MTC HRD Thread

[Tokoy]

tough question..

 

here's more...

 

by next year quota free na... bad news for manufacturing/exporter companies... expect na magboom low labor cost countries....

Now thats triple bad news.

[Tokoy]

good day poor tao!

 

hows life today?

 

the reason why I was asking you earlier about the NSD rate on overtime because this is the area most of the employer slips. NSD rate on overtime must be computed based on the overtime rate and not the base rate. So if its 10% it should be from rate + ot premium and not the basic pay rate.

[Dreamer]

Good Day HR posters and residents!

An asian profile regarding which country has the highest labor cost. The Philippines rank 3rd. Singapore being the first. Do you think its a nice fact? maybe? or maybe not? but take a look at the quality output, among the 12 countries being studied our Philippines second, second starting at the bottom. Now that's bad news. How would capital find its way to Philippines if that is the statistics. I think we have to do something about this because everyear we are producing unemployed people at the double or triple digit rate.

I work for a multinational IT services company. Our costs are definitely higher than our closest Indian competitors. To make things worse, they have quality certifications like ISO and Software Engineering Institute's Capability Maturity Model.

 

So how do we compete? We are still trying to form our marketing message but our firm has bought an Indian company to give us a presence there. While our company's revenues have been going on a downward trend, our Indian acquisition has been having an increasing revenue trend.

 

The Manila office has been trying to get more competitive by getting quality certifications such as ISO and CMM but I think we may be late. Still, it makes us a bit more competititve when going against the Indians.

 

It is our hope that being an American company that has good relationships with customers will still count. I've been looking at those Indian companies for several years now and they will eat us for lunch if we aren't careful.

 

With only 3 companies that have CMM certifications in the country, we will be hard pressed to compete with the Indians since they have the most number of CMM Level 5 (the highest level) companies.

 

On a personal note, I have been trying to take courses and certifications that are globally recognized so that I won't get behind.

 

As a people, we have to realize that we are competing with the rest of the world. We can't just spend our time enjoying ourselves and having no cares. We have to wake up our leaders especially our politicians that we are wasting our time infighting when we should be looking at our neighbors and competitors.

[poor_tao]

good day poor tao!

 

hows life today?

 

the reason why I was asking you earlier about the NSD rate on overtime because this is the area most of the employer slips. NSD rate on overtime must be computed based on the overtime rate and not the base rate. So if its 10% it should be from rate + ot premium and not the basic pay rate.

SIR TOKOY, SALAMAT SA PALIWANAG MO. GANUN BA? SALAMAT SA THREAD NA TO AT MARAMI KAMING NALALAMAN NA HINDI NAMIN ALAM BEFORE.

 

SAD TO SAY, HINDI SINUSUNOD NG COMPANY NAMIN YUNG TAMANG COMPUTATION NG DIFFERENTIAL RATE DURING OVERTIME. KUNG GANUN, ANO DAPAT GAWIN NAMIN PARA MACORRECT SILA?

 

BY THE WAY PRE, ARE YOU A LAWYER OR HR MANAGER? DAMI MO ALAM SA LAWS ABOUT LABOR. SANA MA MEET KA NAMIN NG MGA OFFICEMATES MINSAN. PAINUMIN KA NAMAN NAMIN. HEHEHEHE. DAMI MO NA NA SHARE SA AMIN. SALAMAT PRE.

[Tokoy]

Good Day HR!

 

Let me take this opportunity to greet you all an advance merry christmas and a peaceful and productive new year ahead!

 

I was out of the board for some time because I was facilitating a year end evaluation in one of our subsidiaries. I got too much work in my lap now and I dont know if I can spend my holidays well.

[Jack Bauer]

good day to all you HR people,

I have one question. When it comes to severance pay, does it makes a difference if one gets sacked due to redundancy as compared to one who has to leave due company closure?

[Tokoy]

SIR TOKOY, SALAMAT SA PALIWANAG MO. GANUN BA? SALAMAT SA THREAD NA TO AT MARAMI KAMING NALALAMAN NA HINDI NAMIN ALAM BEFORE.

 

SAD TO SAY, HINDI SINUSUNOD NG COMPANY NAMIN YUNG TAMANG COMPUTATION NG DIFFERENTIAL RATE DURING OVERTIME. KUNG GANUN, ANO DAPAT GAWIN NAMIN PARA MACORRECT SILA?

 

BY THE WAY PRE, ARE YOU A LAWYER OR HR MANAGER? DAMI MO ALAM SA LAWS ABOUT LABOR. SANA MA MEET KA NAMIN NG MGA OFFICEMATES MINSAN. PAINUMIN KA NAMAN NAMIN. HEHEHEHE. DAMI MO NA NA SHARE SA AMIN. SALAMAT PRE.

poor tao

 

that's one tough question you have there. well i worked in the HR world for almost ten years now. i have been to different facets of hr already in that span of time. i've been with training, recruitment, employee relations, benefits and others. maybe this is the reason why i was able to familiarize myself with the labor laws. i would be glad to meet you and your friends one of these days maybe we can arrange an HR EB.

 

good day!

[Tokoy]

good day to all you HR people,

I have one question. When it comes to severance pay, does it makes a difference if one gets sacked due to redundancy as compared to one who has to leave due company closure?

Good Day Jack!

 

On your question. My answer to that is YES. There's a difference between the pay for employees redundated against those terminated for cessation or closure of business.

 

The law states that employees who are declared redundant shall be entitled to at least one month of his latest pay. For those staying with the company for quiet a time they shall receive at least one month for every year of service. Please take note that company whose planning to reduce employees for cost saving measures must first serve a written notice to the Department of Labor at least one month before the planned effectivity. This is to give the law ample time to review the merits of their application.

 

On those retrenched or terminated due to business closure. The law states that they are entitled to at least one (1) month of his latest pay or at least half (.5) month for every year of service rendered. For both instances a fraction of at six (6) months shall be considered one year.

 

I consistently mentioned the term "at least" for both instances because if the company has a retirement program that program should prevail.

 

Thank you.

[Tokoy]

SIR TOKOY, SALAMAT SA PALIWANAG MO. GANUN BA? SALAMAT SA THREAD NA TO AT MARAMI KAMING NALALAMAN NA HINDI NAMIN ALAM BEFORE.

 

SAD TO SAY, HINDI SINUSUNOD NG COMPANY NAMIN YUNG TAMANG COMPUTATION NG DIFFERENTIAL RATE DURING OVERTIME. KUNG GANUN, ANO DAPAT GAWIN NAMIN PARA MACORRECT SILA?

 

BY THE WAY PRE, ARE YOU A LAWYER OR HR MANAGER? DAMI MO ALAM SA LAWS ABOUT LABOR. SANA MA MEET KA NAMIN NG MGA OFFICEMATES MINSAN. PAINUMIN KA NAMAN NAMIN. HEHEHEHE. DAMI MO NA NA SHARE SA AMIN. SALAMAT PRE.

on your question as to what to do in your case?

 

allow me start with a question. do you have an employee council or a union? because i still believe that its best to discuss this matter over this group. this group can very well bring the issue to the management's representative/s.

 

in case of none, i believe that you have to seek audience with your HRD to discuss this matter. i usually suggest to employees of company's without council and union to involve HR always and never antagonize them because these are the very people who could help.

[Jack Bauer]

Good Day Jack!

 

On your question. My answer to that is YES. There's a difference between the pay for employees redundated against those terminated for cessation or closure of business.

 

The law states that employees who are declared redundant shall be entitled to at least one month of his latest pay. For those staying with the company for quiet a time they shall receive at least one month for every year of service. Please take note that company whose planning to reduce employees for cost saving measures must first serve a written notice to the Department of Labor at least one month before the planned effectivity. This is to give the law ample time to review the merits of their application.

 

On those retrenched or terminated due to business closure. The law states that they are entitled to at least one (1) month of his latest pay or at least half (.5) month for every year of service rendered. For both instances a fraction of at six (6) months shall be considered one year.

 

I consistently mentioned the term "at least" for both instances because if the company has a retirement program that program should prevail.

 

Thank you.

sir tokoy,

very well explained.

 

many thanks,

jack

[Tokoy]

I work for a multinational IT services company. Our costs are definitely higher than our closest Indian competitors. To make things worse, they have quality certifications like ISO and Software Engineering Institute's Capability Maturity Model.

 

So how do we compete? We are still trying to form our marketing message but our firm has bought an Indian company to give us a presence there. While our company's revenues have been going on a downward trend, our Indian acquisition has been having an increasing revenue trend.

 

The Manila office has been trying to get more competitive by getting quality certifications such as ISO and CMM but I think we may be late. Still, it makes us a bit more competititve when going against the Indians.

 

It is our hope that being an American company that has good relationships with customers will still count. I've been looking at those Indian companies for several years now and they will eat us for lunch if we aren't careful.

 

With only 3 companies that have CMM certifications in the country, we will be hard pressed to compete with the Indians since they have the most number of CMM Level 5 (the highest level) companies.

 

On a personal note, I have been trying to take courses and certifications that are globally recognized so that I won't get behind.

 

As a people, we have to realize that we are competing with the rest of the world. We can't just spend our time enjoying ourselves and having no cares. We have to wake up our leaders especially our politicians that we are wasting our time infighting when we should be looking at our neighbors and competitors.

I still believe that compared to our direct Indian counterpart Pinoy still enjoys great advantage. Despite all these trouble we have in our country right now i.e. the political and economic crisis still you can hear or read in the news that a Pinoy excelled. It is innate to us Pinoy to survive and excel in whatever craft that we do. As individual we are invincible because of the quality we have to survive. This is the very reason why I still believe that we have greater advantage compared to the Indians. Lately, a pinoy was awarded the top american award for teachers. She rose among her american and europian counterparts to garner the top prize.

 

Remember also that we are exporting quality brains abroad to work as General Managers, Executive Chefs, Professors, IT Heads, Engineers, Master Mariner, Doctors, Nurses and even mayors and now governor in one of the state in the US.

 

whose to blame?

 

What hindered us to rise as a nation is the inability of our leaders to provide this country with a goal. Its a sad fact that these people in the government prioritizes their selfish agenda to the detriment of us Pinoys. See what happened to our politics, the mud slinging from both sides and there goes our peso nosedived in what they call a record low against the dollar.

 

Partly, we are also to be blame. Our divisive attitude somehow widens the gap between us filipinos. We also didnt learn or deliberately forego the lessons taught to us by our history.

 

Again im dreaming on this. Imagine what will happen to us if all these interruptions be ridden off. You tell me?

[Tokoy]

TO ALL HR RESIDENTS AND POSTERS

 

 

MERRY CHRISTMAS AND HAPPY NEW YEAR IN ADVANCE!

[Tokoy]

Hey hey hey everyone!

 

This thread is lonesome again. Hows everyone doing? Hope everything is fine!

[xcalibr]

Hi! its one of the challenge in recruitment - getting the right fit. we can give pointers in here but i highly recommend that you get formal training on it.

 

I can recommend two training institutions: UP School of Labor and Industrial Relations, UPSOLAIR telephone numbers - (632) 0928-6396;927-8340 or their website www.solair.upd.edu.ph or you can try PMAP-HRMDC telephone numbers (632) 726-1581; 726-1588.

 

thanks...

you may also visit PMAP's website at www.pmap.org.ph.

 

thanks

[xcalibr]

Please help me on these:

 

1. If you have annual salary increase and you feel that you are still shortchanged/undercompensated, when do you think is the best time to ask for a raise? Will it still be reasonable to ask for one if you are rated average or meets requirements on your KRA?

 

2. Is it ok to moonlight?

 

3. In applying for a job, how much expected salary should I state basing on my previous salary?

 

Help