solid reputation and a good public image, it is shameful for them to be reprimanded in public. They respect a manager that is fair, respectful of their dignity, and willing to compromise. In return, they are trustworthy, dedicated, responsible, and productive workers.
Typical of Asian culture, Filipinos avoid conflict and confrontation. In order to avoid unsettling situations, they often rely on an intermediary or third party to convey their message. While in the United States this could be perceived as evasive, the Filipino is more comfortable avoiding conflict. They value harmony over their personal viewpoint and often remain silent in disagreement. Thus, harmony is preserved at the expense of their own creativity or initiative. They will follow a boss’s decision rather than create a stir by suggesting an alternative proposal.
Business is usually undertaken at a leisurely place. Unlike the United States and Europe, the Asians executive conducts business first by establishing a friendship and then building a professional relationship. The purpose of a business meeting is sandwiched between family and small talk, which is crucial to maintaining solid connections.

http://www.pacificbridge.com/publication.asp?id=10
http://en.wikipedia.org/wiki/Human_resources
http://www.davaolight.com/index.php?option=com_content&view=article&id=49&Itemid=70
http://www.pacificbridge.com/publication.asp?id=10

visit my blog: http://shecapacillo.blogspot.com/
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florenzie_palma

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PostSubject: HR practices in San Pedro Hospital: Exposed!   Tue Jul 07, 2009 2:44 am

[center] afro Good day everyone! lol!

It was July 2, 2009 when our letter for approval was confirmed and approved. Our group submitted a list of 5 companies as our proponent in this assignment. Moreover, our facilitator approved the San Pedro Hospital to be the partner in this endeavor. Automatically, we forwarded the letter last July 3, 2009 and the company welcome us with open arms. They immediately entertain us but sad to say, the HR Director Ms. Maria Teresa D. Magno was not around because she attended a seminar.However, her secretary Maria Corazon Chio entertained us and answers the questions according to her knowledge.

To start with, let us identify what is Human Resource Management. According to Wikipedia, Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

The Company Profile





San Pedro Hospital is a catholic non-stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all.

The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc. It is governed by ten (10) members of the Board of Trustees and, managed by the Administrator who is at the same time the President of the corporation.

A lot was purchased in Sta. Ana Street and the opening of the new SPH with fifty bed capacity was done on May 1, 1950. In 1954 another wing was constructed which increased to one hundred (100) bed capacity. In 1964, the construction of a 4-storey building that could accommodate three hundred fifty (350) beds began. It was inaugurated on February 11, 1969.

At present San Pedro Hospital has 295 bed capacity and 20 bassinets. I has its outreach program serving the less fortunate brothers and sisters in the community.


I and my colleagues ask different questions regarding on their Human Resource (HR) best practices.

Question First, What is the goal and function of San Pedro Hospital Human Resources (SPHHR)?

San Pedro Hospital Human Resources (SPHHR) goal is to provide responsive service to the people who make the Hospital's best quality healthcare service possible.

* The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs to have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

* Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all departments have for easy access to all employees.

"HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

Human Resource Staff Development is committed to enhancing the skills, knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective job related training possible with which employees can continue to improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

She stressed that the HR department has the primary concern on HIRING, FIRING and TRAINING.

Question Second, What are the ways in recruiting or selecting of employees and applicants?

The mission of Recruiting and Selection is to ensure and promote fairness and consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.

She shows us an example of requirements and qualifications on how they will hire an applicant. Example of this is how to hire a regular duty nurse.

Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only
2.Take written exam ( 100.00 examination fee )
-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination
-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office
-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration
5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee
1,500.00

Requirements:
1.Application Letter
2.Bio-data / Resume with 2x2 picture
3.Photocopy of the following
*Transcript of Records
*Summary of Related Learning Experience
*Diploma / Certificate
*Board Rating
*Board Certificate
*PRC ID
*IV License / Card (optional)
*Certificate of Previous Employment (optional)

Training Programs:
Private Duty Nursing

Qualifications:
Registered Nurse

Requirements:
1.Application Letter
2.Bio-data with picture
3.Diploma
4.Transcript of Records

All Application Letter for SPH should be addressed to:
Ms. Maria Teresa D. Magno, R.N.
Human Resource Director
San Pedro Hospital of Davao City
C. De Guzman St, Davao City


Question Third, What are the services that would cater the employees?

*Leaves/Records/Worker’s Compensation/Performance Evaluations

The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employee’s information; benefits and services awards.

*Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting employee with health, dental and insurance coverage (ECC); & retirement benefits.

She also shares to us that above all things there should be a good upbringing and characteristics in order to maintain camaraderie in the institution. More to the point, there should be values that they must possess in order to have a successful and harmonious relationship towards each employee. Some of these are:

* Maintains good communication with co-employees and management in the performance of a task
* Shows sensitivity to the needs of others
* Takes the initiative to help others especially during emergencies
* Cooperates with others to achieve a common goal
* Shows openness to dialogue when conflict arises
* Accepts feedback to improve task

After the discussion, she proposes that if we want to learn more about their HR practices, we are free to see and talk to the HR director if she has no appointments to do. The secretary is very hospitable in dealing with us. Furthermore, we are very blissful during the conduct of the interview because the secretary is very professional in talking with us. In general, it was a day of knowledge, a time of fun and an experience to treasure.

MY B-L-O-G http://florenzie-palma.blogspot.com


study References: study

http://en.wikipedia.org/wiki/Human_resource_management
http://sphdavao.com/


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jerald jean pullos

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 2:52 am


HUMAN RESOURCE MANAGEMENT : San Pedro Hospital of Davao City Inc.


Question Questions:

1. What are the goal and function of Human Resource of SPH?
2. What are the ways in recruiting or selecting applicants?
3. What are the services that would cater the employees?


HRM or the management of human resource means the managing of the employees’ profile, services, performance evaluation of the employees specifically in the San Pedro Hospital.

The HRM department was led by the human resource director, the main job of the human resource management department was not managing the system, not the hardware nor the software of the hospital but again it’s the employees’ profile, services, the performance evaluation of the employees in the organization.

It also includes the hiring, training and even firing of employees. Sometimes HRM department are responsible for the Daily time record of the employees and their payroll.

San Pedro Hospital’s PROFILE

San Pedro Hospital of Davao City Inc. is a Catholic non- stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all. The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc.

At present San Pedro Hospital has 295 bed capacity and 20

bassinets. It is also accredited by the Philippine Health Insurance Corporation and provides services to various Health Maintenance Organizations.

Accreditation

San Pedro Hospital is accredited by the Department of Health with the following

License/Accreditations:

* License to Operate
* Clinical Laboratory
* Hospital Pharmacy
* X-ray Facilities
* Drug Testing Laboratory
* HIV Testing Laboratory
* Clinical Laboratories for Training of Medical Technology Interns.

It is also accredited by the Philippine Health Insurance Corporation and provides

services to various Health Maintenance Organizations.

San Pedro Hospital of Davao City, Inc. has also achieved International ISO

9001:2000 Certification.

Vision

We, the San Pedro Hospital community envision persons experiencing the best

quality health care services in mercy and compassion.

Mission

We, the San Pedro Hospital community of health workers commit to:

1. Provide the best quality and compassionate health care services in satisfying all individuals with respect and reverence of their person;

2. Deliver quality satisfying services expected of a training health care institution; and

3. Witness as a community the mercy and compassion of a loving God in the performance of individual and communal responsibility.

The HR directress was Ms. Teresa Magno.

San Pedro Hospital Human Resources' (SPHHR) goal is to provide responsive

service to the people who make the Hospital's best quality healthcare service possible.

* The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
* Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all department have for easy access to all employees.

"HR Department" as playing a major role in staffing, training and helping to

manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.


Employees Services is comprised of the following program areas.


Recruiting/Selections

The mission of Recruiting and Selection is to ensure And promote fairness and

consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.


Leaves/Records/Worker’s Compensation/Performance Evaluations


The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employees information; benefits and services awards.


Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting

employee with health, dental and insurance coverage (ECC); & retirement benefits.


Human Resource Staff Development

Human Resource Staff Development is committed to enhancing the skills,

knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective, job related training possible with which

Employees can continue to improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

In hiring an applicant there are steps in which the applicants should undergo some procedures such as screenings and they will also check your previous employment records if you had. They will also check the background of your studies and will contact your character references. After passing through the screening you will undergo some interviews with the executive of the company. If you passed the interviews you will be given a chance to undergo training to test your performance in working, the training will last depending on the management in when they wanted you to be trained but most of the companies have their fixed length of training period. And you will be trained according to your desired position or field of expertise.

If the applicants will able to passed and finished the training the management will look into his performance. If the trainee has a good performance in their training period, there is a possibility that you will be hired but they should come up first into a decision making.

If they will hire the applicants, he will be signing a contract that addresses him to do his duties.

From the day he started to work his daily time record will be monitored by the management. If the applicant hired he would be given benefits and insurance by the Human resource management.

References:

http://sphdavao.com/sph_site/careers.php

http://sphdavao.com/sph_site/aboutus.php
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carla comoda

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 2:54 am

==Best Practices in HR of San Pedro Hospital==

Gud day sir you have given us a task to choose a company which has a best practices in HR, actually our group proposed five companies and luckily you approve one of the five companies which is the San Pedro Hospital and we visited their HR department last Friday and as we conduct an interview during that time we learn many things about the HR department of San Pedro Hospital. Besides the HR director (Teresa Magno) that time is not around so we interviewed her Secretary Corazon Chio and she discuss to us what are the best practices of Human Resource of their Hospital and also she detailed about their management, their HR focus on their employees and they secure and protect their employee because without the services of employees it will not have a good management in Human Resources. Secretary of HR director share to us about their Vision, Mission and Core Values. We construct a four questions during the interview and these are the following:
1. What is the goal and function of San Pedro Hospital Human Resources' (SPHHR)?
2. What are the ways in recruiting or selecting an employees or applicants?
3. What are the services that would cater the employees?

**Goal and Function of San Pedro Hospital Human Resources' (SPHHR) is to provide responsive
service to the people who make the Hospital's best quality healthcare service possible.
• The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

• Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all department have for easy access to all employees.
"HR Department" as playing a major role in staffing, training and helping to
manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

**Ways in recruiting or selecting an employees or applicants
Mission of Recruiting and Selection -is to ensure and promote fairness and
consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.
She shows us an example of requirements and qualifications on how they will hire an applicant.

Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only
2.Take written exam ( 100.00 examination fee )
-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination
-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office
-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration
5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee
1,500.00

Requirements:
1.Application Letter
2.Bio-data / Resume with 2x2 picture
3.Photocopy of the following
*Transcript of Records
*Summary of Related Learning Experience
*Diploma / Certificate
*Board Rating
*Board Certificate
*PRC ID
*IV License / Card (optional)
*Certificate of Previous Employment (optional)

Training Programs:
Private Duty Nursing

Qualifications:
Registered Nurse

Requirements:
1.Application Letter
2.Bio-data with picture
3.Diploma
4.Transcript of Records

All Application Letter for SPH should be addressed to:
Ms. Maria Teresa D. Magno, R.N.
Human Resource Director
San Pedro Hospital of Davao City
C. De Guzman St, Davao City

**The services that would cater the employees is comprised of the following program areas:

*Leaves/Records/Worker’s Compensation/Performance Evaluations

The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employees information; benefits and services awards.

*Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting
employee with health, dental and insurance coverage (ECC); & retirement benefits.

*Human Resource Staff Development

Human Resource Staff Development is committed to enhancing the skills,
knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective, job related training possible with which
employees can continue tio improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

Company Profile:
San Pedro Hospital of Davao City Inc. is a Catholic non-stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all. The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc.

At present San Pedro Hospital has 295 bed capacity and 20
Bassinets. It is also accredited by the Philippine Health Insurance Corporation and provides services to various Health Maintenance Organizations.

Vision
We, the San Pedro Hospital community envision persons experiencing the best
quality health care services in mercy and compassion.

Mission
We, the San Pedro Hospital community of health workers commit to:

1. Provide the best quality and compassionate health care services in satisfying all individuals with respect and reverence of their person;
2. Deliver quality satisfying services expected of a training health care institution; and
3. Witness as a community the mercy and compassion of a loving God in the performance of individual and communal responsibility.

Core Values
Quality Customer Service

* Follows systems and procedures
* Renders fast, timely and efficient service
* Listens and acts on patient’s/client’s complaints
* Provides patients with timely, complete, correct information regarding their current state and the hospital procedures that they will have to go through
* Serves with respect and wearing a ready smile to patients and colleagues
* Commits to continual improvement both in the formal and non-formal training, learning events.

I really learn and enjoy regarding this assignment. It was a challenge for me in facing the professional people and also it is an honored for me and besides it helps to develop our self-confident. I realize it was hard to look for a job nowadays and honestly it is very nervous to have an interview to a professional person especially the time we went to San Pedro Hospital, Secretary Chio taught us to be prepared all the time particularly in making a guidelines during interview and be serious in conducting an interview. I hope I will be a good interviewer.


==========God Bless……===========
“Quian Di”
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Gabrielle Anne Rae Deseo

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Age : 26
Location : Davao City

PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 3:32 am

Assignment 1 - HRM



On our other subject Management Information System 1 which is also under Sir Gamboa, we had done with the best IS/IT practices of the company we had adopted. This time our task is to identify the best HR or Human Resource practices of our chosen company to adopt. For this assignment I had proposed the companies, GH Office Depot, Davao Light and Power Company, Hubport Interactive, EMCOR, Sutherland Global Services and Apo View Hotel. Among the companies I’ve mention two are actually approved, Davao Light and Power Co. and Apo View Hotel. And I chose Davao Light for this assignment.

First I will give a brief profile of Davao Light and Power Company.

Located at C. Bangoy Sr. Street (formerly Ponciano Reyes Street)Davao City 8000 Philippines



“Davao Light and Power Company is the third largest privately-owned electric utility in the Philippines. It holds the franchise for distributing electric power to Davao City, the largest city in the world in terms of land area, as well as Panabo City and the municipalities of Carmen, Dujali, and Sto. Tomas in Davao del Norte. On September 29, 2000, the franchise was renewed for another 25 years by virtue of Republic Act 8960.

In 2007, the company sold 1.333 billion kilowatt-hours to 247,341 customers with a peak demand of 245 megawatts (MW). Among the country’s most efficiently run power utilities, its systems loss rate of 8.13% is well below the government mandated cap of 9.50%.

Davao Light maintains a 53.8 MW standby diesel power plant with a capability of 40 MW for sustained operations. As needed, it is activated to stabilize voltage as well as augment the power supply of its primary generating sources. It makes use of a fully functional automated mapping and facilities management (AM/FM) system to track the location of electric distribution assets in its franchise. Also in place is a Supervisory Control and Data Acquisition (SCADA) system, a facility that allows remote real-time data gathering and control of equipment in all power substations.

High-end computers, sophisticated software, and other devices are being used to speed up meter reading, streamline billing, provide efficient and prompt response to customer inquiries, generate management information, and analyze electrical grid information.
Special attention has been devoted to improving Davao Light’s service standards.
Innovative re-engineering efforts have cut down service cycle times. Outsourcing
of tasks and reallocating manpower and other resources has allowed the utility
to improve productivity while keeping costs relatively stable. Current efforts
focus on teamwork, service excellence, professionalism, and innovation in
preparation for a deregulated and competitive environment.
Now and in the future, Davao Light is committed to deliver reliable and efficient service at reasonable rates.”
http://davaolight.com/index.php?option=com_content&view=article&id=45&Itemid=55

Vision Statement
We aim to be the country’s leader in providing electric power and related services by becoming a world-class electric distribution company. The ultimate satisfaction of our customers is the driving purpose of our existence. We aspire for excellence in everything we do by adhering to the highest standards of professionalism, by making integrity the foundation of all our relationships, and by focusing on the unlimited potential of our people. We are a responsible partner on the road to progress and development, essential to our community’s collective hope for a better life. We will light the way.

Mission Statement
We are an electric company committed to deliver, at the most reasonable cost, safe and reliable electric service to the people and the commercial and industrial establishments of the cities of Davao and Panabo, and the Municipalities of Carmen, Dujali and Sto. Tomas. We affirm that the ultimate measure of our success is the satisfaction of our customers.
http://davaolight.com/index.php?option=com_content&view=article&id=50&Itemid=72

What is Human Resource Department?

“The forward thinking human resource department is devoted to providing effective policies, procedures, and people-friendly guidelines and support within companies. Additionally, the human resource function serves to make sure that the company mission, vision, values or guiding principles, the company metrics, and the factors that keep the company guided toward success are optimized.

The most common Human Resource jobs that are grouped in the Human Resource Department are the Human Resources Director, Human Resources Generalist, and Human Resources Assistant. Additionally, some organizations have a Vice President of Human Resources and employees who are organized around providing a specific component of Human Resource services including compensation, training, organization development, and safety.”
http://humanresources.about.com/od/glossaryh/f/hr_department.htm

HRD for me..

As what I’ve understand Human Resource Department is the one concerned on the employees and staffs of a company. They are the one concerned about hiring, taking disciplinary measures and other matters regarding the workers and staff of the company. The HRD is also concerned non the application of skills, knowledge and experience, employee relations and resource planning in various levels.

Best practices..

I believe every company has their own good practices in each of their departments. In Davao Light what their best HR practices are having:
• good standards for their employees and staff
• require their employees and staff to have their proper grooming with their proper uniform, which is of course a good image to the customers
• they also have scholarships grants to deserving students
http://davaolight.com/index.php?option=com_content&view=article&id=236:5-davao-light-supported-lumads-get-college--degree&catid=38:april&Itemid=56
http://davaolight.com/index.php?option=com_content&view=article&id=68:davao-light-awards-cum-laude-scholar&catid=1:latest-news&Itemid=5
http://davaolight.com/index.php?option=com_content&view=article&id=282:davao-light-bares-20-new-scholars&catid=36:june&Itemid=56

•Benefits for employees and their dependents
- Basic Retirement Plan for the retirees,
- Insurance plan for unwanted cases,
- health insurance for the healthy benefits.
- discount in every check up in their health status.
- Good wage rate if you are a regular employee, you will have an increase of 1000.00 pesos each year,
- every year they have a budget for their uniform.
- Team building program which helps the new employee and old employees to spent time together in order to have better relationships.
- customer’s security and privacy, the same with the employees.
- Each year the company celebrates its Christmas party, and the employees are given their 13th month pay.If an employee is new, he or she will undergo the casual position, which means they have a 6 months contract to prove if they deserve the job, if they are deserving they will be a regular employee but if not then sorry to tell, they will be out

I think that is all I could share about this assignment.. Thank you God Bless..


Blog link for this post Sleep
http://xiibee.blogspot.com/2009/07/hrm-assignment-1-companys-best-hr.html


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Norena T. Nicdao

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Age : 27
Location : Davao City

PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 10:29 am

On July 6, 2009, I with my fellow classmates we're scheduled for an interview about the best practices in Human Resource (HR) management in Ansuico, Incorporated. This is one of the assignment in our Human Resource Management (HRM) under Dr. Randy S. Gamboa. We need to identify a local organization(s) or company and discuss some of their best practices in Human Resource (HR) management. I chose the Ansuico, Incorporated as my company to interview regarding their Human Resource (HR) management best practices. First I will give a brief introduction about the company which I adopted.




HISTORY


Our trucking company started in 1953 when IRINEO S. ANSALDO and his brother in-law PEDRO C. SUICO bought the first truck with a price of one peso (Php 1.00) to Smith Bell & Co. Ltd, which was their former employer. The truck was partially damaged by a fire and it was being rebuilt and completed with conglomeration of American and Japanese parts assembly. Our first client was the former owner of the truck itself (Smith Bell & Co., Ltd) at Daliao, Toril, Davao City.

Barely a year we acquired the third unit a heavier capacity model which was equipped with a Buda Diesel Engine (which was later replaced with Cummins Engine). With only one unit delegated to Coca-Cola Bottling to deliver their products to Cotabato area, we observed that our operation was not to be as promising, than if we operate more bigger units. A decision was made to acquire those Army surplus International K-11 model prime movers and semi-hi-bed trailers.

At present, we are operating with more than 100 prime movers, more than 150 reefer vans, more than 200 chassis, more than 100 generator sets and other heavy equipment.

We are serving all major exporters of bananas and pineapples here in Mindanao. Some of our major customers we are currently serving are; American President Lines, California Manufacturing Corp., Ching Bee Trading Corp., Dateline Cargo Express International, Inc., Davao Agricultural Ventures Corp., Davao Central Chemical Corp., Davao Corrugated Carton Corporation, Davao Light and Power Co. Inc., Del Monte Fresh Produce, Inc. Del Monte Philippines, Franklin Baker Co. of the Philippines, Global Fruits Corporation, Maersk-Sealand Filipinas, Inc., Marsman Drydale Corporation, Metro Combine Logistics, Mt. Kitanglad Agri-Development Corp., Mt. Kitanglad Agri-Ventures, Inc., National Power Corporation, National Transmission Corp. (Transco), Nestle Philippines, Unifrutti Philippines, Inc., Uniliver Philippines (PRC), Inc., and others.

With over 50 years in the business, you can count ANSUICO on its specialized driver, the right equipment and safe, timely truck arrivals. We can move anytime just about anything, heavy lift equipments, fruits for export, imported goods and more because we own our trailers, reefers and trucks, in the quantities that meets our customers’ requirements.

Our support staff is empowered with complete knowledge of the trucking industry.

ANSUICO, INCORPORATED is a family owned business with reputation and a corporate priority for a high quality service.


OUR VISION

ANSUICO, Inc. continues on with its efforts to be the leading logistics provider to key companies in the Philippines who value and afford high quality and innovative services.


OUR MISSION

Ansuico, Inc.'s founding principle is based on assisting clients and business partners in achieving their service and profit goals by rendering efficient logistics, characterized by a defined economic edge through prompt, safe and reliable services.

This is achieved by utilizing the full effectiveness of its organization, equipment and transport units, expertise and experience, financial and other resources.


We formulated some questions regarding the Human Resource (HR) management of their company. Sir John Lebozada was one who entertain us. He is the school administrator of the company and also the arms of the Human Resource (HR) management. The company Human Resource (HR) department has three(3) personnels. The Personnel Manager is Ms. Marife Cruzada and now acting as the OIC in the department. The company is more on trucking and warehousing. These are some questions we had asked:

1.) What are the best practices in Human Resource (HR) management in their company?


They have daily routine which they call 5 S:

a.) Sorting of Materials

Their employees must sort the material properly because the company don't want a what they call "burara" employee.

b.) Systematized

They must have a good system regarding to their work.

c.) Sanitized

They truly practice to be more clean and neat people inside their company.

d.) Self-Discipline

Their employee must have a self-discipline to there selves regarding this 5 S daily routine.

e.) Swift


This 5 S came from the Japanese and adopt here in the Philippines with the other government organizations which has an International Standard Organization(ISO). And Ansuico, Inc. adopt this 5 S.

2.) What are the advantages of their Human Resource management in the company?


The company trained their people properly. Example their drivers has a 6 months training in defensive driving lesson and maintenance. The company has several clients like Davao Light, Holcim, Mindanao Trucking Company , Philip Morris, Lapanday and etc.

3.) What are the disadvantages?

When they finished train their people inside the company. The finished trainee apply to the other company instead of staying in Ansuico because when they apply to the other company and found out that they came from Ansuico company and finished their training, there's a high possibility that they qualify to that company.

4.) Do you think, you won't come this far without this Human Resource (HR) department?

Sir John told us that having a Human Resource (HR) department in the company is a big help for the company to meet their goal and succeed. So, it simply means that it is important to have a Human Resource (HR) department in the company.


This interview was a very informative to us because it gives us basic knowledge in Human Resources (HR). It was a very great experienced to meet people who shared there knowledge in the students like us about their company. Supposed to be the person we are looking is the Human Resource (HR) Personnel Manager in their department but they brought us to their school administrator which is the arms of the Human Resource (HR) department that's why we're very thankful because the person we interviewed was nice, friendly and professional.

Visit my blog: www.minenor.blogspot.com


Last edited by Norena T. Nicdao on Thu Jul 23, 2009 10:45 am; edited 4 times in total
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Norena T. Nicdao

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Location : Davao City

PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 10:40 am

On July 6, 2009, I with my fellow classmates we're scheduled for an interview about the best practices in Human Resource (HR) management in Ansuico, Incorporated. This is one of the assignment in our Human Resource Management (HRM) under Dr. Randy S. Gamboa. We need to identify a local organization(s) or company and discuss some of their best practices in Human Resource (HR) management. I chose the Ansuico, Incorporated as my company to interview regarding their Human Resource (HR) management best practices. First I will give a brief introduction about the company which I adopted.


HISTORY


Our trucking company started in 1953 when IRINEO S. ANSALDO and his brother in-law PEDRO C. SUICO bought the first truck with a price of one peso (Php 1.00) to Smith Bell & Co. Ltd, which was their former employer. The truck was partially damaged by a fire and it was being rebuilt and completed with conglomeration of American and Japanese parts assembly. Our first client was the former owner of the truck itself (Smith Bell & Co., Ltd) at Daliao, Toril, Davao City.

Barely a year we acquired the third unit a heavier capacity model which was equipped with a Buda Diesel Engine (which was later replaced with Cummins Engine). With only one unit delegated to Coca-Cola Bottling to deliver their products to Cotabato area, we observed that our operation was not to be as promising, than if we operate more bigger units. A decision was made to acquire those Army surplus International K-11 model prime movers and semi-hi-bed trailers.

At present, we are operating with more than 100 prime movers, more than 150 reefer vans, more than 200 chassis, more than 100 generator sets and other heavy equipment.

We are serving all major exporters of bananas and pineapples here in Mindanao. Some of our major customers we are currently serving are; American President Lines, California Manufacturing Corp., Ching Bee Trading Corp., Dateline Cargo Express International, Inc., Davao Agricultural Ventures Corp., Davao Central Chemical Corp., Davao Corrugated Carton Corporation, Davao Light and Power Co. Inc., Del Monte Fresh Produce, Inc. Del Monte Philippines, Franklin Baker Co. of the Philippines, Global Fruits Corporation, Maersk-Sealand Filipinas, Inc., Marsman Drydale Corporation, Metro Combine Logistics, Mt. Kitanglad Agri-Development Corp., Mt. Kitanglad Agri-Ventures, Inc., National Power Corporation, National Transmission Corp. (Transco), Nestle Philippines, Unifrutti Philippines, Inc., Uniliver Philippines (PRC), Inc., and others.

With over 50 years in the business, you can count ANSUICO on its specialized driver, the right equipment and safe, timely truck arrivals. We can move anytime just about anything, heavy lift equipments, fruits for export, imported goods and more because we own our trailers, reefers and trucks, in the quantities that meets our customers’ requirements.

Our support staff is empowered with complete knowledge of the trucking industry.

ANSUICO, INCORPORATED is a family owned business with reputation and a corporate priority for a high quality service.


OUR VISION

ANSUICO, Inc. continues on with its efforts to be the leading logistics provider to key companies in the Philippines who value and afford high quality and innovative services.


OUR MISSION

Ansuico, Inc.'s founding principle is based on assisting clients and business partners in achieving their service and profit goals by rendering efficient logistics, characterized by a defined economic edge through prompt, safe and reliable services.

This is achieved by utilizing the full effectiveness of its organization, equipment and transport units, expertise and experience, financial and other resources.


We formulated some questions regarding the Human Resource (HR) management of their company. Sir John Lebozada was one who entertain us. He is the school administrator of the company and also the arms of the Human Resource (HR) management. The company Human Resource (HR) department has three(3) personnels. The Personnel Manager is Ms. Marife Cruzada and now acting as the OIC in the department. The company is more on trucking and warehousing. These are some questions we had asked:

1.) What are the best practices in Human Resource (HR) management in their company?

They have daily routine which they call 5 S:

a.) Sorting of Materials

Their employees must sort the material properly because the company don't want a what they call "burara" employee.

b.) Systemized

They must have a good system regarding to their work.

c.) Sanitized

They truly practice to be more clean and neat people inside their company.

d.) Self-Discipline

Their employee must have a self-discipline to thereselves regarding this 5 S daily routine.

e.) Swift


This 5 S came from the Japanese and adopt here in the Philippines with the other government organizations which has an International Standard Oraganization(ISO). And Ansuico, Inc. adopt this 5 S.

2.) What are the advantages of their Human Resource management in the company?

The company trained their people properly. Example their drivers has a 6 months training in defensive driving lesson and maintenance. The company has several clients like Davao Light, Holcim, Mindanao Trucking Company , Philip Morris, Lapanday and etc.

3.) What are the disadvantages?

When they finished train their people inside the company. The finished trainee apply to the other company instead of staying in Ansuico because when they apply to the other company and found out that they came from Ansuico company and finished their training, there's a high possibility that they qualify to that company.

4.) Do you think, you won't come this far without this Human Resource (HR) department?

Sir John told us that having a Human Resource (HR) department in the company is a big help for the company to meet their goal and succeed. So, it simply means that it is important to have a Human Resource (HR) department in the company.


This interview was a very informative to us because it gives us basic knowledge in Human Resources (HR). It was a very great experienced to meet people who shared there knowledge in the students like us about their company. Supposed to be the person we are looking is the Human Resource (HR) Personnel Manager in their department but they brought us to their school administrator which is the arms of the Human Resource (HR) department that's why we're very thankful because the person we interviewed was nice, friendly and professional.

Visit my blog: www.minenor.blogspot.com


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desiree

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 11:02 am

This is our first assignment; to visit a company and conduct some interview regarding our subject HRM with connection to the one we interviewed, the HR Manager. If we’ll going to think of it, yes, we could say, “duh, interview?? It’s an easy task”. But how could you conduct an interview without a letter, and the letter must be first approved by your Facilitator, Dean, and the OSS director. If we’d think of it again, we could say it’s still an easy task but doing it is really hard. But what’s hard in doing this task is the time you’ve done asking permission of approval for the chosen company and as the time you’ll visit the company, you’ll be rejected. Upon accepting the fact of rejection, since some other company let some of their information be confidential, we need to submit another company proposal for another approval for us to conduct another interview on the other company. Well, just on this part, we could definitely say that it’s really hard.

Talking about the experiences we’ve got, our first HRM company proposal is to conduct an interview at Sutherland Davao which is a widely known International Call Center Company but as we went there, we were told that their files must stay confide and not be shared to any visitors who’re conducting interview. So, our first proposal was rejected. The next proposal must be conducted at TEFASCO located at Tibungco, Davao City but as we come to visit their company, one of their staff told us that we could only conduct an interview if we were approved by their company President but knowing that their President is currently out of town, the big possibility is that we can’t have the information for the said subject in the said time if we’ll going to wait for their president. And so our next option is to visit any company just near our residences and ask if we could conduct an interview before making a proposal to assure that we could really make an interview.

Yes, we indeed visit companies and ask about our tasks. What we got is that we have conducted an interview but the company hasn’t enough information since their main company is in Manila.
Our last option is to travel Tagum knowing that there’s a big opportunity that we could conduct an interview. And as what have we planned, we first submit a company proposal that might be located at Tagum City. Fortunately, our facilitator approved it and we prepared ourselves for the trip.

Talking about the company, we have chosen JS Gaisano as our company to be interviewed. Luckily, as we went there, we were entertained and supported our list of questions.

JS Gaisano, located at Quirante Dos, Tagum City is serving their customers from 9 o’clock in the morning until 7 o’clock in the evening. And the one who’s responsible on maintaining the company’s employees is the HR manager.

On hiring good employees, the HR Manager must really be strict upon implementing the company’s rules and regulation. During the first day, employee must really wear their complete uniform. They must really fix themselves accordingly. The boys were expected to have a fixed hair (but not in skinned head) as the time they were going to enter the Mall. And for the girls, the hair must properly be cut in a shoulder level and must really wear their make- ups for them to become more presentable especially those who were assigned publicly. Uniform for both girls and boys must strictly be checked by their custodians if it is cut or even sew properly for it might reflect on the quality that a customer were looking for. On the second day, employee must show their own basic selling technique and this would be classified as their capability on best selling, showing their good characteristics, and most especially their good knowledge. After due processes of conducting rules, here’s the time that the company itself will decide whether the employee will be deployed or not. A regular of 2 days exposure and 6 days of On Job Training (OJT) will be implemented for them to be considered as who passed the training and considered to have a contract for the company..

Upon paying their employees, the HR Manager ensure how competitive enough their company is paying them since JS Gaisano Tagum acts as the center branch of JS Gaisano with their other branches located at Kapalong and Sto.Tomas.

Since JS Gaisano is a competitive mall and known to be one of the best selling companies not just over Tagum but also in Kapalong and Santo Tomas, the HR Manager manages the standards of their applicants. The consultant admitted that in order for an applicant to get hired, she/he must have the good height, beauty, and most especially the attitude upon dealing their customers. Like any other company, JS Gaisano has their typical verbal warnings those employees who got late on arriving. But the consultant also admits that they have a minimum man power the reason why they can’t easily fired them as long as each of them has an acceptable reasons.

Here are some rules and responsibilities being shared by the consultant on us about the Human Resource Management. An employee is needed to be recruited in order to achieve the first step on being an HR Manager. She is the one who has the responsibilities on keeping the company’s reports and records. They wear their proper uniform in working hours. Ensures to supply the needs of the custodians in order for them work properly. And to maintain their daily time tracking or the hours that she/ he’s in the work.

Human Resource has its multi- tasking abilities but from time to time they consider their situation to have a shortage of man power.


Having an HR manager is a great advantage for them since there would be responsible on maintaining their ability to work properly and accordingly. She’s one who is also responsible on keeping track if ever there is shortage or more than enough payments. She’s also the one who’s responsible for on ensuring the health of her employees. And also the one who is responsible for keeping records such as their residences, good records, good standing, and more information about their employee’s profile. But as far as she knows, she hasn’t seen any problem to consider as disadvantage on managing human resource.

Another advantage given being an HR Manager and regular is that, they will be accepting complete benefits. Their Company considers Holiday Seasons as their Big Season since this is the time were families, group of friends, and any other shoppers go and shop, the reason why they were open even if holidays. According to the law also, there will be 30 percent to be given to those special employees who works on special days and 100 percent or double payment would be given to those employees who are regular.

And talking about how they fires employees, each of them will be given a thirty days noticed and also implements lay off.

Now I could proudly say that we really went to Tagum just to conduct an interview. We have waisted a lot of money just to have this information. And having this information makes me feel really
rendeer good. huhuh, Thank God.

Here's some evidences that will prove and support my information:



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Jevelyn Labor

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PostSubject: ASSIGNMENT 1   Tue Jul 07, 2009 11:32 am

WHAT IS HUMAN RESOURCE MANAGEMENT?
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.


HUMAN RESOURCES PLANNING

* Forecasting
* Maintaining personnel inventories
* Succession planning
* Modeling career paths

EMPLOYMENT

* Recruitment
* Selection
* Testing
* Orientation

TRAINING

* Primary Skills Training
* Advanced Skills Training
* Promoting diversity

DISCIPLINE

* Formulation and coordination of policies
* Assistance and advice in major disciplinary actions

MEDICAL & HEALTH

* Conducting health and wellness programs

EMPLOYEE BENEFITS

* Design of vacation & sick benefits program
* Administering policy
* 401k plan
* Health insurance


LABOR RELATIONS


* Instituting labor -management cooperative programs
* Hearing employee concerns and complaints
* Monitoring morale

HUMAN RESOURCE MANAGEMENT : NCCC

NCCC New City Commercial Corporation

Profile:

"NCCC is all about people: Their associates, customers, business partners and community. Since starting out as a textile store in 1952 they continue to grow, expanding to different retail businesses and locations to serve more people.They strive to offer Service from the Heart first of all to their associates.They also maintain solid relationships with their business partners to provide a wide assortment of basic and unique merchandise.They are proud of journey and we continue to pay tribute to o founders and history by living up to core values of humility, caring, hard work, excellence and fun. They live for their vision to be A Leader Who Cares. "


Identify a local organization(s) and discuss some of their best practices in HR.

People Department


NCCC Spirit:

“I will be humble in my way, Caring myself hardworking to do excel while having fun along the way”



Functions of NCCC People Department
-Maintenance personal data
-Modification updating
-Man power report
-Government report
-Prepare task for the necessary department
-Certification of employee.
-Insurance of employee

NCCC job hiring qualifications:

Fresh Graduate should :
Undergone trainee
Experience is not necessary
Good Background


High Position should :
Has enough experience to desired position
Good background

Qualification to be regular:
Sales associate
Performance
Attendance
Serve customer

HRIS

- - this company used a magic software to manage the data of the employee working on the company.

EXAMPLES OF THE DATA INSIDE AN EMPLOYEES PROFILE
*ID no - it is the primary key
-it is properly encode for lessen the redundancy of the data of the employee

*Name - for employee’s identification

*B-Date -for employee’s age

*Address -for employee’s home

*Background -to know what he is into. His quality being a employee/person.

*Department -To know what department he is working

*Date hired and date due
-if it color blue means active and if it is yellow he is lead out already
-but then the data of the employee that is lead out is never delete because of information the company may used soon


REFERENCES:
www.anellomedicalwriting.com
http://www.nccc.com.ph/
http://wiki.answers.com


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creza_jill_bulacito

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PostSubject: Assignment 2 (HRM)   Tue Jul 07, 2009 11:52 am

Company Profile

Apo View Hotel

An icon of Davao City’s splendor, The Apo View Hotel exudes an elegant and timeless charm. With more than 50 years in the hospitality industry, it continues to provide guests with luxurious accommodations, excellent business and events facilities, and unparalleled hospitable service.
The Apo View Hotel in Davao creatively combines comfort and elegance with exceptionally personalized service. Have a taste of such comfort in our rooms. All rooms are fully air-conditioned and are furnished with a cable television, radio, telephone with DDD, hair dryer, and room safe. The rooms also have a refrigerator, mini-bar, coffee/ tea maker, and 110/ 220 volts electric outlets. The private toilet and bath, meanwhile, features a shower, tub, and hot and cold water. A daily newspaper is also delivered every morning.
The Apo View Hotel is located in the heart of Davao City, and is just 20 minutes away from the Davao International Airport. A shopping mall is right across the street from the hotel. Churches, banks, jogging oval, and other entertainment centers are only a few minutes away. Davao City is now considered as the business and tourism center of Southern Philippines. The balance between nature and progress has made it a favorite among nature enthusiasts and leisure travelers. The city is known for its world-class golf courses, great beaches, fun campsites, remarkable animal sanctuaries, lush flower gardens, and exotic fruits.

What is Human Resource?
Human Resource is really important in every organization. It is the strategic and coherent approach to the management of an organization's most valued assets so that the people working in a company or organization who individually and collectively contribute to the achievement of the objectives of the business feel secured. The terms Human Resource Management (HRM) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. From the word management it deals with how you organize, direct, control and planned actions. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.


The Apo View Hotel Human Resource Management


Human Resource Management in every organization is very helpful. The Apo View Hotel just like any organization provides needs and services to their employees to help them become more productive on their jobs. The company always assures that their employees are provided with all the support they need. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.

http://en.wikipedia.org/wiki/Human_Resource_Management
http://www.apoview.com/


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Fritzielaine A. Barcena

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PostSubject: SAN PEDRO HOSPITAL   Tue Jul 07, 2009 11:55 am

Chosen Company:
SAN PEDRO HOSPITAL, Guerroro Street, Davao City




San Pedro Hospital is a catholic non-stock,
non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all.

The San Pedro Hospital is owned and
managed by the Dominican Sisters of the Trinity, Inc. It is governed by ten (10) members of the Board of Trustees and, managed by the Administrator who is at the same time the President of the corporation.

A lot was purchased in Sta. Ana Street and the opening of the new SPH with fifty
bed capacity was done on May 1, 1950. In 1954 another wing was constructed which increased to one hundred (100) bed capacity. In 1964, the construction of a 4-storey building that could accommodate three hundred fifty (350) beds began. It was inaugurated on February 11, 1969.











HIRING..TRAINING..FIRING..

That's the first statement given to us by the secretary of Human Resource Department.. When we say Human Resource management, it is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

According to her, first step to have a good management is to have a good people through Hiring.. Hiring refers to recruitment. Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

A hiring has a set of qualifications that must be follow. example of these qualifications are the example must have a good characteristics, must have a pleasing pleasing personality, and have a knowledge. the set of quakifications is proposed in odrder to have a good man power, to have a good environment. And the main or center of the company is the people itself. so the company must have a good hiring strategy. Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only
2.Take written exam ( 100.00 examination fee )
-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination
-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office
-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration
5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee
1,500.00

Requirements:
1.Application Letter
2.Bio-data / Resume with 2x2 picture
3.Photocopy of the following
*Transcript of Records
*Summary of Related Learning Experience
*Diploma / Certificate
*Board Rating
*Board Certificate
*PRC ID
*IV License / Card (optional)
*Certificate of Previous Employment (optional)

Training Programs:
Private Duty Nursing

Qualifications:
Registered Nurse

Requirements:
1.Application Letter
2.Bio-data with picture
3.Diploma
4.Transcript of Records



Next step is Training.. refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market. recognize today the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. By this, the employee will be train through days of seminar. this seminar contains Rules and Regulations, a characteristics of a good worker, etc..

And the last, Firing.. It is the act by an employer of terminating employment. Though such a decision can be made by an employer for a variety of reasons, ranging from an economic downturn to performance-related problems on the part of the employee, being fired has a strong stigma in many cultures. To be fired, as opposed to quitting voluntarily (or being laid off), is often perceived as being the employee's fault[1], and is therefore considered to be disgraceful and a sign of failure. Finding new employment may often be difficult after being fired, particularly if there is a history of being fired from previous jobs, if the reason for firing is for some serious infraction, or the employee did not hold the job very long. Job seekers will often not mention jobs that they were fired from on their resumes; accordingly, unexplained gaps in employment are often regarded as a red flag.





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Joseph Ethel Valdez

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PostSubject: HRM AssiGnMENT 1   Tue Jul 07, 2009 12:11 pm

Our first assignment in Human Resource Management (HRM) is to find organization and discuss some of their best practices in HR. The same thing I do in MIS. First thing I do is to find a company that has an HRM department and give the company profile of the selected company.After that we need submit to our facilitator Sir Gamboa for an approval. Then if the company is approved we need to write a letter to the company we choose and submit it to the facilitator, Dean and USEP Director for approval.We work as a group in writing our letter but the reflection is individual. After completing all the needed information we submit our letter to the company which is the ANSUICO, INCORPORATED (Red Ball Express).

Company’s Background


ANSUICO, INC. is a trucking company based in Davao City, Philippines. From its humble beginning in 1953, servicing only the cities of Davao and Cagayan de Oro, ANSUICO INC. has expanded significantly into a nationwide network and has in fact been awarded as the Most Outstanding Trucker in Mindanao, Philippines.

It is a successful family-owned trucking company with over 50 years of trucking experience, providing a reliable, dependable & quality service at competitive prices and maintaining high standards for service & customers satisfaction, throughout the Philippines.

ANSUICO, INC. is known in the trucking industry by its name: RedBall Express. It has been in business since 1953, a reliable and experienced trucker who will handle and transport your needs in Mindanao, Visayas and Luzon or anywhere in the Philippines.

Experiences and Knowledge


We travel 30 minutes from Bajada before we came in the ansuico which is located at Km. 13 Panacan, Davao City. Its may first time to come in ansuico, so I’m very excited to go there. When we arrived in ansuico first thing we do is to ask the guard where is the HR department the guard told us that he will call first the HR department, so we stay there for a while in there training area. We enjoy viewing the in and out big trucks in ansuico. After that he said that we will go to the office of the training area because they department head will entertain us. We ask him some questions regarding in their company.

There vision is to continue on with its efforts to be the leading logistics provider to key companies in the Philippines who value and afford high quality and innovative services. While their mission founding principle is based on assisting clients and business partners in achieving their service and profit goals by rendering efficient logistics, characterized by a defined economic edge through prompt, safe and reliable services. There mission and vision is achieved by utilizing the full effectiveness of its organization, equipment and transport units, expertise and experience, financial and other resources.

Ansuico, Incorporated adopts a simple and uncomplicated structure. Top Management covers all key areas of the business. It is a Management team where decision-making, leadership and power emanate. The Top Management positions are composed of top caliber and experienced individuals.

Top Management is divided into following divisions:

FINANCE and CONTROL
Division who supports the business with accounting, finance, control, information systems, personnel relation, insurance and other matters that relate to administration.

MARKETING
Division that is responsible for revenue generation of the company. They are also responsible for proposals of services that the company can offer to customers and to maintain the good rapport with existing and walk-in client who avail of the company service.

ENGINEERING and OPERATION

Division that dispatches, operates and monitors transportation, refrigeration, lifting, warehousing and other logistics activities. Together with Finance and Control they constantly formulate ways and means to maximize efficiency and minimize operating cost without risking efficiency or quality. They go beyond their comfort zone for the satisfaction of the customers demand and standards.

Best Practices in HR

There company applies the daily routine which five s. This five s is originated in Japan and the company adopts this.

1.Shorting of Materials. Their employees must sort the material properly.
2.Systematized. They must have a good system regarding to their work.
3.Sanitize. The company removing sensitive information from a document or other medium, so that it may be distributed to a broader audience. When dealing with classified information, sanitization attempts to reduce the document's classification level, possibly yielding an unclassified document.
4.Self-disciplined. Self-discipline refers to the training that one gives one's self to accomplish a certain task or to adopt a particular pattern of behavior, even though one would really rather be doing something else.
5.Swift.

There company also applies the International Organization for Standardization (ISO). ISO is widely known as ISO, is an international-standard-setting body composed of representatives from various national standards organizations. Founded on 23 February 1947, the organization promulgates worldwide proprietary industrial and commercial standards. It is headquartered in Geneva, Switzerland. While ISO defines itself as a non-governmental organization, its ability to set standards that often become law, either through treaties or national standards, makes it more powerful than most non-governmental organizations. In practice, ISO acts as a consortium with strong links to governments. http://en.wikipedia.org/wiki/ISO

Advantages

The advantages of their Human Resource management in the company are they trained their employee properly. In terms of their truck driver they trained 6 months in defensive driving lesson and maintenance. The company has several clients like Davao Light, Holcim, Mindanao Trucking Company, Philip Morris, Lapanday and etc.

Disadvantages

Aside from the advantages there are also disadvantages, after they finished the training inside the company. They apply to the other company instead of staying in Ansuico because when they apply to the other company and found out that they came from Ansuico company and finished their training there, there's a high possibility that they qualify to the job they apply to that company.

Ansuico’s Human Resource Management (HRM) is function within their company focuses on recruitment of, management of, and providing direction for the people who work in the organization. The Human Resource Management can also be performed by line managers.

Therefore having a Human Resource (HR) department in the company is a big help for the company to meet their goal and succeed. It was a great experience to us because it gives us basic knowledge in Human Resources (HR). Meeting other people help us to be more confident in this world.


The evidences and pictures of our interview are on my blog site. http://jevaldez.blogspot.com/2009/07/hrm-assignment-1.html bounce Arrow Arrow


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Shiela Marie P. Nara

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 12:34 pm

Ansuico inc.


Ansuico inc., the company that was approved with regards to the assignment 1 of HRM which is about the best practices in Human Resource in the company.


THE INTERVIEW


On July 6, our group visited Ansuico Inc. located at Km. 13, Panacan, Davao City. We asked the guard the permission to talk with the Human Resource Department Personnel Head. He agreed but he said that the said head is busy for the reason that it is Monday. He asked us to go to the Training department. There, we met Mr. John Lebosada, the school administrator. After we gave him the letter which is actually addressed to the head of the HR Dept., he agreed to answer certain questions for as long as he can.


From him, we found that Ansuico has two main departments, the Training and the HR Department. The personnel head of the the former is Mr. Lebosada while the other is the Officer-in-charge Ms. Marife Cruzada. Ms. Cruzada was once a secretary but he replaced the resigned Department’s head.


Because she is busy in this day that she can’t set an appointment for our interview, Mr. Lebosada offered to be interviewed in place of her. Even though, he is the school andministration, he still gave us the chance to ask him the details aboutr the HR department of the company. He also said that The Training Dep’t is considered as the arm of the HR Dep’t. It is because they are the ones who implement the rules.


As an introduction, he gave a brief background of the company. ANSUICO, INC. is known in the trucking industry by its name: Red Ball Express. It has been in business since 1953.


Company Profile


Company Name ANSUICO, INCORPORATED(Red Ball Express)
Date Established June 4, 1953
Company Address Km. 13 Panacan, Davao City
Mailing Address Km. 13 Panacan, Davao City
Philippines,8000



It is a trucking company based in Davao City, Philippines. From its humble beginning in 1953, servicing only the cities of Davao and Cagayan de Oro, ANSUICO INC. has expanded significantly into a nationwide network and has in fact been awarded as the Most Outstanding Trucker in Mindanao, Philippines.


It is a successful family-owned trucking company with over 50 years of trucking experience, providing a reliable, dependable & quality service at competitive prices and maintaining high standards for service & customers satisfaction, throughout the Philippines.


Ansuico Inc. offers different services to help other companies like Davao light and Power Co., Holcim, Lapanday, Philip Morris, Mindanao trucking and others. The company is responsible for the trucking, warehousing, Heavy Lift Services, Hauling heavy machinery (120+ tons), Domestic Delivery (Farm to Port, Air-ride Hauling, Inland Hauling, Sea. / Air Freight – Export or Import,Sea / Air Inbound & Outbound Hauling & Consolidation, Project Cargo / Heavy Haul / Heavy Lift, Warehousing & Yarding, Insurance, Reefer Plug-in Facility, Static Cold Storage, Refrigerated Vans / Reefer Gensets Equipment Rental: Cranes, Forklift, Gensets & Reefers, Truck and Van Repairs, Training Drivers of Clients and other services like LowBed Trailers, Refrigerated Vans and Reefer Gensets services (that can be packaged in trucking/hauling) and any other transportation consultancy service at a reasonable and competitive price.


Aside from that, the company has also a training school in which they train their future employees for six months. The training for truck drivers for instance, comprises the extensive driving lessons and preventive maintenance. As per business partners/clients' needs/request, Ansuico, Inc. provides a training package specifically for drivers, at competitive price, conducted by the company's experienced driver's trainor, assisted by competent Engineering Staff for some mechanical subject/concern.


Ansuico, Incorporated adopts a simple and uncomplicated structure. Top Management covers all key areas of the business. It is a Management team where decision-making, leadership and power emanate. The Top Management positions are composed of top caliber and experienced individuals. It is divided into following divisions: FINANCE and CONTROL, MARKETING, and ENGINEERING and OPERATION


According to him, the HR Department is the one responsible for the promulgation of the rules and laws and the handling of the employees. The Training Dept. on the other hand, is for the training itself.


The company’s best practices in Human Resource are concerned with the training and the daily routines of the employees. They are practicing the so-called “5S,” which according to him, were adapted from the Japanese standards and is used by the ISO.


These 5Ss evaluates on what type of employee a certain worker is.


The 5Ss consist of :

◘sorting the materials
◘ Systematized
◘ Sanitized
◘ Self-discipline and
◘ Swift.


Sorting of materials means that a worker must be responsible for his own materials needed.
Systematized in a manner that employees must be organized in all aspects in the company.
Being sanitized is also emphasized for the reason that employee’s cleanliness affects its performance.
Self-discipline is also set as a standard for the belief that employees’ performance in the company starts from within self.


He also said that not to boast but to tell the truth, their company offers good services and training to their trainees that when their trainees graduate and apply for a job, they can easily get accepted by different companies.



References:

http://www.ansuico.com/

Photos:

[/justify]


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jojimie

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PostSubject: NCCC HR Best Practices   Tue Jul 07, 2009 12:37 pm




Company Profile



lol! lol! lol!

"NCCC is all about people: Their associates, customers, business partners and community. Since starting out as a textile store in 1952 they continue to grow, expanding to different retail businesses and locations to serve more people. They strive to offer Service from the Heart first of all to their associates. They also maintain solid relationships with their business partners to provide a wide assortment of basic and unique merchandise. They are proud of journey and we continue to pay tribute to o founders and history by living up to core values of humility, caring, hard work, excellence and fun. They live for their vision to be A Leader Who Cares. "







Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.


Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.




Business practice



• Workforce planning
• Recruitment (sometimes separated into attraction and selection)
• Induction and Orientation
• Skills management
• Training and development
• Personnel administration
• Compensation in wage or salary
• Time management
• Travel management
• Payroll
• Employee benefits administration
• Personnel cost planning
• Performance Appraisal


Best Practices on Human Resource on New City Commercial Corporation

People Department
- is the name of department that manage Human Resource.
- All transaction of the company should be manage by this department since
this department is the main department of the company.

Function
Maintenance personal data
Modification updating
Man power report
Government report
Prepare task for the necessary department
Certification of employee.
Insurance of employee

NCCC Spirit

“I will be humble in my way, Caring myself hardworking to do excel while having fun along the way”

NCCC Bylaws
• Humble
• Caring
• Hardworking
• Excellence
• Fun

NCCC job hiring qualifiacation

Razz Fresh Graduate should :
Undergone trainee
Experience is not necessary
Good Background


Razz High Position should :
Has enough experience to desired position
Good background

Qualification to be regular:
Sales associate
Performance
Attendance
Serve customer


Razz Work limit
-5 months only


Company employee
-5000 employees (company wide)

HRIS

- this company used a magic software to manage the data of the employee working on the company.
Data employee
ID no - it is the primary key
-it is properly encode for lessen the redundancy of the data of the employee

Name - for employee’s identification

B-Date -for employee’s age

Address -for employee’s home

Background -to know what he is into. His quality being a employee/person.

Department -To know what department he is working

Date hired and date due
-if it color blue means active and if it is yellow he is lead out already
-but then the data of the employee that is lead out is never delete because of information the company may used soon

Ms Regine Castillo- a HR staff of NCCC who grant our interview.





References:
http://en.wikipedia.org/wiki/Human_resource_management
www.nccc.com
www.globalhrms.com
http://humanresources.about.com/od/glossaryh/f/hr_management.htm



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sharlyn joy pines

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Tue Jul 07, 2009 1:09 pm

HRM (Assignment 1)



Experience can be described as the best way of learning. Definitely! We’ve learned much on our experiences. There are many things that we can never find in the four corners of our house and classrooms. This is what we are practicing in our two subjects this semester. Explore outside the class with regards to Human Resource Management and Management Information System, we are going to update ourselves from posted information through sites online.

In this connection, our first assignment in both subjects is to look for local organizations and discus their best practices in their MIS and HRM Department. We have to propose companies and wait the approval of our professor before we can conduct an ambush interview in their department. Luckily, my proposed company has been approved last July 3, 2009. For the HRM requirement, I have chosen the ANSUICO, Inc. (Red Bull Express) as my proponent.








HISTORY


Our trucking company started in 1953 when IRINEO S. ANSALDO and his brother in-law PEDRO C. SUICO bought the first truck with a price of one peso (Php 1.00) to Smith Bell & Co. Ltd, which was their former employer. The truck was partially damaged by a fire and it was being rebuilt and completed with conglomeration of American and Japanese parts assembly. Our first client was the former owner of the truck itself (Smith Bell & Co., Ltd) at Daliao, Toril, Davao City.

Barely a year we acquired the third unit a heavier capacity model which was equipped with a Buda Diesel Engine (which was later replaced with Cummins Engine). With only one unit delegated to Coca-Cola Bottling to deliver their products to Cotabato area, we observed that our operation was not to be as promising, than if we operate more bigger units. A decision was made to acquire those Army surplus International K-11 model prime movers and semi-hi-bed trailers.

At present, we are operating with more than 100 prime movers, more than 150 reefer vans, more than 200 chassis, more than 100 generator sets and other heavy equipment.

We are serving all major exporters of bananas and pineapples here in Mindanao. Some of our major customers we are currently serving are; American President Lines, California Manufacturing Corp., Ching Bee Trading Corp., Dateline Cargo Express International, Inc., Davao Agricultural Ventures Corp., Davao Central Chemical Corp., Davao Corrugated Carton Corporation, Davao Light and Power Co. Inc., Del Monte Fresh Produce, Inc. Del Monte Philippines, Franklin Baker Co. of the Philippines, Global Fruits Corporation, Maersk-Sealand Filipinas, Inc., Marsman Drydale Corporation, Metro Combine Logistics, Mt. Kitanglad Agri-Development Corp., Mt. Kitanglad Agri-Ventures, Inc., National Power Corporation, National Transmission Corp. (Transco), Nestle Philippines, Unifrutti Philippines, Inc., Uniliver Philippines (PRC), Inc., and others.

With over 50 years in the business, you can count ANSUICO on its specialized driver, the right equipment and safe, timely truck arrivals. We can move anytime just about anything, heavy lift equipments, fruits for export, imported goods and more because we own our trailers, reefers and trucks, in the quantities that meets our customers’ requirements.

Our support staff is empowered with complete knowledge of the trucking industry.

ANSUICO, INCORPORATED is a family owned business with reputation and a corporate priority for a high quality service.


OUR VISION


ANSUICO, Inc. continues on with its efforts to be the leading logistics provider to key companies in the Philippines who value and afford high quality and innovative services.


OUR MISSION


Ansuico, Inc.'s founding principle is based on assisting clients and business partners in achieving their service and profit goals by rendering efficient logistics, characterized by a defined economic edge through prompt, safe and reliable services.

This is achieved by utilizing the full effectiveness of its organization, equipment and transport units, expertise and experience, financial and other resources.



THE INTERVIEW


During the interview last July 06, 2009, the HR officer-in-charge wasn’t able to entertain our presence due to busy schedules. Anyway, it was mentioned that the personnel manager newly resigned last month. The one who accommodate our concerns was their school administrator. Ops! What’s the connection? He is one of the arms of the HR Department since Training Department is connected to Human Resource. He’s the one who handles the trainings for the future employees of the company. He mentioned about the trainings that the company itself has to provide with their employees. The company has been practicing in house development. Since ANSUICO, Inc. is more on trucking services, the company provides trainings to their truck drivers, 6 months training in driving lessons, preventive maintenance and etc. to ensure that drivers are well-equipped when they’ll be put into the field.

1.) What are the best practices in Human Resource (HR) management in their company?

They’re living on the International Standard Organization (ISO) principles called 5 S in their daily routine according to the interviewee.

THE 5 S practice:

a.) Sorting of Materials
Each has to make sure those materials needed have been prepared.

b.)Systematized
They must have a good system regarding to their work.

c.) Sanitized
They truly practice to be more clean and neat people inside their company.

d.) Self-discipline
Their employee must have self-discipline to themselves regarding this 5 S daily routine.

e.) Swift


2.) What are the advantages of their Human Resource management in the company?

They provide trainings for their employees to make sure they would be well-equipped when put into their respective fields. Like say for example, their truck drivers. As I’ve mentioned above, the company provides 6 months training in driving lessons and preventive maintenance.


3.) What are the disadvantages?

The disadvantage is that the practical reality. Some of well-trained men would simply go out to seek another pasture instead of staying in Ansuico, Inc. because according to the interviewee, not to flaunt, but men coming from their ground are very much welcome to other company who rendered like their services.

4.) Do you think, you won't come this far without this Human Resource (HR) department?


It was answered that having a Human Resource (HR) department in the company is a big advantage to meet their goals. It simply means that it is important to have a Human Resource (HR) department in the company.

Those are the main questions that we are able to ask during the interview. Though we weren't able to discuss it with the main concern but we have learned a lot of their HR practices. And we are very thankful for their kindness to accept our presence and of answering our questions.







http://www.ansuico.com/ bounce

kindly visit my BLOG: http://www.sharlynjoypines.blogspot.com



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Jovanne Nick Cacayan

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PostSubject: ASSIGNMENT 1(HRM)   Tue Jul 07, 2009 1:35 pm

We are tasked to identify a local organization(s) and discuss some of their best practices in Human resources(HR).
In dealing with this task, it must have to undergo a lot of procedures such us the approval of the chosen company to be interviewed , a letter of approval which is signed by our subject facilitator, Dean, and OSS Director. But the hardest part of it, is asking the approval of the Human Resource Manager. If we will be rejected upon aiming HR Manager's permission to conduct an interview in a certain company because of some valid reasons , it would be another long procedure to be done. We need again to propose, approve a letter and ask for the company's permission.

That's what I have encountered in doing this task. Our group manages to propose a company and provide a letter of approval but as we ask for the company's permission, we were rejected. I guess, they just want to protect the confidentiality of the company. In this case, we have no choice but to start again.

Fortunately, the JS GAISANO TAGUM,(our chosen company) permitted us to conduct an interview regarding the Human Resource of the company. The follwing are the contents of our interview.

JS GAISANOTAGUM , is located at Quirante Dos, Tagum City. Serving customers from 9 o'clock in the morning until 7o'clock in the evening.


HUMAN RESOURCE of this company is responsible for the hiring and training for the company employees. The person responsible for the human resource of the company is the HR manager. They are strict implementing rules and regulations, basic policies such as complete uniform. Employees who are expose to the customer(especially for the girls) the should fix themselves to be presentable in entertaining them. Boys should have a proper haircut and good grooming as well.

On the other hand, the hiring and recruiting procedures of the department. they should have to pass the standards of hiring in this company. An employee should reach the minimum height and the looks (meaning presentable) and should posses proper attitude. For those On Job Training (OJT) should posses a good housekeeping and selling techniques. For them to be hired,they should have a the good characteristics of a good seller and most of all the product knowledge.
Those are the components that there employee should have and learned in the training process.

DEPLOYMENT PROCEDURES:
After the training, to be officially hired in there company, HR implements the two days exposure and 6 days OJT. In the days of exposure employees should follow the rules and regulation of the company, and familiarized there important tasks. In the 6 days of OJT, they are expected to show and apply what they've got during the training. After they pass this procedures they are already officially hired and could start the working in there job.

PENALTIES AND SANCTIONS:
If ever an employee will show an improper discipline for the first time, he or she is verbally warned by the management. If this will happened again twice in the same person,an agreement will be signed between the employee and the management. And if this incident will happened for the third time, the employee will undergo a due process that may result to firing.

APPRECIATION FOR THE ACHIEVEMENTS OF AN EMPLOYEE:

Employees that reaches the quota for selling a particular product will be impost in the bulletin as the best seller. This only shows that the company recognizes the achievement of the individual who contributes to the success of the company.
In terms of salary payments, the company pays there employee in average amount. Regular employees has many benefits such as SSS, INURANCE, and others.



hmmmmm....


huhuhu...

God Bless everyone... Smile Smile
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Alfredo V. Ala-an

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PostSubject: REFLECTION ABOUT THE COMPANY WE VISITED   Thu Jul 09, 2009 6:12 pm

10 BEST PRACTICES IN HR

1. Safe, Healthy and Happy Workplace
Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys.

2. Open Book Management Style
Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force.. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style.

3. Performance linked Bonuses
Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statutory obligation.

4. 360 Degree Performance Management Feedback System
This system, which solicits feedback from seniors (including the boss), peers and subordinates has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feed back for self development.

5. Fair Evaluation System for Employees
Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling & achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross - functional feedback, if obtained by the immediate boss from another manager (for whom this employee's work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager is another tool for fairness of evaluation. Normalization of evaluation is yet another dimension of improving fairness.

6. Knowledge Sharing
Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas(implemented at the work place) are good to be posted on these knowledge sharing platforms. However,what to store & how to maintain a Knowledge base requires deep thinking to avoid clutter.

7. Highlight performers
Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements.

8. Open house discussions and feedback mechanism
Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions,employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents diaries are the building blocks that can help the Managers to identify & develop talent.

9. Reward Ceremonies
Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous applause by colleagues in a public forum.

10. Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.
EmpXtrack' is a composite HR solution which helps in the institutionalization of most of these best practices by utilizing software tools. EmpXtrack team is always available to provide you with systems which are synchronized with your HR processes.
SOURCE: http://www.empxtrack.com/human-capital-management-system/articles/Human-Resources-Management-Practices-top-ten/
Discussions: About the company we visited and interviewed.

The company we chose was the JS Gaisano in Tagum. Here are the following questions that we asked.

Questionnaire:

Subject: Human Resource Management (HRM)
1. What is Human Resource Management?
2. What is your role as a Human Resource Manager?
3. Getting the best employees.
4. Paying Employees (providing benefits). Site some benefits.
5. Training your employees.
6. Ensuring compliance to regulation
7. Ensuring Safe Work Environments
8. Sustaining High-Performing Employees
9. Advantage and Disadvantage of having Human Resource in a company?
10. Can you give some ideas/points for possible improvements in the company?
Answers:
1. Is the act of managing of human/workers in a company
2. The roles of the human resource manager are managing the recruitment process, keeping the records, tracking daily time records etc.
3. Getting the best employees should suite the standard height; include the physical appearance, attitude and etc.
4. Paying the employees in holiday. 30 % for the casual employees, double pay for the regulars. The kind of paying is in per hour and the regular employees have health benefits.
5. The deployment of the employees should strictly follow these step by step processes. The training is 2 days exposure, 6 days OJT and after 8 days they can start to work.
6. Ensuring the compliance to regulation. If they were late in 3 consecutive days they will have memorandum coming from the manager but they told is better to be late than absent because they have less employees.
7. Ensuring the safety work environment. They have the proper working attire like gloves and masks to their employees assigned in the warehouse.
8. Sustaining the high performance of the employees. If they employees got always there quota they will be given an appreciation or recognition or certificate coming from the manager.
9. The advantage of the having HR are they can track the man power budget, ensuring the health and safety of the employees.
10. The improvements told us were the additional of man power in their company.






***end***
(^_^)..cocoi™️

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mae m. mara

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Sat Jul 11, 2009 12:17 pm

Identify a local organization(s) and discuss some of their best practices in HR... This should be well-supported with any evidences.... (1000 words)

Identifying such a company is a tiring one especially when you are on the point that they rejected you. It’s sad but true.
I chose EMCOR as the subject of my study.
Before giving you their best practices in Human Resource, let’s have a simple what EMCOR is.

Location: J.P Laurel, Bajada, Davao City
EMCOR is a 100% Filipino-owned retail Business Corporation specializing in appliances, furniture, IT products, motorcycles, and money transfer through its network of specialty chain stores in the Visayas, Mindanao, and Palawan areas. With the launching of our online store, EMCOR will now be making its presence known in the online industry and promote its company’s goals and vision to the global community.

EMCOR was founded by JESUS V. del ROSARIO in 1958 and we are currently under the JVR Foundation Inc.—one of the many companies of the JVR Group of Companies. Others include:
• Kawasaki Motors (Philippines) Corporation
• K-Servico Trade, Incorporated
• Wodel Incorporated
• Delsa Chemicals and Multi Products Incorporated
• International Wiring Systems Philippines Corporation
• Hecny Forwarders Incorporated
• Wodel Manpower Services

We carry a wide array of product lines like Panasonic, JVC, Philips, Sony, Sharp, Samsung, Electrolux, La Germania, Whirlpool, FS Furniture, Sanyo, Canon, Brother, Epson, Toshiba, Acer, Kawasaki, Honda, Suzuki and many others. We have also partnered with Western Union for our money transfer services. The core of our existence is our ability to provide high quality service to our customers by providing the right products at the right time, in the right place and at the right price.

We believe that as responsible members of our society, we at EMCOR should pursue our profit objectives in the spirit of service to the community. We believe in reconciling the profit motive of our Company with service to the nation. Thus, we strive to maintain a balance between the interests of our customers, employees, shareholders and the government by supporting national and local agenda for economic development, social reform, educational/scientific research, healthcare and environmental sanitation and preservation. To date, the JVR Foundation has given more than PhP200 Million in philanthropic work.
SOURCE: http://emcor.com.ph/about.php

It was a great opportunity when they accepted the request encoded in the letter. As the interview runs smoothly, I learned many things. For them, in their department, the employees are the main subject. Human Resource Department in their company created when the Emcorwide branches started to launch. There was only an Operating Department when the company starts. There were 107 branches in Mindanao, Visayas and Palwan Area.
My interviewee told me that all there employees are equally accommodated. Because they believed that everyone should have their stepping milestone. I was amazed knowing that Assistant Vice President begun as a utility in the company. Here are some facts that I learned from them.
1. What are the roles of HR in your company?
• Human Resource for them is the direct responsible from hiring of employees to separation. The scope of their department is Payroll Admin, Benefits Admin, Training and Development Admin and the Discipline of employees
2. How do you organize your HRIS in your company and how it will implement?
• They give appropriate salary for the employees
3. What factor that makes you change to manage the HR Department?
• Not to change but to update. In the situation that needs development just like the payroll system. Unlike before it is manually computed.
4. What are the different jobs that we can find in your company?
• Sales, Collector, Technician
• HR Department: Hiring officer, payroll clerks, benefits clerk. Training officer, HR Officer, HR Manager, Legal Affairs, Training Clerk, Payroll Supervisor
5. What are the benefits of the workers?
• Benefits
 Government Mandated : PAG-Ibig, SSS
 Company Initiated: Free Medical / Dental Check-up, insurance, etc.
6. How do you deal with the problem of your employees?
• Discipline and follow specific procedure: (1) Inform the employee, (2) Verbal, (3) Memorandum
7. What are the measures are you taking to ensure that the employees work properly in their designated position properly?
• Performance Evaluation / Appraisal (Semestral)
8. What is the risk of having a department that develops from time to time?
• Data Loss
• People ready to adopt the updates
• Forgetting the basics when moving to the new technology
9. Best Practices of Human Resource Department
• Company / Corporate Practice:
Daily Morning Meeting
Reading Principle and Creeds
Vision, Mission and Goal
• Training employees to become supervisor and managers.

As a whole I asked him what he can say to his work, to his employees and to the company. Their employees are time-conscious, they value time and they are responsible. Emcor for him is the best company that will make him a more responsible, knowledgeable and updated the trainings for free.
It’s good that Emcor was my respondent in this assignment. I learned a lot from them. Time is more important than anything else here in the world.
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alma cabase

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Sat Jul 11, 2009 6:04 pm

flower
At last, we were able to find a company for our assignment no.1 which is to discuss some of their best practices in Human Resource. And our adopted company is EMCOR, Bajada branch. But before we get there, we had to experienced and feel the power of the sun over our skin. As in, it was a very hot afternoon and we had to walk from McDonald fast-food chain to our destination, EMCOR. The moment we get there, I was relieved because the atmosphere was cozy and the people are smiling even though they are quite busy. We were very thankful because despite that fact, Mr. Rosilito Sajol entertained us and allow us to do an interview. We introduced ourselves and asked some questions about their organization, role of the Human Resource Management in their company, and most especially about their best IT practices.


I really learned a lot from him. According to him, HR is directly responsible from hiring of employees to separation. This means that the benefits of the employees won’t end from the moment they were hired but also up to the time of separation. Major goal of the human resource management is to effectively make use of the talents and abilities of employees which are related to the implementation of strategies directed towards creating and sustaining competitive advantage thus the human resource management enhances organizational performance by improving employee's opportunities to be effective and productive.


The importance of human resource management has increased over the years as organization leaders recognize the critical role played by their employees as a way to obtain organizational effectiveness and competitive advantage. It facilitates the most effective acquisition, development, use and retention of employees. With that, the organization will achieve their certain goals because of the help of their good workforce.


EMCOR was founded by JESUS V. del ROSARIO in 1958 and we are currently under the JVR Foundation Inc.—one of the many companies of the JVR Group of Companies. Others include:
• Kawasaki Motors (Philippines) Corporation
• K-Servico Trade, Incorporated
• Wodel Incorporated
• Delsa Chemicals and Multi Products Incorporated
• International Wiring Systems Philippines Corporation
• Hecny Forwarders Incorporated
• Wodel Manpower Services

We carry a wide array of product lines like Panasonic, JVC, Philips, Sony, Sharp, Samsung, Electrolux, La Germania, Whirlpool, FS Furniture, Sanyo, Canon, Brother, Epson, Toshiba, Acer, Kawasaki, Honda, Suzuki and many others. We have also partnered with Western Union for our money transfer services. The core of our existence is our ability to provide high quality service to our customers by providing the right products at the right time, in the right place and at the right price.

We believe that as responsible members of our society, we at EMCOR should pursue our profit objectives in the spirit of service to the community. We believe in reconciling the profit motive of our Company with service to the nation. Thus, we strive to maintain a balance between the interests of our customers, employees, shareholders and the government by supporting national and local agenda for economic development, social reform, educational/scientific research, healthcare and environmental sanitation and preservation. To date, the JVR Foundation has given more than PhP200 Million in philanthropic work.
SOURCE: http://emcor.com.ph/about.php


The HR Department of EMCOR started from the time they have started establishes their branches. He said that before, it was called Operation Department which includes all the operations of the organization.

We also asked him about the risks of having a department that is from time-to-time is still changing. These are the various risks associated with the human resource change which typically includes:

• The readiness of the people to adopt the change
• Forgetting the basics
• Files might be lost due to some technical problems
• Less manpower
• Faster processing

With this regards, they also have training section to adopt this change.

For their human resource best practices, Mr. Rosilito Sajol, the HR Officer said that:

o They call company practice
o Daily meeting/ corporate meeting
 Vision, mission, goals and objectives
 Exercise to begin the work
o They don’t hire supervisor and manager
o They acquire their supervisor and manager within the company through performance evaluation/ appraisal
o They have specified training section and training officer
o Employees under probation for 6 months
o To be more competitive, knowledgeable, and responsible
o They hire aspiring ones because they are qualified and competent, not by who they know but by what they know

I certainly agree to what he said because as what I have observed, the people are well trained, responsible, and competent enough even in the midst of continuing changes in the environment.
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emilio jopia jr.



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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Mon Jul 13, 2009 11:18 am

Identify a local organization(s) and discuss some of their best practices in HR.

For our company in HRM we decided to adopt EMCOR for our assignment 1, in which we have to identify
a local organization and discuss some of their practices in HR(Human Resource).

EMCOR which stands for Engineering Machineries Corporation is a Filipino-owned retail business
corporations specializing in appliances, furniture, IT products, motorcycles, and money transfer through i
ts network of specialty chain stores in the Visayas, Mindanao, and Palawan areas. With the launching of their
on-line store, EMCOR will now be making its presence known in the online industry and promote its company’s
goals and vision to the global community.
By definition, Human Resources Management is the art and science of acquiring, motivating, maintaining and
developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities,
needs and values and in synchronization with the organization philosophy, resources and culture for the maximum
achievement of individual, organization and society’s goal.

Human Resources Department for me…
For me HR primarily concerns with the employees of the company like recruiting and training the best employee,
ensuring the employees performing their job accordingly and ensuring the personnel and management practices
conform to various regulations of the company. HRD is very important because it protects your company’s most
important asset-people (Human resources) which plays a major role in the success or failure of the company.



The Interview...
On July 3, 2009, we decided to go EMCOR Bajada for our interview in our report on HRM for our assign module in
sharing and we also take that opportunity to ask them for their best practices in Human Resource. So we interviewed
the assistant manager of EMCOR.

Function of Human Resources Department in their Organization

On our first question, we asked the assistant manager what is actually the function of Human Resource department in
the company. He said that all of the transaction regarding the employee can be found in the Human Resource-Department
for example like the processing of the Salary, Accounting Division, assist the employee for their basic needs like medication, loan etc.
Human Resource department is also responsible for planning , developing and efficiently or effectively operating the s
ervices and capabilities of the company , in alignment with the corporate objectives or strategies.
These activities include studying economic indicators, tracking changes in supply and demand of labor,
identifying departments and their current and future needs and monitoring the HR performance.

Importance of Human Resources Department in the Company (EMCOR)

Human Resources department is very important to the company because it are responsible for hiring and protecting your
company’s most important asset-people. Without strong, satisfied and motivated people in place your business will not grow
to its potential. They are the one who can build measurable strategies to address turnover, low morale and underperforming
employees. They instill the employees enthusiasm about your team’s and organization’s goals. It can make contribution to the
organization's effectiveness and efficiency.


Best Practices in HR of the Company

When we asked them for their best practices in Human Resource they said that in EMCOR their best practices are:
Discipline
They have a disciplinary action for their employee for example, if the employee has did a wrongdoing or improper behavior
in the company, Human Resources department are the one who settle this kind of problem and of course they would have an
hearing for the justices purposes, the employee have the rights to defend their self for the certain act that they've done.
They do not automatically fire the employee. They have a certain process regarding about this matter.

Training and Development
In Human Resources Development , it focuses on the organizations competencies at the first stage, training, and then
developing the employee, through education, to satisfy the organizations long-term needs and the individuals’ career
goals and employee value to their present and future employers. In EMCOR, some of their employees was done their
master in the famous institute in ASIA.

Benefits and Compensation in Wage
If you are an employee of EMCOR there are certain benefits that you can avail like the scholarship for the employees and
the children of the employee. They also have a Cooperative which you can apply for a loan with a low interest rate.
In case of emergency regarding the payment of the bill for the medication of the employee, the company would assist those payment.
At the end of the year they also have a thirteenth month pay and bonuses.



http://www.emcor.com
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neil rey c. niere

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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Mon Jul 13, 2009 8:53 pm

We are tasked to identify a local organization/s and to discuss their best practices in Human Resource Department. In this activity, we undergo some actions such as: to choose the company, a letter for approval from our instructor Sir Randy S. Gamboa, and we have to ask some permission from the Human Resource Department so that we can conduct our research to their company. It is not easy to go to their good office because you have to wait for their approval from the Head of the said Department.

My Local Organization is one of the ultimate hotels and has a good ambiance and one of the popular hotels in Davao City. The Apo View Hotel, located at the J. Camus St. here in our City. And also we have to discuss their best practices in Human Resource. We provided some questions in their good office to know some of the good or high quality in their company.

Davao’s most popular address, The Apo View, has through the last 60 years, created a distinct brand of hospitality and excellence in service matched with the perfect blend of amenities for business and leisure.

The Apo View is nestled right in the heart of the city’s business and commercial district and is THE CONVENTION SPECIALIST of the south.

Some of their best practices in Human Resource Department:

1.) What are the Rules and Regulations of the company?

-Fair and equitable implementation of policies, rules &
regulations, open & direct communication with the line
people via daily visitation in their workplaces in the form
of "rounds" to the different operations. In
this way, line people can raise their concerns and problems
in the work floors with confidence and assurance of positive
action. Our HR's practice is to conduct a daily rounds
to all sections bringing an impression of reaching out the
line people. They feel comfortable, important, cared upon,
and guided with this approach. Basically, the HR acts as
mediator that bridges the gap between workers and
management, pacifier when tension, confusion,
misunderstanding arises, acts as disciplinarian to erring
workers by instituting corrective disciplinary action.

2.) What are the Advantages/Disadvantages of your HR management?

- Generally, the HR is always on the advantage side and
seldom being on the disadvantage. The HR office oversee the
general welfare of the workers ranging from employment and
salary status, benefits, privileges, health, inter-personal
relations, working conditions, and training for career
upgrading, work improvement, personality development so as
to achieve the corporate goals and objectives.

3.) What are the HR practices that can help the business?

-As I have said, the HR office acts as the mediator,
implementor, and disciplinarian in the company. No business,
big or small, can ever achieve success without policies,
rules & regulations that governs workers and this
implemented and enforced by the HR department. A company
without HR department will surely end-up divided or ruined.
Workers have different personalities, attitudes, and
characters, that is why managing line workers correctly and
accordingly is very vital to any business
establishment.

4.) What are the risks Human Resource changes in your company?


- the answer to question no 3 can be related to question no 4.


And that were the answers of the Head of the Human Resource Department. They sent these answers through e-mail.


Some of their services:

:BANQUETS EQUIPMENT & SERVICES
ο The GRAND BALLROOM accommodates 1,200 theater style or 800 conference set-up.
ο For Smaller Groups: 5 Medium sized function rooms can accommodate from 40-100 person and 3 smaller function rooms can accommodate from 10-30 persons.

::SPORTS and LEISURE
ο A swimming pool at the 3rd Floor and a concessionaire's area with shops.
ο Golf Packages and arrangements are also available.`
ο Mini Gym.

::ENTERTAINMENT
οLive entertainment at The Blue Room Jazz Bar & Entrée.

::TRANSPORTATION
ο Airport transfers are available for hotel guests.
ο The ride is approximately 20 minutes by car from the airport. Taxis are easily available.
ο Car rental services also available.

::BUSINESS CENTER
ο Photocopying
ο Facsimile
ο Computer Rental
ο Postal Service
ο Email Services
ο Internet Surfing/ Browsing (DSL)
ο Secretarial Services

::HOTEL SERVICES
ο Safety Deposit Box
ο Stand-by Generator
ο Laundry & Dry Cleaning
ο Basement Parking
ο Barber Shop and Massage
ο Gift Shop
ο Car Rental

::GUESTROOMS
ο Direct Dial Tel. (NDD/IDD)
ο Radio
ο Refrigerator
ο Hot & Cold Water
ο Electric Power (110/220 volts)
ο Air Conditioning
ο Cable Colored TV
ο Mini Bar
ο 24 Hrs. Room Service

::AUDIO-VISUAL EQUIPMENTS
ο Overhead/ Slide Projectors
ο Tape Deck
ο Video Equipment VCR/VHS
ο CD/VCD/DVD Player
ο Fixed/Wireless Microphones
ο 29" TV sets
ο LCD

references:

http://www.apoview.com/

http://www.apoview.com/Entree.php#images/Entree/entree_restaurant1.JPG


visit my blog: http://neilreyniere.blogspot.com/



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juvilynconsejo

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PostSubject: my_company   Mon Jul 13, 2009 10:23 pm

Honestly we visited many company but unfortunately all of them was just accepting our letter and tell us that we will wait for the approval....

We had update every now and then, call our selected company but they told us that the manager hasn't come yet. They were trying to contact it, so all we need to do was wait.

Perhaps, we all know that it is our fault because we did not work it ahead of time, it was one of the lesson I've learned.

THIS IS IT..........


The local government unit of Davao City is what we chose. We had gathered our interview them particularly in the HR department. As we go through it, i will site some of the best practices but before that i will first give the overview of it.

Local Government Unit of Davao City started their operation of the human resource department during 1996 up to present. They have many department and it is one of those. This department is subdivided into four operating division such as, planning, recruitment and selection, training and lastly is the poor operating division.

Our interviewee was the acting-head of the training division of the Human Resource Managament Office namely, Mrs. Olegrio. Here are the following best practices that I gathered:

1.) TEAM WORK- it is one of the important factor that a company or a organization should have. When they have this, they can easily make their works easier and lighter. And it can motivate each member to become more productive as well as determined in accordance with their work.

2.)VACATION TRIP- as she said, it will help the employee to have a vacation trip with all other staffs in all department so that they will not become bored in their life. Working all day is not OK, it is better when they can socialize with other co-employee/s. In a way that, they have a "tapuk2x" and everyone must cooperate with this.

3.)SYSTEMATIC EVALUATION SYSTEM- one of their improvement is the system, it is being used in order to develop the functions of the department offices for personnel actions particularly the "automated performance evaluation" and "human resource system".

4.)PROPER ORIENTATION- when they have a new employee it will first undergo a proper orientation so that it terms of sanctions they are aware of it.

5.) WARMED WELCOME- as I go there, I observes that the staffs were very accommodated to us. You can feel the belongingness. That is why, I am not ashamed in asking question/s when we have the interview.



Reference:

http://en.wikipedia.org/wiki/Human_resource_management

http://www.pia.gov.ph/?m=12&sec=reader&rp=1&fi=p050113.htm&no=6&date=01/13/2005

http://www.davaocity.gov.ph/localgovernment/index.htm


Last edited by juvilynconsejo on Wed Aug 05, 2009 10:04 pm; edited 1 time in total
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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   

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