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

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

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


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.


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

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:

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.

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.

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.

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.

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.

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:

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

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..

*Automated Performance Evaluation System
*Human Resource Information System.


PROPER ORIENTATION

Thank you.....

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

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