San Miguel Corporation Philippine Long Distance Telephone Company

Key Objectives :  To provide an environment which is conducive to the development of the individual and which encourage the employees to realize their full capabilities  To adopt a flexible and objective attitude towards change and purse an active policy of innovation

Employer- Employee Relation

“KAUNLARAN” MAGAZINE

Sports Activities

MONETARY BENEFITS NON-MONETARY BENEFITS

“Total Commitment to People”

A adequately compensated manpower that provides these essential services to its subscriber

A dynamic and innovative management team

To assure the company of highly qualified personnel, recruitment is done strictly according to a set of standards and policies. The minimum requirement is a COLLEGE DEGREE even for messenger. According to Dr. Magno “ we want people to grow with the company, therefore, they must already possess the basic requirement of a college degree.”

A unique feature of the recruitment policy of PLDT is the practice of allowing relatives to work in the company provided they are not in the same craft or department. This practice stems from management’s philosophy that the more member of a given family are employed, loyalty generated for the company is increased as well.

The training program as handled by the Human Resource Development Division sends personnel for training here and abroad. After completion of their training, participants are asked to gauge the applicability of the program they have undergone to the needs of the company, then another batch is sent for training in the program.

“ISANG KUMPANYA, ISANG PANANAW”

Kinds of ExpenseComponents Contribution of HR to cost reduction, insuring that. A. Cost of Products sold  Goods and materials  Utilities  Manpower is not misused or misdirected.  Everyone does a day’s work. 1. Factory Inventory Costs (FIC)  Depreciation  People related ones  Work is not interrupted.  Accidents are reduced.  Turnover is minimized.  Materials and time are not wasted.

Kinds of ExpenseComponents Contribution of HR to cost reduction, insuring that. 2. Plant Burden  Plant Utility  Overhead Expense  The right people are recruited.  The sales force and managers are properly trained.  A working climate that keeps morale high is maintained.  The manufacturing people produce goods in the needed number and quality. 3. Factory Cost Adjustment (FCA)  Scrap  Cost  Variance  Loss of materials  Off-Spec products  Engineering /Purchasing expense  Trial production  Productivity/Efficiency.  Dedication to quality work is promoted.  Waste and scrap are eliminated.  Output is increase.  Attitudes leading to mistakes are eliminated.

Kinds of ExpenseComponents Contribution of HR to cost reduction, insuring that. B. Operating Costs  Distribution  Advertising and Promotion  Selling  Product Services  Administrative and General Services  Warehouse people are properly managed.  Morale is increased through good compensation and employee policies.  Less service and repair cost are anticipated by assuring product quality.  Good R & D people are hired and retained.  The right jobs are assigned to right people.

Work is not interrupted if HRM provides incentives for the workers so that continuous work could be done to avoid depreciation. This would encourage them to do their best and so would produce the output required with least depreciation costs. Problem related to people can be avoided if there is proper scheduling of work; e.g., Just-in-Time, (JIT) Interruption in their jobs is minimized and a more systematic flow of production can be followed. Accidents are reduced if proper maintenance of machines is practiced. Breakdown of machines could be avoided if the workers are motivated to take care of them. Proper instruction on how to handle these machines should be given to the workers so that they would have the proper Know-how of operating them and thus avoid accident.

When employees are satisfied with their jobs, personnel turnover is minimized. Materials and time are not wasted when turn-over is minimal because there are few employees to train. In case where there is a high turn-over, there is a possibility that new employees waste materials due to lack of orientation on tasks given to new hirees. Time may be wasted when the newly employed person is not yet used to his tasks.

PLANT BURDEN

PROPER TRAINING OF THE SALES FORCE AND MANAGERS

Scrap – if people know what they re doing with proper management, they are bound to make less mistakes and thus minimizing scrap page. Cost Variance – HRM can make use of standards to motivate people in order to avoid unfavorable cost variances. Loss of Materials – Highly motivated people will always take into consideration the availability of materials and their proper utilization. Off-spec Products – Close monitoring of orders will result in minimizing off-spec products. Engineering and Purchase Expense – Highly motivated people will try to save for the company by canvassing first before making the purchase order.