Case Study on the Management

CASE STUDY ON THE MANAGEMENT OF FOUR SELECTED RESEARCH ORGANIZATIONS IN METRO MANILA_______ A Thesis Presented to The College of Communication Polytechnic University of the Philippines _______ In Partial Fulfillment of the Requirements for the Degree Bachelor in Communication Research _______ by Familaran, Shiela May M. Parrera, Maria Krisna B. Pineda, Althea Muriel L. March 2011 Polytechnic University of the Philippines COLLEGE OF COMMUNICATION APPROVAL SHEET In partial fulfillment of the requirements for the degree Bachelor in Communication Research this thesis entitled “CASE STUDY ON THE MANAGEMENT OF FOUR SELECTED RESEARCH ORGANIZATIONS IN METRO MANILA” has been prepared and submitted by Shiela May M. Familaran, Maria Krisna B. Parrera and Althea Muriel L. PIneda who are recommended for Oral Examination. ______________________ RACIDON P. BERNARTE Adviser PANEL OF EXAMINERS Approved by the panel at the oral examination with the grade of ________. _______________________ ANGELINA E. BORICAN Chair ___________________ KRIZTINE R. VIRAY Member ___________________ CHERRY C. PEBRE Member Accepted and approved in partial fulfillment of the requirements for the degree Bachelor in Communication Research ________________________ RACIDON P. BERNARTE Chairperson Department of Communication Research December 7, 2010 Date __________________________ ANGELINA E. BORICAN Dean College of Communication ii ACKNOWLEDGMENTS An ocean is not enough to measure the gratefulness of the researchers to the people who helped in the success of this study. The researchers would like to express their deepest gratitude to: the Almighty God for his immediate rescue in times of hopelessness and weakness and for being the source of strength to make this research possible; the genius and research virtuoso, Professor Racidon Bernarte, for his patience in shaping the researchers’ minds throughout the research process. It has been a privilege to be given a chance to have him as a mentor and to work with him in this study; the researchers’ parents for their incomparable and unconditional love and support; Professor Mart Elias Marañon for providing helpful suggestions and offering the use of the RELO as well as the theses stored in there which had been very useful for the researchers; the informants, who provided the necessary information needed in the study, for lending their precious time in order to help us complete our research; and lastly, to the BCR 2007-2011 family for sharing those sleepless overnights and for being a great companion as they drown themselves in a sea of paper and burn the midnight oil. iii Republic of the Philippines COLLEGE OF LANGUAGES AND LINGUISTICS Department of English, Foreign Languages, and Linguistics Sta. Mesa, Manila Polytechnic University of the Philippines CERTIFICATION This is to certify that I have reviewed this thesis, Case Study on the Management of Four Selected Research Organizations in Metro Manila by Shiela May M. Familaran, Maria Krisna B. Parrera, Althea Muriel L. Pineda, presented to the College of Communication, Polytechnic University of the Philippines, in partial fulfillment of the requirement for the degree, Bachelor in Communication Research. I hereby verify that the language used in this report is free of grammatical and spelling errors. Ms. Marie Claire Duque Faculty, DEFLL iv TABLE OF CONTENTS Title Page ………………………………………………………………………………..i Approval Sheet ………………………………………………………………………..ii Acknowledgments ………………………………………………………………...... iii Editor’s Certificate ……………………………………………………………………iv Table of Contents ……………………………………………………………………..v List of Matrices ………………………………………………………………………… vii List of Figures ……………………………………………………………………………viii List of Appendices ……………………………………………………………………. ix Abstract ………………………………………………………………………………… x Chapter I The Phenomenon The Introduction …………………………...………………………… 1 The Problem Statement …………………………………………….. 5 The Objectives ………………………………………………………...5 The Study Paradigm Theoretical Paradigm ……………………………………….6 Conceptual Paradigm …………………………………….. 9 The Research Postulates …………………………………………….11 Explication of Terms …………………………………………………..11 II Review of Related Literature Defining Research …………………………………………………….14 Types of Organization ………………………………………………..16 Structure of Organization ……………………………………….. … 16 Human Resource Management …..……………...………17 Finance Management …………………………………….. 26 Classification of Research Organizations Determined ……..…29 The Meaning of Management ….…………………………………30 Functions of Management …………………………………...…….32 Synthesis ……………………………………………………………….. 33 III Design and Procedure The Research Design …………….………………………………..…36 The Tradition of Inquiry ………………..……………………………...37 The Data Generation Method...…………………………………....38 Key Informants and Selection Technique ……………...………...39 Instrumentation …………..……………………………………………40 Data Generation Report …………………………..……………….. 43 v . D. E.101 The Cases ……………………………………………………………. 49 Human Resource Management of Research Organizations. ….………………... 70 Finance Management of Research Organizations…….IV Results and Discussions Profile of Research Organizations ……….. 131 References ………………………………………………………………………………134 Appendices A... B...109 V Summary of Results. C.……...129 Recommendations ………………………………………………….….. Conclusions and Recommendations Summary of Results …………………………………………….... Instrument Time Table Financial Statement Communications Transcriptions Curriculum Vitae vi .… 83 Problems Encountered in the Research Organizations’ Departments……………………………………………………………93 Solutions Addressed to the Identified Problems ………………..118 Conclusions …………………………………………………………….. F.. 1: Profile of the Research Organizations Human Resource Management of Research Organizations Finance Management of Research Organizations Problems Encountered in the Research Organizations’ Human Resource Department Matrix 4.2: Solutions Addressed in the Problems Identified in the Finance Department vii .1: Solutions Addressed in the Problems Identified in the Human Resource Department Matrix 5.LIST OF MATRICES Matrix 1: Matrix 2: Matrix 3: Matrix 4.2: Problems Encountered in the Research Organizations’ Finance Department Matrix 5. IPO Model Based from Ludwig von Bertalanffy’s General Systems Theory Figure 2.LIST OF FIGURES Figure 1. IPO Model as Applied in the Study viii . LIST OF APPENDICES Appendix A: Appendix B: Appendix C: Appendix D: Appendix E: Appendix F: Instrument Time Table Financial Statement Communications Transcriptions Researchers’ Curriculum Vitae ix . Bernarte In satisfying social needs for information. Institute for Studies in x . Research organizations are expected to formalize their goals. Parrera Althea Muriel L. research organizations play a vital role in our welfare. Racidon P. (Encarta Encyclopedia. namely the Institute for Popular Democracy. structures. Research may be defined as the search for knowledge or any systematic investigation for the purpose of establishing facts. It is also a way of dealing with new studies waiting for discoveries. Familaran Maria Krisna B.Abstract Thesis Title: Case Study on the Management of Four Selected Research Organizations in Metro Manila Research Approach: Researchers: Qualitative Research Shiela May M. Identifying the management operations of the four selected research organizations. Pineda Curriculum Program: Adviser: Bachelor in Communication Research Prof. and processes by grouping people according to their functions to operate the research business properly. 2007) As providers of information to the society. research is a way of giving solution to emerging questions requiring answers. Asian Church and Culture. finance management. The output that xi .. the following objectives were formulated: presenting the profile of the research organizations. The model has three major concepts which are the input. problems encountered by the research organizations’ Human Resource and Finance Departments and the solutions implemented to the problems identified in the aforementioned departments. Inc. The input variables of the study are profiles of the research organizations which is subdivided to the following variably: the human resource management. Profiles Asia Pacific. The researchers adopted the IPO Model based on Ludwig Von Bertalanffy’s General Systems Theory which suggests that viewing any organization as a system of mutually dependent parts is the only meaningful way to study it and that an organization is a complicated arrangement of related parts interacting and changing to adapt to the environment. and Statistical Research and Training Center is the main aim of this study. One the other hand. To answer the main problem. and output. determining the human resource and finance management of the research organizations. the analysis of the documents from the Securities and Exchange Commission and the collected company profiles. and the data generated through the use of in-depth interviews served as the study’s transformation process. identifying the problems encountered by the Human Resource Department and Finance Department and lastly. process. identifying the solutions implemented to address the problems encountered by the aforementioned departments of the research organizations. was employed in order to give depth to the analysis of data. As such. to utilize the results of the study to acquire new knowledge organizations. it can be concluded that the management of research organizations varies depending on their natures. Based on the findings. The qualitative research approach was utilized by the researchers. It is strongly recommended to the college and the students. case study. Purposive sampling was used in the selection of the key informants. The informants were the different key personnel of the research organizations’ Human Resource and Finance Departments. as a mode of inquiry. and be familiarized with the operations of research xii . especially those enrolled under the Bachelor in Communication Research curriculum.was yielded in the process is the management of the selected research organizations. one must look not only at its definition and origin but also at its nature. according to Neher. and processes. Such organizing. structures.1 CHAPTER I THE PHENOMENON The Introduction “Organizations persist over time. 1977) Social systems here pertain to groups of people having different functions to successfully bring about an end and reach a common goal. which means instrument or organ. (Donald White. As etymologically defined by Bnet Business Dictionary (2010). allows people to achieve joint outcomes together. structure and functions. who maintain an ongoing pattern of relationships that can be labeled as ‘the organization’. system or establishment. People who run an organization should do these exhaustive methods to be able to manage it effectively. Organizational Communication explains that as the operation of the organization continues. Neher Butler University This statement from William Neher (1997) in his book. Organizations are social systems that intend to formalize and achieve goals. But what really persist are the cooperative efforts of people.” - William W. . what really matters is the effort exerted by the members to achieve the common goal and maintain their group. the word organization came from the Latin word “organum” or “organizare”. For further understanding. The greater the complexity. An organization is classified as formal if it is designed to make information flow which is necessary for managers in making inputs and important decisions for the company. This process is observable and entails joint outcomes from the tasks performed by each member. Mark White (n. arranging things in a sequence. 2007) Since an organization is a complex system made up of subsystems which do different tasks independently. According to Dr. On the other hand. 1977) The structure of the organization is the designation of tasks and authority relationships in a company allowing managers to coordinate and motivate people. Static Organizations have fixed size and fixed practices. Dynamic and Adaptive. (Bnet Business Library. Time doesn’t change them significantly and they persist until some new organization occupies their niche. (McGraw-Hill & Irwin. organization is considered to be a product of social processes. The function of an organization depends on its classification. manage their money.d). 2 . 1977) Another determinant of organization function is by identifying its types. the more differentiation in the structure of the organization is needed. (White. Unlike the first two mentioned. and following some kind of systematic approach. This means that they vary in size over time though the underlying practices don’t change much. Such groups may form in response to needs for friendship or prestige or to advance some common cause. Because people within an organization are needed to communicate in order to achieve what they want to pursuit. 2005) This means that the structure of an organization depends on the needs of an organization in its operations. and get the right clients for the services that they offer. those who manage it must ensure that they get the best people that will enhance their services. Dynamic organizations however have fixed practices and variable size. there are three types of organization: Static.The Phenomenon |2 Organization’s nature carries the notion of planning. (White. an organization becomes informal if it satisfies the individuals and their needs. such as campus. directing. It seeks constant improvement that launches life cycle after life cycle. and processes that hold on to clients generation after generation. structure and functions of organizations. Because of the increasing demand for information. political science. Some organizations exist to earn money. independently acting structures created by people having collaborative efforts to achieve a goal. These steps are needed by research organizations to reach desired goals and objectives. One of these is a research organization. By knowing the nature. a complex. and controlling – for them to continue the supervision of their organization. It undergoes scientific procedures and methodologies. it is now understandable that they are not just a building or a physical reality. Research organization aims to conduct researches about different fields in science. research organizations also pass through a series of steps – planning. creating new products. or a group of buildings but rather. (Roger Wimmer & Joseph Dominick. some to contribute to the ecosystem. researchers become important and greatly needed which later on became business to satisfy the people’s needs. services. and other fields. statistics. leading. In accordance with the nature of their job. and the likes. There are many organizations in the world. 3 .The Phenomenon |3 Adaptive type of organization has variable size and practices. The existence of these organizations relies primarily on the goals that they set and the people within the group working as one and also to the needs of society. organizing. 1997) Research is a science. staffing. some to do charitable works. It employs professionals like social scientists in economics. a plant. The researchers focused on examining the management of the Human Resource and Finance Departments -. the researchers find it interesting to study how the research organizations are being managed. the researchers do not have the luxury of control of whomever the research organizations provided as informants. and other clients. and Institute for Popular Democracy (IPD). The methods and processes of conducting researches and studies for their clients and the management of their other departments were no longer touched. and their allocation of financial resources to maintain the stability of their organization. politicians. He added that funds. promote. most especially that the study requires key personnel in their respective organizations. and train employees and how they handle the available resources at hand. This study is limited only to the management of the four selected research organizations namely: Statistical Research and Training Center (SRTC). they still have to manage themselves the same way other existing organizations do. Though their primary objective is to conduct researches for business firms. Professor Theodore Schultz. Inc. the way they manage these people. hire. taken in consideration their availability. organizations. Profiles Asia Pacific. (PAP).their process in hiring people that would help them increase production rate. Also. motivate.how they select.The Phenomenon |4 Cited by Mangahas (2007). Institute for Studies in Asian Church and Culture (ISACC). Because of this. and competent scientists are necessary but not sufficient for the business of research because it also requires entrepreneurship. 4 . 1979 Nobel Prize winner in Economics explained that research is a venturesome business that involves allocating scarce resources available. Some of the needed information is classified by the informants as sensitive causing their responses to the researchers’ questions limited. To present the profile of the research organizations. Research organizations provide knowledge needed by the community. advertising agencies or research organizations. The findings of this study may be useful in their future careers especially if they get employed in broadcasting companies. Motivating. b. Hiring. Promoting. To determine the human resource management of the research organizations in terms of: a. and d. The Problem Statement The vitality of information and communication is growing within the society as it encounters many discoveries. and like typical organizations. Thus.The Phenomenon |5 Identifying the key to managing research organizations is essential to the communication students. The researchers aim to identify the internal operations of research organizations and the way they manage the system within. c. Training and development 5 . this research sought to answer the question: How are research organizations being managed? The Objectives This study sought to answer the problem by focusing on the following: 1. This need for information is met by researches. 2. there are existing management rules behind it. and that they can acquire qualitatively new properties through emergence. their environments. Human Resource Department and b. Ludwig von Bertalanffy. and b. To identify the problems encountered by the research organizations’: a. Human Resource Department. resulting in continual evolution. Income and b. and interact with. Finance Department 5. To determine the finance management of the research organizations in terms of their: a. and further developed by Ross Ashby. Bertalanffy was reacting against reductionism and attempting to revive the unity of science.The Phenomenon |6 3. Systems theory was proposed in 1936 by the biologist. To identify the ways the research organizations address the problems encountered in their: a. Expenditure 4. He emphasized that real systems are open to. 6 . Finance Department The Study Framework Theoretical Paradigm The researchers utilized the Input-Process-Output model based on the General Systems Theory. the same concepts and principles of organization underlie the different disciplines and provide a basis for their unification. and output. systems theory focuses on the arrangement of and relations between the parts that connect them into a whole. process. the output refers to the information produced by a system or process from a specific input. This particular organization determines a system. the term is used in describing the environment wherein the system exists.The Phenomenon |7 Rather than reducing an entity to the properties of its parts or elements. The process. 7 . Bertalanffy suggests that viewing an organization as a system of mutually dependent parts is the only meaningful way to study it. on the other hand. refers to the activities done to transform inputs into outputs. Lastly. an organization is a complicated arrangement of related parts interacting and changing to adapt to the environment (Byers. Thus. The input refers to the elements coming into the system and can be the result of outside factors of the environment. Systems concepts include input. 1997). which is independent of the concrete substance of the elements. Thus. For him. As he provided the groundwork for developing a systems perspective for organizations. It is something put into a system or expended in its operation to achieve an output or a result. 8 .The Phenomenon |8 Figure 1 The IPO model based from Bertalanffy’s General Systems Theory. the output yielded from the input was the Management of Research Organizations. and the analysis of the data obtained through the utilization of in-depth interviews. The processes used in this study are document analysis employed to the General Information Sheets (GIS) of the research organizations from the Securities and Exchange Commission as well as their company profiles. The researchers found the model relevant to the variables being considered in the study. 9 .The Phenomenon |9 Conceptual Paradigm The conceptual paradigm was anchored on the IPO Model based on the General Systems Theory proposed by Ludwig von Bertanlaffy. their problems encountered within their managements. These are the profiles of the research organizations. Replacing input are the objectives of this study. and the solutions addressed to the identified problems. Each concept discussed in the theoretical framework has its counterpart in the variables of the study. their human resource management. their finance management. From the transformation process. 10 .T h e P h e n o m e n o n | 10 INPUT •Research Organization Profiles •Human Resource Management •Finance Management •Problems encountered in the Human Resource and Finance Management •Solutions implemented to address the identified problems PROCESS •Document analysis of the General Information Sheets of the Research Organizations from the Securities and Exchange Commission and Company Profiles •Analysis of the data generated from the in-depth interviews OUTPUT Management of Research Organizations Figure 2 The IPO Model as applied to the study. Research organizations have different backgrounds and focus in conducting researches. It was assumed that: 1. 5. Research organizations manage the departments within by introducing more innovations to address their weaknesses. The Explication of Terms The following terms are defined operationally as used in this study: Management refers to how research organizations run and manage the human resource and finance departments of their organizations.T h e P h e n o m e n o n | 11 The Research Postulates The following are the researchers’ postulates anchored on the aforementioned objectives of this study. The finance management of the research organizations varies depending on their income and expenditures. The departments of research organizations encounter problems depending on the nature of the work (department tasks). 3. motivating. The human resource management of the organizations is based on their need to maximize manpower through hiring. 11 . either aiming for the benefit of the society or the organization itself. promoting. and training and development. 4. 2. Incorporated (PAP). namely the Statistical Research and Training Center (SRTC). Motivating is the research organizations’ act of boosting the goal-oriented behavior of their employees. Profiles Asia Pacific. 12 .T h e P h e n o m e n o n | 12 Research Organizations refer to the organizations conducting researches that are essential to the public and private sectors and to the society. Income is the consumption and savings opportunity expressed in monetary terms gained by the research organizations during a specific time frame. Institute for Studies in Asian Church and Culture (ISACC) and Institute for Popular Democracy. Hiring is the research organizations’ recruitment of needed personnel. Expenditure includes all amounts of money being spent by the research organizations to support their operation needs. Human Resource Management refers to the operations involved in handling the manpower of the research organizations. Promoting pertains to the research organizations’ provision of advancement of position to its employees. it pertains to the selected research organizations. based on their performance. In the study. Training and Development is the research organizations’ way of improving the skills and increasing the potential of their employees so that their enhanced performance will increase their productivity. T h e P h e n o m e n o n | 13 General Systems Theory was developed by Ludwig von Bertanlaffy. which are the input. process and the output. 13 . The name of the model is often abbreviated as IPO Model. It contains the major concepts of the aforementioned theory. Input-Process-Output Model is a model based on Ludwig von Bertalanffy’s General Systems Theory. It views an organization as a complicated arrangement of related parts interacting and changing to adapt to the environment. ’ The first term connotes its being strong. Similarly. and significant – all positive terms. good. Since science involves gathering facts. investigating. According to them. This systematic process is what we commonly call research. and discovering. to search. or an impending doom. research is god especially to institutions that get a lot of benefits from it. The latter one represents negative images and connotes weakness. a communication scholar. Encarta Encyclopedia (2007) defines research as the methodical investigation of a certain subject aimed at the discovery of facts. experimenting. Wimmer and Dominick also related these terms to research for it has effects that can be categorized as god and devil. establishment or revision of a theory. came from the combination of the Latin word re which means again and cercier. proving. gives a unique description of research by attributing it with the terms ‘god’ and ‘devil. The work of these groups or institutions may entail a lot of data .14 CHAPTER 2 REVIEW OF RELEVANT LITERATURE This chapter presents relevant literature that helped the researchers to have a deeper understanding of the concepts involved in the study pertaining to the management of research organizations. Defining Research Tracing the history of research is like tracing the beginning of science. a systematic process must be followed. or the development of action plan based on the facts discovered. Research. Richard Weaver. according to Arthur Asa Berger (2000). as cited by Wimmer and Dominick (1997). Usually. In historical researches. testing and revising of hypothesis and conclusion. analysis of data. Usually. in particular. conceptual definitions. identification of the origin. In the growing social needs for information. it is through research that the answers to the questions that we seek are addressed. In the same boat are those who have poor analytical and logical abilities and lack of interest in paper work and reviews. identification of integrity. With these methods. it follows processes or methods: formation of the topic. and attribution of credibility are part of the most formal historical researches. operational definitions. and development of methods and system for the growth in human knowledge. It is known that in the field of medicine. . medical equipment. Since research is a system. studies could prove something by the results. analysis. is devil when a certain group of people find it as a hindrance in achieving their personal goals. Scientific research. for they maximize the function of research in their work. however. applied research involves the discovery. gathering of data. evidence of localization. interpretation. The two authors cited advertisers.R e v i e w o f R e l e v a n t L i t e r a t u r e | 15 gathering to improve their products or services. It was also funded by government authorities. recognition of authorship. Wimmer and Dominick (1997) referred to students who are inferior in statistics and find research an obstruction to receiving a college degree. hypothesis. which is essentially the scientific method of searching. research is always used to develop new medicines. Research might as well be defined as the search for knowledge or any systematic investigation for the purpose of establishing facts. and to improve medical operations on patients. Research. it follows techniques and guidelines and includes higher and textual criticisms. was motivated by curiosity and need for scientific information. charitable organizations and private groups such as companies. functions. Organizations of this type always seek for improvement in their work --creating new products. and motivates employees. services. It varies in practices and in size. Primarily. It has no variable. which varies in size over time but its underlying practices doesn’t change much. which changes due to its growing competitors. The first is the static organization. This is the structure of an organization. Based on the given types. show vertical operational responsibilities. This type is fixed in size and in practices. there must be a formal system of task and reporting relationships that controls. Structure of an Organization To achieve an organization’s goal. which means time doesn’t change them significantly. . Mark White. interact. there are three types of organizations. and horizontal linkages. Also according to the site. This type passes through a cycle. The second type is the dynamic organization. organization structure depends on the size and its geographic dispersal. this competition results in a growing number of innovations in the field of research. The last type is the adaptive organization. and processes that keep their hold on to clients generation after generation. and people link together. coordinates.R e v i e w o f R e l e v a n t L i t e r a t u r e | 16 Types of Organizations According to Dr. Bnet dictionary defines organization structure as the form of an organization that is evident in the way divisions. departments. research organizations are considered dynamic organizations because of the competition in the industry. But the practices of the firms don’t change much. ) By the end of the 20th century. Marketing Management. These branches are the departments formed in the organization. human resource management is elaborated further.d. According to Weber as cited by A.R e v i e w o f R e l e v a n t L i t e r a t u r e | 17 Max Weber’s traditional organization structure is the bureaucracy. Information Operations Technology Management or Production Management. which is based on the sacred or outstanding characteristic of the individual.). business management came to consist of six separate branches: Financial Human Resource and Management. He classified organizations according to the nature of the authority. and rational legal authority.) In their book Human Resource Management in a Business Context. Henderson and Talcott Parsons (n. bureaucracy is the exercise of control on the basis of knowledge. human resource function can be handled by one person.d." (“Defining Human Resource Management. Strategic Management. which function independently but linked by the common goal of the company. which is a respect for custom. (Henderson & Parsons. The handling of all these activities is called human resource management. it must use its people . the infamous “HR Lady” has now been replaced by a full staff of professionals with diverse functions related to any facet of employee relations and company culture. (Bhagria. Today. n. M. This was stated by Boxall and Purcell (2003) and defined the term human resource management as “…all those activities associated with the management of the employment relationship in the firm.d. It states that for an organization to gain competitive advancement. which was introduced in the 20th century.” n. traditional authority. 2010) Human resources’ function involves everything that has something to do with the employees. Management Management. these are as follows: charismatic authority. Human Resource Management Before. which is based on a code or set of rules. 2008). From the term itself. and committed people. ensuring high performances and dealing with performance issues. keeping them in their positions and ensuring that they perform to expectation. In an article written by Carter McNamara. He said that there are a lot of people who are looking for jobs but unfortunately. (Bhagria. and ensuring that personnel and management practices conform to various regulations. This department is in charge of the hiring of staff members. The human resource department deals with management of people within the organization. which involves attracting employees. having the right people with the right capabilities is a crucial current HR concern when it comes to hiring (Mathis & Jackson. HRM is aimed at recruiting capable. not all of them are qualified in an . LLC. managing and rewarding their performance and developing key competencies. employee records and personnel policies are the activities involved. Managing approach to employee benefits and compensation. Human Resource Management (HRM) function includes a variety of activities and key among them is deciding the necessities for staffing.R e v i e w o f R e l e v a n t L i t e r a t u r e | 18 effectively and rely on their expertise to meet the desired objectives by doing human resource management. This view is also expounded by Martin Yate in 2006 in his book Hiring the Best. PhD of Authenticity Consulting. flexible. a number of responsibilities can be drawn. a Manager’s Guide to Hiring and Recruiting. 2010) Hiring In organizations. the human resource department also clarifies and sets day-to-day goals involving people in the company. Aside from that. employee’s recruiting and training. In their case. hiring is of paramount significance. . equipped with the right attitude towards the environment. and efficient in performing their tasks and responsibilities. the study found out that these research firms do not just look at the applicant’s job experiences but also seeks the edge of their applicants based on their attitudes. In the study conducted by Anastacio.al (2009). creative recruiting ideas.  Coordinate and implement college recruiting initiatives.R e v i e w o f R e l e v a n t L i t e r a t u r e | 19 organization because job openings are filled to have a positive effect on its productivity. the recruiter’s goal will be achieved. Recruitment is the most exhaustive task of the Human Resource Department. This means that most of these firms are following almost the same guidelines and procedures in recruitment but the implementation and execution vary. These firms require employees or applicants to be highly competitive. it must stretch beyond the average approach. “Wanted Researcher: A Case Study on the Hiring Requirements of Research Firms”. values. delivering facets of recruiting success throughout the organization. Primary Objectives of the Human Resources Recruiter:  Develop and execute recruiting plans. Through the development of local and national recruiting plans. When it comes to the qualifications. A ‘recruiter’ is the one responsible for attracting and recruiting employees. et. Hence. employing traditional sourcing strategies and resources as well as developing new. and competencies.  Administrative duties and recordkeeping. For an organization to achieve this. morals. their informants are the research firms and found out that hiring procedures of research firms may be the same but the way they implement the procedures are different. it is explained that the company’s productivity depends on its employees’ skills. .Use social and professional networking sites to identify and source candidates.  Research and recommend new sources for active and passive candidate recruiting.  Efficiently and effectively fill open positions. -.Improve the company website recruiting page to assist in recruiting.Research new ways of using the Internet for recruitment. association memberships. -.  Build networks to find qualified passive candidates. gauge morale.Post positions to appropriate Internet sources. -. -.  Lead the creation of a recruiting and interviewing plan for each open position. -.  Create job descriptions. trade groups and employees.  Develop a pool of qualified candidates in advance of need.  Network through industry contacts.Communicate with managers and employees regularly to establish rapport.R e v i e w o f R e l e v a n t L i t e r a t u r e | 20  Work with hiring managers on recruiting planning meetings. both internally and externally.Aid public relations in establishing a recognizable “employer of choice” reputation for the company. with professional organizations.  Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.  Post openings in newspaper advertisements.Locate and document where to find ideal candidates. -. and in other position appropriate venues. -.  Utilize the Internet for recruitment. and source new candidate leads. -.Create contacts within industry. (Nourse. -.Maintain regular contact with possible future candidates. attend student group meetings.Attend local professional meetings and membership development meetings.Develop working relationships within colleges to aid in recruiting.Give presentations at colleges.Assist in preparing and sending offer packages.Assist in writing and forwarding rejection letters. -. Human resource recruiters play a critical role in ensuring that the company is getting the best possible talent. -. and increase college awareness of the company before and after career fairs. -.Manage the use of recruiters and headhunters. -.) Motivating .Review applicants to evaluate if they meet the position requirements. -. -. -.Assist in performing reference and background checks for potential employees.Perform other special projects as assigned.Attend career fairs for recruiting and company recognition.d. -.Assist in preparing and sending new employee orientation packages.  Perform administrative duties records keeping -.Conduct prescreening interviews. -. n.Maintain all pertinent applicant and interview data in the Human Resources Information System (HRIS). -.Assist in interviewing and selecting employees onsite.R e v i e w o f R e l e v a n t L i t e r a t u r e | 21 -.  Coordinate and Implement College Recruiting Initiatives -. -. . employees also acquire motivation since employees experience this extra boost of energy as they go through training.R e v i e w o f R e l e v a n t L i t e r a t u r e | 22 It is also the HR’s job to motivate the employees. 2010) In the University of Colorado. Research has shown that a reward system for employees for good performance is the number one incentive for keeping up their performance. especially to those who have done well. different programs are being discussed. Evaluating performance of the employees and compensating those who exceeded expectations are necessary for the HR department. • Partner with staff in achieving their goals. In training. Ask employees about their career goals and offer related assignments whenever possible. Making incentives continuously available will ensure that employees are satisfied with their company and this satisfaction will contribute toward good staff retention rates. This is crucial in increasing stability within the organization and makes its employees identify with the firm and instills a sense of loyalty. But again. The following are the strategies or approaches being applied in motivating staff: • Know your staff. to ensure that they are still willing to work for the company and that they are always in shape to face the everyday challenges given to them. Ask what they value and what motivates them. the Boulder’s Department of Human Resources Guide to Motivating Employees. (Bhagria. Motivating employees can be done through the giving of rewards. ensures that these motivating strategies are being applied to them. it doesn’t necessarily mean that trainings can There are different ways to motivate them and HR motivate all employees. which intends to provide effective ideas and tools for supporting employee motivation. on-the-spot praise is good! “Praise in public/criticize in private” demonstrates respect and achieves results. • Give feedback. Specific. ) Promoting Organizations recognize promotion of competent employees as an important factor in maintaining the productivity of the company. and always in conjunction with feedback. etc. Avoid the “Peter principle. they become incompetent. Rewards that facilitate this usually relate to the mission and values of the organization. effective motivation enhances the employee’s intrinsic sense of accomplishment.d. . aside from the facts that it provides opportunities for the career growth of deserving employees and fills up vacancies. In addition. When these people are discovered to be good only at a certain area or field but not in management and supervision. involvement. She suggested that companies should make good performers undergo training in effective supervision before promoting them. contribution. she said that it is necessary to promote because it ensures competent leadership at critical points of the organizational network. (“Guide to Motivating Employees.” n. • Use monetary rewards sparingly. and satisfaction. such as skill training and professional development. according to Sanchez: 1. in line with the policy of promoting from within. The following are some ways and conditions in promoting employees. this happens when certain employees are promoted to ranks such as supervisory or managerial to reward their good performance. According to her. In an article written by Ambrose Sanchez (2008) of Cebu Daily News.R e v i e w o f R e l e v a n t L i t e r a t u r e | 23 • Use rewards that have mutual benefit. personal recognition.” or promoting people to their level of incompetence. It is a common complaint among more senior employees that they are not given the opportunity to apply for higher positions because outsiders are preferred for such vacancies. Such special accommodation may create problems later when those at lower ranks will demand to be elevated. too.R e v i e w o f R e l e v a n t L i t e r a t u r e | 24 2. These are just some of the major considerations that an organization must observe in promoting competent employees. As much as possible. A candidate who did or showed good performance during the recruitment . Promotion from within. Sanchez still believes that all other considerations must be carefully studied in policy making and applying promotion standards and it is therefore important that standards are preestablished and communicated effectively to all employees for their guidance. Notices of vacancy. 3. 5. Training and Development Performance change is needed for the progress of the organization. they must still be given the chance to compete for promotion. Do not create a new position or level just to reward or accommodate certain employees at higher levels. stating minimum qualification requirements should therefore be announced within the company. Or existing employees who may have the potential should be given training to qualify for promotion. Do not immediately promote employees to regular appointment without testing their capabilities for the higher positions. to higher sub-ranks of the same position title. a policy of promoting from within should be adopted and practiced seriously in the company. This change will be achieved through trainings that educate the employees. and applicants from within should not be judged prematurely as unqualified without the standard evaluation. 4. Even if it is accurately assessed by management that the employees within are not qualified. This is normally characterized by attendance of workshops and other forms of talks. the lack of which may lead to inefficiency. it faces the danger of becoming obsolete. This is important because an organization must keep up with industry trends. All these are assigned to the HR department because their personnel are the ones who assess if trainings are necessary for a certain group of employees. trainings are not limited only to newlyhired employees. especially today that competition is tight. finance is concerned with the saving. legal changes and changes in service delivery. The field of finance that deals with the money circulating in the organization in order for its . Newly-hired employees need to be oriented to the new surroundings or workplace that they will operate in. Trainings need not be restricted to improvement of skills but should include improvement of attitude as well. spending.R e v i e w o f R e l e v a n t L i t e r a t u r e | 25 exercise process doesn’t necessarily mean that he is the best in performing the organization’s functions. They are also important for tenured ones. lending. training also involves the improvement of attitude of the employees. and budgeting of money within the company. otherwise. Aside from that. They should familiarize themselves with the company’s functions and seek improvement in skills. Tenured employees should also undergo training to keep them updated with regards to advancement of technology. 2010) Financial Management As a science of funds management. (Bhagria. Aside from the improvement of skills. Finance is one of those significant fields or departments existing in an organization that ensure the effectiveness of business management.R e v i e w o f R e l e v a n t L i t e r a t u r e | 26 operations work. In a situation wherein it overshoots its expenditure. It also deals with the decisions related to use and acquisition of funds. Corporate finance. It is systematic financial management maintaining the balance on risk and . which is used by individuals. involves the total mix of financing schemes or techniques in funds sourcing. materials or other resources that are used for consumptions. Income is the amount of money or its equivalent received in exchange for all the labor or even services. as profit from investments. Among its tasks is to provide funds for a corporation’s activities. and their interrelation. also involves the concepts of time. Income and expenditure are interrelated to each other. which is also considered in making financial decisions. or from the sales of goods or properties or simply. expenditure deals with the money. On the other hand. which concerns the sale of stocks by a company to investors. including bank loans and bond sales and equity financing. both with the result of decreasing its expenses and increasing its income. financing durable goods. The field of finance has three general areas: personal finance. paying for loans or debt obligations. Income and expenditure are important and taken into consideration in addressing financial management. public finance. insurance. a company may raise capital by borrowing or selling equity claims. also known as a company’s capital structure. Personal finance. Included in those financing methods are debt financing. and corporate finance. income varies with the expenditure and vice versa. may involve money management regarding individual needs such as education. money and risk. or real estate. and cash flow statement) created within a business plan. Financial planning. such as rent or utilities. 2000) In the process of financial management. A financial plan can also be an estimation of cash needs and a decision on how to raise the cash. Public finance. financial control. wages and salaries. such as availability of funds. . It is concerned with the public sector entity’s expenditure. a financial plan can refer to the three primary financial statements (balance sheet. describes financial matters related to sovereign states and sub-national entities and public entities or agencies. which allocates savings to various assets or projects expected to produce future income. its revenue. In business. and also reserves some income for short-term and long-term savings. which is used by governments. budgeting process. such as a new business or product line. This plan allocates future income to various types of expenses. traditional roles and responsibility are necessary for the: a) documentation and control of incoming and outgoing cash and its actual handling. and d) budgeting and performance evaluation. A financial plan can also be an investment plan. c) financial accounting. according to Robert Arffa (2001). entails preparing budget plan for spending and saving for future income. Business decisions like investment or fund management are under this field. In achieving goals and effectiveness. (Yesilhark. b) payment of bills. shares in an existing business. and financial decision making. such as through borrowing or issuing additional shares in a company.R e v i e w o f R e l e v a n t L i t e r a t u r e | 27 profitability while maximizing the company or organization’s wealth and value of stocks. and debt issuance. income statement. three key elements are also to be considered: financial planning. R e v i e w o f R e l e v a n t L i t e r a t u r e | 28 Marketing management pertains to the process of handling marketingrelated objects in implementing the company’s corporate mission or purpose through formulation of corporate objectives. Therefore. and effective in terms of meeting customer requirements. cross-functional decisions will help achieve the company’s long-term goals. It is concerned with managing the process of conversion of inputs into outputs. This also involves the formulation of strategy as well as its evaluation. marketing strategy implementation and marketing evaluation and control. corporate strategies (achieved through strategic planning). Thus. especially in highly competitive marketing. Thus. strategy implementation and evaluation. it involves the responsibility of ensuring that business operations are efficient in terms of using as little resource as needed. and products. Production or operations management applies to those companies that produce products or goods and provide services. . This branch of management is responsible for the development of plans and policies for the gain of the company and its work force. This department supervises the quality of the products and goods the company produces. irrespective of its size For the company to be able to achieve its goals and objectives. strategic management is put into use. Good and effective management can provide the much needed competitive advantage to an enterprise. If one would look closely to strategic management and marketing management. it is also responsible for the allocation of resources in order to Drafting and evaluating implement the aforementioned plans and policies. marketing strategies. and control counterparts which would be marketing objectives. it is impossible to miss that interconnection between the two since both branches of management employ the formulation of strategies. marketing management is a crucial function. informal organizations arise within the . An organization is larger. a plant.R e v i e w o f R e l e v a n t L i t e r a t u r e | 29 The sixth and last branch of business management is information technology management. as discussed in Chapter 1. These tasks vary according to the needs of the company. such as campus. or a group of buildings. structures and processes by grouping people according to their functions to be able to run their business of researching. corporate productivity. According to Neher (1997). people think of an organization as a building or a physical reality. This view of an organization is wrong. 1977) Formal organizations are those that are designed to improve information flow so that managers will have the inputs needed to make important decisions. goal-oriented groups of persons trying to accomplish complex tasks. Organizations. Organizations can be categorized as formal and informal organizations. these are done by people within an organization. Neher said that these are not independently acting structures because in reality. profitability and competitiveness. (White & Vroman. Ever since the time information technology found its way into the business sector. This is what an organization is all about. it has led to the necessity of putting it under management. Classification of Research Organizations Determined Research organizations formalize their goals. On the other hand. are rational. more institutionalized and more formalized than a group since rules and goals are being set. This branch is concerned with exploring and understanding information technology as a corporate resource that determines both the strategic and operational capabilities of the firm in designing and developing products and services for maximum customer satisfaction. McFarland. Harold Koontz and Cyrill O’ Donnell define management as the formation and handling of an organization where individuals who have various tasks are working together in order to perform efficiently and effectively to achieve the pre-set group goals. It is the art of removing blocks for such a performance. The Meaning of Management Management encompasses numerous things in handling organizations. is the fundamental integrating and operating mechanism underlying organized effort. 4. Samuel Salvador. Terry believes that management is a diverse process that is performed to determine and accomplish the set objectives. George R. It is the art of creating an environment in which people can perform as individuals and yet cooperate toward attainment of group goals. Management. according to Harold Koontz. 2. Management. as cited by Dalton E. 3. Estelito Bagunas and Ellinor Geronimo in their book Principles of Management and Organization (2008) have the following definitions of management summarized from different authors: 1. a way of optimizing efficiency in reaching goals. is the art of getting things done with people and through formally organized groups. It is hard to look for a perfect definition that incorporates all the ideas associated with it.R e v i e w o f R e l e v a n t L i t e r a t u r e | 30 system to satisfy individual and organizational needs. utilizing human resources and material resources as well. Research organizations are classified as formal organizations. . These definitions of management are generally accepted at present for they emphasize one or another important aspect of the management activity. 7. Petersen and E.R e v i e w o f R e l e v a n t L i t e r a t u r e | 31 5. Edward Francis Leopold Brech defines management as a social process entailing responsibility for the effective planning and regulation of the operations of an enterprise. Kimball and Kimball see management as the art of application of economic principles that emphasize the organization of human resources and materials in the enterprise under consideration. management is a technique by means of which the purpose and objectives of a particular human group are determined. by. classified and effectuated. According to E. Grosvenor. . Such responsibility involves the installation and maintenance of proper procedures to ensure adherence to plans and the guidance. 9. performance appraisal and the development of an operating philosophy that ensures that the organization survive in the social system. Louis Allen stated that management is a body of systematized knowledge. Walter Jack Duncan states that management is comprised of organizational activities that engage goal formation and accomplishment. 6. 8. based in general principles which are verifiable in terms of business practice. interpretation and supervision of the personnel comprising the enterprise and carrying out its operations. What is common among these definitions is the connection of management to organizational goals. These characterizations of management emphasize the need to have a set of objectives and goals that are compatible with the demands of the society within which an organization operates. Lastly. The five functions of management focus on the key relationships between personnel and its management and are as follows: 1. Controlling concerns identifying weaknesses and errors done in the work accomplished against plans and standards. flexibility and precision. Organizational structure depends entirely on the number of employees. initiative. and loyalty and eliminates incompetence. Their thorough knowledge of personnel creates unity. personnel and raw materials for the dayto-day running of the business. Creating a plan of action is the most difficult of the five tasks and requires the active participation of the entire organization. Successful managers have personal integrity. and making adjustments or . 3. continuity. classical management theorist Henri Fayol proposed the five functions of management. and building a structure to match the work. 2. Organizing is providing capital. An increase in the number of functions expands the organization horizontally and promotes additional layers of supervision. Coordinating is unifying and harmonizing activities and efforts to maintain the balance between the activities of the organization as in sales to production and procurement to production 5. given the organization’s resources. type and significance of work and future trends. Commanding refers to optimizing return from all employees in the interest of the entire enterprise. Planning pertains to drawing up plans of actions that combine unity. 4. energy. communicate clearly and base their judgments on regular audits.R e v i e w o f R e l e v a n t L i t e r a t u r e | 32 Functions of Management As cited by Katherine Miller (1995). R e v i e w o f R e l e v a n t L i t e r a t u r e | 33 corrections by controlling feedback. research was given a more comprehensive definition. measurement of actual performance. the discussion of the six departments that any organization ought to have. The definition of research was not only given but research’s importance in our lives was implied. Synthesis In the literature and studies gathered and presented in this chapter. It was found out that research organizations are classified under the dynamic type of organization. This encompasses fixing standards. As for the literature reviews on the structure of organizations. Ever since these functions were proposed by Fayol. comparing actual and planned performance. too – making this study significant because of the fact that research organizations serve as one of the information sources in our country by providing us studies that yield new information. This type is characterized by the existence of competitors in the research industry. as well as the . Knowing the type of organization to which the research organizations belong gave the researchers an idea about what to expect regarding the nature of the research organizations. and making activities conform with plans. These functions of management are said to weave together the various parts of an organization so that all factors will function properly and all employees will cooperate for the common purpose. This comprehensive definition leads to a deeper understanding of the meaning of research. they served as a basis for all the organizations as to what a manager or an executive ought to do to get things moving. finding variances between the two and reasons for variance and taking corrective actions. policies and instructions. The subjects of this study are research organizations. .R e v i e w o f R e l e v a n t L i t e r a t u r e | 34 detailed elaboration on the two departments that are being studied – namely. together with its functions. most especially in determining as to how an organization can be managed. This part also enlightened the researchers on the importance of each department. Meanwhile. The other research focused on the research organizations’ hiring process and hiring requirements. shed light on its complexity. as well as the problems encountered in the given departments and the solutions being addressed to the encountered problems. the human resource and finance – provided information not only to familiarize the researchers with the functions of the two departments but also to make them knowledgeable about their operations. too. Having known these things is necessary in the pursuit of the study for it justifies the importance of determining as to how research organizations are being managed. It was found out in reviews that one study was conducted last year regarding research organizations. the definition of management. it was justified that the pursuance of the study entitled “CASE STUDY ON THE MANAGEMENT OF FOUR SELECTED RESEARCH ORGANIZATIONS IN METRO MANILA” is significant most especially for the students enrolled under the Bachelor in Communication Research curriculum for it can provide a preview of the operations of the students’ future internship sites or employers. specifically in the management of research organizations for the two departments that were set as parameters. What makes this study different is that it focuses on determining management with the parameters of their human resource management and financial management. With the amount of data accumulated by the researchers. is an observation that yields a detailed. It also includes the tradition of inquiry. the instrumentation. and the data-generation report. observations. as defined by Michael Quinn Patton (2002). life story. the key informants and selection technique. data-generation method. and visual texts that describe routine and problematic moments and meaning in an individual’s life. . the problems encountered by these departments and how they solve these problems. introspection. In order to address the objectives. most especially the ones majoring in communication research. history. The qualitative research approach. interview. on the nature of work of the research organizations that may become their employers in the future. The Research Design The primary aim of the study is to identify how the four selected research organizations are being managed. interaction. Specifically. thick description. personal experience. The pursuit of this study is considered to be significant for it will add to the knowledge of communication students. In addition. as cited by Creswell (1995). the study intends to determine the human resource management and financial management of the research organizations. qualitative research. the researchers used the qualitative research approach.36 CHAPTER 3 DESIGN AND PROCEDURE This chapter presents a brief discussion of the research design and techniques that the researchers employed in the study. involves the studied use and collection of a variety of empirical materials – case study. The case may be a person. group. In order to come up with the four cases. A case study rests on the assumption that the case being studied is typical of cases of a certain type so that. the correlation study investigating the relationship between variables. to developmental studies seeking to determine changes over time. phenomenon or social unit. The methods involved range from the survey describing the status quo.D e s i g n a n d P r o c e d u r e | 37 This study is a descriptive research. episode. the researchers consolidated the generated data regarding . All data relevant to the case are gathered and organized in terms of the case. The Tradition of Inquiry This study utilized a type of qualitative research called case study. the researchers employed the interview method and also the document analysis in order to add and verify the accuracy of the generated data through the interview. and relies heavily on inductive reasoning in handling multiple data sources. holistic description and analysis of a single entity. It provides an opportunity for the intensive analysis of many specific details often overlooked by other methods. There are four cases presented in this study. With the purpose of generating the needed data to answer the main problem of the study. it is an approach to studying a social phenomenon through a thorough analysis of an individual case. is an intensive. process. according to Ranjit Kumar (2005). It is particularistic. In addition. Descriptive research is used to obtain information concerning the current status of the phenomena to describe "what exists" with respect to variables or conditions in a situation. community. society or any other unit of social life. Case study. through intensive analysis. each case being the management of the four selected research organizations. as cited by Helen Simons (2009). generalizations may be made that will be applicable to other cases of the same type. descriptive and heuristic. An interview. official publications and reports. memoranda and correspondence. 2006). in-depth interviews are conducted among the two representatives. (Patton. Data consist of verbatim quotations with sufficient context to be interpretable. and open-ended written responses to questionnaires and surveys. as well as their financial statements. and knowledge. Document analysis includes the study of excerpts. In the study. the human resource and finance department. quotations or entire passages from organizational. opinions. perceptions. feelings. and the solutions implemented to the identified problems. personal diaries. provided by the same agency to validate certain responses from the interview. It is a way of gaining information and understanding from individuals on a focused topic (Biber and Leavy. 2002) . the problems encountered in these fields. according to Patton (2002) is comprised of open-ended questions and probes yield in-depth responses about people’s experiences. one for the human resource and another for the finance. from the research organizations under study. and classified them under each organization. The Data-Generation Method This study employed the interview method in generating the needed data to answer the objectives.D e s i g n a n d P r o c e d u r e | 38 each organization’s profile. clinical or program records. The researchers also made use of document analysis in order to present the profiles of the four organizations through looking at the General Information Sheet (GIS) submitted by each of them to the Securities and Exchange Commission and the organizations’ respective company profiles. An in-depth interview uses individuals as the point of departure for the research process and assumes that individuals have unique and important knowledge about the social world that is ascertainable through verbal communication. An in-depth type of interview was utilized. The primary consideration in purposive sampling. The research organizations that accommodated the researchers for an interview are the Statistical Research and Training Center. Institute for Studies in Asian Church and Culture and Institute for Popular Democracy. as cited by Kumar (2005). Purposive sampling is based on certain criteria laid down by the researchers. In this study. each of which .D e s i g n a n d P r o c e d u r e | 39 Key Informants and Selection Technique Key informants are very crucial in this study. the availability of the possible informants hindered them from doing so. The researchers only go to those people who. The researchers utilized the purposive sampling in order to select the informants. the following criteria were set by the researchers:  Informants must be working on the research organizations under study with a minimum of six months.  Informants must have the appropriate positions in the organizations to address the set of formulated questions by the researchers. Profiles Asia Pacific. are likely to have the required information.. People who can satisfy the criteria are selected as informants. Inc. in their opinion. and their firsthand experiences in handling the operations of the departments put under study were considered for people who qualified could provide valuable information needed by the researchers. is the judgment of the researchers as to who can provide the information to achieve the objectives of the study. The informants’ length of service in the firm.  Informants must handle the operations of the departments under study. As much as the researchers would like to know the management of sought-after research organizations in their respective fields. their positions. Aida Robles Administrative Officer. Seven months with PAP  Ms. Jennifer Villanueva Chief Accountant. Elizabeth Labaddan Human Resources Management Officer.D e s i g n a n d P r o c e d u r e | 40 represents a different type of organization – a private firm. Orlando Chinilla Accountant and Officer in Charge of the Administrative and Finance Division. Two representatives from each of the four selected research organizations served as the key informants for this study. and non-government organizations. Institute for Studies in Asian Church and Culture . Profiles Asia Pacific. Statistical Research and Training Center Twenty years with SRTC  Ms. Statistical Research and Training Center Five years with SRTC  Mr. Inc. The key informants of the study are:  Ms. one representative of which addressed the researchers’ queries about the organization’s human resource management. This yielded a total of eight interviewees for the in-depth interviews conducted. the other of which answered the questions with regard to the organization’s finance management. a government or a non-stock agency. non-profit organization. Jocelyn Pick Managing Director. Profiles Asia Pacific. Six years with PAP  Ms. Inc. Elizabeth Labaddan of SRTC. Adelaida Villegas Book Keeper. Pick of PAP. Jocelyn Pick of PAP. are the ones who are responsible for the finance management of their respective organizations. Institute for Popular Democracy Seven years with IPD The informants were all provided by the research organizations upon granting the request of the researchers for an interview. Ms. Karlenma Tagala Assistant Administrative Officer. is well knowledgeable when it comes to PAP’s human resource management. PAP utilizes the tools that they employ in their HR services offering in their own human resource management. despite the varying titles that accompany their names. in one way or another. Karlenma Tagala of IPD have. Ms. despite the fact of being the Managing Director of the organization. can be proven by the Financial Statements from the Securities and Exchange Commission wherein it is implied that the informants of this study are the ones who prepares the budgetary report making them . Pick is more than familiar with the procedures and the schemes being used.D e s i g n a n d P r o c e d u r e | 41 Two years with ISACC  Ms. Ms. It was stated in the letter of request that interviewees must come from their human resource and finance department in order to solicit accurate data. Whereas the informants from the finance departments of the research organizations. handle the human resource matters of their respective organizations. Aida Robles of ISACC and Ms. Ms. which Ms. It is in fact. Gloria Igaya Administrative and Finance Officer. Institute for Studies in Asian Church and Culture One year and nine months with ISACC  Ms. Institute for Popular Democracy Nine months with IPD  Ms. As for the interview guide for the finance department representative. The interview guide for the human resource representative consists of questions concerning the procedures and schemes in terms of hiring. elaboration and clarification probes were employed in order to solicit deeper Two interview guides were formulated.D e s i g n a n d P r o c e d u r e | 42 knowledgeable of their organization’s financial activities. it is consisted with the inquiries as to how they manage their income and their . his length of service. responses. The unstructured interview serves as an asset for it can elicit rich information (Kumar. his position in the firm. most especially with their income and expenditures. From time to time. and training and development. and his educational attainment. an interview guide was formulated. The problems encountered by the department regarding the aforementioned parameters and the solutions addressed to the problems identified were also included. promoting. considering that those two are the parameters used in determining the financial management of research organizations. one for each of the human resource department and finance department representatives. This data-generation method is an unstructured interview for it allows the researchers to be flexible as to questions to be asked an informant. The interview guides were composed of questions anchored on the objectives of the study. Accordingly. 2005). the researchers employed the in-depth interview method. motivating. Instrumentation With the purpose of knowing how the selected research firms manage their organizations. Each interview guide contained questions about the informant’s profile – the name of the informant. She also informed the researchers that their organization doesn’t have a marketing department for they are a government agency. 2010. The researchers were advised to send letters to the respective research organizations and do follow-ups to know if the interview requests were granted. the vision-mission-goal statement of the organization. So the next day. It was a good thing that Althea lives near their office. the following are considered in order to come up with an organizational profile for each: the type of organization. Althea went to SRTC and handed the letter of request for an interview. Althea Muriel Pineda was able to talk with Ms. . Statistical Research and Training Center The researchers called SRTC on September 23. a brief history of the organization. Orlando Chinilla. And if they do. schedules for the interview are set. For the document analysis part. In the message was the date for an interview with her and Mr. the activities that the organization is engaged in and its organizational set-up. Elizabeth Labaddan and was advised to send the letter personally to their office located at Quezon City. Data-Generation Report Prior to the interview. the researchers called the target research organizations to inquire whether they entertain interviews from the academe. It was October 14 when the researchers received a response from SRTC through a text message from Ms. the accountant of SRTC. Labaddan.D e s i g n a n d P r o c e d u r e | 43 expenditures. as well as concerning the problems they have encountered and the solutions that they implemented to the identified problems. Jennifer. was contacted through the recommendation of Professor Bernarte. the group has received an e-mail from Ms. he entertained the researchers’ questions.D e s i g n a n d P r o c e d u r e | 44 October 22 was the set interview schedule at 2:00 in the afternoon and the place would be the SRTC office. He gave another schedule. Profiles Asia Pacific. Pick containing the dates that she’ll be available for the interview as well as Ms. Labaddan entertained the researchers and before the start of the interview. But still. As the researchers are advised to add several research organizations in order to improve the study. The interview with her lasted for about 47 minutes. Inc. Ms. After two days. he was busy that day because of a certain event on-going in their office. Contrary to what Mr. Jocelyn Pick’s mobile number. whatever time in the morning and even joked that the researchers could interview him the whole day. which was October 25. . The researchers arrived at SRTC several minutes before 11:00 in the morning. Ms. Mr. The researchers arrived half an hour before the set time. Chinilla approached the researchers. Chinilla said during the first meeting that he could accommodate the researchers all day. the one who’s going to address our finance-related questions. Profiles Asia Pacific. The group wasted no time to be in touch with Ms. Pick and conducting follow-ups through phone. Inc. Professor Bernate gave the group Ms. Labaddan answered all the questions of the researchers enthusiastically. Pick who happens to be the Managing Director of the said company. He apologized for he can’t attend the interview because of an urgent SRTC-related engagement. the request for an interview is done through sending an e-mail to Ms. Villanueva is shorter for she seemed reserved and she answered the questions as straight forward as she could. Malcolm Pick. 2010 at 10:00 in the morning. Jennifer Villanueva the Chief Accountant of PAP. Jocelyn Pick is rather engaged at the moment. Compared to the interview with Ms. Pick has a lot of things to say. After answering the questions for human resource. the group decided to go to the Securities and Exchange Commission to acquire annual reports of the Statistical and Research Training Center and the Profiles Asia Pacific. Jennifer. Shiela May Familaran. The interview lasted for a while as Ms. After waiting for a while. Pick also shares the group what their company really does and being a company specializing in human resources. who is currently an intern at ISACC do the honors of asking her bosses for permission to interview their Human Resource Officer and Finance Officer several hours prior to the intended . The first to be interviewed was Ms. Pick. Ms. So the group went on with the interview with Ms. She’s the one who answered the questions for the human resource concerns of the group. was directed to the main office of the Profile’s Asia and was asked to wait for Ms. the Chairman of the company. Jocelyn asked the group to come with her at the 16th floor. Ms. another office of PAP together with Ms. Mr. Inc. Pick left the room. the group took advantage of one of the members’ internship site. The group arrived several minutes before 10:00 in the morning. the interview with Ms. joined the group and answered questions together with Ms. Pick’s husband. Mr. Ms. Institute for Studies in Asian Church and Culture Seeing the urgent need to look for two other research organizations to fulfill the recommendation of the panelists. Pick. Pick.D e s i g n a n d P r o c e d u r e | 45 The date was December 16. and Ms. After the interview with PAP. During the interview. Ms Aida is quite a chatter and bubbly so the duration of the interview with her is longer compared with the interview with Ms. Ms. Dhel. Aida followed immediately. the interview with Ms. Dhel. Luckily. the book keeper of ISACC was the first to be available so the group interviewed her first. Upon arriving at ISACC. 2011. Dhel. Aida and Ms. 2011. On March 15. After the interview with Ms. Dhel is somewhat reserved but was able to fulfill the questions prepared. After the interview. the group was asked to wait for a while because Ms. The group searched for IPD’s contact number and address through the internet. The interview went smoothly and lasted for several minutes for Ms. Ms.D e s i g n a n d P r o c e d u r e | 46 interview. the group went to SEC to retrieve the needed annual reports of ISACC for the document analysis part of the study. her bosses have seen the urgent need for informants and agreed to have the interview on the afternoon of March 9. Dhel were engaged at the moment. the group called IPD and was able to set an . Institute for Popular Democracy Having spent 200-hours with the Ateneo School of Government’s Political Democracy and Reforms gave Krisna the opportunity to discover the existence of Institute for Popular Democracy for PODER has it listed to their directory under the non-government organizations that were usually invited to their events. Dhel answered the questions about ISACC with financial reports and statements at one hand to ensure that what she answers to the group’s questions are accurate. There is no specified time for the meeting so Shiela May Familaran and Maria Krisna Parrera decided to meet at Robinson’s Galleria after lunch for ISACC is just a stone’s throw away from there. the group met at 02:00 in the afternoon to go to SEC to get annual report of IPD. In the case of the Nielsen Company. Gloria Igaya and Ms. Karlenma Tagala was the first to be interviewed. Interview guides were then forwarded to their e-mail addresses. She addressed some questions regarding the human resource of the organization and was advised to ask Igaya the other questions for Ms. Karlen Tagala. Unfortunately. Kristina Estandarte. The International Data Company didn’t entertain the researchers because they do not provide qualitative classified information about their company. The next day. Ms. 2011. Igaya is beating a deadline and cannot entertain the interviewers so the group was asked to come back two days after. IPD is located at Matimtiman St. Before having the data generation phase completed. When the group arrived at that address. they were surprised because a restaurant and a residential house were erected there. Ms. It’s a good thing that their new location is just a stone throw away from their old address. the researchers have encountered several rejections. Ms. Igaya. Karlenma. Teachers Village. last September 29. the researchers were given the chance to interview the Client Services Manager of the Media (Marketing Manager). the . Igaya attended to the researchers. the group headed to Quezon City for according to their Website. Arriving at IPD. At 04:30 in the afternoon. On March 18. The researchers later found out that IPD transferred to another location five years ago. she said that a confirmation of an interview should have been done. the group was asked to wait for Ms. Igaya functions as the Administrative and Finance Officer of IPD. Igaya went out of the office to entertain the interviewers and addressed the remaining questions for HR and after that answered the questions with regard to their organization’s finances. Ms. After the interview with Ms.D e s i g n a n d P r o c e d u r e | 47 interview with Ms. When Ms. 2010. the interview with IPD pushed through. declined after several follow ups. The group tried to solicit another informant from each of the organizations but unfortunately. that they could not entertain an interview because their Marketing department manager is on sabbatical while their president was currently in Japan. who first showed interest in giving an interview at first by responding to the letter of request for an interview. GfK Custom Research reasoned out that they were loaded at the moment. The interviews with the Social Weather Stations as well as with the Asia Centre for Research were considered null and void because of the number of informants provided by the respective organizations. the two can no longer provide for the group’s request. . A letter of request was also sent to Ibon Foundation.D e s i g n a n d P r o c e d u r e | 48 researchers were discouraged because of the unwillingness of the Human Resources people to be interviewed because all of them are new at their jobs. the researchers received a text message from Ms. the Human Resources Manager. As for Pulse Asia. Liza Martinez. Inc but wasn’t followed up immediately because of the upcoming yuletide season. The TNS. studying. • Promote collaborative research efforts among members of the academic community. data producers. and methods. and users. together with the researchers’ comprehensive analysis and interpretation. definitions.49 CHAPTER 4 RESULTS AND DISCUSSION This chapter presents the results of the data generation. and . and methodologies for the promotion of the statistical program. 1987. These include the type of organization. and number of officers and employees. Statistical Research and Training Center Legal Basis and Function The Statistical Research and Training Center was created by Executive Order (EO) No. • Conduct non-degree training programs to upgrade the quality of statistical manpower base in support of the needs of the statistical system. 121 issued on January 30. vision-mission statements. Profile of the research organizations The following narratives discuss the profile of the research organizations. the activities they are engaged in. concepts. Section 10 of the EO specifies the functions and responsibilities of SRTC: • Develop a comprehensive and integrated research and training program on theories. The discussions of the results are anchored on the study’s objectives. • Undertake research on statistical concepts. a brief history of the organization. Provides financial grants to institutions or professional statisticians when research topics fall under major thrusts of research agenda. training courses conducted by SRTC may be granted graduate credits not exceeding six (6) units of elective courses. 149 since December 28. SRTC is the Philippine’s focal agency on statistical research and training and one of the five major statistical agencies in the highly decentralized Philippine Statistical System (PSS). 8. 10. Under the CHED accreditation. 7. 9. It is placed under the administrative supervision and policy and program coordination of the National Economic and Development Authority (NEDA) through Executive Order No. along with the National Statistics Office (NSO) and the National Statistical Coordination Board (NSCB). Conducts in-house and external research projects. Series of 1995. . the Department of Interior and Local Government (DILG). 1993. and the Commission on Higher Education (CHED). the Professional Regulations Commission (PRC).R e s u l t s a n d D i s c u s s i o n s | 50 • Provide financial and other forms of assistance to enhance statistical research and development. National Research Council of the Philippines (NRCP) accredited the SRTC as a research institution. pursuant to the provisions contained in CHED Order No. Services that SRTC Renders 6. Conducts quarterly workshop on completed or on-going research undertakings. It is also accredited as a training institution by the Civil Service Commission (CSC). Facilitates the conduct of the SRTC Annual Conference.7. Updates research agenda of the PSS based on emerging needs. Research fellowship where a bonafide researcher with substantive proposal for relevant statistical research is funded. Maintains a comprehensive library collection of statistical books and journals and enhances the accessibility of statistical information. The improving of the quality. SRTC conducts its research through the following schemes: 2. definitions. Provides financial assistance. reliability. 12. Research grant by SRTC to an institution on a priority research project or vice-versa. Activities and Programs The activities of SRTC are categorized into two. and 17. and scope of statistical information. The statistical research deals with the study of the processes involved in producing statistical information. Acts as Secretariat of PSS-wide Scientific Career Evaluation Committee (SCEC) of the Scientific Careers System for Statisticians (SCSS). Facilitates the archiving of research and training outputs/materials. to students enrolled in masters or doctorate program of statistics and are pursuing thesis or dissertation papers. Maintains SRTC Website and IT facilities. and techniques are involved in it. through its Thesis and Dissertation Fellowship Program. concepts. 3.R e s u l t s a n d D i s c u s s i o n s | 51 11. 15. namely: statistical research and statistical training. Participates in inter-agency and technical committee activities within the PSS. methods. 13. 14. Testing and/or experimentation on statistical theories. completeness. . Monitoring of scholars under the RGSSP-Phase I. 16. as well as cost effectiveness of producing and delivering statistical outputs are the company’s aim. Programs feature lectures. concepts. In-house research done by the research staff of the agency. It is continuously updated to consider current and emerging needs of the Philippine Statistical System and carry out responsive and relevant research programs. discussions and workshops. and lodging quarters to . computer laboratory. The following are the major thrusts of the current research agenda: c. and statistical techniques. Research and Information Technology Division of SRTC has conducted and/or coordinated 90 research projects mandated to develop a comprehensive and integrated research and training programs on the theories. On the other hand. Statistical courses offered by the SRTC are geared toward capacity-building initiatives for understanding and appreciating statistics. Improvement of methodologies. and computer applications designed to supply the needs of clients or participating agencies with facilities such as adequate training rooms. and e. SRTC is also guided by comprehensive and integrated research agenda. Development of relevant indicators responsive to emerging issues and concerns at the national and sub-national levels. d. and methodologies for the promotion of the Philippine Statistical Systems (PSS). and 5. definitions. concepts. Rationalization and preparation of more cost-effective designs for censuses and surveys. Thesis/Dissertation fellowship where a student in masters or dissertation program in statistics pursuing his thesis or dissertation work is funded. It effectively complements efforts to improve the statistical services in the government. statistical training refers to the design and conduct of non-formal statistical training programs intended to improve the government statistical personnel’s capability in handling their statistical work.R e s u l t s a n d D i s c u s s i o n s | 52 4. We will be the leading edge in the conduct of research and training programs in statistics and allied fields. Training programs are also open to foreign participants. and training activities. The board is composed of the Secretary-General of NSCB as chair with the following as members: the Administrator of NSO. Organization Set Up The SRTC is headed by an Executive Director and is staffed by 25 regular and contractual personnel. aside from the Office of the Executive Director. value our work of contributing to informed policy and decision-making processes through high quality research and training in statistics and related fields. with the guidance of the Almighty. and Core Values The mission of SRTC is to improve the quality of statistical information generated by PSS through the conduct of high quality. members of the SRTC family. objective and responsive statistical research. Vision. Mission. In so doing. Policies for the operations and management are formulated by the governing board. the Dean of University of the Philippines. we are committed to: .R e s u l t s a n d D i s c u s s i o n s | 53 accommodate out-of-town participants. SRTC’s vision statement: "We. the Director of National Planning. and the technologies made available to us. the Director of Bureau of Agricultural Statistics (BAS). The agency units are the Research and Information Technology Division (RITD). and Policy Staff of NEDA. the support and commitment of our human resources." The following are the SRTC’s Core Values: The staff behind SRTC intends to pursue its agency vision. the Training Division (TD) and the Finance and Administrative Division (FAD). DepEd. Dole. and leadership development. Profiles Asia Pacific. h. And in all our undertakings. data producers and users and be recognized as responsible and credible partners in the statistical system. DBP. teamwork. (Statistical Research and Training Center brochure. e. GSIS. TESDA. they do undertake special research projects on social development issues. USA. client satisfaction. d.R e s u l t s a n d D i s c u s s i o n s | 54 c. Research projects typically are in the areas that involve employee engagements. f. NYC. Engage the services of highly competent resource persons/professionals for all our research and training activities. professionalism. Profiles International. Inc. we will uphold integrity. thereby affirming that their role in the SRTC is paramount. (PI) was established in 1991 in Texas. It had amongst its stated objectives that of providing employers with current. Work closely with the academe. trustworthiness. Put premium on our precious human capital by providing equal opportunities for growth and development. valid and (The people side of business). Some of the researches PAP undertakes make use of However. Work for the attainment of general well-being and realization of the selffulfillment of the individual. 2009) Profiles Asia Pacific. the World Bank. Ensure client satisfaction in all aspects of our mandated activities. cooperation and mutual respect toward our clients. proprietary tools largely through the use of our instruments. Inc is a private stock company engaged in personnel testing and assessment service like giving examination for the benefit of the clients and conduct programs without operating as a school. Inc. partners and co-workers at all times. ECCD. etc. g. for clients like . NOT for the purpose of employment evaluation. In short. It is the world's innovator and leader in the development and distribution of employment related assessments. Assessments have been translated and validated in sixteen languages (and growing).  They were not updated. Amongst these deficiencies were:  Almost all instruments in use were developed for the purpose of diagnosing specific clinical conditions.   Most needed to be interpreted by a trained psychologist. many of which are still in use. both large and small. .  They had no available validation studies. They had cultural and other biases. Deficiencies with Current Testing Instruments Profiles noted when it was founded in 1991.R e s u l t s a n d D i s c u s s i o n s | 55 easy to use employment assessment instruments. they possibly did a fine job in clinical diagnosis (for which they were developed). when applied to the workplace. Profiles now has affiliates in over one hundred countries. but were not only unreliable. but also invalid and in some cases illegal. so that they could make better use of their human capital resources. Neither were they representative of current personality theory. It operated initially in North America. nor representative of the changing employment pool. that there were many deficiencies with the then available instruments. where it now has tens of thousands of clients. and did not fulfill the legal and labor codes for non-discrimination. Through the successful pursuit of these commitments we will continue to  . the corporation is registered with the SEC with 20% foreign ownership. the educational community. hence. by maximizing their God-given talents and abilities. fully challenges and develops their individual talents and encourages their free-spirited collaboration to drive our business forward. literally from the ground up. honesty and quality. Profiles Asia Pacific. (PAP) is the Philippine affiliate of Profiles International. making full use of prior research.R e s u l t s a n d D i s c u s s i o n s | 56 The Profile’s Solution To overcome these difficulties. Mission  We will provide HR services and assessment products of superior quality and value to serve the needs of business and organizations. government. We will achieve our purpose through an organization where the working environment attracts the finest people. Vision Profiles Asia Pacific wants to create a Philippine society –  Where individuals are empowered to realize their full potential. and organizations value all people and foster the creation of wealth and selffulfillment. Launched in 1998. We will at all times maintain our principles and integrity. Inc. and  Where companies. Profiles has slowly developed a completely new set of employee-related assessment instruments. . . Skills Testing. Computer-based “skills” oriented testing. nicely complements the psychometric assessments of PI.R e s u l t s a n d D i s c u s s i o n s | 57 be known as “The Assessment Company” and a world’s innovator and leader in Human Resource services. PAP has undergone a period of considerable expansion branching out into other assessment related activities including: a) assessment based recruitment b) assessment based coaching and training c) assessment based OD services including ODA a One Day "Assessment Center" service d) College and High School Entrance Testing/Assessment e) HR Consulting f) eLearning tools(with assessments) The use of assessments is the basis for all their services. PAP took on a second affiliation. also from the USA. Literally hundreds of performances-based testing modules are available to our clients from using either computer or Internet delivery systems. As exclusive distributor of PI products. our business associates and our clients and to the Philippine communities in which we live and serve. that of SkillCheck Inc. In 2001. Expansion: Based on the success and acceptance of the instruments offered. They offer many products which may be purchased alone or integrated into our several services. For simplicity they have categorized these assessments by publisher. PAP’s office is located in the Ortigas Center area of Metro Manila.  Our efforts bring prosperity to our business. Profiles Asia Pacific markets directly to client companies and has an established dealer network. PAP provides training and support to both dealers and end users alike. it is not surprising that local companies often seek low cost screening tools. On-line Job Matching tools: o o o o The Profile XT The Customer Service Perspective The Sales Indicator The Call Center Survey 2.multiple choice “knowledge” tests and “performance” tests. Integrity Profiling: o Step One Survey II (integrity assessment) Pre-Screening Assessments Often with huge numbers to screen. On-line Performance Management tools: o o o o Performance Indicator Team Analysis CheckPoint (360 feedback) and Skillbuilder (eLearning) Profiles Workforce Compatibility Assessment 3. Skills Tests SkillCheck tests are of two forms. . A pioneer in internet delivery and “job-fit”. Profiles offers a wide range of tools summarized below: 1.R e s u l t s a n d D i s c u s s i o n s | 58 Profiling and OD Assessments Profiles International is a leader in the development and distribution of employment-related psychometric assessments. This could be: 1. on-line: testing administered by client using a “private” internet testing sites setup for exclusive use by the client. Lorna Kuan.. on-site: testing administered by Profiles staff at the client’s site.R e s u l t s a n d D i s c u s s i o n s | 59 TNA Tests Prior to offering a developmental program (training) it is wise to make an accurate diagnosis of the current state of learning.” 2008) Profiles Asia Pacific. 2. on-line: testing administered under the control of the client. we provide for both written essay writing testing and spoken English testing (listening and speaking skills). The remaining shares are evenly distributed to Ms. ACE . This is often achieved through a Training Needs Assessment program which can most efficiently be done utilizing one or more of our wide range of TNA assessments. the Managing Director has the most number of shares followed by Mr. (“Company Background. . but “setup” by profiles. has five stockholders. In addition to traditional assessments in the areas of: grammar. Ms. vocabulary. and reading comprehension Testing Services Profiles (and its strategic business partners such as People Dynamics. and 4. Jocelyn Pick. PAP is registered with SEC with a 20% ownership. the JFK Foundation and others) provide for many different types of testing needs. spelling. one of which is a foreigner and the remaining are Filipinos. Inc. 3.Assessing Communications in English To provide for the increased need for assessing competency in English language communication. outsourced testing: candidates are sent to the Profiles testing centres in Ortigas and elsewhere. John Pick. and friends in the International Fellowship of Evangelical Students (IFES) network. Christian Media for Partnership London Institute Contemporary Christianity. of Christian Communication. Some of its main funding sources have been the Evangelische Missionwerk (EMW) of Germany. and cultural issues in the country.R e s u l t s a n d D i s c u s s i o n s | 60 (corporate secretary) Ms. social. Corporate Communications. Its solidarity network ranges from secular NGOs like Freedom from Debt Coalition and Philippine Alliance of Human Rights Advocates to ecumenical church bodies and. Pick as the Chair. Testing Center. Customer Service. (SEC General Information Sheet. Recruitment. Anglican Church of Canada. Institute for Studies in Asian Church and Culture The institute for Studies in Asian Church and Culture (ISACC) is a non-stock. ISACC maintains a considerable network of individuals and organizations with similar concerns. Bruce Crumley (the Vice Chairman) which all serve as the board members of the company with Ms. World International Vision. non-government organization with the primary purpose engaged in research and training. with a reputation for committed and creative responses to issues of national concern among NGOs and other progressive elements in the country. the World Association Commission. internationally. and Human Resource. Breakthrough in Hongkong. Jennifer Villanueva (treasurer) and Mr. Finance. in Mission. It was established in 1978 as a reflective arm of the church and a catalyst towards biblically-based responses to political. Through its 21 years of existence it has evolved from an initially marginal prophetic voice operating within a largely conservative church community into a major influence in the life and witness of the churches. IT. Tear Fund Australia and UK. . 2011) PAP is consisted of nine departments namely the Sales. Administrative. ISACC is engaged in the following activities:     Capacity building Research in social development issues Research and training in gospel and culture issues Political advocacy . He rules over all of life. the Uniting Churches of the Netherlands. like the Department of Education and other local sources. Witness to it has both a verbal and visible dimension as expressed in prophetic proclamation of the Word as well as in the Spirit's work of transformation in the life of the individual and of nations. not just over the church. It is also a member of the Alliance of Christian Development Agencies (ACDA) and the Philippine Council of Evangelical Churches (PCEC). The gospel is for the whole person. They believe that Christ is King.R e s u l t s a n d D i s c u s s i o n s | 61 ICCO of the Netherlands. and the Philippine government. ISACC is a research and training organization specializing with the following core expertise within an Asian context    Development Cross-cultural studies Missiology ISACC’s mission is to creatively witness to the lordship of Jesus in all of life by penetrating culture with the values of the kingdom and engaging the powers towards social transformation. but over nations and peoples. ISACC also maintains links with local organizations in media and the arts such as Far East Broadcasting Company and the Day by Day Christian Ministries. His kingdom makes no distinction between the secular and the sacred. corporate and development executives and other . excellence and competitiveness that is just and sensitive to culture and showcases native talent and ingenuity. Culture and the Filipino Church. consultancy services. which helps pastors and church workers to rediscover Filipino culture and root the gospel in it. theories. Seminars range from the Gospel. such as: • Winning work attitudes. A sample research is a groundbreaking study of the cross-cultural problems encountered by American Protestant missionaries in the early 1900's. Complimenting this are professional training seminars meant to enhance social wellness. This helps management and workers alike to develop a work ethic and style that makes for efficiency. Research and training in gospel and culture issues to enable the churches and mission organizations to more effectively witness to societies in Asia. and grassroots communities through coaching. and such training seminars as • The Church as an Agent of Change: Basic and Advanced Skills in Community Development • • • Integrating Spirituality in Development Work Project Proposal Making Other experience-based learnings Research in social development issues as a contribution to the on-going search for fresh approaches. a value-re-orientation seminar for employees in public and private sectors. the first study of its kind done by non-western scholars. and paradigms in social development practice. and Making Filipino Culture Work For You. a cultural orientation seminar for missionaries. organizations.R e s u l t s a n d D i s c u s s i o n s | 62 Capacity building in various areas of development work for churches. helping to create the social and cultural infrastructure necessary for good governance to flourish. excellence and competitiveness that is just and sensitive to culture and showcases native talent and ingenuity. Trainings offered by ISACC:  Making Filipino Culture Work for You .  Integrating Spirituality in Development Work . . missionaries and other expatriates seeking to work more effectively by deepening appreciation of Filipino culture and how one can facilitate instead of hinder corporate efficiency. highlighting contextualization as the key to relevant witness by stimulating the rediscovery and reaffirmation of Filipino culture.This seminar is a grassroots education service for the churches. Culture.  Winning Work Attitudes .  The Church as an Agent of Change: Basic and Advanced Skills in Community Development .A value re-orientation seminar for employees in public and private sectors.Enables practitioners to sharpen skills and perspectives in social development.R e s u l t s a n d D i s c u s s i o n s | 63 expatriates seeking to work more effectively by deepening appreciation of Filipino culture and how it can facilitate instead of hinder corporate efficiency.A cultural orientation seminar for corporate and development executives.Aimed at refreshing stressed development workers and other professionals through perspectives and survival tools for the journey. This helps management and workers alike to develop a work ethic and style that makes for efficiency.  Gospel. and the Filipino Church . A long-term program under this is Popular Education for Good Governance. Political Advocacy through publications and various other media for reaching mass audiences. . Melba Maggay as the Chairman.The course is designed to enhance theological literacy among professionals who wish to interact with issues they face in their work and academic disciplines. national. or international environment. Joy Alvarex and Malcom Bradshaw as the members. it imparts progressive changes in the society whether it’s local.Course in technical writing and project-proposal-making. Anna Francisca Lacanilao as the Corporate Secretary. Mr. combining biblical perspectives and how-to's. Advocacy. Training and Advocacy. as well as basic and advanced creative writing. It specializes its works with their research and advocacy and began to introduce the education works that answers the questions on the local democracy. 2010) ISACC has three departments namely the following: Administrative and Finance. It started during 1986 when the organization aimed to widen the democratic space existing in the country by forming movements that’s actively concerning the crucial national issues.R e s u l t s a n d D i s c u s s i o n s | 64  Disciplining the Mind . Ms. ISACC has seven employees consisting of three officers and four rank and file employees with MS. Felipe Jocan Jr. . Noel Alcaide as the treasurer and Ms. (“Institutional Profile. In ten years of its existence. Institute for Popular Democracy Institute for Popular Democracy is a non-stock corporation that undergoes political researches and having advocacies that serves the non-government organizations with the purpose of political transformation and development. and Training. and  Writer's Courses . context and social relevance. with added sensitivity to culture. Phebe Pendon. The organization primarily engages with Research. Different groups are now emerging with the society and taking watchful eyes over political struggles.” 2003) Based from the documents from the Securities and Exchange Commission. (SEC General Information Sheet. The researches aimed to hit the new ideas or instruments for politics. The transformation of the community to have political development is the focus of the organization. Merging in the midst of the civil society. At the present. and the state. The Local Public Finance Managemental has goals on building institutions that would help on proper allocation of public resources. Also included in their researches are the Macroeconomic Policy Advocacy which concerns the assessments and measures of the economic . the Institute for Popular Democracy deals with presenting and interpreting the realities on the Philippine Issues particularly when the national democracy is on the line. the organization widens its reach within those individuals. or community that parallels to their view points about the national reformation. national. together with the IPD’s advocacy. IPD has the agenda of making the poor and disadvantage sectors of the society to participate on the national political issues. It shows the factors that would make democracy efficient and ineffective as well as the options for concerned individuals in the society for its development. groups. The IPD engages with the researches that would help the local political reformers. It centers on the local and foreign issues that seemed to be the factors on the society being economically backward and under freedom repression. The organization had a commitment on democratization of the society. They are also conducting researches about the Local Poverty Analysis that aims to measure the status of the societal poverty which also undermines the goals of the local reformers about the efficient allocation of public funds. the economy. thus. it ranges as broad as local.R e s u l t s a n d D i s c u s s i o n s | 65 the ways for participation within the national issues and the strength that they could get by existing on the arena of the community and open politics. and global perspectives. Florence Villanueva. As of now. Alexes M. 2009) Only the Administrative and Finance is the only constant department in IPD. Mr. (“About IPD.R e s u l t s a n d D i s c u s s i o n s | 66 trends. (SEC General Information Sheet. Alexander Padilla. Enrique Villanueva. Robert Francis Garcia. it has two other departments namely the Local Governance and the Asia-Europe People’s Forum. Cecilia Soriano.” 2006) Provided by the Securities and Exchange are the list of the Directors or Officers of the Institute for Popular Democracy. Edicio dela Torre. Mr. Mr. Marianita Villariba. David Andrade. Ms. Mr. Atty. Ma. The number of their departments varies depending on the number of their current projects. Enriquez handles the legal business of the IPD. . Diosdado Calmada. The other members of the organization are as follows: Mr. Ms. The organization also conducts trainings on democratizing local governance. The Chairman of the board is Patrick Patino together with the other Board Members including Mr. Mr. Patrocinio Jude Esguerra III is the President of the Organization and Miss Rebecca Malay is the Treasurer. Ms. Marie Stella Dela Cruz and Mr. Jose Eliseo Rocamora who’s also the Chairperson. and also the Constitutional Reform which addresses the debates within the forms of government and the Electoral Reform which mainly about the COMELEC in order to monitor Philippine elections. Miss Jennifer Albano is one of the Board Members and at the same time is the Vice Chairperson officer. consulting  Headed by a Chairman  Staffed by 30-regular staff  Composed of nine . We will be the the highly decentralized leading edge in the Philippine Statistical System conduct of research and (PSS). 1993 activities  Headed by Executive Director an  Staffed by 25 regular and contractual personnel. training programs in statistics and allied fields Placed under the administrative supervision and policy and program  Mission of the -To improve the quality coordination of statistical information National Economic and Authority through the conduct of Development high quality. Stock  Vision corporation A Philippine society which maximizes the  Profiles International.  Agency units: Research and Information Technology Division (RITD).  Statistical Training policy and decisionmaking processes Philippine’s focal agency through high quality on statistical research and research and training in training and one of the five statistics and related major statistical agencies in fields. Mission. (PI) was established in 1991 in Texas. and Goal Statement Historical Background Types of Activities Engaged In Organization Set Up Government  Vision Statement Was created by Executive  Statistical Research . Finance and Administrative Division (FAD). objective (NEDA) through Executive No. Training Division (TD).value our work of Order (EO) No. and Office of the Executive Director Profiles Asia Pacific. 121 issued contributing to informed on January 30. 1987. Incorporated Private. 149 since and responsive statistical Order research and training December 28. Inc. USA with an objective of providing  Engaged in providing organizational development solutions.R e s u l t s a n d D i s c u s s i o n | 67 Matrix 1 Profile of the Research Organizations Research Organization Statistical Research and Training Center Classification Vision. nongovernment  Mission -To witness to the Lordship of Jesus by penetrating culture with the values of the Kingdom and engaging the powers towards social transformation. Customer Service.  Profiles Asia Pacific. employers with current. departments namely Sales. client satisfaction. Testing Center. with 7 regular employees and indefinite number of project-based employees and volunteers. Corporate Communications Finance and Human Resource Institute for Studies in Asian Church and Culture Non-stock. The Administrative and Finance. honesty and quality in fulfilling its goal to be known as “The Assessment Company” at the same time bringing prosperity to its clients. Advocacy and Training . social and cultural issues in the country.  Established in 1978 as a reflective arm of the church and a catalyst towards biblically-based responses to political. Administrative.  Has 3 departments. with a 20% foreign ownership registered in SEC. (PAP) is the Philippine affiliate of PI. Inc. IT. the general public and the society. and leadership development  Undertakes special research projects on social development issues. valid and easy to use employment assessment instruments.  Through its 21 years of existence it has evolved from an initially marginal prophetic voice into a major influence in the life and witness of the  Engaged in Capacity building  Research in social development issues  Research and training in gospel and culture issues  Political advocacy  Headed by an Executive Director.R e s u l t s a n d D i s c u s s i o n | 68 talents and abilities of individuals and wherein institutions value all people and foster selffulfillment  Mission -to provide quality HR services addressing the needs of business and organizations -to maintain principles and integrity. and training and development programs  Conducts research involving employee engagements. Recruitment. launched in 1998. local. or international environment  Incorporated with the Philippine Securities and Exchange Commission on August 31. national.  Has the agenda of making the poor and  In ten years of its disadvantage sectors of existence. for a and other related activities in the pursuit of its objectives Non-stock corporation .R e s u l t s a n d D i s c u s s i o n | 69 churches Institute for Popular Democracy  Commits on  Started during 1986 when democratization of the the organization aimed to society. 1988  Research work  Chairman of the board with its board members  Policy studies  programs and projects  Departments of relevant to the Administrative and development and Finance promotion of popular  Office Staff and Project democracy Staff  Holding training seminars. widen the democratic space existing in the country  Focused on the political by forming development of the movements that’s actively country concerning the crucial national issues. it imparts the society to progressive changes in participate on the the society whether it’s national political issues. symposia. (Yate. 2006) The Statistical Research and Training Center (SRTC) follows the guidelines given by the Civil Service Commission (CSC) since it is a government research agency. according to Ms. and ensuring that the personnel’s and the management’s practices conform to various regulations. The department’s main function includes various activities for staffing. recruiting. For organizations to achieve extraordinary performance from the people that they hire. For the minimum qualification. this depends on the position that the applicant wants. motivating. they must stretch beyond their average in recruiting and hiring procedures. training. undergoing panel interview.R e s u l t s a n d D i s c u s s i o n | 70 “Life-Sized Human Walls” Human Resource Management of Research Organizations The following narratives and analyses deal with the responses of the informants to the questions of the researchers about hiring procedures. These internal guidelines include the fulfillment of the minimum qualifications set by the CSC. Elizabeth Labaddan. passing the examination.d. An organization strongly relies on its Human Resource Department when it comes to manpower. and training and development activities for their employees. (McNamara. The department must align company’s objectives and guidelines to the company’s goals. . and the assigning of points. But the agency also has internal guidelines. n.) The Human Resource Department’s main concern is the recruitment or hiring process. motivating and promoting schemes. Through the use of their assessment techniques. Pick. Labaddan said that it did not necessarily mean that an applicant who got the highest points would get the position. After the process. they are able to know the competencies. However.” This means that all applicants must possess the qualifications set by the CSC before undergoing the screening process set by the SRTC. Ms. eight hours training and career service profession ability. the behavior. It still depends on the executive director’s decision on which one they will hire. first of all understand what types of people you want to attract in your company. Jocelyn Pick.R e s u l t s a n d D i s c u s s i o n | 71 Ms. so to speak. the Managing Director of the company. we have many statistician 3s here. the Panel Selection Board will assign points based on the results of the examination and the interview. the moment the applicant does not fit these qualification standards. it is important to know the requirements for the job. They have basic guidelines but these are prior to change depending on the position an applicant wants. they made use of their products in order to get applicants fitted in their company.” What Ms. Pick meant here is that there are different types of people and they have to see who fits in and who does not. For Ms. “First thing is you have to. Ms. said it this way “we are the products of our product”. This is also what they call job matching. The points will then be submitted to the executive directors who are in charge of the evaluation and decision making. two years experience. part of the process involves the participation of the . So. these are the qualifications: bachelor’s degree relevant to the job. the personality. They hire employees through behavioral approaches. and the cognitive abilities of the applicants to be able to fit in our company. Labaddan cited an example taken from the CSC guidelines book: “So for example. sells assessment tests in hiring employees. Statistician in the national government. his application will not push through. So you have your employer branding. In hiring. Because Profiles Asia Pacific Inc. let’s say statistician. they know that person is gifted in the area of what ISACC needs. having this foundation among the applicants is important in selecting. “Most of the people who come in for hiring to be employed with ISACC are endorsed by other organizations. the Institute for Studies in Asian Church and Culture (ISACC) has a different way of selecting employees for the reason that they are Christian-based organization. For the Institute for Popular Democracy (IPD).” Having said this means that most of their applicants were just endorsed by the other companies who think that these people can do well in ISACC. Pick said “We wanna find the right people. etc. applicants must submit their curriculum vitae which will later on be invited in an interview. we do not care whether this person is old. we find out that these factors are not important in job’s success. Their Administrative Officer. Ms..” According to her. school. curriculum vitae. Application letter. we do not discriminate. When it comes to the qualities of the applicants. What’s important to us is they are able to do the job because based on our own research.” This means that they hire according to their capacity and capability in doing the work regardless of their age.R e s u l t s a n d D i s c u s s i o n | 72 manager of the department. They should believe in God and the Bible. Applicants should also finish college degree but not that necessarily. “First since this is a Christian organization. their hiring process’ requirements are more on submission of documents. from what school he come from. Aida Robles supported this when she said. They are accepting undergrads or high school graduates as well. certificate of employment. sex. how old is he. their loyalty to the scripture or the word. third sex or whatever. In hiring employees. They are very particular when it comes to this qualification. transcript of . Unlike the other organizations. “There are requirements. That’s why we are very strong proponents of nondiscriminatory hiring. Ms.. So when they try to bring in people or when they endorse them. we want to check on their spiritual maturity. male or female. and ones with objectives and goals of their own that . who is also the husband of Ms. terminal leave benefits. these requirements are not necessary. This is crucial in increasing stability within the organization and makes employees identify with the firm and instills a sense of loyalty. Mr. they give bonuses. 2010) For the SRTC. (Bhagria. there’s an increase in salary. Labaddan said. There is also an increase in the employees’ salary. Therefore. And then there’s a loyalty award for every ten. you’ll forward these to the project head who will conduct the interview. it depends on the applicants’ background if they are qualified for the position” She added that it still depends on their project if they are qualified. Effective motivation of employees contributes to good staff retention rates. and application form provided by the IPD. twenty and fifty years of service. “We have step increment: for every three years. references. But when it comes to the project staff. Inc. twenty.” Ms. and leave credits. Jocelyn Pick.R e s u l t s a n d D i s c u s s i o n | 73 records. the Administrative Assistant of the organization enumerated. fiftieth year. He said “We need people in an organization like this that are self-motivated primarily. Then their documents are being reviewed if they are suited for the project. Ms. first emphasized the company’s need for selfmotivated employees. Tenured employees are also recognized by giving loyalty awards to those who already have ten. “We also have screening. “For project staff. Another role of the Human Resource department is to keep employees in shape to accomplish the organization’s tasks. There’s also written exams given.” This just shows that the longer the employee stays in the company. the higher the salary that he will receive. Malcolm Pick. different schemes on motivating employees are being done to ensure that employees are satisfied with their company. the Chairman of Profiles Asia Pacific. Karlenma Tabora-Tagala. Once these are all done.” These are the usual hiring process for their office staff. These requirements are strictly followed when the applicant aims for the office staff position. ” For him. In an article written by Ambrose Sanchez (2008) of Cebu Daily News. From top to bottom and across all functions. which makes her think that this can be considered as benefit. It motivates their employees too.” Aside from those tangible benefits. Ms. you get to see the whole thing. she said that . Pick gave importance to the benefits in their workplace that motivates their employees. Pick said and added “There’s a bonus based on the employees’ potentials. Competent employees deserve recognition from the HR department. like the certain departments enjoy bonuses depending on our sales. You get to see what really goes on. and there are a few other benefits that are given to them.R e s u l t s a n d D i s c u s s i o n | 74 we can try and help them satisfy.” Having these foundations from their employees are necessary for them in motivating their employees. “There are pros and cons for being a small company” he said. For instance the structure of their organization helps their employees too. its beneficial if the company is small because the employees will get to see the other operations happening from the other departments. “In a little company like ours. “What could be a benefit in the sense that the rules are more flexible. IPD on the other hand has their weekly running activity at UP every Thursday afternoons so that their employees will live a healthy life once a while. Pick supported what Ms. Sales people are largely paid by the sales they made. Pick on the other hand also added that they are not that strict in the company. Ms.” Mr. But in ISACC. their employees will have their grace in working. Ms. “They are given health benefits… There are the usual benefits required by law. it’s important to have a deep level of spirituality to keep motivated. That’s the big benefit to somebody who’s starting a career.” Motivation schemes for ISACC and IPD have similarities. By developing camaraderie. Pick on the other hand mentioned that their personnel are motivated through benefits. employees are motivated by just having healthy relationships among their coworkers. For them. Ms. For them. the higher the points. Pick and added “Definitely performance based. She will notify all those who are qualified among their employees. you will be included in the roster of candidates. then we could opt to increase her salaries… It’s largely performance based.” There are also outside applicants. aside from the fact that it provides opportunities for the career growth of deserving employees and fills up vacancies.” He also said that they’re trying to make their promotion process as comprehensive as it can be.” This was agreed by Mr. it takes time. Not like the SRTC who has a very well-defined process in promotion. it’s always performance-based and based on experience. So automatically. is the same with how we do it in promotion”. The company assesses both the inside or internal applicants and the outside applicants fairly and then award points to them just like what they do in the recruitment process. Inc. Those who are interested to apply for the position will automatically belong to the candidates. let’s just say. Profiles Asia Pacific. they specified thoroughly the ways of their promotion. But there’s no well established system. For the SRTC. however. Labaddan said that “for incoming personnel. Ms. You inform me if you’re interested or not. “The more experienced. “I notify all those who are next in line. in line with the policy of promoting from within. to emphasize the fairness that they show to applicants for a position. A certain position needs to be vacant or open for promotion to happen. . The thing is.R e s u l t s a n d D i s c u s s i o n | 75 the reason it is necessary to promote employees is it insures competent leadership at critical points of the organizational network. doesn’t follow a well-defined structure. Pick said “If management feels this person deserves to get paid more. This means that their hiring process is somewhat similar with their promotion procedures.” she added. “They are being assessed side by side” she said. anything that will benefit them.R e s u l t s a n d D i s c u s s i o n | 76 The two remaining non-stock. A lot of them want to take it because for me it’s a privilege to be given training.” Profiles Asia and Pacific.. Every year I probably take three people. the only mandatory trainings given to the employees are the ISO trainings. We spend for them. Training aims to improve the skills and attitudes of the employees to maintain high quality performance by all. The firm also entertains trainings outside the country. For the SRTC. but are offered anyway for the employees’ development. Labaddan said that sometimes. She said once a year. Now the last major activity that the Human Resource department conducts is the training. Ms.the reason why they don’t give much promotion on wages/salaries. JICA. SRTC looks for training designs that will be appropriate to their employees’ jobs. let’s say. employees will be able to cope with stress and interact well with their co-workers. we are open to it. the ISACC and IPD are experiencing financial constraints. when it comes to the promotion of the position. non-profit organizations. we spend money on them. Ms. they usually go on planning workshop and go out of town to conduct team building activities. there should always be vacancy first for them to be able to promote. HR is the one that decides if trainings are necessary for a certain group of employees at a certain point. The rest are not required to take. “There are training programs offered. Labaddan said: “We are also given invitations from.” Through these trainings. TESDA for scholarship programs… We need to nominate a representative from our agency. Inc. We send them to the US for training. She said: “I provide training in general: gender sensitivity training and workshop on stress management.” This means that trainings are seen as privilege since they are free for their employees and they can also get to visit different places. However. the employees are the ones who ask for training. She cleared out that the trainings they offer are not . they go attend some seminars. R e s u l t s a n d D i s c u s s i o n | 77 mandatory but are offered for the development of their personnel. due to IPD’s financial constraints. let us know because if we can partially subsidize it. effective productivity. But I always tell people that if there are training programs that they are interested to take up. ISACC conducts trainings and seminars as well. . employees will be exposed to the nature of their work and also to other people that they’ll meet. why not?” The trainings they offer involves sales. Ms. we do not even tie them up to a contract because we believe in people development. the quick-books or their accounting software. or attend seminars that are given by their funders. if it is something that can benefit the company. Through these activities. What they do is they encourage everyone to learn on their own. trainings are no longer included in their budget. The employees are required to attend these seminars and conferences that are related to what they’re doing. Robles said “In the manual. they also do trainings as general. Again. ISACC on the other hand expects their employees to have skills that the organization wants. and health-related issues. they will orient them accordingly through exposures. Once they already have these. it is stated there that we require that all the members of our staff to go through or attend trainings and seminars. conferences related to what we are doing”. “So it’s not mandatory.those personality development trainings involving interaction with coworkers and goal setting. ” outsiders. then “…on one man unit. the invitations from let’s say positions. fiftieth year. We award for every ten. we training that will fit “Selecting and hiring is also assess the Of course based on his/her kind of job.” qualifications .” on the different positions perhaps the trainings…” assessed side by side.” those who are to qualify workshop on stress the resume.” passed the exam then “And your leave me if you’re interested we will interview them credits…” or not…” but if they didn’t.” try to find or each “…when we assess the employee will find a internal applicants. look at sensitivity training and terminal leave benefits. the sometimes increase in salary.R e s u l t a n d D i s c u s s i o n | 78 Matrix 2 Human Resource Management of Research Organizations Research Organization Hiring Motivating Promoting Training and Development SRTC “…for incoming “We do the normal “But usually once a year “We have step personnel let’s just say is we would go a planning process.” implemented by the then there’s a loyalty department of labor. The general increment for every the same with the how workshop.” “I provide training in “…a certain position…is general(gender “We also give bonuses. there’s an we do it. we conduct team “They are being do the hiring depending twenty. vacant…I know all incentive bonuses.” that we need. if they next in line…you inform management. at least “We are also given college level on any “We assign points.” more experience. we bye-bye.” procedures which is three years. building activities.” scholarship program… we need to nominate a representative from our . the JICA. And “We go out of town and promotion. “take the exam. TESDA for higher the points. Inc. You get to see involves the involvement what really goes on. like that we hire for. then we their own that we can could opt to increase her try and help them “If you’re able to probe satisfy. As it of the manager who’s goes to what we think in-charge of the should go on.” our product. anything that will benefit them.” performance and we’re trying to establish a well “we are the products of “There’s a bonus based defined structure. potentials. we spend money on them.” “ISO is a mandatory for everybody” “We’ve undergone training on quick-books. we are open to it. and there are a she’s welcome to…” in our company as well few other benefits that “So it’s performanceas the other companies are given to them. especially sales and marketing undergo training on sales. abilities to be able to fit by law. “we are very strong We have all the same “to first of all understand what types of people you want to attract in your company. the personality benefits… There are the “If the person from the and the cognitive usual benefits required inside wants to apply. which is accounting software.” job-matching assessments which is “That’s the big benefit to called the profile XT. based on the experience and that’s one of the enjoy bonuses process” depending on our sales. .” “They are not mandatory. they go attend some seminars.” Profiles Asia Pacific. We sell on the employees’ behavioral test.” somebody who’s starting “part of the process a career. And we probably going to have a lot of health related issues that we are going to undergo training. what we really believe goes with department” the other companies. We spend for them.” “A lot of them.” have competencies. and ones with “If management feels objectives and goals of this person deserves to get paid more. the “they are given health behavior. Sales people personality assessments. so there are training programs available. are largely paid by the sales they made. So you have your employer branding. then the certain departments based. But there are training programs offered.” “We need people in an “Of course its organization like this that performance based.” “First aid.” salaries… It’s largely and find out that they performance based.” are self-motivated primarily. so to speak.” “A lot of them want to take it because for me it’s a privilege to be given training.R e s u l t a n d D i s c u s s i o n | 79 agency. R e s u l t a n d D i s c u s s i o n | 80 proponents of non- problems with the big discriminatory hiring.” company, we all have the same functions to “Yes we make use of fulfill, but we do it in a technical test, and uh, it much smaller scale.” depends on the position.” “what could be a benefit in the sense that “Sometimes it’s a plus if the rules are more you do have the flexible.” technical skills and you cannot wait to train them.” “. But for us, the most important are the soft skills. Because technical skills, they’re hard skills and you can learn that.” “Effective productivity. Because we want our people to be effective, to set their goals, so they can be successful.” “probably outings, that’s not every month but maybe in the summer… there is a training” “They are also encouraged to join associations because that’s one way of developing yourself, developing your career” “The training that we’ve been giving is a general training about design to be more systematic and organized in the kind of work that they’re doing.” ISACC “check on their spiritual “I think it’s more on “So normally, there’s a maturity, their loyalty to getting down to the level vacancy” the scripture or the word” of the employees… to “Of course in our create a relationship manual, it should be “We do background amongst them.” internal first, within the checks” organization” “you create “They don’t have to be camaraderie amongst college graduate. They “Those qualified are your employees and “More of orientation. We get our training through exposure… Since we hired you according to the skills that are in your CVs, then we believe that you’d be able to grasp whatever the organization wants” R e s u l t a n d D i s c u s s i o n | 81 can be high school graduates only” “We ask them to submit their CVS and then we ask them to come for interview” “. Most of the people who come in for hiring to be employed with ISACC are endorsed by other organizations... So when they try to bring in people or when they endorse them, they know that person is gifted in the area of what ISACC needs.” look on them not on the mistakes that they made but more on their achievements. That way, they’ll feel that you appreciate them.” “money is not really a prime factor as long as, again like what I said in the guidelines for hiring. You have to be, you have to have that deep level of spirituality.” being tapped and given Contract of Employment indicating that this will be their current position effective on a given date. There’s no need to apply.” “In the manual, it is stated there that we require that all the members of our staff to go through or attend trainings and seminars, conferences related to what we are doing” “So they are exposed not only to the learning but also to the social area, because you get to know the people who are of the same mission and vision as ISACC.” “Training is the exact training that we offer” IPD “There are requirements. Application, letter, curriculum vitae, certificate of employment, transcript of records, and references, and application form provided by the IPD.” “For project staff, it depends on the applicants’ “It’s not required, but its “Unless the person involved resigned, then encouraged.” there would be “We’re not giving trainings “They’re into physical promotion.” anymore. Only seminars fitness. They have “We get outside if there’s from invitations outside or running club. Every nobody interested to given by the funders.” Thursday afternoon, around five o’clock, we take over from the “You’re encouraged to inside.” go to UP and run.” learn on your own. We “If somebody wants the have library if you want to learn from books.” vacant position, the normal process will take place which is “Staff development is no “Love for the cause and camaraderie.” R e s u l t a n d D i s c u s s i o n | 82 background if they are qualified for the position” “We also have screening. Then their documents are being reviewed if they are suited for the project. Once these are all done, you’ll forward these to the project head who will conduct the interview. There’s also written exams given.” evaluation. The longer budgetary due to Executive Director, financial constraints.” Chairman of the Board, Treasurer, and one or two Senior Managers, and some members of the board. They will do the evaluation.” R e s u l t s a n d D i s c u s s i o n | 83 “When Money Talks” Finance Management of the Research Firms What follows are the narrative and analyses on the informants’ answers to the inquiries of the researchers on the organizations’ finance management. Also included here is the validation from the financial statements of the organizations from the Securities and Exchange Commission. An organization would result into deviation without a particular management that would deal with its financial matters. Handling the organization’s finances often includes saving and lending money, and how the money is being spent and budgeted to address the company needs. The Finance Department primarily deals with the organization’s income and expenditures. Income is the amount of money or in exchange of labors, materials, services, etc. Expenditures are the materials being used to achieve the desired output. In the Review of Related Literature, Yesilhark (2000) had pointed common functions of the finance departments as follows; documentation, controlling and handling of incoming and outgoing of cash flows. Statistical Research and Training Center is a government agency which focuses on the statistical research and training in the Philippines and is one of the major statistical agencies in the decentralized Philippine Statistical System (PSS). In addressing the questions regarding its financial management, Mr. Orlando Chinilla, the accountant of the said firm bestowed as their annual income for their trust ready and training receipts. On the trust ready receipts which he described as the receipts coming from the agencies, he said that they’re getting 5 million from it yearly as he claimed, “At times, on a project, they will be allotting around two million, maybe in average, around five million yearly.” By what he had said about the training receipts, the firm also gets their income from other agencies as he explained, “…two agencies to undertake a certain project…they will be giving us the budget for the project.” The accountant also added, “Those R e s u l t s a n d D i s c u s s i o n | 84 are the receipts from other agencies,” explaining what trust-ready receipts is. While on the training receipts, according to him, it reaches to 10 million pesos a year as he estimated it on saying, “Around six million on the average, ten million a year...” Giving more explanations on the other receipts, he said that these are the receipts coming from the participants who undergo training on the SRTC as he mentioned, “We have what we call participants who will give payment on the SRTC in return of their service, it could be individual or customize. The ‘customize’ are what we call agency to agency.” As for SRTC’s sources of income, he informed us that it is usually from training fees or seminar fees, research management fee which is 10% of the project cost and is usually spent on operations. Budget proposals are of great importance in every finance department for it serves as their Bibles in terms of allocating the funds of the organization. Mr. Chinilla, when asked about as to how budget proposals are being framed, said that each division prepares its own budget proposal. These proposals will be submitted to him, and then he’ll have to consolidate it and the final proposal yielded from such process will constitute the budget of SRTC for a specific year. “Each division prepares budget proposals... they submit it to me… I’ll work on it and then that will be the budget proposal of the entire SRTC for that particular year.” As for the finances management of Profiles Asia Pacific, Inc., a private company which primarily offers services of providing organizational development solutions, consulting and training and development programs for their clients, when asked regarding the company’s annual income, Ms. Jennifer Villanueva, the Chief Accountant gave the amount of 30 million by stating, “It’s gross sales, 30 million a year.” This can be validated with the Annual Financial Statement of this company that was submitted to SEC that bears the figures of Php 23, 773,940.02 for the year 2009 as their service income. the primary source of its income is the sales made from selling their assessments. Ms. Each proposal will be then submitted to their accountant. “selling testing assessments…our products.” The Institute for Studies in Asian Church and Culture. Villanueva will pass it to Ms. then it’ll be crossed out from the list.000 annually. The accountant. After consolidating each proposal. Inc. which is basically the end product of the company. if a variable isn’t greatly needed. are being prepared annually. with last year. Every department is being asked to list down the expenses that will be incurred by their operations. . Malcolm’s discretion if they would approve of the budget prepared. ISACC’s book keeper when asked for the organization’s annual income answered. Ms. and then the publications which gives 30. “let every department state their own expenses then we’ll see if what they listed down are favorable… that’s where we base our budget… if we don’t think we need those. Jocelyn and Mr. The estimation of their annual income the previous year would be 1. as Ms. Adelaida Villegas. “It depends on the projects that we have. Villanueva. Villanueva framed it.5 million for a six-month project and 30. Malcolm.3 million and the publications sales reached Php 123. it would be 1. Malcolm.” This data provided by Ms.000 for their publications. Then it would be Ms. would check if every variable listed down is really needed.R e s u l t s a n d D i s c u s s i o n | 85 In adherence to the services that this company provides. 096. Villegas is somewhat in contrast with the Financial Statement available in SEC which shows that the grants and donations amounted to Php 3. has an income that is dependent with the projects.5M which is good for 6 months.” as to how Ms. Jocelyn and Mr. Jocelyn and Mr. Budget proposals in Profiles Asia Pacific. being a nongovernment organization. which would be Ms. we’ll cross it out… I check the proposals and put comments before passing it to Ms. and they’re the ones to approve the budget. Villanueva said. Additional comments will be placed on the proposals. It’s difficult. “It’s very fluid. Ideally I .248. “I doubt if anyone answers this. Gloria Igaya. Igaya said. we also have donations from employees and those with related interests. donations (either from individuals or churches). The organization is highly dependent on funders as they are the ones who provide for their income. Ms. I cannot say this. Ms Villegas said. Grants from employees and people with related interests with this organization are considered to help in the maintenance of IPD. Difficult.321. The remaining would be for the Advocacy and the Training Department. “Grants. membership fees… donations from individuals and churches. Ms. “more on funders… 85 – 90% foreign funders… remaining percent from local or we have the publications. What help this organization to keep on moving are grants. another non-government organization. as she said. the organization’s Finance Officer declined to give an estimation of their income.” The same income management goes for the Institute for Popular Democracy. “1/3 of the funds goes to Admin and finance. A large part of their income comes from foreign funders and the remainder would be from local funders and the sales from their publications. fees from its members and the sales from their publications. the rest goes for the operations which would be Advocacy and Training. as she said. publications. it is set that the Administrative and Finance Department gets the 1/3 of the total fund allocation of the organization. “ Ms. Since the organization lost its institutional funding.” It was found out later that the total revenue of IPD in their latest Financial Statement reached the amount of Php 16.” In ISACC’s annual budget. donations. Igaya when asked about as to how they do the preparation of the budget proposal remarked that it is something that is difficult for them because of their budget’s fluidity. their revenue became dependent of the project flow.R e s u l t s a n d D i s c u s s i o n | 86 ISACC provides research and training services. According to him. Igaya prepares the program based-budget proposal. “For now. a company may raise capital borrowing or selling equity claims.” Ms.R e s u l t s a n d D i s c u s s i o n | 87 would require each of the departments to submit their cash flows. when income is less than its expenditures. the excess income can be used for lending or investment. there’s already an allocation for its different divisions when the interviewers asked about its distribution scheme as he mentioned. and then that’s when I straw the overhead expenses. electricity. when income exceeds its expenditure. For SRTC’s annual expenditure. Igaya could tell where to outsource the funds for the overhead expenses and that is if there would be surplus from the program-based funds. She said.” Mr.” Concerning the questions with their expenses. prepared with no specific source for payment. The two terms are apparently interrelated with each other.” The researchers also set inquiries concerning the expenditures of the research firms. but that never happened. on the SRTC’s budget proposal. he said that it is fixed and mandatory for the organization’s rent. Ms. our main function is more on services so we are not focusing on profit. Chinilla answered that it’s just the same with the firm’s income and said that the nature of the firm is actually more on service as he added “Cause in our nature of business. travel expenses. She already has the general fund. It is only after a project when Ms. Mr. “Each division has their allocation of budget…they do budget proposals. when asked the question about how much the organization spends annually. communications. it’s projectbased. Expenditures are the materials and other expenses of the research firms. water. Based on the study’s Review of Relevant Literature. both will end up decreasing its expenses and decreasing its income. Profiles Asia Pacific. Inc. 4-5 million for . Villanueva gave two amounts.. which is constituted by the overhead expenses and that are not usually covered by the program-based funds. transportations and meetings. Chinilla also said that the research division got the largest budget allocation among the departments. is divided into two. advertisements salaries and wages of employees and office supplies and office equipments that we need.64. supplies. receive the largest allocation of funds among the nine departments existing in Profiles Asia. “the marketing. Profiles Asia Pacific Inc. from Profiles international… the testing itself…” when asked for other sources of expenditures of the company it was said that it is constitute by overhead expenses which.” The administrative department. utilities and salaries… 1. she said. “Overhead expenses. Ms. ISACC provided an estimation of their annual expenditure constituting its overhead expenses which basically covers utilities and salaries of employees. Villanueva said. “so we are buying that from our affiliate. “For the cost of sales. transportation.” The given figures are closely aligned with the operating costs and costs of services written in the financial statement which would be Php 20. a close estimation. Ms.’s primary expenditures would be the testing materials that they use in producing assessments that they sell. As it was enumerated and further justified by Ms. The primary expenditures of ISACC. the IT department and the sales department.R e s u l t s a n d D i s c u s s i o n | 88 the operations and 12 million for the administrative and marketing.” Meanwhile. administrative and selling expenses.162 million. .2M would be the estimation. Villanueva by saying. it’s around 4 to 5 million… for the administrative and the marketing expenses around 12 million. “Administrative. according to Ms. Villanueva would be. the aforementioned overhead expenses and the program-based expenses which cover the salaries for the program-based employees. 079. then IT for the purchase of computers (for testing) and then sales for the advertisements. because it’s the one responsible for requesting the supplies. Villegas answered. 453.” This is found out true for ISACC’s overhead expenses amounted to 1. The organization’s expenditures are composed of the program activities in which they spend the most as for the remaining parts are allotted for the personnel and overhead expenses.” . Ms. for now. Igaya when asked with regards to what makes up their expenditures said. Igaya find it rather sensitive. IPD has the total of Php 18. research person. they have recordings and budget for equipments and printing of materials. “That’s variable.343. recording. the salaries of the project manager. “program activities. Villegas said. Based on the financial statement acquired through SEC. it’s the two major departments (Local Governance and Asia Europe People’s Forum). transportation. Program activities are the research and the pilot (trainings)… remaining percent would be for the personnel and the overhead expenses” IPD. equipments and printing expenses: “Without considering the program activities. meetings. didn’t provide figures for their expenditures yearly for Ms. “Both Advocacy and the Training receive most part of the funds. food. Ms. food.” The Advocacy and Training Department of ISACC receive the largest part of the allocation of budget for both entail the operations of the organization. program director. the utilities and the salaries… for the expenses in program activities.” The Institute of Popular Democracy. for advocacy.. like with the estimation of their annual income..R e s u l t s a n d D i s c u s s i o n | 89 meetings.058 as their expenses which basically cover their projects and overhead expenses. it’s like 60-70% of the expenditures. supplies. without having a definite number of department for it can be only determined by the number of research and training projects that they currently have and the Administrative and Finance Department being the only constant. when asked whether what department receive the largest allocation of funds answered. Prior to the three general areas of finance. As mentioned on the study’s Review of Relevant Literature. . the business/corporate. money and risk and the affiliation of the terms with each other. In the research organizations’ income and expenditures that vary depending on the amount of the output and input.R e s u l t s a n d D i s c u s s i o n | 90 The variables given by the research organizations that are included in their income source and expenditures lists are in line with the documents that they have submitted to the Securities and Exchange Commission. an organization should be having strategic measures on handling the money that goes in and out of it. It is a competitive world of an organization particularly in the research field that it is a necessity that its finance department is functioning effectively. personal and public finance. finance also deals with the concept of time. There’s always a need for every organization to maximize its output while managing the risks on the expenses. the research firm’s financial management is described by the corporate finance wherein they perform a total mix of financing methods in order to raise funds or budget. it’s around 4 to 5 million… for the administrative and the marketing expenses around 12 million. its five million… and then customized. almost the same with the income. Inc. administrative and selling expenses advertisements salaries and wages of employees and office supplies and office equipments that we need. Malcolm.” “selling testing assessments… our products. and they’re the ones to approve the budget. from Profiles international… the testing itself…the utilities. Like electricity.” SRTC “it’s a gross sales.” “Fixed and mandatory expenses. “For the cost of sales.. we’ll cross it out… I check the proposals and put comments before passing it to Ms. communications… travel expenses.R e s u l t s a n d D i s c u s s i o n | 91 Matrix 3 Financial Management of Research Organizations Research Organization Income “There are two types. 30 million a year. transportations. they submit it to me… I’ll work on it and then that will be the budget proposal of the entire SRTC for that particular year. “let every department state their own expenses then we’ll see if what they listed down are favorable… that’s where we base our budget… if we don’t think we need those... meaning agency to agency… so around eight million. meetings. water. We have receipts that are trust-ready… per year.” “Research… totally the budget is for research.” Expenditure “Expenditures.” Profiles Asia Pacific. “Admin. Jocelyn and Mr. because it’s the one responsible for .” “Each division has their allocation of budget… they do budget proposals.” “Training fees or seminar fees… management fee… 10% of the total project cost” “Each division prepares budget proposals.” “so we are buying that from our affiliate. the marketing. ” “program activities.R e s u l t s a n d D i s c u s s i o n | 92 requesting the supplies.” ISACC . utilities and salaries… 1. membership fees… donations from individuals and churches.5M which is good for 6 months. publications” “1/3 of the funds goes to Admin and finance. for now.. the utilities and the salaries… for the expenses in program activities.” Overhead expenses. research person. food. IPD “I doubt if anyone answers this. with last year. it’s project-based. program director. supplies.” “Both Advocacy and the Training receive most part of the funds” “I doubt if anyone answers this.” “more on funders… 85 – 90% foreign funders… remaining percent from local or we have the publications.000 annually. and then that’s when I straw the overhead expenses. “ “For now. I cannot say this. program activities are the research and the pilot (trainings)… remaining percent would be for the personnel and the overhead expenses” “That’s variable. the rest goes for the operations which would be Advocacy and Training.. donations. it’s like 60-70% of the expenditures.” “Grants. and then the publications which gives 30. for advocacy. I cannot say this. transportation. it would be 1. they have recordings and budget for equipments and printing of materials. then IT for the purchase of computers (for testing) and then sales for the advertisements. we also have donations from employees and those with related interests.2M would be the estimation “without considering the program activities. the salaries of the project manager. it’s the two major departments.” “it depends on the projects that we have. meetings. no one will be assessed. Internal. it’s actually perfect. For sometimes. But later on while you understand. they were able to reach the minimum qualifications. personal preference as we call it.” When it comes on the problems encountered by the Institute for Studies in Asian Church and Culture’s Human Resource Department. Elizabeth Labaddan is that there are times that no one would apply in their firm. the Personnel Selection Board looks for an x-factor. As what Ms.” Ms. meaning the problems are coming from within the organization and external are those brought about by the clients as well as the dynamic environment. “It is a problem when no one would apply. Labaddan stated. “Problem with hiring arises when the applicants are not qualified for the post. “I cannot speculate on what really happened. Labaddan said. The human resource department of research organizations. one of the problems given by Ms. but then. Sometimes things happen and don’t happen and you cannot understand as of that moment why. These problems could either be internal or external in nature.” It is clearly evident by this answer as well as her other statements during the interview that Ms. When further asked about what she thinks about the reason why no one would apply to the post. Labaddan’s perspective with regards to her job matters are being influenced by her religion. Miss Aida Robles . she answered. Another notable problem cited is that when the applicants are not qualified. with its function in hiring encounters problems. the timing is. when it comes with the panel interview. I do believe in providence.R e s u l t s a n d D i s c u s s i o n | 93 “Human Resource Department Waves” Problems encountered by the Research Organizations’ Human Resource Department The different departments of research organizations are always subjected to problems that could affect their function executions. For SRTC. pointed out in her statement. They also mentioned another problem they shared with the ISACC as the Ms. Labaddan. and that’s the first problem. “Sometimes. Ms.” Miss Jocelyn Pick of Profiles Asia found problems in hiring when someone who’s not fit for the job would be hired.” . They just have few employees in their institution that functions multi-tasking efforts.” The Institute for Popular Democracy. said that the Project Coordinator had the influence over who should be hired.R e s u l t s a n d D i s c u s s i o n | 94 pointed the financial constraints pressing over their organization. She said the problem when it comes to hiring as “The capacity of the organization to pay for the opening. Profiles Asia enforces probation periods in order to ensure that employees are fit for their respective positions. Miss Robles of ISACC said that the lack of self-esteem of the employees is the problem on their training and development. But there are other employees who want to attend all the trainings. Employees seemed to level themselves with the training that they’ll be attending as she said. “sometimes.” that problems arise in terms of their training and development activities when some of their employees do not want to attend trainings while there are some who would like to attend the trainings that they could get. “The project coordinator has the great control on who should be hired. “There are employees who do not want to go to training. it’s a problem of self-esteem. on the other hand.” Both IPD and ISACC got problems on paying the hired ones. The ISACC is a faith-based organization that depends their funds based on the projects. you cannot pay that much. Gloria Igaya claimed. you might hire somebody and then find out that the person does not… that’s why you have the probation period. The second is. In SRTC’s case. For SRTC’s case. they are sluggish and irritable. “When there’s someone from the outside who’ll took control over us and were given the power of leadership. According to Ms.” ISACC. “There are lots of employees who are qualified to be promoted. Lack of motivation among employees could pose problems for the organization for it could affect the employees’ quality of work.” said by the Institute for Popular Democracy.” . Robles encounters problem when people from outside the company are being empowered by the leadership to meddle with their organization’s issue. “There are times that I noticed. the pressure being brought about by the promotion process is the only problem that Ms. In SRTC’s case. according to Ms.” She also added. “Some people believe that they deserve more than what they receive. Labaddan. there’s no motivation to see.” While on the other hand. “If the employee is just focused on her remuneration.R e s u l t s a n d D i s c u s s i o n | 95 The IPD and Profiles Asia said that they don’t encounter problems related to the training and development of the employees. their attitude towards work and their responses to the motivations given by the company. Promoting employees doesn’t only encompass the title but it would also mean an increase with the employee’s compensation. Labaddan has provided. Not all the employees respond to a certain motivation because the motivations given by the company are general. their organization’s problems with motivation are: the discontentment of some of their employees. Incidents such as this could ruin the relationship among members of the organization which serves as the sole motivation scheme of ISACC. This pressure is caused by as what Ms. Labadaan tells us. R e s u l t s a n d D i s c u s s i o n | 96 Profiles Asia. From the aforementioned responses provided by the research firms. promoting and training and development when it comes to money matters and the employees’ attitudes towards work and their personalities. . motivating. having the resources needed for promoting employees and the Institute for Studies in Asian Church and Culture and Institute for Popular Democracy who have small and less complex organizational structures didn’t encounter problems in terms of promotion. it is noticeable that their Human Resource departments encountered problems in terms of hiring. ” “Some people believe that they “There are many employees deserve more than what they who are qualified to be receive.” .” Hiring Motivating Promoting Training and Development SRTC Profiles Asia “sometimes.” “Not all employees respond to a certain motivation. you might hire somebody and then find out that the person does not… that’s why you have the probation period.” No problems encountered “Sometimes.” “The second is.” IPD “The project coordinator has “No program of yearly the great control on who increase.” “All times I notice that they are sluggish or becoming irritable.” No problems encountered “We can’t do anything about it if there’s no budget.” promoted. it’s a problem of self-esteem. that’s the first focused on her remuneration.1 Problems Encountered by the Human Resource Department Research Organizations “If no one’s applying.” “The capacity of the organization to pay for the opening.” No problems encountered No problems encountered No problems encountered ISACC “When there’s someone from the outside who’ll took control over us and were given the power of leadership. you cannot pay that much.” there’s no motivation to see.R e s u l t a n d D i s c u s s i o n | 97 Matrix 4.” “If there’s no qualified applicants. problem.” “I have some experience with employees who do not want to…undergo trainings. If the employee is just should be hired. As a matter of fact. said that the fluidity of their budget and their projects’ time frames pose problems to their income as well as their expenditures. Gloria Igaya frames it.” IPD. this department is always susceptible to problems for this depends with the economic status of our country that as we all know.” answered by Mr. Finance departments of research firms do encounter problems. which would have an impact on us because other government agencies will not have a budget to avail our training services. “When the government imposes economic measures like cutting the budget of every agency’s trainings. as to how Ms. When such times come the government imposes economic measures like cutting the budget of every agency’s trainings which would have an impact on the firm because training services that they render to other government agencies serve as a source of their income. when they didn’t pay our products. There where instances when their clients didn’t pay them as Ms. The fluidity of projects or time is fast that a sudden change on the time frame and structure occurs. too. “It’s very fluid. “Receivables from clients. Miss Adelaida Villegas said that they encountered problems when there are no coming projects. Orlando Chinilla when asked about the problems encountered with their income. SRTC.” . Institute for Studies in Asian Churches and Culture is a project-based organization where it has its income gained from the projects existing at the time. Profiles Asia got problems with their collections. fluctuates every time.R e s u l t s a n d D i s c u s s i o n | 98 “Finance Department Waves” Problems encountered by the Research Organizations’ Finance Department Finance management serves as the bread and butter of every organization for their operations would always depend on it. being a government agency encounters problems with their income when our country is being affected by economic crisis. Jennifer Villanueva pointed. In terms of the ISACC’s income. R e s u l t s a n d D i s c u s s i o n | 99 Financial management doesn’t only encompass income. I’m bothered that the budget will be disallowed. . According to the organization’s accountant. “As an accountant. they needed fund which basically comes from the projects in order to address the needed expenses.” Based from the solicited answers. The excessive consumption of electricity and the unexpected and sudden expenses put a dent on the budget plans of the Profiles Asia Pacific. Ms Villanueva said. Inc. SRTC and Profiles Asia both encounter problems in their expenditure when they exceeded on the planned budgeted. The ISACC got the same problem both on its finance and expenditure. “The time when the company experienced excessive use of electricity/power…and also those immediate expenses that weren’t included in the budget. While the ISACC answered a problem regarding with their source to manage the expenses saying that they needed funds for it. whenever our expenses would exceed what is being set. Chinilla of SRTC finds it a problem when their expenses exceeds what is being set be the basis provided by the Accounting and Auditing Rules and Regulations of the government. too. it is quite evident that research firms encounter problems with their income’s sources. Chinilla said. Disallowing the budget could also entail problems with other things too aside from the firm’s finances.” Mr. it deals with the handling of the company’s expenditures. Mr. all I can think of when we exceed what is being set by the Accounting and Auditing Rules and Regulations is that our budget will be disallowed. “Receivables from clients.” “The time when the company experienced excessive use of electricity/power…and also those immediate expenses that weren’t included in the budget. The fluidity of projects or time is fast that a sudden change on the time frame and structure occurs.” ISACC “When there are no coming projects.2 Problems Encountered by the Finance Department Research Organization SRTC Income “When the government imposes economic measures like cutting the budget of every agency’s trainings.” “If there are no funds.” Profiles Asia Pacific. which would have an impact on us because other government agencies will not have a budget to avail our training services.” “It’s very fluid. IPD “It’s very fluid. The fluidity of projects or time is fast that a sudden change on the time frame and structure occurs.” . when they didn’t pay our products.” Expenditure “Our budget exceeds what is set by the government… As an accountant.R e s u l t s a n d D i s c u s s i o n | 100 Matrix 4. Inc. to manage people. non-stock. most of them don’t fit in.R e s u l t s a n d D i s c u s s i o n | 101 “Surpassing the Struggles in the Human Resource Department” Solutions applied by the Research Organizations’ Human Resource Department For all the problems encountered by every department in an organization.. the Profiles Asia Pacific. They open their organization for applicants but once the applicants ask for their amount of salary. non-profit. they encounter problems that are sometimes similar to one another. Robles said “We’ll explain to the applicants that this is an NGO. Institute of Studies for Asian Church and Culture. . they will repeat the recruitment process until they get Unlike SRTC. however define the company’s own ways of addressing these issues. there must be a solution applied to it in order to avoid delay in operations.. announcements. Aside from keeping their strong faith to God. We challenge them”. they use it as well to filter their applicants. another thing that they do is multi-tasking in their work. newspaper. Labaddan said “it’s almost tempting to pirate” because they also “We post vacancies in a In case there’s still no response to their encounter applicants from other research firms. Ms. they will no longer show interest. This is not a serious problem though. Ms. In the Human Resource Departments of SRTC. Profiles Asia Pacific. Solutions Lack of applicants and underqualified ones for vacant positions are the SRTC’s problems in hiring.” she also added. But since they sell assessment examination software. and Institute for Popular Democracy. To be able to address this problem. Addressing this problem is easy for them for this is their line of expertise and their business. However. receives large number of applicants. We can only pay this amount and ask them if they are still willing to work with us. Through outsourcing the company can resolve this issue. applicants. In hiring. ISACC’s problem is that their organization is incapable to pay. Inc. Inc. . But in SRTC. ISACC and IPD do not have problems encountered.” She also added. Igaya sees is to form a committee and proper planning. Ms. with proper documentation. “Hiring should be more systematic for project staffs because that’s where the guidelines are not implemented fully. like we call for a meeting. they’d be able to fix the misunderstandings among the organization staff.” she said. “I try to get to know each staff personally. The solution that Ms.” This way. by understanding each of them. We’ll tell them that telling foul words and spreading wrong information against a person is not tolerated. she comforts them in her own way. “I just drop a line of encouragement. sluggishness and irritability of employees. form a committee. Ms. Robles said “What we do. In terms of addressing ISACC’s problem with regards to the relationship between higher officers and members of the organization which affects the motivation. “Supposed to be. Inc. such as discontent. Profiles Asia Pacific.” she said. Whenever her employees are depressed or stressed. we have to meet before the corporation. It’s also a SEC requirement. IPD suggests that they should maintain the good relationship established and encourage one another to have extracurricular activities aside from work.” Profiles Asia Pacific doesn’t seem to have problems when it comes to motivation. based on my observation.” She said that she has personality profiling of her employees for references because there are employees who respond to certain types of motivation.R e s u l t s a n d D i s c u s s i o n | 102 IPD’s problem in hiring is that they don’t have a well defined structure of process when it comes to hiring project staff.. For the promotion. “I try to mention to our chief administration officer the basic motivation of our staff. Labaddan addresses motivation problems. This is opposite to what Ms. She also added “What we’re offering I think to the outside world. Robles said “People or positions concerned must be more aggressive to the new paradigm we want” For her. “What I did was invite the neighboring cubicle. in the market place we should offer it to ourselves also. a RNR. Pick said that their employees are always willing to participate so they don’t have problems when it comes to this matter. Its employees receive what they deserve from For training and development. Igaya’s solution is “Encourage them to get opportunities outside. Profiles Asia Pacific. Go out and have a retreat. it is still the hiring authorities who are responsible in deciding. the company. everybody needs that”. Ms. Managing Director Ms. Labaddan of SRTC however said that no matter how great the number of candidates for promotion. Regarding the solution applied to the problem concerning the training and development of ISACC which is the self-esteem issue. ACRE on. As much as the IPD wants to do trainings for the development of employees.R e s u l t s a n d D i s c u s s i o n | 103 Ms. they can’t because the problem is budgetary. it will minimize those kind of attitudes from their workmates who only select trainings that they think are not important.” she said. doesn’t seem to have a problem in promoting employees. Labaddan experiences when it comes to SRTC’s employees because according to her. if you cannot provide one for them. the other hand. So Ms.” . What she does is she never stops inviting them until they agree. some don’t seem to show any interest in participating in their training sessions. Inc. She even cited a situation that happened to her when an employee rejected her invitation because of lack of interest. ” “Another round of recruitment.” Training and Development “…but I just invite and invite or inform them.” Profiles Asia Pacific.” “I also mention to our chief administration officer the basic motivation of our staff base on my observation. Inc. It’s also a SEC requirement.” “we post our vacancy in…a newspaper.” ISACC “What we do.” “I just drop…a line of encouragement. you pray for it. like we call for a meeting. the judgment lies on the hiring authority.R e s u l t a n d D i s c u s s i o n | 104 Matrix 5.” “we’ll explain to the applicants that this is No problems encountered No problems encountered No problems encountered Promoting “…it’s not on my hands. let them take our assessments” “Of course if you then have the. We’ll “No problems encountered” “people or positions concerned must be more aggressive to the new paradigm we want” . we have to meet before the corporation.1 Solutions Applied to the Problems Encountered in Human Resource Department Research Organization SRTC Hiring Motivating “I try to get to know each staff personally.” “I use personality profiling. “we usually filter them.” “What I do is invite the…neighboring cubicle.” “…outsource a lot of applicants. form a committee. non-profit.” .R e s u l t a n d D i s c u s s i o n | 105 an NGO. We challenge them” tell them that telling foul words and spreading wrong information against a person is not tolerated. non-stock. if you cannot provide one for them.” “Hiring should be more systematic for project staffs because that’s where the guidelines are not implemented fully.” IPD “Supposed to be. We can only pay this amount and ask them if they are still willing to work with us. Have meals with your workmates more often.” “Just maintain.” “the informal type of gatherings is the best. “No problems maintain camaraderie encountered” and encourage extracurricular activities aside from work. with proper documentation.” “Encourage them to get opportunities outside. Mr. We also cover the private sector especially San Miguel. “We resolve from private sector. they experienced excessive use of electricity which affected their expenditures. ABS-CBN.” The ISACC on the other hand seems to rely mostly on the divine providence. those that are willing to participate. Without this resource. over the phone.R e s u l t s a n d D i s c u s s i o n s | 106 “Surpassing the Struggles on the Finance Department” Solutions applied by the Research Organizations’ Finance Department Money matters in an organization are very crucial and sensitive to deal with.” The other problem was addressed by tapping these clients spontaneously. Inc. those that need statistics”. Globe telecoms. According to Profiles Asia Pacific. all company operations. If the letters are not effective to them. That is why each money problem needs to be solved and addressed to avoid delay and much bigger problems. The company addresses this problem by having an agreement they will limit the use of electricity. Villegas thinks that she’s not the one responsible for the problem. or we go to their office and talk to them. Villanueva explained this procedure very well. which is not having projects that affects both their income and . Jennifer Villanueva. Usage of it will should be up to 5pm only. They also encounter clients that are unwilling to pay the balance for their purchased product. it’s the managing board who’ll decide what to do. transactions and their employees will be affected. If they still haven’t paid. She said “We had an agreement that we’ll minimize the electricity expenses by turning off the air conditioner every lunch break. Chinilla pointed out that the private sector has been a great help by getting service from SRTC. We give through website. “First informing them that they have an overdue account with us verbally. Ms. we send them a demand letter reminding them that they have a payable to us. Ms. When it comes to SRTC’s problem about the budget cut on their income. He said. She said.’s Chief Accountant Ms. “I ask for advice from the management. is for everybody to simply abide by what has been ordered. He said that they just follow the rules and regulations and that is a solution to the problem. a lot of ways on how to find other resources are discussed. the unexpected expenses. The solution to that according to Ms. Profiles Asia Pacific Inc. It will just cause another problem if you’ll not obey. its always unavoidable. Villanueva of Profiles Asia Pacific. Inc. making them hard to monitor.” For IPD’s problem in income and expenditure is the same. . “Because if you don’t. Chinilla of SRTC believes that the only way to avoid the problem in expenditures. She said. What I do is I re-align the budget until everything will be accommodated. Ms. Then we wait for donations. it’s not that hard because the organization is just small. “Ofcourse.R e s u l t s a n d D i s c u s s i o n s | 107 expenditures. ISACC and IDP. identified that the problem they encounter with regards to expenditures is the unexpected expenses. We only pray that we’ll receive donations.” According to her. which is the time frame for their projects and budget is too short and very fluid. Different methods are necessary (from the simple ones to the grandiose) and must be implemented carefully because the flow of money in an organization should not encounter delay. chances are they might disallow it. If received nothing. Mr.” Mr. which is exceeding their budget. Chinilla added.. From the responses given by the department heads of SRTC. Our Executive Director tries to submit proposals for projects. I pray. Igaya is through planning and constant monitoring. Globe telecoms. or we go to their office and talk to them. I pray.” ISACC “I ask for advice from the management.” “We can’t avoid unexpected expenses. ABS-CBN.” “We had an agreement that we’ll minimize the electricity expenses by turning off the air conditioner every lunch break. If received nothing. We cover the private sector especially San Miguel. Then we wait for donations.R e s u l t a n d D i s c u s s i o n | 108 Matrix 5.” SRTC Profiles Asia Pacific. If the letters are not effective to them. Inc. Our Executive Director tries to submit proposals for projects. Our Executive Director tries to submit proposals for projects. over the phone. If received nothing.” “I ask for advice from the management. If they still haven’t paid.2 Solutions Applied to the Problems Encountered by Finance Department Research Organization Income “We resort to the private sector. I re-align the budget until the unexpected expenses will be accommodated.” IPD “Planning should be more constant and flexible” “Constant monitoring” . We only pray that we’ll receive donations. We only pray that we’ll receive donations. it’s the managing board who’ll decide what to do. I pray.…” Expenditure “We strictly follow the rules and regulations to avoid problems. Usage of it will should be up to 5pm only. we send them a demand letter reminding them that they have a payable to us. What I do. Then we wait for donations. “First informing them that they have an overdue account with us verbally. SRTC also implements internal guidelines. whether newly-hired or tenured. and stress management are some examples of trainings made available in general. the Statistical Research and Training Center (SRTC) is a government agency that is also known for its excellence in researches on statistical concepts. the most important consideration is for training to be suited for the employees’ jobs. Since it is a government company. who are in charge of deciding which among the applicants should be hired. Employees. Motivations are also done in order to ensure that employees are productive and are satisfied with the company. . Aside from the CSC regulations. and methods. data producers and data users. Of course.R e s u l t s a n d D i s c u s s i o n s | 109 CASES “When Statistics Defines Data” The Case of Statistical Research and Training Center Having a widespread good reputation for its expertise in statistical trainings. definitions. SRTC also promotes collaborative research efforts to the academe world. SRTC hires people that are knowledgeable in the field that it is into. Points based on applicants’ qualifications and their performance in the hiring process are submitted to the Executive Directors. Planning workshops. recruitment processes should be based on the Civil Service Commission and applicants must satisfy all the minimum qualifications the Commission requires. Examinations and panel interviews are being conducted by the firm’s Personnel Board Selection. have to undergo trainings that will enhance their skills and abilities. teambuilding activities. outsourcing certain tasks. reported to the chief administration officer. A lot of effort is exerted just to encourage them to join and participate. Those who confirm their interest. When it comes to promotion. will automatically be included in the roster of candidates. based onr assessments. Promotion lies in the hiring authority. whether internal employees or external. One option the company sometimes resort to is SRTC posts job vacancies not only in its website but also in newspapers. those who are qualified next in line are notified whenever there are job vacancies. a great number of employees are qualified but then there are only limited positions available. However. is kept. Some are also discontented. In SRTC’s promotion process. sluggish and irritated that they even find it hard to be motivated. The annual income of SRTC is divided into two: the trust ready receipts and agency-to-agency receipts. there are times when nobody seems to apply whenever they have job openings. Others may show-up but they fail to meet the qualifications that are set by the firm. obtained Observations regarding employees are through personality profiling.R e s u l t s a n d D i s c u s s i o n s | 110 The firm nominates candidates for JICA or TESDA scholarship programs. Even in their trainings. What the HR officer does is try to personally know each employee and gives words of encouragement. some employees lack interest in participating. Combined receipts total around 8 million pesos. Sources of income are payments that they get from their trainings and seminars and the research or management fees. assigning of points will be done. A record of employees’ personalities. As in the hiring process. . DepEd. technical exams and . GSIS. Given the primary line of work of this company. Research projects typically are in the areas that involve employee engagements. is a private. Profiles Asia Pacific. stock company which services are not limited to research as they are primarily an “assessment company”. providing organizational development solutions.R e s u l t s a n d D i s c u s s i o n s | 111 SRTC’s budget proposal is prepared per department. they are given the privilege of being a product of its own services. transportations. Each department already has its own budget allocation even while budget proposals are prepared for the distribution schemes. The firm incurs fixed expenses and mandatory expenses for the rent. consulting and training and development programs for their clients. and meetings. DBP. Some of the researches that this company undertakes make use of proprietary tools largely through the use of their instruments. “Talking About People and their Profiles” The Case of Profiles Asia Pacific. Whenever the government encounters economic crisis and imposes economic measures. Inc. electricity. water communications. TESDA. which would be consisted of the submitting of curriculum vitae. The Research Division gets the largest allocation. Inc. Profiles Asia Pacific. for clients like the World Bank. etc. there is no way but to follow the rules and regulations and rely instead on the private sector. they do undertake special research projects on social development issues. in hiring employees utilizes their assessment techniques including behavioral tests. travel expenses. personality tests and job matching tests. ECCD. However. client satisfaction. SRTC’s budget in training is always affected by the unstable economy. and leadership development. The firm’s expenditures are almost the same as its income. etc. They follow the basic guidelines. Dole. NYC. What they do is based the promotion on the performance of the employees. this company gives required trainings especially the ISO mandated trainings. Some of the trainings depending on the job they give are on sales. Training and development programs for their employees’ welfare are very much encouraged in this company. and the school where the applicant graduated. Profiles Asia is in search for self-motivated employees which is primarily easy for them given that they have the luxury of determining the personality and behavior of the aspirants to be part of their dynamic company. As a matter of fact. though the company intends to develop one. They even send employees to the United States whenever there are available trainings there that are in line with the employee’s job descriptions. They also give bonuses depending on the sales that they have made or commission bonuses. effective productivity. Problems in terms of the human resources in this company is somewhat limited which can be attributed to the fact that Profiles Asia specializes in human . As for the general trainings for the employees. there is no existing structure yet. As for the promoting practices of the company. Technical exams vary as to what position is being applied upon. Health and other benefits required by the law to be given to company employees serve as the motivating scheme of PAP. Being a private company. The involvement of the department manager in search for a new team member is required in the process.R e s u l t s a n d D i s c u s s i o n s | 112 the interview but a lot happens in the course of that guidelines. personality trainings and trainings on health related issues are given. sex. training and development doesn’t pose a problem to Profiles Asia. And it would of course take time. quick books. Profiles Asia also believes in non-discriminatory hiring which basically is being after someone’s capacity and capabilities to do the work instead of considering the age. it is not surprising that their estimated annual gross sales amounted to 30 million. If it seems ineffective.R e s u l t s a n d D i s c u s s i o n s | 113 resources. a demand letter would be sent to the client. it usually sums up to 16 million a year. Looking at the activities that Profiles Asia are engaged in. If still. then that’s the time when the managing board will have to decide what to do to that receivable. Malcolm Pick. This basically comes from the assessments they conduct that are usually sold to companies. Its annual expenditure has two main contributors which would be the administrative and marketing costs and the cost of sales. office supplies and equipments. What they do is conduct series of follow ups. . the client failed to pay. the Chairman of PAP and Mr. Budget proposals are made through the consolidation of expenses submitted by its nine departments to the chief accountant. If taken together. The only problem encountered is when they hire an applicant which is not fir for the job. which implies that majority of their fund goes to their operations whereas the secondary expenses covered are the overhead: utilities. The primary source of its expenses is the testing tools that they purchase from their international affiliate. What they do is filter the applicants thoroughly to ensure that everyone who are being hired are of great quality. First is to inform the client of their overdue account through phone or one would go to their office. the Managing Director. A problem encountered in Profiles Asia’s income is the collection or overdue payments from the clients that they have rendered services for. The final output of the budget proposal is for approval of Mr. salaries and administrative and marketing costs. who is responsible in checking whether each variable would be needed. the Profiles International. Jocelyn Pick. being given Contract of Employment indicating that this will be their current position effective on a given date. aside from the skills needed for the company. It primarily engages with research and training specializing with the following core of expertise within an Asian Context: Development.R e s u l t s a n d D i s c u s s i o n s | 114 Unexpected expenses pose problem to Profiles Asia. cultural and social issues in the country. To address such glitch in the budget. the Chief Accountant re-aligns the prepared budget proposals. Those who are capable of taking over the positions vacant in the organization are being tapped. They check on their spiritual maturity and loyalty to the scriptures. “Bound by Faith” The Case of Institute for Studies in Asian Church and Culture A non-stock. it is not necessary if the degree holder is a college graduate but they are required to submit their CVS in applying and undergo interviews. . When it comes to educational attainment. They also consider the strong faith a personnel possess in order to be motivated. has a strong foundation of faith for God and believes Bible.cultural Studies and Missiology. There’s no need to apply. Institute for Studies in Asian Church and Culture (ISACC) was established to stand as a faith-based organization. an arm of the church with its purpose to have a biblically-based responses towards political. non-government organization. Cross. it is encouraged among their employees to have friends and develop camaraderie. ISACC selects applicants by ensuring that the applicant. Promotion in the company happens if there are vacancies. In motivating. they won’t have income. The more they participate in the trainings that they conduct. This is a problem considered by ISACC. that it is a non-stock. ideas and principles may clash. and learn about the routines that cover the mission and vision of the organization. They challenge them if they are still willing to work even the situation is like that. What they do to address it is they explain to their applicants the nature of the company. nongovernment organization. They need much support in their projects as well. They orient their employee about the nature of their job. expose them to people that they’ll meet outside the organization at the same time. But since there are different types of people within their organizations.5Mphp for a six-month project while for their . Again. Some of their employees are being selective in the seminars that they were asked to attend to. Motivation is another important factor in ISACC. They will be incapable in paying or assure their applicants that they will receive the right compensation from them. attitudes. It is clearly stated in the organization’s manual. The ISACC is a faith-based organization that depends their funds on their projects. But by being aggressive to the organizations’ paradigm. this issue might be resolved. they encounter some when it comes to training and development. ISACC is very dependent on their projects when it comes to income. The problem about this is if there are no projects. However.R e s u l t s a n d D i s c u s s i o n s | 115 The organization requires their employees to undergo trainings and conferences that are related to what they are doing. non-stock organization. the more they will benefit. being a non-government. Though ISACC does not find any problems in promotion. Estimation of their income in the previous years is 1. the meetings and open forums that they conduct seems to be helpful in solving this issue within their organization. The organization must also ensure the effectiveness and efficiency of the organization’s human resources. The sources of their income are from grants. training and advocacies. They manage their organization and accompany it with praying. 1/3 of their total fund is allocated to the Administrative and Finance Department. The IPD had its qualifications and requirements when it comes on hiring their employees. and wait for the donations from outside the company. What they do is they ask for advice from the higher positions. The only problem that ISACC encounter when it comes to their finances is when they don’t have projects. donations (either from individuals or churches).000php. submit as many project proposals as they can. It serves non-government organizations and movement groups that aim for political development.R e s u l t s a n d D i s c u s s i o n s | 116 publications. ISACC believes that the company wouldn’t last if not because of their strong faith to God. the organization evaluates the subjected employees. In keeping its employees motivated. 30. the organization keeps that the good camaraderie exists within the personnel. Above all. When it comes on promotions. Physical fitness is their way of keeping the relationship and also the cause of why they are working. . fees from its members and the sales from their publications. “Behind the Calls for Democratic Transformation” The Case of Institution for Popular Democracy Institution for Popular Democracy is a non-stock organization engaging on the political researches. When it comes on the income of the organization. the remaining part is provided by the local sources. The problem encountered by the organization when it comes on hiring is having the project coordinator with great control on who will be the hired employees. The program activities occupied 60% to 70% of its expenditures. . Preparing the organization’s budget is harder because of the fluidity of the cash flows. They seem to aid this with forming committees and making the hiring procedures more systematic for the project staffs. In addressing this.R e s u l t s a n d D i s c u s s i o n s | 117 Though the trainings for the development of the employees are not included in the budget. The only problem that the organization encounters is that the lost of motivation within the employees if they’re just focusing with their wages. Program activities are the researches and the Pilot trainings while the other percent lends to the personnel and overhead expenses. they maintain the camaraderie among them. IPD encourages its manpower persons to attend with the invitations of seminars and trainings from the outside. IPD address this by being flexible with their plans and also with constant monitoring of the cash flows. IPD is a project-based institution and usually the 85% to 90% of its money comes from the foreign funders. IPD didn’t encounter any problem with promoting its employees. concepts and methodologies for the promotion of the statistical program.) Undertake research on statistical concepts. Inc. These are the Statistical Research and Training Center. d. Institute for Studies in Asian Church and Culture and the Institute for Popular Democracy. definitions and methods.) Develop a comprehensive and integrated research and training program on theories. The Statistical Research and Training Center (SRTC) is a government agency known for its premium service in training in statistics and its researches.) Conduct non-degree training programs to upgrade the quality of statistical manpower base in support . b. the Profiles Asia Pacific. and the recommendations for further action in accordance with the study’s conclusions. the conclusions anchored on the objectives. data producers and users. CONCLUSIONS AND RECOMMENDATIONS This chapter contains the summary of the results based on the data generated and analyzed by the researchers. Summary of Results The following are the findings based on the analysis of the generated data: 18. Profile of the Research Organizations The study focused on the management of four research organizations in Metro Manila..) Promote collaborative research efforts among members of the academic community.118 CHAPTER 5 SUMMARY OF RESULTS. c. Its functions and responsibilities according to Section 10 of the Executive Order 121 are: a. and leadership development. It is the Philippine affiliate of Profiles International. research and training in gospel and culture issues. They are based at Quezon City.Summary of Results. The organization primarily engages with research. client satisfaction. training and advocacy. Institute for Popular Democracy (IPD) is a non-stock corporation that undergoes political researches and has advocacies that serves the non-government organizations with the purpose of political transformation and development. ISACC is reflective arm of the church and a catalyst towards biblically-based responses to political. and cultural issues in the country. The Profiles Asia Pacific. Launched in 1998. PAP’s office is located at Ortigas Center. e.) Cross-cultural studies. (PAP) is a private stock company engaged in personnel testing and assessment service like giving examination for the benefit of the clients and conduct programs without operating as a school. and political advocacy. social.) Development. Pasig City. It specializes in research and . Inc. ISACC is a research and training organization specializing with the following core expertise within an Asian context: a. etc. The institute for Studies in Asian Church and Culture (ISACC) is a non-stock. b. Conclusions and R e c o m m e n d a t i o n s | 119 of the needs of the statistical system and.) Provide financial and other forms of assistance to enhance statistical research and development. They have research projects focused on employee engagements. the corporation is registered with the SEC with 20% foreign ownership and a member of International Organization of Standardization.) Missiology. c. It is engaged in capacity building. non-government organization with the primary purpose engaged in research and training. The SRTC is headed by an Executive Director and is staffed by 25 regular and contractual personnel. research in social development issues. Summary of Results. Applicants must have fulfilled the minimum qualifications set by the CSC. SRTC follows the guidelines set by the Civil Service Commission. It shows the factors that would make democracy efficient and ineffective as well as the options for concerned individuals in the society for its development. school. ISACC ensures that they hire those that are spiritually matured and has loyalty to the scriptures because of their faith-based type of . who will then decide which among the applicants will be hired. 19. PAP sticks to employer branding by identifying the type of people they want to attract in their company. the Institute for Popular Democracy deals with presenting and interpreting the realities on the Philippine Issues particularly when the national democracy is on the line. Since Profiles Asia Pacific Inc. etc. Human Resources Management of Research Organizations In terms of hiring. At the present. Conclusions and R e c o m m e n d a t i o n s | 120 advocacy works and began to introduce the education works that answers the questions on the local democracy. SRTC has internal guidelines that it follows. Assigning of points will be done and results are submitted to the executive directors. The Personal Selection Board will then conduct the examinations and then subject applicants to panel interview. sex. Then they will let the applicants take their assessment examinations. they hire them. they make use of their products in selecting and hiring. As long as they have the soft skills and willing to work.’s business involves people assessments that will help other companies hire the right people. They are strong proponents of non-discriminatory hiring which means that they don’t look at the qualities of the applicants such as age. In addition. the organization will do background check to assure that they fit the project. they require applicants to submit curriculum vitae and undergo interviews. Also. They also motivate their employees through benefits. and leave credits. they identified the requirements that an applicant must submit. curriculum vitae. which happens every three years and loyalty awards for employees serving the firm for ten. Conclusions and R e c o m m e n d a t i o n s | 121 organization. incentive bonuses. Love for the cause and camaraderie are the motivation schemes followed by ISACC and IPD since benefits and bonuses are not prioritized for they have financial constraints experienced in their organizations. . This only entails for the Office staff positions. But if the applicant is aiming for only Project Staff (contractual). terminal leave benefits. for the normal process in hiring. The motivation schemes of the SRTC include its salary step increments. ISACC believes that if an employee has this strong faith in the Divine providence. he will never lose his motivation. and a duly accomplished application form provided by the IPD are those identified. twenty and fifty years. Application letter. certificate of employment. bonuses. transcript of records. references. and the nontangible benefits that they get for working in a small company with flexible rules.Summary of Results. Documents are being reviewed in the screening process until they undergo the interview process. Self-motivated employees are important for PAP. IPD chooses to be motivated through engaging in athletic sports such as running once a week. However. bonuses. On the other hand. The company also gives trainings. For IPD. For ISACC. trainings that involve gender sensitivity and workshops on stress management. . Their trainings involve the ISO training which is mandatory to all. SRTC trains and motivates employees through having planning workshops. IPD’s process involves evaluation. those who are next in line are notified whenever there are job vacancies. Employees from PAP are eager to join trainings because it serves as a privilege to them. The firm also nominates candidates for JAICA or TESDA scholarship programs. Internal and external applicants are assessed fairly. effective productivity and outings during summer season. there is no welldefined structure in the process of promotion yet. Conclusions and R e c o m m e n d a t i o n s | 122 In SRTC’s promotion process. They are also encouraged to join other associations that will help develop their skills more. Those interested are automatically included in the roster of candidates. PAP’s promotion is performance-based. In their case. if the management feels that an employee deserves an increase in salary. SRTC tries to find trainings that would fit that kind of job. Assigning of points will be made based on the assessments. However. there’s no need for vacancy as long as the employee deserves to be promoted. general trainings. they will give it to them. There will be confirmation if those next in line are interested or not. the potential replacement from the inside will be tapped and given a Contract of Employment stating that he will now be promoted to a certain position effective on a given date. When it comes to the promotion in position. team building activities. training according to the employee’s position. Vacancy is important for promotion when it comes to ISACC and IPD. At one-man units.Summary of Results. health-related issues trainings. But most of the time. Finance Management of Research Organizations In SRTC’s case. Their sources of income are from grants. they let the other departments state their expenses and check if those listed are favorable. the annual income is divided into two: the trust ready receipts and agency-to-agency receipts. For the 6 month duration of a project. Conclusions and R e c o m m e n d a t i o n s | 123 The ISACC sees to it that their employees will attend the trainings and conferences that they conduct. For PAP’s gross sale. For the allocation of budget. . they encourage their employees to have self-trainings. IPD does not conduct training because of lack of budget. their funders give seminars to their employees. membership fees. their income is 1. their income is 30 million a year. Their source of income is from selling their products which are testing assessments.5 million. Budget proposals are prepared per department. Exposure of employees from the activities of ISACC is beneficial for them. donations from other churches and individuals. 20. The income of ISACC depends strongly on their project. make use of their resources in their library and have involvement in extracurricular activities. Somehow.Summary of Results. Their publication on the other hand gives the company an income of 30. There will be comments in the list to be submitted for the approval of the managing directors. Sources of income are payments that they get from their trainings and seminars and the research or management fees. and their publications. 000 PhP. Combined receipts total around 8 million pesos. research person.Summary of Results. and then their sales for their advertisements. They also get money from their publications. food. their other expenses are program activities. advertisement salaries and wages of employees. Their expenses are fixed and mandatory for rent.2million for the expenditures of ISACC. transportations and meetings. utilities and salaries have an estimation of 1. When it comes to the department that gets the largest allocation of budget. and those with related interest. office supplies and the office equipments. Marketing expenses and administrative expenses cost 12 million. for their advocacy which has recordings and budget for equipments and printing of materials. it is their Administrative department who’s in-charged with the requesting of supplies. program director. The cost of sales of PAP is around four to five million. donations from employees. communications. Conclusions and R e c o m m e n d a t i o n s | 124 Different from the first three organizations. their IT department for the purchase of advanced computers. Each division has already its own budget allocation even while preparing the budget proposals for distribution schemes. the marketing. The organization spends for the testing tools from Profiles International. administrative and selling expenses. IPD chose not to disclose their income in the interview. utilities. transportation. electricity. Aside from those. Because of these. Their source of income comes from 85%-90% foreign funders. The overhead expenses. both the advocacy and training department gets the largest allocation of budget. meetings. supplies. water. The expenditures of SRTC every year is almost the same as the income. travel expenses. . the salaries of the project manager. The research division gets the largest allocation of budget. These are their research and pilot (trainings). IPD doesn’t want to disclose the expenses of their organization. they don’t show any interest anymore. Conclusions and R e c o m m e n d a t i o n s | 125 Again. PAP’s minor problem is that there are a lot of applicants but nobody seems to fit. Human Resource Department SRTC stated that the absence of applicants or inadequacies of applicants’ qualifications are problems they sometimes encounter. same as with their promotion and training and development. PAP didn’t encounter any problem in motivation. Problems Encountered by Research Organizations’ Human Resource and Finance Department A. The remaining are for their personnel and overhead expenses. ISACC’s problem is when the applicants found out that their organization can’t pay them enough.Summary of Results. But 60%-70% of their expenses are from their program activities. their sluggishness and irritability. 21. . SRTC cited as problems the discontent of a number of employees. IPD thinks that the problem when it comes to hiring is the lack of implementation of well-defined structure of process for their project staff. as well as their lack of positive responses to certain motivations. ISACC’s problem for both income and expenditures is if there’s no project while IPD’s income and expenditures’ encountered problem is when the time frame is short and fast.Summary of Results. Conclusions and R e c o m m e n d a t i o n s | 126 ISACC and IPD don’t experience problems with promotion as well except from their budget which is already given that they can’t provide increase in salaries. Again. This is similar with the ISACC wherein the employees only choose the trainings they want. . B. Finance Department In the Finance Departments of the firms. The imposition of economic measures by the government that could affect budget trainings is the problem given by SRTC while for the PAP. Exceeding the allotted budget is the problem of SRTC while PAP exceeds budget because of the excessive use of electricity is their problems in expenditures. SRTC mentioned those employees who don’t want to attend trainings. IPD said that they can’t provide trainings because of their financial constraints. their clients don’t pay them properly. the firms identified problems regarding their incomes. They will challenge their applicants as well if they are willing to work still. IPD thinks that by having a more systematic procedure in hiring. . promoting and training and development. The HR officer gives words of encouragement to employees to keep them in shape. ISACC will explain to the applicants the nature of their organization which is a non-stock non-government organization. Conclusions and R e c o m m e n d a t i o n s | 127 22. Solutions Addressed to the Problems Encountered by the Research Organizations’ Human Resource and Finance Departments A. PAP makes use of their tools. The company also performs personality profiling and monitors basic motivation of employees. They let the applicants take the assessment exams so that they’d be able to fit them. ISACC sees to it that they’ll solve their problems through meetings and opening up the problem among the members. Problems in motivating employees are dealt by SRTC by trying to know each employee on a personal level.Summary of Results. Human Resource Department SRTC sometimes outsource tasks and post job vacancies in the newspapers. they’d be able to address the problem in project staff. No problems are encountered by PAP when it comes to motivating. based on observation of the chief administration officer. The PAP on the other hand enumerated the steps that they do. But if nothing works. Globe telecoms. More project proposals are being made and submitted. .Summary of Results. the board members will discuss the matters. Promotion decisions in SRTC lie in the hiring authority. ABS-CBN. We cover the private sector such as to San Miguel. IPD and ISACC don’t encounter problems in promoting. Finance Department SRTC resorts to the private sector. Conclusions and R e c o m m e n d a t i o n s | 128 IPD believes that it’s still best to maintain the good relationships with workmates and encourage the employees to be involved in the extra-curricular activities. inviting the employees spontaneously and encouraging them is the only way of SRTC in solving the problem. Different forms of medium are being used to reach their clients. What ISACC do is they ask for advices when it comes to addressing their problem in income and expenditure. they rely on praying and believing that there will be donations coming for them. The final stage would be sending of demand letters then if the client still persists on not paying. In training and development. Opportunities outside is encouraged to IPD’s employees while ISACC thought that it’s good to participate in the seminars that they conduct outside the office as well. B. Summary of Results, Conclusions and R e c o m m e n d a t i o n s | 129 IPD thinks that the problems for their income and expenditures will be solved if there would be more constant and flexible planning and then constant monitoring. The only solution for the problem of SRTC when it comes to expenditure is to follow the rules and regulations. PAP do cost cutting as well when it comes to electricity bills and have the budget realigned so that everything will be allocated. Conclusions Based on the results yielded in the data generation, it can be concluded that the management of research organizations vary depending on the nature of their respective organizations. Anchored on the objectives, the researchers conclude that: 1. The research organizations cover a wide range of fields in the researches that they conduct which vary depending on their goals and the nature of their respective organizations. 2. The Human Resource Management strategies of research organizations have certain similarities and differences.  In terms of hiring, the four organizations, IPD, ISACC, PAP and SRTC follow different guidelines ranging from the traditional process which would be the passing out of resume and interview (employed by ISACC, IPD and SRTC) to a dynamic process (PAP) which entails various types of assessments. Summary of Results, Conclusions and R e c o m m e n d a t i o n s | 130  In motivating their employees, the organizations with the ability to provide fund for such activity give out benefits in various types, as for the nongovernment organizations solely depend on good relationship and camaraderie among the members.  The promotion schemes of the research organizations vary depending upon the ability of their respective organizations to sustain the compensation of their employees and are more of after the capability of the employees to do the work and are highly performance-based.  All the research organizations provide trainings for the development of their employees, depending on their kind of work given the needed allocation of funds. 3. The finance management of the research organizations encompasses:  Research organizations’ income depends on the services that they render and the type of the researches conducted or the type of projects they have.  All research organizations have similar fixed expenses and the largest allocated budget goes to those that are in charge of the researches or the operations that their respective organizations have. 4. The two departments of research organizations encountered various problems while performing their functions. A. In the human resource departments, budget is the common problem. Other problems reside in the qualifications of the applicants and the personalities of the employees. Summary of Results, Conclusions and R e c o m m e n d a t i o n s | 131 B. The finance departments encounter problems in the sources of their organizations’ income (collection or receivables, the absence of projects to work on or lack of funders), which are essential to the survival of the companies. Unexpected expenditures are also considered problems. 5. In order to address the problems identified in the research organizations’ different departments, various solutions are implemented. A. The human resource departments filter applicants rigorously to avoid underqualified employees and wastage of budget. Also, profiling of the personalities of employees is being employed. B. The common solutions provided by the organizations are paying for the unexpected expenditures and outsourcing ways to provide for the money. Strictly following the government rules and regulations was also singled out. Recommendations With the results of the study conducted in hand, the researchers were able to come up with the following recommendations: To the Communication Research students This study can be utilized because it will be helpful in understanding and familiarizing with the functions of each department of research organizations since they will be involved in them when they take their internships and enter the real world that is related to their field. Summary of Results, Conclusions and R e c o m m e n d a t i o n s | 132 It can also be used as a reference to their course especially in a proposed new subject offering, “Research Management.” To the College of Communication The College can utilize the findings of the study by disseminating it to students for them to gain knowledge as to how organizations, specifically research organizations handle tasks with different natures. The college can also use this study as a basis for a proposed new subject offering, “Research Management.” The College can also encourage other communication students majoring in other courses to do the same type or study for them to have a preview of their future employers’ different operations. To the Research Organizations This study can help them improve their management styles in their human resource, and finance department especially when it comes to the problems encountered and the solutions being applied. If possible, these organizations can also consider adding other departments in order to achieve maximum performance in doing a variety of functions in their organizations so that each department can fully focus on the tasks assigned to it. 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Jose.pdf Theses: Anastacio. 2010 from http://www. A proposed research-based manual for the internship program of the bachelor in communication research (Unpublished thesis).B.edu/humres/downloads/HRGuide..G.B.. Department of Human Resources (n. & Simpao C.. F.University of Colorado at Boulder.S. J. Guide to Motivating Employees Retrieved November 15. Apilado. Bautista. Polytechnic University of the Philippines.. Ph.). (2010).. J. Manila.A. . P.d. Pasion.. K. Maninatnan. E.colorado. Polytechnic University of the Philippines. Manila. & Perez. D.Q. Ph. (2009).D. Cabaccan. APPENDICES . APPENDIX A: Instruments . What are the programs and activities of your firm for your employees’ development? 4. Hiring. Hiring. and c. What are the guidelines being followed by your department in selecting and hiring company employees? 2. Training and Development? .Interview Guide for the Human Resource Department Representative: Organization: Date and Time of Interview: Place of Interview: Name: Position: Length of service in the firm: Educational Attainment: 1. Training and Development? 7. b. Motivating. Motivating. What are the problems encountered by your department in terms of: a. What are the measures being implemented to address the identified problems on the following: a. and c. Are employees required to undergo trainings? What trainings in particular do your employees need to undergo? 3. What are your schemes in promotion? 6. b. What are the motivating schemes of your department in order to enhance your employees’ quality of work? 5. Which department/s receive/s the largest allocation of budget? 7. What are the primary expenses of your company? 4. What is the estimation of your firm’s income and expenditure yearly? 2. What solutions were implemented to address the identified problems? . What are the sources of your firm’s income? 3. What are the problems encountered in your department in terms of the firm’s income and expenditure? 8. What are the factors affecting the growth of your income and expenditure? 5.Interview Guide for the Finance Department Representative: Organization: Date and Time of Interview: Place of interview: Name: Position: Length of service in the firm: Educational Attainment: 1. What distribution schemes are being followed by your department in the allocation of budget? 6. What types of activities are the organizations engaged in? 5. Who leads the organizations. What is the classification of the organization? Is it private. What are the organizations’ vision mission goal statements? 3.Guide Questions for the Document Analysis: 1. how many total manpower complement and departments do they have? . When and how did the organizations started? (brief history) 4. NGO? 2. government. APPENDIX B: Time Table . discussion of what happened during the mock defense July 2 8 12 13 Editing the Objectives and Postulates Finalization of Objectives and Postulates Consultation with Professor Bernarte Editing the objectives according to Professor Bernarte’s suggestions Revising the interview guides Consultation with Professor Bernarte 21 22 August 2 3 4-19 20-30 September 2 18 Formulation of letter of request for interviews Assigning of RRL tasks Calling Research Firms Working on Chapters II and III Dissemination of letter through e-mail Meeting with Professor Bernarte about the Research Colloquium and thesis concerns Follow up with research firms Sending letters to SRTC and GFK Custom Research personally Interview with Ms.June 25 Activities First meeting. Maria Kristina Estandarte Transcription of Interview 23 24 29 30 October . 9 11 12 13 14 22 Follow up with research firms Interview with Mr. Rommel Tabije (SWS) Transcription of interview Meeting about what happened in the interview Consultation with Professor Bernarte Interview with Ms. Elizabeth Labaddan (SRTC), follow up – TNS Transcription of interview Interview with Mr. Orlando Chinilla (SRTC) follow up – TNS Transcriptions Meeting with Professor Bernarte about Chapters 4 and 5 23-24 25 26 29 November 7 9 Meeting with the group Follow up ACRE, Meeting with Professor Bernarte, rescheduling of oral defense Interview with Mr. Nepomuceno, transcription of interview Making the Matrices Working on the Narratives Chapter 5 Editing the paper Consultation with Professor Bernarte Editing the paper according to Professor Bernarte’s comments Final Consultation with Professor Bernarte 11 12-14 15 16 17 18 19 22 24-29 December 2 Thesis Editing (by editor) Reproduction of Manuscripts and Production of Powerpoint presentation Submission of Manuscripts Preparation for the Defense Oral Defense Interview with Profiles Asia, SEC Transcription of Interviews 3 4 7 16 17 March 10 16 17 18 19 20 21 22 Interview with ISACC, SEC Supposed interview with IPD, SEC Transcription of Interviews Interview with IPD, Transcription of Interviews Revising Chapter 4 Revising Chapters 1, 2, 3 and 5 Finalizing the paper Setting schedule with the panelists, Reproduction of manuscripts Supposed re-presentation Revising the paper 23 24 - 25 April 1 - 11 12 14 Editing of the paper by the editor Editing the paper as suggested by the editor Reproduction and Book binding APPENDIX C: Financial Statement POLYTECHNIC UNIVERSITY OF THE PHILIPPINES COLLEGE OF COMMUNICATION Bachelor in Communication Research NDC Compound Sta. Mesa, City of Manila NATIONAL BUDGET FOR THESIS WRITING In adherence to University rules, we, the student researchers from the Bachelor in Communication Research hereby submit the estimated budget for our Thesis and Oral Defense. Our study entitled “CASE STUDY ON THE MANAGEMENT OF FOUR SELECTED CASE RESEARCH ORGANIZATIONS IN METRO MANILA” is scheduled for Oral Defense on December 7, 2010. Activities/Items Data Gathering  Writing                Oral Defense Particulars Transportation  SRTC  PAP  ISACC  IPD Tokens Computer Rental Printing for Consultation purposes Honorarium for Panel Food LCD Rental Bond Paper Ink Acetate Board Token for Panel Reproduction of manuscripts Printing of manuscript for approval sheet Editor’s fee Reproduction of Quantity 3 students Unit Cost 48 20 30 36 Amount 144 60 90 108 630 40 240 2,940 8 informants 2 hours 240 pages 3 students 40 1 980 Representation 972 pcs. 972 pages 4 pcs. 4 pcs. 3 students 4 copies 1 copy .346 .519 6.75 4 135 285 135 336.312 504.468 27.00 16.00 405 855 135 1, 500 Printing of Final Copy  Other requirements Total Cost Prepared by:    final manuscripts Bookbinding Documentation Executive Summary CD 5 copies 5 copies 1 copy 2 copies 2 pcs 204.18 120 1,020 600 12 200 40 Php 9,902.78 100 20 Familaran Shiela May M. Parrera, Maria Krisna B. Pineda, Althea Muriel L. Approved by: Racidon Bernarte, MA Thesis Adviser Submitted to: Angelina Borican, MBA Dean APPENDIX D: Communications . APPENDIX E: Transcriptions . in administrative aid 4. Uhm. Labaddan: I’ve been here for five years. leave administration. first two years clerk. Labaddan: I am Elizabeth DJ. Uh. Bachelor of Arts Major in Psychology. HR Officer Place of Interview: 104 J&S Building. *laughs* parang ganon noh? Interviewer1: So ma’am yon. So ma’am educational attainment niyo po? Ms.INTERVIEW TRANSCRIPTION Organization: Statistical Research and Training Center. And what’s your position in SRTC? Ms. I also had. I also do the work. Quezon City Date and Time of Interview: October 22. HRM 01 Interviewer1: Uhm. Administrative officer 2. Labaddan: Being the lone HR officer. what to you do in that department or what is the nature of your work there? Ms. Labaddan: I am the lone human resource management officer here. I handle all the HR concerns. 2:00pm Ms. Labaddan Interviewer1: Okay Ma’am. salaries. uh benefits. I graduated from the Jesus is Lord Colleges Foundation. 2010. Kalayaan Avenue. How many years have you worked here ma’am or length of service in this firm? Ms. Personnel Department Interviewee: Ms. research division and then when the position was vacant in HR right. cause I’m interested in Training. Basically. PAG-IBIG and the civil service commission. in- . the GSIS. Beth Labaddan. I applied in instance. personal records. Diliman. we have the recruitment. My previous experience is related to HR and I was asked to apply. I also took units in Education. Labaddan: Uh. I really see to it that they are real. Labaddan: Guidelines. The very important thing here is uh the applicants must be. most of our staff here statisticians. So for example. In our office. these are the qualifications. That means each one of us. eight hours training and career service profession ability.. So uh. let’s say statistician.house trainings for all the employees. Uh. Labaddan: Ito yun oh. merong libro niyan eh. Oo. National Capital Region or we are also allowed to post it in our website. Uhm. Interviewer1: Interviewed? Ms. two years *** experience. we have our internal guidelines. so long as we follow the the posting of the vacancy. So it’s very important that when the applicants come. Labaddan: Vacancies. we have many statistician 3s here. Either we we post it uh in their office. based on the documents that they submit to me they show me the original ones.. *leaves the room to get the book* *re-enters the room with the book* Ms. *laughs* Parang chaplain na rin ako e noh? Interviewer1: So ma’am let’s proceed to the questions about HR. Right now I’m taking Masters in Counseling in a seminary. This applies for the whole government system.. Second level *****. Statistician in the national government. So. Labaddan: Oo. So what are the guidelines being followed by your department in selecting and hiring company employees? Ms. they must have uhh fulfilled the minimum qualification. the moment the applicant does not fit these qualification standards. they’re not. we are really performers in our own right. we are mean. . And I ano noh. they will not be… they will not push through na. Interviewer1: The qualifications that you require for those… Ms. bachelor’s degree relevant to the job. We are following the guidelines uh given by the civil service commission. no more.. So we believe that although we are a lean agency. *flips the book* yan. So for example we have here the. Uh.. So these are the qualification standards set by the civil service commission. Wait lang. for example transcript. And then uh another important guideline by the CSC is we have to publish it. Labaddan: But it does not necessarily means that the highest pointer will have the. to validate the documents. That’s okay. Interviewer1: So it’s your job to filter those who apply? Ms. then they assign points.. ang it’s goal is to assess the applicants. The one who will sign the appointment paper. For example we give additional points for those who have master units. For those applicants who have. He is the one who will choose which one among the qualified applicants. Labaddan: So long as qualified yan sa roster of candidates.. Basically our personnel selection board. Labaddan: And the personnel selection board will conduct exam. Ms. Interviewer1: Job? . And that’s it. we put additional points. you are already taking up your masters. And we also conduct exam. who have more than what is being required. Interviewer1: Ooh. he’s the one who will decide. We just submit the executive directors all the observations. the executive director.and the the minimum qualification. Ms. is the one who will be deciding. Interviewer1: Okay ma’am. all the points. Interviewer1: So it’s their call and not yours ma’am? The executive board’s call? Ms. Labaddan: Yes. Labaddan: It’s the HR’s. Ms. and you already have bachelors degree. If you are only applying for statistician 3. But the hiring authority. Uh we are given a leeway to to uhm be a little bit having more additional points for those who have. to assign points to each one of them. Uhm. will conduct panel interview. So there are points. Interviewer1: Okay po.. We have our own technical exams and of course the panel interview. . we have already mentioned about a little bit of ano. may guideline sa ahensya. Labaddan: Cause we’re very small. Interviewer1: Ahh. So we would like to avoid ano. Actually. Interviewer1: Okay po ma’am Ms. we try to find or each employee will find a training that will fit his/her kind of job. on one unit. the hiring authority cannot appoint his relatives.. But uh. Cause usually. I provide trainings in general. depende yan sa position nila. statistical report writing.yun yung sinasabi nating… may guideline sa civil service. Interviewer1: What are the programs/activities of your firm for employee’s development? Ms. So are your employees required to under go trainings? Ms. So long as hindi countering. For example. Labaddan: Of course we do not… want naman na uh. according to the civil service commission. noh? Here in our office. What if. Halimbawa relative lang bi ano. Okay po ma’am. Labaddan: The job. ine-encourage. Upto the fourth degree of affinity or consanguinity. Hindi lang po yung. Labaddan: Ayos ba yan? Interviewer1: Opo ma’am.Ms. ano eh. Even if it’s not a relative of uh the executive director.. So what kinds of trainings? Depende yan sa. But we refined it. it’s a given that the employees. conflict of interest. uhm sinama na rin pati sa mga employees. employees need gender sensitivity training or workshop on stress management. We are only 25. Ms. since uh our agency is very lean uhm. Application pa lang diba may required nang ano number of trainings. Labaddan: Uhm. Employees pa nga ang humihingi ng trainings. Labaddan: Uh. statistician 3. . di naman sa nirerequire. what else? Interviewer1: Uh… Ms. But usually once a year we would go a planning workshop. Interviewer1: Ano pong service obligation? Ms. Interviewer1: Yung mga pinadala niyo po ibang bansa? Ms. hmm so when we need to nominate a representative from our agency.. they will work with us. Japan lang yata. Labaddan: We go out of town and we conduct team building activities. . kasi po yung JICA po e Japan.Interviewer1: Planning workshop? Ms. uh I also do that. Interviewer1: Ahh. Yeah. Labaddan: They would have to stay with us. They will stay. uh but not ano. *laughs* I have proposed rewards program for those who are. And also of course. Labaddan: Yes. For example they studied there for two years... TESDA for scholarship program invitations. for those who have punctuality and attendance. they give service obligations. the scholarship. So we. Kasi po JICA po. Ms. Labaddan: In exchange for that naman. we also are given invitations from let’s say JICA. five years. Labaddan: Uh recently. Basta. Interviewer1: For training po yun? Ms. Or any Philippine government agencies. We have employees that went already to Japan. Uh yung dati pa Netherlands ata yun. Labaddan: Japan. I have proposed uh regarding the punctuality. Interviewer1: That’s good ma’am. ah. Interviewer1: So what are the motivating schemes of your department in order to enhance your employees’ quality of work? Ms. iba-iba. another one of my role. pag kaano e every year.. And then there’s also a loyalty award for every ten. Uhm. you know. twenty. Uh but for now. I’ve been proposing it every general assembly. Sa motivation. so the computation of terminal leave benefits. Leave with pay ma’am? Ms. meron din yan. the promotion. Labaddan: Ah! In Promotion. I will give them each kasi ano yun eh.. Ms. For example. I’ve been noticing that its easier to to ask for the approval if the employees really performing. If you’re not interested so inform me. I notify the staff and effect this is our payroll. there’s an increase in salary. evaluations for two semesters. it’ll not be declared vacant. Uhm. and he/she’s qualified and you inform me if you’re interested or not.Ms. Labaddan: That’s still on process. Interviewer1: Still not ano. Your salary is yours… Interviewer1: Wow. a statistician 5 is vacant. for you to focus on your study. I notify all those who are to qualify next in line. cpa board exam. Interviewer1: What are your schemes in promotion? Ms. kasama rin yun eh. but there is a corresponding. you can file for a leave. . Iyong ganon. And everytime that the government or the department of budget management announces that there will be salary adjustment. We also have. we also give bonuses. And of course a report on how. uh your position is.. Labaddan: Yes and your leave credits. Tawag dun? Performance. incentive bonuses and uhm for those who have very satisfactory performance. how’s your study *laughs* and uh inform the office if you already have passed. Labaddan: Still. incentive bonus nga. So automatic na masasama siya sa roster ng mga candidates. it’s not. There’s some staff that want to go on a study privilege leave that means for example you finish accountancy and you want to take the exam. fiftieth year. perhaps the trainings especially the sa mga regions or. two semesters in a year. it’s still yours. we have step increment for every three years. I will. Uh upon retirement and separation. you will still accumulate. That’s it. actually out recruitment process. again service obligation. the recruitment process or the incoming… for incoming personnel let’s just say is the same with the how we do it. that’s what I meant during the first question. dalawang posisyon yun I will give each uh a notification na statistician 5 is vacant. so all the statistician 4s will be given a note. a certain position.. Interviewer1: Ma’am. he/she will have to submit the required documents and will have to be uhm. para pong nagpo-promote lang po kayo pag may available. And then the recruit. For the statistician 4.Interviewer1: Okay po. Ay. a master’s degree is not required.. Interviewer2: Ma’am ano po yung DBM? Ms. permanent ang status and tawag sa mga. vacant position? I mean. we also assess the outsiders. That’s it. Labaddan: However. the when we assess the internal applicants. will have to be qualified for the next position. The statistician 4 will be really qualified for the promotion for stat 5 must have a master’s degree and all the other requirements. Labaddan: Department of Budget Management. pag may vacancy? Or nagpo-promote po kayo without vacancy pero nakita niyo po na promising yung trabaho niya? Ms. Kapag contractual. In fairness. So that’s how it is. Uh. yung mga may item na. statistician 5 is vacant and then you have to promote a statistician 4. How about for those… I mean. paano ba? Interviewer1: For those who are not statistician 4? Statisticians 3 who are qualified? No Ma’am. it is required. nag-aaplply? Interviewer1: Yes ma’am. uh you have the same level. promotion is only necessary for example . we have a status. in the name of fairness. Ms. item ba kinikilala ng DBM ba Siguradong may sweldo. Labaddan: Ooh. They are being assessed side by side. So. Sabay. Ms. I have a question about for those. Ma’am you do the promotion without vacant. In a government.. waLang item. Hindi basta basta tayong… unless w create a position before noh? . Employment status we call it. whether you’re from within or you’re an outside applicant . Uh. For a statistician 5. Labaddan: Yung mga. Interviewer1: Ooh. Interviewer1: Pero more than… Ms. instatnt uhh yung stat 1 gagawing stat 2. Ms. Labaddan: In terms of hiring? Kapag walang nag-aapply problema yun. Labaddan: We assign points. unless yung position na yun e may item.Interviewer1: Okay po Ma’am. Interviewer1: Siya yung mas lamang? Ms. Labaddan: Uh-huh. what are the problems encountered by your department in terms of hiring? Ms. Labaddan: Wala akong ma-aassess. Pero kung sa showbiz. For technical positions. the younger the better. Binebase niyo po ba yung pagpromote. sa number of uears na tinagal niya rito? Ms. Labaddan: The older. Must be vacant or it must be a new item that has been approved by the Department of Budget Management. Interviewer1: Ayon po ma’am. So just the same. the better. the more experienced. Interviewer1: Pero more than that po ma’am wala na po kayong ibang nagiging problema kapag hiring process niyo po? . the older the better. pagka go. yung sa number of experoe. Interviewer1: So iyon po ma’am. Ms. Labaddan: Ayon e dadaan pa sa kinauukulan noh? So hindi tayo pwede basta basta instant. the higher the points. naaabot nila yung minimum qualification.Ms. yun lang siguro. walang problema. na-hire na. uulit siya ng isang round. ng interview. Interviewer1: Opo. For sometimes. kapag walang qualified dun sa mga applicants. There are times naman na kapag magse-set ako ng schedule for exam. So most of the time. Labaddan: Nabibigay. Walng explanation kung bakit. Kasi may detalye na ano. Interviewer1: Opo. Labaddan: Preference yun. you can’t really describe it on words. Ano pa ba yung ano natin? Nahihirapan ak sa applicants na hindi sususunod sa instruction. Uh. Ms. Personal preference. Ms. Interviewer1: kulang kulang pa yung requirements? Ms. Labaddan: Pag-araw na ng ano niya. But there’s something I’ve noticed with the the supervisor for the vacant. personality na rin yun ng applicant eh. May hinahanap siya na personality or something like that. may hinahanap na xfactor na ano. May mga documents akong hinihingi na di agad… Interviewer1: Nabibigay? Ms. Wala naman. Minsan umaabot ng tatlong round. aah merong ganun na hindi mo siya. Minsan may ganun tapos kahit qualified siya. ganon. Minsan talagang delayed. Hindi naman sa biased noh? Interviewer1: Opo. Mga ganun. kaya lang pagdating na sa panel interview. wala pa siya di pa rin siya dumarating. Minsan. . Labaddan: Uh. I just jot down my observatiobs. personal preference. I put them down on my report. Ang tawag dun. Ms. So long as qualified. mga ganun. Ang nagiging problema lang. Labaddan: Pero. for the vacancy is. pero hindi siya pwede. Labaddan: Pina-follow up. . Interviewer1: Opo. I just “inform” them. I did a lot of sourcing.Interviewer1: Opo. Labaddan: They just smile. no I don’t do direct pirating. to pirate. many other government agencies. ay it’s a GOCC pala” Yun. Labaddan: When I just. there’s a vacancy. they have more salaries. Ms. Interviewer1: Opo. Ms. Interviewer1: Tulad po.” Ganon I do that. yun po. ayon. Ms. “Uy. pirate. So they would rather stay. and then later on I found out “Ooh. walang nag-apply or… Ms. Labaddan: It’s almost tempting to ano.. I just make kwento na. May final re… at first I put it on other. Auon po ma’am. Interviewer2: Okay po. later I’ve found out that they. Ma’am ano po yung solutions na ginagawa niyo po? Or paano niyo po ina-address yung mga ngaiging problema niyo po sa hiring? Interviewer2: Ayon. Since namention niyo na yung mga problema niyo sa hiring. when I encounter that I really outsource a lot of applicants. Interviewer2: Ma’am matanong ko lang po.. Matanong ko lang po. Ms. for example. Labaddan: Other personnel from other offices but uh. Labaddan: Ay nako. it’s very sikat ano ngayon eh. ano po ba yung reasons bakit walang nag-aapply? Yung mga nakikita niyo or sa palagay niyo. I juts. nung mga time na yun bakit walang nag-aapply nung nag-post kayo? . Di ko sila pinirate. nagpo-post ako sa mga ano ganyan.Ms. Pero on our end. may nag-apply pero masyadong naming kapatid na ahensya. Labaddan: Ay hindi ko alam kung anong dahilan. it’s actually perfect. Interviewer2: Nahi-hire pa rin po ba o uulit ulit? Ms. baka sabihin nila kinukuha namin. pareho pa silang same agency rin. nagkukwento rin naman yung mga nakakaaLam. I do believe in providence. So another round na namain. . Actually. halimbawa yung vacancy namin sa chief admin officer. nakakahiya. Sa bagay po. Yung kasi lalo na yung mga technical position. the timing is. Ine-email nila sa mga kaibigan nila. Interviewer1: Ayon po ma’am. most of then are from the private sector. what I did was convinced our head that we post our vacancy in uh. hindi ko sila pinirate. our new chief officer is from a private sector. Labaddan: Oo. on a newspaper. Nung second round. Pero hindi ko sila ano. Labaddan: I cannot force that if they don’t like and if the hiring authority doesn’t want to hire that moment or doesn’t. Labaddan: Uh. Paano niyo po maadress yun ma’am? yung pag sa exam po qualified siya pero sa interview. But later on while you understand. Pero kwento ko na lang. I cannot speculate on what really happened. Yung mga statistician. Interviewer2: So most probably po ma’am ang reason lang po is di nakakarating din po sa kaalaman nung iba na may vacancy. Uh. nag-post ako sa website. Interviewer2: Aah. medyo sumasablay po. kami nagkukwento rin kami sa mga kakilala namin. Sometimes things happen and don’t happen and you cannot understand as of that moment why. *laughs* and it’s for everybody’s good naman. ganon? Ms. Interviewer1: Dun po nagkaroon ng ano? Ms. Yon. Nakakahiya sa kabila. open po yung post. may time na unang round wala talagang applicant. *laughs* Uh. When employees compare with one another. *laughs* Interviewer1: So may problem po ba sa motivation? Meron po ba kayong na-encounter na problem when it comes to motivation po. Ms. Oo And add that person to the list of applicants. So what can I do is do another round. ay dito po sa motivating yung promotion. Uh. Labaddan: There’s some people who think that they are… ano bang tawag dun? Interviewer1: Di niyo po sila nare-recognize? Ms. Labaddan: Diba? Approved of the person at the moment. Labaddan: Magkaiba ata yan. So ano naman po tayo ma’am. Interviewer1: Okay po ma’am. Yung problems niyo po sa pagmo-motivate and yung pagpo-promote ng employees? Ms. problems naman po na nae-encounter niyo when it comes to motivating your employees? Sama na rin.Interviewer1: Approved of the… Ms. there are other things that motivate the staff. not only promotion. Labaddan: Some are happy enough to be recognized. okay po ma’am. Interviewer1: Ayon po. *laughs* Another round of recruitment. Money is a very good motivation also. Interviewer1: Ah. That’s the problem with motivation. . Labaddan: It’s like you’re thinking na nakakamotivate ang promotion. Ms. Ms. Labaddan: *nods* Some people believe that they deserve more than what they receive. Labaddan: And at times. I inform na. ngayon ko lang naisip. I try to get to know each staff personally. through chit chat lang po? Ms. And for example. Labaddan: At times I notice that they are sluggish or they are becoming irritable.Ma’am yun lang po? IMs. uh a line of encouragement. Labaddan: Uh uh. when kasi masyado kasing unique noh? Hindi ko naman. Perhaps. kamusta na yung anak mo?” Interviewer2: Aah. Labaddan: I believe that you know. confidential eh. there’s a staff na ang motivation niya e family. but I don’t mention the name. Labaddan: *nods* Interviewer1: Para malaman niyo kung anong problema nila. it depends on you perspective. Interviewer1: You’re just observing? Ms. I do briefing with the resource person. Interviewer1: Ano pong ginagawa niyo? Ms. kaya siya nagwo-work para sa anak niya. when we do the training needs analysis and if I would be able to help the resource person to customize his/her training for us. hindi ko pwedeng ikwento. At the end of the year or the start of the year when we have our stress management training. Interviewer1: Opo . I just gather this information. gender sensitivity training.. If uh we can customize it with the. so I just “ Oh hey. On personal level. each of us have our personal motivations. I tell the. your agency can motivate you. Is it. perception. I just drop. Parang losing focus on the job. and try to see on personal level. “most of our staff are like this” “we have a staff “. Ms. is it the responsibility of your boss to motivate you? Or is it just an add on? Kasi I believe that employees also have their innate capacity to motivate themselves. Diba? SO they. what I do. what motivates them to go to work. Yung mga ganun. It. ang pipili. So sa problems niyo po ma’am with motivating. When the need would arise. or B or c. Interviewer1: Opo. I just keep the details. kilala ko kasi sila eh.Ms. Part ng personality yan eh. uhm. parang politics na lang po sa. motivation. Alam mo na yun. Siya pa rin kasi ang… Interviewer1: Nagpo-promote? Ms. mapressure. I have a drawer for each staff . Ma-ano lang talaga siya. pareho lang ang trato ko diyan. So kung kailangan atsaka lang natin ano. nagbibigay po kayo ng report sa. *laughs* Medyo maano lang siya. Oo. Hindi ko rin naman mababasa ang isip niya. mapressure. paano niyo pa ba ina-address yung niyo po kanina na you do chit chats tapos sinasabi niyo po na nire-report.. Sa ano.. Whether taga-loob ba siya o labas. the members of the BSB are fair in them with applicant A. Wala namang nakakabasa ng isip ng tao diba. Ms. When the situation arise na kailangan yung impormasyon nay un. sa kasaysayan ng recruitment ang pinaka… pinkamaintriga ang promotion. lalo na kung marami ang qualified na mapromote. Interviewer1: Ayon po ma’am. kasi ano ehm here we arem who we really have to. Sa akin lang yun. ano pong ginagawa niyo? Ms. Hindi ko rin kasi ano eh. when the situation arise. we really have to see to it that we. so hindi ko na hawak yung judgment nung hiring authority. Interviewer1: Opo. Ito yung motivation niya. Labaddan: Oo. Labaddan: Hindi naman. Sa promotion naman.. atsaka ko siya pinu-pull out. Labaddan: I have a staff who’s like this. Ms. Labaddan: I also mention to our chief administration officer the basic motivation of our staff base on my observation. Para akong may drawer. . Ito yung ganyan ganyan. Mas lalo na kung taga-loob.. kumbaga meron akong personality profiling. hm. Labaddan: I don’t do it in a regular basis. you know? It’s just an ano. Labaddan: Or the profiling on a regular basis. Opo. Interviewer1: Opo. it’s me. Ms. Ms. no. Interviewer1: Ahh. an add on. Labaddan: And I do not broadcast. Ms. Labaddan: Not all the employees respond to a certain motivation… Interviewer1: That was given by the company. uh inaalam ko ang motivation ng staff on a personal level kasi yung motivation na binibigay ng opisina.Interviewer1: Ano pong ginagwa niyo. Interviewer1: Ahh. Interviewer1: Opo. halimbawa nandiyan nap o yung sitwasyon tapos parang kinakailangan niyo nang kumilos kasi parang nagkakaroon na ng conflict dun sa mismong pagmo-motivate sa mga staff? Ano pong ginagawa niyo? Diba po gumagawa din po kayo ng reports. general yun. Labaddan: Additional ano lang yan. sina-submit niyo tapos and ten… Ms. It’s it’s a pers… on a personal level and it’s not in my JD. . Labaddan: No. Labaddan: Ang ibig kong sabihin. Ms. Interviewer1: Sinasabi niyo lang po? Ms. I don’t do the reports. So it will not work if I will tell them. gusto mapansin.. iba-iba eh. Huwag mong papansinin. But for some employees. All they want to be motivated at work is to be allowed to study more. That’s what I did when employees are bored. ganun lang naman yun. they don’t want to study anymore. Interviewer1: Okay po. *laughs* Uh. mag-masters ka” *laughs* you know? Up to undergrad lang. high school level lang.PhD” “O. “oh. I know a story of a… ay huwag na lang. Labaddan: At the same style. it may motivate uhm a mommy but it will not really motivate a single lady like me. Papansinin mo. *laughs* nakaka-moti. May iba. Natutuwa naman ako. I gave then the idea. Interviewer1: May ganun pong instance? Ms. money.. Labaddan: Very ano noh. meron silang kanyang sarili niyan pag-ano. There are staff who are intellectuals. Meron naming iba. aalamin mo rin eh. Iba-ibang motivation yan. Ms.Ms. Okay na sa kanila yun. gusto niyang mag-masters.ano. very personalized ang aking pagbibigay ng serbisyo. “Uy. When he allowed me. Depende nay un sa ano ng staff. bawat isa sa atin. Labaddan: Bigay mo yung ano. So really. For example. Ms. O kaya hanggang elementary. iiyak yan. huwag mong pipiliting mag-aral. anong plano mo?” Interviewer1: So kina-categorize niyo lang po? Parang halimbawa nakakapagpamotivate sa ibang tao dun. it’s different. gusto. Labaddan: Kasi bawat ano. sa status. trabaho kapag di mo pinapansin. So ganun. *laughs* . ano eh may kanya kanyang ano eh. Ano ba. Aspiration sa buhay. For me. natutuwa. sa age. gusto niyang mag-ano. nakakamotivate. ina-address niyo po kung yung problema niyo po ba dun sa motivation. Labaddan: Tatamaring mag. background.. ako nagpaalam ako kay Sir eh. pwede kang mag. Meron naman gustong mag-abroad. pagbigay ng solusyon. Basta ganun. So payagan mo lang magano. Interviewer1: So effective naman po? Kapag binibigyan ng advice? Ms.iba eh. Uh. you cannot force the person. May book smart. Interviewer1: Undergo training? Ms. makikinig. Attend siya. Yun. uupo dun. halinhinan dapat diba. May mga… uh iba-iba tayo nang uh. Labaddan: Like what I said. iba-iba kasi ang tao. magbibihis. Let’s proceed to the problems you have encountered in terms of your employees’ training and development.. Interviewer1: Ano po kayang dahilan kumbakit ayaw nilang mag-training? Mag-undergo sa… Ms.Interviewer1: Opo. maliligo. Ms. There are trainings that you know. yung hihilahin mo siya. But there are other employees who want to attend all the trainings. I have some experiences with employees who do not want to. mag-training ka” Interviewer1: Opo Ms. I have no problem with employees who acknowledge with themselves that they . There are employees who do not want to go to training. Ms. Interviewer1: Required po ba? Sila? Nung mga time po na… Ms. “Umupo ka diyan. *laughs* E diba. ng pagiging smart.. *laughs* Interviewer1: Ayon po ma’am. it’s not difficult for me to convince them that they have to. Labaddan: Aay. Labaddan: *nods* Undergo training. the body. Labaddan: There are trainings that are required. their training or education is… If you give them the idea that they need training or invite them for training. Labaddan: Ngayon ko lang narealize. Labaddan: Hindi. ano bay un. . pati yun akin. mga workshop talaga ano. Naiinform sla. SO kung yung pagiging smart niya e hindi nagma-manifest sa mga libro. Labaddan: Oo na akin na lahat. Labaddan: Yung in-house training. nandun na. Ms. Interviewer1: Ma’am. there’e libreng food. di namna kayang mag-accommodate ng marami.” . wala aking magagawa eh. Labaddan: May word smart. mga theories. you will learn new concepts. Siguro kapag marami akong spare time. Iba-iba ng smart smart yan. there’s other people. I cannot force them to. but I just invite and invite or inform them that there’s a certain training on this one. Dahil maliit lang kami na agency. *laughs* problema lang naming ditto.Interviewer1: Opo. yun lang siguro. Labaddan: “That training is kinda exciting. alam nilang pwedeng sagutin ng office. the neighboring cubicle who is more interested in training and I congratulate the person. solutions po dun sa mga ayaw um-attend ng trainings? Ms. Perspective. Medyo. Interviewer1: Hands on po? Ms. Siguro ang gusto nila mga ano. Interviewer1: Yung tumatanggi. Ms. uh alam niyo naman eh. exciting ba?” It’s like luring the other person. You will see other people from other places. Kumbaga gusto nila. Yun lang. for those who really don’t want to. pati lahat ng paghahanap. “Very well”. marami akong hawak. Ms. And importante. Required talaga yun. “Ay. Ready na agad dun. Ayaw nila nun. Pero yung mga training na for one man unit. Pag pangatlong attempt na ayaw pa rin. Labaddan: *nods* ano pa ba? Training and development… I also facilitate the program for the OJT. Interviewer1: Ah. na-iinform sila. may office order naman eh. what I do is invite the neighbor. may mga gustong umattend pero gusto nila. *Laughs* Pati evaluation ng staff. . walang mga ganung sanctions. I will give you failing grade. Thank you po. So yun lang naman po. pupunta na siya. Labaddan: Salamat din. Sana mapagtagumpayan niyo ang college life. So yun po ma’am nacover naman na po natin lahat nung sa HR. I’ll withhold your salary. Labaddan: So hahanap na rin siya ng training niya. Labaddan: Di ko nabanggit yung payroll noh? Gumagawa din ako ng payroll. Ms. If you do not attent. to be a HR officer. Labaddan: *shakes head* Interviewer1: Okay po. Ms.” Interviewer1: Ah. “Oh. “Bakit ako walang training?” Interviewer1: *laughs* Ms. Sasabihin pa. Labaddan: Maiinggit pa. sasabihin niya.” Edi next time.. Ms. Labaddan: May demo.Interviewer1: Kumbaga hinahayaan niyo na lang pong tumanggi. tapos naghahanap parin po. Sasabihin niya sa grupo mga experience ng neighbor niya. Makikita niya yung neighbor niya. ano ah. Ms. You are required to attend. Interviewer1: Nacoconvince din po… Ms. Interviewer1: Okay po. “Ay mahangda pala. You cannot force people eh.. It takes partience really. marami pong salamat. Pick: What made you decide to do so. Pick: My name is Jocelyn Pick and I am actually the managing director of this company. OMM-CITRA Bldg. So why am I answering for HR? Because probably. Jocelyn Pick. please? Ms. Ms. Ms. we are also in the process of growth in HR. Pasig City Date and Time of Interview: December 16. Interviewer: Okay Ma’am lets now proceed. we had no specific HR person last time but now I would say that we do have an HR person but I guess I did not told her to be interviewed because she’s also busy within somebody else at the 5th floor Interviewer: So how many yearsMs. It was Wednesday last week. What’s your name.INTERVIEW TRANSCRIPTION Organization: Profiles Asia Pacific. 2010. Pick: Okay. Pick: This company has been… How many years does the company been? Okay the company has been around for 12 years. Inc. Pick: Suggested? Interviewer: Yeah. Managing Director Place of Interview: LG 102. these particular areas? Interviewer: Professor Bernarte.. Ortigas Center. In fact it is our 12th year anniversary last December 8. Human Resource Department Interviewee: Ms. Ms. 10:00am Interviewer: The parameters in our study research management is through knowing your human resources management and finance management. is that Wednesday last week? It was actually our 12th year anniversary. Interviewer: So how many years have you been working here ma’am? . So we are old. like the other company that you talk to earlier. Let’s put it that way. this has something to do with HR. We are not saying that they are not good. although we are getting into that. Ms. how to promote. Pick: I’ve been working in here since 2004. there are many things to think of but the first thing is you have to first of all understand what types of people you want to attract in your company. So our thing is about job matching. what we do is. Basically that. Pick: Okay. what are the guidelines being followed by your department… It’s the usual. Interviewer: Ma’am. So you have your employer branding. Interviewer: What are the guidelines being followed by your department in selecting and hiring company employees? Ms. There are certain types of people that we want to attract and those people that don’t fit in.Ms. We are like the HR consultants for other companies. catering to the schools. We train people how to select. the behavior. so to speak. So. And what we train them on is exactly the same process that we are following ourselves. So largely this is to their use of techniques such as assessments that we own and we sell in the market place as well as interviews. You cannot get somebody unless you understand what the requirement of the job is. We are a product of our product. what is your educational attainment? Ms. Pick: I have a masters in Business Administration and masters in Statistics. And. which make it six years. which is the reason why I know Don Bernarte. who is your thesis adviser. it’s actually because you understand the requirement of the job. as well as the other companies who are using our tools. how to motivate. If you’re able to probe and find out that they have competencies. Pick: Normally. And when I say assessments. When I say you want to attract the types of people. but they don’t just fit in. So it is HR. Because of you don’t. and currently pursuing Educational Management in PUP. its not academic assessments. what do you mean by assessments. how will you select? So first . and how to develop succession planning. the personality and the cognitive abilities to be able to fit in our company as well as the other companies that we hire for. There’s no such thing as a bad applicant but if you don’t the job match of our company. you know. on a full-time basis. Interviewer: Opo. I don’t know if you’re aware of what our business is ____ assessments. then that’s one of the process. 90% of our business is with corporate. So let’s proceed pos a HR concerns. And we have formed another company which is Gold Academic Assessments. So what does it mean when you talk about job matching? It means that you are actually understanding what the job is. then they will not be hired. So that’s in the hiring process. But our particular company is very straight forward. from what school he come from. That’s. we have very used technical skills test: Office. So part of the process involves the involvement of the manager who’s in-charge of the department. We sell them. What’s important to us is they are able to do the job because based on our own research. accounting… Did you take our accounting test? (Asked the Chief Accountant beside her). people who can sell largely. there are… Those are the basic guidelines. we find out that these factors are not important in job’s success. if its in finance. not confused but my mind set. thinks if this person will work well. Interviewer: Uhh. for example recently . then the technical skills are something that we can train them on. but in between those guidelines. A lot of the businesses use it because of its usefulness (paused to distribute the coffee for the interviewers). technical skills. Yes we make use of technical test. I ask her if she is. how old is he. There are certain positions that we don’t make use of technical test but if you’re hiring IT people and you want to know whether they have the technical skills. so yeah we do that one. Sometimes it’s a plus if you do have the technical skills and you cannot wait to train them. is in a very basic guideline that’s being followed but of course. we don’t have a call center here. Basically. Interviewer: Do you do technical exams. so basically. third sex or whatever. as I said. there are certain positions that’s very high level. we do not discriminate. right? If you’re hiring call center. It’s matching. all through-out. But our take on that is yes. We sell behavioral test. We wanna find the right people. ano po? Ms. and then you find people who fit in the requirements of the job. Pick: That’s what we sell. the technical skills can be developed. we are the products of our product. Jenny is usually involved in the selection of people. So if you liked a person because that person fits our culture. Uhmm. it’s very straight-forward. You mentioned about job-matching. it depends on the position. and uh. male or female. there is a very very specific finance test. Because there are certain positions that are very delicate. That’s it. in a nutshell. I know you’re asking me about our own HR. ma’am. That’s why we are very strong proponents of non-discriminatory hiring. we are I would say provider of assessment tools. So it depends if you’re into finance. it depends on the industry. behavioral skills. a lot of things can happen. we do not care whether this person is old. personality assessments. you see my mind set is I’m the HR of the companies in the Philippines. so if you talk of selection and hiring. I get a little bit confused here.of all you understand what the requirement of the job is. it depends on the position. Pick: Yes. interviews… Ms. it depends on the department that they are sent to. If a company has a good feed in terms of cognitive abilities. job-matching assessments which is called the profile XT. and interest. Uh. we do not even tie them up to a contract because we believe in people development. uh they went for a leadership training. You can quote me on that. just last week we have a bunch of people undergo leadership training (paused). what trainings in particular do your employees need to undergo? Ms. why not? So yes. of course she has to have the skills in design. One of our guiding principle is you hire for attitude. uhh. Because technical skills. they go attend some seminars. what was your question again? Interviewer: What trainings- . what do you mean by required? Interviewer: Do you give trainings to your employees. they’re hard skills and you can learn that. so its not mandatory. and you know ma’am. Interviewer: Okay. which is accounting software. anything that will benefit them. But I always tell people that if there are training programs that they are interested to take up. Pick: They are not mandatory. so there are training programs available. A lot of them want to take it because for me it’s a privilege to be given training. client service. we are open to it. one was in a technical position. A lot of them. You cannot hire someone who does not have the skill because there’s a lot of work in there. But there are training programs offered. communication specialist. have we sent some people in training in finance? Not yet? Well Jennifer is relatively new but we’ve supported somebody who’s taking the CPA review. unfortunately we have not done that in the area of finance but more in the area of human resources and the marketing. every year I probably take uh. So. especially sales and marketing undergo training on sales. But for us.we hired somebody who is a graphic artist. next question po. we spend money on them. We spend for them. So we have some employees. that’s the point. you know. Are employees required to undergo trainings? Ms. they were in client service. In the US. Pick: Uh. again it was in a training on leadership. the most important are the soft skills. are trainings mandatory for your employees? Ms. But if you’re attitude is bad. I don’t know about finance. desktop publishing. We have lots of articles about it. if it is something that can benefit the company. we take about three people every year. we do have a very liberal program on trainings. in adobe. you train for skills. Interviewer: So ma’am. and you know. let us know because if we can partially subsidize it. We send them to the US for training. Pick: It depends on what department they are. We’ve undergone training on quick-books. pretty soon you will be out of your school. And Malcolm and I are very open about that. These are not the formal structures that you learn in school. People who cannot work with people. a typical example is one of our . Uh. its not required. The ISO. what is that again? Interviewer: For your employees’ development po. so they can be successful. they will be misfits. Interviewer: Ma’am pero po in general. that’s our first aid. you will be working. So that is development. It really depends. yeah. all of them. The ISO is a mandatory for everybody. that’s not every month but maybe in the summer. I think the jobs being given to them is. Oh yeah. and I hope you’ll also gonna be. to set their goals. You have to learn to work with people. I think we talk about key result areas. secondly. So that’s one. but everybody’s encouraged to attend. Last time. its always. They cannot get things done. And when we go out. its an interaction with the people. yung lahat ng employees niyo? Ms. When you are given jobs. like I’ve been uhm. like we went to Corregidor last time. If you feel that by joining this association. So those are. Pick: For. Pick: A lot of it has to do on the job. And they are also encouraged to join associations because that’s one way of developing yourself. developing your career. And we probably going to have a lot of health related issues that we are going to undergo training. like we have uhm usually. Ms. requesting our provider for our payroll to give us training because we found errors on… So that one is going to be a required training. So what we do as a company is we try to develop a positive atmosphere so that people will be able to work congenially and how do we do that? We have activities. its an occasion for you to develop yourselves. what’s our training few weeks ago. Interviewer: What are the programs and activities for your firm for your employees’ development? Ma’am aside po ron sa trainings before… Ms. I mean. Its largely on the job. Ms. the way I look at it. And we also have a training on. probably outings. when we went to Corregidor. Because you learn things. its developmental. I’m conducting a training next week. its fun at the same time. there is a training. Interviewer: Yes Ma’am. they will be lonely because they won’t have friends. And it is on personal effective… Effective productivity. Pick: Ah! Yeah. Pick: Ah. Because we want our people to be effective.Ms. And they will be miserable. First aid. So that is a training by itself. Pick: First of all. You get to see what really goes on. what are the motivating schemes of your department in order to enhance your employees’ quality of work? Ms. like the certain departments enjoy bonuses depending on our sales. The training that we’ve been giving is a general training about design to be more systematic and organized in the kind of work that they’re doing. You don’t see what’s going on in the production. So we need people here who are… We need people in an organization like this that are self-motivated primarily. and we encourage everybody to join the toast masters because it makes you be able to communicate. If they don’t. And its not through training. The program trains you how to be able to speak in public. do you give incentives. In a large company. That’s the big benefit to somebody who’s starting a career. you only see what’s happening in the accounting. In a little company like ours. She joined the toast masters. There’s the usual benefits required by law. if you’re in an accounting department. So that’s what we’re looking at. And we’ve been doing that for almost 2 years now so it’s kind of a delayed project. self-motivated and leadership. Interviewer: Ma’am pero po yung company niyo uhm. Interviewer: And. But you see in a micro ___ of what goes on. they have to enjoy that work. and there are a few other benefits that are given to them. From top to bottom and across all functions. what we really believe goes with the other companies. That requires a certain amount of training. pano po yung motivating schemes. Our IT staff require always to have a look of what’s going on. Sales people are largely paid by the sales they made. they have to be interested with the work that they’re doing. We’ve been trying to follow or trying to establish a standard which will satisfy the ISO organization. you know we are a very… Mr. you get to see the whole thing. they are given health benefits… There are benefits given. maybe lots of things were already well organized. it’s a lot on the work that they do. Pick: Well. We have all the same problems with the big .person who used to be very very shy. Pick: Motivating schemes… Malcolm does a lot of that. What are the motivating schemes? (to her husband Malcolm) *laughs* Uhm. we probably don’t want them. you don’t see what goes on in the marketing. Pick: We’re small company. benefits… to your employees? Ms. For the skills. and ones with objectives and goals of their own that we can try and help them satisfy. Mr. We don’t have the resources of the Ayala Group or the San Miguel Corporation across the road. As it goes to what we think should go on. Pick: There’s a bonus based on the clients potentials. there should be initiative. Maybe there’s lots of additional staff benefits. There’s pros and cons for being a small company. we don’t want it abused.company. That is monitored from Chicago. Pick: When you’re absent without notice or if you’re late. something like that. Ms. they have almost unlimited free internet access. Pick: Any abuse to the use of the computer or the internet for example will be grounds to discipline. anymore questions? Interviewer: Ayun po ma’am. Mr. you can’t take anything with you. Which is again another benefit if you are working for a flexible company ‘cause some companies are regimented. Interviewer: Okay. but we do it in a much smaller scale. and nobody would look after the baby. Here I threatened a month ago if you’re late three times in a week. And again it’s a self-disciplining process because sometimes when the rules are flexible. sometimes we have occasions where somebody had lost a yaya. you’re disciplined. they see everything. Mr. Pick: Right? Ms. you can’t really do that so what could be a benefit in the sense that the rules are more flexible. Pick: Benefits. for example. And somebody within a company sees that. have been disciplined because of using the company resource for personal use. it could be “oh because here we don’t have to wear our formal clothes on Saturday” or “we can bring our kids on Saturday”. but late three times in the same week. we ask them “Okay. Ms. we all have the same functions to fulfill. and then you know the person brings that in the office but in some other companies. and so we’re always saying our wins are like this because we do not want to be a bureaucratic company but if its gonna be abused. you put them in a locker. *Interviewer laughs* Mr. we will have to be more rigid. its not even monitored locally so… I know instances when several months later. when we do our learning sessions. you’re disciplined.the moment you get in the door. a toddler maybe. or not really a baby. what you think good about this company?”. Well in our company. we understand. Pick: Some other companies are also being. Pick: Yeah! Some companies. You can’t take pictures… Mr. So what are your schemes in promotion? . Pick: Okay. your backpacks are inspected. they are not giving that. That’s not just late once. Actually they screen them and when they come to us. Pick: Of course its performance based. Interviewer: So ma’am there’s no need for you to have vacancy first before you promote an employee to fill-up the position that was vacant? Ms. But as I say. manager of two groups. Interviewer: So yun po. Somehow. No. you’ll be surprised out there when you post. It doesn’t even happen quite. then we could opt to increase her salaries… Its largely performance based. Pick: No. Pick: Uhmm. And then probably they come back to realize that its not rosy abroad. We don’t really do that one. I think we do find a… people who are actually competing with the… people who want to go overseas? Which is not common to us. And we usually filter them. except we do it in a smaller scale. you know. we all have the same problems and functions of a large company. If management feels this person deserves to get paid more. based on the experience and performance and we’re trying to establish a well defined structure. Pick) We have our recruiting department. this time is promotion time or what. Pick: In terms of hiring. you could only hire five out of onehundred that they talk to. But it takes time. Pick). That situation is not necessarily to us. Pick: Definitely performance based. a recruiter. Pick: Just like what happened last time. she’s welcome to… Mr. . supervisor of the recruiter group. they seem to be thrilled with going abroad. our applicant pool. which is common to all. And uhm. If the person from the inside wants to apply. Unlike probably in the call centers wherein you would demand. so that’s one. But there’s no well established system. So its performance-based. we made a supervisor of one group. I don’t really see a lot of problems. Mr. right Malcolm? We do filter like. still a relatively new to the company. Pick: Yeah! I think that’s one of the things that you should be looking for (to the interviewers) because they’re interviewing two research organizations (to Mr. let them take our assessments ‘cause that’s what we’re usually selling. very good command in English for example. what would be our hiring problems? (to Mr.Ms. You might wanna show them our organization chart (to Ms. They are recruiting for other companies but they also recruiting for our own needs. What are the problems encountered by your firm in terms of hiring? Ms. there’s a lot of applicants. A LOT. Interviewer: Ma’am do you consider the length of service in your firm in promotion ma’am? Ms. Pick) Ms. If they have additional skills to give. On the other hand. they’re welcome. Pick: Do you have? Malcolm? Mr. Interviewer: So basically. when we sent them to overseas training. As long as the training is not mandatory. the only mandatory training we have is ISO because that’s mandatory by ISO. If they are no longer motivated. Coz you know. granted they have a contract. it could be family problems. At some point in time you have to tell her its time to move on. somebody who is uhm. uhh. We like motivated people. They have no place with us if they cannot. Pick: I mean. if they are not motivated. we have a lot people who left because they want to see what is out there. if they cannot perform. we got a group of people. you know. Pick: What problems have we encountered for motivation? I think it’s a self-claiming process. ‘Cause they have something to add. they don’t attend the training? Interviewer: Do you encounter some instances ma’am? Ms. Pick: Like I said. They leave because they want to leave. we can suggest if this training is good for you. they go. you know. they’re better than what they were before when they left. And we also want them to leave. for whatever reason lost her grace in her work. Uhm. I don’t think it’s a. wala naman na po? Ms. That’s one reason. “why would you take them back?” It’s because they have additional skills to give. they leave. it could be health issues.Interviewer: In terms of motivating naman po. if the company is good in training. It may not be necessarily work related. Could it be boyfriend/girlfriend problems? It affects the work. Interviewer: Other than that. It could be relationships with colleagues… Interviewer: Ma’am do you encounter problems when it comes to training and development? Ms. ano yung mga naeencounter niyong problems? Ms. I cannot see anything that is really directly work related. they come back. if they’re not motivated to work. Pick: What is that question? You mean. Otherwise we don’t hold grudges that they left. a lot of companies asked them to have a contract. this generally. usually naman there are reasons why there are some people who lost their motivation. And one would ask. So the decision is mutual. all the other training is not exactly mandatory because for me you know. in fact. training. I . you don’t encounter problems with motivating naman po? Ms. Probably. the training is not mandatory. Pick: Wala. Pick: Have your coffee ladies! Interviewers: *laughed* So we’re through with the human resource department. Ms. that’s why you have the probation period. you might hire somebody and then find out that the person does not. Because sometimes. We find out maybe that person doesn’t quite fit for the company. still I wouldn’t look at that as a problem. you have follow-up questions for ma’am? (to the other interviewers) Ayun po.take it. Interviewer: So basically po. training and development? Ms. Pick: Well hiring of course. Interviewer: Okay. because there’s turn-over. Unfortunately. maybe you wanna train and then you don’t want to train. you haven’t encountered problems with these three areas po in hiring. . motivating. But I don’t consider that as serious problems. first po ma’am. Interviewee: Ms. Aida Robles. We’re fourth year students from the Polytechnic University of the Philippines. Ortigas Center. gusto po naming mag-thank you sa inyo. Yung thesis po kasi namin is about the management of research organizations.INTERVIEW TRANSCRIPTION Organization: Institute for Studies of Asian Church and Culture. Administrative Officer Place of Interview: Units 307 & 205 Corinthian Executive Regency Ortigas Avenue. So ang gagamitin po naming parameters para maidentify po yung organization management is through looking at your finances management po at human resources management. So yun po ma’am. 2011 03:00 pm Interviewer: Good afternoon po ma’am. kami ni Shels… . Human Resource Dept. Pasig Date and Time of Interview: March 9. currently taking up Bachelors in Communication Research and yung purpose po nung interview na ‘to is for data generation po for our thesis. Robles: That’s right. Robles: You’re welcome Interviewer: And in behalf po sa isa naming kagroup na di nakapunta dito dahil nasa OJT po siya. Robles: *laughs* Interviewer: Kasi po with other research organizations. Ms. ang tagal po ng feedback. Robles: So group thesis kayo? Interviewer: Yes ma’am. Okay Interviewer: Kasi po napagbigyan niyo yung interview namin kahit super short notice. Ms. tatlo po kami sa group. Robles: Ah.. . Interviewer2: Kahit kanina ko lang po sinabi na.Ms. Ms. Interviewer: So nagkaroon po kami ng problema sa thesis dahil sa informants po. Ms. Ang hirap po. Interviewer: And what’s your position here in ISACC po? Ms. So ma’am let’s start po? Ma’am can I have your name po? Ms. Robles: I’m the administrative officer Interviewer: Gano katagal na po kayo dito sa ISACC? Ms. Robles: Nagpapahabol habol? Interviewer: Yes ma’am. Robles: I’m Aida Robles. tas “Can you please call back again later?” Yung mga ganun po. Robles: Ooh. Robles: I started 2009. . Interviewer: Ayon po. Ayon po. scarce po. Robles: So almost 2 years na. so super thankful po kami ma’am. Ms.Ms. Interviewer: 2009 po. Ms. it’s a must na graduate ng college? . since this is a training and research organization. Not actually. Yun na po talaga? Pagdating niyo po. of course yung. kasi there are some other people who are graduates with certain courses not related to research and training but they have the gift of writing and research. we want to check on their spiritual maturity. First since this is a Christian organization. Tapos. Ma’am. Robles: Yes Interviewer: Ma’am yung educational attainment niyo po? Ms.Interviewer: Pero yung position niyo po. Robles: AB Psychology Interviewer: AB Pscyhology po. So we believe that they can be trained through proper orientation. so kailngan e naniniwala ka sa Panginoon and the Bible. Okay po. admin na po? Ms. Ma’am let’s proceed na po dun sa human resources matters po ng ISACC. that our mission is to teach the world or other organizations about the good news. It’s an NGO so yung basis o guidelines in hiring and selecting employees are according to. Robles: Hiring. Interviewer: Okay po. first nakita namin dito. What are the guidelines being followed by your department in hiring and selecting company employees? Ms. about the lordship of Jesus Christ. it is not actually a company. this is an organization. so yun yung primary basis of hiring since we are trying. so importante yun. tinitignan din namin yung background. their loyalty to the scripture or the word. different stages of. on the spot o field. Interviewer: Okay po. They don’t have to be college graduate. so technologies. So pwede namang hindi graduate. Dun namin makikita kung that person is a fast learner. Ms. We get our training through exposure. But also yung orientation na yun is to bring them in to events. although there are what we call trainees. So di naman yung parang sa call center na you have one month for certain training. No.Ms. then we believe that you’d be able to grasp whatever the organization wants. So when they try to bring in people or when they endorse them. we only have interviews. Interviewer: Next question po. Pwedeng high school graduate lang muna. Trainees noh? Volunteer workers who can help us. Since we hired you according to the skills that are in your CVs. o yun nga. they know that person is gifted in the area of what ISACC needs. Meron kaming tinatawag na. Like there are so many children na magaling sa IT. they know what standards that ISACC wants to maintain. Robles: More of orientation. we have the regular employees. you get in to the organization. projectbased and then we have the volunteers. we have the project people. wala po kayong required training ma’am? Or yung orientation na lang po yung nagse-serve as training? . Most of the people kasi who come in for hiring to be employed with ISACC are endorsed by other organizations. So hindi sila hired. Robles: Actually. sabak ka na. Interviewer: So ma’am basically. We ask them to submit their CVS and then we ask them to come for interview. Also. Makikita mo. So we believe that these people who endorsed this individual must probably know that person better. Ma’am what procedures do you have po in hiring? Parang do you have technical exams? Interview? Yung mga ganun po. are employees required to undergo trainings? Ms. It is a must for us to produce videos. Robles: Yes. but now part of the core team. to special events. they can help us. kahit na maliit na organization lang kami. pag na-hire ka na. so just observe. So while you are being exposed to this. Like kunwari the global leadership summit. I didn’t know what it was. Interviewer: Ma’am na-mention niyo po na nagre-require din po kayo ng trainings and seminar. we conduct. for the staff? Interviewer: Yes ma’am. So what is a lection de vina? When I first came here. You’re trying to get to just read the word. helping and supporting this type of training. Since we’re a small organization. Robles: Employees development. So we have a half day lectio de vina. Ms. Robles: Yung training is the exact training that we offer. So that corporate retreats sometimes is the tawag nung iba. or half of the staff go and attend. they’re going to be sponsored. we have this lectio de vina every Monday yan before our afternoon meeting. Interviewer: What are the programs for your employees’ development? Ms. So yun. lectio de vina. we also have our HR manual. the Bible and be able to express on what you understand from the . because you get to know the people who are of the same mission and vision as ISACC. So it’s more on the reflection of the word. conferences related to what we are doing. Every Mondays. Marami kasing evangelical organizations. Parang ganun lang. it is stated there that we require that all the members of our staff to go through or attend trainings and seminars. we call them corporate retreats. They have to attend a conference and we have a debriefing or a reflection on they have learned.Ms. So nae-expose ka dun. So kunware. Robles: Training. Robles: Oo. what type of trainings and seminars po ba yung nire-require niyo? Ms. So they are exposed not only to the learning but also to kumbaga the social area. we have a corporate seminars. So some of us. In the manual. Kasi importante yun eh. I think it’s more on getting down to the level of the employees. So we have a firsthand experience of what we are asking for people to do or what we conduct amongst ourselves. I think yung sa amin. 2 in the advocacy and 3 in the cmt. bantayan mo kung ano ang ginagawa niya. managers. sa US. Interviewer: Opo. pasok ka. we have 2 in the administrative and finance. hirap not only in the Philippines. Ano yun simple matters. so I would say that basically.” something and it builds the self esteem. Robles: So you’re talking about me noh? In our department. . Ay. It so happened that we are in the phasing out stage. First and foremost is the relationship. advocacy. parang hirap abutin na because of the position. I think the organization will be a success. okay po ma’am. I don’t know with the Executive Director and the president. Kasi pag detached ka with the employees. So you create camaraderie amongst your employees and look on them not on the mistakes that they made but on the more on the. Kasi yun lang. any organization will be a success if it will focus on the relationship. iyon. Like in one and a half month. ang hirap i-approach ang hirap siyang. we have the training. Next po. So yung motivating factor. ganito pala yung ginagawa namin. Like what is happening now in our organization. So ang nangyari. So parang sa lahat din sila. “Ang galing mo naman. Di ko kaya to. there are actually 3 departments. ano yun makipag-appointment. What makes us come to work? I believe that because of the relationship that was established.passage that was read. ang hirap kausapin. Ibig sabihin phasing out this is the last. Yung parang. kasi we are funded by foreign organizations. mamasahe ka. It’s important to create a relationship amongst them. And I think it is the best. We have the same integration. This is what we’re doing. and directors. Kung ako ang tatanungin. pero sa akin. hindi naman kami divided. we are on the red. Interviewer: Ah. small as we are. So yun. But we have volunteers and we have fellows. So may integration din yung aming president. the last straw that you may get from us because of what’s happening dito sa ating financial conditions. wala kang sweldo. mahirap yun. So this is what we also conduct to corporate people. we are now. magbaon ka. we have the administrative and the finance. Yung mga fellows namin whom we ask for other things. or parang reward sa kanila yung appreciation. motivating schemes of your department? Ms. Kahit na kung minsan syempre. You have to be. Like yung very personal na problem sa bahay. para kanino ka bumabangon? Ms. parang we are questioning the faithfulness of our God. Interviewer: Ma’am ano parang you don’t depend on monetary means since low din po kayo on funds? Ms. pare-pareho naman kayong hindi sumusweldo. tao ano? Parang ano ba yan. we believe that yun nga. Ganun. that’s the best that you can give to a corporate manager. The belief that you have a God that has the control to provide for all your needs. Although we need to exist as individuals kasi may mga pamilya. Kasi sama-sama kayo. I think that is. again babalik tayo dun sa guidelines of hiring. Robles: Para bang yung sa kape noh? Bakit ka gumigising? Interviewer: Ah. Robles: Actually. parang ayoko na. kahit na ang daming mistakes na nagawa nung employee. on what is burdening to them. hinahahap niya yung positive. oo. yung relationship area or segment of our organization is important.Ms. Ganun yun. Robles: So kasi there’s no use at coming to work at wala ka nang bayad tapos wala ka pang makasundo. So you become one family. But then again. Interviewer: Okay po. the best or one good thing that the person has done. it all goes down to bakit tayo magrereklamo. yung One Minute Manger. noh? So you just. atsaka the openess to air. money is not really a prime factor as long as. I think it is the best. Yung libro nga ni Dr. he visits his factory or whatever it is. Scott. isang upuan lang e mababasa niyo yun. may mga ginagastusan. He tries to look for. you have to have that deep level of spirituality. Wala na tayong sahod. parang ganun. What are your schemes in promotion? . noh. he doesn’t go there to look for mistakes that employees have done. Sa anak. pag nabasa niyo yun. if you’re challenged. especially na alam mo yung gift mo. pwede. “Ayaw ko po. I will ask him to. if you want to apply. or upraise ng salary.” Ganun po ma’am sa labas? Or sa loob? Ms. a position because you know that is your expertise. or added income. Pero knowing ourselves. what position will I be promoted for? Can I be the Executive Director? I won’t even want to become an Executive Director knowing the responsibilities that it entails. let’s look within the organization first. within the organization. “I’m resigning. Robles: Vacancy? Para makapag-promote? Interviewer: Opo. parang sasabihin ko. Like. I would rather.Ms. If they have the capacity or they have the know-how. parang sasabihin nila sayo. di’ba siya ang pinaka-senior amongst us in the managerial. I’m done.” So icha-challenge mo. I doubt if Rey would even accept. Interviewer: Ma’am ganun po ba kayo o parang humahanap po kayo sa labas or parang “The executive Director post is vacant. yun yung problema ng small organization. Robles: Promotions on what? How do we promote? I don’t know if we have other positions to be promoted like kunware ako. Pwede ka nang maging President. Ano e parang more of added benefits na lang. Ms. Kasi ikaw na mismo ang magchachallenge. ganun. Parang there’s no other position where in you can be promoted na kasi. it use to be our .” Comfortable na ano? Comfort zone.” Sino ba namang susunod? At kunware na-promote si Cathy o Del sa position. Kunware si Rey. kapag may vacancy. kasi you applied for a position. Robles: Parang the internal na sinasabi mo? Since wala na tayong Executive Director. Interviewer: Ma’am kailangan niyo po ng vacancy sa position po para mag-promote? Ms. it should be internal first. gusto ko dito na lang ako. I’m tired. “Ay ang galing mo. so I believe in your capacity to do this work. Robles: Of course in our manual. So normally. of course you do that. parang gusto mo ba lang dun. Next question po. So when I came. Robles: I believe you would be challenged and then… Interviewer: Ah. I told Miss Alice I will accept. Like we need kunware a writer. So if it is not within the organization. So I told her. isi-signify na yung parang from this date. who is a volunteer and we opened the position and even promoted it over the radio. visible amongst us is the capacity of the organization to pay. a full time writer to assist kunware or Executive Assistant for our President. she is the President and the CEO until they believe that we need somebody to do that work regularly. I am tired of being an Executive Assistant already. kayo po ma’am. Interviewer: Ah. parang ita-tap po kayo nung aalis? Ms. So we have one. Pero po basically. So wala ng Executive Assistant ang aming President. Ano board of trustees namin. Wala na kasi yung ano un eh. So di mo na kailangan mag-apply. it must be within in the sphere of daughter organizations. we have boards of trustees who works as parang volunteer. Interviewer: Okay po ma’am. Kasi alam ko na yun eh. Ms. tapos parang bibigyan ka na ng Contract of Employment. I was invited. do you apply? Or do you need to apply? Ms. she will become whatever the position is. Okay po. Kunware we have fellow. it used to be that the administrative officer also serves as the Executive Assistant. so we challenge them. so natanggal yun. amongst our . Tinanggal na namin kasi. what are the problems that your department has encountered in hiring. parang legible naman po kayo for that position. I didn’t apply. Robles: Hiring.President. I am more comfortable with administrative matters. pano po yung siste nung promotion? Parang kunware po. first ang alam ko. Robles: Oo. Papalitan nung currently. tapos with the compensation of this and this and this and then the conform. ano pa ba? Wala na. you finish this project within a month and will give you this much. yung parang flyer namin. parang yun. yun lang ang na-encounter namin. etc. I mean if we have projects. pano niyo po ina-address yung ganung problema na nae-encounter niyo with hiring? Ms. number one is the capacity of the organization to pay for the opening. Yun yung number one. Ms. We can only pay this amount. ayan open. E ‘pag naman tinanong how much yung salary. parang you resort to multi-tasking? Parang ganun na lang po? . Pag walang fund. Wala naman kaming. non-stock. Are you willing to stay with us for a month or two? Ganun lang noh? Ilalagay kasi namin yung duration nung stay. yun lang po yung na-encounter niyo na problem? Ms.. Robles: Hiring? Of course if you then have the. non-profit. Interviewer: E ma’am. Of course and then if the Lord allows it. Binigay namin yun. Pero kung hindi talaga we’ll explain to them that this is an NGO. Robles: Apart from that… Teka wala naman eh. so if the budget allows. Interviewer: Apart from that po ma’am. so wala kayong… Interviewer: Ma’am.daughter organizations and partners. Okay yun noh? So. ano pa po yung. we need documenter. kasi we are funded by organizations lang. the requirements. pakita namin. Yun lang capacity of the organization to pay eh. Parang ganun lang. you pray for it. Robles: Oo. then we could get one. oo. so we needed more people for the project. Interviewer: Opo. Robles: Oo. again is because of the relationship. Robles: In terms of motivating sa isang organization. We will be . Interviewer: Ma’am what if po. Sabihin na lang natin na kasi ISACC has been in its position for as an organization for 33 years. Interviewer: Ah. Interviewer: Uh. Kasi we do this because we are a family. Next po. Robles: We challenge them. what are the problems encountered by your department in motivating your staff? Ms. Robles: We challenge our partner. yung tubero. parang tina-tap niyo po sila for help? Ms. Ms. O sige we even go to the extent of inaabonohan mo.” Sige. hindi mawawala yung smart ___ o yung nakikialam. yung electrician and it’s no big deal with us. there’s a great need dun sa position tas wala po kayong ibibigay as salary.Ms. Kasi di ka na nga sumusweldo. Babalik ulit tayo dun eh. Kayo na rin yung janitor. Like in our small organization. it has been present since time in memoriam. Ang maganda kasi dun. Robles: We are actually multi-tasking. or you’re helping the organization to be up to its feet through your own resources na rin minsan. Interviewer: Ah. “So ay wala tayong ink. ano pong gagawin niyo? Ms. parang yung mga fellows namin to help us. okay po. ay wala na tayong paper. yun yung palakasan. What we do. we have to meet before the corporation. Robles: Like we’re having our board of trustees meeting on Saturday and we’re planning to debouch (?). I believe. so pagka di nila matanaw yung tinatanaw mo. kung gusto niya yung mission vision niyo. sinabi na naming kunwari sa President na problema kasi to pero they don’t see the same perspective that you all have. how would you feel? So we just want them to open their eyes and see what is happening na di nila nakikita sometimes. you have to open up. Pag empowered. Parang ganun. We just tell the leadership that this is your problem. so that’s what hinders… Interviewer: Hinders the camaraderie… Ms. this is what she’s saying. nanggugulo talaga. kunwari the president or the Executive Director. Kasi we try naman to communicate with the leadership na this certain person is becoming a problem to us. O kunwari may tinext siyang ganito. Siyempre you have to be transparent. So when you go to a proper venue. It’s also parang a SEC requirement. Kasi. parang napaka-childish. express or open up this problems. Di ka naman yung sumbung ng sumbong noh. I didn’t even come and intend . everybody hear it including the person na kailangan o concerned I think that’s the proper venue. Aside from the financial cost. and it’s our problem. amongst ourselves. Kasi pag the Lord allows you to. Pag merong nakialam na hindi naman taga-loob or not a staff but you’re given. Robles: I think. you are being empowered. kayo yung nagtatrabaho dito sa baba.celebrating our 33rd anniversary on July and the same problem they’ve encountered before is the same problem that we’re encountering. yung parang ganun. Na parang pag-sinabi sa’yo ‘to. sabihin mo na lang with proper documentation. if He wants you to continue what you’re doing. like we call for a meeting. it’s not chismis. kasi nga that is a proper venue. it’s not gossip. di mo naman. parang you’re empowered by the leadership. Tapos sinabi na namin kunwari sa Execuitve Direcor. tiklop kaming lahat. problema talaga. Interviewer: So yun lang po yung problema po sa? Ms. Sasabihin namin na di pwedeng itago o siraan mo yung tao. So what can we do? Pag empowered kasi yun. kasi it would have not lasted 33 years pero always nawawala yung mga dati. don’t erase the source noh? Papakita mo. if people recognizes your position. there’s none. which a manager should be doing. Parang “Let’s do this. but more of a….. that’s part of an admin ano. yung problems po when it comes to training and development? Ms. Robles: *nods* Interviewer: Ano pong problems ang na-encounter niyo? . parang anun. Robles: Problems with promotion? I’ll speak for myself. Interviewer: How about po ma’am problems with promotion po? Ms. I do not have any problems with promotions. Interviewer: So wala naman po kayong na-encounter? Ms. I’m not a parang ganun. you do that. diba? Ayon. Tas nung malamang nag-resign ako. because they see you every time that they come to an event.to work with ISACC. I was challenged na tutulong. and trying to clean ano. I’ve been doing the work in the church. we are. 16 years ako dun doing administrative work tapos nag-resign ako. It is not after a monetary reward. I was invited. If they. I always include myself. I don’t like to use the word “I” or “You do this.” Di ako ganun eh. I’m not a writer. they see you. nakaapak ka. Interviewer: Next po. Sabi ko nga I am a “we” person. wala silang nakikitang ganung probelma.” I am a “we” person. We are at work. because you are organizing and they came in early and they say you hanging all these tarpaulins. Even with sa mga kasamahan ko. Robles: No. yun din ang nakita ko. o see. the leadership sees to it that they encourage all of us: would you like to attend this kind of conference? And if you say yes and you believe that you’re hands are free. yung nasa baba kasi pag feeling nila. every time na sasabihin naming na let’s go. Most of the trainings kasi and the conferences kasi na we need to attend to are sponsored or you are invited or yun. not only for your growth but also for the growth of the. You don’t become an expert b noty involving yourself. yung personality fit. Merong namang mga. But for the sake of getting to gain more knowledge about this because we have a seminar that talks about gender noh. yung ganun po? Ms. Interviewer: Ma’am have you experienced po na parang may required training/seminar/conference yung ISACC tapos may ayaw umattend. so pag open ka dun. Robles: Yeah. you’ll gain so much knowledge. I think kaya namin ine-encourage to attend that is because of what it will bring to the organization to make us an expert. Interviewer: Ma’am may instances po ba na yung employees niyo po yung nag-aask for trainings and seminars? . pag na-expose ka dun so it adds expertise to what you have. di ko naman type yan eh. some people. Parang ganun even if nobody stays in the office as long as he sees it is important for. Yung ano. you can finish your work even if you go to a two-day seminar. I will go. Oo. parang kayo na lang po so no problem with that.Ms. our president naman is very open to that. let’s attend this you know who the speaker would be. during the debriefing e nag-share. hindi ka lang naman basta parang a-attend ka ba ng seminar like on gender seminar ba or about sexuality. ayaw ko. parang ganun noh? So feeling mo. Kasi even in the church where in I was employed for 16 years. its Francis Khong or Dj Sebastian. yung ano mo lang and siguro pag chinallenge mo naman na you go you go tas nakita mo naman na after the seminar. So yun siguro more of motivating the person. Ganun naman sila eh. I know my gender. kahit na di mo gifting you’ll learn something. Wala namang problema dun. parang I don’t think I need that siguro padala mo na lang ako dun sa trainings and conferences regarding numbers and about finances. masyadong ano diyan eh. So parang it’s personality again. like uh. sometimes it’s a problem of self esteem. I believe I’m a man. eh feeling mo. See to it that the staff attend this. Go. then go. Robles: Employees’ training and development. pero pag dito. Because we are a small organization. if in-attendan mo yung seminars and retreats namin you will be able to explore on who you are. Solutions. So other organization at the. people or positions concerned must be more aggressive to the new paradigm we want know like we are slowly going in to the. ay sige papuntahin mo si ano. Robles: Solutions. oo pala. are expert in transformation development. parang training. you know what the Bella seminar is? It is a personality enhancement program. so wala kaming nakita na problem. we title it. kasi dati grants lang kami nabubuhay. you pay for 4k ay yung boss namin. Although there are incorporated in the trainings parang team building things noh and spirituality na ayaw naming masyadong iano kasi “napakarelihiyoso niyo naman. One plus one. integral mission. nagkasakit naman. Pwede para along ganun. We get also from other partner organizations. Pag nakikita nilang retreat. we should be more aggressive to the. Interviewer: May tanong ka pa ba kay ma’am? Solutions? Ms. the offering of the services that we are expert in like sina Rey. two.” kasi we’re not a church parang more of looking into ourselves and parang according to. I think yung nakikita lang namin. We have those kinds of retreats that we offer. kaya ko pala. kasi nakita niya na o kailangang niyang ma-train sa ganito to talk to people kasi ito yung trabaho nila. come attend a 3-day seminar at Belle ganyan tapos nandun na yung requirements what are the topics to be discussed. ganyan ganyan. Robles: Dito. Parang mga retreat sa ng mga kolehiyala after a while. Robles: It’s our partner organizations who email us their parang meron silang kunwari the Bella. kasi we do it.Ms. Ah. ah. the GCFC that we have parang ganun so we have to be aggressive at offering this services to the organizations or other organizations not necessarily in the evangelical circles who we believe needs this. parang maya’t maya parang ganun din. e we will. kasi yung mga tao they want corporate retreat. So parang yun . yun. may kasamang RNT and activities parang team buildings noh. they’ll invite us. wala. Interviewer: So yung mga pino-provide niyo lang po na ano? Ms. parang I love you three times a day. I do that ano. I hate that ano. Ayon. kasi through mga ganun. Hindi ka yung basta lang you sit there and listen to a resource person na parang aantok antok ka na. . ayaw ko pala na parang ako ay binabatukan. Robles: Oo. Kasi. Ganun noh? Something very informal. That’s one of the solutions for us not to be burned out. the informal type of gatherings is the best. tara saranggola tayo. no. alas-dos tapos gigisng ng maaga because they’re preparing for certain conferences. even if with my age. parang mamaya tayo mag games. I think what we need for a solution is an RNR yung retreat talaga na very informal. Interviewer: Sige po ma’am. Tapos kausap mo siya and you talk about many things. wala kang iisipin. everybody needs that. about many matters na you get to know the person and you get to know me. Minsan parang sasabihin mo. Ayon po. it has to be something very informal. lalabas lang tara palipad tayo ng saranggola. ayaw ko na. Isang solution pa pala.lang naman. Interviewer: Yung solutions po sa problems sa self esteem ng mga ano… Ms. yun we’re overworked and underpaid because of again financial constraints what we’re offering I think to the outside world. Solutions siguro we also. We have to be asking people for support. Robles: Ay. ng supporters. Ay. Interviewer: May tanong ka pa ba kay ma’am? Wala naman na. Pag I go to a beach. Actually sina Rey matutulog yan ala-una. So you get to know the person. a RNR. so so far na-address naman na po lahat ng… Ms. Ms. in the market place we should offer it to ourselves also. Robles: Kailangan namin ng donors. basta tutulog muna ako. Rest. Go out and have a retreat. yung talagang di ka. parang pagod na ako. Sabi nga. INTERVIEW TRANSCRIPTION .Interviewer: Salamat po. isang project staff tsaka yung staff talaga ng office. kame po yung students from Polytechnic University of the Philippines. Yung research po kasi naming. While yung sa staff. tsaka yung application form na galing sa IPD. si Shiela kaso wala po siya rito. QC Date and Time of Interview: March 18. Bale yung project staff. tsaka references. Tagala: Katulad ng sa ano. Ako po si Thea at siya naman po si Krisna. Teachers Village UP Diliman. Tagala: Oo. under revision siya so ito po yung last na informant na organization namen na nakuha. Depende ron sa project kung qualified sila ron sa position. Sa ano muna. Interviewer: Binibigay niyo po ng libre? Ms. end narin yung contract nila. pano niyo po ba pinipili yung mga nagaapply? Ms. Interviewer: So yun po. Tapos kapag sa project staff. para matapos na po yung thesis namen. depende rin siguro ron sa kung ano ang background nila.Organization: Institute for Popular Democracy. Meron po kasi kaming study na ginagawa about management of research organizations po. Ayun po. Usually. So proceed na po? So uhm. curriculum vitae. So napili po namin itong organization niyo para maging informant. office staff. Di na po makararating kasi malelate na po. Administrative Assistant Place of Interview: 28 Mapagkawanggawa cor Magiting Street. Meron pa po kaming isang kasama. hanggang maging institution. what are the guidelines being followed by your department in selecting and hiring company employees? Ms. continuous lang siya hanggang nandun yung regular.Tagala. Application. parehas lang naman eh. certificate ng employment. Interviewer: Ano po ba yung mga posisyon na madalas niyong inaapplyan? . Administrative Department/Human Resource Department Interviewee: Ms. pag natapos talaga yung project. Tapos iccover po niya yung management ng finance department tsaka HR department po ng research organization. 3:30pm Interviewer: Ayun. Kapag nagapply. transcript of records. 2011. letter. Tagala: Actually meron kaming dalawang ano ng staff. Karlenma Tabora. may mga requirements. Tapos dun palang. Usually. meron silang required na attendan na seminars. merong three months to six months na probationary. yung mga ganun. Tagala: Meron kaming. ako yung pinaka huling huling na-hire as office staff. kasi dati malaki silang institute. nagkakaron palang ng interview dun sa nagapply. meron siyang ano eh. na hired na sya. kumbaga di siya naaapply sa probationary. Basta’t may project. nasa admin. Pero mas makakasagot sa inyo si Ate Glo. Tagala: Depende kung sa kanila ibibigay yun ano… . ang magiinterview sayo yung nasa project head. Tagala: Mga 9 months. Parang di na nagbibigay ng trainings dito. Pero sa staff. Pero kung kami magpapagawa ng mga seminars.Ms. May mga pinapaattend. yun nga katulad ng una kong sinabi. wala naman. at most probably. Tapos tsaka mo palang ipapasa sa project head. Tapos halos lahat na halos project based. are employees required to undergo trainings? Ms. kunwari may magbabayad. para dun sa project. May evaluation yon galing sa ED kung mareregular ka ba o hindi. So nagtuloy-tuloy naman. yung ganun. Kasi ilan nalang kami rito. ang regular staff nalang namen kasi. yung mga pinasa niyang documents ay nirereview kung pwede rin sya sa project. Tapos meron kaming screening. Tapos tsaka palang siya ipapasa sa Executive Director. Interviewer: Ano pong mangyayari halimbawa di po sya mareregular? Sinusulatan niyo po ba or understood na na dip o sya… Ms. kunwari sa mga funders. yung sa ED. nandun siya. Tagala: Ahm. Tapos nagkakaron siya. Interviewer: Pero nirerequire po sila? Ms. ano kasi eh. Usually sa admin palang yon. Tapos ganun din yung sa office staff. kung pumasa na siya sa lahat. Sa finance nila. Tagala: Research. Gano na po ba kayo katagal sa organization? Ms. Next. Tagala: Uh di pa kasi namen naeexperience yan eh. Seminars nalang. kapag sa project staff. Interviewer: Ah. nag-end lang ang project. Kung sa project. Tapos meron silang written exam. Ang unang screening ay. Interviewer: Okay po. Interviewer: Ano po ba yung mga seminars? Kayo po ba yung nagbibigay or hindi? Ms. Yung mga nagsusulat ng mga projects. Usually puro meeting lang. yung ganun. ano kasi e. Tagala: Oo. Interviewer: Kaya pala di kayo pwede kahapon. tumatakbo kame. napaka healthy naman po pala ng lifestyle niyo. yung iba back to work ulet. Usually kasi support lang talaga ako sa kanila eh. Pag kakain. madalas sharing. Parang bonding. Interviewer: Aside po ba ron sa mga nabanggit niyo. Interviewer: So what are the programs or activities in your firm for your employments’ development? Ms. Ms. Tagala: Kasi. After mga ano. Tagala: Tuwing Thursday. Tagala: Yun yung nakapagpagaan sa work. Tumatakbo kame sa UP. five o’clock. Interviewer: Tuwing kelan po yon? Ms. Tagala: *Laughs* Tsaka may tulungan din. Tagala: Usually. Sila yung nagbibigay ng guidelines kapag ano ang kailangan naming gawin. kapag magpapasa ng financial report. Tagala: Kay Ate Glo na ang sasagot. bago yung ED naming… Interviewer: Ano po yung ED? . meron pa po ba? Ms. Interviewer: Nako. Interviewer: What are the motivating schemes of your department in order to enhance your employees’ quality of work? Ms. katulad ngayon. ang usually na nagcconduct ng seminar samin ay yung funders. Kasi siya yung may alam eh. Tapos pagkabalik dito. every week yun. Ms. medyo athletic yung mga tao rito.Interviewer: Ah parang inaassign? Ms. Tagala: Kasi nagkakaron kame ng ano eh. Interviewer: Eh tungkol san po ba yung mga seminars na inaattendan? Ms. ako palang yung last na na-hire. siya ang tumatayo ngayon as Admin and Finance. Depende kung gano kalaki yung pondo na ibibigay sa kanila. parang wala pa namang nappromote simula nong pumasok ako rito. Lahat ng job description. meron po ba kayong mga problems na naeencounter when it comes to hiring? Ms. Interviewer: So yun po. Tagala: Sa promotion kasi. Parang may standard din siya kung papasa ka ron. Yun. yung projects. may pagmmeetingan namen yung mga argument. _____________________________________________________________________________________ . Interviewer: Tapos. lahat ng coverage. Kasi di pa kame naghhire eh.Ms. kung ano yung tumutulong tsaka kung ano yung ginagalawan ng IPD. Dati ang ano niya lang. finance officer lang sya. Ayon. Parang nangangapa palang kami sa kanya. Ganun din sa mga projects kapag maghhire ka. Interviewer: So next po. Interviewer: Eh sa motivating po? Ms. Tagala: Wala pa rin. Parang kinakausap niya kami isa-isa kung pano ang dapat gawin sa trabaho. yon. Interviewer: Training and development? Ms. merong nakalagay kung gano katagal yung effectivity niya. Minsan 6 months. sakin. Terms of Reference. pati yung project nandun na. si ate Glo. gaano nagtatagal? Ms. Tagala: Parang wala pa naman. So wala pa naman akong naeencounter na problem sa project staff. Pero pag magrerenew ng contract kung tatakbo pa. merong TOR yun. binibigyan niya kami ng ano. Kung gano katagal sa pinropose. ngayong March lang siya. Merong. Tagala: Basta. laging may TOR na kasama. kung magkano sahod niya… Interviewer: Usually po ba. bawasan ang FB…*laughs* Interviewers: *Laughs* Ms. Tagala: Ayun katulad ng sinabi ko. Tagala: Executive director. Tagala: Depende sa funders eh. what are the schemes in promoting? Ms. Interviewer: So uh. Teachers Village UP Diliman. Plus kasi if you’re an MA or a PHD. But since nagresign yung admin officer ng walang replacement. Dun na po sa no. but its encouraged. I don’t need to be as detailed as that. Dito sa research organization. Actually. Igaya: Finance officer ako talaga. Interviewer: Ano pong position nila sa IPD? Ms. yun na yon. MBA Units. Interviewer: Educational Attainment po? Ms. gano po ba kadalas yung seminars or trainings? . Gloria Igaya. Igaya: Yung first question dapat nacover na ni Karen eh. So you get more paid. Diba? Interviewer: Okay po. Igaya: College degree. Let’s proceed na po sa first question. 2011. Interviewer: Okay po. kasi may premium yung additional degree. Finance and Administrative head Place of Interview: 28 Mapagkawanggawa cor Magiting Street. Are employees required to undergo trainings? Ms.2. Igaya: Hindi. Ms. Pero sabi nya po kasi itanong pa raw po namen sa inyo eh. Sa page. 4:00pm Interviewer: Let’s start na po ba? Ano po ang full name? Ms. Ms.INTERVIEW TRANSCRIPTION Organization: Institute for Popular Democracy. I have to take over kung ano man yung ginagawa niya. To the best of my knowledge. Administrative Department/Human Resource Department Interviewee: Ms. Igaya: Gloria Igaya. Igaya: Hindi sila required. more yung educational improvement. QC Date and Time of Interview: March 18. Interviewer: Opo. May imperative to develop pero wala pa. Dati mas active yung acquisition ng books. Igaya: Wala kasi kaming that’s provided by us. Merong pilot on the ground program. . Parang. Hindi na siya. But since nagddwindle na yung institutional funding. And. 3. There’s supposed to be uh. Usually kasi. lalo na now. Or if you have time for. Interviewer: So parang kusa nalang po sila? Ms. pero dati. kailangang may lalabas kang article for your publication. kasi nag-change na yung organization di na siya purely research eh. people are. mejo budgetary due to financial constraints. parang ganon. Ang konti na ng people here. yung summer camp pero for photographer. so many years kasi wala pang manner. camp siya eh. Now not so much dahil limited narin yung budget. so ngayon. Igaya: Yes. What are the programs and activities in your firm for your employees’ development? Ms. Interviewer: Okay po. basta may unfairness na na-notice. multi-media professionals. she found a training in Indonesia. So hindi na siya mag-aapply yung research. and uhm. like 8? No time na for uhm. same. to develop yourself. Interviwer: Tapos anu-ano pa po ba yung trainings na… Ms. ah outside opportunity na minsan yung employee yung mismo yung nag-aano na “I insist doing this”. Aside from nga yung. parang summer. Igaya: Before meron kasi silang Staff Performance Review. No. Igaya: Walang formal. Interviewer: Okay po. Now we’re down to. Igaya: Oo. Pero that was clashed for some reason or other kasi. yung mismong staff development. halos wala narin yung budget for books. compared dati 30 eh. Dati kasi may institutional budget for books. Wala. trainings. ang formal educational attainment. Igaya: Yon. wala pa kaming salary increases for the last. ang last time na alam ko kasi ay yung communications officer namen na nagresign na ngayon. although may imperative to develop a new. walang… Interviewer: Kung ano lang po yung opportunities? Ms. may library jan na if you want to read yung books. Its very. Kasi dati output. You’re encouraged lang to learn on your own. So what are the motivating schemes of your department in order to enhance your employees’ quality of work? Ms. Wala na ngayon yon kasi onthe-ground yung trabaho nila eh. So. In effect.Ms. pano niyo pa po nammotivate yung mga employees niyo? Ms. Yun yung . Interviewer2: Ma’am pero po kung sakaling meron po na nag-ano rito from the inside. *Laughs*. fluid parin kasi yung composition ng management committee ngayon eh. physical fitness ano. Interviewer: Ah okay po. Interviewer: Ay. relatively flat organization eh. yung Chairman of the Board. but they got from the outside. yung love for the cause. both ang direct ano niya is yung Program Coordinator. Or ______ na ano. yun nalang. Supposedly sa plantilya. Ms.Interviewer: So aside po ron. Ms. There’s nobody inside who wants to be promoted to the executive position. this is the venue. And yung program coordinator. So yung Executive Director. Kahit inuman nalang. Actually yung ED namen kareresign lang. May running club na sila. Interviewer 2: So its more of the relationship po Ma’am? Ms. Its more-ly small things na encourage you to befriend outside of. yung office environment. This is. yung formal process nun edi siyempre evaluation ng. Under institutional. and siguro one or two Senior Managers. unless mag resign yung person involved. wala na. yun nalang tayo. Ngayon. may outing sila yearly. you cannot hire na. ganyan. So may Executive Director. supposedly ang next in line. Igaya: Oh yon. Venue for ano. but budget constraints. yung staff nya. pano po yung magiging sistema po ng promotion niyo ma’am? Ms. Hindi. Dati kasi. yung Treasurer. may budget din for. And. hindi pa yon… Yung tatlo lang usually and some members of the Board pero hindi rin fixed yon. nabanggit nga po ni Ms. Karen kanina. ‘di ba? Interviewer: Okay po. What are your schemes in promotion? Ms. Or minsan. Igaya: Wala. yung camaraderie. like they’re into naman. sa Boracay. nakaabot sila sa Palawan. Igaya: Uhm. Igaya: Its more… Interviewer: Healthy pa nga po eh. Igaya: Love for the ano nalang. You better get along. dun sa… But since it’s a relatively young organization. Kasi it’s a flat. Mostly yung Executive Director. Igaya: Yun nalang. to be ED. dati may Deputy Director pa. ‘Cause I certainly can get higher pay outside. iba yung orientation. since na walang program na yearly increase eh. Ms. yung people mo to be the best that they can be but your priority is the salary. more than their training. you cannot. Interviewer2: So basically po. ang ano naman kasi. But I don’t want to go to the office at 8 in the morning. Igaya: Training and development. Syempre kahit gusto mo ng quality. and very intimate na yung ano… Interviewer: Ah opo. Its fine with that. Meron po bang problems. You have to find kasi. yun. yung quirks kasi we tolerate eh. “Bakit di pwede si Y? Diba mas qualified si Z?” Ganon. quality people from UP. Second is you cannot pay that much. there’s no motivation to see. Mas. ano. kasi ang dami namang qualified ___ eh. Like yung Executive Director. Pero since. mas mababa pa sa call center yung bayad mo. Igaya: Yun ang. Walang formal na ganun. ako yung work hours ko here are flexible. sa NGO. Ako personally. That’s how we motivate. Igaya: Oo. Sige okay lang kung medyo sintu-sinto. or what are the problems encountered by your department encountered by your department in terms of hiring? Ms. Igaya: Its more. lead by chairman and treasurer. Igaya: Sa Hiring? Ano kasi eh. ‘Cause siyempre. its either more. ay diversity based tsaka mas tolerant. “eto kukunin ko si X. Ayon budgetary most na yan ron. yung sa kanya sometimes its comforting to be working with X. sila yung mageevaluate kung sino yung. Parang naging research committee sila. Ateneo. As long as yung output is okay. If an employee is just focused on remuneration niya. Parang sinabi niya. iba yung culture… Interviewer2: Iba po yung orientation. Kasi isang taon na ganito parin ang salary ko. Interviewer: Sa training and development po? Ms. Karlen? Ms. yung inemploy lang po nong nasscreen ng Executive Director is yung guidelines po na diniscuss ni Ms. La Salle.” As of now wala pa kasing controlled and balanced na. Walang nagsasabing. Dun magkakaproblema. you want. mejo sintu-sinto ka jan sa tabi. Its more on kung magffit ka ba sa organization for that.mageevaluate. Interviewer: Ayun po.. . ‘Cause its more nga eh. In terms of motivating naman po? Ms.. That what makes me stay. Wala namang takers eh. diversification. Yun yung problem. since its project based mostly. Yun yung pay-off. minsan mas malaking say yung project coordinator as to who should be hired. So I figure. Yun yung suggestion ko.Interviewer: Ma’am pano niyo naman po inaaddress yung problems. Alam niyo naman yung mga pinoy. yun lang kumain na kayo dyan oh. Just maintain. basta may kainan. Pero sa project staff. hindi siya paid pero you’re allowed to go on sabbatical and when you come back. Yung nga yung. Interviewer: So yun lang po yung mga tanong sa human resource department. supposed to be magfform ng committee. Encourage them nalang to get opportunities outside. maintain camaraderie and encourage yung extracurricular activities aside from work. Damihan yung kainan. stays together. Ms. you still have your job. punta po tayo sa hiring. Wala pa namang ano eh. meron ka paring ano. pag nagleave ka ng two years. sorry. *Laughs again*. Interviewer: Sa motivating naman po? Ms. dapat may hiring ano talaga. Dito kasi pag study leave. Igaya: *Laughs* Walang magagawa dyan kung walang budget eh. Igaya: Wala. Interviewer: So namomotivate po sila ganung paraan? Ms. di sya naiimplement fully. may hiring… Naiimplement siya sa regular staff. Wala eh. Goodbye. Igaya: Uhm. Dito. yung about sa project director. Di katulad sa ano. if you cannot provide one for them. diba? *Laughs* The company that eats together. Kasi nallighten yung mood. Igaya: It helps. Interviewer: Tapos sa training and development naman po? Ms. . And then sir. Chinilla: I’m Orlando Chinilla. Diliman.INTERVIEW TRANSCRIPTION Organizaion: Statistical Research and Training Center. 2010. yun nga po sir. Kalayaan Avenue. I’m Krisna. Yun po sir. Mr. 11am Interviewer1: Thank you po sir for agreeing to enlighten us about this topic. Interviewer1: Orlando Chinilla Mr. name niyo po sir? Mr. Chinilla: Chinilla. ako yung accountant sa office. *points to groupmates* Thea and Shiela. Finance Interviewee: Mr. we’re fourth year students. And what we are about to talk about here is the finance. Orlando Chinilla. Chinilla: Pero aware kayo na government office ‘to? Interviewer1: Opo. Yung tungkol pos a finances po ng firm. So basically po. let’s start po sir? Okay nap o kayo? Sir ayin po. Chief Accountant Place of Interview: 104 J&S Building. Interviewer1: Educational attainment niyo po sir? . kung paano niyo ino-operate ang research firm niyo. Quezon City Date and Time of Interview: October 26. Yung thesis po naman is about the research management of research firms. What is the estimation of your firm’s income. Bachelor of Science in Commerce. Chinilla: Ah. Kami lang ang magiimplement sila ang source. Gaano katagal nap o sila ditto sa SRTC? Mr. Mga trust ready. mag-aalot sila ng around two million on the average siguro a year mga around five million. dalawang klase kasi yan eh. ang nangyari minsan sa isang project. Chinilla: Twenty years. Basta hindi sa. Sir. So bale. Sa ano. Chinilla: Sa accounting. Ano lang. Usually kasi. Interviewer1:Twenty years nap o kayo sir? And then yung nature of work niyo po sir? Mr. Bale sila ang magbibigay sa amin ng budget para dun sa project. sa kanila depende. Let’s start po sa proper. Interviewer1: Okay po sir. Yung meron tayong receipts na tinatawag na trust ready. annual receipts no? Depende sa sa ano sa mga participants o kaya sa mga customized training. Chinilla: Catholic. e. BSC lang. Chinilla: Educational attainment. yung rough estimation lang po sir. Interviewer1: Accounting po.Mr. Interviewer1: Five million po? . magti-training. I’m a certified public accountant. ibig sabihin two agencies na to undertake a certain project. Interviewer1: Sir. Okay po. yearly? Mr. Mr. Chinilla: Rough estimate. religion niyo po? Mr. ano po sir. ang income ng SRTC since it’s a government office. Pwede nating sabihin na receipts. bale nagdedepende lang sa sa mga. hindi incomes yan. Interviewer1: Ayon po sir. Mr. Chinilla: Oo. Sa ano yan, yung mga tinatawag na sa training naman, merong tinatawag kaming mga participants na sila mismo ang nagbabayad sa SRTC. Merong, merong individual, meron ding customized. At yung customized, ibig sabihin ay agency to agency. So mga around eight million. On the average siguro mga ten million a year. Interviewer1: Okay po sir. Ano naman po, let’s go to the expenditures naman po. Mr. Chinilla: Expenditures, almost ganun din. Interviewer1: Ganun din po? Mr. Chinilla: Kasi ang nature ng business. Ang nature ng function namin is services. So hindi kami more on profit, hindi. Kung ano lang ang masi-serve mo sa public. Interviewer1: Okay po. Ayun po sir. Punta naman tayo sa second question. What are the sources of your firm’s income? Mr. Chinilla: Yun nga, training fees. Interviewer1: Training fees. Mr. Chinilla: Traning fees or seminar fees. Interviewer1: Yun lang po sir? Mr. Chinilla: Plus research. Kasi minsan meron kaming tinatawag na, meron kaming management fee… 10% of the total project cost pero yung management fee na yun, bale nagagastos din naming sa aming operation. Interviewer1: What are the primary expenses of your company naman po? Mr. Chinilla: Primary expenses. Ah usually mga fixed ang mandatory expenses. Like rest, mga electricity, water, communications. Kasi nga service income lang kami. Tapos yung mga travel expenses, transportations, meetings, ano pa? Usually yun yung mga variables. Interviewer1: Ah. Next question po. What are the factors affecting the growth of your income and expenditures? Mr. Chinilla: Depende sa approved budget ng ng kumbaga yung entire budget ng bureaucracy. Pagka-ano siya, pagka walang problema, tuloy yung aming training. Kumbaga, a anong tawag dun? Nagiging smooth yung aming training kasi may mga participants na na magti-training, no. Kasi pag minsan pagka ang economy is nagkaroon ng economic crisism bagkakaroon ang government ng restrictions din. Usually ang tinatamaan yung budget para sa trainings. So walang gaanong magti-trainings sa amin kasi walang budget na ibibigay yung government agencies, nakakaapekto sa amin yun. Interviewer1: Ayon po sir. Aside po from the economic crisis, wala naman nap o sir? Mr. Chinilla: Wala naman. Kasi nga usually ang pondo, ang budget naman ng SRTC is coming from the general appropriation sa Department of Budget Management. So regular naman yun. Interviewer1: What distribution schemes are being followed by the department in the allocation of budget? Mr. Chinilla: Usually sa ano pa lang, sa budget proposal pa lang, may kanya-kanya ng allocation yung bawat division. Actually di siya department, ang tawag naming, division. So sa tranings, merong mga may budget para sa tranings, may sa research, meron sa admin. Kanya kanya na sila. Interviewer1: So sir, paano niyo po dini-determine kung alin po dun yung may pinakamaraming budget or yung appropriation ng budget niyo sir. Paano niyo po dini-determine kung ano po yun… Mr. Chinilla: Yung ano, yung bawat division yung kanilang.. nagbibigay sila ng, nagsa-submit sila ng proposed budget nila. So dun naman bine-base at yun yung sina-submit naming sa congress. So ganun nga, bale yun ang ano, ang distribution ng budget. SIla mismo ang.. manggagaling sa kanila yung proposal. Sa bawat division, isa-submit kung baga, ah, isa-submit sa akin nung nudget officer. Yun yung gagawan nila ng proposed budget for the entire SRTC for that particular year. Interviewer 1: Ayun po. Which department receives the largest allocation of budget? Mr. Chinilla: Usually, research. Interviewer1: Sa research division po? Mr. Chinilla: Kasi ang aming training division, meron siyang counter part nga, dun sa mga collection na nakukuha sa mga traning participants. Ang research, wala. So totally nandun yung budget. Interviewer1: Okay po sir, what are the problems encountered in your division of terms of your firm’s income? Mr. Chinilla: Program? Come again. Interviewer1: What are the problems encountered Mr. Chinilla: Problems, yun nga. Pagka nagkakaroon ng.. nagkakaroon ang government ng.. anong tawag dun? Economy measures, like yung nag-aano sila, nagka-cut sila ng budget para sa… sa training ng bawat.. bawat agency. So pag nawala, pag na-cut yun. Ibig sabihin wala silang budget para mag-traning sa amin. Interviewer1: Ah, sir paano niyo po ina-address yung problems niyo when it comes to your income? Mr. Chinilla: Problems? Ano bale pano pa yan. kasi wala sa akin yung ano eh. Yung control niyan, kami lang yung nagma-manage niyan pero ang control talaga niyan is nasa bawat, coming from the ano, other agencies na magti-training sa amin. Minsan din, sa research, ganun din. Hindi sila… kung walang budget, hindi rin sila magbibigay sa amin ng pondo para sa research kasi langing undertaken yan. So yung ganung case, paano natin ma-aaddress yan. Minsan, nagre-resolve kami saprivate sector. Yung gustong magparticipate. So nag-aano kami, nagbibigay kami ng through website. Parang marketing… yung aming marketing strategy na kung baga naco-cover pati yung private sector especially yung San Miguel, Globe telecoms, ABS-CBN.. Yung mga ano, nangangailangan ng statistics. Interviewer1: Ayun naman po. What are the problems encountered in your division in terms of your firm’s expenditures naman po? Mr. Chinilla: Ah, usually kasi. Pagka government kasi, ano yan eh. Lahat ng expenses mo, meron kaming sinusunod na basis. Mga government rules and regulations. Minsan diba, pag nagkakaroon ng problem kasi nagiging flexible. Kailangan ong sumunod kung ano yung nasa batas. So minsan, as accountant, hindi naaalis yung… hindi naaalis yung iisipin mo nab aka madis-allow yan kasi medyo lumihis ka ng konti sa rules and regulations about accounting and auditing rules and regulations. Kumbaga may existing rules and regulations na dapat mong tigana. Interviewer1: Ah. Sir, ayun naman po. Tungkol dun sa problem na nagbanggit niyo, paano niyo po iyon ina-address sir? Mr. Chinilla: Saan? Tungkol sa mga expenses? Ayon, kailangan mong ah, kailangan mong.. kailangan mo talagang sundin. Follow the rules and regulations, para ma-address mo yung ano… yung mga problems na na-encounter mo sa.. kasi yung hindi, maaaring madis-allow yan. Magiging problema mo pa yun kung di mo susundin. Whereas, pagka sa private ka, kung anuano, ma-flexible yung ano nun e, Yung kanilang pagdi-disperese ng expenses. Pwedeng kung ano lang yung merong company rules and regulations, pero hanggang doon lang. sa ano kasi, sa government office buong bureaucracy yan kailangang sundin, para hindi ka magkaroon ng problems. Interviewer2: Sir. Di ba nabanggit niyo po kanina na, may times na nagkakaproblema po kayo kapag hindi po flexible yung mismong sinusundan niyo sa government rules. Ano po yung example nung halimbawa hindi siya flexible? Ano pong halimbawa yung sitwasyon? Mr. Chinilla: Minsan gaya nung pag-procuremnt of supplies and materials, noh. Sa private kasi, mamimili ka lang kung sino yung gusto mo. Kung sino yung, kumbaga, sa advantage ng isang company and private company. Sa government, may susundin kang mga.. mga batas. Bago ka makapag- makabili ng mnga… halimbawa, supplies sa labas. Kailangan munang dumann sa me-meron rin kasing procurement service ang government. So dadaan ka muna doon. Minsan, hassle din kasi, bago ka makakuha ng kanilang certification na wala silang supplies ngayon. Mag-aantay ka muna. And it takes days, minsan months pa bago ka maano. E pano kung emergency na yung ano, yung mga supplies, dib a? Or dadaan pa sa bidding, ganun. Pag daan mo ng bidding, it takes time din, e kasi mag-aano ka muna, mag-aadvertise ka muna. Hindi lang isa, tatlong bese ka pang mag-aadvertise. Tapos, saka ka pagkatapos mong iadvertise yun at walang takers, dadaan ka pa sa procurement service ng government, yung tinatawag na PhilGeps. Mag-aantay ka pa ng, ano dun. Ng kanilang response, noh? And then kapag wala, pagka wala naman silang ganun, saka ka magsa-shopping. Mag-aano ka pa, kumbaga, mag-mamimili ka pa ng atlesat three na pwde mong bilhan. Tapos, yan. Kumbaga ma-ano sia. Maraming documents na pagdaraanan bago ka makabili ng gusto mong bilhin. Meron pa? Interviewer1: Ay sir, how about- may core values po ba yung SRTC? Mr. Chinilla: Core values? Interviewer1: Mga visions, missions… Mr. Chinilla: Ah. Meron. Nasa.. hindi sinabi ni Beth sa’yo? Meron. Andun sa.. kailangan niyo yun? Yung mission? Mission and yun? Interviewer1: Mission, vision, goals? Mr. Chinilla: Meron yun kami. Hingin niyo na lang kay ano.. kay Beth or yung nakadikit sa ano.. pwede niyong kopyahin. a graduate of Bachelor of Science in Accountancy. 30 million a year. 11:00am Ms.INTERVIEW TRANSCRIPTION Organization: Profiles Asia Pacific. Interviewer: What is the estimation of your firm’s income yearly? Ms. Chief Accountant Place of Interview: LG 102. Jennifer Villanueva. Pasig City Date and Time of Interview: December 16. . OMM-CITRA Bldg. it’s a gross sales. And I’m the Chief Accountant here in Profiles Asia. 2010. Inc. Ortigas Center. I’m staying with the company for almost seven months. Villanueva: I’m Jennifer Villanueva. Yearly? For the company’s income yearly. approximately. Finance Department Interviewee: Ms.. Villanueva: Uh. Villanueva: Expenditures.Interviewer: And how about your expenditures yearly? Ms. since our company’s income is selling testing assessments. Villanueva: The sources of our company’s income. just like what Ma’am Pick told you before. 16 million po all in all? Ms. meaning expenses for the year? Interviewer: Yes ma’am Ms. Interviewer: Other than that po? Ms. it’s around 4 to 5 million a year and then for the administrative and the marketing expenses around 12 million a year. Villanueva: Yes. wala na. . that’s the main source of our income. Our products. That’s it. Villanueva: For the cost of sales. Interviewer: 12 million? So ma’am basically. Villanueva: Other than that. Interviewer: What are the sources of your firm’s income? Ms. factors. And then or the expense. expect na maliit din yung income. let’s say for the salary and wages.Interviewer: Yung primary expenses of your company naman po? Ms. so liliit diba? And another thing. walong oras. of course the product that we sell. nagkaroon kami ng agreement na kapag yung aircon kailangang patayin ng every lunch time. Patayin yung aircon. Villanueva: Other than that the utilities. Ayon Interviewer: What are the factors affecting the growth of your income and expenditures? Ms. kung malaki yung benta mas malaki yung income. na-minimize naming yung electricity expense naming. so that is the primary expenses that we are paying for every year. As in biglang tumaas so para maminimize yung ganung klaseng expenses. Ako kung di namin na-meet yung quota namin for the sales. The testing itself. the marketing. so we are buying that _____ form our affiliate. Yun yung pinaka major na factor na nakakaapekto when in comes to sales. So yun. administrative and selling expenses advertisements salaries and wages of employees and office supplies and then yung office equipments na kailangan. hanggang 5pm in the afternoon lang and then patayin. so tumaas yung expenses naming when it comes to electricity. the first factor that affects our income is that kasi kung minsan depened yun sa sales eh. from Profiles international. Villanueva: Of course. yung sa utilities. Interviewer: Other than that po? Ms. pati aircon. So mga ganung bagay. income. pag dumami yung employees so mas malaki ang expenses namin for that. . may time kasi na na-experience ng company na excessive use of electricity. power ganyan. So kung may mga umalis naman o madaming ang nagresign. the test itself. Villanueva: Primary expenses of the company. So open lahat kahit walang gumagamit . tas may comment dun na ganito so. makikita naman namin dun kung ano yung nilista nilang expenses favorable naman diba? From their dun lang kami nagbebase ng budget namin. si Ms. almost every month or in a year e madalas silang bumili ng computers dahil basically yung application ni ma’am kanina diba. online yung mga exams namin so kailangan namin ng. kasi for the advertisement. IT and then yung sa sales. IT kasi for the purchase of computers. Jocelyn Pick o si Mr. kung meron kaming nakita dun na hindi naman dapat o kailangan. Villanueva: Sila.Interviewer: What distributing schemes are being followed by your department in the allocation of funds? Ms. Villanueva: Yes Interviewer: So which department receives the largest allocation of budget? Ms. yung medyo ano naman. pero dadaan muna sa akin para makita ko. Ms. mahihirapan yung mag-eexam. For now. so ang ginagwa namin is that let every department state their own expenses let say for the month. Jocelyn and Sir Malcolm. Villanueva: Actually. Villanueva: Uhm. sa ngayon wala pa naman kaming scheme or directions na sinusunod ng bawat department when it comes to allocating their budget. I think IT actually. since admin ang siyang nagre-request ng office supplies and IT. sa mga magazines like yung PMAP ata yun? . advertisements. So it’s for approval pa by Ms. so cross it out kung di na siya kailangang include sa budget. it’s up to them na na mag-decide kung isasama nila yun o hindi? Interviewer: Ah. malaki yung expenses namin dun. Interviewer: So kayo po yung nag-aaprove kung kailangan niyo po yun? Ms. so basically. __ kasi kung hindi. Malcolm Pick. so dun kami nagpe-place nung ads. so it can be considered as department na rin. so we have a personnel there. yeah. . the testing center. Villanueva: Yes Interviewer: Problems in terms of your firms income? Ms. I think the only thing that will affect our income is that when receivables from clients. Villanueva: In my department only. we have the customer service. for example ano. or as a whole? Interviewer: As a whole po Ms. Interviewer: So how many departments do you have here po pala? Ms. so yun.Interviewer: Peoples’ Management Agency of the Philippines? Ms. jobdb. hindi siya nagbayad yung product namin. a certain client. Villanueva: Uh. Ang yung sa jobstreet. Interviewer: So you have nine departments po? Ms. the corporate communications And the finance and we’re working on HR. we have the IT department and the recruitment department and then the admin. we have only one personnel kasi sa HR eh. so yun lang naman yung alam kong nae-encounter ko palang na problema. Villanueva: Uhm. Villanueva: We have the sales. Villanueva: Actually. Saan ako maghahagilap nagyon ng pambabayad ko dun? So yung budget ko for the month. another letter ulit. Jocelyn na ang magde-decide through board meeting kung macoconsider as cannot be collected na talaga. the board na. sa collection. Interviewer: Ma’am pano niyo po ina-adress yung problem niyo when it comes to collection from the clients of the firm? Ms. parang ganun. we send them a demand letter reminding them that they have a payable to us then kapag hindi pa rin. o walang payment talaga na mare-receive galling sa kanila. may re-alignment so ire-realign . medyo magugulo siya. Maybe mas mabigat na yung dating nung letter hanggang sa magsabi na yung company na hindi na nila mababayaran. Villanueva: Minsan kasi di maiwasn yung biglang expenses na di naman kasama sa budget na. over the phone. wala kaming magagawa.Interviewer: So sa collection po ma’am? Ms. may babayaran tayong ganito. there are many steps na ginagawa namin like. Interviewer: So you do series of follow ups po? Ms. Villanueva: *nods* Interviewer: How about the problems encountered with expenditures naman po? Ms. So it’s. kung wala pa din. sina Ms. kapag di kami naka-collect at ayaw ng magbayad. Villanueva: Oo. or we go to their office and talk to them na ganito. And then after that. first informing them that they have an overdue account with us verbally. so siyempre kung hindi siya budgeted. may biniling item na ganito with this amount. Ganun. So it was prepared by months. lang. meron na akong prepared budget for that. ideally every year ang budget. gawa na siya. . na-mention niyo nga po na ina-address niyo lang through realignment of your budget. ma’am monthly po kayo gumagawa ng budget? Ms. Interviewer: So yun po ma’am. Interviewer: Ah. Since yung company kasi e maliit lang naman. Villanueva: Actually. For the whole year 2011.mo ulit yung budget na ginawa mo for this month para ma-accommodate mo yung unexpected expenditure nay un. so naka-breakdown na po siya per months? Ms. Villanueva: *nods* Interviewer: Ma’am. So ganun. thank you po. but it should be on a monthly basis. So for a whole year. di ganung ka-complicated yung mga payables and expenses namin. Adelaida Villegas.INTERVIEW TRANSCRIPTION Organization: Institute for Studies of Asian Church and Culture. Ayun po mam. ayun po. So kayo po. graduating students po kami from PUP undertaking Bachelor in Communication Research. Villegas: Full name? Interviewer: Yes mam. Ako po si Krisna. First. So basically po yung thesis naming is about Research Management ng Research Firms is through identification of finance management. Ms. Pasig Date and Time of Interview: March 9. Finance Department Interviewee: Ms. Villegas: Ako yung Dhel. So kayo po ni Miss Dhel po yung iinterview-hin- Ms. start po tayo mam sa name niyo po. Yung purpose po ng interview nato is for data generation po naming for thesis writing. si Shiela po. Ortigas Center. So kayo pong dalawa ni Miss Ayds ang iinterviewhin po naming. Book Keeper Place of Interview: Units 307 & 205 Corinthian Executive Regency Ortigas Avenue. Interviewer: Ay baligtad sorry po. . 2011 02:00pm Interviewer: Thank you po sa pagpaunlak po a interview naming kahit super short notice na. So. Villegas: Adelaida Interviewer: Miss Adelaida- Ms. Interviewer: Mag-i-eight. Interviewer: Book Keeper. . Interviewer: Villegas. Mam. Mam ano po yung position niyo sa ISACC? Ms. And then mam yung- Ms. Villegas: One year and nine months? Interviewer: One year and nine months. Nung time na yun BSBA major in Accounting.Ms. Villegas: Graduate ako ng Accounting. gaano na po katagal kayo ditto sa ISACC? Ms. Villegas: Nine nga ba? Kasi July yun. yung educational attainment niyo po? Ms.e. Villegas: Villegas. Villegas: Book Keeper. Mam. okay po. Mga part ng ISACC… Interviewer: Mam kayo po yung mga iba pang nagdodonate. What is the estimation of your firm’s income yearly? Ms. tulad ng sinabi ko hindi ano. .Interviewer: Let’s proceed na po dun sa finances natin.2 million a year.pag may project kasi funded yun.based on projects. Villegas: Yearly. Yung parang pinaka-expense namin kahit walang project is yung salaries tsaka utilities.2 a year.Kasi yung mga. Villegas: Meron. Villegas: Tulad ng sabi ko based on grants and donation tapos. May nagdodonate po ba mam yung out of good will lang po? Ms. Kung meron kasing mas maraming project. Di ba po yung iba po parang nagsi-serve sila as funder nung researches niyo.kung masasabi din na yungkasi ang ISACC. Kaya lang good for 6 months yung project naming. Pero depende pa rin kasi yun. ano po yung sources ng income nung ISACC po? Ms.5 yung project na inabutan ko. mas maraming ano- Interviewer: Income po kayong maituturing. Okay po. nasa 1. organization may mga miyembro yan. Tapos mga donations pang individuals sa mga churches yun.e. Mam. dun sa inabutan ko. So yun yung basically masasabi kong income plus yung sa publication na nasa 30. how about your expenditure yearly po? Ms. Yung next question po. So hindi naman umabot ng 20 thousand a month yun kasi sa fee lang yun. Nageestimate ako ng 1. So merong membership fee. Interviewer: 1.000 lang yearly. Villegas: Yung expenditure kasi most. Budget for equipment. Interviewer: Mam.Interviewer: Ah. so may nasulat na books si Madam tapos merong nagfund doon para i-print yung books. Villegas: Sa ngayon. Halimbawa katulad ng MICA. yung mga ganyan. mga ganun. noh? Ms. Ano naman po yung primary expenses ng ISACC? Ms. nagpi-print din po kayo ng books po. Usually yun pini-print yun sa ibang bansa. So yun yung basic na ano ng organization.tulad ng sa advocacies. tapos kapag may mga meetings. Tapos may mga. ganun. Sa admin. sige po.kasi recording yun. halimbawa book ano. Villegas: Kino-cover doon. ito pong office place niyo po Mam. Villegas: Actually yung-hindi. may project manager. nire-rent niyo lang po? Ms. Hindi ISACC talaga yung- Interviewer: Mam. Yung mga books na yan is parang ano lang din kay Madam Melba.e. yun may budget din yan. UK. Villegas: Kapag walang projects yung salaries and utilities. . Next question po. yung transpo. yung salaries and ano… Interviewer: Mam how about yung expenses niyo po pag may projects? Most likely ano po ba yung kino-cover? Ms. halimbawa nagbibigay sila ng budget for. Katulad ngayon para makagawa kami ng mga plans. Hindi ko alam kung saan pa yun. research person. yung mga supplies. Kung kailangang i-print yung materials. para makapagpatuloy pa rin yung mga pino-project na mga projects. another project yan ng ISACC. Oo. yung pagkain ganyan. kasama doon yung salaries namin. may project director. Tapos yung E. Interviewer: So basically po mam ang main factor po talaga is yung dating po ng projects sa ISACC po? . Nagbibigay sila listing tapos ako lalagyan ko ng costing. wala ring suweldo. yung.D. ako sa part ko ang ginagawa ko costing.Interviewer: So mam. Villegas: Usually. Interviewer: Mam how about po yung factors po na nakaka-affect sa expenditure? Same rin po? Ms. Okay po mam. Ms. Villegas: Kasama yun sa- Interviewer: Utilities po mam. Tulad niyan. Pag may project kami. Villegas: Nakaka-affect. Ms. Villegas: Oo.D. Pag walang project.ang gumagawa kasi ng proposals yung E. ano yung naiisip ko kung pano nakakaapekto siguro- Nakakaapekto dahil wala kaming income or nakaka-affect para- Interviewer: Nakaka-apekto po para magka-income po kayo. namin. meron kaming suweldo. Ano po yung factors na nakakaaffect dun po sa income niyo po? Ms. so siya yung naggagawa ng proposals para maka-ano kami ng project. ganun yung ano… kami. namin nag-aano talaga ng mga proposals. they’re part of expenditure po yung office niyo. Next na po. Interviewer: What distribution schemes are being followed by your department in the allocation of budget? Ms. matanong ko lang po. dun talaga mas malaki yung ano- Interviewer: Mam. Pero siyempre kasama kami pero hindi ganunKumbaga siguro mga 1/3 yung budget ng Admin or part ng Finance. Interviewer: Yung parang operations po mam? Ms. Villegas: Distribution scheme kasi konti lang naman kami. Villegas: Oo. Ang malaki talaga yung ano. nakita mo naman. Interviewer: So tatlo lang po. tatlo kami. Ms. Villegas: Parang. yung sa atraining dalawa. Dun lang sa projects.Ms.ang mas nakakaano yung projects mismo. Interviewer: Yung Advocacy po nandoon po yung research? . Operations nung project. tapos yung TNP. ilan po ba yung departments dito sa ISACC? Ms. Villegas: Yun talaga ang bumubuhay talaga sa ISACC.kasi ano lang kami Admin and Finance. yung Advocacy. Villegas: Yung Research.yung project talaga. Meron po kayo mam? Ms.e. Interviewer: Yung Admin and Finance po magkasama saisa? Okay po. yung Advocacy Department po. Interviewer: Yung training po atsaka Advocacy? Ms.yung advocacy kasi patuloy yan. Tapos yung sa training. Tuloy-tuloy yan. Hindi pwedeng mag-pass.pano ba yun. Villegas: Depende lang sa kung kelan sila magkaka-training. Yung parang sa kanila po napupunta yung karamihan nung budget sa buwan po. yung mga seminars. kung kelan. Villegas: Oo nandoon. Villegas: Sa ngayon yung Advocacy. Villegas: Kasi parang sa training din meron din naman kaya lang… Actually parang pareho naman sila.Ms. Yung pinupursue po ng ISACC kahit walang Donors. Interviewer: So meron po kayo mam. So ano pong department yung nakaka-receive-parang nasagot niyo na nga po. Ms. in terms of salary or in terms of pagkakagasta? Interviewer: Pagkaka-yung pinagkakagastusan. Ayun nga po.e. Sila po yung may largest part of fund niyo po? Ms. Villegas: Depende kasi yun sa project. . Pero kung in terms of. para pong ganun. So sana ganun din.e. pag walang ano. Villegas: Kasi Faith-based kasi. Villegas: Wala naman. wala naman po kayong na-encounter? Ms.Interviewer: Ano po yung problems na na-encounter ng Finance pagdating po sa firm’s income? Ms. Both income and expenditure. talagang projects po. Villegas: Pareho din. So kung talagang income generating may inaasahan. Villegas: kapag walang dumarating na- Interviewer: Na projects po? Ms. Pag walang funds. pag may projects madali lang- Interviewer: Mam ano naman po in terms of your expenditure ano naman po yung problems na na-encounter ng ISACC? Ms. talagang mas… Interviewer: Ah. Kasi tulad nga ng sinabi ko. Ms. So halimbawa pag nagtrabaho ka sa – pag 15 may inaasahan. Interviewer: Pero apart from that naman po. yun talaga. part ng ISACC na pag 15 may ano… . Villegas: Oo. yung iba katulad ng sa DPWH. sa tingin niyo po mam. Kaya lang siguro talagang hindi. So naghihintay ng. niyo para makapag-produce ng pera? Or wala naman pong- Ms. cost- . Villegas: When it comes to finance.baka merong hindi nagfi-fit. Nag-aano naman siya. nagpi-pray lang kami na may dumating. Parang halos lahat tinry na. ginawan ng sa proposal.e. Meron akong kino-consult na tao halimbawa katulad ni Mam Ayds Sa kanila ako nagsasabi na walang ano sa ganun… . Interviewer: So basically naghihintay lang po kayo ng donations po.parang naghahanap po ng ibang means yung E. Ms.sa part ko kasi hindi ako yung. parang hindi naman ako yung responsible. Villegas: Oo donations… Interviewer: Mam. kasi hindi naman kami puwedeng manghiram. Sinasabi nila saaken.kasi wala naman akong hawak na pera. nag-a-outsource. Villegas: Actually. wala naman kaming. Solution. Wala kaming ibabayad dun. Interviewer: Mam parang ano po ba yung madalas na ina-advice nila sa inyo na gawin kapag lumalapit po kayo sa kanila na wala nga po kayong pang-ano.D.e. Kasi sa part ko as book keeper. Parang halos lahat na nga inanuhan. do you think ano po.e. wala. kulang sa utilities… so pray. Villegas: Meron naman. Yung iba naman na napadalhan.Interviewer: Ano po yung solutions na ini-implement niyo po san a-identify niyo pong problems when it comes to finance? Ms. Ms. Interviewer: Okay po. Mam. Yung mga kung bakit nagde-decline. Yung sina-sum ko siya lahat for the whole year. parang ang bottomline po. Mam. Sasabihin eto medyo mataas to. yung salaries. ay both po. So yung final ano. Villegas: Budget for the expense ng ISACC or sa project? Interviewer: Same.Mam wala na po dito yung sunod na question pero basically naman po. depende kasi sa… atsaka sa gusto nilang ipagawa. Magkano ba yung ticket papunta dun. Kasi sa training mas mataas. Villegas: Kasi yung sa expense ng ISACC… Alam ko namn yung need ng ISACC.cutting sila. Tapos halimbawa may travel-travel. masasagot niyo. Tapos papalagyan lang nila saakin ng costing. Nagcoconsult po ba kayo mam sa ibang departments? Or kayo nalang po ba talaga mam. Yung iba naman mas prefer nila na magprepare sila ng sarili nilang program. kapag kulang kayo sa fund. bababaan ko. Ms. So ang karaniwan sa projects. Yung mga kailangan. nagpiprepare po kayo ng maraming proposals para may makuha po kayong. Interviewer: E mam yung pagpi-prepare po ng budget po for ISACC lang po. Interviewer: Parang for Approval .D. So sa part naman ng projects. ang nanyayari merong format. yung ganun. pano po kayo nagpiprepare ng budget ng ISACC? Ms. hindi nila priority. From your knowledge po. Villegas: Ina-ano ko lang kay Miss Ayds yung sa E. Katulad nitong ginawa ko. si Miss Alice pa din. Ms. Yung utilities. Usually from government. pano ba. nagresign talaga. Villegas: Nung time kasi nila nay un. Tapos kung ano yung mga projected na pwede naming isama Interviewer: E mam yung sinabi po ni Mam Ayds kanina. INTERVIEW TRANSCRIPTION . 2008 ba yun Cathy? 2008 yata yun.Ms. Villegas: Usually mga NGO din sila. pumasok kami nandito pa si Cathy.eh Interviewer: Yung nagpapagawa po sainyo? Ms. Yung iba. Villegas: Bago naming ilabas yun. Yung mga donors niyo po na nagpapagawa sa inyo ng projects. parang solution din po yung pagreresign po. last na po to. Interviewer: Okay po. reviewhin ko muna. Nung time na yun may dumating na isang project. Ms.siguro para magkaroon din sila ng ibang ano. individual or private? Ms. Pero nung 2009. Interviewer: A. Wala na talaga silang projects so ang dinecide yata nung President naming si Madam ay pag-resignin na lang sila para. Villegas: Tulad ng… alam ko NGO din yun.eh. Igaya: I doubt. donors po? Ms. QC Date and Time of Interview: March 18. Igaya: Donors lang talaga. meron bang sumasagot sa inyo niyan (referring to the first question)? Interviewers: Meron po. Interviewer2: Ah. Interviewer2: Eh man’am yung remaining percent po? Ms. Meron kaming donations donations din. ako I cannot say this. Finance and Administrative Head Place of Interview: 28 Mapagkawanggawa cor Magiting Street. Teachers Village UP Diliman. grants. Employees din. 4:15pm Ms. more on funders yan. siguro 85-90% yan. Ms. so ano lang po ma’am.Organization: Institute for Popular Democracy. Mostly. Finance Department Interviewee: Ms. . Igaya: Local or yung. 85 – 90% foreign funders yan. Sources of income. 2011. Mga ganun. meron kasi kaming publications eh. Gloria Igaya. Igaya: Bahala siya. tawag dun? Related interests. Interviewer: Ah. Igaya: Growth of both income and expenditures? Interviewer: Opo. they have to approve it. Mostly. Okay po. Igaya: Yan ang mahirap i-ano eh. depende kung magugustuhan nila ang proposal mo. Igaya: With income kasi. magapapasa ka ng proposal sa funder. sabi nila we’re not doing Philippines . siyempre laging dependent siya sa ano. research atsaka pilot activities. if your proposal is in line with their own organizational thrust. Igaya: Eh siyempre. Interviewer: Yung remaining 30-40% po? Ms. Ms. It’s like 60%-70% program activities yan. For example. if you want to break it down. Yung mga project activities siguro. next. Next po. I-fluid. what are the primary expenses of your organization? Ms. Kasi the process is. Interviewer2: Ma’am yung mga program activities po. yung AUSAID ngayon. Igaya: Kasama na yung research. Interviewer: Tapos what are the factors affecting the growth of the income and expenditures of your organizations po? Ms. So number one. ano po ba basically ang kino-cover nun? Ms. personnel atsaka overhead. With a specific output per project. Ms. naging 9. for one year. Kino-control lang talaga yan. And then second. you know. fu-fundan kita ganun yung institutional funding. Parang can’t afford. Expenditures. Interviewer2: Ma’am before po institutional funding po kayo? Ms. Now. Hindi yung. Yung iba. unlike before na. susustentuhan kita. Actually delayed pa nga kami eh. Parang. would you believe na 80k ang rent. Kaya nagdu-dwindle na rin ang NGO. it can be three months or six months. Igaya: Pero diba hinati-hati na nila yung unit? Dati dalawang unit yung isang… Interviewer: Buti na lang po dinirect kami nung may-ari dito. Ito. Like uh sabi ko nga sa inyo. Mas mahal pa yan kesa sa restaurant rate. We have to move into a small. . E wala naman kaming engagement sa Mindanao in a deep scale. Ganun yung factors na ano. Tapos nawala na yung institutional funding. from 30 na tao. dapat nga di nago-grow ang expenditures. Ganun ang framing eh. Ms. Igaya: Until 2008. per project siya. Interviewer: Ma’am dun po kami pumunta nung isang araw.ngayon except Mindanao. Tapos yung office naming dati. for one year. we will fund it. So wala kami sa ano nila. ang fina-fund niya is whatever you want to do. matagal nang walang institutional funding. You can imagine na katakot-takot na retrenchment ang ginawa o nagresign na yung karamihin dahil sa mga nangyaring adjustment. wala nang nagfu-fund institutionally now. Igaya: Saan niyo po ba nakuha yung address? Interviewers: Sa website niyo po. Hati kayo. so divide ko lang yung rent by five. Ang sabi pa po sa amin. Tumawad pa e noh? Distribution schemes? Interviewer: What are the distribution schemes being followed by your department in terms of allocation of funds. Kung may papasok nab ago. Akala po naming. Yun yung problem sa ano. Igaya: Wala pa namang five years. Interviewer: Eh. wala na sila rito five years ago pa. Ms. Buti na lng po stone’s throw lang. Dati kasi we’re five teams eh. plus bay un sa aking budget allocation? Ayon. sabi po ni kuyang ano. Nawindang po kami.Ms. five. wala akong makukuha sa project nay un at all. Ms. it’s project-based eh. So. It can’t be fixed. Interviewer2: So ma’am paano po kayo gumagawa ng budget plans? . minsan pa nga every quarter you have to adjust. Ngayon. three. As much as I would like na may specific distribution scheme na. two. o 20% dito sa team na ‘to. every year. Igaya: Ano kasi yan eh. one. Ms. Igaya: Oh? Di ba updated yun? Interviewer2: Nagulat nga po kami. is-straw ko lang ayon dun sa budget sa overhead expenses. malayu-layo pa po ang nilipatan niyo. four years nap ala. four. And if they don’t allocate at all. 2007 lang. Igaya: Ay. Yung iba. May bagong project. AEPF. Saka ko makikita after ng project kung may sosobra na pwedeng magcover dun. Ang hirap. It’s all project-based na. . *laughs* Interviewer2: Ma’am segway lang po. Igaya: Ganun ang nangyayari. yung projects niyo na lang po yung nagigiging division niyo. o di natuloy tong project na ‘to. Ang nangyayari eh meron akong general fund where I have the overhead expenses na hindi apparently maco-cover ng project-based. Tas minsan. Igaya: Kasi for now. Ideally kasi. Dun ko lang makukuha.Ms. Asia Europe People’s Forum. nire-require ko sila na magsubmit ng cash flow statements. so di pa po naiimplement? Ms. midyear magrere-align pa ako. Mahirap. Maybe I should go hold their budget. Interviewer: Ah. Igaya: And then siyempre yung admin and finance. Igaya: Ang tagal ko nang hinihingi sa kanila pero wala pa rin. Interviewer2: Ah. is yung Local Governance and yung Asia. how many departments nga po ba meron ang IPD? Ms. Pero hindi pa nangyayari. Ewan ko sa kanila kung bakit di pa rin nila binibigay sa akin. Ms. so ma’am para pong… Ms. It’s very fluid. dun nga ako naloloka eh. so ma’am parang yung division niyo po. malilit na lang na projects. so ang dalawng major projects as of now. So every year. Interviewer2: Ah. iba iba yung departments namin. Igaya: *laughs* oo nga. there’s no such thing na as a department eh. Interviewer2: Okay po. Igaya: Yung Local Governance kasi. Interviewer: Uh. Interviewer: Ah so ma’am yung sa operations po. Three-year project so… Interviewer: Ah. Yung sinabi kong major projects. Igaya: Dun talaga. Ms. Problems na po encountered in terms of the income . that’s variable eh. Igaya: Ah. yung dalawa ngang yun. di mo naman alam kung ano pero as long as project namin siya. kasama siya sa departments. Igaya: Oo. three years siya. Ms. dun po napupunta yung budget niyo talaga? Ms. Igaya: So after three years. which department receives the largest allocation of funds? Ms.Interviewer2: So ma’am. As of now. okay po. Interviewer: Tapos. yung constant lang po e yung admin and finance? Ms. Minsan yung timing nung pagpasok nung ano. Yung mga three months. Bakit April na wala pang disbursement sa project na yan? Minsan too late mo na siya makikita. It’s very fluid. anong tawag dun? Halimbawa three months lang… Interviewer: Time frame po? Ms. some will advance. ganun. . Igaya: Kasi minsan. May. gumawa muna kayo ng reimbursement report saka naming kayo i-aano. magpe-prepare ako ng cash flows. Ang hirap mag-adjust. Masyado siyang fluid. yun ang ano. April. ambilis ng project. three months nay an. ah ganun? Hindi ko siya ma-monitor kung paano gagamitin kasi dumating lumabas. Dumating yung pera tapos lumabas. Igaya: Ayon. Yung time frame. Kasi sometimes. May. Second.Ms. Igaya: More planning. constant monitoring. ayon. kailangan 1M ang gagastusin. “Bakit hindi gumagalaw ‘tong project na ‘to”? we don’t know until it’s too late that the project was mismanaged. Some will say. Interviewer2: Sa solutions naman po na inaa-apply? Ms. Kasi minsan. Saan ako kukuha ng 1M na pang abono? Minsan you have to juggle. yung sinabi ko na sa inyo. sometimes it can be followed pero you have to be flexible para kapag mag-aadjust. Igaya: Pano ko siya ipa-plano ng three months. Constant and flexible dapat ang planning. So yung pagmanage nung cash nun. yung structure. Misnan masyadong. yung fluidity nung ano. Ms. You have to juggle funds among the projects. Interviewer: Opo. halimbawa ngayon March. madugo. ambilis nung time. walang action action. 2008 lang ako nagstart as regular finance officer. hina-handle niyo na nga po ang admin and finance? Ms. sa company akala ko ako ang tinatanong. Ay isa pa pala yun.Interviewer: Okay po. Igaya: So. dapat magpapalam ka ng June. More yung. may tanong pa ba kayo? Interviewer: Ma’am yung sinabi niyo pong pagiging flexible. Igaya: Oo. you have to spot early on kung magrerealign ka sa budget kasi ipagpapalam mo pa sa funder yun. you can’t re-align it anymore because that’s what you submitted it to the funders eh. Interviewer: So yun po. ilang taon na po ba sila sa company po? Ms. dun ka lang nag-aano. Or. Igaya: Ah. Kasi nagstart ako as project accountant lang. siguro yung classifications ng accounts. Kasi yung budget sometimes. Igaya: Ang daming levels niyan eh. huwag kang magpapaalam ng November na mgare-reaalign ka ng budget dahil mahahalatang hindi mo siya ginawa ng tama. Interviewer: Yun po. Yun kasi ang sakit ng NGO. Interviewer: Pero po ngayon maam. yun din po ba yung sinasabi niyo na pagre-realign ng budget? Tama po ba? Ms. Mahilig magmeeting ang NGOs. dapat mabilis ang aksyon. Ms. . isang katerba ang meeting. aside from monitoring. for 2004 – 2008. So kung one year ang project mo. mumultuhin ko kayo. Pag di niyo ako pinadalhan. .Ms. Interviewer: Opo. Igaya: Padalhan niyo ako ng copy. APPENDIX F: Researchers’ Curriculum Vitae . Which is. Amber Pacific. She’s also posting her blogs and stuff on her Live Journal and Tumblr accounts. Sidney Sheldon. The girl is also a Dean’s Lister while taking up her course in college. making the 19-year-old girl have a passionate interest in story-telling more than writing the complicated technical scenes. The young girl also loves cosplaying anime characters. She keeps her enthusiasm and positive disposition while dealing on certain things. . Mayday Parade and other awesome musicians seemed to be her stress reliever. she remained modest and calm. She also became the Feature and Literacy Editor of her school publication during her secondary education. Richelle Mead. With her ink giving her thoughts. Watching adventure and horror movies and listening to the poetic lyrics of A Rocket to the Moon. Trying her writing skills in tertiary level. But since it is about holding a pen. Judging a man’s wisdom by hope is the thought she always wear to keep things possible. Shiela May Familaran graduated her high school studies in Naujan Municipal High School wherein she represented her school on some poster making and writing competitions. she joined the writing competition on PUP National Book Week Celebration last November 2008 and got the 1st place on the Essay Writing Contest. leaving no seconds to waste. She’s always at her best on performing tasks on her shoulders. A far-fetched from what kind or person she is when writing. such a better escape from the stressful reality.Shiela May Familaran A silent lip with a talkative pen is the natural picture of this young lass. brining fictional figures in the real world in a creative way. She loves fiction books such as the works of Stephenie Meyer. she has the sea for stories and the land for the reality. she will survive both. Robert Harris and other authors’. it helped her to become well-organized and focused on things. Behind her glasses. In the middle of the ringing applauses. she’s still humble and she maintained her normal approach towards her comrades. Apparently. But with or without those lenses. And with God she always keeps in her heart. The 20. she’s quite responsive on the concentration calls to the extent of deactivating her social networking accounts or putting aside things that are less serious to be taken. without flaunting air or boasting presence. adding points to her impressive personality. With the combination of intelligence. she’s arrogant on the situations where she needed to be one. intellectuality and personality could always be distinguished in her character. She also loves movies. nothing is impossible. It’s not hers to foresee what would she become on the coming days but she already had a clue.year old young lady from Bataan National High School is the name that was accompanied by the word “wow” due to her number one rank in the entire College of Communication during the 2010 Recognition Ceremony. At times. Active and responsible on the tasks requiring her full mind efforts. . Maria Krisna Parrera is not a nerd weirdo in that fashion degree. the horizon is definitely a better view. She is living that way that’s why she believed that she’s tracking the right path towards her distant career.” – This five-word thought serves as an engine to help her keep the regular flow in her life. watching numbers of it to fill her vacant times. organizing things as she writes on its pages. in a profile basis. Having a mild obsessive compulsive personality disorder isn’t a bad part for her profile. She’s also reachable for those who needed her and understanding as well with the things she encountered. stunning looks and well-mannered personality.Maria Krisna Parrera “With God. She loves the color of blue and having stars on her stuff gives her delight. that would be a lethal asset. She has a hobby of collecting notebooks. She also takes pleasure in posting blogs and stuff on her Tumblr account. Having a tough nature. Having her mind as a source of her dreams would be like a limitless tank she could pull all the strength and the courage from. Giving details with her artistic character. singing and drawing. And during those high school years. This girl is cut for every creative works she could furnish or simply saying. Describing how talented she is. Art is the exact word you can connect with her name if you are going to list down things about this damsel. she loves writing. she had been a placer in “Pagsulat ng Balita”. She had marched off her secondary studies as an honor student in Quezon City High School. She patronized her responsibilities with a clear idea of what needs to be done and work on problems with creative thinking. she can dwell into music while lingering on her artworks. She’s also a President’s Lister while proceeding her stepping years in her Communication Research course. Her sense of humor turned out to be what-her-friends-so-loved-about-her. Looking through her abilities. Althea Muriel Pineda is indeed a package of artistic abilities. she’s a hard working girl managing stress by giving a proper reaction towards a situation. posting blog and texting. As simple as playing a guitar with a smudge of pastel colors in her hands. Reading fiction books. A person of strong courage. She is an exceptional person with her talents. confidence and Faith in God. a promise of achievement would be envisioned after finishing up her course. She usually kills her free hours by surfing the internet. playing guitar and listening to rock music are considered to be her best companions during those times when sanity meets imagination and creativity. no problems could displace her joy for living. With her spirit.Althea Muriel Pineda Hitting the right note. she’s at her best in every piece. . such completion would be seized undoubtedly that would meet the world in her own terms. grabbing it consistently up to the regional level.