Despite signing multiple international human rights accords, the country does not always support ... more Despite signing multiple international human rights accords, the country does not always support lesbian, gay, bisexual and transgender (LGBT) rights. The purpose of this research is to determine what factors contribute to make a transgender woman feel accepted, free, and safe at work in Metro Manila business process outsourcing (BPO) companies and how these factors can be used to enhance the companies' current diversity and inclusion initiatives and policies, as outlined in the framework. Interviews with transgender women, human resource (HR) managers, transgender women groups, and government officials were conducted. Results showed that transgender women were accepted and encouraged to be "themselves" in BPOs. A gender-neutral bathroom and increased
The COVID 19 epidemic has wreaked havoc on economies worldwide, forcing the Philippines into lock... more The COVID 19 epidemic has wreaked havoc on economies worldwide, forcing the Philippines into lockdown for almost a year and a half. This compelled commercial and public sector employers to adopt strategic work-from-home (WFH) arrangements to guarantee productive and dignified work during the epidemic. This study looks into the situation of teleworkers in the Philippines in light of the following variables: (1) WFH frequency, (2) physical work area, (3) social context, and (5) amenability to WFH. A piloted, selfconstructed questionnaire was used to poll 363 WFH respondents situated in Metro Manila. The approach is exploratory and does not use triangulation. Teleworkers have sophisticated technology and use tools like Email, Zoom, Viber, and Messenger to communicate. The most popular WFH schedules are five times a week, daily, and twice a week. Because many people live in tiny dwellings, the most frequent WFH setup is in the bedroom rather than the living room.
A total rewards package encompasses elements or components that, in concert, lead to optimal orga... more A total rewards package encompasses elements or components that, in concert, lead to optimal organizational performance and employee satisfaction. It includes the following elements: compensation or pay, employee benefits, work-life balance, career development, and performance recognition. In the Philippines, data are scarce on organizational Total Rewards Management (TRM) philosophy and the practices that come with it. This replication study aimed to assess the association of a TRM philosophy and several descriptive variables like its type of ownership, number of years in existence, number of regular and non-regular employees, and business site. It also aimed to determine if employees' belonging to companies with and without a TRM philosophy experience differences in TRM elements. A survey was performed to ascertain human resource (HR) respondents' level of agreement (n=550) with specific statements about the TRM components. Results show that larger companies are more likely to have an existing TRM philosophy in place.
Philippine Journal of Labor and Industrial Relations, 2023
This study examined the state of performance management system (PMS) practices of Philippine orga... more This study examined the state of performance management system (PMS) practices of Philippine organizations. Demographic variables of organizations were examined for their association with the existence of a written PMS. In addition, the association of PMS existence with specific PMS practices was assessed.
A researcher-designed survey was used to gather data from 343 human resource practitioners who represented their organizations. The instrument contains questions about demographic characteristics of their organizations as well as agreement questions to different facets of the four main PMS practices. Correlation tests were used to examine the association between the variables.
Among different demographic factors, only firm size was related to the formation of a written PMS with a weak relationship. A lack of regular updating and communication of job descriptions, failure to use performance metrics in determining actions to be taken regarding a staff’s performance, lack of competent and trained superiors in evaluating their staff, and general dissatisfaction with the rewards received in exchange for their performance are some of the determining factors in the absence of effective PMS. PMS phase pairs are highly correlated. The study has implications in the development of effective PMS in the countr
The first Fairwork report for the Philippines presents an overview of the labour conditions of pl... more The first Fairwork report for the Philippines presents an overview of the labour conditions of platform workers in the country. Digital labour platforms are often hailed for facilitating employment opportunities for the marginalised sectors as it maps onto the country’s large informal economy. Similarly, the sprouting local platforms are valuable tech start-ups that can boost the country’s digital economy. However, this Fairwork report provides essential evidence that platform workers, as in many countries worldwide, continue to face unfair and precarious work conditions and lack the benefits and protections that mark decent work afforded to regular employees in the Philippines.
Philippine Journal of Labor and Industrial Relations, 2019
In today's highly competitive market, an ongoing "war on talent" has em... more In today's highly competitive market, an ongoing "war on talent" has emerged: companies are neck and neck to attract, engage and retain the best talent. Corporate culture has changed as well due largely to the generational shift brought by millennials to the contemporary workplace. Employees now seek growth and career development and not necessarily the womb-to-tomb paternalistic relationship of the past. Two important tools and techniques emerge in human resource (HR) management: employee value proposition (EVP) and total rewards (TR). Both put a premium on a more holistic approach in the employer-employee relationship, going beyond mere compensation and financial remuneration that are considered the employment deal. While the terms are very similar, they are not entirely synonyms. This paper seeks to differentiate the two and at the same time provide a point of convergence as to how both can be employed to better manage an organization's HR. Discussions include presentation of cases from select Philippine-based companies that show the complementary of these tools.
Philippine Journal of Labor and Industrial Relations, 2019
This paper examines the relationship between employee engagement and organizational commitment in... more This paper examines the relationship between employee engagement and organizational commitment in three select government financial institutions (GFIs) in the Philippines. Eight hundred ninety-seven rank and file employees participated in the survey. Focus group discussions (FGDs) with selected participants were utilized to probe the survey results. Findings revealed that GFI employees are highly engaged and committed to their organizations' goals and values. Female and married employees had been in government service for more than 10 years had higher levels of engagement and higher affective commitment to their organizations. This was expressed in their emotional attachment to and identification with their respective organizations. It was found out that the higher the level of employee engagement in GFIs, the higher the affective organizational commitment and the lowest for continuance with normative commitment in between them.
Philippine Journal of Labor and Industrial Relations, 2019
Pay policies are vital instruments in promoting a healthy bi-partite employment relations climate... more Pay policies are vital instruments in promoting a healthy bi-partite employment relations climate. It guides employers in dealing fairly and consistently with pay-related concerns and issues affecting employees. A total of 148 respondents representing firms from different industries located in the Philippines participated in a one-shot seminal exploratory survey that looked into the presence or absence of pay policies, particularly on hiring, probationary and rehire. Results reflected that most organizations have recruitment and probationary pay policies established, but few have created a rehiring pay policy and salary administration manual (SAM). Consistently, these compensation-related policies are mostly found in stock corporations and least in organizations under a partnership. In general, the policies are mostly present in wholesale/retail companies and least in aerospace, mass media, telecommunications and mining/extraction companies. The presence of the policies vary based on workforce size but continually identifies workplaces in Metro Manila with having the criteria mentioned.
Micro, small and medium enterprises (MSMEs) have contributed to the economic and social advanceme... more Micro, small and medium enterprises (MSMEs) have contributed to the economic and social advancement of many countries all over the world. This is especially true for developing nations like the Philippines, where MSMEs not only comprise almost all business establishments but also a bulk of its workforce. While institutional support has been set in place by government, challenges still remain for many MSMEs, particularly with regard to human resource management (HRM) in these establishments. Related literature reveal that HRM practices in these enterprises are often overlooked. This study primarily focuses on the poor people-management practices and policies, or the lack thereof, among MSMEs in the country. Stakeholders, particularly managers and workers, should pay heed to the poor HRM in these establishments, and improve on them in order to fully harness the potential that MSMEs offer.
It is widely recognized that migrant workers play a significant role in spurring growth and devel... more It is widely recognized that migrant workers play a significant role in spurring growth and development in both countries of destination and origin, mainly by meeting labor shortages experienced by the more advance economies and by stimulating economic activities in their home country through foreign currency remittances. Parallel to this however are the sad facts on the social costs associated with migration and the perpetual issue on migrant workers being common subjects to abusive and exploitative employment conditions and various forms of discrimination. With the coming of age of an increasingly globalized economy, the international community is faced with more serious and complex issues related to the governance of migration and the condition of migrants. As globalization continues to create economic imbalances between countries and fails to generate jobs and economic opportunities amongst the developing world, countries have embarked on labor exportation / importation as an ec...
Despite signing multiple international human rights accords, the country does not always support ... more Despite signing multiple international human rights accords, the country does not always support lesbian, gay, bisexual and transgender (LGBT) rights. The purpose of this research is to determine what factors contribute to make a transgender woman feel accepted, free, and safe at work in Metro Manila business process outsourcing (BPO) companies and how these factors can be used to enhance the companies' current diversity and inclusion initiatives and policies, as outlined in the framework. Interviews with transgender women, human resource (HR) managers, transgender women groups, and government officials were conducted. Results showed that transgender women were accepted and encouraged to be "themselves" in BPOs. A gender-neutral bathroom and increased
The COVID 19 epidemic has wreaked havoc on economies worldwide, forcing the Philippines into lock... more The COVID 19 epidemic has wreaked havoc on economies worldwide, forcing the Philippines into lockdown for almost a year and a half. This compelled commercial and public sector employers to adopt strategic work-from-home (WFH) arrangements to guarantee productive and dignified work during the epidemic. This study looks into the situation of teleworkers in the Philippines in light of the following variables: (1) WFH frequency, (2) physical work area, (3) social context, and (5) amenability to WFH. A piloted, selfconstructed questionnaire was used to poll 363 WFH respondents situated in Metro Manila. The approach is exploratory and does not use triangulation. Teleworkers have sophisticated technology and use tools like Email, Zoom, Viber, and Messenger to communicate. The most popular WFH schedules are five times a week, daily, and twice a week. Because many people live in tiny dwellings, the most frequent WFH setup is in the bedroom rather than the living room.
A total rewards package encompasses elements or components that, in concert, lead to optimal orga... more A total rewards package encompasses elements or components that, in concert, lead to optimal organizational performance and employee satisfaction. It includes the following elements: compensation or pay, employee benefits, work-life balance, career development, and performance recognition. In the Philippines, data are scarce on organizational Total Rewards Management (TRM) philosophy and the practices that come with it. This replication study aimed to assess the association of a TRM philosophy and several descriptive variables like its type of ownership, number of years in existence, number of regular and non-regular employees, and business site. It also aimed to determine if employees' belonging to companies with and without a TRM philosophy experience differences in TRM elements. A survey was performed to ascertain human resource (HR) respondents' level of agreement (n=550) with specific statements about the TRM components. Results show that larger companies are more likely to have an existing TRM philosophy in place.
Philippine Journal of Labor and Industrial Relations, 2023
This study examined the state of performance management system (PMS) practices of Philippine orga... more This study examined the state of performance management system (PMS) practices of Philippine organizations. Demographic variables of organizations were examined for their association with the existence of a written PMS. In addition, the association of PMS existence with specific PMS practices was assessed.
A researcher-designed survey was used to gather data from 343 human resource practitioners who represented their organizations. The instrument contains questions about demographic characteristics of their organizations as well as agreement questions to different facets of the four main PMS practices. Correlation tests were used to examine the association between the variables.
Among different demographic factors, only firm size was related to the formation of a written PMS with a weak relationship. A lack of regular updating and communication of job descriptions, failure to use performance metrics in determining actions to be taken regarding a staff’s performance, lack of competent and trained superiors in evaluating their staff, and general dissatisfaction with the rewards received in exchange for their performance are some of the determining factors in the absence of effective PMS. PMS phase pairs are highly correlated. The study has implications in the development of effective PMS in the countr
The first Fairwork report for the Philippines presents an overview of the labour conditions of pl... more The first Fairwork report for the Philippines presents an overview of the labour conditions of platform workers in the country. Digital labour platforms are often hailed for facilitating employment opportunities for the marginalised sectors as it maps onto the country’s large informal economy. Similarly, the sprouting local platforms are valuable tech start-ups that can boost the country’s digital economy. However, this Fairwork report provides essential evidence that platform workers, as in many countries worldwide, continue to face unfair and precarious work conditions and lack the benefits and protections that mark decent work afforded to regular employees in the Philippines.
Philippine Journal of Labor and Industrial Relations, 2019
In today's highly competitive market, an ongoing "war on talent" has em... more In today's highly competitive market, an ongoing "war on talent" has emerged: companies are neck and neck to attract, engage and retain the best talent. Corporate culture has changed as well due largely to the generational shift brought by millennials to the contemporary workplace. Employees now seek growth and career development and not necessarily the womb-to-tomb paternalistic relationship of the past. Two important tools and techniques emerge in human resource (HR) management: employee value proposition (EVP) and total rewards (TR). Both put a premium on a more holistic approach in the employer-employee relationship, going beyond mere compensation and financial remuneration that are considered the employment deal. While the terms are very similar, they are not entirely synonyms. This paper seeks to differentiate the two and at the same time provide a point of convergence as to how both can be employed to better manage an organization's HR. Discussions include presentation of cases from select Philippine-based companies that show the complementary of these tools.
Philippine Journal of Labor and Industrial Relations, 2019
This paper examines the relationship between employee engagement and organizational commitment in... more This paper examines the relationship between employee engagement and organizational commitment in three select government financial institutions (GFIs) in the Philippines. Eight hundred ninety-seven rank and file employees participated in the survey. Focus group discussions (FGDs) with selected participants were utilized to probe the survey results. Findings revealed that GFI employees are highly engaged and committed to their organizations' goals and values. Female and married employees had been in government service for more than 10 years had higher levels of engagement and higher affective commitment to their organizations. This was expressed in their emotional attachment to and identification with their respective organizations. It was found out that the higher the level of employee engagement in GFIs, the higher the affective organizational commitment and the lowest for continuance with normative commitment in between them.
Philippine Journal of Labor and Industrial Relations, 2019
Pay policies are vital instruments in promoting a healthy bi-partite employment relations climate... more Pay policies are vital instruments in promoting a healthy bi-partite employment relations climate. It guides employers in dealing fairly and consistently with pay-related concerns and issues affecting employees. A total of 148 respondents representing firms from different industries located in the Philippines participated in a one-shot seminal exploratory survey that looked into the presence or absence of pay policies, particularly on hiring, probationary and rehire. Results reflected that most organizations have recruitment and probationary pay policies established, but few have created a rehiring pay policy and salary administration manual (SAM). Consistently, these compensation-related policies are mostly found in stock corporations and least in organizations under a partnership. In general, the policies are mostly present in wholesale/retail companies and least in aerospace, mass media, telecommunications and mining/extraction companies. The presence of the policies vary based on workforce size but continually identifies workplaces in Metro Manila with having the criteria mentioned.
Micro, small and medium enterprises (MSMEs) have contributed to the economic and social advanceme... more Micro, small and medium enterprises (MSMEs) have contributed to the economic and social advancement of many countries all over the world. This is especially true for developing nations like the Philippines, where MSMEs not only comprise almost all business establishments but also a bulk of its workforce. While institutional support has been set in place by government, challenges still remain for many MSMEs, particularly with regard to human resource management (HRM) in these establishments. Related literature reveal that HRM practices in these enterprises are often overlooked. This study primarily focuses on the poor people-management practices and policies, or the lack thereof, among MSMEs in the country. Stakeholders, particularly managers and workers, should pay heed to the poor HRM in these establishments, and improve on them in order to fully harness the potential that MSMEs offer.
It is widely recognized that migrant workers play a significant role in spurring growth and devel... more It is widely recognized that migrant workers play a significant role in spurring growth and development in both countries of destination and origin, mainly by meeting labor shortages experienced by the more advance economies and by stimulating economic activities in their home country through foreign currency remittances. Parallel to this however are the sad facts on the social costs associated with migration and the perpetual issue on migrant workers being common subjects to abusive and exploitative employment conditions and various forms of discrimination. With the coming of age of an increasingly globalized economy, the international community is faced with more serious and complex issues related to the governance of migration and the condition of migrants. As globalization continues to create economic imbalances between countries and fails to generate jobs and economic opportunities amongst the developing world, countries have embarked on labor exportation / importation as an ec...
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A researcher-designed survey was used to gather data from
343 human resource practitioners who represented their
organizations. The instrument contains questions about
demographic characteristics of their organizations as well as
agreement questions to different facets of the four main PMS
practices. Correlation tests were used to examine the
association between the variables.
Among different demographic factors, only firm size was
related to the formation of a written PMS with a weak
relationship. A lack of regular updating and communication
of job descriptions, failure to use performance metrics in
determining actions to be taken regarding a staff’s performance,
lack of competent and trained superiors in evaluating their
staff, and general dissatisfaction with the rewards received in
exchange for their performance are some of the determining
factors in the absence of effective PMS. PMS phase pairs are highly correlated. The study has implications in the
development of effective PMS in the countr
A researcher-designed survey was used to gather data from
343 human resource practitioners who represented their
organizations. The instrument contains questions about
demographic characteristics of their organizations as well as
agreement questions to different facets of the four main PMS
practices. Correlation tests were used to examine the
association between the variables.
Among different demographic factors, only firm size was
related to the formation of a written PMS with a weak
relationship. A lack of regular updating and communication
of job descriptions, failure to use performance metrics in
determining actions to be taken regarding a staff’s performance,
lack of competent and trained superiors in evaluating their
staff, and general dissatisfaction with the rewards received in
exchange for their performance are some of the determining
factors in the absence of effective PMS. PMS phase pairs are highly correlated. The study has implications in the
development of effective PMS in the countr