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

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mae m. mara



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Age: 25

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/



afro
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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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Gleizelle Jen Dieparine



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PostSubject: Best Practices on Human Resource   Tue Jul 21, 2009 11:25 am

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.
Razz Razz Razz

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




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mayraflordurango



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PostSubject: HRM   Thu Jul 23, 2009 8:37 pm

.... Laughing Peace be with you sir................!Laughing

......i know it's my fault...

......bu now we contagiously monitoring and updating the company....

......I know i can do it...

...........even if it's late for the approaching deadline...

......Amping!!!!!!!
lol! lol!
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amielou.falcon



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Location: mabini, ComVal Prov.

PostSubject: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Sun Jul 26, 2009 4:58 am

my adopted organization that practices Human Resource...

Local Government Unit of MABINI
Mabini, Compostela Valley Province


Here are some questions provided with answers of the HR Manager of my adopted organization:

Like a Star @ heaven What is Human Resource all about?
ANS: Arrow It refers to the people that the staff and operation in an organization as contrasted with the financial and material resources of an organization. It is a single person or employee in an organization.

Like a Star @ heaven What is the role of HR in municipal office?
Is it important?
ANS: Arrow HR, in reality is considered as the life-blood of any organization. No organization could ever survived without its Human Resources. It is still the best and biggest resources ever. In the local government agencies, it is the Human Resource that upholds its continued operation. Because local government unit takes mostly of its basic services, like health services in the remote areas of the municipality that are not catered to.
How important? Very important since we still have many constituents who are defined of the modern convenience brought about by technology. Hence, we provide them these HR.

Like a Star @ heaven Best practices of HR in the municipal. Site examples.
ANS:Arrow use of biometrics/electronics attendance system
Arrow setting up internal policies in the implementation of CSC law and rules
example is wearing of office uniforms
Arrow adopting or granting of flexible-time work schedule for employees wishing to finish their studies
Arrow adopting the 5's program spearheaded by the provincial government which makes the municipal records and files more systematized and accessible as well as having much conducive working environment.

this interview is some what scripted because the HR manager had preferred to answer written questions rather that personal interviews, but fortunately allowed me to visit their office for some point of clarification.

evidence:

answer sheet of HR Manager with her signature




Wink Wink Anyway, I am permitted to post her name... Cool
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Chris Romarate



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PostSubject: Assignment 1   Wed Jul 29, 2009 8:44 pm

In this tasked, my chosen organization is the HRM (Human Resource Management) Office in Davao City Hall. This organization is well-known because of their HR best practices and was hailed by some other organizations both in Local Government Units and Non-Local Government Units. This organization also was hailed because of its HRIS that the other LGUs in the country wants to be imitated.

Davao City is a wide city that has more than thousands of employees working in government service. According to a commmon online encyclopedia, HRM is more flexible than Personnel Management which is rigid. PM sees its workers as a cost rather than an investment. PM is guided by policies and guidelines unlike HRM is proactive while PM is reactive and so, most organizations and companies has its Human Resource Management. That is why, there are also illegitimate employees and these were the ghost employees. Due to the best HR practices done by the city government, there are more than thousands of ghost employees were expunged.

As I surf over the internet, I found these informations about the HR practices of LGU Davao;

HR benefits of 911
Mendoza (Executive Director of the Career Executive Service Board (CESB)) mentioned as worth duplicating the establishment of the city’s Central Communication and Emergency Response Center or Central 911 which has employed 133 Davaoeños after it was launched in 2003. Central 911 is only the third emergency response helpline in the world of its kind, next to the United States and Canada.

HRMO as a department

Participants also lauded the creation of HRMO as a department, up from a section, in the city government’s present structure.
“Davao City shows that HR offices can also be given equal importance with other departments, unlike most LGUs in the country,” said Eddie Maslog, chief of the Human Resource Management and Development Office (HRMDO) of the Provincial Government of Bohol. Unlike the case of Davao City, Maslog’s office has yet to secure an approval from the Department of Budget and Management (DBM) in creating its department head position.
Escalada (former HRMO Chief of LGU Davao) attributed the department status of the HRMO to the joint support of the City Mayor and the City Council, giving the office more clout to implement HRM policies.
In the workshop, participants further listed down as best HRM model Davao City’s high regard for “merit and fitness principle,” with the city mayor hiring only from the top five applicants as recommended by the personnel selection board. Escalada said this was to discourage political accommodation in the recruitment process.
Escalada also reported the termination of around 730 “ghost” employees in the city hall since his assumption as HRMO acting head in 2002.

More HR models

Other initiatives of the city government that the participants wanted to replicate were the setting up of a child-minding facility at City Hall which offers free custodial services to employees who need to take their children to work; the microcomputer-based Human Resource Information System (HRIS) which updates records of all plantilla and coterminous personnel; the character advocacy program which identifies good character traits to be exhibited by employees on a monthly basis; the 5-S program which promotes good housekeeping and systematic approach to work, and the attachment of the Public Employment Service Office of the Department of Labor and Employment (DOLE) which focuses on job generation, facilitation, enhancement, job preservation.

“We take pride in being able to give total human development to our personnel through our HR programs,” Escalada said.
In a separate interview, Nora Fe Alajar, president of the Davao City Hall Employees Association (DACHEA) said rank-and-file employees have a bigger role in the city government today than ever. She said this started when a Collective Negotiation Agreement (CNA) was forged in 2000, providing for the representation of the employees union in the many influential committees of City Hall.
“City Hall management and the workers’ union have a very good partnership because of the many programs that are sensitive to the needs of the employees,” Alajar said.

Davao City shared similar complements with other panelists from the Municipality of Malalag in Davao del Sur and the provincial governmet of Sultan Kudarat.

In the same workshop, the Malalag municipal government, represented by Municipal Mayor Givel Mamaril, was commended for the participation of the LGU personnel in the reorganization and restructuring of the municipal government and for various local government initiatives such as revenue generation schemes and economic enterprises.

Sultan Kudarat, whose HR practices were presented by Provincial Human Resource Management Officer Ben Zamora, was hailed for giving higher incentives to its personnel (14th month pay) and a CNA where retirees can recommend replacements in lower positions, among others.
The symposium was conducted to bring together human resource managers from previous AusAID-assisted institutions nationwide and to provide a venue for discussing how to address the effects of the national government restructuring measures using human resource management principles.

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



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Stihl Lhyn Samonte



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PostSubject: Assignment 1   Sun Aug 02, 2009 2:35 am

In this assignment we are tasked to visit company to ask some associated information about the Human Resources' best practices. And my chosen company is Davao City Hall.

City Hall of Davao was first constructed as a municipal hall in 1923, the city hall of Davao is where all progress and developmental plans take shape and get approved for implementation. Today we see a potential Davao City but everything starts and hinges on the daily grind that happens at the city hall of Davao.
There’s strict discipline being implemented in Davao City—no smoking, no littering, curfew hours, no fireworks, among many others, and the city is known for its strict compliance. No other city in the country is as disciplined. Criminals stay far from it. These no nonsense policies and exacting implementation are all forged at the city hall of Davao.
Sitting along San Pedro Street and bounded by Pichon and Bolton Streets, the city hall of Davao is a classical building with two main posts in front and 3 archaic columns in the middle complete with pedestal-bases and capitals on top. It looks much the same as it was in 1903, with some improvements and much different surroundings.
Just at the back of the city hall of Davao is the Magallanes Elementary School along Pichon, and not far is the San Pedro Cathedral at the corner of San Pedro and C.M. Recto. The City Council is also in the vicinity. Along Bolton Street we see Durian Park where visitors and passersby get a whiff or taste of the fruit.
Davao City Human resource executives from the government sector have hailed as innovative and replicable the practices employed by the Davao City’s human resource management office (HRMO).
The city government, which employs more than 9,000 Davaoeños, is one of the biggest local government units (LGUs) in the country.
Around 30 HR managers from selected local and national government units nationwide were unanimous in praising Davao City’s personnel acquisition, development and maintenance practices as presented by its HRMO chief Marcelino Escalada Jr at the Human Resource Development Symposium/Workshop held at the Grand Regal Hotel.

And now, the person who entertained us when we were there was Mrs. Florita L. Olegario, Administrative Officer V (HRMO III) the head of training division. According to her, that HR Department is one of the 19th departments of Davao City Hall and there are 3000 employees. According to her that the best practices of HR in City Hall of Davao are the followings:

We work as a team
They have given a chance to salo-salo to together and give them a travel packages worth of 300 per travel and 100 for salo-salo together.

It’s actually so easy just remember the word TEAMWORK as a guideline. Also remember that all these should work together should be there hand in hand from the conception of the team to the achievement of the final goal. No one of these can be enough and can work in isolation to be able to come up with a successful team.


Oriented new employee
• Oriented of the Republic Act 713
REPUBLIC ACT NO. 713 - AN ACT TRANSFERRING THE CUSTODY AND THE FUNCTION OF INVESTING FUNDS FOR THE RETIREMENT OF BONDS ISSUED BY THE GOVERNMENT OF THE PHILIPPINES, PROVINCES, MUNICIPALITIES, AND CITIES TO THE CENTRAL BANK OF THE PHILIPPINES BY AMENDING ACT NUMBERED THIRTY HUNDRED AND FOURTEEN
• Oriented that they are employee
• Oriented on the benefits
GSIS
Pag-ibig
• Oriented in rules and regulation

Resolve conflict
Decide whether you want to confront the person who is bothering you. It is usually better to air grievances in the open than to let them fester.
Speak to the other person calmly, politely and rationally. Focus on the situation and facts, avoiding gossip and personal attacks.
Be careful not to express hostility in your posture, facial expression or tone. Be assertive without being aggressive.
Listen to the other person carefully: What is she trying to say? Be sure you understand her position.
Express interest in what the other person is saying. You can acknowledge her ideas without necessarily agreeing or submitting. Saying, "I understand that you feel this way. Here's how I feel..." acknowledges both positions.
Communicate clearly what you want, offering positive suggestions and recommendations. Be willing to be flexible.
Speak to your supervisor if a problem with a difficult co-worker seriously threatens your work, but avoid whining.

Improve the activity of the employee
• They cant immediately layoff the employee due process

Promotion
Criteria
• Good relations with co-workers
• Punctuality
• Neatness


That’s all about the best practices in City Hall of Davao…Thank you….. Razz






Sources:
http://www.ehow.com/how_3820_resolve-conflicts-work.html
http://www.chanrobles.com/republicacts/republicactno713.html
http://www.davaoboard.com/davao-city-hall.php
http://www.pia.gov.ph/?m=12&sec=reader&rp=1&fi=p050113.htm&no=6&date=01/13/2005



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Ariel Serenado



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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Sun Aug 02, 2009 3:17 am

For this assignment we are tasked to visit another local organization or company to ask some related information regarding the Human Resources' Best Practices.

In line with this assignment, with my classmated we visited the Davao Light and Power Company. First let me tackle some information regarding Davao Light and Power Company (DLPC).

Davao Light and Power Company a company based in Davao City, is one of the biggest electric company in the philippines. Being one of the trusted provider in such field, there are best practices in the field of Information Technology and Information System that this company is maintaining. Also, Davao Light & Power Co., Inc. (DLPC) is the third largest electric utility in the Philippines. It was established in 1946 with a franchise area of 3,561 sq. kms. This area covers the whole of Davao City, Panabo City in Davao del Norte and Carmen, Sto. Tomas and Dujali provinces in Davao del Norte.

Furthermore, Davao Light & Power Co., Inc. (DLPC) is the third largest electric tility in the Philippines. It was established in 1946 with a franchise area of 3,561 sq. kms. This area covers the whole of Davao City, Panabo City in Davao del Norte and Carmen, Sto. Tomas and Dujali provinces in Davao del Norte. Also, DLPC saw the need to integrate its data and voice networks so that they will only maintain one communication infrastructure. And the increase in its customer base hastened the need for it to establish a call center where clients can go to and address some of their more common concerns and frequently asked questions. They needed a partner that can provide them with the right solution utilizing much of their existing equipment and at a reasonable cost. Maintaining their communication infrastructure is now easier and cheaper as it integrates both voice and data into one network,preventing duplicate infrastructure and simplifying network management.

Now, the one who entertained us when we were there was Mrs. Jane Lee, Human Resource Supervisor. According to him, he already resigned but the effectivity of the resignation will be onDecember of this year. Also, she is for consultancy bases. In our interview with her, our concerned was all on the Best Practices of the Human Resource Department of the said company. She asked us to specify further our questions, "in what field?", she added. With that we centered the question on the best practices of HR on the following:


1. Training
2. Career Planning
3. Counselling

And these three things are considered aspects of Human Resource Development. If a firm or a company is healthy in terms on HR, then a company should cover these identified aspects.

TRAINING

According to Ma'am Jane Lee, in the case of DLPC they have the so-called Universal Training Plans (UTP) wherein this UTP comprises the complete list of the succeeding trainings that the company will hold. The trainings that the company is involved are classified into two - In house training and Technical Training. Usually the Technical training are being outsourced, they hired groups and organizations to do the training to the old employees and to newly hired. In the case also of the newly hired ones, before they can have their hands on the offices they are admitted they are required to a rigid 40-hour training both in written and manual aspects. Training is very vital in the company like DLPC for it will help cope up the attitude of the company as competent for future advancement. Good and effecient training is always associated with effective service towards the customer.

The key aspects of training are as follows:

1. Learning and Development
2. Leadership/Management Training and Development
3. Setting training and learning at the right level
4. Training Needs Analysis
5. Blended Training
6. Train the Trainer
7. E-learning and online training
8. Training articles.

Career Planning

Career Planning provide employees with assistance to develop realistic career goals and strategies to realize them. Individulas are best placed to develop their own action plan to achieve a particular career objective. Having a master planner is considered a best practice of DLPC in terms of their Career Planning. This planner ensures that the position being designated to an employee is due to him/her. Also, this planner enures that anyone who has the priviledge to exercise his/her profession in a more effecient level by way of promotions, as long as he/she acquire the necessary requirements.


Counselling

The very first step in any effort to improve employee performance is counselling or coaching. Counselling or work coaching is part of the day-to-day interaction between supervisor and an individual who works in his or her work area. Counselling often provudes positive feedback about employee contributions. At the same time, counselling brings perfromance issues to an employee's attention when they are small, and assists the employee to correct them. The primary goal of counselling is not to make the employee bad, or to show how much the HR professional or supervisor knows. But to work with the employee to solve the performance problems and imptove the work of th employees.

In case of the DLPC, they don't have the frequent counselling. But they usually launch an annual program which is more likely a counselling session, Ma'am Lee called it MANAGEMENT CONFERENCE which focuses on "Personal Image Enhancement Program", wherein they adopted the KAIBIGAN TEAM BUILDING PROGRAM to work hand-in-hand with the HRM department to do some counselling to the employees. They also have some recreational activities as part of the counselling which goal is to improve the socialization of the employees. Also, to enhance labor relations.


How does the company ensire that its employees receive adequate formal on-the-job training to perform their duties effectively?

To ensure that the customer receive adequate services, aside form surveying by way of giving evaluation sheets they secure an alternate source of ensuring the services. They called it "Customer Satisfactory Surveying", wherein inside and outside the office they designate team of evaluators to keep an eye on the employees as to the implementations of the "Protocol" and the rest of the SOPs or Standard Operating Procedures. The way the company ensures the services is subjective which is good. They don't stick to one source but they consider some points to have a better view on the projection of the services within the office. Also, by this way of ensuring the services the company provides a better customer-employee relations which a healthy company must achieve.


source:

http://www.cisco.com/web/PH/learning/wins/davao.html



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brian c. namuag



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PostSubject: Human Resource 1st Assignment   Sun Aug 02, 2009 4:36 am





We are to identify local organizations and discuss some of their Human Resource best practices. For about hundreds of local companies in the whole Metro Davao, i chose to ABS-CBN for my research and interview regarding their Human Resource works. Before revealing their practices here is some information about ABS-CBN:



ABS-CBN has established regional stations and news bureaus to handle operations in different areas throughout the Philippines. It also broadcasts to locations all over the world via The Filipino Channel, managed by ABS-CBN International. Shows are also available for live viewing and subscription via the Internet through ABS-CBN Interactive's ABS-CBNNow! service.

ABS-CBN affirms its social responsibility in its slogan, "In the Service of the Filipino", through the establishment of ABS-CBN Foundation. Through multimedia, the foundation has delivered E-TV (Educational Television) VCDs to hundreds of public schools in the country that bebefitted thousands of students. The foundation is also the umbrella organization of such foundations such as the Knowledge Channel (KCh) Foundation, Bantay Bata (Children's Watch), Bantay Kalikasan (Environment Watch), and ABS-CBN Bayan Foundation.

In 2003, during the television station's 50th anniversary, ABS-CBN launched its present slogan, "Kapamilya" (literally means "a member of the family"), which it believes reaffirms the network's commitment to quality programming that will foster Filipino moral values, which is dominant and characterized in a typical Filipino family.

ABS-CBN is the largest integrated media and entertainment company in the Philippines with an asset base of Php24 billion (USD503 million). The company is principally involved in television and radio broadcasting, as well as the production of television programming for domestic and international audiences and other related businesses.

The company operates in three major geographical areas. In the Philippines, the company is involved in broadcasting, cable operation and other businesses. In the United States and other locations (Middle East, Europe, Japan, Australia, and Asia Pacific), the company operates its cable and satellite operations to bring television programming outside the Philippines. The company’s activities outside the Philippines represent approximately 25%, 23% and 20% of total revenues in 2006, 2005, and 2004, respectively.

ABS-CBN Regional Network Group

The ABS-CBN Regional Network Group is the provincial network of ABS-CBN. It is responsible for live/pre-taped relay of shows aired in Manila throughout the country. The ABS-CBN Regional Network Group has several stations in each region all over the country. This group also delivers news in each region and the fiestas in the cities. Through the group, ABS-CBN has the following regional stations in the Philippines and one of these is Davao City(ABS-CBN Davao).

Source: http://telebisyon.net/himpilan/ABS-CBN/


ABS-CBN has a centralized Human Resource Department, base in main network in Quizon City. The role of Human Resource in Entire corporation is indeed contribute a big help to cope up every problem and succesion of the entire organization. It give design to every department, job specification, job evaluation and analyze every inch of works in the department.

In the company we visited which is the ABS-CBN Davao, they have been practicing this four aspects of Human Resource. Although they are base in their mother network, Human Resource Department of the said corporation still analyze and give a solution to every obstacles they face, they do also paper works and evaluate every job done. According to our interviewed personnel Maam Adeleida Sampayan, they catered basic needs and works in the Department, even though they do basic works, still they continually give a massive importance improvement in the organization. They are been headed to a more stronger Human Resource Department for until now they are in the process of developing their HR Department, although they already establish the department well, they have to fix everything for they believe that their Human Resource Department plays a big role in the corporation.

According to Eugenio Lopez III "ABS-CBN offers a competitive compensation and benefits package as well as internal and external training for employees. It also offers an intensive training program for employees who might be interested to try their skills in the field of entertainment thru Career Internship Program or CIP. Our people determine the future success of the company. We hire and retain the best and invest in the development of our human resources. Here in ABS-CBN, everyone is encouraged to discover their potentials and be the best they can be."

Source: http://impact-ph.jobstreet.com/templates/abscbn/careers1.htm

OIC Admin Finance and Human Resource Manager Maam Sampayan told us that every workers in the corporation do multi tasking work, meaning they posses this flexibility of a worker, she also added that she handle not only Human Resource Department but as well as in Finance Department. She is taking up her mastered and doing her thesis in USEP regarding Human Resource, for she really want to learn and give a shot to the department and to the corporation. Her learning's would certainly apply to the organization specially in choosing the appropriate applicants in the designated hiring's.

Human Resource of ABS-CBN also assist of hiring personnel's in the corporation, they are intended to choose the person whom liable to the vacant job. After a tiring work of choosing applicants, HR Department also handle to give seminars and trainings to the applicants so that when time comes they are in the position, they can manage and handle the given task well. The ABS-CBN practices every best works for their assets and for the improvement of the entire corporation. Their Human Resource Department contributes not only to their department but to the entire organization, hence they perform every steps of the work to give a big support to the corporation.

That's how ABS-CBN Human Resource Department handled the organization with the help also of other Departments. Here is the form which applicant posses to be their Human Resource Accountan Officer:

Human Resources Account Officer
(National Capital Reg - Quezon City)


# Requirements: Graduate of BS Psychology, Human Resources Management or any related courses

# With at least four (4) years extensive exposure in total HR functions including compensation design, organization development, benefits administration, performance management, organization development

# Preferably with experience in HR Accounts Management set-up

# Should have good interpersonal relations across all levels in the organization

# With excellent organization and planning skills, highly flexible and proficient in change management

Source: http://ph.jobstreet.com/jobs/2009/6/a/80/2119222.htm?fr=c


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Gabrielle Anne Rae Deseo



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PostSubject: Company's Best Practices (edited vesion LOL)   Sun Aug 02, 2009 7:05 pm

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.

For this assignment, we had visited Davao Light and Power Company and interview their former HR supervisor and now a consultant of DLPC Ms. Jane Lee.

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


Quote :
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

Quote :
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?

Quote :
“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.

According to Ms. Jane Lee for her the Human Resource Department bridges the gap between the people and the management. The HR Department also takes care of the employees. I believe the HRD plays a very important role for every company.

Best practices..

I believe every company has their own good practices in each of their departments. We asked Ms. Lee what are DLPC's best HR practices. Like from the other companies we visited, Ms. Lee said she cannot specify which are their "best" practices but instead she shared some of their company's practices regarding trainings, counseling and career planning. The following are DLPC's practices on their HRD:

On employees and staffs
DLPC don't just hire employees but they pick those who have great potentials that possibly help the company in the future. For example hiring a line man, they hire those who are graduates of Electrical Engineering and then if the employees does well he could be promoted to higher position. They also hire those who had done On the job trainings(OJT) on their company and showed great potentials on their OJT. According to Ms. Lee they always give trainings to their employees either new or old. These training would be a help to make their employees and staff do better in their work. They have this Universal Training Plan (UTP) which contains the trainings that the company will be holding and to whom should it be given. They have in-house and technical trainings for their employees and staff. They usually have outsource resource person to conduct the trainings meaning they hire people outside their company to conduct the training for their employees.

Some of the trainings they give are:
• Introduction to Finance Training
• Presentation skills training
• Personal Enhancement Training
• Technical training (Engineering staffs)
and other more trainings..

They do technical training annually for their engineering employees to enhance their abilities and to serve heir customers better. They also provide team building activities for every department that would make a beJust like other companies before an employee will become regular they should first undergo to a 6-month probationary period.

DLPC also have different organizations that their employees could join into like Sports Organizations, Tall masters group, tribes( for sharing, monthly meeting and team building). These organizations would allow their employees to enjoy their hobbies with other co-workers.

DLPC also 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 provide coulseling for their employees who have personal problems at work or at home. This would improve their emplyees performance just like in training.


Benefits for employees and their dependents

• Basic Retirement Plan for the retirees
• Insurance plan for unwanted cases
• health insurance
• 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.
• 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
• benefits for the employees dependents
• scholarship grants for students

DLPC provides scholarship grants for deserving students for them to continue college and in the future they could hire these students who excels in school. They have scholarships for students who wants to take up courses like EE, ECE, and, IE.

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



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kristine_delatorre



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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Mon Aug 03, 2009 11:07 pm

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.(1)
We, the students of IT was given a task to find a company and conduct an interview to some of their employee about their HR. Finding a company or organization that can accommodate us in interview is quite difficult to find. It takes us two disregarded proposals and non-reply letters before we are finally approved and land to the HR department of city government of Davao.

Thinking of a organization that will suits to our needs of information for this post assignment has really challenge me to find an organization with a well-established HR Department. One of the best examples of it is the HRMO of city government of Davao.

The HR Department of city government of Davao has started their operation as a department starting 1996. But before 1996, HRMO of city government of Davao work as a division under the trust of the office of city mayor. The HRMO of city government of Davao are subdivided into four operating divisions: Planning, Recruitment and Selection, Personal Benefits and Welfare, Training, and the Poor Operating Division. The main goal of the HRMO of City government of Davao is to pursue Recruitment, selection, placement and promotion system with the help of their Enhanced Automated Program that leads to the creation of equal opportunities for employment.

As we started our interview, with the Acting-Head of the Training Division of HRMO – Mrs. Olegario, she has welcomed us with big smile and accommodated us well. As the interview keeps going, Mrs.Olegario identifies some of their best Practices in HR.

BEST HR PRACTICES:

1. The Department values teamwork. They work as a team. They help each other in motivating each other to be productive in their work.
They offer such great rewards or compensation for deserving employees for job well-done. They treat them with extrinsic rewards like travel package in any tourist spot within the Philippines. For extrinsic rewards, like promotion (this is dealt under due process.)

2. Through the use of several personal Mechanisms, the HRMO Department uses it as motivators for their employees. Praises, Recognitions, incentives, and appreciation of Exemplary Performance are some of their recognition for outstanding employees.

3. Systematic Evaluation System. The HRMO of city government of Davao has created different kinds of system that helps develop functions of the Department Offices for Personnel Actions. Such of these are, Automated Performance Evaluation System and Human Resource Information System.

4. The HRMO resolve conflicts depending on situations. Conflicts or clash of attitudes in a department is unavoidable according to Mrs. Olegario. In an organization, there I is always conflicts. That is why, when conflicts arise, Mrs. Olegario enumerated some situation that may happen to both opposing parties:

a. Lose – Lose situation – in this situation, both two opposing parties are not okay with each other and the conflict is not resolve.

b. Lose – win situation – one party is okay with the situation, while the other one still don’t want to resolve problem or conflict.

c. Win – win situation – according to Mrs. Olegario, they always find ways to talk it over when conflicts arise.

They want fair and unbias situation whenever they weigh which of the opposing parties have done wrong. In this situation, this is the best situation that they wanted to happen. They want the two opposing parties to be okay. Nobody’s fault. Peaceful negotiation is much better than any other methods of resolving conflicts.

5. Warm-welcome. One of the best thing I like the most in HR of city government of Davao is there warm-welcome to their guest and visitors. They welcomed us whole-heartedly from the time we send letter for interview till the interview date. The office is conducive for productive employee. The office is well-ventilated and each member is close with each other.

As the interview ended, we were lucky to witness the meeting of their staff in the office. The agenda was about their trip to Samal as their recreational activity for the Month of July.

The meeting was well-organized and does impose participation from the group.

As an evidence to the department’s greatness towards work, the Philippine Information Agency has posted to their website (www.PIA.gov.ph ) an headline with a title “Davao City hailed for “best” HR practices” written by Arvin Yana. It was stated in the headline that the city government of Davao, has employed more than 9,000 Davaoeños, which is considered as one of the biggest local government units (LGUs) in the country. An event held at Grand Regal Hotel dated back Jan 6-7, 2005, shows that Around 30 HR managers from selected local and national government units nationwide were unanimous in praising Davao City’s personnel acquisition, development and maintenance practices as presented by its HRMO chief Marcelino Escalada Jr. at the Human Resource Development Symposium/Workshop .

“Davao City shows that HR offices can also be given equal importance with other departments, unlike most LGUs in the country,” said Eddie Maslog, chief of the Human Resource Management and Development Office (HRMDO) of the Provincial Government of Bohol. This has shows that Davao City’s HR department is considered best examples of how the city addresses the needs of the Davaoeños.

Other initiatives of the city government that the participants wanted to replicate were the setting up of a child-minding facility at City Hall which offers free custodial services to employees who need to take their children to work; the microcomputer-based Human Resource Information System (HRIS) which updates records of all plantilla and coterminous personnel; the character advocacy program which identifies good character traits to be exhibited by employees on a monthly basis; the 5-S program which promotes good housekeeping and systematic approach to work, and the attachment of the Public Employment Service Office of the Department of Labor and Employment (DOLE) which focuses on job generation, facilitation, enhancement, job preservation. This statement was according to the report of Mr. Arvin Yana.

The HRMO of city government of Davao as the working body of the city for employment and employee’s welfare will ensure to work towards productivity for the better living of the citizen of Davao City. With their best practices in HR, the department will stand firm and strong for the Davaoeños.

We would like to extend our warmest gratitude to the HRMO of City Government of Davao for giving us an opportunity to conduct an interview about this topic. God bless and More Power.

References:

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



visit my blog -------------- kjdelatorre.blogspot.com ------------- for all my posts! lol!
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mayraflordurango



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PostSubject: HRM- FIRST ASSIGNMENT   Thu Aug 06, 2009 8:07 pm


Basketball LGU OF DAVAO CITY Basketball






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.
In addition it is also 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.


Local Government Units may group themselves, consolidate or coordinate their efforts, services and resources for purposes commonly beneficial to them in accordance with law.

Local Government Units may, through appropriate ordinance, group themselves, consolidate or coordinate theirefforts, services and resources for purposes commonly beneficial to them. In support of such undertakings, the LGUs involved may, upon approval by the Sanggunian concerned after a public hearing conducted for the purpose, contribute funds, real estate, equipment and other kinds of property and appoint or assign personnel under such terms and conditions as maybe agreed upon by the participating local units through Memorandum of Agreement

In correlation, here are some of the important information I’ve gather during the time of interview in the acting head of the training division of the Human Resource Managament Office namely, Mrs. Olegrio.
About the HR best practices adopted by the LGU of Davao city.[/center]


cyclops Read me………Eye See…! cyclops



bounce TEAM WORK bounce


One of important values that a certain organization/team should acquire. As teams grow larger, the skills and methods that people require grow as more ideas are expressed freely. It does mean that effective and efficient teamwork goes beyond individual accomplishments. The most effective teamwork is produced when all the individuals involved harmonize their contributions and work towards a common goal.


bounce VACATION TRIP bounce


As what she said, it is also a need to provide a vacation trip to their staffs and employees. Trough this, everyone have a time to motivate and relax after all the cruel works in office. It is also provides bonding moments and mutual aid with each other.


bounce SYSTEMATIC EVALUATION SYSTEM bounce


As an organization that function a heavy and great brole in the nation of davao city, they adopted systems for the assesstements of their work and duty.

Now the HRMO of city government of Davao has created and apply different kinds of system that helps develop and maintaining the functions of the Department Offices for Personnel Actions and it's responsibility to the
government. These are:

*Automated Performance Evaluation System
*Human Resource Information System.


bounce PROPER ORIENTATION bounce


Part of HR task is to provide an orientation within their staffs and employees especially to the applicants and new employees. These serve as a proper procedure to proceedings and undergo trainings within the department role in employment.


bounce WARMED WELCOME bounce


Respect matters most...!
On the day we conducted an interview to the LGU's HR department. We can feel the upright accommodation and warmed welcome coming from the staff's. Trough this, we are very thankful and comfortable during the Q&A portion.

cheers REMARKS: cheers


Even though, I'd pass this task very late.
Then, I'm very thankful because at last, LGU of Davao City granted our request and cooperate with us for the accomplishment in this subject.
Furthermore, the most advantage is, this new experience serve as a new learnings for us students and prepare us for the high advance field of competency in the near future.

.......Peace be with you sir...
.......this is my new blogspot... http://mayraflord.blogspot.com/ .............
lol! Thank you..... lol!
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Maria Theresa F. Rulete



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PostSubject: Re: Assignment 1 (Due: July 7, 2009, before 01:00pm)   Sun Aug 16, 2009 12:23 pm


Company description:


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 2008, the company sold 1.371 billion kilowatt-hours to 257,100 customers with a peak demand of 248 megawatts (MW). Among the country’s most efficiently run power utilities, its systems loss rate of 8.17% 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.


During the interview:

Last August 23,, 2009, our group went to the office Davao Light and Power Company to conduct an interview regarding their best practices in HR. We have interviewed their HR Supervisor, Mrs. Jane Lee. Mrs. Lee told us that their best practices in HR are the following:

1. They are implementing a Universal Training Plan (UTP) which consists of different trainings for their regular employees. UTP can be in-house which is officiated by their staffs only, and outsource which is done by some other people from outside Davao City.

2. Their HR Department is the one who would take care of everybody for their employees’ career movements.

3. They also have career planning which means that they hire that particular person because he/she has a potential for the future of the company. And they implement cross-posting of every departments to another departments for them to be able to familiarize the different fields of the different departments of their company.

http://www.davaolight.com/index.php?option=com_content&view=article&id=45&Itemid=55

My Blog: http://etelur.blogspot.com/2009/08/hrm-assignment-1.html




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Marlie E. Sisneros



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PostSubject: Assignment 1[hrm]   Tue Aug 18, 2009 12:29 am

im workin' on it.. Sleep
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aeros salaga



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PostSubject: HR best practices   Fri Aug 28, 2009 2:51 am

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

Lot of works has done just for finding a local organization that can be conducted an interview or a study about this subject. I myself found out that this kind of work or study is not easy and you need to show your whole effort in order to come up with a good output. I, together with my classmates encounter many rejections on the company we’ve chosen. So, in order to lessen those rejections, I choose one organization for my MIS and this subject HRM. After asking some questions about my topic on MIS, I ask the interviewee if he could allow me conduct another set of interview for this subject, and luckily the interviewee agrees. Through those challenges we are still aiming to comply all of those activities. I know that these activities we are doing are for our own good, these would help us to grow and the time will come that we can use what we did before. Therefore, these activities will help us now and to the future. I choose Rhine Marketing for my MIS and for my HRM. The interviewee said that this department is not actually where he belongs but he said he has some knowledge about Human Resources because their branch is just small and he always communicates to every staff there. There are only few information that I gather from him, but still I got the information that can answer to the topic above. The information about the topic above that I get from him about their organization will be discussed below.

Some information about Best Practices on Human Resource can be found in this site below:

http://www.igda.org/hr/IGDA_Best_Practices_HR.pdf

About Rhine Marketing Corporation:



List of Officers:

Chief Executive Officer
Hernando O. Streegan Vice President Finance
Eliodoro F. Ostia Operations Manager Visayas
Alfredo Sarsua Accounting Manager
Gloria Jumamoy IT Manager
Ramil B. Rallos
President/COO
Edgardo T. Anselmo Comptroller
Nilda Golez Operations Manager Computer Div.
Ferdinand M. Edjic Acting Budget Manager
Elieser G. Velasco Assistant Accounting Manager
Larry Macoy
Vice President Operations
Jose M. Cunanan Jr. Operations Manager Mindanao
Teodoro P. Macalinao Operations Manager Luzon
Fred Tolentino Audit Manager
Elieser G. Velasco Finance Officer
Edwina Sarria


ORIGIN

In 1947, the late Claude Marion Wilson Jr. after has retirement from the US Army, invested his savings and set up the Claude M. Wilson Trading Co., a company engaged in the imporation and selling of construction materials, essential items needed for the country's reconstruction after World War II. The small enterprise was later renamed Claude Wilson Corporation. The company started selling imported sewing machines, and business machines, principally the Italian Olivetti typewriter. The Claude Wilson Corporation established its Cebu branch in 1957, at the center of Juan Luna and D. Jakosalem Streets, under the supervision of Mr. Juan Ross. Mr. Lou Da Costa was then General Manager of the Manila Head Office. In less than a year, the company grew and Cebu branch moved to bigger offices of the old Osmella situated at the corner of D. Jakosalem and Magallanes Streets. Mr. Jose Antonio Martinez became the first branch manager, while another trusted Wilson executive, Mr. Senen Valero, took charge of company operations. In the later 50's and early 60's, the Philippine economy began to flourish resulting in an increased demand for sewing machines and other home appliances. This gave the company through Claude Wilson's entrepreneurship, the impetus to diversify and expand its product lines. In line with the government's call for the establishment of more factories, Mr. Wilson decided to manufacture instead of import sewing machines. This daring move was vigorously challenged by competitors who could import sewing machines more cheaply than to manufacture them.
In 1961, Claude Wilson Corporation became Philippine Sewing Machines Manufacturing Corporation (PSMMC). The company head office was in Manila with branches in Cebu and Dagupan, locations designed to meet demands in Luzon and the southern part of the country. Martinez was transfered back to head office in Manila and A.F. Martelino was appointed Cebu Branch Manager.
On May 26, 1964, PSMMC (now METERCOR) formed a marketing arm called Rhine Marketing Corporation principally to sell Rhine sewing machines. Paid-up capital was P50,000.00.
In the 70's product lines were expanded to include other consumer durables which, like sewing machines, were also in short supply. Since the company's main thrust was to be installment sales, Wilson and his executives reasoned that a provincial head office would stand a better chance of succeeding. That national was that a small, cohesive community where people knew each other and have lived in the area for many years would result in safer, less risky sales on credit. Cebu was a natural choice. That policy was a wise one indeed and Rhine today continues to operate a nationwide network of branches from its home base in Cebu.



…The Rhine Marketing Corporation branch here in Davao City can be found at San Pedro St., started asking the interviewee some questions about their Human Resource practices, and its best practices. He said that from the very beginning of the history of their organization they already have the best practice about Human Resources, because, he said that we are talking about Human Resources we talk about people that and what are the things the company or their organization did to the people working for the organization and to the people benefited to their organization, because according to him, Rhine Marketing has many activities or plans in helping people and these are the progressive things that their company did, Rhine has been actively involved in various socio-economic and civic projects of such institution as the Boy Scouts of the Philippines and the Philippine Business for Social Progress. Personal involvement of the Chairman of the Board Mrs. Isabel Caro Wilson and Mr. Hernando Streegan ensure the company's support and active participation in worthwhile community undertakings. Rhine started granting college scholarships under the Claude M. Wilson Scholarship Program. An average of eight deserving students is selected per year. At present, there are now 80 students who have fully availed of the program. The company has served more than 700,000 families by granting them credit through installment sales of more than 1.1 billion pesos. Rhine also gives P30,000.00 death cash benefit to the beneficiary of any Rhine customer who at the time of death due to an accident still has an up to date account of Rhine Marketing Corporation. Consequently, the remaining balance shall be waived and the unit purchased by the deceased customer shall be considered fully paid. Rhine Marketing Corporation also honors the people who for a number of years have rendered their loyal and faithful service to the company. The company believes that to these individuals, recognition for their hardwork is what they all truly deserve. Every year, service awards are given to its employees who have reached five, ten, fifteen, twenty and twenty five years in the company. Awardees are distinctively awarded with plaques and cash incentives for their respective number of years. Those are the some thing that the Rhine Company Human Resource practices, as mention above, they are involve on some organizations activities such as Boys scout, they also help some students through their scholarships, and also to their customers benefits and definitely to their employees especially those who serve to their company for a long years. The interviewee also mention about their time management, they are strict on time and there are penalties to those who will be late on time log-in. Those are the information that I gather from the interviewee.

References: http://www.rhine.com.ph/about-us/rhine-marketing-corporation.html

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joverly gonzales



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PostSubject: Assignment#1: Best HR practices   Mon Oct 12, 2009 3:20 pm

Assignment #:1
Identify a local organization(s) and discuss some of their best practices in HR... this should be well-supported with any evidences

BEST PRACTICES OF HUMAN RESOURCES

New City Commercial Corporation (NCCC)

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. "

Human Resource Department or they call it “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

NCCC used “magic runtime” software to manage the data of the employee working on the company.

*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.

Evidences:


From left, (Me, Jebi, Jezreel and the NCCC I


NEKENFAB INCORPORATED
The next company that I have interviewed regarding the best practices of their HR is the NekenFab Incorporated. Since this company is our adopted company in MIS, I took the opportunities to interview about their HR.

Profile:

NekenFab, Inc. is a Securities and Exchange Commission (SEC) duly registered company, is owned and managed by Filipino professionals whose address is at 2/F Arañez Bldg., Prk 30, KM Ma-a Davao City, Philippines.
The provision of appropriate and adequate housing for “all” signifies the state of the people’s well being, hence, like many countries, the Philippines has been pursuing to provide shelter to the homeless and the underprivileged.
It is in this concept that the NekenFab, Inc. was conceived and established to address the need for adequate housing in the country. As a private entity, the incorporators feel to venture in this kind of industry as their contribution to the solution of this social problem that the government is facing, and as partners in achieving national development.
The company has employed Filipino Architects, Engineers, Planners, and other professionals with track record of experience in planning, design, and construction. Likewise, its staff is updated with modern technology and project implementation and construction.
Furthermore, NekenFab’s uses their own Information System (MIS) in their business transactions. With the support from the latest computer-based design system, the company offer services that can manage, design and optimize or operations from the initial conceptualization to the actual construction of the project.

VISION
To be the most efficient and effective construction company utilizing state of the art technology in providing affordable and quality structures.

MISSION
Continuously creating value for research, planning and design to achieve customer satisfaction thru intelligent use of time, money and effort.
CORE VALUES
o Strong Customer Focus
o Empowered Teamwork
o Transparency of actions
o Absolute commitment to safety and improvements
o Progress through people
o Technology Adaptability

Functions of Nekenfab Incorporated
Responsible for posting, sourcing, recruitment, placement, making the salary offer, explanation of benefits, orientation and training of selected applicants.

BENEFITS OF THE EMPLOYEE

Vacation leave
The company recognizes that its employees need time to recharge and to look after personal affairs. It is therefore the company grant vacation leave with pay to qualified employees for the purpose of attending personal matters, rest, and recreation.

Sickness leave
The company accepts its responsibility to look after the welfare of its employee, especially during moments of sickness or illness. Therefore, the company grant sick leave with pay to its employees during illness.

Maternity leave
It is the policy of the company to grant maternity leave with full pay and all corresponding benefits to all its qualified female.

Paternity leave
It is the policy of the company to grant paternity leave with full pay and all corresponding benefits to all married male employees.

Social security
It is also the policy of the company to adhere to all the provisions, amendments, and jurisprudence of the law.


DISCIPLINARY ACTIONS
The following are some of the disciplinary action of NekenFab INC.
Nature offenses

1.Attendance
-Absence without official leave (AWOL) on any day, without reasonable excuses.
-Unexcused tardiness in coming to work, including coming in from breaks.
-Loitering during working hours
-Abandoning without permission.
2.Personal Conduct
-Deliberately slowing down work, restricting output, or engaging in sabotage.
-Sleeping on duty
-Reporting to work while under the influence of liquor
Immoral behavior or conduct, to include lascivious action and sexual harassment.
3.Dishonesty
-Making false statements or deliberately lying during formal investigation.
-Falsifying, misrepresenting, or altering reports, Personnel or other company records.C Stealing or theft any sort.
-Falsifying any signature on a company check or any checks and other financial documents, where the company is party.
4.Work Attitude
-Inexcusable negligence resulting in disruption of operation or impaired work performance.
The penalties of these offenses are depending of the offense that the employee has committed. The first offense usually the penalty is verbal or written warning or seven days off without pay except of committing sexual harassment or trafficking or use of prohibited drugs, and many on dishonesty. The first penalty is TERMINATION.



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

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