RETENTION STRATEGIES
I. Organisational Health Index (OHI)
5. SAMPLE OUTPUT/PRODUCTS
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considered and awarded with points. By year end, accumulated points may be exchanged for home appliances.
Quality feedback is an exercise that is part of their weekly agenda. Both good and bad quality feedback are discussed during the meeting. Management believes that this initiative encourages the team to work as one.
Given the above process flow and initiatives on quality, it is essential that each station executes their tasks effectively as every error that is encountered means cost to the company, a sure deduction on the revenue which has direct effect on the employees. This information is clearly specified by the plant manager to all department heads during their monthly meetings which are then cascaded to all their staff during weekly meetings. As a result, each and everyone in the enterprise ensured that everything run smoothly and is sense of responsibility will be further strengthened.
As most of the employees are tenured, the enterprise had built a strong culture of belonging and everyone cares for each other and treats each other like family. This culture is reinforced by human resource programmes that highlight an environment that drives employees to work and be at their best; a place where work is synonymous to fulfilling a purpose, doing and contributing something valuable as the people that they work with makes them feel trusted, appreciated, and essential to the team. Below are sample programmes of the enterprise for their employees and sometime for employees’ families as well:
HR Programmes Recruitment
Source of applicants are from job ads posted in barangay halls, gates or doors of current employees, referral of current employees
Hiring is normally for two areas: office-based or production-based
For office-based, recruitment process starts with an aptitude exam. If applicant qualifies the exam, he is then interviewed by the HR manager, then endorsed for medical if he qualifies the interview (2-year course graduate is the minimum educational requirement). Same process is applied for production-based applicants except for the examination
A practical exam is given to production-based applicants (related experience is more important that the educational background)
Training and Development
It is a benefit that is given only to the department heads but also cascaded to their down line during their weekly meeting. They tapped external sources for these programmes:
First Aid Training by Red Cross
Disaster Preparedness by Local Government Unit
People Handling skills
Good Housekeeping (5S)
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Kaizen Awareness
Performance Management: Key Results Area Employee Relations
The bonding and camaraderie of its employees are further strengthened by the activities which they attend annually:
Summer outing – regular employees enjoy the privilege of free venue entrance and food for the whole day. The casual or project-based employees pay the entrance fee.
Company Sportsfest – privilege given to regular employees. Events such as Basketball, Volleyball, Tug-O-War, team relay are organised. As its perks, company subsidises the event uniform and footwear.
Christmas party – an annual event with team games competition, group presentations, exchange gifts and raffle. Raffle prizes often come from their suppliers.
Monthly birthday celebration where each regular employee is given a free lunch worth Php 50 per head.
Compensation and Benefits
Regular employees are paid twice a month on every 15 and 30.
The enterprise provides government-mandated benefits and facilitates its services to the employees (i.e. loans, claims, etc.)
The enterprise also offers 10 vacation leave which are all cashable at the end of the year and 12 day sick leave.
Health card with semi-private room for hospitalisation is also provided to their employees for rank and file. As additional benefit, supervisors are entitled to enrol two of their dependents as well.
Challenges Experienced and Interventions Applied
In its 24 years of existence, the enterprise was not an exemption to the ups and downs of the industry. There came a time when they had to cut down costs on some human resource programmes because the expense they incurred when the materials were imported from other economies have been affected by the change in currency rate. Thus the products that were exported had a higher manufacturing cost but lower value in the market when sold. Again, through their “communication tree” this was understood by all.
Though there were budget constraints, due to the camaraderie that the group had established, they still continued some of the programs but expense was shared by the employees themselves.
Taking into account the years of their existence in the industry, it can be assessed that efforts towards human capital development for this enterprise has been established. A
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well defined table of organisation supported each key area in the workforce plan.
Perhaps, the challenge now lies on how to innovate these human resource programmes to fit the new generation of its workforce. Reassessing the needs of the employees or conducting an in-house company climate survey will give the enterprise a baseline data whether change or programme improvements are necessary or not.
Acronyms for The Philippines No Acronyms Description
1. NWPC National Wage and Productivity Council
2. TVET Technical-Vocational Education and Training System 3. MSME Micro Small and Medium Enterprise
4. MSMED Micro, Small and Medium Enterprise Development Council 5. OHI Organisational Health Index
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