Goodbye, The Oprah Winfrey Show......

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The most influential TV show in US will end its show in 2011. Yes, I'm referring to The Oprah Winfrey Show. The Oprah Winfrey show, hosted by herself, Oprah Winfrey was the most high-rated talk show in United States. This show was aired first on September 8, 1986 for more than 20 seasons. This show was famous especially to women simply because, of many topics that tackles to American pop-culture consciousness.

Since The Oprah Winfrey Show was the most high-rated talk show, Oprah Winfrey gained some awards and made her onto the top list to the most influential people to the Hollywood and to the world. That is why, you cannot easily beat Oprah Winfrey.

Last November 19, 2009, Oprah Winfrey's production company announced the show will be ending on September 9, 2011. To find out why, click this link: http://www.youtube.com/watch?v=kYQumZOrX2U


I Don't Know Why

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It's almost a week now, na hindi siya nagtatanong sa akin ng kahit ano. Naninibago lang. Maybe, gusto niya mapag-isa o di kaya'y galit siya sa akin. Hindi ko matandaan kung anong na gawa ko sa kanya na mali. Pero, I have conclusions why she mad at me. It's not an ordinary thing of being cold in almost a week.

I remember, one time she said, "I hate those persons na hindi nagsasalita kung ano ang mali." That's what I'm waiting from her mouth kung bakit ayaw niyang sabihin sa akin kung ano talaga ang problema. She's so friendly to my other classmates and boardmates but not to me. I'm wondering. Meron talagang mga taong sadyang ayaw sabihin kung ano talaga ang problema. Akala ko kaibigan siya. Di pala. but ayokong maging masama siya sa paningin ko. Hahay....... That is why, I'm not happy anymore in our boarding house. Unlike before, sabay kami kumakain. Breakfast, lunch at dinner, sabay kami pati na ang pagkain ng merienda namin. I miss those activities especially noong nag-a-attend kami ng Wednesday Prayer Meeting dun sa Chinese Baptist. Kaya, I regret na sana hindi na lang kami sabay na tumira sa isang boarding house (we're not sleeping in the same room ha, hehehe). Everytime na ako lang mag-isa sa kwarto, gusto ko maiyak because I think na wala akong kakampi. Kahit iba kong mga classmates ay parang ayaw nila sa aking. Ganito ba talaga ako? Always na naghahanap ng away? Siguro, ipinanganak lang talaga ako sa mundong ibabaw na ganito ako. Pero, I have to adjust because hindi na ito tulad ng dati. 'Yan siguro ang mali ko sapagkat hindi ako marunong mag-adjust sa ibang tao at I didn't consider their feelings also and I should what my limitations are.

I do believe that hindi magtatagal ang cold relationship as a friend namin ngayon. Siguro, sa mga susunod na araw ay unti-unti babalik ang nakagisnan naming mga gawain.


IT Professional? Hmmpfff.....

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Well, I can view myself 10 years from now as an IT professional, particularly as MIS manager working in a corporation or company wherein I can share my skills related in the discipline I choose. Being an MIS Manager is not an easy task, for; you will be the one to coordinate and centralize all the group demands, preparing the status reports, supervising your standards, procedures, policies, work instructions and methodologies adopted during the implementation phase in your organization.

Now, let’s discuss again what Management Information System is. Management Information Systems consist of hardware and software that are used to process information automatically. Commonly, MIS systems are used within organizations to allow many individuals to access and modify information. In many organizations, the management information system mainly operates behind the scene, and the user community is rarely involved or even aware of the processes that are handled by the MIS. A computer system used to process orders for a business could be considered a management information system because it is assisting users of the system in automating processes related to orders. Other examples of modern management information systems are websites that process transactions for an organization or even those that serve support requests to users. A simple example of a management information system might be the support website for a product could be considered an MIS because it returns information to the end user after some initial input is provided.

Online bill pay at a bank also qualifies as a management information system — when a bill is scheduled to be paid, the user has provided information for the system to act against. The management information system then processes the payment when the due date approaches. The automated action taken by the online system is to pay the bill as requested. Since the bills within an online bill pay system can be scheduled to be automatically paid month after month, the user is not required to provide further information. Many times the bill pay system will also produce an email for the user to let them know that the action has occurred and what the outcome of the action was.
Management Information Systems typically have their own staff whose function it is to maintain existing systems and implement new technologies within a company. These positions are often highly specialized, allowing a team of people to focus on different areas within the computer system.

In recent years, colleges and universities have begun offering entire programs devoted to management information systems. In these programs, students learn how to manage large interconnected computer systems and troubleshoot the automation of these management information systems.

Many people use management information systems every day without thinking about the actual system they are using. Sure the individual will see a website and enter information, expecting an action to happen, but these websites, just like the accounting systems used by large corporations, are in fact management information systems.
Being MIS Manager is responsible in supervising the safe use of the system by the various operators, with respect of the procedures of your company and per the accounting rules and principles. Not only that, but responsible also in editing and printing frequently the appropriate management reports while checking and inspecting the results; these reports must be programmed on a daily, weekly or monthly basis and distributed the concerned departments.

MIS Managers have major duties so that his organization will be successful. To wit:
• Supervise activities of MIS staff.
• Identify critical business issues and develop workable solutions for customers as well as MIS associates. These solutions may include enhancements to existing core applications, new software packages, and/or customer programs.
• Define MIS standards and policies in compliance with external auditors.
• Identify, recommend, and manage deployment of "best of breed" hardware and software upgrades and purchases for Finance and Administration.
• Prepare and manage the Management Information Systems operating and capital budgets.
• In conjunction with users, prepare, test, and maintain a disaster recovery plan for administrative systems.
• In conjunction with users, develop and maintain documentation, procedures, security, and training of staff members and end users of administrative systems.
• Maintain professional expertise in administrative computing systems and technology.

If you want to be MIS Manager or any kind of manager, here are some simple tips so that you need inorder for you to be successful in your work and career. To wit:

1. Try to learn as much as possible about the people you are working with (needs, family lives, hobbies etc)
You should be friendly to all of the people that surrounds you in your workplace. Try to have some times in bonding with them so that your relation to them will be closer.

2. Keep smiling! Be positive (you can transfer your energy to the others)
Having a smiley and bright face contributes more motivation to your employees.

3. Have short informal conversation with your employees! (use their first names - it is very important).
Be more humorous to your employees. Call them either in their nicknames or first names.

4. Be patient and listen to them (encourage them to say more, keep eye-contact and focused attention).
If one of your employees commit some mistakes, try to listen and understand them why they made that fault.

5. Shape your speech according to their expectation and interests.
Not all the times you can use a formal speech to them, try to become informal but not all the times.

6. Give a good stroke! (say something nice when you meet them).
Greet them if you meet them.

7. Don't give orders! Ask questions!
If you want to request some orders, say it nice.

8. Praise people any time for their achievements (they will love it)
If they made some achievement even it is simple, praise them for it will contribute motivation to them.

9. Have the same behavior and attitude with everybody around you.
Be more friendly to them.

10. Identify the sources of conflicts and try to solve them in time.
If there are conflicts in your organization, solve it and understand why it happened.

11. Do not criticize, do not blame do not complain.
Do not judge anyone in your organization.

12. Show strong determination and try to motivate the others.
Be more positive for everyone depends on you.

13. Don't be moody! Be well-balanced and good-tempered all the time.
Don’t nag for any no reason.

14. Don't say "NO!" (replace it with "What if")
Try to listen others opinion and be more optimistic


In addition, here is a link to be a SUCCESSFUL IT PROFESSIONAL. http://www.google.com.ph/url?sa=t&source=web&ct=res&cd=2&ved=0CAsQFjAB&url=http%3A%2F%2Fnet.educause.edu%2Fir%2Flibrary%2Fpdf%2FERM0613.pdf&rct=j&q=how+to+be+successful+IT+professional&ei=6k_-SuyKEp3a6gPNxMjpCg&usg=AFQjCNF7Wq2nQ5bdgQ_Vo4zgFxMTxwGrvw

Lastly, without an ambition, you cannot achieve what you want to be. As what the elders said , "Hindi masama ang mangarap." That is why, while it is early try to have some dreams you want to be in the near future and don't forget some tips on how to become successful in your career.

Whew!

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Hay! Unsa na man ni uie....tamad au ko...hu5

Gggrrrr....

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I hate having a barkada as your groupmate in your work. That is why, I prefer to have a groupmate/s that is not your friend but approachable. Hahayzzzzzzzz......

Tips:
If you want to choose a groupmate to your group, choose a person that is not your friend but approachable.

HR Practices of LGU Davao

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In this tasked, my chosen organization is the HRM (Human Resource Management) Office in Davao City Hall. This organization is well-known because of their HR best practices and was hailed by some other organizations both in Local Government Units and Non-Local Government Units. This organization also was hailed because of its HRIS that the other LGUs in the country wants to be imitated.

Davao City is a wide city that has more than thousands of employees working in government service. According to a commmon online encyclopedia, HRM is more flexible than Personnel Management which is rigid. PM sees its workers as a cost rather than an investment. PM is guided by policies and guidelines unlike HRM is proactive while PM is reactive and so, most organizations and companies has its Human Resource Management. That is why, there are also illegitimate employees and these were the ghost employees. Due to the best HR practices done by the city government, there are more than thousands of ghost employees were expunged.

As I surf over the internet, I found these informations about the HR practices of LGU Davao;

HR benefits of 911
Mendoza (Executive Director of the Career Executive Service Board (CESB)) mentioned as worth duplicating the establishment of the city’s Central Communication and Emergency Response Center or Central 911 which has employed 133 DavaoeƱos after it was launched in 2003. Central 911 is only the third emergency response helpline in the world of its kind, next to the United States and Canada.

HRMO as a department
Participants also lauded the creation of HRMO as a department, up from a section, in the city government’s present structure.
“Davao City shows that HR offices can also be given equal importance with other departments, unlike most LGUs in the country,” said Eddie Maslog, chief of the Human Resource Management and Development Office (HRMDO) of the Provincial Government of Bohol. Unlike the case of Davao City, Maslog’s office has yet to secure an approval from the Department of Budget and Management (DBM) in creating its department head position.
Escalada (former HRMO Chief of LGU Davao) attributed the department status of the HRMO to the joint support of the City Mayor and the City Council, giving the office more clout to implement HRM policies.
In the workshop, participants further listed down as best HRM model Davao City’s high regard for “merit and fitness principle,” with the city mayor hiring only from the top five applicants as recommended by the personnel selection board. Escalada said this was to discourage political accommodation in the recruitment process.
Escalada also reported the termination of around 730 “ghost” employees in the city hall since his assumption as HRMO acting head in 2002.

More HR models
Other initiatives of the city government that the participants wanted to replicate were the setting up of a child-minding facility at City Hall which offers free custodial services to employees who need to take their children to work; the microcomputer-based Human Resource Information System (HRIS) which updates records of all plantilla and coterminous personnel; the character advocacy program which identifies good character traits to be exhibited by employees on a monthly basis; the 5-S program which promotes good housekeeping and systematic approach to work, and the attachment of the Public Employment Service Office of the Department of Labor and Employment (DOLE) which focuses on job generation, facilitation, enhancement, job preservation.

“We take pride in being able to give total human development to our personnel through our HR programs,” Escalada said.
In a separate interview, Nora Fe Alajar, president of the Davao City Hall Employees Association (DACHEA) said rank-and-file employees have a bigger role in the city government today than ever. She said this started when a Collective Negotiation Agreement (CNA) was forged in 2000, providing for the representation of the employees union in the many influential committees of City Hall.
“City Hall management and the workers’ union have a very good partnership because of the many programs that are sensitive to the needs of the employees,” Alajar said.

Davao City shared similar complements with other panelists from the Municipality of Malalag in Davao del Sur and the provincial governmet of Sultan Kudarat.

In the same workshop, the Malalag municipal government, represented by Municipal Mayor Givel Mamaril, was commended for the participation of the LGU personnel in the reorganization and restructuring of the municipal government and for various local government initiatives such as revenue generation schemes and economic enterprises.

Sultan Kudarat, whose HR practices were presented by Provincial Human Resource Management Officer Ben Zamora, was hailed for giving higher incentives to its personnel (14th month pay) and a CNA where retirees can recommend replacements in lower positions, among others.
The symposium was conducted to bring together human resource managers from previous AusAID-assisted institutions nationwide and to provide a venue for discussing how to address the effects of the national government restructuring measures using human resource management principles.

Source: http://www.pia.gov.ph/?m=12&sec=reader&rp=1&fi=p050113.htm&no=6&date=01/13/2005

Let's Define!!!!

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Personnel Management:

Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.


In this statement, personnel management is the one who is responsible in recruiting and selecting staff. Its obligation also is to train, assess, and make any such development in careers and so on. That is why, personnel management is important to an organization.
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Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

In this definition, personnel management is responsible for hiring and developing employees to be more productive in an organization.

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The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.

This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.

Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.

Personnel Management is related to personnel manager. Personnel Manager is the one who oversees of the emotional welfare of the employees. That is why, personnel managers understand that employees are the main ingredient of an organization.


Human Resource Management:
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

Human Resource Management is kinda related to personnel management. They are both in line with hiring, performance management, employee motivation, and other activities related to the employees.
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Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research.

In this statement, human resource management is responsible in making employees feel at home even they are in their workplace. HRM is also responsible in making people to be more productive so that they can easily solve problems in their organization.

Information Environment

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The information environment is a construct based upon the idea that the existence and proliferation of information and information systems creates a distinct operating dimension or environment. As a combination of tangible (physical information systems and networks) and intangible elements (information and decision-making), the information environment is both a resource for military operations and a medium in which armed forces operate. In addition, an information environment incorporates all the factors affecting how an organization deals with information. It addresses all of a company's values and beliefs about information, how people actually use information and what they do with it, the pitfalls that can interfere with information sharing and use, and the technology and information systems that are in place. A broad perspective is necessary to understand the impact of intangibles because addressing intangible assets and capabilities will require changes in and adaptations to regulation, governance, attitudes and behaviors—in addition to systems and technologies.

That is why; the most intangible element of the information environment – information – is of supreme importance. This is because, in spite of its lack of physical existence, the content and flow of information within a specific geographic area produces real, tangible effects in the physical world. For these reasons, our understanding of the information environment must ultimately include how information content and flow affect the execution of military operations.

To rationally analyze the information environment and the relationship between its constituent elements, a framework is needed to organize our view of the environment. For this purpose, a model – the three domains of conflict – physical, information, and cognitive – that, in sum, explain the importance of information to military operations and, for the purposes of analysis, the character of the information environment.

The physical domain is the real world environments of land, sea, air, and space. It is where maneuver and conventional combat operations occur. As part of the information environment, it is where individuals, organizations, information systems, and the physical networks that support them reside.

The cognitive domain is where individual and organizational collective consciousness exists. It is where information is used to form perceptions and attitudes and make decisions. The information domain is formed by the intersection of the physical and cognitive domains, and is the abstract space where information exists. The domain consists of information and is where the functions of information systems (i.e., information collection, processing, and dissemination) create information content and flow. The information domain is the link between the reality of the physical domain and human perceptions and decision-making in cognitive domain.

Since people like us are also important to an information environment, we may consider us the peopleware that may belong to the intangible environment. If companies are going to begin to manage intangibles-oriented information successfully as part of their journey to become high-performance businesses, they will need to change many aspects of their information environments.

A new information strategy can set the tone for the overall changes. It should specify what new information entities the organization plans to collect and report on, and perhaps what information the organization will de-emphasize. The organization's intent relative to external reporting of the information should also be stated in its information strategy.

New information processes will be needed to generate and validate new information about intangible assets and capabilities. It's unlikely that all the information will already exist within the organization. For example, if the organization decides to regularly collect and manage information on its brand equity, it may need to initiate external surveys of customers to produce the information.

Organizations will need to develop a new performance anatomy, comprising a new information culture and set of behaviors. Perhaps the most important cultural and behavioral change will involve executives, who must begin to manage their businesses based on intangibles information. There is little use in having better information about human capital, for example, if managers don't try to act on it more effectively over time in a way that improves performance.

A new set of information entities will certainly lead to change in a company's information architecture, including its business applications. New metrics for growing intangible value will necessitate changes to business performance measurement systems. Enhancing management's decision-making capabilities to monitor and analyze intangible value will require improved business applications and analytic tools. These technologies, in turn, depend upon consistent, accurate information about intangible resources. This information will either need to be derived from existing databases, or new databases, and data warehouses must be constructed. Some of the intangibles information may be found externally and would need to be integrated with internal information before it can be useful.

Futhermore, we believe that changes in information governance may be necessary with an entirely new class of information. Governance issues around information appear naturally with any change in the balance of information power. Those who have their power wrapped up in financial information, for example, may well resist the new focus on intangibles. As evidence of the importance of information governance, at one firm that developed a balanced scorecard, a certain company had the new scorecard shut down while its developer (the director of quality) was on vacation! Whether this was a good idea or not, it certainly points out the need for attention to resolving political disputes.

In efforts to drive high performance, this overall model can be used to plan and assess an organization's movement toward intangible asset and capability management in relation to the information environment. We believe that pioneering companies that master all aspects of the management of intangible assets will be able to attain higher levels of business performance. In subsequent research, we'll describe how several aspects of this change may play out in detail, and provide examples of high-performance businesses and other leading organizations that have begun to manage information about intangible assets.

Finally, there is a need to ensure that quality information isn’t lost amongst the masses of digital data created everyday. If we can continue to improve the management, interrogation and serving of ‘quality’ information there is huge potential to enhance knowledge creation across learning and research communities. The aim of the Information Environment is to help provide convenient access to resources for research and learning through the use of resource discovery and resource management tools and the development of better services and practice. The Information Environment aims to allow discovery, access and use of resources for research and learning irrespective of their location.


Sources:

http://www.jisc.ac.uk/whatwedo/themes/informationenvironment.aspx

http://www.accenture.com/Global/Research_and_Insights/Institute_For_High_Performance_Business/By_Subject/Strategy/TheAssetManagement.htm

What A Lonely Story

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Recently, I just met a person named Zed. Well, I'm not really sure if that was his name. We met in an online third sex site wherein both of us member of that site. At first, I am so curious about him it was because he has no profile pic. I immediately sent him a private messages expecting that he would make a reply too. Alas, my message buzz in the size buzzed. Well, i really not expect who will be the one to reply, it was because he was not the only one I gave a private message. Zed replied, "ASL"? I replied him, "18/m/dvo(tagum)". After a minute, he replied, "20/m/tagum". It was not new anymore to me of having a chatmate in a same place. It was 12:00AM when I went to a nearby net cafe to rent a unit so that I can surf over the net. After an hour, we decided to meet at the square. ************

Duhhh............huhuhu......i don't want to talk it anymore.......I just want to move on...I want to end it there since my heart is still in pain... Hope you understand it. Thanks. ~cHrIs~





Making Paper Doll Face

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Kawaii

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Kawaii is a Japanese term which means “cute”. These collectible kawaii items of my brother are so cute. These are tamagochis that have built in infrared which connects to the tamagochis that has infrared. How I wish to have these kind of items but I’m out of budget for this. Lolz!


My Cousin

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"Childhood is a journey, not a race.", a quote that I will cherish forever. When I always see kids running, playing, laughing, it made me remember back to my younger years. Before, I usually played with my playmates especially my classmates and friends. I cannot forget those times playing tigso, takyan, tagu-anay, jolenay, and a lot of local games which made me happy.

This is Janrex. You may call him Jan-Jan. He is my cousin and he is in Grade 2. He is so cute and super smart. When I'm going to visit them at their house, we usually played tagu-anay and dampa. Jan-Jan loves to borrow my phone because he wants to play some mobile games. That is why, I will keep my phone so that he won't play it.

Now, I cannot imagine that he is a big boy na. Hehehe. Last time, i saw him, he is toddler. Now, a lad who is studying in the primary level. Whew! Time is so fast. Maybe, di ko lang mamalayan, meron na pa pala itong sariling pamilya. HEHEHE. Anyways, my payo to him na lang, enjoy being a kid. Being a kid is like a thing which is temporal and not eternal.

Areas Related to HRM on the 9th SONA of the President

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During the 9th SONA of the President at the Batasang Pambansa, there are lots of achievements she shared. She discussed some achievements in banking and finance, education, and a lot more and one of the achievements she shared related in the Human Resource Management are; for small entrepreneurs they should be well funded, teacher's training to provide more quality education to their students and lastly, effective protections for our OFWs.

To discuss these three areas related to Human Resource Management further, let's go back what Human Resource Management is. According to our brother online dictionary, Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

For the last works done by our dynamic President, she made some efforts in order those employees both in private and government sectors will work in motivation. That is why, many of our organizations, corporations and companies here in the Philippines doesn't experience recession well.

These were the three areas related to HRM in which the President shared. To wit:

1. Nakinabang ang pitong milyong entrepreneurs sa P165 billion in microfinance loans. Nakinabang ang sandaan libo sa emergency employment ng ating economic resiliency plan. Kasama natin ngayon ang isa sa kanila, si Gigi Gabiola. Dating household service worker sa Dubai, ngayon siya ay nagtatrabaho sa DOLE. Good luck, Gigi.

Here, loaning is one of the easiest way in which our small entrepreneurs can sustain to their businesses. They have to borrow some money from the lender whether how much is it. That is why, the Arroyo administration imposed this kind of loaning system which is called microfinance loan. Microfinance refers to the provision of financial services to low-income clients, including consumers and the self-employed. This Microfinancing loans are small loans granted to the basic sectors, on the basis of the borrower’s cash flow and other loans granted to the poor and low-income households for their microenterprises and small businesses to enable them to raise their income levels and improve their living standards. These loans are typically unsecured but may also be secured in some cases. That is why, this microfinance loan is such a great help to our so-called mamamayan. For them, this is not a burden but as long as they can sustain their businesses in their own, it is better not to borrow in order for them not to sink in the quicksand of debts.

2. Pardon my partiality for the teaching profession. I was a teacher. Kaya namuhunan tayo ng malaki sa education at skills training. Ang magandang edukasyon ay susi sa mas magandang buhay, the great equalizer that allows every young Filipino a chance to realize their dreams. Nagtayo tayo ng 95,000 na silid-aralan, nagdagdag ng 60,000 na guro, naglaan ng P1.5 billion para sa teacher training, especially for 100,000 English teachers.

In this second issue, education is important to everyone especially to the young minds. Education is central to development and a key to attaining the millennium development goals of our government and our society. It is one of the most powerful instruments for reducing poverty and inequality and lays a foundation for sustained economic growth. That is why, most developed countries invest more in their education system and produce more competitive which our country envy. When Pres. Gloria Arroyo first stepped in the MalacaƱang Palace as our second woman president, she planned and studied well about the poor education system of our country. After for a long time, Madam President has a solution in which students can benefit but the teachers also. This solution in which our president made, is such a great help in order that the teachers and instructors of different schools in our country will be more competitive. It is good to know that the government invest funds worth of billion pesos for the training for our teachers. This training will help and motivate our teachers especially those English teachers to work hard so that they can serve well our country and so that they will know what are the new trends in teaching in using new technologies nowadays. And because of that, good to hear that and well done Madam President!

3. Sa hirap at ginhawa, pinapatatag ang ating bansa ng ating Overseas Filipinos. Iyong padala nilang $16 billion noong isang taon ay record. Itong taon, mas mataas pa.

I know that this is not a sacrifice joyfully borne. This is work where it can be found -- in faraway places, among strangers with different cultures. It is lonely work, it is hard work.

Kaya nagsisikap tayong lumikha dito sa atin ng mga trabahong maganda ang sahod, so that overseas work will just be a career choice, not the only option for a hard-working Filipino.

Meanwhile, we should make their sacrifices worthwhile. Dapat gumawa tayo ng mas epektibong proteksyon at pagpapalawak ng halaga ng kanilang pinagsikapang sweldo. That means stronger consumer protection for OFWs investing in property and products back home. Para sa kanila, pinapakilos natin ang Investors Protection Task Force.

In this last area related to HRM, the President focused it to the OFWs or Overseas Filipino Workers. According to them, OFWs are the modernized heroes of our country. The money in which the OFWs remittedevery year is such a great help so that we can earn billion of pesos. Because of the blood and sweat offered by the OFWs to work outside the country, most of us admired them. That is why, the government established a task force in which it is beneficial to the OFWs so that they will be overseen by the government whether they were paid well by their employers or not. Good to hear also that the government implemented well to have jobs inside the country with a nice wages so that working outside the country is a choice now and because of that, no more BRAIN DRAIN anymore.

Now, because of these few achievements done by our President , we may not call her tamad na Presidente but instead a WORKING PRESIDENT. These achievements done by her is a proof that our country Philippines is a developing country and soon to be a Tiger Economy .

Human Power

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"Human beings are the most important, potent and critical, resource of any organization, and yet the least understood and the worst managed of its resources"

In this statement, my own notion for this is, the employee is the most important ingredient in an organization or company. Without an employee, you cannot say that it is an organization (most of us referred this as company) because they are the one which contributed more in order that this kind of organization can survive.

Leaders within our industry have consistently stated that employees are very important. According to the American Public Transportation Association, they defined two main strategic goals on the development of our industry's workforce. The managers and supervisors have stated that training and development is the core requirement to long range success. Ask yourself, "Why is training and development, attracting and retaining transit workers such a problem? Why doesn't the transit industry create a market of certified transit professionals? Why aren't we teaching our employees how vision, mission and values link to our every day business?". Organizations still ponder with the need to invest current dollars in training and certification processes, in place of short-term fixes that tend to add only little value to the industry's success. Anyone managing a multi-million dollar public transit operation today realizes that this industry employs over 450, 000 people in North America and moves over four billion people annually. Ensuring our employees have the tools needed to be successful, improving their skills through training and managerial dedication that will pay dividends. Many leaders underestimate the importance of designing an organization's future with this in mind. However, I challenge our leaders to take the steps to have the goals of training, development, and recognition as part of our industry's way of operating. Having these goals that invests in our employees, will sustain long needed success for our customers and the growth of our industry into the 21st century.

Employees are potent and critical because they are human beings which have rational thinking and logic. According to philosophical view of man, when he realises that he is the highest of all creation, then he becomes a human. When he develops his intellect, then he becomes a human. When he becomes an example for others, then he becomes a human. When he transcends the common limitations through his wisdom, then he becomes best of humans.

Not all humans have the same kind of intellect. Some men have the ability of being a leader and some are not. Do not be confused why there are people in the highest positions in a company and there are people in the lowest positions in a company. That is why there are managers, supervisors, CEOs which are gifted in this kind of disciplines.

In order that the managers, supervisors and other high ranking officials of a certain organization can have a better product, managers or any other high ranking officials of a certain organization may made some motivators to the employees so that these motivators will help to them in order that their products or contributions may be acceptable to the institution. As I surf over the internet, I found this motivators so that employees may be happy at work.

1. What People Want From Work
Some people work for personal fulfillment; others work for love of what they do. Others work to accomplish goals and to feel as if they are contributing to something larger than themselves. The bottom line is that we all work for money and for reasons too individual to assign similarities to all workers.

2. How To Demonstrate Respect at Work
Ask anyone in your workplace what treatment they most want at work. They will likely top their list with the desire to be treated with dignity and respect. You can demonstrate respect with simple, yet powerful actions. These ideas will help you avoid needless, insensitive, unmeant disrespect, too.

3. Provide Feedback That Has an Impact
Make your feedback have the impact it deserves by the manner and approach you use to deliver feedback. Your feedback can make a difference to people if you can avoid a defensive response.

4. Top Ten Ways to Show Appreciation
You can tell your colleagues, coworkers and staff how much you value them and their contribution any day of the year. Trust me. No occasion is necessary. In fact, small surprises and tokens of your appreciation spread throughout the year help the people in your work life feel valued all year long.

5. Trust Rules: The Most Important Secret
Without it, you have nothing. Trust forms the foundation for effective communication, employee retention, and employee motivation and contribution of discretionary energy, the extra effort that people voluntarily invest in work. When trust is present, everything else is easier.

6. Provide Motivational Employee Recognition
You can avoid the employee recognition traps that: single out one or a few employees who are mysteriously selected for the recognition; sap the morale of the many who failed to win, place, or even show; confuse people who meet the criteria yet were not selected; or sought votes or other personalized, subjective criteria to determine winners.

7. Employee Recognition Rocks
Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, “Why should I recognize or thank him? He’s just doing his job.” And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees. Managers who prioritize employee recognition understand the power of recognition.

8. Top Ten Ways to Retain Your Great Employees
Key employee retention is critical to the long term health and success of your business. Managers readily agree that their role is key in retaining your best employees to ensure business success. If managers can cite this fact so well, why do many behave in ways that so frequently encourage great employees to quit their job?

9. Team Building and Delegation: How and When to Empower People
Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Team building occurs when the manager knows when to tell, sell, consult, join, or delegate to staff. For employee involvement and empowerment, both team building and delegation rule.

10. Build a Mentoring Culture
What does it take to develop people? More than writing “equal opportunity” into your organization’s mission statement. More than sending someone to a training class. More than hard work on the part of employees. What development does take is people who are willing to listen and help their colleagues. Development takes coaches, guides and advocates. People development needs mentors.

To read more about this, you may click this link: http://humanresources.about.com/od/rewardrecognition/tp/recognition.htm

We may say also that the human beings in an organization are the least understood and worst to manage it is because, these human beings are able enough to make some critical decisions and justifications. You cannot easily control your employee because they are capable to do so some things which you can do unless you do have some robotic employees which are irrational and cannot perform logical thinking. That is why, God gave the dominion to the man to rule over the fluvial, terrestrial and aerial domains but not above to him.



Source:
http://74.125.153.132/search?q=cache:V1edGbz1MIoJ:www.aptrex.com/StumpoPaperCalgary.pdf+why+employees+are+important&cd=1&hl=tl&ct=clnk&gl=ph
http://humanresources.about.com/od/rewardrecognition/tp/recognition.htm

21st Corporations

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150 years ago, the business corporations was relatively insignificant institution. Today, it is all pervasive like the church, the monarchy,and the communist party and other times and places. The corporations today is a dominate institution.

Corporation is like a jigsaw in the society as a whole. If you remove it, the pictures incomplete but equally, if it's the only path, its not gonna work. The corporation is just like a family unit. People in the corporation work together just for common in. Like the telephone system, yet it reaches almost everywhere its extraordinarily powerful its pretty hard to avoid and its transforms the lives of the people. It balance for the betterment of the people. The eagle, soar, clear-eye, competitive, prepared to strike but not a vulture. Noble, avisionary majestic but the people can believe in and be inspired by that creates such a lift that is source.

Corporations are artifical creations. You might say there are monsters trying to devour as much as profit as possible at anyone's expense. Like a whale, big fish which can swallow you in an instant. The word corporate gets attached in almost a sense of agenda and one hears a lot about the corporate agenda as though it is an agenda which is trying to take over the world.

What is a Corporation? It is a group of invdividuals working together to serve a variety of objectives. The principle one of it is earning large, growing, sustain and legal returns for the people who own the business.

Birth of Corporation: The history of corporations goes back at least to the sixteenth century, and since then their essential nature has not greatly changed. Before corporations, debts were transgenerational, passed on to descendents, some of whom were placed in debtors' prisons to repay the monies. The early state-chartered corporations of Europe and England were established to sponsor exploration of the New World. Those who sailed forth from England to trade for spices in the East Indies took grave risks in the journey, and even graver ones should they lose their precious cargoes. If they did not sail under the charter of a state corporation, they and their families could be ruined for life if bad weather or piracy struck en route. By establishing the corporate form, limiting shareholders to liabilities no greater than their investment, Europeans were able to create a form of commerce that could absorb the hard knocks of trading and exploring, encouraging both risk-taking and speculative investment at the same time. Those early corporations negotiated their charters with the state, which outlined the terms of their rights as well as the monies that were to be repaid to the crown. As a social technology, this was a brilliant invention, releasing the vigor of enterprise in the world. The charter of limited liability distinguished a corporation from all other forms of enterprise, because it was (and is) actually a gift of the state„a grant, a covenant, a form of permission that citizens, through their government, delegate to the corporation and its shareholders. In the early years of the republic, the citizens of the United States were keen to prevent any institution, foreign or domestic, commercial or religious, from dominating or suppressing their newly won rights. Early corporation charters were carefully drafted by states to ensure this subordination. At the beginning of the nineteenth century, there were only a few hundred corporations in the United States, and many of these were chartered expressly to build canals, turnpikes, or other public infrastructure. Even then, citizens openly and persistently expressed concern that corporations with specific rights granted under charters would nevertheless become so powerful that they could take over newspapers, public opinion, elections and the judiciary. Workers had similar fears about their own status within these new corporations. Thus early state charters were detailed and restrictive. They specified limits on profits, the amounts of indebtedness allowed, the overall capitalization, and how much land a corporation could own. The power of large shareholders was limited by scaled voting, so that large and small investors had equal voting rights. Interlocking directorates were not allowed, and in the case of public works projects, corporations were allowed to retain their original investments with predetermined percentages of profit. When profit projections were reached, the project was turned over to the state. It was the commonly held opinion at that time that corporations were a "creature of the law and may be molded to any shape or for any purpose that the Legislature may deem most conducive for the general good." In many states, clauses of incorporation gave legislatures the right to annul or revoke a charter whenever they chose to, or after a certain period of time (often several decades). Some states even required public votes to continue certain charters.

Despite these efforts, legislatures inevitably began to lose their control over big business, state by state. Government corruption became particularly rampant after the Civil War, and with it came a loosening of laws regulating interlocking trusts, factory towns and sequestered private fortunes. Child labor flourished, along with Pinkerton and other private armies that kept protests in check, workers in line. The Civil War had transferred great amounts of wealth to corporations, and with this concentration of power they began to clamor for "equal rights" and new simplified chartering laws that would treat every corporation equally (This is the means of incorporation we have today: anyone can do it, and for a nominal fee.)

There quickly followed a wholesale reinterpretation of the Constitution by the judiciary, granting new powers and rights to corporations. The primary thrust behind these precedents was the "due process" clause of the Fourteenth Amendment. This amendment protected the rights of freed slaves, but it was subsequently interpreted to give corporations the same status before the law as that of a natural person. On that basis, judges reversed hundreds if not thousands of state laws controlling wages, working conditions, ownership and corporate tenure.

In the wake of those decisions, American business was transformed. Unions could be interpreted as "civil conspiracies" and could be enjoined from striking. With the reduction of state power, incentives were reversed and states such as Deleware began attracting business by having the simplest and most lax incorporation procedures and regulations, driving other states to compete by lowering their own standards. The marriage of business and government also undermined„turned upside down, in fact„the Bill of Rights. The First Amendment, guaranting the right of every citizen to engage in free speech, was established to encourage, promote, and preserve democratic traditions. In the late 1700s there were very few ways to communicate except through speech: flyers, books, pamphlets, and broadsides from every conceivable quadrant of the political spectrum. The Founding Fathers wisely understood that the suppression of these political expressions would inevitably lead to tyranny of one sort or another; they did not want any one voice to have sway or dominance over the public discourse. There was little concern at that time that among the voices clamoring to be heard would be that of commerce... and the founders of the American republic still had no concept of the multinational corporation.

By invoking the First Amendment privilege to protect "speech," corporations achieve precisely what the Bill of Rights was intended to prevent: domination of public thought and discourse. Although corporations profess that they are legitimately expressing their democratic rights in their attempt to influence the government, their argument presupposes that all parties, from the single voter to the multinational company, have an equal voice in the political debates surrounding important issues.

Modern Corporations and Multinationals (21st Century): A corporation is a business that is legally independent from its members. Corporations may incur or pay debt, negotiate contracts, sue and be sued. Corporations range in size from local retail stores to a nation's largest corporation. These larger corporations sell stocks to shareholders, and the shareholders legally own the company. Management of the company remains separate from, but accountable to, the ownership. The shareholders are organized with a board of directors who hold regular meetings and make decisions on broad policies governing the corporation. Although many Americans own stock, they normally do not participate in regular board meetings or exert significant control over corporate decisions.

Sometimes corporations with closely related business may share board members, which is called an interlocking directorate. In this arrangement a manufacturer, a financial services company, and an insurance company with shared business also share the same board members. These few individuals, then, exert power over multiple companies whose business is interdependent.

According to a common online encyclopedia, conglomerate is a corporation made up of many smaller companies, or subsidiaries, that may or may not have related business interests. The buying and selling of corporations for profit—rather than for the service or products they provide—form conglomerates. The process of corporate merger often leads to large layoffs because, as companies combine forces, many jobs are duplicated in the other company. For example, a conglomerate may take over a smaller company, including that company's marketing department. The conglomerate will already have a marketing department capable of handling most of the new acquisition's needs. Therefore, as many as half or all of the acquired marketing department employees would lose their jobs. The same situation often occurs when two corporations of a similar size merge.

Other types of corporations include monopolies, oligopolies, and multinationals. Monopolies occur when a single company accounts for all or nearly all sales of a product or service in a market. Monopolies are illegal in the United States because they eliminate competition and can fix prices, which hurts consumers. In other words, monopolies interfere with capitalism. The Philippine government does not allow monopolies but U.S. government does consider some monopolies legal, however, such as utilities where competition would be difficult to implement without distressing other social systems. But even utility monopolies have seen increased competition in recent years. Recently electric power companies have seen deregulation and increased competition in some regions as well.

Oligopolies exist when several corporations have a monopoly in a market. The classic example of an oligopoly would be American auto makers until the 1980s. Ford, Chrysler, and General Motors manufactured nearly all vehicles built in America. As globalization has increased, so has competition, and few oligopolies exist today.

Multinationals are corporations that conduct business in many different countries. These corporations produce more goods and wealth than many smaller countries. Their existence, though, remains controversial. They garner success by entering less-developed nations, bringing industry into these markets with cheaper labor, and then exporting those goods to more-developed countries. Business advocates point to the higher standard of living in most countries where multinationals have entered the economy. Critics charge that multinationals exploit poor workers and natural resources, creating environmental havoc.

Sources: http://www.mecgrassroots.org/NEWSL/ISS19/20CorpBirth.html
http://thecorporation.com/

Downsizing Human Resource

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Due to the recent world financial crisis, many business firms and corporations closed becase they cannot sustain anymore the high inflation of high prices through low income and high expenses such as in labor expense, ect. because of the stiff competition of many companies. The only solution found out by the management of different firms is to have a recession and decrease their manpower so that the company can sustain and survive.

There are companies were affected last 2008 global financial crisis and one of these companies is the FedEx Corporation (Global). FedEx is well known because of its global services such as the FedEx Express in which it delivers cargoes and baggages of customers throughout the world. Here is an online magazine (ProcurementAsia Mag) which covers about the huge loss of FedEx,


Quote:
FedEx Post Huge Loss, Outlook Gloomy
By: Jerrel Yun, Singapore
Global - FedEx announced a huge loss in the previous quarter, as consumers and businesses downsized shipments and the company took over approximately US$1.2 billion in one-time charges.

FedEx lost US$876 million, in the three month period ending in May, compared to a US$241 million loss a year ago.

The company took a US$900 million write-down for its 2004 purchase of Kinko's Inc - now known as FedEx Office - and US$90 million in charges for the acquisition of Watkins Motor Lines in September 2006. It also took charges for employee severance and facility cutbacks.

In addition, FedEx's operating performance continued to be restrained by the global recession, which resulted in lower shipment volumes at FedEx Express and FedEx Freight, the company said.

Revenue for the fourth-quarter fell 20% year-on-year from US$9.87 billion to US$7.85 billion.

The company foresees difficult operating conditions in the near future.

"The operating environment for our first two quarters in fiscal 2010 is expected to be extremely difficult," Alan Graf, executive VP and CFO of FedEx said.

The company said Q408 revenue at the company's Express arm fell 25% due to a contraction in freight volumes and a rise in fuel prices. In the freight segment, revenue dropped 28%. However the company's ground segment did comparably well, with revenue dipping approximately 1% year-on-year.

FedEx said that international package volumes improved in the fourth-quarter compared to the quarter before, which could signal that the financial slowdown is levelling off.

"There are signs that the worst of the recession is behind us and we remain optimistic that we will see quarter-over-quarter economic improvement later this calendar year," said Frederick W. Smith, chairman, president and CEO, FedEx Corp.

In a conference call with analysts, Graf said the company hasn't yet decided whether it will have to layoff more workers or make further cut backs because of economic conditions, reported AP.

"That is a question that's going to play out during the year," Graf said. "We have hiring and wage freezes, basically across the board. We have suspended our 401(k) contributions. If the economy turns up and we start to see the growth that we think we will get, we will start to repair those reductions," said Graf.



And because of this huge loss happened to the FedEx Corporation, at first they downsize their human resource but time came the CEO of the FedEx decided to close their company. Last year, the FedEx-Philippines had their last cargo flight to China and had their farewell party.


There are many reasons why an organization may need to lay off employees in the current business environment that includes mergers and acquisitions, outsourcing key operations, and eliminating less-than-optimal business lines are just a few. However, at the heart of any layoff decision is the need to remain financially viable and competitive both now and in the future. It can therefore be tempting to continue the cost-saving measures as you select an outplacement services provider for your downsized employees. However, the choices you make can seriously impact your company’s reputation and profitability in the future, warns Sharon Winston, regional senior vice president and general manager of leading career services company Lee Hecht Harrison’s San Jose office.

Winston notes that in outplacement, there are no real shortcuts. "There are many paths, but they are each a climb, and anyone who tries to convey something different is misleading you."


Winston recommends that human resources professionals and senior management teams develop a system for evaluating potential outplacement providers that takes into consideration the quality of the program and the overall capabilities of the provider company. "Management teams need to realize that every former employee will likely talk to at least six people about the experience," says Winston. "That’s a lot of exposure. And if just one of those former employees feels badly enough to sue you, it will be a costly event. Taking the time up front to select the right outplacement provider can save money in the long run."


With that in mind, the experts at Lee Hecht Harrison suggest five criteria to consider when choosing an outplacement services provider:

BUSINESS BACKGROUND

Look for a firm with solid business experience and a proven track record. Be sure that the people who will service your account have experience working in the business world. If you are looking at a boutique firm or a company that focuses only on the local market, consider whether or not they have the depth and breadth of experience to handle candidates who may need to pursue a national job search.

CONTINUITY
Your employees are all business people; therefore, it makes sense that the outplacement package you purchase should be based on project management principles, like milestones, team meetings and individual accountability. This will allow each employee to jump into the job search quickly, without having to take the time to learn how the program itself works. It’s also important to ensure that each employee will be assigned a job search counselor who will remain with him or her throughout the process. Be cautious of the "bait and switch." The team you meet during the selection process should be comprised of the people who will actually provide services to your employees.

NOTIFICATION TRAINING
A good outplacement provider can help managers craft both the specific message and the tone in which news of the layoff should be delivered. Notification training ensures that all managers follow the same process and have the opportunity to ask questions before, rather than during, the event. This can help reduce the company¹s legal exposure. Don¹t assume that your managers know how to conduct themselves during a layoff. Managing a downsizing isn¹t a repetitive task, and your leadership team may not have extensive experience delivering the news.

ONSITE ORIENTATION
Your outplacement provider must be able to provide initial onsite services to downsized employees immediately after the notification. These employees need an opportunity to vent and assistance in formulating their next steps, including how to notify their families. A good outplacement provider can offer a highly facilitated opportunity for employees to express their feelings and give options to deal with the situation in a positive way. Without this guidance, it’s impossible to gauge how individuals will handle the time between the notification and leaving the property.

LEADERSHIP DEVELOPMENT
After a layoff, business doesn’t slow down to accommodate the smaller workforce. Instead, organizations must quickly regroup, re-identify themselves, shift key management roles and find new ways to move forward. An outplacement provider should be able to work with individuals and management teams within an organization to help them assimilate into the new corporate structure and develop key leadership competencies. This kind of coaching can have a tremendous impact on the company’s ability to remain productive after a downsizing.