MTC HRD Thread

[st]

thank you sir,

can "rayuma" be classified under disease?

<{POST_SNAPBACK}>

later on pagpinabayaan at unti unti maging complicated na yong sakit but

"rayuma" is caused by a build up of fluid in the joints, the so-called 'water on the joints' due to the fact that inflamed joints swell; osteo-arthritis(general breakdown of the joint cartilage over time) and rheumatoid arthritis(a painful swelling in all or most joints at once). The best treatment for this is thru hot compress with aroma theraphy and sweddish and thai traditional massage. Avoid eating meat and beans and fats.

Edited April 13, 2006 by Maribel-R18

[council]

thank you sir,

can "rayuma" be classified under disease?

<{POST_SNAPBACK}>

 

Technically, yes. DISEASE as referred to in the labor code refers in a general term to any illness.

 

As per M-W.COM:

 

Main Entry: dis·ease

Pronunciation: di-'zEz

Function: noun

Etymology: Middle English disese, from Middle French desaise, from des- dis- + aise ease

 

1 obsolete : TROUBLE

2 : a condition of the living animal or plant body or of one of its parts that impairs normal functioning : SICKNESS, MALADY

3 : a harmful development (as in a social institution)

- dis·eased /-'zEzd/ adjective

[mikenidshelp]

im a newly appointed Sales Manager in a small company. Medyo informal ang setup and i was hired to "professionalize" their work environment. Problema first assignment ko is may pinapasibak na 3 Sales Officers yung owner ng company because non- performing based on rates nila sa target quota (one is 2 years na, one is 9 months and the other is 1 1'2 years).

 

 

Kaso nung tinanong ko kung may contract or agreement dati na termination due to those circumstances wala raw policy ang company. Sabi ko definitely i could not terminate without a process kasi pwedeng labor issue.

 

What do you think is the best sir/ mam? Written warnings, then ika 3rd subject for termination? i heard of this process from another company kaso mejo mahaba ata dapat ang time allocation as in 1 letter per quarter. can anybody suggest something better. i pity those persons pero i need to regroup immediately or all will suffer kasi. ty

[ryanarjay]

hello to all hr gods and godesses here, i hve a question for u.

case: im applying for a DATA ANALYST position in an internationl company. when i passed the exam, after 2 days an hr staff called me for a personal initial intrvw, then after 3 days i received another call from an hr staff informng me that my application was frwrded to another positon, BUSINESS PROCESS OUTSOURCING(BPO) position.(meaning kinansel na un previos application ko for a data analyst), during that call she asked if im ok for a phone interview that day, so it was done. then after 3 days they called me for a prsonal interview(april7), during that intrvw i asked the intrviewer what would be the next step, she said manager na raw susunod, final interview na raw un, wait for their call daw. ryt now im kinda worried kc d pa rin tumtwag, counting from april 7 mga 9 days na nakakaraan. guys dapat ba ako kabahan or tlgng may katagalan lang? :mtc:

Edited April 17, 2006 by ryanarjay

[binoyski71]

HR practtioners... i need your opinion...

 

1. can employees see & review their own 201 files...

2. are there restrictions in seeing & reviewing your own 201 files...

 

thanks for your help dudes... :)

[council]

Yes, an employee may review his/her 201 file.

But for a valid reason.

 

As a rule, I never allow them to see their own (or others') files.

They have to make a request, and provide a valid reason.

 

Come to think of it, nobody has ever given me a satisfactory reason.

[binoyski71]

Yes, an employee may review his/her 201 file.

But for a valid reason.

 

As a rule, I never allow them to see their own (or others') files.

They have to make a request, and provide a valid reason.

 

Come to think of it, nobody has ever given me a satisfactory reason.

 

thank you for the clarification... satisfactory reason is different from person to person especially when there's no written rule/guideline... if i may ask... what may be a satisfactory reason for you?

 

thanks again... :)

[council]

thank you for the clarification... satisfactory reason is different from person to person especially when there's no written rule/guideline... if i may ask... what may be a satisfactory reason for you?

 

thanks again... :)

<{POST_SNAPBACK}>

 

here's a situation wherein i *might* allow the employee to view his 201 file.

 

- if there is a written complaint about him which has been filed, and that he wants to see first-hand the accusation against him so he may be able to respond properly.

 

but in that case, I'd pull out the document in question and show it to him, or give him a copy. But not show the rest to him.

 

Some years back, I was only 1 of 3 people who could see the 201 files of all our 1000+ employees without having to have a reason. Of course, my own 201 file was kept by my boss elsewhere.

[council]

you can try the following:

 

1. have management issue a circular on quotas / sales targets with corresponding sanctions for poor performance.

2. advise your sales group on the new policy.

3. Give them 2 weeks to show an improvement in performance.

4. on the 3rd week, give a memo for those performing poorly.

5. on the 4th week, give a final warning.

6. if by the 1st week of the next month, no major improvements take place, implement the "removal."

 

think of it as having your company's survival will depend on the production of the employees.

 

if they are more of a cost center rather than a revenue-generating group, you'd need to take steps to turn things around.

[Wyld]

im a newly appointed Sales Manager in a small company. Medyo informal ang setup and i was hired to "professionalize" their work environment. Problema first assignment ko is may pinapasibak na 3 Sales Officers yung owner ng company because non- performing based on rates nila sa target quota (one is 2 years na, one is 9 months and the other is 1 1'2 years).

Kaso nung tinanong ko kung may contract or agreement dati na termination due to those circumstances wala raw policy ang company. Sabi ko definitely i could not terminate without a process kasi pwedeng labor issue.

 

What do you think is the best sir/ mam? Written warnings, then ika 3rd subject for termination? i heard of this process from another company kaso mejo mahaba ata dapat ang time allocation as in 1 letter per quarter. can anybody suggest something better. i pity those persons pero i need to regroup immediately or all will suffer kasi. ty

<{POST_SNAPBACK}>

 

Termination is something done only after due process

 

The key word here is DOCUMENTATION .

 

In your case, since your department is Sales (even though it is a small company), your main performance parameter is Sales Quotas. What is important is that there is proper and sufficient documentation (in the form of memos, letters, performance appraisals) that the employee has not hit his quota for the past X number of years.

 

Due process means the use of progressive discipline. This means that after the first time that the quota is not hit, the person should receive a written memo informing him of this and putting him in a Performance Improvement Plan. This plan gives him a specific target or quota and a specific time frame in which to achieve it.

 

There is a review at the end of the specified time frame for the plan. If the person does not hit the quota again, then you can either give the person another chance or serve him his termination papers.

 

Termination is not instant. Unfortunately, even if those employees have not hit their quotas in years, the fact that these were not documented means you cannot terminate them for those past issues. My suggestion is begin documenting now. Put strict goals and measure these goals in the time frame specified. At the very least, you might need 6 months in order to terminate them.

 

Honestly, it is better to be more conservative in termination cases. You dont want the hassle of these employees bringing up a labor case against your company in the NLRC because, traditionally, the NLRC has always favored employees in cases like these (unfair labor practice, unlawful termination, etc etc).

Edited April 22, 2006 by Wyld

[binoyski71]

here's a situation wherein i *might* allow the employee to view his 201 file.

 

- if there is a written complaint about him which has been filed, and that he wants to see first-hand the accusation against him so he may be able to respond properly.

 

but in that case, I'd pull out the document in question and show it to him, or give him a copy.  But not show the rest to him.

 

Some years back, I was only 1 of 3 people who could see the 201 files of all our 1000+ employees without having to have a reason.  Of course, my own 201 file was kept by my boss elsewhere.

 

thanks council for your assistance... so i guess it's a subtle way of saying that it's confidential...

[diver_703]

where's the best place to teach, in terms of salary... college/university preferred... around manila... cavite and laguna are fine as long as di masyado malayo sa manila...

[tutay]

hello everyone

 

i'm rather new here at mtc.

i hope you'll help me with this concern.

it's like this...

 

last april 1 (bakit ba naman kasi april fool's day pa nangyari e )

as i was saying...

last april 1 i was offered a job as a trainer in a publishing firm in makati.

it was no less than the HR manager who conducted the job offer.

i was given a list of pre-employment requirements.

i had to take my medical exams at an accredited clinic.

unfortunately, the urinalysis turned up not ok.

they required me to take an FBS exam to rule out the possibility of diabetis.

so i did. but then the fbs exam said my blood sugar was high.

so they asked me to get clearance from an endocrinologist.

i did that promptly, and i was cleared for diabetis.

 

i submitted the clearance to their accredited lab,

which the lab forwarded to the firm along with their assessment.

i am not privy to what the remarks on my file were,

but i was able to speak to someone from the lab about it,

and she said i was given clearance.

 

i shouldn't have to worry, but then again it's already two weeks since

that lab report was received by the firm.

i have called HR about it (actually, i've called four times na to follow up)

and i was told to wait for the decision of the

HR manager and the vp, who is going to be my boss.

 

so what i did was i wrote a "thank you/manifesting eagerness letter" to the HR manager and the VP

 

my quandaries:

 

is it reasonable for me to get worried that i won't be hired after all because of medical issues?

if this is so, is this fair? doesn't it constitute discrimination?

 

i am apprehensive that the time it took me to complete the requirements has been too long.

or have they found another candidate?

if that is so, should i or shouldn't i know about it?

 

the bad thing is, i've already resigned from my former work because of this new firm's offer.

now i feel i'm left hanging and very worried

 

anyone, please enlighten me on this?

 

thanks for reading this novel of a post

[Guest fhoryou]

Hey why do you have to worry?

 

There is nothing to worry about. Its just a job.

 

I prefer look for other means of income.

 

Prepare to build up your assets, financial asset not the other asset.

 

hello everyone 

 

i'm rather new here at mtc.

i hope you'll help me with this concern.

it's like this...

 

last april 1 (bakit ba naman kasi april fool's day pa nangyari e  )

as i was saying...

last april 1 i was offered a job as a trainer in a publishing firm in makati.

it was no less than the HR manager who conducted the job offer.

i was given a list of pre-employment requirements.

i had to take my medical exams at an accredited clinic.

unfortunately, the urinalysis turned up not ok.

they required me to take an FBS exam to rule out the possibility of diabetis.

so i did. but then the fbs exam said my blood sugar was high.

so they asked me to get clearance from an endocrinologist.

i did that promptly, and i was cleared for diabetis.

 

i submitted the clearance to their accredited lab,

which the lab forwarded to the firm along with their assessment.

i am not privy to what the remarks on my file were,

but i was able to speak to someone from the lab about it,

and she said i was given clearance.

 

i shouldn't have to worry, but then again it's already two weeks since

that lab report was received by the firm.

i have called HR about it (actually, i've called four times na to follow up)

and i was told to wait for the decision of the

HR manager and the vp, who is going to be my boss.

 

so what i did was i wrote a "thank you/manifesting eagerness letter"  to the HR manager and the VP

 

my quandaries:

 

is it reasonable for me to get worried that i won't be hired after all because of medical issues?

if this is so, is this fair? doesn't it constitute discrimination?

 

i am apprehensive that the time it took me to complete the requirements has been too long.

or have they found another candidate?

if that is so, should i or shouldn't i know about it?

 

the bad thing is, i've already resigned from my former work because of this new firm's offer.

now i feel i'm left hanging and very worried     

 

anyone, please enlighten me on this?

 

thanks for reading this novel of a post 

<{POST_SNAPBACK}>

[Bisdak88]

hey this thread still active? kamusta na yung kaso?