[Worklife Column, Manila Bulletin, September 2011]
Bullying causes a lot of stress and wasted energy for many people. Instead of focusing all efforts in doing their jobs well, the bullies and the bullied engage in emotionally draining social politics that could not possibly help make the company and its people prosper.
It is a real concern in the workplace. It lowers morale. It cripples productivity. It increases employee turnover. It is a major cause of employee resignations. That is why it makes sense for HR practitioners to bully-proof their companies or at least set policies and processes in place to deal with this issue.
HR practitioners are in charge of the overall welfare of employees. This includes developing a happy and enjoyable work environment. Yes, HR can and should prevent workplace bullying. We are in a unique position to positively influence the workplace through creative programs and policies.
A reader shares her bad experience against workplace bullying and asks for HR solutions to her problem. Let’s see how we can help her.
Good Day Madame!
I just want to ask what is the best thing to do in these situations:
-What if you have co-workers (group of boys) bullying you every day (ex. Throwing tissues at the work station). The superior can see what these boys are doing but he’s doing nothing about it.
-If you have co-workers, including an immediate superior, spreading rumors and gossip about you, that you are a hooker and a mistress. (The employee is not a hooker and not a mistress, actually, the girl is a Christian and never had a boyfriend and never had sex with anyone)
-Is it okay to file a case to these people who've been spreading malicious rumors?
Hope that you can site me HR solutions on this matter. Thank you and God Bless! --BB
My Response:
Thank you for emailing your work issues. Bullying in the workplace is a real issue for a lot of people as it affects not just the happiness of individuals but also the team's morale as a whole.
There are many ways of dealing with bullying at work. I wrote an article with excellent strategies against bullying for my column awhile back. Do check out my blog at http://hrclubonline.blogspot.com/2010/09/dealing-with-workplace-bullies.html.
If after using the strategies I mentioned to protect yourself against bullies, you still find yourself under attack. Then it may be time to use administrative actions and escalate it to your management.
Companies with structured human resources have policies and protocols in dealing with issues and grievances at work. The first thing you should do is check your Employee Handbook or Policy Manual. Does it state policies on employee conduct and culture? Does it include disciplinary actions for violations of policies? Does it have a section on how to report grievances? If it does, then put your handbook to good use and follow procedures and be guided accordingly. Employee Policies are there not just to protect the company, but more importantly, to guide and protect employees.
Next, try to gather your own evidence. Whether you plan to solve it on your own or escalate the matter, evidence will give you solid grounds for your complaint. Without evidence, the disciplinary board will have to deal with a he-said, she-said scenario which is difficult to deliberate on.
Normally, protocol will dictate that you deal with the problem amongst yourselves first. If you can't resolve it, talk to your immediate supervisor. But if this doesn't improve the situation or the immediate supervisor is the problem, then it would be best to talk to HR or the Boss of your immediate supervisor.
If you want to escalate it, simply follow your Employee Handbook on how to file grievances. Make sure that you are also in good graces with your HR and top management. If you are a valuable and hard-to-replace employee, these people will back you up or find immediate solutions to your problems.
But what if, your Employee Manual does not have any provision on bullying or worse, your company does not even have an employee manual? Well, you will then have to do it informally and maybe even suggest to top management to issue a memo or create a more comprehensive policy manual.
There are basically just five ways of dealing with workplace bullying issues:
You may quietly accept it, but this will eat away at your job satisfaction.
You may seek revenge, but this will worsen the situation.
You may speak up to the bully and hope to change your situation.
You may fight, get management involved to fix the situation.
Or you can resign, if you can be sure that doing so will give you better opportunities, benefits and peace of mind.
Whatever you decide, there are of course consequences to every action that you take. So just be prepared to handle the worse-case scenarios of each. Bullying in the workplace is a real concern for a lot of people. But if you learn how to deal with it without quitting right away, you will become a better, stronger and more successful person. May you have the strength and wisdom to do what is best for your situation. Good Luck!
Showing posts with label Befriending HR. Show all posts
Showing posts with label Befriending HR. Show all posts
Friday, September 2, 2011
Wednesday, June 22, 2011
THANK GOD FOR MATERNITY & PATERNITY LEAVES!
[Published in Manila Bulletin last February 2011]
With all the excitement of first-time parents, my husband and I welcomed our daughter’s arrival with tears of joy early last month. Upon rooming her in, however, our thrill quickly turned into panic as we listened helplessly to the shrill cries of our baby girl who wailed non-stop for one whole night.
No amount of breastfeeding attempt, swaddling, diaper change and cuddling could calm her down. Our feisty angel was angry and the whole nursery floor would hear about it as she had the loudest cry among the bunch of newborn babies that week. Her shrieks could be heard through the hospital hallways like a fire alarm that wouldn’t turn off. It was the most overwhelming 12-hour experience my husband and I ever encountered so far. In the midst of all that chaos, we agreed that the pressures of work pales in comparison to the challenges parents face day-to-day. So, thank God for Maternity and Paternity Leaves!
As business managers who pride ourselves of being strategic and systematic, we diligently did our homework prior to our baby’s birth. Like most parents, we read up as much as we can and watched Youtube videos on newborn care. But no amount of research could prepare us for the 7.8-pound loudspeaker that suddenly turned our life upside-down.
I realized then how important and helpful Maternity and Paternity leaves are. I now see these types of leaves as not just benefits companies are required by law to provide, but necessities. Parents need time off to care for and get to know their newborns. Mothers need to recover from the pains of birth and fathers are needed to keep everyone’s sanity in check.
But like a lot of benefits, not all employers and employees are aware of the details of Government-Mandated Maternity and Paternity Leaves. Here some basic information about these benefits.
MATERNITY LEAVE
According to the Handbook of Worker’s Statutory Monetary Benefits 2010 edition and based on RA 1161 (as amended by RA 8282), Maternity Leave is: “a benefit that applies to all female employees, whether married or unmarried. Every pregnant employee in the private sector is entitled to maternity leave benefit of sixty (60) days in case of normal delivery or miscarriage, or seventy-eight (78) days, in case of Caesarian section delivery, with benefits equivalent to one hundred percent (100%) of the average daily salary credit of the employee as defined under the law.
To be entitled to the maternity leave benefit, a female employee should be an SSS member employed at the time of her delivery or miscarriage; she must have given the required notification to the SSS through her employer; and her employer must have paid at least three monthly contributions to the SSS within the twelve-month
period immediately before the date of the contingency (i.e., childbirth or miscarriage).
The maternity leave benefit, like other benefits granted by the Social Security System (SSS), is granted to employees in lieu of wages. Thus, this may not be included in computing the employee’s thirteenth-month pay for the calendar year.” (Bureau of Working Conditions, Department of Labor and Employment, 2010)
Let me note that it is important that employers and their HR administrators be knowledgeable about SSS documentation, procedures and deadlines to ensure the smooth processing of such benefits. Likewise, pregnant employees must be responsible in notifying and submitting necessary documents to their HR department as early as the pregnancy is confirmed.
PATERNITY LEAVE
Meanwhile, to allow the husband to assist and support his wife during her period of recovery and in nursing her newborn child, the Paternity Leave (RA8187) is granted to all married male employees in the private sector, regardless of their employment status (e.g., probationary, regular, contractual, project basis).
The Paternity leave benefit consists of seven (7) calendar days, with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any, provided that his pay shall not be less than the mandated minimum wage. Nonconvertible to cash, it applies to the first four (4) deliveries of the employee’s lawful wife.
The Paternity leave may be used by a male employee after his wife has given birth or suffered a miscarriage. Following company policies, the employee must apply and notify his employer within a reasonable period of time from the expected date of delivery by his pregnant spouse. In case of a miscarriage, prior application for paternity leave shall not be required.
PARENTAL LEAVE BENEFIT FOR SOLO PARENTS
As the saying goes, “It takes a village to raise a child.” I have been lucky enough to have support in full-force from my husband, mother and family, friends and co-workers. Despite all the help, I still consider newborn care and parenting really challenging. I can only imagine the trials of single parents.
It seems lawmakers understand this as well for they have passed into law the Solo-parents Welfare Act (RA 8972). To help solo parents cope with the demands of single parenting, Parental Leave for Solo Parents is granted to any solo parent or individual who is left alone with the responsibility of parenthood. This consists of an additional leave for seven (7) work days every year, with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any, provided that his/her pay shall not be less than the mandated minimum wage.
There are specific conditions and procedures in order for solo parents to avail of this benefit. Employers and HR administrators must be aware of this to be able to guide single-parent employees on this benefit.
NEW PURPOSE FOR WORKING PARENTS
A month into my Maternity Leave, things have pretty much settled a bit on the home front. I am grateful for the time given to me to get to know my baby daughter, to recover from childbirth, to adjust to motherhood… and yes, even the crying sound of babies. This was all made possible because of maternity and paternity benefits. As I continue my leave and regain my sanity, I am becoming inspired to work better because there’s a new purpose in my life now as a new proud parent of a wonderfully feisty little girl.
With all the excitement of first-time parents, my husband and I welcomed our daughter’s arrival with tears of joy early last month. Upon rooming her in, however, our thrill quickly turned into panic as we listened helplessly to the shrill cries of our baby girl who wailed non-stop for one whole night.
No amount of breastfeeding attempt, swaddling, diaper change and cuddling could calm her down. Our feisty angel was angry and the whole nursery floor would hear about it as she had the loudest cry among the bunch of newborn babies that week. Her shrieks could be heard through the hospital hallways like a fire alarm that wouldn’t turn off. It was the most overwhelming 12-hour experience my husband and I ever encountered so far. In the midst of all that chaos, we agreed that the pressures of work pales in comparison to the challenges parents face day-to-day. So, thank God for Maternity and Paternity Leaves!
As business managers who pride ourselves of being strategic and systematic, we diligently did our homework prior to our baby’s birth. Like most parents, we read up as much as we can and watched Youtube videos on newborn care. But no amount of research could prepare us for the 7.8-pound loudspeaker that suddenly turned our life upside-down.
I realized then how important and helpful Maternity and Paternity leaves are. I now see these types of leaves as not just benefits companies are required by law to provide, but necessities. Parents need time off to care for and get to know their newborns. Mothers need to recover from the pains of birth and fathers are needed to keep everyone’s sanity in check.
But like a lot of benefits, not all employers and employees are aware of the details of Government-Mandated Maternity and Paternity Leaves. Here some basic information about these benefits.
MATERNITY LEAVE
According to the Handbook of Worker’s Statutory Monetary Benefits 2010 edition and based on RA 1161 (as amended by RA 8282), Maternity Leave is: “a benefit that applies to all female employees, whether married or unmarried. Every pregnant employee in the private sector is entitled to maternity leave benefit of sixty (60) days in case of normal delivery or miscarriage, or seventy-eight (78) days, in case of Caesarian section delivery, with benefits equivalent to one hundred percent (100%) of the average daily salary credit of the employee as defined under the law.
To be entitled to the maternity leave benefit, a female employee should be an SSS member employed at the time of her delivery or miscarriage; she must have given the required notification to the SSS through her employer; and her employer must have paid at least three monthly contributions to the SSS within the twelve-month
period immediately before the date of the contingency (i.e., childbirth or miscarriage).
The maternity leave benefit, like other benefits granted by the Social Security System (SSS), is granted to employees in lieu of wages. Thus, this may not be included in computing the employee’s thirteenth-month pay for the calendar year.” (Bureau of Working Conditions, Department of Labor and Employment, 2010)
Let me note that it is important that employers and their HR administrators be knowledgeable about SSS documentation, procedures and deadlines to ensure the smooth processing of such benefits. Likewise, pregnant employees must be responsible in notifying and submitting necessary documents to their HR department as early as the pregnancy is confirmed.
PATERNITY LEAVE
Meanwhile, to allow the husband to assist and support his wife during her period of recovery and in nursing her newborn child, the Paternity Leave (RA8187) is granted to all married male employees in the private sector, regardless of their employment status (e.g., probationary, regular, contractual, project basis).
The Paternity leave benefit consists of seven (7) calendar days, with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any, provided that his pay shall not be less than the mandated minimum wage. Nonconvertible to cash, it applies to the first four (4) deliveries of the employee’s lawful wife.
The Paternity leave may be used by a male employee after his wife has given birth or suffered a miscarriage. Following company policies, the employee must apply and notify his employer within a reasonable period of time from the expected date of delivery by his pregnant spouse. In case of a miscarriage, prior application for paternity leave shall not be required.
PARENTAL LEAVE BENEFIT FOR SOLO PARENTS
As the saying goes, “It takes a village to raise a child.” I have been lucky enough to have support in full-force from my husband, mother and family, friends and co-workers. Despite all the help, I still consider newborn care and parenting really challenging. I can only imagine the trials of single parents.
It seems lawmakers understand this as well for they have passed into law the Solo-parents Welfare Act (RA 8972). To help solo parents cope with the demands of single parenting, Parental Leave for Solo Parents is granted to any solo parent or individual who is left alone with the responsibility of parenthood. This consists of an additional leave for seven (7) work days every year, with full pay, consisting of basic salary and mandatory allowances fixed by the Regional Wage Board, if any, provided that his/her pay shall not be less than the mandated minimum wage.
There are specific conditions and procedures in order for solo parents to avail of this benefit. Employers and HR administrators must be aware of this to be able to guide single-parent employees on this benefit.
NEW PURPOSE FOR WORKING PARENTS
A month into my Maternity Leave, things have pretty much settled a bit on the home front. I am grateful for the time given to me to get to know my baby daughter, to recover from childbirth, to adjust to motherhood… and yes, even the crying sound of babies. This was all made possible because of maternity and paternity benefits. As I continue my leave and regain my sanity, I am becoming inspired to work better because there’s a new purpose in my life now as a new proud parent of a wonderfully feisty little girl.
CHRISTMAS BONUSES & HOLIDAY CHEERS
[Published in Manila Bulletin last December 2011]
The season of sumptuous feast and merrymaking is finally here. If you are currently employed, it is a time of bounty as bonuses, 13th month pay and other goodies are in store.
I recently received a letter from a reader asking about 13th Month Pay, Midyear and Christmas bonuses. There are, of course policies or regulations that companies follow in the administration of these benefits. Let me share with you the letter to enlighten you a bit on how HR departments come up with these specials…
QUESTIONS FROM A READER:
Good day. I just want to ask regarding final pay… In my girlfriend’s list of company benefits, there’s Christmas and Mid-year bonus. Her position is officer level, but she resigned last August 2010. The company said she is not anymore entitled to the Christmas and Mid-year bonus because she resigned in the middle of the year. However, it’s not clearly stated in the company policy that employees who resign are not entitled to bonuses if they resigned before bonuses are released. Does my girlfriend have the right to demand these from the company? Is it fair and just for the company to do this? Hope you could help me on this matter. Thank you.
MY REPLY:
Before anything else, for the sake of clarity, let me just explain that Bonuses and 13th month pay are two different things.
Under the labor code of the Philippines, the company is mandated to provide for 13th month pay for all employees of the company. So your girlfriend is entitled to the pro-rated portion of her 13th month pay. This should be computed and included in her final pay.
However, bonuses are different from 13th month pay.
A bonus is any amount granted and paid to an employee for his/her industry and loyalty which contributed to a company's profitability. It is a means for its owners to show their gratitude to the people who have stayed and worked hard for the company. However, it remains a management prerogative, something that is given voluntarily and out of the generosity of the employer.
In effect, this means that a bonus is not a demandable and enforceable obligation, unless when it is made part of the wage, salary or compensation of the employee.
There are instances wherein a bonus may become demandable. For instance, if the bonus have already become a long-standing practice or policy. In this case, the employer can no longer withdraw as it will be considered a "diminution of benefits", but this situation usually only applies to current employees of the company. (reference: jlp-law.com)
So to answer your question, you will have to see if your girlfriend is indeed still eligible to receive the said bonus. There is usually a cut-off date where bonuses are computed, as well as a release date. If she resigns earlier than those key dates, then she will most likely not be entitled to the bonus.
Aside from this, you will have to check her employment status. Some companies have specific criteria for awarding of bonuses. So at the most, your girlfriend will have to clarify with the HR department the basis for the computation of bonuses, the cut-off date and time of release, the policies, terms and conditions associated with the bonus.
CHRISTMAS FESTIVITIES
Aside from bonuses and mandatory 13th month pay, your HR department usually holds the challenging task of organizing Christmas parties and events. Different companies have different ways of celebrating this special time of the year. Some companies go on teambuilding and outings, others have extravagant entertainment competitions, while there are those who do outreach programs.
Most Filipinos enjoy Christmas parties because we are a country full of social beings who love to eat. However, I’ve noticed that there are a few tired souls who tend to dislike going to these events. I guess, to some, after hopping from one party to another, they get weary.
But Christmas parties are actually a good opportunity for you to bond and get to know your co-workers better. In a relaxed atmosphere, you can deepen relationships or just have fun and laugh a little. The more you socialize, the more opportunities that will come your way. Attending and participating in these events will keep you involved in your company. It will get you excited and you’ll be able to show gratitude for the hard work your HR department has painstakingly given for all of you. A simple smile or sincere thanks is enough to make your HR team feel appreciated. This will then encouraged them to be creative and make each Christmas celebration exciting.
Best of all, you might just win a thing or two from raffles prizes and exchange gifts that are staples in these Holiday gatherings!
So the next time you receive an invite, whether it’s from your company or social circle, take the time to join and spread cheers this Christmas. Open your heart to lots of joy and blessings this holiday season. Merry Christmas and have a bountiful new year!
The season of sumptuous feast and merrymaking is finally here. If you are currently employed, it is a time of bounty as bonuses, 13th month pay and other goodies are in store.
I recently received a letter from a reader asking about 13th Month Pay, Midyear and Christmas bonuses. There are, of course policies or regulations that companies follow in the administration of these benefits. Let me share with you the letter to enlighten you a bit on how HR departments come up with these specials…
QUESTIONS FROM A READER:
Good day. I just want to ask regarding final pay… In my girlfriend’s list of company benefits, there’s Christmas and Mid-year bonus. Her position is officer level, but she resigned last August 2010. The company said she is not anymore entitled to the Christmas and Mid-year bonus because she resigned in the middle of the year. However, it’s not clearly stated in the company policy that employees who resign are not entitled to bonuses if they resigned before bonuses are released. Does my girlfriend have the right to demand these from the company? Is it fair and just for the company to do this? Hope you could help me on this matter. Thank you.
MY REPLY:
Before anything else, for the sake of clarity, let me just explain that Bonuses and 13th month pay are two different things.
Under the labor code of the Philippines, the company is mandated to provide for 13th month pay for all employees of the company. So your girlfriend is entitled to the pro-rated portion of her 13th month pay. This should be computed and included in her final pay.
However, bonuses are different from 13th month pay.
A bonus is any amount granted and paid to an employee for his/her industry and loyalty which contributed to a company's profitability. It is a means for its owners to show their gratitude to the people who have stayed and worked hard for the company. However, it remains a management prerogative, something that is given voluntarily and out of the generosity of the employer.
In effect, this means that a bonus is not a demandable and enforceable obligation, unless when it is made part of the wage, salary or compensation of the employee.
There are instances wherein a bonus may become demandable. For instance, if the bonus have already become a long-standing practice or policy. In this case, the employer can no longer withdraw as it will be considered a "diminution of benefits", but this situation usually only applies to current employees of the company. (reference: jlp-law.com)
So to answer your question, you will have to see if your girlfriend is indeed still eligible to receive the said bonus. There is usually a cut-off date where bonuses are computed, as well as a release date. If she resigns earlier than those key dates, then she will most likely not be entitled to the bonus.
Aside from this, you will have to check her employment status. Some companies have specific criteria for awarding of bonuses. So at the most, your girlfriend will have to clarify with the HR department the basis for the computation of bonuses, the cut-off date and time of release, the policies, terms and conditions associated with the bonus.
CHRISTMAS FESTIVITIES
Aside from bonuses and mandatory 13th month pay, your HR department usually holds the challenging task of organizing Christmas parties and events. Different companies have different ways of celebrating this special time of the year. Some companies go on teambuilding and outings, others have extravagant entertainment competitions, while there are those who do outreach programs.
Most Filipinos enjoy Christmas parties because we are a country full of social beings who love to eat. However, I’ve noticed that there are a few tired souls who tend to dislike going to these events. I guess, to some, after hopping from one party to another, they get weary.
But Christmas parties are actually a good opportunity for you to bond and get to know your co-workers better. In a relaxed atmosphere, you can deepen relationships or just have fun and laugh a little. The more you socialize, the more opportunities that will come your way. Attending and participating in these events will keep you involved in your company. It will get you excited and you’ll be able to show gratitude for the hard work your HR department has painstakingly given for all of you. A simple smile or sincere thanks is enough to make your HR team feel appreciated. This will then encouraged them to be creative and make each Christmas celebration exciting.
Best of all, you might just win a thing or two from raffles prizes and exchange gifts that are staples in these Holiday gatherings!
So the next time you receive an invite, whether it’s from your company or social circle, take the time to join and spread cheers this Christmas. Open your heart to lots of joy and blessings this holiday season. Merry Christmas and have a bountiful new year!
Wednesday, September 15, 2010
Befriending HR
A tribute to all the HR practitioners who tirelessly take care of their people. Published in my column in Manila Bulletin a few months back.
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
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