MTC HRD Thread

[ElPatayo]

ako po ay may katanungan......wala ba talagang nadedemanda or nakukulong pag umalis ka sa company ng hindi mo nabayaran ung ginastos nila for training you? thanks

<{POST_SNAPBACK}>

 

depended yan pre... kung may kontrata kang pinirmahan bago ka mag start sa company na ma babind ka sa kanila for a period of time kung hindi ka nakatagal tapos mag reresign ka na nde pa tapos yung period na yun at may portion dun sa kontrata na pinirmahan mo na kailangan mong bayaran yung expenses nila sa training mo. Tapos umalis ka ng hindi nagpapaalam pwede ka nila idemanda o kung hindi naman ipapa block list ka nila sa mga companies na affiliated nila... dapat mong malaman na ang mga companies ay may mga komunikasyon din sa isat isa at meron din silang impormasyon na share nila sa community nila... pag nagkaganun wawa ka naman mahihirapan kang makahanap ng trabaho...

[Steppenwolf]

sa pag hire ng tao , pag bigay ng contract kc parang nag sho-shopping lang ung mga newly hired o trainees, tapos ang mahirap dito sis. ko lahat ang nag hi -hire, nag interview, lahat lahat kaya iniicip ko kung mas maganda kung may hr department, diba,? pati pagtrain ng promo dicers cya din, one man army, yun lang, ano kaya kailangan namin ? sobrang stress ns sis. ko nakakkalbo na ata! tnx

<{POST_SNAPBACK}>

 

 

mr bukol...there are many ways to put up HR dept... and it normally depends on the setup and operations of the company. if your company is still on its early stages...or SME sya, you can start with hiring HR specialist... who can do basic hr stuff for you like recruitment (sourcing, testing, interviews, placement, orientation, etc), discpline management, benefits admim... again, it depends on the size of the company... the hr specialist can help u take the next step in forming your hr dept.

 

you can also tap consultants to assess what best support you can get.

[mr.bukol]

mr bukol...there are many ways to put up HR dept... and it normally depends on the setup and operations of the company. if your company is still on its early stages...or SME sya, you can start with hiring HR specialist... who can do basic hr stuff for you like recruitment (sourcing, testing, interviews, placement, orientation, etc), discpline management, benefits admim... again, it depends on the size of the company... the hr specialist can help u take the next step in forming your hr dept.

 

you can also tap consultants to assess what best support you can get.

<{POST_SNAPBACK}>

how ? where can i get hr specialist, our company is getting bigger na 60 -80 employees na , tnx for the info

[intoy_03]

question po:

1. Ano po ba qualification ng isang HR Manager, as in college degree?

manager namin is an engineer and i dont think he's efficient in his

role.

2. Tama po ba magpa-sign among employees a safety committment

wherein violating said safety act is already ground for termination?

[ayatolah]

mga mam and sir

 

just want to ask a question, i just manage to finish psychology degree last sem and planning to find a job by the time i get back home this coming august...i also expirience to work in an HR department in centennial bank ortigas....and as i observe to myself im still lack of exposure to HR stuffs.....i mean what do i need to know more about HR as a beginner...tnx...

[kharl_kalabaw]

Pwede pong magtanong?

 

GF ko kasi nag-resign sa isang contact center company in Makati. She has issues regarding with the schedule kasi sobrang late na siya umuwi at nagagalit ang parents niya dahil doon. The company has a 30 day policy about resignation. Ayaw na rin niyang i-honor iyon so I told her to make a irrevocalle resignation. The company didn't honor the resigantion. Pwede ba iyon? Anong dapat niyang gawin?

[crazy8]

Pwede pong magtanong?

 

GF ko kasi nag-resign sa isang contact center company in Makati. She has issues regarding with the schedule kasi sobrang late na siya umuwi at nagagalit ang parents niya dahil doon. The company has a 30 day policy about resignation. Ayaw na rin niyang i-honor iyon so I told her to make a irrevocalle resignation. The company didn't honor the resigantion. Pwede ba iyon? Anong dapat niyang gawin?

<{POST_SNAPBACK}>

 

If she does not abide by the 30 day policy, the company is thereby not obliged to give her her clearance hence she will have difficulty claiming her last pay and benefits unless she completes the transition period.

[crazy8]

question po:

      2. Tama po ba magpa-sign among employees a safety committment

        wherein violating said safety act is already ground for termination?

<{POST_SNAPBACK}>

 

This can be implemented by a company especially if safety can be a priority issue or even cause for a company to be shut down should there be found to be a violation like in construction etc.

[RetiredJ9]

I am a newbie here... but also an admin in a company.. just want to share this amusing analogy. perhaps to share with all HR and fellow employees. Because sometimes such stories do give us some insights that we sometimes take for granted.

 

A light read to share.

 

 

SUBJECT: FW: HR Know-gets (Nuggets) 05-09: Career Progression, Advancement Planning, and the Return of the Sith

 

 

 

(PRWEB) June 20, 2005 -- Through George Lucas' storytelling, filmgoers have come to know Darth Vader as the epitome of evil. But as viewers learn from the latest Star Wars trilogy, underneath that intimidating exterior beats the heart of a man whose turn to the dark side was largely a result of his frustration with his former employer.

 

What if the Jedi had an effective human resource program? Perhaps we would have seen Anakin chatting with Yoda over intergalactic eggnog at the Jedi

holiday party, rather than Darth Vader bowing to the evil emperor in Revenge of the Sith.

 

 

So where did the Jedi's HR program go wrong? At first glance, there doesn't appear to be a problem. After all, the Jedi offer an excellent training program for new employees, surely making them one of the galaxy's

employers of choice. Where else can you learn how to wield your very own lightsaber and do Jedi Mind Tricks? They don't offer that type of training

even at Microsoft.

 

 

Concerned for employees' futures, wise companies are.

In Revenge of the Sith, we see that Anakin, now a Jedi Knight, has become one of the Jedi's "star employees." However, even though Jedi Knight is a

highly respectable title, Anakin is unhappy regarding his entry level status. He desperately wants to be promoted to Jedi Master believing that this new title would bring him the respect that he feels he deserves. What Anakin doesn't seem to understand is that each Jedi Master has years of solid experience and knowledge of The Force under his or her belt. As a result of this disconnect, Anakin becomes increasingly frustrated and considers another job offer.

 

 

"A Career Progression program could have helped in this situation," explained Michael Maciekowich, National Director, Astron Solutions.

"Building career paths lets employees know that they are moving forward within an organization, giving them a sense of direction. Anakin would have realized that the Jedi cared about his career growth, and that the promotion to Jedi Master was an attainable goal, had there been a clear career progression program in place."

 

 

Communicate you must.

 

As the story unfolds, we see that there is also a serious lack of communication between Anakin and the Jedi's upper management, the Jedi Council. In fact, Anakin reveals to his wife that he feels lost and

doesn't believe that the Jedi Council trusts him.

 

 

"The Council could have considered a First Impression Survey, which is given to employees within their first few months of employment. This is a

crucial time to provide integration into the corporate culture, encourage open communication, and let new employees know that you value their

feedback," said Jennifer C. Loftus, SPHR, CCP, CBP, GRP, National Director, Astron Solutions.

 

 

Offer great benefits, you should.

 

One major reason why Anakin eventually turns to the Dark Side is because he believes that they offer better "benefits" (and we don't mean a good

dental plan). The confused, young Jedi is concerned that he is going to lose someone close to him due to medical reasons, and believes that his new position will offer him the "ultimate" in healthcare insurance. As he quickly learns, however, his new employer wasn't exactly truthful about

the health coverage.

 

 

Perhaps the Jedi weren't clearly communicating their own benefit plan to Anakin. Increased communication and attention to employee feedback could have helped in this situation as well.

 

 

"When choosing from the vast array of benefit offerings, it is important for HR professionals to analyze their employees' needs. The Jedi Council should have asked their employees what standard and voluntary benefits would be of most value to them and work to make those benefits available," explained Loftus.

 

 

It may be too late for Anakin / Darth Vader, but it's not too late to save your own employees from the Dark Side. Remember, you don't need The Force to make your team happy, just solid HR programs.

[erwin143]

Impressive analogy....

 

Just want to add something.....for employees to be considered for a CAREER MOVE.....apart from SKILLS (as a JEdi) , and KNOWLEDGE (the Jedi Way)....2 things are also considered.....ATTITUDE ( e.g. respect to authority) and unwavering COMMITTMENT or LOYALTY....Anakin failed to maintain the balance with regards to the last 2 items.

 

It was a real PITY to see such "journey" among employees..and yes...open communication, trust and unselfish acts..will definitely help.

 

Been to HR world for 10 years now.....and i've witnessed some sad stories about people giving in to the DARK SIDE but yes....a lot of VICTORIOUS stories as well.....like STAR WARS......

[Tokoy]

If your  a manager of a company. Pwede ka bang tanggallin ng management just like that?

<{POST_SNAPBACK}>

 

that's the drawback of being a manager. my answer to that is yes. labor laws would not apply because of his/her status.

[crazy8]

that's the drawback of being a manager.  my answer to that is yes. labor laws would not apply because of his/her status.

<{POST_SNAPBACK}>

 

A person working in a supervisory position is actually easier to dismiss than an ordinary employee because of the special trust and confidence that is inherent to the position. Hence, one has only to declare a loss of trust and confidence in that person to dismiss him/her. However, to do so, one must cite at least an instance that caused upper management to lose their trust in that supervisor. It will not do to just dismiss without going through due process. However, unlike an ordinary employee wherein the basis is very objective, for supervisors it now becomes subjective.

[chipmaker]

question po...

 

i'm transferring to another company in a couple of weeks. part of the requirements being asked by the company im transferring to is my latest BIR W-2 form from my current company. am i legally obliged to provide this to the new company? my concern here is that they will be able to know what my current salary is, and during my negotiations with the company i'm transferring to, i gave a significantly different amount than what i'm getting.

[RetiredJ9]

question po...

 

i'm transferring to another company in a couple of weeks. part of the requirements being asked by the company im transferring to is my latest BIR W-2 form from my current company. am i legally obliged to provide this to the new company? my concern here is that they will be able to know what my current salary is, and during my negotiations with the company i'm transferring to, i gave a significantly different amount than what i'm getting.

<{POST_SNAPBACK}>

 

 

usually, i think.. it is okay.. depending on the company rep*tation... u may claim that the rest of the packaged are tax shielded or something. just an idea.

[SamanthaJones]

i dont know if should be posting this here but here goes..

 

according to the contrat that i signed, my monthly pay is 15000 less tax;

 

Our company comp*tation for the daily and monthly rate is as as follows:

 

15000*12 months / 26 bi-weekly's in a year =6923.07

6923.O7/10 (10 day pay period)=692.30

 

per day we are paid 692.03

 

s this correct according to labor standards?

[TheGeneral]

could someone please tell me what article is it in the labor code where it says that if an employee with probationary status stays for more than 6 months in a company, automatically he/she is considered a regular employee.

 

thanks.

[tatel1ph]

Good afternoon Jedi Masters...patanong naman po...

 

Does your company have an 'appeals process' after a peformance appraisal session and when the employee refuses to sign the PA form?

 

Thanks!

[mc_darklight]

QUESTION PO.

 

paano kung ayaw tanggapin ng company yung resignation?

ano ang pwedeng gawin?

[tatel1ph]

QUESTION PO.

 

paano kung ayaw tanggapin ng company yung resignation?

ano ang pwedeng gawin?

<{POST_SNAPBACK}>

 

I think the company has to let the resigning employee go provided he is 'cleared' of his oligations e.g. payables, etc. Of course, the 30-day period should be observed unless company discharges employee of his obligations earlier upon employee's request.

[Tokoy]

i dont know if should be posting this here but here goes..

 

according to the contrat that i signed, my monthly pay is 15000 less tax;

 

Our company comp*tation for the daily and monthly rate is as as follows:

 

15000*12 months / 26 bi-weekly's in a year =6923.07

6923.O7/10 (10 day pay period)=692.30

 

per day we are paid 692.03

 

s this correct according to labor standards?

<{POST_SNAPBACK}>

 

for a monthly paid employee the comp*tation is correct.

 

when it comes to the comp*tation of the daily wage, the labor code does not have a straight forward regulations on it as long as the following areas are addressed: the equivalent daily pay should include all the unworked legal holidays and restdays if a person is monthly paid and the result should be equal or above the required minimum wage law of that particular region.

[Tokoy]

question po:

  1. Ano po ba qualification ng isang HR Manager, as in college degree?

      manager namin is an engineer and i dont think he's efficient in his

        role.

    2. Tama po ba magpa-sign among employees a safety committment

        wherein violating said safety act is already ground for termination?

<{POST_SNAPBACK}>

 

 

HR managers should complete a four year course. I think that is the basic competency. As to what discipline he or she is, well i guess it will depend on the nature of the company. Traditionally, HR managers are those who are graduates of Psychology or Law. I think your company is a manufacturing set-up that's why you have an engineer handling HR functions.

 

Lately, most particularly in the manufacturing set-up organization a Safety Policy has been added and this is incorporated in the Labor Code. Any violations related to it could be ground for termination.

[council]

could someone please tell me what article is it in the labor code where it says that if an employee with probationary status stays for more than 6 months in a company, automatically he/she is considered a regular employee.

 

thanks.

<{POST_SNAPBACK}>

 

BOOK SIX

 

POST EMPLOYMENT

 

Title I

TERMINATION OF EMPLOYMENT

 

ART. 281. Probationary employment. - Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee.

[TheGeneral]

BOOK SIX

 

POST EMPLOYMENT

 

Title I

TERMINATION OF EMPLOYMENT

 

ART. 281. Probationary employment. - Probationary employment shall not exceed six (6) months from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating a longer period. The services of an employee who has been engaged on a probationary basis may be terminated for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards made known by the employer to the employee at the time of his engagement. An employee who is allowed to work after a probationary period shall be considered a regular employee.

<{POST_SNAPBACK}>

 

 

 

Thanks a lot for your help.

[council]

how ? where can i get hr specialist, our company is getting bigger na 60 -80 employees na , tnx for the info

<{POST_SNAPBACK}>

 

Still need an HR Specialist? Or consultant?

Maybe I can help.

Have been doing HR for over 13 years na.

[oliverjohnholmes]

 

just a question...something out of the blue...

 

are on the job trainees considered as employees..i mean they arent in an apprenticeship program with an end result of future employment...

 

just asking...

 

thanks,

 

linus larrabee

 

 

 

Two roads diverged in a wood, and I--

I took the one less traveled by,

And that has made all the difference.

- Robert Frost, “The Road Not Taken”(1920)