CHAPTER 4

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

This chapter presented, analyzed and interpreted the results of the study. The data

gathered were presented in tables showing frequencies and percentages.

The presentation followed the sequence of the sub-problems and hypothesis which

mainly discusses the frequency count of the demographic profile of the respondents (Table 1);

the number of the identified employee benefit packages applied to the employees (Table 2); the

total weighted mean of the level of employee productivity, work motivation and job satisfaction

(Table 3); the ranking hcuchcu (Table 4); and the challenges encountered by the management in

implementing the employee benefit packages. The data were discussed and interpreted, and the

hypothesis was statistically treated.

3. The challenges encountered by the management in implementing employee benefit

packages.

Results gathered from this study taken from an interview revealed some of the

challenges encountered by the management in implementing employee benefit

packages.

Challenges with regards on:

1. Health Insurance

The manager verbatim said that it was given to everyone from top management

to rank and file worth an annual premium of P8,000 except those who were contractual

in status. The challenge was that only a few employees can benefit because there are no

nearby hospitals accredited with healthcare insurance. The employee will have to travel

to Cebu or Ormoc (OSPA) because they are the only accredited hospitals for the

insurance, causing inconvenience on their part. Added to it was that they will have to

spend their own money first and then get reimbursed, but in emergency cases where the

employee becomes sick and needs to be checked right away and without money on

hand, they will be forced to borrow. In worst cases, the holder will have to inhibit the

chance to claim because of the absence of an accredited hospital nearby. With these

challenges on health insurance, the management should look for another health

insurance provider since the amount intended for health assistance was not sufficient to

be spent far from home accredited hospitals, or they may create emergency funds to be

utilized in case of immediate need.

2. Gas Allowance
 They stipulated that the field collectors have a transportation allowance for their

motorcycles on gas allowance. The challenge encountered by the management in this

regard was the fact that they need to increase transportation costs to align with the gas

price increases. Added to this was the tremendous change in the collection since some

members are also struggling financially because of the pandemic. Almost all businesses

suffered great losses due to LGU imposed restrictions and fuel price increases during

the pandemic. Management and employees will also have to sacrifice and deal with this

situation head-on to sustain the company's stability. Moreover, since the gas increase

was beyond the control of the management, minimizing unnecessary travel and

collection follow-ups should be done on an online basis.

3. Sick Leave

The challenges involved were on the fact that others were abusing it. In most

cases, they were pampered about their absences without proper monitoring. It was

discovered that some of them just wandered around and were not sick. If they use the

15 days of sick leave for no valid reason, they will no longer be used when they really

need it. As management counterpart measure on this matter, an employee who makes a

sick leave will be required to present a medical certificate as proof upon return to the

office.

4. Vacation Leave

Concerning vacation leave, 15 days was given within a year, and if unused, half

of it (7 and ½ days) will be monetized. The challenge was that an employee will be

chosen to make a forced leave to avoid monetizing the 7.5 days to have a win-win

situation for the company and employee. Since the company will not be able to pay all
of the employees if they do not use their vacation leave, it was essential to control it.

Again, the HR department should provide additional guidelines for employees to utilize

their vacation leave properly.

5. Salary Increments or Raises

Each employee was constantly reminded during a staff meeting to do their best

in every task that was assigned to them so that they will be rewarded more generously.

In addition, the increase in benefits or salary they receive will demonstrate how

committed and passionate they are about their job because the level of performance

they achieve will be reflected in it. The challenge was how to evaluate them fairly since

no performance were the same for every employee. Almost all companies give

increment and increase employees' salaries and benefits based on performance to

encourage their employees to do more on their scope of work and ensure productivity.

Management should always provide a clear criterion on the increase in benefits or

salary they receive.

6. Rice Allowance

Lastly, 2,000 pesos are allotted on rice allowance, not in monetary form but the

rice itself. The challenge here was that if the price of rice increases, the money being

allocated for it will be insufficient. Since the increase in prices on essential goods like

rice were inevitable, management should create an emergency fund as a supplementary

fund for cases like this. Nevertheless, not every company provides rice allowance

generously to their employees. Everything was always subject to the availability of

funds and proper allocation of resources.

 With all the mentioned challenges the management had encountered, the

challenge with regards to implementing a health insurance policy was one of the most

arduous components to implement in an organization for sometimes, there were

incoordination with the insurance provider, not providing an alternative incentive in

doing so that could benefit both parties according to Hossain et al, 2019. This can be

explained on the rising of health costs even in the post-pandemic situation and entity

needs to vet all the options they could acquire in finding the right insurance provider

convenient for the entity and its beneficiaries. Furthermore, the challenge with regards

to salary increments was also one of the main focus of some entity. Compensation

management was more than offering a paycheck and cost of living increases for in

many organizations, worker’s overall performance relative to organizational goals and

objectives, serves as the basis for compensation (Woodside, 2019). Pay-for-

performance has gotten to be progressively prevalent and companies utilize

compensation to remunerate and boost the resolve of high-performing workers, but

moreover to motivate employees.

With these mentioned, the implication for this was that when offering benefits to

employees, it shows that the company was interested not only in what they can produce

but also in their overall well-being and future. This was the main reason why

management strive to perfect the implementation of the said benefits even when

challenges were present. In most cases, employee productivity, motivation and

satisfaction were perceived as whether their desires are being met in the workplace, like

a feeling of security not only on financial needs and professional goals but more of their

personal welfare like health concerns and other essential needs.