Training Need Analysis Final Paper

TRAINING NEED ANALYSIS
IN PARTIAL FULFILLMENT IN HUMAN RESOURCE MANAGEMENT WITH

LABOR RELATIONS
Group 4
Adorza, Shandelle F.
Aquino, Darlene G.
Basco, Noela Julliene G.
Benedicto, Maria Lourdes R.
Cabrera, Ma. Nadine A.
Cuevas, Lovely Jhoy S.
Marcellana, Risha Mae C.
Metrillo, Milcah Andrei
Perez, Joelline Mae R.
Semilla, Trisha Mae M.
Instructor: Ms. Benlene Llantero, RPm
Date conducted: November 2-5, 2023
FOR EDUCATIONAL PURPOSES ONLY

Training Need Analysis
Objectives:
1. To identify and evaluate the discrepancies in employees' skills and competencies

concerning their job responsibilities.
2. To assess employees' perceptions of their own skills, aiming to understand their
self-assessment and self-awareness regarding their competencies.
3. To evaluate employee job performance, shortcomings, and the success of prior
training initiatives, for additional development to enhance overall job satisfaction.
4. To assess the employees' eagerness and openness to training, gauging their
willingness to actively participate in learning and development initiatives.
5. To examine knowledge gaps at the organizational level, highlighting areas where
training endeavors could elevate overall organizational effectiveness.
6. To recognize employees' inclinations towards particular training programs and
delivery approaches, enabling the customization of future training initiatives.
7. To align potential training goals with the strategic aims and objectives of the
organization, given that training initiatives directly contribute to organizational
success.
I. Identify the Training Needs
Participant 1 Job Position: Interviewees:

Municipal Planning and Development Shandelle Adorza & Trisha Mae Semilla
Coordinator (MPDC)
Demographic
1. Could you describe your current job role and responsibilities in your own words?
MPDC MPDC
Head Head
2. What are the key tasks and projects you're currently working on in your role?

Training and development program functions Training and development program
is to formulate training programs for the function is to formulate training programs
functionaries - mula sa municipal officials for the functionaries from the municipal
and employees hanggang sa barangay officials and employee mula sa municipal
officials. Ang ibang training is in partnership officials and employees up to barangay
with other concerned agencies. officials. hanggang sa barangay officials.
The other training is in partnership with
other concerned agencies.
3. How long have you been with the company, and can you briefly describe your journey
here, including any changes in roles or responsibilities?
Nagtatrabaho ako dito ng 25 years na. I’ve worked here for 25 years.
Organizational
4. Could you please share any information about training and development programs that
the organization has offered to employees in the past?
a. If so, could you provide more details about a specific training program you're
familiar with, such as the name of the program and the approximate date when it was
conducted?
At saka yung sa youth coordinator noon na si The most recent training we had, the
Mr. Jun Toledo pa. So yun, kami, sila Participatory Barangay Development
nagta-talk about the subject matter on social Planning (BDP), which was done for the
services para ma-enhance yung knowledge recent barangay election. Within the 27
ng mga barangay kagawad. What is social barangays of Gloria, 24 have already
services sector or what is social development undergone the said workshop. The
per se. Ganun. Yung ibang mga kagawad Participatory BDP is mandated and
naka inassign din namin so ginawa namin spearheaded by the DSWD, DILG, and the
yun yata for about last two quarters ng 2021 Local Government Academy (LGA). Due
until first two quarters of 2022. Yun yung mga to this, we are obliged to lead and train our
training involving other offices na na- subordinates since we were trained on the
conduct namin. However, may mga training regional level. However, not everyone has
din kami na ginagawa na ang pinaka most undergone this training due to the budget
recent talaga itong Participatory Barangay restriction from the national government.
Development Planning bago mag election The people who were trained were

ngayong election. So, sa 27 barangays of barangay heads, secretaries, and
Gloria, mayroon pang apat na natitira after councilors. These representatives were
election na yun gagawin. So we had 24 composed of about 25 to 35 persons in the
participatory barangay development barangay and they attended a 3-day
planning workshops o we call it Participatory barangay level participatory or BPD,
BDP. Yun ay ayun dun sa, ito ay ayon sa which is the most recent.
proyekto na spearheaded by DSWD, DILG or
DSWD Department of Social Welfare and
Development, DILG Department of the
Interior and Local Government at saka ng
LGA yung Local Government Academy and
the Municipal Government. So, kami naman
yung mandated to lead kasi we were trained
at the regional level so as the trainer as
regional trainees, kami yung trainer naman
sa municipal levels so, we trained yung
representatives ng barangay not all the
kagawads kundi yung kaya lang gastusan ng
DSWD Program. So, we were able to train all
the punong barangays, all barangay
secretaries, kagawad, one kagawad and
CSOs Representatives para maging
co-trainer namin sa barangay level naman.
And then, sa barangay level naman, kami
yung naglead ng training together with the,
meron tayong program ng DSWD na
tinatawag na Kalahi Cidss. So, yung mga
kalahi Cidss staff ng munisipyo plus planning
and development office staff, headed by yours
truly. So, kami yung nag train together with
the trained barangay officials, yung apat.
Kapitan, secretary, isang kagawad at isang
Civil Society Organization Representatives.

So. That was very recent. Three days na
nangyari sa bawat barangay. Ang natrain
namin sa bawat barangay ay yung tinatawag
natin na planning team, barangay planning
team or the BPT. So yung barangay planning
team ay binubuo naman ng representatives ng
lahat ng sector sa barangay. Representatives
lang. So they composed about 25 to 35
persons in the barangay who attended the
3-day, actually for 3-day barangay level
participatory BDP or barangay development
planning. Yan ang most recent.
5. What specific training and development do you believe would be beneficial for your
department as a whole?
Yung pinagpapatuloy namin na continuous We have what we call the ENT class or the
strengthening in terms of capacity Environmental Planning Class. This is a
development ng mga Planning and continuous process of strengthening the
Development Office Staffs together with other department in terms of capacity
Technical Officers ng ibang Municipal development. The staff of the Planning and
Departments, meron kaming tinatawag na Development Office together with other
EMP Class. Yun ay Environmental Planning technical officers of other municipal
Class. Every year, ginagawa namin yon. It's departments undergo this yearly. This is
either before the year end or at the start of designed to train the capability of all the
the year. Applicable siya sa mga staff ko, sa employees regarding environmental
lahat ng mga empleyado sa Planning and planning.
Development Office kasi dito tinatalakay,
kina- capacitate yung mga bawat employees
all about environmental planning.
6. In your opinion, what do you think are the knowledge gaps that exist within your
organization?

a. What types of training do you believe would be effective in addressing and
closing these knowledge gaps?
Follow- up Questions
● So sir, follow up regarding that. Since facilitation and technology-based were
mentioned, can you provide a rough estimate of the number of employees that need
these kinds of training?
● Allow me to clarify, sir. There was no past training regarding facilitation and
technology-based, correct?
● Sir, when was the most recent facilitation training that occurred?
● What are the organization's objectives or goals for the current year?
Siguro sa more of facilitation skills sa What we need to strengthen is more of the

facilitation, dapat ma- strengthen pa yon and facilitation skills and technology-based
then yung mga technology-based planning planning system. Say for example, we need
systems. Let's say for example, kailangan mas more resources to use in mapping – the use
maraming itong ginagamit natin sa mapping. of GPS. The problem is that the training
Dapat may GPS na pagdating sa mapping programs for local employees are not as
dahil ang maps ay bahagi na ng planning established as in private sectors. For
tool na ginagawa so dapat ay GPS (related) instance, unlike in private companies, a
generated na ang mga mapa natin, hindi na newly appointed employee undergoes a
mga manual . So dapat ma-capacitate din custom-made or standard training program.
yung mga staff ko ng planning office That is an existing gap between the
pagdating sa ganon. So yung mga national and local government. Well, I will
technology-based training program aside only speak for the local government since I
from the facilitation skills.. kasi kahit pa am not quite sure if this is the case as well
sabihing may video, may recorded in other LGUs. Just like for a Human
voice…pero kailangan pa rin yung physical, Resource Management Office (HRMO), it
personal, upfront na facilitation ng tao in is not always a full-fledged department
front of so many people. So yung skills, within every LGU. Currently, in Gloria, the
knowledge and skills about that ay kailangan HRMO is only a section of the Municipal
pa rin ma- address sa maraming…Hindi kasi Mayor’s Office. However in other cities,
established ang mga training program para the HRMO is a full-fledged department

sa mga local employees na katulad ng sa already. So maybe for those areas, they
private, maga-undergo ang halimbawa ang have a training program for newly hired
isang newly appointed employee, ay talagang employees.
may (anong tawag natin don?) yung may ● I would say in facilitation around
custom-made or standard na training 60% needs an intervention
program na dadaanan. Hindi. Wala pa yon. regarding facilitation. When it
Yan ang gap ngayon ng National at Local. comes to technology-based, it is
Well, I will only speak for the Local around 70-80% since we are really
Government dahil marahil kasi na hindi lahat lacking technological knowledge.
ng Local Government Unit, ang Human Because technology is very costly
Resource Management Office ay katulad in terms of initial capitalization and
namin na isang full-pledged department. Sa one more issue is its maintenance.
ngayon, katulad sa Gloria ay isang section ● There was a past training. That’s
lang ng Municipal Mayor's Office. Pero sa why I said 60% needs the
ibang bayan, I would say, tulad ng Calapan, facilitation training since the other
Bansud and I think Pinamalayan. Ang MO 40% were already trained.
ang isang full-pledged department na, so ● It was long ago already. Maybe
maybe, they have in place the training around 10 years ago. Since
program for newly hired employees. But in pandemic happened as well, the
Gloria, hindi pa. So that's one of the gaps. continuous conduct of training was
● I would say siguro mga, pagdating sa affected.
facilitation kasi dapat lahat ng ● One of the goals was to accomplish
departments ng mayroong community the comprehensive development
work, mayroong field work, mayroong plan, which we already did. The
nagi implement ng community strategies were constant
program, so I would say roughly coordination within the department
siguro malaki. Kasi yung Department and conduct of necessary technical
of Health, MSWD, Agriculture, yung and admin meetings with all
MENRO, PESO, sa office ko, atsaka concerned stakeholders.
yung sa MDRRMO so I would say
mga 60% ay mangangailangan ng
ganong intervention in terms of
facilitation. Pagdating sa

technology-based naman ay malaki, I
would say mga 70-80 percent kasi
may mga kakulangan pa talaga kami
sa mga technology. Kasi very costly
kasi ang technology atsaka yung in
terms og initial capitalization atsaka
yung maintenance mahirap din.
Malaking gastos. I mean, malaking
pondo ang kinakailangan.
● Meron naman, kaya nga I would say
60 % lang ngayon then yung mga 40
% naman ay mga trained na so mga
seasoned staff na yon na naka attend,
nahasa na sa facilitation. But mga
40% nga lang sila, so kailangan pa
nung other 60% na ma- train. I am
only focusing on the municipal
employees na nagf-field work. Yung
may community work. Kasi don
kinakailangan ang facilitation.
● Naku, parang matagal na. Ang isang
intervention diyan na ginagawa ng
civil service lalo na sa mga heads —
section heads and department heads,
yung supervisory development course,
doon nahahasa yung facilitation ng
mga supervisors, I would say matagal
na. Nung siguro, last 10 years ago pa.
Oo. Lalo na nag pandemic, so lalong
naapektuhan yung pagpapatuloy ng
mga training na ganito.
● Yung mga goals for the year ay
matapos namin yung comprehensive

development plan so natapos naman
namin yung comprehensive
development plan pero that was last
year until first half of this year. So ang
strategies ay yun lang constant
coordination and conduct of
necessary technical and admin
meetings with all the concerned
stakeholders meaning department,
heads, rank and file employees and
even the CSO representatives yung
mga non governmental organizations
or yung NGOs we called it CSO
naiinvolve sila so kaya natapos namin
so yung partnership talaga dapat sa
kanila ay dapat magawa kaya natapos
namin yung comprehensive
development plan and finally
naisubmit yung sa sangguniang
panlalawigan ang isa pa ay yung
updating ng gloria's comprehensive
land use plan although it is still
under way, so iniuupdate namin siya
ngayon may mga technical sessions
kaming ginagawa para mangyari
yung at ano pa sa mga goals yung
regular monitoring so lahat ng mga
projects ngayon na ineemplement I
would say na 99.99% nabibisita
namin yun, namomonitor at
naiivaluate prior to payment sa mga
contractor and supplier.

Job Performance
7. In your line of work, which areas, such as planning, budgeting, or conflict resolution, do
you personally believe you need to improve?
Siguro dun sa evaluation. Sa evaluation skills Maybe in terms of evaluation skills.

kasi while I do have the basic and standard Though I do have the basics and standard
knowledge and skills on program or project knowledge and skills on project evaluation
evaluation pero wala pa akong permanent but I don’t have a permanent staff assigned
staff pagdating sa na-evaluation officer. So I for this. So I would say, this is one of the
would say, isa yun sa gap na dapat gaps that needs to be enhanced and
ma-enhance sa akin, ma-strengthen pa kahit strengthened. Despite how long I have
na ako ay matagal na kahit ginagawa ko siya been in this job I cannot manage to master
pero hindi ko siya ma-perfect because may it due to manpower deficiency as well.
manpower deficiency. Although the system is
there to be implemented to become Aside from that is when it comes to
operational, once meron akong permanent documentation with the use of modern
evaluation officer. So yun yung sa evaluation technology. Particularly, with the
ang isa na personal na deficiency and need. preservation and safekeeping of the
What else? Sa simpleng bagay lang. Well, documents. We are lacking since I think
hindi naman sa akin kundi yung sa opisina this is more of a skill of the younger
rin, sa department, yung documentation. generation.
Documentation na hindi lang manual
documentation kundi yung again yung may
paggamit din ng modern technology na hindi
lang dapat yung mga project documents
namin ay yung physical papers na
nape-preserve namin kundi dapat ito rin na
magkakaroon na rin kami dapat ng electronic
copy nito, nasasave na rin naman, dapat
yung nakakapag video na rin kami. Yung
ganun, nakakapag produce na rin dapat ng
clips or videos ng pagdating sa program or
project na ini-implement ng LGUs. So, yun

kulang pa ako dun dahil medyo dapat yung
younger generations siguro. I know how to do
it but yung what to do pero yung how to do it,
ayun ang kulang ko.
8. How would you rank your capabilities and performance in the following areas from
highest to lowest: innovative/creativeskills, problem-solving skills, and communication
skills.
Communication siguro ang number one. Number one will be communication,

Number two ay yung innovativeness and second is innovation or creativity since I
creativity kasi ako ay I don't always go with don’t always go with the traditional. Then
the traditional. Sometimes I go to the last is problem solving.
opposite direction so medyo innovative ako ● Probably time management in order
and creative and then kahit hindi sila to cater the lapses in problem
suportahan ng iba basta yung maiba naman solving since we are the workhorse
and then yung pangatlo yung sinabi mo ay sa of the municipality, we are the jack
problem solving. of all trades. There are times when
● Yung mas focus siguro… time the workload is massive, the
management kailangan pa para mas planning is somewhat neglected.
makapag problem solving kasi sa But if we could improve the time
planning office namin ay kami ay jack management to get all things,
of all trades kami. Lahat kami ang varied things, anytime, anywhere it
tambakan ng trabaho we are the is needed.
workhorse of the municipality, I ● Since I want the documentation to
would say. So, hindi pwedeng kung be organized, I need to be more
ano lang yung nakasulat sa duties and creative in coming up with
responsibilities namin ang gagawin non-traditional ways to arrange the
kundi kung ano yung ipapagawa sa documentation’s implementation,
amin ng mayor, irerequire ng national reporting system, and output
agency so kung hindi namin alam, monitoring. We haven’t established
pag-aralan namin para magawa population databases yet. That’s
namin kung ganun. Kaya minsan ay why I ranked this as second.
hindi agad nasosolve yung problema

marahil dahil ang dami naming
ginagawa namin. Sa dami ng mga
ginagawa minsan, yung pagpaplano
minsan sa sariling opisina
nakakalimutan kasi ang aming
ginagawa ay yung pakikipag
coordinate sa planning at the
municipal level so that would be one
na pwedeng magawa ay ma-manage
yung time to get all the things, varied
things, anytime, anywhere, na
kakailanganin ng sino man.
● Siguro pagdating sa creativity, ayun
nga pagdating sa… ako kasi gusto ko
may kaugnayan uli sa evaluation.
Gusto ko kasi maging maayos ang
documentation ng lahat ng ginagawa
namin sa opisina. So, kailangan may
mas creative pa na pamamaraan na
gawin na non traditional nai-try.
Again using modern technology para
maging maayos yung documentation
ng implementation, maayos yung
reporting system, maayos yung
monitoring ng mga outputs. Yung
isang pindot mo lang ay alam mo na
ang status sa ngayon. Hindi pa kami
ganun. Even yung pag establish ng
mga databases ay population
database pa lang pero sa project
database kulang pa, hindi pa maayos
yung ganun. Yun lang siguro ang

dahil kaya number two lang siya sa
akin.
9. If you had the opportunity to choose a training program to attend, which specific area
would you select, and what's the reason behind your choice?
Siguro ang gusto ko ma-attendan yung… Within my almost 25 years in service,

considering na mahigit 25 years na ako sa considering I have served different mayors
serbisyo, considering na marami na akong and implemented different programs and
maging boss na mayor na iba't iba, at iba't projects in the municipality of Gloria, I
ibang mga programa at proyekto na ang would say impact assessment. I want this
nangyari sa municipality of Gloria, so since it should not always be inclined on
talagang ako yung impact assessment siguro. the plan but rather on the direct effect of
Gusto ko yung impact assessment dahil hindi this in the quality of life, poverty
pwedeng dun lang tayo nakatali sa pinaplano alleviation, and governance improvement.
kundi dapat yung direktang epekto nito sa I want to attend training about it since I
quality of life ng mga tao, sa poverty want to witness these.
alleviation ng mga tao, yung sa improvement
ng governance ng mga namumuno mula sa
barangay hanggang sa municipal level.
Gusto kong makita yun so gusto kong
madaluhan yung sa impact assessment.
10. How do you contribute to maintaining a positive work culture and fostering teamwork
within your department or organization?
11. Can you share a specific instance where you identified an issue or opportunity for
improvement in your job and took proactive steps to address it?
Yung sa evaluation ng proposals. Since ang About the evaluation proposals, since one
isang trabaho namin is to verify, to validate of our jobs is to verify and to validate the

the project documents na ginagawa ng lahat project documents, every document came
ng department na nagsasagawa, na through our office. With this, we find it
nag-iimplement ng projects sa munisipyo. So, hard to track whether what they’re
dumadaan sa aming opisina lahat ng project implementing are included in the approved
documents. Maaaring ang tawag namin dun plan or the Annual Investment Program.
ay project design, project proposal, activity Back then, this was submitted in the
design, program of works, or feasibility study, municipality, then what we only do is to
project study, business plan. Yun yung mga review the technical content. However,
uri ng project documents na pumupunta sa today, apart from the technical content,
amin at kami ang nagrereview nun. So, kami there is a validation for this and the
ay nahihirapan na i-track whether what they significance of the plan is also checked. In
are implementing are those programs, addition, this is done through a verification
projects, and activities that are included in checklist which has not been done before.
the approved plan. Yun bang iniimplement ng Relatively, we implemented a project
mga department ay yan yung nasa approve called Program Project Activation (PPA)
plan or yung AI yung Annual Investment Verification Checklist.
Program. Yan yung taon-taon na ginagawa
na dapat nandon ang bawat iniimplement na
activity, project, program ng iba’t ibang
department. So, ang sabi namin paano natin
ito matatrack down? So, gumawa kami, dati
rati pinapasa lang yun sa munisipyo,
nagrereview lang kami ng technical content
pero ngayon maliban sa technical content,
sabi namin, kailangan mavalidate namin
kung nasa plano siya dahil ang katuturan ng
plano ay kung naiimplement siya. So, para
malaman namin yun, ang problema namin,
nagkaroon kami ng verification checklist.
Dati rati wala yon. So, ang ginawa namin,
meron kaming project, ang tawag namin dun
ay PPA, Program Project Activity Verification
Checklist. So, dumadaan yun sa bawta staff

ko at una una nila ay yung technical review
ng content ng proposal or document.
Pagkatapos, yung verification nito kung
nandon siya sa approved na program or AIP
for the year. ‘Pag wala siya dun, babalik
namin yun sa department. So, naunawaan na
nila yung, na-strengthen namin na dapat
talaga ang iniimplement lang kung ano yung
naka plano. Hindi yung kung ano yung
maisip mo within the year, dapat yung
approved plan na. So, yun, So, ginawa namin,
yun yung ginawa namin, wala kaming
tracking, monitoring nun, ginawa namin yung
checklist and then ang naging epekto,
nalaman na namin kung ano yung mga hindi
naiimplement at naiimplement. That’s one
issue na na-encounter namin.
Job Satisfaction
12. What factors within the organization have positively impacted your work-life balance
and overall job satisfaction?
a. If a training program were available to enhance the specific factor that motivates
you in your job, do you believe it would significantly impact your job satisfaction, or do
you think it would have minimal influence?
Follow-up Questions
● Sir, since you have mentioned the award granted to you by the municipality, do you
think that the granting of awards to the employees contributes in improving their
job quality?
● Aside from awards, what do you think could be other possible factors that might
motivate employees to do better in their job? Examples for this are additional leave,
benefits, and salary increase.

● What improvements or changes in your job or work environment do you believe
would enhance your job satisfaction?
Nako, mabigat na tanong yan. Overall sa job Overall, I am happy with my job but I
satisfaction, well nagustuhan ko na rin tong know that I have sacrificed, and I still do,
trabaho nato masaya naman ako sa trabaho, my precious time and energy for my
kaya lang I know that I have sacrifice and I family. But because of my recent
am still sacrificing my precious time and involvement in church activities I have
energy sa family kasi kahit na sa hapon pag been able to manage my work-life balance.
uwi ko may trabaho pa rin akong dala kahit Additionally, I was awarded thrice as an
ako ay… weekend nagtatrabaho parin ako. Outstanding Municipal Department Head
Neto lang nainvolve ako sa church activity, sa which is the satisfaction I get from the
family and life kaya natutunan ko yung mag organization. Despite this, I still make up
life balance, so satisfaction ko naman ay to a point where I compensate for my lost
kaya nga siguro ako ay ginawa nilang hall of time for my family.
famer as a outstanding municipal department ● Definitely. Since the search for
head for 3 times ay nakita nila na yung outstanding municipal employees
sacripisyo din na ginagawa ko para lang has two categories. One for the
magawa ang mga trabaho i need to sacrifice rank and file and one for
sometime na suppose to be ay for my family, department head. Since I am a part
the energy that I need to spend with my family of those who institutionalize the
ay sa trabaho ko parin binibigay. Kaya nga criteria and standards for this, I can
nag iisip din tayo ng paraan para lang say that this massively contributes
makabawi sa pamilya. in providing motivation to
● Definitely. Oo, kase yung sa search employees. But personally, I think
namin for outstanding municipal this should be conducted more than
employees, dalawang categoria yun annually in order to strengthen the
One for the rank and file and one for hearts and minds of the employees
department head. Bahagi rin ako ng that they should continue to
nag institute nun para yun ay persevere and maintain their work
ma-institutionalize bahagi rin ako ng quality. We should have awards
nag foformulate ng criteria and such as employee of the month,
standards para ma-institutionalize sa employee for the quarter, which are

LGU namin sa gloria yung award done in the private sector. Unlike
system for employees, so nag the existing system wherein we
cocontribute siya ng malaki only assess at the end of the year
nagbibigay ng motivations sa ibang during the award period. So I
employees dahil defined yung aming would say that these awards really
criteria and standards for selection so contributed to the perseverance of
nagpupumilit syempre yung iba that's the employees.
why they keep on trying kaya nga lang ● It should start with the continuous
may ilang puntos kami na nakikita conduct of promotion from within.
dun para mas maging, dahil annual Aside from this is the continuous
lang siya ginagawa taon taon lang granting of awards for those who
maari ang iniisip namin ay hindi lang were internally promoted and
siya dapat annual ginagawa para strengthening the employee
maistrengthen din yung, maincalcate association. Meaning to say, the
sa puso at isip ng mga empleyado na service within the employee
dapat magpursige emaintain yung association should be
quality ng trabaho at saka yung well-organized.
motivation sa trabaho laging mataas ● The complete manpower and
gawing siyang sabi namin dapat permanency of admin staff are what
meron tayong katulad ng ginagawa sa contributes to the overall
private organization merong enhancement of the office. Also,
employee of the month, diba yung may the physical setup of the workplace
mga ganun employee for the quarter – having adequate and complete
so hindi na natin problema yung basic equipment, provision of
panlaban at the end of the year kung broken or for replacement materials
sino yung empleyado na naka more & equipment, e.g. laptop, desktop,
than 6 months na naging employee of since these affect the employee’s
the month siya ay tiyak iyon na ang performance as well.
kanilang panlaban, hindi katulad
ngayon na nag aassess lang kame at
the end of the year kapag award
period na. Kaya I would say na

nakakatulong yung award na para
magpursige din yung iba.
● Yung ipagpatuloy ang promotion from
within muna. Kapag may mga bagong
position kase lalo na nung si major
bitoy na ang aming major ang policy
niya kapag may ipropromote may
mataas na position or may bagong
position na funded newly funded or
created naman na kase lahat ng
position so kame ay nag popondo na
lang taon taon ng mga bagong
position sa mga new position that are
newly funded ay ibibigay muna ito sa
qualified na nasa loob na ng LGU so
nakakamotivate yun sa mga
empleyado na magpursige sila dahil
sila ang priority bago yung mga taga
labas that's one ipagpapatuloy parin
dapat yung sa award tapos dun sa
internal promotion tapos yung
pagpapalakas parin ng kanilang
employees association meron kaseng
Municipal Association of fraud and
file of employees of gloria so dapat
maging aktibo parin yung mga
opisyales nun at maging, matulungan
ang LGU sa mga programa nila yung
simple lang na canteen namin so its
being ran and operated by the
Association, Employee Association
dapat maayos yung serbisyo doon at
tinutulungan ng LGU yun dahil ang

makikinabang doon ay empleyado.
Ayun ang mga sample ng pwede pang
gawin.
● Yung complete manpower yung sabi
ko kanina sa bawat section namin sa
department yung evaluation ang wala
pa ako okay. At saka admin staff na
permanent bagaman meron pero job
order so evaluation at saka evaluation
officer at saka admin staff yun ang
makakapagcontribute sa overall ng
opisina and also yung physical
workplace and physical setup ng
opisina kailangan kumpleto sa mga
basic equipment ng empleyado yung
kapag nasisira ang kanilang mga
desktop, laptop so dapat ay aware ako
na maiprovide agad yun maparepair,
mareplace kung kinakailangan kase
apektado ang performance nila so
yun.
Professional Growth
13. Do you feel that your current job provides ample opportunities for you to develop and
fully utilize your skills, including those acquired through training programs you've
attended?
Follow-up Question
● To whom is the training program designed for? Is it distributed across the company,
or is it specific to a department, or an individual employee?
Oh yes, yes, very much yes because ang Yes, very much. Since the work in LGU is
trabaho sa LGU ay very dynamic, so you very dynamic, you have all the opportunity

have all the opportunity to apply whatever to apply whatever you learned and
you learned and whatever you are still whatever you are still learning. In relation
learning dahil when I say very dynamic ang to this, in an LGU setting, you are not tied
trabaho sa LGU hindi ka nakapako sa isang in a one work-expertise, rather you are
uri ng trabaho lang, hindi ka nakapako sa expected to be able to perform several
ngayong panahon lang, ibat iba ang kinds of jobs. Additionally, you should be
challenges mo sa bawat panahon sa LGU able to adapt quickly with the changes.
dahil syempre tayo naman ay sumasakay din That’s why it is essential that you can
sa pagbabago ng panahon yung mga apply what you have learned during
improvement ng mga work processes natin so training on your work output.
yung mga sinasabi natin. Kaya kailangan rin ● There are several training programs
natin na sa ibat iba work processes ay – internal programs which are
maiaaply natin yung mga output natin sa designed and implemented by any
training na nakukuha natin from the date you department within the municipal
are hired until now na nagtatrabaho tayo sa government and there are training
LGU. Maraming opportunity sa LGU sa programs designed and
government ay nasa sa, nagtatrabaho na sa implemented by the national
gobyerno. Konsensya muna ang kalaban sa government in which we are
gobyerno kapag hindi mo inapply yung obligated to attend. However, this is
trabaho mo kapag nagpabaya ka, kase once not for all employees but for a
na nakikita mo yung mga constituents na may specific department that is the
pagkukulang, pero may alam ka bakit hindi counterpart within the national
mo ginagawa so yun. Kaya napaka dynamic government. For example, if the
ng application ng ano mang natututunan natin DOH called for a training, the
sa LGU. municipal health office will be the
one to attend this training. On the
other hand, there are external
programs as well wherein it is
purchased and availed.
Participant 2 Job Position: Interviewee:

CFE (Customer Functional Enablement) Maria Lourdes R. Benedicto
Consultant
Demographic
My current job role is CFE Associate Consultant, I provide consultative direction and
coordinate matters on behalf of clients with all concur standard and professional escalations
from internal and external contacts. I also demonstrate knowledge of project management
tasks in application, implementation environments.
One of the key tasks in my current role is to scope all new business requirements with
clients. I’m also utilizing test basis and assisting clients in acceptance testing. I’m currently
handling premium assistant clients which are more hands-on, as they require immediate
assistance, accurate, and high quality service.
I’ve been working in SAP Concur for 1 year and 9 months now, It’s really difficult as first
knowing that I don’t have any job experiences when it comes to expense, invoice, cause
there were technical words, that are now familiar to me, but as time goes by, with the help
of colleagues, manager and proper trainings of course, I’ve gain enough knowledge and
skills to do my daily job and learn new modules as well.
Organizational
conducted?

The first training I had with Concur is Professional Expense. This training covers the
implementation and configuration of the expense side in Concur, which is part of my daily
task. I started this training after a month of being employed.
Follow-up Questions
● Could you describe the services, programs, or products that your
organization/company offers?
Well, I think it’s the customer service training, because I believe it would be very beneficial
to every company who offers their services to different organizations. Cause it shows how
you value the customers and the product you were providing.
● SAP Concurs provides a single way to manage spending from end to end by
connecting all expenses, travel, and vendor invoices, spending in one system.
organization?
I think staying updated on the latest technology trends and emerging technology is crucial
for an IT consultant. Knowledge gaps may arise when consultants are not aware of the
newest tools, software, or best practices. So, I think by attending some seminars regarding
the newest technology, will be very beneficial to IT consultants.
Job Performance
Well for me, learning is a never ending journey. So I believe there are always new skills to
develop. As a consultant, I would really like to further develop my time management skills.
Because compared to my colleagues, I haven’t been in the profession as long. So I would
like to manage more of my time to be a more efficient consultant to my clients.

highest to lowest: innovative/creative skills, problem-solving skills, and communication
skills.
Well, for me as someone who has been on technical support, I think the highest is the
problem solving skills, followed by communication skills, and lastly the innovative and
communication skills.
For me, it’s the Leadership training, because this type of training will help employees better
understand their current roles and increase employee morale, and retention. It also
promotes better decision making that is very useful to build better teams.
I always try my best to share my skills and knowledge to my team, especially to the new
ones and I make sure that everyone has work life balance
Well, before I was not used to having several meetings with clients but of course with the
help of my colleagues, as I also reached out to them. They helped me how to properly
manage my time, and they also provided me with some tips on how to deal with clients
during meetings.
Job Satisfaction

What I like most with SAP Concur is they always promote and give importance to work
life balance, they conduct free outside work seminars, for example like yoga class, coffee
making class, and those were online classes that they currently offer with.
a. Yes, I believe it would definitely have a significant impact.
Professional Growth
attended?
Follow-up Question
Yes, based on the daily task I’m currently handling. I believe the training programs I had
taken were really helpful for me to fully understand the services of Concur.

Quality Assurance Analyst Joelline Mae Perez & Darlene Aquino
Demographic
So as quality assurance analyst under the As a quality assurance analyst in the

receiving department ako yung nag receiving department, my role involves
eensurance ng mga raw materials para ensuring that raw materials meet the quality
yung mga raw materials ay finish good ay standards set by the company, transforming
within quality standard na sinet ni company them into finished goods. If we encounter
so if ever na meron tayong mga non non-performances, such as deviations in
performances like the parameters and parameters, temperature, chemical analysis,
temperature na chemical analysis and or microbiological analysis, we consider
microbiological analysis subject for them for rejection. Our team intervenes to

rejection siya so don kami nagkakaroon ng decide whether to accept or reject the item.
intervention kung tatanggapin ba namin This applies to all raw materials, packaging,
yung item or hindi, lahat yun raw and finished goods released for each batch,
materials,packaging and even finish goods destined for storage or other clients. Our
yung nilalabas namin for this batch to store main focus lies in the approval or rejection
and to other client so technically ayun lang of items, and we meticulously maintain
talaga siya and then records na provided records for the company's traceability.
records namin for the company para don sa
traits ability namin pero more on nandun
talaga kami sa rejection in approval ng
item.
So key task talaga namin is ayun nga yung Our key tasks primarily involve the actual
receiving,yung actual receiving nung item receiving of items, and the quantity depends
so depende siya sa araw or depende siya sa on the day or the planned intake. Secondly,
planning kung gaano karami yung magiging we ensure proper documentation of items
receiving namin for that day, second is yung received each day. Thirdly, we address any
proper document nung items for days na quality inspection requests unrelated to risk.
binibeat, third is to accomplish any request Besides receiving, we handle and provide
for quality inspection na wala kinalaman sa disposition for issues within the department,
risk so other than receiving meron pa kase ensuring progress for specific items. Daily,
kaming maging problema within the we also calibrate parts and check the quality
receiving ng department kailangan namin center area, including temperature, security,
siya gawan ng disposition para magkaroon and structural integrity. Ensuring safety is a
ng progress yung specific na item or yung constant focus, making it a part of our daily
specific kung ano yung nangyari nandun tasks as assigned to analysts for the specific
yung authority namin. Calibration of parts department.
every day na nasa task natin siya ano pa ba
ayun checking ng area within quality
centers parin siya like temperature, security
yung mismong structure and leading natin
kung safe paba , so araw araw namin siya

or ayun yung mga sabihin nating daily task
na inasign sa Analyst for specific
department.
Technically ano talaga ako dito 4 months In the past four months at Zenith in the
palang ako, pero ang previous work ko is Canlubang facility, my experience has been
food manufacturing company din, century a journey marked by changes in roles
pacific gawaan ng argentina, can meat yun compared to my previous two-year stint at
so dun ako nag tagal 2 years ako dun pero Century Pacific, specifically in the can meat
technically same procedure lang din naman division. Despite the differences in
siya kase fast looking for consumers goods procedures, both involve fast-moving
din naman yung mga items namin inaunder consumer goods. The transition revealed
go lang din naman siya. So masasabi ko some nuances in roles within the Quality
yung journey ko within 4 months dito sa Assurance department. At CTF, where we
Zenith sa canlubang facility is ano siya are accredited by SSC, SGS, JMT Hassett,
actually kung yung talagang experience there's a semantic difference. The testing for
lang yung changes sa roles from dun sa dati quality is stringent, encompassing training
kung company and dun sa current work ko in quality, practices fraud, work fraud,
ngayon ay medjo magkaiba sila ng kaunti malathion system, and denim practices. It's
pero though same parin naman ng not just about applying; there's a structured
department Quality Assurance, medjo mas schematic approach to how tasks are
sematic lang pala siya dito sa CTF kasi we executed, emphasizing the heart of QA
are acrylated by SSC, acrylated by SGS, under the broader food management system.
JMT hassett so medjo strict sila with the test In these four months, I've delved into
sa quality nandun talaga lahat ng para dun aspects related to the food management
papasok yung mga trainings natin for system, gaining valuable insights beyond
Quality, training natin for practices fraud, the application of processes.
Work fraud malathion system, so nandun
lagi yung denims na parang in technically
terms nalaman ko siya tapos hindi lang
talaga yung parang nag aapply kalang, mag

wowork lang nag aapply kalang ng
structure nung schematic approach kung
pano siya gagawing trabaho hindi siya
ganon ka nandun parin yung heart mo as
QA and under the umbrella term ng food
management system nandun siya. So dun sa
4 months na yun natutunan ko yung mga
bagay na ngayon na may kinalaman dun sa
food management system.
Organizational
Follow-up Question
● Can you provide a rough estimate of the organization's size in terms of the number
of employees?
Doon sa current ko para mapadami lang In my current role, one training program I
parang ganun siya. Yung current ko kasi participated in focused on instrumentation
parang naalala ko lang since 4 months and calibration of equipment, conducted in
palang nga ako dito dalawa palang siya August. This session refreshed analysts on
yung instrumentation and calibration ng the proper use, calibration, safekeeping, and
equipments ano siya e nung august so handling of measuring equipment. Another
nandoon sa parang nirerefresh yung mga recent training in October was the second
analyst kung paano gagamitin yung mga leg of SSC's full safety management system
important tools yung measuring equipments accreditation. This training elevated the
ano yung mga tamang calibration everyday, company's credibility by emphasizing food
tapos tamang usage tamang safe keeping management systems, discussing crucial
tamang handling ng equipments so marami points related to food handling, and aligning
siya lahat ng ginagamit namin sa trainings with the company's safety practices.
na pinagdaanan ko at yung isa ay yung
recent lang itong October lang siya kase In my previous role at Century Pacific, there

dumaan kase ng second leg ng SSC sa full were specific training programs. One
safety, management system body na involved Hassett training, addressing l
inaacredit sa isang Critical Control Points (CCP) like high
Para lang mas mataas yung credibility mo temperatures and sewing machines. The
sa company kase meron ganitong klaseng training aimed to enhance organizational
item parang gayan, if pumasa kame dun sa practices and, upon passing, contributed to
SSC na odith parang mas makikilala yung the company's accreditation and credibility.
company mo as a safe company for food so These training programs ladderized, starting
yung training namin dun undergoes ayun with food manufacturing practices,
nga food management systems nandun lahat warehouse practices, Hassett, CCS, and
ang nadiscuss sa aming mga points, culminating in ISO, an international
pointers about drifty yung terms na standard that companies aspire to achieve.
kailangan naming food manage nandudun The goal is to ensure employees, especially
siya tapos yung sa previous work ko naman those in quality assurance and production,
is yung hassett na training so nandun are knowledgeable about the system,
naman yung training namin for CCP fostering awareness and responsibility for
critical control points meron kaseng critical producing quality goods under the food
control point sa companny sa previous management system. The training also
which yung high temperature namin and covered specifics, such as sewing machine
yung sewing machine so parang adjustments and retort vessel operations.
pinagrealan siya and diniscuss sa amin ● Certainly! The organization is quite
yung CC6 and bakit ito naging critical extensive, especially in terms of
control point bakit ito kailangan naming production. With various brands and
pagtuunan ng pansin na are, yun ding around 3000 outlets, using Jollibee
kaseng hassett organizational hindi naman as an example, we have many more.
siya organizational body pero ginagawan Let's estimate, for instance, 20
din siya ng odith para makapasa ka sa employees per store, so 3000
hassett tapos yun kapag nakapasa ka ganun times20 for Jollibee alone. Besides
din maaacredit mo yung company mo na in that, we have our head office and
terms of credibility and yung parang sabihin corporate staff. In our specific
na natin na yung pagkakakilala sa company location, we roughly have 500 to
ay baga maganda parang ganyan kase 1000 employees. If we focus on
nadun yung qualities ng mga price mga regular employees, it might be

printers , ano kase siya ladderize so from around 300. However, the majority
food manufacturing practices in developing of our workforce comes from
group warehouse practices yun may level third-party manufacturing and
yun tapos the third is yung hassett na ata agency staff who handle production.
and then the fourth is CCS and then yung If we consider the total headcount,
pinakamataas yung ISO yung ISO kase it's between 500 and less than 1000
sobrang international na kase siya so mas at our plant.
mahirap so parang yung aim ni company
every company aims to have ISO debretion
so within the plans of the company
kailangan talagang meron tayong mga
trainings na e under go dun sa mga
employees which is yun nga katulad namin
sa quality assurance end production needs
yung gumagawa ng trabaho para maging
ano sila ba knowledgeble about the system
na hindi lang talaga sila basta nag
tatrabaho na kapag nakita sila ng ganito
ganyan aware sila end they are responsible
in producing quality goods under the
umbrella term ng food management system.
training na din yun yung sa previous
company yun nga yung sa sewing machine
may specific kasi dun sa supplier diniscuss
sa amin yung specific nung ano hindi ko
lang alam kung mas medjo magulo kasi
lumayo ako ng kunti sa previous job ko to
yung specific nung machine na yun tinuro
saamin kung pano mo siya e adjust pano mo
siya gawin paano mo siya gamitin yung plus
yun ngang sa retort yung sa high
temperature namin na ano na retort vessel
ganun din tinuro din yung specific,

troubleshooting di na ko mag dadrive into
specific kasi medjo technically siya pero yun
yung mga trainings na naunder go ko.
● Sobrang big number yung pag
talagang buong ano kase production
palang namin, ibat ibang brand
palang e nasa 3000 outlets si
jollibee palang e marami pa tayo
diba so estimate mo meron kang
employee na man store na sabihin
na natin nasa 20 so 3000×20 si
jollibee palang yun e ilan pa yung
brands e sobrang dami pa talaga
dun sa amin ano pala meron pa
tayong head office mga corporates
natin meron pa rin yun eto lang
saamin nasa roughly around nass
500-1000 employees yung nasa ano
namin ngayon kase ano siya kung
regular employees yan konti lang
siguro 300 ganyan pero ang dami
kase namin ay yung third party yung
manufacturing namin agency namin
nandodoon talaga yung production
yung mga tao pero kung mga regular
employees lang talaga konti lang
siguro 200-300 lang pero ayun nga
itototal size naman headcount nasa
500 less than 1000 yung nasa planta
namin.

Yung sa instrumentation and calibration so The instrumentation and calibration training
cinonduct siya nung august so lahat ng QA conducted in August involved the entire
ng CDF is umattend day shift and it was Quality Assurance (QA) team at CDF
conducted by our quality assurance during the day shift. The session was
laboratory department lahat ng nandudun facilitated by the Quality Assurance
sa microbiological lab the training Laboratory department, specifically by the
specialists on the proper usage, handling, training specialists in the microbiological
safe keeping and calibration of equipment lab. The focus was on the proper usage,
and materials that are use in our company handling, safekeeping, and calibration of
specific to orderly respective duties and job equipment and materials used in the
or areas so first example brainscape so company, tailored to the respective duties
meron kaming top loading balances, and areas of the attendees.
analytical balances na ginagamit depende For example, in handling balances, such as
kung ano yung item na titimbangin in terms top-loading and analytical balances used for
of grams and kilograms or using top weighing items in grams and kilograms, the
loading balances its grams below ganyan training covered proper usage and
we use analytical balances kung pano yung pre-handling, including calibration with test
proper usage of pre handling like in traits to ensure accurate readings. Proper
calibration meron tayong mga test traits na handling was emphasized to avoid damage
ginagamit and then e checheck natin kung to sensor loads, especially due to frequent
nasa tama pa ba yung reading nung specific movements. Cleaning equipment was also
equipment kasi calibrated naman yung test highlighted as an essential practice.
so dapat kung ito ay 1000 grams, 1000
grams ang lalabas sa equipment proper Another aspect covered was the use of
handling dapat yung item natin reason in meters to determine the pH levels of items,
any vibrating or movable materials kasi especially in solutions with values of 4, 7,
posible na masira and madamage yung mga and 10. Daily calibration was stressed to
sensor loads natin dun kasi more on ensure the accuracy of readings, with
frequent movement din siya and baka kasi considerations for proper handling to avoid
magkaroon ng something dun sa mga vibrations and maintaining a cool
sensor load proper cleaning equipment environment due to the sensitivity of pH
kailangan din siya so yun yung mga levels to temperature variations.
example second is meter each meter are use

to determine the ayun nga specific stages The training delved into temperature
value of item so dun tayo sa reason, basic thermometers and temperature checkers,
and acidic so meron tayong motor solution outlining parameters for calibration in hot
for calibration the 4 and the 7 and the 10 and cold water. Proper handling included
specificaly yung PH lang nun e chicheck safeguarding sensors and ensuring they are
natin siya everday kung tumutugma pa ba not exposed to any external pressure or
kung ang ni reread ni bumper solution is 4, construction to prevent damage. Calibration
7,and 10, kung hindi na siya ni reread nang and proper storage practices were discussed,
ganun. including the equivalence of true value.
proper handling kailangan din pre from any Correction factors were introduced,
vibrating and movement of materials kasi illustrating scenarios where equipment,
ang pangit ng rating niya and kailangan especially older ones, might not function at
malamig yung area kasi nagkakaroon ng 100%, requiring adjustment for accurate
problema dba ang PH natin ay depende sa readings. Stickers with calibration details
temperature medjo mataas ang temperature were mentioned, emphasizing the
na nakukuha ng area mo possible yung PH importance of prolonging the lifespan of
leading mo ay nag vavary din and sensitive functional but older equipment, aligning
kasi siya so para mas maganda or kung ano with the company's focus on efficiency and
ang mas accurate rating sa atin dun tayo resource optimization.
range ng 22,23 ng area 3rd is specifically
yung ating temperature thermometer parang
ganun narin parameter and temperature
checker ganun din kung meron tayong
calibration na ginagawa everyday for hot
and cold tinutubog siya sa mainit na tubig
and well to check is temperature rating is
for boiling is around 50 degree celsius or
for freezing celsius proper handling dapat
naka tago siya yung sensor natin or yung
temperature prove natin is hindi dapat siya
papataan ng kahit anong bagay or matigas
or free siya to any construction para hindi
siya masira ayun bali calibration and

proper storage meron din kasi kaming
diniscuss noon na equivalence of true value
kasi yung equipment is hindi, maisama ko
lang siya meron kasi siyang kunwari sinabi
sinaksak mo yung termometer nagkaroon ka
ng reading 75 degree celsius depende kasi
yun sa equipment kung ang equipment mo
ay subrang luma na at meron na siya
correction factors yung 75 degrees mo
magbabago yun komporme doon sa
correction factor na inassign ni calibrator
dun sa item nya kunwari meron kang
possitive or negative 1 degress celsius na
variance kung sabihin natin kapag lahat
merong additional pero nung nag tusok ka
75 na merong siyang correction factor si
equipment mo so magiging 76 degree siya
parang ganun with respect to correction
factor na binigay ni calebrator ayun yung
susundin mo so meron mga ganung klase,
nakadikit naman siya as sticker kasama
nung calebration dun sa equipment meron
ding mga ganun kasi syempre mga luma na
yung item salvage value kasi hindi na rin
masyado syempre company tayo e more on
saving tayo so kahit matagal na yung item
basta gumagana pa pagtsagaan natin yun di
naman tayo para dun sa subrang pinaka
standard kung meron kang 18years
something na 5 years after 5 years afford na
din siya kahit gumagana pa mga ganun
kaya nga pumapasok yung mga correction

factors natin kasi nga hindi nag fafunction
ng 100% yung ating equipment
organization?
Follow -up Question

● What are the organization's objectives or goals for the current year?
• What strategies are you aware of that the organization used to ensure that it
meets or exceeds its performance targets and aligns with the overall corporate
goals?
Since i am quality assurances analyst It's clear that as a Quality Assurance

nandun tayo sa training with respect to analyst, your focus extends beyond your
quality ako kasi as an employee parang role to emphasize the importance of food
syempre if you put your hard to your work safety across all work areas. You want to
parang mag tatranslate kasi yun kung belief translate the training provided not only for
mo or kung ano yung parang pinaka focus your fellow Quality Assurance colleagues
mo kunwari ako as a quality assurance so but for everyone you interact with, stressing
nasa quality tayo ayun yung gusto kung e the reciprocal nature of the management
translate sa lahat hindi lang dun sa work system and the significance of food safety.
ko,sa lahat ng work mates, ko sa lahat ng Your aim is to implement more frequent
mga nakakasalamuha ko kahit hindi sila discussions on food safety, emphasizing its
quality assurance, so in training provided broad impact on those involved in food
sana saamin and dun sa mga taong preparation, reception, and consumption.
nakasalamuha namin which is maganda You've observed various contaminations
yung reproduction is yung reciprocal sa within your four months, including mental,
management system end yung importans ng plastic, and test contaminations,
food safety. Ang food safety two words lang highlighting the need for awareness and
sya pero napakalawak nun parang pag care. Stressing the importance of
sinabi mo kasing food safety sasabihin mo incorporating a mindset that considers the
lang ligtas yung pagkain na ginagawa mo safety of the food consumed by your own

okay na hindi hindi, lahat nandodoon siya family members is a crucial aspect you want
so hindi lang siya ligtas para sa kakain to convey. The idea of "CCT" or Care,
ligtas din siya para sa gumagawa ligtas din Compassion, and Thoughtfulness resonates
siya sa nag peprepare ligtas din siya para strongly with you, and you aspire to further
sa nag rereiceve so ayun nandodoon siya develop and instill this mindset in the
madaming bullets under food safety na workplace.
kailangan ma discuss so ayun ang isa sa a. It's evident that there's a knowledge
gusto ko na implement naman siya sabihin gap, particularly in frequency
nating more frequent. Paulit ulit siya na nag awareness, within the Quality
kakaroon ng problema share ko lang Assurance (QA) department. A
example contamination with in 4 months ko specific training focus for
dito napakadaming contaminance na manufacturing under the QA
nagkakaroon ng interception doon sa loob department is crucial to ensure that
actually wala pa nga ako don sa loob e everyone is well-informed,
nababalitaan ko lang siya so yun since addressing not only our gaps but
confidentiality naman tayo dito ma share ko also expanding knowledge among
lang, na meron talaga existing yung mga manufacturing teams. Alignment
ganung klaseng senaryo hindi lang sa within the QA department is another
company namin lahat ng company meron identified gap—ensuring that
tayong mental contaminace, plastic everyone, including managers,
contaminace,meron tayong test shares the same level of
contaminance yung mga flies, worms, understanding to prevent
larva,madami lumalabas naman siya sa miscommunication and data
company ng safe. Literate to everyone the discrepancies. Filling this gap
importance of foods safety na hindi lang requires targeted training sessions,
kayo basta magtrabaho ng mabilis di lang frequent toolbox meetings, and
kayo basta magtrabaho ng makauwi lang ng ongoing learning opportunities.
maaga nandun dapat ang puso work na
nandodoon yung care and nandodoon yung On a positive note, it's commendable
compassion mo sa food end consume yung that the Canlubang-based facility is
kakain hindi mo alam ito yung nagiging open to training and seminars. The
terms namin sa company di mo alam baka regular provision of screening and
kainin ng anak ko yan di mo alam baka seminars every month is a positive

kainin ng nanay mo yan di mo alam baka step in addressing these gaps and
kainin ng tatay mo yan yung ginawa mong improving overall knowledge and
yan diba tapos nagkataong may communication within the team.
contaminant so ayun yung CCT na para sa Consistent training initiatives
akin is gusto kung ma develop pa ayun yung contribute significantly to bridging
pinaka gusto kung e develop talaga these knowledge gaps and fostering
a. Knowledge gap di kasi siya sa lahat a more aligned and informed
alam frequency saamin as QA pero working environment.
doon sa manufacturing is kulang ● It's great to see that your department
kaya dapat din makakaroon ng is focused on continuous
specific training for manufacturing improvement, emphasizing food
under quality assurance department safety policies, and fostering a
para naaline ng hindi lang kami ang harmonious work environment.
yung may alam dapat alam din nila Prioritizing the training of both new
so ayun others specific gaps namin and existing employees on these
ay siguro alignment with in quality policies ensures a consistent
assurance department na lahat ng understanding and implementation
alam ko dapat alam nila lahat ng across the board.
alam ng managers alam namin
ganun na walang naiiwan na data Building a family-like atmosphere
kasi once na mali yung na translate within the organization is a
mo sa ibang tao or kulang yung ma wonderful goal. It not only
translate mo sa ibang tao baka kasi contributes to a positive work
ayun yung pag cast ng environment but also enhances
miscommunication so kailangan collaboration and teamwork. The
yung ayun nga yung gap na part na emphasis on cost-saving initiatives
yun ay mapunan at magkaroon ng aligns with the efficient and
ibang training, frequent tool box sustainable practices that are crucial
meeting frequent missing parang for the department's success.
ganyan which is meron naman sa
canlubang base ng facility sa unit As you approach the end of the year,
ayun naman maganda sa kanya open these goals set a positive trajectory
si company to training and seminars for the department's growth and

ayun yung maganda sa kanya every development. If there are specific
months meron siyang pinoprovide na challenges or aspects you'd like to
screening and seminars ibat iba discuss further or seek insights on,
ganun din sa planing. feel free to share, and we can
● Every companies goal, departments explore them together.
goal is to surpass your last year
achievement so parang sabihin natin
na more on papunta sa less quality
issue parang ganyan hinoholds niya
yung department namin into
leiterating yung food safety policies
and food punishment system to every
employee in every quality assurance
analyts or specialist na baging hire
or yung mga luma na kase baka
nakalimutan nila so ayun yung mga
goals and siguro to build more
hormoneous organization sabihin na
natin into mapunta siya into a family
type organization na we care more
into our comrades pa sa mga
kasama namin sa work unlessen
quality issues pasok din yung
consaving syempre kailangan mas
mataas parin e I mean mas mataas
yung magiging consaving year ayun
hindi kase masyado nadiscuss
saaking yung ulkr namin pero dun
yung parang yun yung medyo broad
part ng goals ng department namin
na gusto maachieve into this specific
years or for the next year siguro
kase magda december na

Job Performance
Saakin parang pwede bang wala, kase ano It's understandable that no company is
naman siya parang syempre, wala naman perfect, and achieving an 80% balance in
perfect na company close to sabihin nating every aspect of work is commendable.
80% mga ganun 80% na achievable every While there may be occasional
aspect ng work so balensyado naman siya interdepartmental issues and
lahat ayun nga lang nagkakaroon kami ng miscommunications, it's positive to hear that
problema into interdepartments parang within the Quality Assurance department,
ganyan pero sa amim wala naman kame things are well-balanced, and personal
nagiging problema inter department meron interactions contribute to a harmonious
nandyan tayo sa miscommunication naman environment. The engagement with
dun tayo sa parang yung datas and entry colleagues from different areas, such as
natin ay mali parang ganun so manufacturing, reflects a sense of
nagkakaroon tayo ng variances parang camaraderie, and the focus on improving
ganun so interdepartment siya yung professionalism and participating in
problema pero within the assurance extracurricular activities adds to the
department parang balensyado naman department's overall balance. It's great that
walakame masyado nagiging problema you feel a sense of balance within your
kahit yung personal kung paano kame team, even if there are occasional challenges
makisalamuha sa iba sa ibang tao in certain aspects of work.
andaming people engagement so hindi mo
iniisip na parang nag iisa ka parang
ganyan, kami nasa pinakadulo kami na area
likod kami kilala namin yung QA ng
manufactury kilala din namin yung QA ng
C1A, C12 parang ganun kase hindi siya
enclose na work work lang so meron tayong
people engagement so yung mga aspect
nayun is improve professionalism, extra

curricular activities meron siya na feeling
ko sa department balensyado naman.
skills.
Communication skill yung number 1, First is the communication skill, creative

creative skills and then problem solving skills and then problem solving skills.
skills
Yung specific training na gusto kong Your desire to attend specific training that
maattendan talaga is yung training ng covers the entire psycholinguistic aspect is
buong psychlinguistic kasi ayaw ko ng commendable, as it reflects a broader
oarang naeenclose lang ako sa QA side understanding beyond the Quality
gusto kase malaman yung parang mas Assurance (QA) side. Exploring the entire
broad, mas wide parang anong nangyayari lifecycle of an item, from receipt to its
sa item namin after mareceive saan ultimate destination, is crucial for making
napupunta ano ang naging transaction well-informed decisions. This
behind that parang so yung kung meron comprehensive perspective enables you to
mang specific training for that ayun ang provide better dispositions and consider
gusto kong mapuntahan kase pag alam mo alternative solutions, ultimately leading to
saan pupunta at alam mo nang galing more balanced outcomes.
makakapagbigay ka ng good position na
mas maganda e, makakapag result ka ng Your example of items, like damaged sugar
mas maganda and maallot mo yung sabihin or cakes with minor physical deformities,
na natin na para mabalanse pa kasi ang highlights the potential for reconsideration
role namin as quality assurance is and the need for a more nuanced approach.
magbigay ng dispositions kunwari meron Minimizing the causes of disposal is indeed
aiyang item damage ano yung parang a worthy goal, especially when you see the

magiging tolerance namin for its disposal significant amount of resources and effort
or if its for reassuals parang ganun may invested in the production process.
malimit samin na as quality assurance for
disposal na sabihin natin asukal, isang Attending training that delves into the
sakong asukal butas di tapon niyo na yun psycholinguistic processes before and after
diba parang nasaan doon yung ano, okay the QA stage would provide valuable
nandun tayo sa quality side na baka kasi insights into potential reworking
nacontaminate na yan or yung nakatusok na opportunities and ways to salvage items that
cord ay makalawang parang ganun sa might otherwise be discarded. This
quality assurance side for disposal na siya knowledge could lead to more sustainable
talaga kase nandun tayo sa contacts na practices and reduce unnecessary waste,
either metrobiological contacts or digital aligning with your goal of minimizing
contacts na pwedeng magkaroon ng takip sa disposal causes.
atin item pero paano kung hindi parang
ganun pano kung hindi naman talaga siya
nagkaroon ng sobrang contacts so samin for
disposal na talaga siya kaya itatapon na
talaga namin yon parang ako kase
naghihinayang ako sa mga ganung bagay
na parang baka naman pwedeng
magkaroon ng reconsideration dun sa item
parang kung mas alam ko yung mas broad
and wide side nung psychlinguistic baka
meron silang ibang process na ginagawa
dun na papasok naman sa quality sector na
masasalba pa namin yung item hindi namin
siya itatapon and marami kasing ganun nga
nangyayari either sa cakes foods makwento
ko lang a, kapag yung cakes namin
magkaroon ng pingas ng kaonti physical
deformity tatapon nayun sa borders diba
familiar kayo dun sa dedecation cakes yun
merong border yun bilog bilog ma slide

lang ng konti yun sa box dumikit lang ng
ontibsa box tapon na yan kase hindi na siya
pasok sa quality sectors saamin so paano
pala kung pwede irework so ayun yung
parang mga pointers na gusto kong iachieve
habang nandun ako sa company kase
magkano yung box ng cake na dumikit lang
ng kaonti tatapon muna diba 700 pesos
yung dedication cake na 8×10 ata tatapon
sila ng 700 ehindi lang isang box yung
natapon namin everyday, every week, every
month, every year nag consolidate ako ng
monthly report namin na itong last october
ako yung naassign. So nakita ko lahat ng
frosting grabe milyon ang itinatapon sobra
sobrang nakakapanghinayang yung item,
raw materials, touching materials even
finish goods na andami na nakahawak,
andami na naging proseso andami mg
binuhos na pagod tapon lang medjo parang
nandun ako sa part na parang gusto ko e
minimize yung cause ng
disposal.Magkaroon ng frosting papasok
siya sa training kung ibibigay sa amin yung
buo para malaman namin kung ano yung
mga processes within before and after ng
amin.
Dun tayo papasok, kaya ko ginawang Your emphasis on communication skills is

number 1 yung communication skills kase well-placed, recognizing the importance of
doon tayo sa part na yung kasabihan na no collaboration and teamwork in a company

man is an island sobrang galing mo as an setting. Effective communication indeed
individual pero dika marunong makipag plays a pivotal role in enhancing
usap sa ibang tao ao walang kwenta hindi productivity, fostering positive relationships
mo kayang gawin trabaho, kaya nga siya among team members, and creating a
company dimo kaya gawin yung trabaho ng supportive work environment. Sharing
magisa kailangan kayo lahat knowledge and experiences contributes not
nakikipagcooperate so kung para sa akin only to personal growth but also to the
yung mga bagay na kailangan at irate natin overall development of the department.
doon sa communication skills tayo
magfocus, kailangan magkaroon ka ng Your mention of people engagement
communication nandun tayo sa activities, such as sports tournaments and
pageenhance natin ng hindi lang ng sarili other events organized by the company,
natin pati ng ibnag tao kunwari nashashare reflects a proactive approach to maintaining
mo yung knowledge mo na mayroong a positive work culture. These activities not
nangyayari sayo ganyan ay di alam ng only alleviate stress but also contribute to
kasama mo so mashashare mo sa kanya team building and a sense of belonging.
diba so maiincrease yung productivity both Being an active participant in such events is
of you and buong department parang ganun indeed a key factor for individual and
so nandun din, papasok yung positive side collective well-being.
na nagkakaroon ka ng proper
communication diba dika maiilang sa Your perspective on not refusing to
trabaho nandodoon din yung yun nga participate in given activities aligns with the
magiging magaan ka sa mga kasama mo idea of embracing opportunities provided by
and ayun nga sabi ko kanina yung mga the company for personal and collective
people engagement namin na kahit nasa enjoyment. Introducing yourself to the
dulo kami sa likod kami ng company kilala organization and actively engaging in
namin yung QA sa harap kase nga yung activities contribute to a harmonious work
company is nagbibigay ng enough people atmosphere. This mindset not only benefits
engagement para makilala namin I mean sa you as an individual but also enhances the
department palang pala ayun nga so yung overall dynamics within the company.
company nagbibigy din ng people
engagement for the whole for example
meron kami neto ongoing simple keneme

tournament so kahat magpaparticipate yung
QA, managers magkakakilala kilala yung
extra curricular activities and hindi siya
stressful kase basketball siya meron kaming
dumaan sa halloween November 1 and
November 2 people engagement din siya
meron kaming mga pakulo dun sa canteen,
mga games mga ganun hindi nawawala kay
company yun at yun ang maganda na every
month meron kaming enough na activities
para maalliviate yung stress so yun as an
individual naman ano yung kailangan kong
gawin magparticipante lets say prinovide
siya ni company para sa mga employees so
ita rules do not refuse to participante in
given activity kasw binigay na sayo e,
binibigyan ka ng privilege na eto
pampasaya kasi ikaw mag participate diba
ayun yung key factor mo as an individual, to
participate, to communicate and to be
belong to the organisation ipakilala mo
sarili mo.
Actually sa current job ko wala pa kase 4 It's impressive to see your proactive
months palang ako dito pero ang alam ko approach in contributing to projects that
binibigyan kami ng projects for regulations focus on conservation and efficiency.
for 6months pwedeng hindi sakin meron Projects like reducing waste and optimizing
kasi kaming monthly meeting ng QA so processes not only benefit the company
meron dun ibang activities na ibang mga economically but also showcase your
QA na binibigay na example yung yung mga commitment to making a positive impact.
projects para atleast yun yung ano ko na Your initiative in finding solutions for waste

maka contribute kase wala pa ako talaga reduction, whether it's in packaging or
kasi 4months palang example yung dealing with waste stages in processing,
pingbabalot sa plastic familiar meron kasi reflects a forward-thinking mindset.
isang project dun parang nagoalit sila ng
supplier kase iba yung steps parang ganyan Your understanding that everything in a
so inaral nila yung steps in terms of company, from equipment to everyday
proceeding may masasave sila parang items, is translatable into money is spot on.
ganun tapos pagpapalit lang nung mga Seeing the potential for savings and
specific containers na kapag kunwari efficiency gains in various aspects of the
nakacarball alam niyo yung alam niyo yung business demonstrates a keen awareness of
blue na igiban ng tubig yun parang ganun how small changes can lead to significant
nakalagay improvements over time. The fact that these
Doon yung items and kaoag pinalitan siya improvements can contribute to bonuses for
into two teams yung malalaki na tas employees further underscores the
subrang lalaki 100 kilogram niya so ano importance of such initiatives.
yung masasave mo syempre yung packaging
diba parang ganun na applicable naman Your experience in the previous company,
pala ayun yung mga specific projects na particularly in addressing waste stages in
parang nakakatulong sa company na in the kitchen and refrigeration areas, shows
terms of consaving tapos accessibility your practical problem-solving skills.
nalang din doon sa proces na hindi kana Projects like these not only enhance
mahihirapan na buhat, buhat, buhat e isang operational efficiency but also contribute to
kargahan pwede naman pala ayun tapos a more sustainable and environmentally
iniisip ko yung sa previous company ko kase conscious workplace.
dun ako matagal e wala din masyado pero
ang yung pinakaproject ko talaga Is Your emphasis on thinking beyond
consaving din naman dun sa wagestages immediate gains and considering the
namin dun sa mga nagiging tapon kasi di long-term impact of your actions is
naman maiiwasan ang isang processing commendable. It's clear that you're not only
pero nalilimitahan mo so meron akong focused on the financial aspect but also on
prinorovidan ng projects na para malessen creating a positive and sustainable work
nalessen siya item namin karne dun sa environment. Keep up the great work!
previous company namin tapos andaming

tapon sympre nagmamadali si employee
kung hindi mapapaltan yung habit ni
worker bakit hindi magadjust sa equipment
or yung surroundings magkaroon tayo ng
mga shieldings doon para hindi marami ang
tapon so nag ano naman nag workout
naman kasi within don sa report nila
nakalimutan kuna yung specific percentage
ng decrease ng wagestages pero meron
though hindi ganun kataas isang area lang
ata yung nahawakan ko sabi nga nila
atleast meron so sabi nga nila improvement
in small steps ay still unprove lahit maliit na
bagay yan kung ang iba ay magiging into
your thinking na ganun din na magsafe din
and mag bawas din ng wasteges baka in the
long run tumaas gung possibilities na
kakaunti na yung waste stages actually
dalawang area pala siya yun nasa kitchen
namin at saka sa may ref namin yun nagano
ako dun ng projects na mabawasan ng
tapon, napakaraming tapon talaga at para
maiwasan din yung contavt natin sa mga
surveyses, personal domain though siguro
alam niyo naman yun kapag ganun nililimot
pa siya pero syemore meron na yung
treatment after para hindi na tyao tumagal
ng proseso itretreat mo pa siya bago mo ulit
gamitin why not bawasan natin yung tapon
parang ganun mga projects and activities
na sabihin natin na naging proactive ako
kase mukhang pera ako e pansin niyo ba
puro pera yung iniiwasan kung lumaki

oarang ganyan. Lahat naman kase ng mga
items and goods ng isang company ay
translatable into money talaga yan lahat
equipments, gamit mismong ballpen bond
paper pera yan lahat translatable into
peraa kaya ayun yung thingking mo at
matratranslate mo rin yun sa iba syempre
hindi ikaw ang makikinabang nun ang
company pero sayo din kase kase papasok
yunge dun papasok kapag nacompute na
nilang lahat yun ay bak amagincrease ka ng
bonus baka pero yun yun siya kahat ng
saving ng isang company sa isang buong
taon is dinidived siya into percentages and
then binibigay sa employee as form of
bonuses kung oroper yung company ha pero
kung hindi ibubulsa siya ayun lang
Job Satisfaction
Yung nabangit ko kanina na people It's wonderful to hear that your current
engagement namin sobrang dami niya so company places a strong emphasis on
parang meron nga kaming october fest mun people engagement and provides
nakaraan so may banda at maaga kase kami opportunities for employees to unwind and
umuwi kapag friday 3pm so lahat ng enjoy activities together. The October Fest
available na employee doon sa specific event you mentioned, with live bands and
venue namin dun siya magiinuman beverages, sounds like a great way to foster
technically siguro mga root beers or a positive and enjoyable work environment.

something tapos may band live pa, parang It's also fantastic that your new schedule
may mga ganun kaming kineme sa company allows for a healthier work-life balance,
na maapreciate mo talaga e na binigyan ng providing you with more time for personal
company yung tao yung employee na activities and relaxation, which contributes
magkaroon ng ibang activities bukod sa to a more positive overall experience. It's
work pero bayad siya kase nasa work ka clear that these positive changes have had a
diba at isa pa kaya ginusto ko dito meaningful impact on your well-being,
nagkaroon ng positive impact sa akin kase especially when compared to your previous
sobrang stress ako dun sa last company ko work situation. Cheers to a healthier
kase 7 days a week ang pasok namin sobra work-life balance and a more enjoyable
as in patayan 7 days a week 12 hours a day professional experience!
so ngayon dito 2 days rest day kami for a. Absolutely, it's clear that you highly
week tapos 8 hours pero shifting aiya value the learning and knowledge
morning so ganun kaluwag ang schedule gained from your current company.
namin sa bago andami pwede mong gawin The ability to benchmark and apply
gaya neto rest day ako di koto nagagawa sa the best practices and insights
previous company ko marami kaming acquired from your experiences,
nagagawa ayun nakakaoagentertain ako ng especially in a managerial or
interview ninyo ganyan so yun yung supervisory role, not only
nagkakaroon ng positive Impact sa akin In contributes to personal growth but
terms of work life balanse. also positions you to make positive
a. Yun kase ay depende sa tao pero changes in your current workplace
para sakin oo kase yun nga I value or any future endeavors. Continuous
work and work ethics din naman learning and the translation of
lahat ng inyong, lahat ng learning acquired knowledge into practical
and knowledge na na acquire ko sa applications are indeed key
company is naaappreciate ko siya so components of job satisfaction and
in terms of satisfaction nasasatisfy professional development. Keep
ako kasi sakin kasi kung ano yung embracing those opportunities for
natutunan mo sa company nato sa growth! If there's anything specific
mga previous company mo bench you'd like to discuss or explore
markimg ang tawag dun alam mo na further, feel free to let me know.
yung kalakalan ng company na yun,

alam mo na yung kalakalan ng
company na to kung magreresign ka
at pupunta ka sa ibang company ay
possiblemg.madala.mo lahat ng
magagandang bagay doonsa
previous company mo at maaaply
mo dun sa bagong company. Lalo na
kung ikaw ay managerial or
previsorial kasi plus points yun sa
management kase meron kang
maproprovide sa company agad na
pagbabago oh edi maganda so kaya
yun in terms of job satisfaction is oo
sakin maganda ma yung mga
ganyang klase ng trainings and
seminars na makukuha ko sa
company ay natra translate into
knowledge and information para sa
akin
Professional Growth
attended?
Follow-up Question
● Could you please list the types of training you have received within the past year?
Hindi siya sample actuatlly more than That's a fantastic perspective – each training
ample siya diba pag ample konti lang so and seminar adding to your professional
hindi ano sya madami naitutulong sa akin growth and making you more adaptable and
ang mga traits actually mga posibleng valuable in the industry. It's evident that you
trainings pa ay nakalimutan ko may isa pa see these experiences as not just learning

pala kaming training yung five project five opportunities but as investments in your
ano yung kame mismo yung gumawa nunh skill set and capabilities. The hands-on
cake so paramg nakuha I mean na training, like the one you mentioned about
experience namin kung anong ginagawa ng making cakes, provides a deeper
mga works sa baba tapos trinatranslate understanding of the challenges and
namin kung ano yung mga quality deffects intricacies of the processes, fostering better
amd quality Standards kailangan namin communication and problem-solving skills
gawin dun sa specific item so kunwari yung within the team. It's great that your
borders dapat ganito ang bilang ganito company values continuous improvement
yung taas kung naappreciate mo na ang and invests in these training programs. If
hirap pala mando kame ng mando kame ng there's anything specific you'd like to delve
mando na oh bakit ganito bakit ganyan deeper into or discuss further, feel free to
tapos napakahirap pala niyang gawin so share. Your proactive approach towards
parang yun information na yun parang learning and professional development is
maganda siya kase magkakaroon kayo ng truly commendable.
mas magandang communications sa baba ● It's truly remarkable that Zenith
ay mahirao pala talaga to ayun so in terms Corporation has consistently earned
of ample na sinasabi kanina sobrang dami the Gallop Award for three
na itutulong sa aakin na mga training and consecutive years, highlighting its
seminars na binibigy ng aking file company commitment to creating a positive
may nadagdag sa akin professional growth work environment for employees.
yun nga sabi ko kanina laht ng knowledge, Being one of the top companies
information e tratransaction sayo in case na contributing to the Philippines'
magreresign ka yuung pupuntahan mong economy and serving as a key player
company magagamit mo siya dun palang in the Jollibee Group is a testament
panalo kana sa professional gwroth na to Zenith's success and stability in
hindi ka magiging stragnant na etolang the market. The multi-branded
yung alam mo oarang ganun na possibleng approach with well-known names
na magalit pa for promotion di b ain the like Jollibee, Greenwich, Mang
next few years. Inasal, Red Ribbon, Nishinoya,
● Weyt lang ha kase magfofocous ako Panda Express, and Mash Burger
sa previous ito talaga yung madami further solidifies the company's
na nagiging madaming naging impact and profitability.

achievements na in previous work in
terms of achievement aigro brand National recognition, especially
name lang yung pagkakakilala mo from the President, underscores
sa argentina yun lang siya pero ito Zenith Food Corporation's
natatandaan ko ha 3 consecutive outstanding contributions. Your
years na kaming gallop awardee a achievements reflect not only
gallop is an organizational body personal success but also the
which identify sa company that is collective excellence of the entire
sabihin nating a company that organization. If you recall more
differs a good environmental for details or wish to delve into specific
employees so if you are recognize by aspects, feel free to share. Your
gallop ibig sabihin yu g company mo experiences provide valuable
is magaling mag alaga ng mga insights into the success and
empleyado parang ganun so third dynamics of a thriving company.
consecutive year namin na recognize
si gallop medjo commendable siya,
second ang alam ko our companies
is one of the top companies that
provide profiting to the philippines
kase actually if we say it will
coorporation hindi lang siya red
ribbon madami yan e ang pinaka
plugship natin ay si jollibee so
marami siya under jollibee
greenwich, manginasal, red ribbon
nishinoya, panda express meron din
kaming sa us mash burgers so yun
as a company as multi branded
company Zenith corporation is one
of the top company that gives
enough profit abilities oara dun sa
company so yun ibig sabihin lang
nun yung company monis stable

yung stability hindi maalis yan if
your planning to be in the company
for atleast 20 years posible siya
hindi siya magsasara hindi siya
malulugi and stable si compoany
ano pangang mga awards ang
binigay pa saakin, madami pa aiya
actually kase diko nalang malala
pero ayun lang yun dalawang
tumatak sa akin na alam kong meron
oa kaming national e na recognize
ng presedent nakalimutan ko
langpero yun yung dalawang award
ko sa zenith food corporation

Supervising Administrative Officer Maria. Nadine Cabrera
Demographic
I am the Chief of the Personnel Career I am the Chief of the Personnel Career
Development Division, HR Department of Development Division, HR Department of
Lipa City Government, with the position Lipa City Government, with the position
Supervising Administrative Officer. Supervising Administrative Officer
I am in-charge of all the Learning & I am in-charge of all the Learning &
Development interventions for Lipa City Development interventions for Lipa City
Government Employees, Performance Government Employees, Performance

Management and Rewards, Recognitions Management and Rewards, Recognitions
and Incentives, among others. and Incentives, among others.
I’ve been with Lipa City Government since I joined the Lipa City Government in 1982
1982, barely more than 31 years ago, as a Casual Clerk in the Office of the City
starting my career as Casual Clerk, not of Agriculturist. Despite enjoying my work,
HR Department, but of the Office of the City budget constraints led to my temporary
Agriculturist. I enjoyed my short stint in layoff. After a six-month break, I was
that department. I easily adapted to the rehired and experienced rapid career
given functions, since my undergraduate progression, moving from HRM Assistant
course, Bachelor in Applied Economics, to Officer 3, where I became a Section
talks much of agriculture, livelihood and the Chief.
economy. Unfortunately, because of
insufficient funds from the City Government I participated in a 3-year UNDP project
of Lipa for wages, I was laid off. focused on environmental planning
management, where Lipa City served as the
After six (6) months, na re-employ ako with pilot for Luzon. Following the project, I
Lipa City Government again, as Casual worked in the Public Affairs Information
Clerk and from then on, I hold various and Assistance Division before returning to
positions and my career had been so fast the HR Department in 2004. In 2009, I was
that time, kasi mabilis ang aking naging promoted to Supervising Administrative
promotion from HRM Assistant. After 5 Officer, leading the newly established
months, to Officer 1 and another 5 months, Personnel Career Development Division.
to Officer 3, Section Chief level agad ako. I
also worked with a 3 year term project by
the United Nations Development Program
or UNDP. That's environmental planning
management together with my team na kami
ay naging pilot city kasi ang Lipa for Luzon,
for Visayas is Tagbilaran City and for

Mindanao is in Cagayan de Oro City. After
the 3 year project, I was reassigned to the
Public Affairs Information and Assistance
Division of the City Community Affairs
Office and then 2004, I was back to HR
Department again. 2009, I was given I
chance to be promoted na Supervising
Administrative Officer to head the newly
created Personnel Career Development
Division, since then iyon na yung naging
position ko.
Organizational
conducted?
Follow-up Questions
● What is your recent training and can you explain it briefly?
● In every training, were you a facilitator or an attendee?
In terms in training and development The city government has conducted

programs for the employees that the city numerous training and development
government conducted, napakarami nyan, programs for employees, making it
di ko na yan mabibilang. Every year meron challenging to quantify them all. Annually,
kaming nakaline up atleast 5 trainings a at least five training sessions are lined up
year for the city government employees, for city government employees, covering
several topic, several courses and para den various topics and courses tailored for
different staff members.

sa ibat-ibang empleyado ng city ● The most recent training, held in
government. September, was titled "Attaining
● For the recent training, yung very Work-Life Balance for Job Order
recent was conducted last September Employees and Casual Employees
was entitled "Attaining Work Life of the City Government." Notably,
Balance for Job Order Employees regular employees also attended this
and Casual Employees of the City session, and I personally participated
Government" this training was in the training.
attended also by regular employees ● Initially, I attended the "Attaining
and I was the one attended that Work-Life Balance for Job Order
training. Employees and Casual Employees
● I first attended that training and of the City Government" training.
then after a while ako na mismo din After some time, I took on the role
ang nagconduct nyan para sa mga of conducting the training for fellow
empleyado pero meron din kaming employees. Additionally, we invited
mga invited na resources speaker for resource speakers to contribute their
that particular training. expertise to this particular training
● The latest we conduct was designed program.
for job order and casual employees ● The latest we conducted was
but the first attendees of this training designed for job order and casual
were division chiefs, section chiefs, employees but the first attendees of
and other rank and file employees. this training were division chiefs,
section chiefs, and other rank and
file employees.
Follow-up Question
● Is there a reason why other employees were not able to attend training?
Since the City Government is applying for In support of the City Government's
the bronze award for the Prime HRM, I application for the bronze award in Prime
wanted my co-employees in my department HRM, I was the one who advocated for my

to also attend the training for Prime HRM fellow employees in the department to
Skills. undergo training in Prime HRM skills.
● una nasa ibang division sila, may ● Initially, they belong to different
mga naaaattendan den naman sila divisions, and while they attend
kaso specific lang kung saang training, it is usually specific to their
division sila. kung sa performance respective divisions. I am keen on
management sila, mostly nilang having them attend Prime HRM
naattendan is sa performance skills training as it encompasses the
management. Kaya gusto ko sana four pillars of HRM—Policies in
maatendan nila yung Prime HRM Learning and Development,
skills kasi doon matatackle yung 4 Performance Management, Rewards
pillars ng HRM which is Policies in and Recognition, and Recruitment
Learning and Development, Selection. This holistic approach
Performance Management, Rewards will provide them with
and Recognition, and Recruitment comprehensive insights across these
Selection. crucial areas.
organization?
Follow-up Question
● Is that your seminar in Baguio?
Actually about the gaps, kaming mga nasa Certainly, stress management and mental
city government kasi very very stressful ang health-related training are crucial for city
buhay empleyado so I think stress government employees, given the inherently
management is always needed or the mental stressful nature of their work. The recent
health related trainings are very much training on "Attaining Work-Life Balance"
needed by all the employees. So yung recent was particularly timely, considering the high
nga namin na kinonduct na Attaining Work stress levels among employees. The recent
Balance ito ay medyo timely because pandemic has exacerbated mental health
marami sa mga empleyado ay very stressful challenges across various sectors of society,

ang trabaho and then with the recent making such training even more pertinent
pandemic, medyo yung mental health ay for addressing the mental health concerns of
apektado kahit saan namang sector ng city government employees.
lipunan ay naapektuhan ang mental health ● Yes, exactly. As one of the directors
problems that's why yung attaining work life of the Personnel Officers
balance is very timely training for the Association of the Philippines, I
employees. facilitated the training in Baguio
● Yes, yun yung finalicitate ko sa City, extending the opportunity to
Baguio City with other government other government employees. It's a
employees, that's because I am one proactive initiative to address stress
of the director of the Personnel management and mental health
Officers Association of the concerns for a broader audience in
Philippines, finafacilitate and the government sector.
inioofer din namin ito para sa other
government employees.
Job Performance
Follow-up Questions
● How do you address a shortage of budget? What strategies can be employed to
overcome this challenge in a formal context?
● But do you have an idea on what conflict resolution is about?
I am much involved in planning and I am extensively engaged in planning and

budgeting particularly sa planning and budgeting, particularly in the context of
budgeting for incentives, rewards and incentives, rewards, and awards for
awards of employees. And for planning employees. Additionally, I play a significant
targeting of our performance management role in planning and targeting our
very very much involved ako jan at ako din performance management. I am also
ang gumagawa ng budgeting for the responsible for creating the budget for the
trainings of the city government for the city government's training programs for the

whole year. So for conflict resolution, since entire year. However, in terms of conflict
hindi ko pa ito nahawakang task sa HR, resolution, as it is a task I haven't handled in
hindi pa ako masyado ano sa conflict HR yet, I am not as proficient in that area.
resolution so I think I need to improve in Therefore, I recognize the need to enhance
that area. my skills in conflict resolution.
● nagkukulang ang budget kasi ● The budget shortfall is primarily due
madaming factors yon dahil sa taas to various factors, including the high
ng.. inflation den, mga project na di inflation rate and unexpected
naman kasama sa proposal. projects that were not part of the
ang usual ay strategy na lang ay initial proposal.
walang choice pagkasyahin, tulad Typically, the usual strategy is to
ng nagrereallign ng budget, kunwari reallocate the budget, making
nagkukulang ng pondo sa travelling choices based on necessity. For
yung sobra don sa budget ng instance, if there is a shortage of
supplies ng training don iaalign sa funds for travel expenses, any
travelling para mapunan. surplus in the training supplies
● Yah, meron akong idea sa conflict budget might be realigned to cover
resolution. Actually, next week I'll be the travel expenses and address the
the one who will facilitate the shortfall.
training of POAP on "Employees ● Yes, I have an idea about conflict
Skillls and Enhancement and resolution. Actually, next week, I
Conflict Resolution" this will be in will be the one facilitating the
Davao para sa mga other training for POAP on "Employee
government employees. Skills Enhancement and Conflict
Resolution." This will take place in
Davao for other government
employees
skills.

For me, problem-solving skills,actually In my view, problem-solving skills should
dapat ito ay competency ito lahat ng be a competency for all government
government employees from the highest employees, regardless of their position. It's
down to lowest position because in any crucial, as employees at all levels will
case, meron kasing pagdadaanan ang encounter situations requiring issue
employees na kailanganan niya na isolve resolution. Thus, high-level
ang isang sitwasyon so dapat ang solving problem-solving skills are essential for
problem skills ng isang employee not just every employee, not just division chiefs.
the division chief, ay kailangan ito, mataas This makes problem-solving skills my top
ang competency level mo dito. That's why priority.
the number one for me is problem-solving Following closely, communication skills
skills. hold the second spot in importance.
Innovative and creative skills, being
Of course, communication skills is very learnable and improvable, rank third. To
important so that's number two. And sum up, the priority is: problem-solving
innovative and creative skills can be learn skills, communication skills, and
and improve by learning new sets of skills innovative/creative skills.
kaya ito ang number 3 para saken. So
number one is problem-solving skills, then
communication skills then
innovative/creative skills.
Palagay ko wala na akong gustong training I think I no longer have a preference for
kase from sa sobrang daming training in my training because, with the numerous training
credit, yung training hours ko since sessions in my record, I might be one of the
nag-umpisa ako, ako siguro ang isa sa city government employees with the most
empleyado ng city government na may training hours. It seems like I've attended
pinakamaraming training. So ano pa ba almost every training available
yung hindi ko naattendan parang lahat
naattendan ko na e.

Follow-up Question
● Is the term "division" used to inquire about the number of units or sections within
your department, or to determine how many groups or divisions exist in your
department?
saakin itong positive work culture and I've successfully cultivated a positive work
fostering teamwork, i did it with my team, so culture and teamwork within my team,
since nagawa ko na ito sa team ko or sa aspiring for this influence to spread across
division ko, gusto ko maresonate ito o all divisions and employees in the city
magaya ng iba para maging positive den government. This effort aims to set an
ang work culture ng bawat division o bawat example for others to follow. Dr. Lea
employee ng city government. So parang Corpus, a resource person, has
akin ano lang e, being an example of a good acknowledged and referenced the positive
positive work culture yung aming division work culture and teamwork in my division
para magaya ng iba. Actually meron akong during her training sessions. This
kaibigan na Resource person, si Dr. Lea demonstrates the substantial impact even
Corpus sabi nya, pagnagbibigay daw sya ng small initiatives can have on others.
training sa ibang agency or sa ibang ● There are four divisions in the HR
government employees, lagi nya daw department. Mine is the Personnel
kaming binabanggit, yung team ko kasi Career Development Division, and
nakita nya daw yung teamwork sa aking the other divisions are Recruitment
division at saka yung magandang work Selection and Placement, a position I
culture na pinakita namin sa kanya, so ibig previously held. There's also
sabihin even yung maliit na bagay tulad Records Management and the
nung sinimulan ko palang sa division ko, Personnel Relations Division.
malaki na pala yung naging influence or Initially, when I was in casual and
impact nya sa iba. lower positions, my tasks primarily
● Merong apat na division sa HR involved records management.
department, ang sakin ay Personnel
Career Development Division, and

the other divisions are Recruitment
Slection and Placement which I also
held that position before. Records
Management and then the Personnel
Relations Division. Bisically nung
casual and saka nung mababa pa
yung postions ko, puro records
management yung hinandle kong
tasks.
Follow-up Question
● Can you explain ISO in simpler terms?
Issue or opportunity, actually don sa opisina I successfully led the ISO Certification in
namin malaki yung nagawa nung ISO our office, improving internal processes and
Certification ng opisina which I initiated productivity. Now, I’m striving to
and ako din po yung naghead ng implement PRIME HRM for Rewards and
Certifications sa aming opisina, there I lead Excellence in HR Management, aligning
the team and our office, sa paggawa ng mga with Australian government standards.
processes, pag iidentify nung mga We’re just waiting for the Bronze award for
issue/risk, risk sa nag occur and possible the agency, including the HRM department,
mag occur sa aming office. Naging representing a significant opportunity for
magandang resulta ito because we were improvement.
certified by TUV north(?), an external ● ISO, or the International Standard
accrediting body for the ISO 9001 2015, so Organization, focuses on continuous
nakita namin doon na kapag maganda yung improvement by defining
proseso sa loob and define yung process sa processesand setting standards that
loob, merong improvement sa productivity must be followed. Similarly, in
ng bawat empleyado. And I also want to PRIME HRM, processes are defined

impose the PRIME HRM for the program on to establish a certain level of
Rewards and Metocricy(?) to Excellence in standardization.
Human Resources Management. Kasi yung
PRIME HRM idea is also just like the ISO
Certification, it was initiated by Australian
government para maging certified ang lahat
ng government agency nationwide, sa
Pilipinas, para makasunod kami o makuha
namin, mareach namin yung level to
creditation for the city government. so isa
na lang po yung hinihintay namin para
maaward ang agency including ang HRM
department ng Bronze award. So
magandang opportunity for improvement.
● ISO International Standard,
continuous improvement so dito
dinedefine yung mga process and
merong standard na dapat
sinusunod. ganon den yung PRIME
HRM, process define yung level to.
Job Satisfaction
Follow-up Question
● What improvement or changes in your job or work environment do you believe
would enhance your job satisfaction?

Malaki ang nagagawa ng training, kasi A substantial percentage of improvement
during trainings don mo makikita kung comes from training. However, it's not just
paano ka mag-iimprove, o paano ka training that motivates employees; job
magiging efficient and effective don sa satisfaction is also crucial. Incentives and
paggawa mo ng trabaho mo diba. So awards are motivating factors, as well. It's
malaking percentage ng improvement comes more motivating when your hard work is
from the training, pero hindi lang naman recognized and rewarded, especially if
yung training yung nakakamotivate sa there's a monetary component to the
employees dahil malaking bagay den dito incentives.
yung job satisfaction, nakakamotivate din ● The local chief executive's support
syempre kung maiincentivice o mabibigyan for employees and HR programs is
ng incentives yung mga trabaho or highly commendable. The Mayor
hardwork mo. Awards are good incentives has recognized that our current
syempre mas maganda den kung may workplace is no longer suitable due
kasamang monetary award ang bawat to increased manpower at City Hall.
incentives, so that's factors satisfies job Consequently, a new city hall is
performance. under construction in the Bulacnin
● Right now, Very good naman yung area. Anticipating a more conducive
support ng local chief executive or work environment with spacious
ng city mayor sa aming mga facilities and amenities, we believe
employees, at sa mga programs ng this will enhance our motivation.
HR. That thing is very much The new office in the city hall is
important to us, kasi sa habang expected to be ten times larger,
sinusuportahan kami ng mayor sa generating excitement among us
mga programa para sa empleyado, employees as we eagerly await the
kami mismo nasastisfy doon sa move
paggawa namin ng trabaho namin,
para mas mapagigi namin ang
trabaho namin. And besides, siguro
nakita rin ni mayor na yung current
workplace or current building ay
hindi na ganon kaganon ka
conducive para sa mga empleyado

kasi nadouble na ang manpower ng
city hall. So, what he did ay
nagtatayo gnayon ng bagong city
hall somewhere in Bulacnin area na
tingin ko na pag merong bagong
work environment or spacious place
na meron lahat ng amenities para sa
empleyado, mas lalong gaganahan
ang mga empleyado sa paggawa ng
mga ano. And balita ko times 10 ang
floor area ng aming office doon sa
bagong city hall, so that excites us
and gusto na naming makalipat
doon sa bagong building.
Professional Growth
attended?
Follow-up Question
● What are the organizations' objectives or goal, for the current year and what are the
strategies used to ensure that it needs and exceeds its performance targets?
Very much, very much ample opportunities My current job provides abundant
for me yung aking current job. Because of opportunities for me. Through this role at
this job, i was able to perform other task, City Hall, I've been able to showcase my
parang napakita ko lahat ng potential ko full potential and handle various tasks. I am
because of this job or this role sa city hall. often at the top of the list for the City
Paminsan minsan, minsan nga hindi Mayor, as he recognizes my ability to
paminsan minsan eh, most of the time i was manage significant events for the city.
top of the city mayor because he knows i
can handle big events for the city. For This job has allowed me to fully utilize my

example, last christmas i took charge of potential and skills. It has opened doors for
christmas party of the city government with me to become a member of prominent
more that 2000 employees na dinala namin organizations, such as The Batangas
sa beach, so its a beach party na lahat ay Council of Human Resource Management
ako nagasikaso or nagfacitilate ng training Practitioners and the Personnel Officers
from the venue, to the decoration, to the Association of the Philippines. Currently, I
program, to the raffle, lahat lahat, to the serve as the national secretary of the latter
food, yung food medyo di ako nagalam pero association.
halos lahat ako lahat nagintindi. So its an ● In early 2023, around the third week
ample opportunity for me, in that case of January, our goal was to
nadedevelop ko talga parang fully utilize participate in the prestigious
yung aking potential, aking skills. Because Lingkod Bayan award for
of this current job, naging member ako ng government employees. We
malalaking organizations, such as The submitted nominees for both
Batangas Council of Human Resource Lingkod Bayan and Dangal ng
Management Practioners and the Personnel Bayan, namely Nestor Atienza and
Officers Association of the philippines, Mayor Africa. I spearheaded the
wherein now i am the current national effort, and luckily, they both won at
secretary of that association. My desire den, the regional level. It's a significant
kasama sa bucket list ko, na siguro aking accomplishment.
magiging fallback when i retire na probably As part of our yearly performance
gusto kong gawin na makapagturo parin target, I'm also aiming for the Mayor
ako, sa college, or sa university thats why to receive the bronze award before
I'm pursuing my career. I finished my the year ends. If the Mayor achieves
masters degree and now pursuing my this, it's a personal accomplishment
doctorate decree for public administration for me since I wrote the submissions
course. for the Lingkod Bayan, which
● Actually for this current year, early earned an award. My objective is for
2023, siguro mga third week of the Mayor to be a Bronze Awardee
January we targeted to join the again for PRIME HRM by the year's
Lingkod Bayan award. The lingkod end.
bayan award is the highest
prestigious award for government

employees, so we join the Lingkod
Bayan award and the Dangal ng
Bayan award na meron kaming
pinasok na mga nominees, ang
pinasok naming nominees for the
Lingkod bayan and the Dangal ng
bayan is Nestor Atienza for the
Dangal ng Bayan and Mayor Africa
for the Lingkod ng Bayan, I was the
one who pursued the award kasama
yan sa tinarget ko this year and
luckily they were awarded for the
regional level, naging winner sila
for the Lingkod ng Bayan and the
Dangal ng Bayan award. So yan
yung isa sa mga biggest
accomplishment ko this year. For the
achievement of the performance of
the target, tinatarget ko din before
end of the year na maaward si
mayor ng bronze award, pag
naaward si mayor parang ako yung
awardee kasi ako yung gumawa, I
wrote the write ups for the Lingkod
Bayan, ako po yung sumulat ng
isinubmit, iniliban na write apps for
the Lingkod Bayan and it won an
award, and tinatarget ko before the
end of the year na maging Bronze
Awardee ulit si mayor for the prime
HRM.

Business Analyst II Noella Julliene Basco & Risha Marcellana
Demographic
Currently, I’m working at DXC Technology as the Business Analyst II. In line with that, I
am responsible with the order processing, licensing orders, and assisting with the
administrative task. Also, I’m dealing with the WBS creations and then helping other
things with their tasks. That's the main job description that I’ve currently been doing since
I joined DXC.
Currently, I am responsible for order processing. I am the POC, or point of contact, for the
WBS creations with regards to the PSA system for the whole licensing order, and I’ve been
also handling teams and communications from vendors and customers, as well as with the
account managers.
I joined DXC in January 2022, so I’ve been in the company for a year and 10 months. With
regards to my journey, DXC is a very free company. We are actually allowed to go out
during our shifts as long as we are doing it correctly and also, when it comes to
responsibilities, as I’ve mentioned earlier, handling licensing orders, so I’m focusing on
that, and also, what’s the other question?
Organizational
conducted?

Within the company, DXC, we have a system where you can input your future goals with
the company. They offer training that is tailored to your specific goals, and you can also
request training that aligns with your current job responsibilities. Regarding training, I
recently attended a course on Formal Email Communication and Presentation.
Additionally, I have completed advanced Excel training and advanced business analyst
training, among other things.
Okay, with regards to the departments and issues, I think that since most of us are actually
business analysts in the team, I believe that anything related to presentation, Excel,
analysis, or auditing would be beneficial for each team since we are also handling the
analysis of data. What else? Yeah, I think that’s the most of it.
organization?
Okay, when it comes to knowledge gaps, I believe that we are actually missing the detail
transaction processing because currently we do not have that in the team. And also, each
member of the team has different roles, different responsibilities, different job description
and when one person is missing, we are actually a bit lost since we do not have the details
of transaction processing so we cannot back up the missing processor. So I think it would
be beneficial if we do have that DTP or the detailed transaction processing since that
would be a big help to anyone from the team to help out in case one is missing or on sick
leave or vacation leave. Yeah, I think that’s it.
Job Performance
I think I would need to improve when it comes to budgeting not because I am not aware of
that but because that’s actually met too much in time with what I’m doing.

skills.
First would be problem solving. Next would be the communication and last would be the
innovative skills.
If there would be a training related to licensing, I would take it because actually when you
ask other companies, licensing is not that known. It’s actually new within DXC so just a
little background, I am not in the licensing in my previous job, I am actually from accounts
payable teams so I’ve handled invoice processing, payment, vendor analysis
reconciliations and in related to accounts payable but within DXC, I was offered with the
role with licensing so there’s actually not too much who did licensing in the Philippines,
mostly abroad such as Australia and New Zealand. So, I think I would love to attend a
training about licensing.
When it comes to teamwork, I can say that if I have questions or anything I am not familiar
with, my colleagues and coworkers are approachable so I can easily ask them. If there’s
anything I am not sure about or vice versa and also … When it comes to positive culture,
actually since DXC is pretty much has this freedom with its employees, I just communicate
positively. Actually, there’s a little gap since I’ve been working from home since I joined
DXC so most of the time I’m working from home so there’s not literally much interaction
when it comes to face to face. So, I can only say that we openly communicate through
teams, through calls. So, that’s it. Not much of the face to face interactions unless we are
asked to attend the on-site training in the office or just catch up.

It is somewhat similar to what I’ve mentioned earlier with Noela. I think it’s about the
detailed transaction processing. So, when I first came in DXC, we do not have that so I
actually have a hard time understanding process because the person who I was supposed to
replaced with actually no longer in the company so he cannot train me or anything so I
have to step up my way, learn everything from the beginning with all my efforts because
no one can teach me because again there’s no legal transaction processing so I have to take
a step to learn everything and from then, I created the delays detail transaction processing
for each processes that I’m handling and then pass it to my manager and distribute to the
team so in case, in case I am not around, in case my other colleagues have questions I am
working with, they can easily access that and go through that file.
Job Satisfaction
In overall job satisfaction, I am happy that we are currently working from home because
first, i don;t have to pay rent in Manila because our office is currently based on Mckinley
as we all know Mckinley in BGC is actually a high, somewhat high so the living expenses
is actually quite high when you’re living there and I also lived there for the past 5 years
since I started working and so, yes, working from home is an edge. Also, my managers, I
actually have two managers. One from Manila and one from Australia. So, for me they are
giving us the leeway to do whatever we want with our job as long as we meet our
deadlines, with what we need to do and as long as we have the contribution with the
company and also another thing, they are also giving awards *inaudible* for every member
who has an impact contribution within the organization.
a. I think it would actually have an impact but it depends on the training. If I think
that it would be beneficial or something I can use in my current and what are my
aspirations within the company, then I think it would have a great impact but if it’s
something I don't think that much of a contribution with me.

Professional Growth
attended?
It’s quite a hard question since aside from it is not actually in line with what I’ve been
doing for the past five years so, I’m having a hard time comparing my expertise with my
current job. When it comes to the current trainings that I have already attended, I don’t
think it is actually have a little connection with what I’ve been doing for the past 5 years
since I actually have the expertise when it comes to accounts payable which is not too
much inlined with the licensing but I think my experience and expertise in accounts
payable actually helped other team members and the team when it comes to the larger scale
of the organization since I was able to help with the problem solving when it comes to
accounts payable, accounts reconciliation, accounts receivables and anything related to
that.

Line Leader Milcah Andrie Metrillo
Demographic
My current job role is line leader at PKI My current job role is line leader at PKI
(Pilipinas Kyohritsu Incorporated) . I am (Pilipinas Kyohritsu Incorporated) . I am
handling 40 manpower. handling 40 manpower.
My job is more on monitoring of operators My job is more on monitoring of operators

performance, planning to produce quality performance, planning to produce quality
products, and planning how to meet products, and planning how to meet shipment
shipment on time on time

3. How long have you been with the company, and can you briefly describe your journey here,
including any changes in roles or responsibilities?
I am 32 years in the company. For 32 years, I am 32 years in the company. For 32 years,
I’ve handled around 1000 different I’ve handled around 1000 different manpower
manpower already. I’ve been a production already. I’ve been a production operator for 7
operator for 7 years, and the rest is being a years, and the rest is being a line leader. I got
line leader. I got the chance to have training the chance to have training in japan, year 2001.
in japan, year 2001.
Organizational
4. Could you please share any information about training and development programs that the
organization has offered to employees in the past?
conducted?
Follow-up Question
● Rough estimate of number of employees)What services, programs, or products does
your organization provide?
More on Leadership training and safety More on Leadership training and safety
education. I had a lot of training but I education. I had a lot of training but I already
already forgot. forgot.
● We have around 7 thousand ● We have around 7 thousand employees,
employees, temporary and regular temporary and regular employees. Our
employees. Our product is the wiring product is the wiring harness of a car,
harness of a car, particularly the particularly the Nissan cars.
Nissan cars.
Leadership training is the most beneficial Leadership training is the most beneficial

training for my department. training for my department.
organization?
a. What types of training do you believe would be effective in addressing and closing
these knowledge gaps?
Follow-up Question
● What are the organization’s goals for this year?
● What strategies are you aware of that the organization used to ensure that it meets or
exceeds its performance targets and aligns with the overall corporate goals?
● Is your goal for this year the overall goal of your company?
Skilled manpower who can make deep ● Skilled manpower who can make deep
analysis on defects to formulate effective analysis on defects to formulate
countermeasures. failure mode and effects effective countermeasures. failure mode
analysis training program. and effects analysis training program.
● Refresher course on leadership ● Refresher course on leadership training
training and also safety education, and also safety education, ‘yun lang
‘yun lang dalawang ‘yon. Talagang dalawang ‘yon. Talagang ‘yun ay ano
‘yun ay ano kailangan na yearly na kailangan na yearly na binibigay sa mga
binibigay sa mga empleyado, line empleyado, line controller and ang
controller and ang safety education safety education ay required ng DOLE
ay required ng DOLE or Department or Department of Labor and
of Labor and Employment. Employment.
● The first that the company do is ● The first that the company do is general
general assembly to inform the assembly to inform the target, we also
target, we also have the slogan or have the slogan or campaign to meet
campaign to meet zero defect and zero defect and zero accident, and also
zero accident, and also we have we have signages, aside from education,
signages, aside from education, mga mga visible na safety precautions, such
visible na safety precautions, such as as dome mirror in areas na hindi mo kita

dome mirror in areas na hindi mo ‘yung kasalubong, we also have
kita ‘yung kasalubong, we also have campaign that we must stay in right side
campaign that we must stay in right while walking, we are not allowed to
side while walking, we are not use cellphone while walking, and also
allowed to use cellphone while when you using stairs, you should use
walking, and also when you using handrails. For the operators, they need
stairs, you should use handrails. For to wear goggles and it is provided.
the operators, they need to wear ● Zero defects and zero accidents is their
goggles and it is provided. goal. Also because when there are zero
● Syempre hindi, zero defects and zero defects
accidents ‘yun ang kanilang goal. and zero accidents the company’s
Syempre meron pa rin na basta kasi ranking will be automatically high.
kapag wala kang aksidente at wala
kang defect, ang ranking sadyang
automatic na tataas din ‘yan.
Job Performance
7. In your line of work, which areas, such as planning, budgeting, or conflict resolution, do you
personally believe you need to improve?
Follow-up Question
● Back when you were starting with your job or when you were still flourishing in your
job, what kind of training did you want to attend?
Not necessary naman na nag s-start ako Not necessary when I am starting, but I want to
noon, but I want to undergo training ‘yung undergo training ‘yung BOSH (Basic
BOSH (Basic Occupational for Safety and Occupational for Safety and Health) . I really
Health) . I really like to attend that training like to attend that training because you can.
because you can apply it or I can apply it in apply it or I can apply it in my daily life and I
my daily life and I can also impart what I can also impart what I am going to learn in that
am going to learn in that training to my training to my subordinates.
subordinates.

8. How would you rank your capabilities and performance in the following areas from highest
to lowest: innovative/creative skills, problem-solving skills, and communication skills.
Number one is communication skills Number one is communication skills followed

followed by problem-solving skills, and by problem-solving skills, and
innovative/creative skills. innovative/creative skills.
9. If you had the opportunity to choose a training program to attend, which specific area would
you select, and what's the reason behind your choice?
FMEA (failure mode and effects analysis FMEA (failure mode and effects analysis
training program) training program because training program) training program because it is
it is one of the needed programs to improve one of the needed programs to improve our
our quality. quality.
● Can you share examples of specific actions you've taken to support the company's
mission and values in your role?
By mentoring/coaching and by setting an By mentoring/coaching and by setting an

example. example.
● By encouraging employees to submit ● By encouraging employees to submit
‘Kaizen’ (Japanese term which ‘Kaizen’ (Japanese term which means
means continuous improvement ) or continuous improvement ) or continuous
continuous improvement for quality improvement for quality and for safety,
and for safety, such as for quality, such as for quality, when they found
when they found some materials or some materials or equipment that can
equipment that can cause defect they cause defect they should report it and
should report it and for safety, they for safety, they are required to follow all
are required to follow all the the precautions for safety of each
precautions for safety of each employees. And we are the implementer
employees. And we are the of those activities.
implementer of those activities.

Before, I had a problem with having a next Before, I had a problem with having a next in
in line leader, so what I did was I chose line leader, so what I did was I chose manpower
manpower from my group who has potential from my group who has potential to lead and
to lead and sent her to leadership training. sent her to leadership training.
Job Satisfaction
12. What factors within the organization have positively impacted your work-life balance and
overall job satisfaction?
a. If a training program were available to enhance the specific factor that motivates you
in your job, do you believe it would significantly impact your job satisfaction, or do you think
it would have minimal influence?
Follow-up Question
● What improvements or changes in your job or work environment do you believe would
enhance your job satisfaction?
Aside from trainings provided to me, I also Aside from trainings provided to me, I also
acquired knowledge from my colleagues and acquired knowledge from my colleagues and to
to all my subordinates as well. all my subordinates as well.
● Number one is not only for me, we ● Number one is not only for me, we need
need proper ventilation of areas with proper ventilation of areas with humid
humid temperature and of course, temperature and of course, increase in
increase in salary. salary.
Professional Growth
13. Do you feel that your current job provides ample opportunities for you to develop and fully
utilize your skills, including those acquired through training programs you've attended?
Follow-up Question
● Could you please list the types of training you have received within the past year?

● To whom is the training program designed for? Is it distributed across the company, or
is it specific to a department, or an individual employee?
Definitely, yes. Definitely, yes.
General Question
a. Has the organization won any awards in the past?
● What do you think are the reasons behind this/these award/s?
a. As far as I know, PKI won the Skill a. As far as I know, PKI won the Skill
olympic, this award is given to those olympic, this award is given to those
selected employees who competed selected employees who competed with
with other SWS companies, held in other SWS companies, held in japan.
japan. This is a yearly activity of This is a yearly activity of companies of
companies of Sumitomo Wiring Sumitomo Wiring System or SWS.
System or SWS. ● Long Term training for selected
● Long Term training for employees.
selected employees.
II. Performance Metrics

The weaknesses that emerged from the interview are as follows:
● Detail Transaction Processing - the absence of this negatively contributes to
the cohesiveness of the team as there is no backup or guidelines to follow
whenever there are missing processors, which could be easily identified given
the existence of the said weakness
● Use of Technology - due to the lack of technological knowledge and the rapid
advancements on technology in the present time, employees have the need to
stay updated regarding this since this contributes to the convenience and
efficiency within the organization
● Stress Management - given the nature of work, i.e. administrative officer, and
as it affects the work quality of the interviewees. Meaning to say, as stress
piles up, individuals cannot function properly. Thus, they cannot do their job
accordingly

● Mental Health Management - due to the emergence of the pandemic, various
mental health challenges were encountered within different societal sectors
which increased the mental health concerns within the community
● Conflict resolution - with the amount of workload, everything will fall behind
schedules once a difficult-to-solve conflict arises in the workplace
● Leadership skills - in instances wherein the supervisor or a higher-up is not
around, there is a need for a certain employee to step up. However with the
lack of leadership skills and absence of a superior, the whole team will be
incohesive
● Time management skills - this contributes to the efficiency of an individual
specifically on catering to the needs of their clients. Moreover, this also helps
in handling multiple tasks at once
● Critical thinking - affects the enhancement on the creativity skills and
reduction of errors within the workplace
III. Skills Assessment

● Problem-solving skills - often involves teamwork and collaboration. It helps
the employees to communicate clearly, listen actively, and work effectively
with others to find consensus and implement solutions
● Communication skills - leads to better performance, increased productivity,
and a more positive work environment.
● Achievements and rewards acquired - provide concrete evidence of the
employee’s skills and knowledge. They showcase the employee’s ability to
apply their learning to real-world situations and achieve positive outcomes.
● Knowledge and skills acquired during training - enables the employees to
enhance their skills and address specific skill gaps. Employees also use their
knowledge and skills to perform their jobs more effectively and efficiently,
contributing to overall organizational success.
● Adaptability Skill: working with new projects, goals, and environments affects
the performance of the employee, since it was mentioned that the work
environment within the government is dynamic, it is essential for the
employees to be able to easily adapt to their workplace to be able to produce a
quality work.

IV. Review of Organizational Goals
In pursuit of comprehensive development, organizational goals are
strategically aligned to foster growth at various levels. From individual empowerment
and team collaboration, to company expansion and heightened customer satisfaction,
objectives encompass a holistic approach to ensure success across diverse dimensions.
Municipal Planning and Coordinator

The organization successfully achieved one of its key goals by implementing the
comprehensive development plan. This accomplishment was facilitated through
consistent coordination within the department and the proactive organization of
technical and administrative meetings involving all relevant stakeholders. The
commitment to strategic collaboration and communication played a pivotal role in the
successful realization of this objective.
Supervising and Administrative Officer

In early 2023, efforts in the Lingkod Bayan award for government employees
paid off, with nominees, Nestor Atienza and Mayor Africa, securing regional victories
under my leadership. This aligns with their commitment to excellence.
Looking forward, achieving a bronze award for the Mayor in PRIME HRM by
year-end is a key objective. This not only marks a personal achievement but also
contributes to the annual performance targets, showcasing the dedication to
recognition and sustained success.
Quality Assistant
Zenith Corporation's three-year Gallop Award streak highlights its dedication to a
positive work environment, setting a standard for employee satisfaction. As a key
player in the Jollibee Group, Zenith's success contributes significantly to the
Philippine economy, showcasing market stability. With a multi-branded approach,
including names like Jollibee, Greenwich, Mang Inasal, and others, the company's
impact and profitability remain robust, catering to diverse consumer preferences.
National recognition, including praise from the president, emphasizes Zenith
Food Corporation's outstanding contributions, showcasing both personal and
organizational excellence. Consistent prestigious awards underscore Zenith's
commitment to excellence, influencing the broader business landscape positively.

Insights into specific details contribute to understanding the success and dynamics of
a thriving company like Zenith.
Line Leader
The company's annual objective of achieving zero defects and zero accidents
reflects a robust commitment to quality and safety. This goal emphasizes a proactive
approach to prevent flaws in products or services and to maintain a secure work
environment. Striving for perfection in these aspects not only enhances the company's
reputation but also underscores a dedication to the well-being of both employees and
customers. This goal aligns with industry’s best practices and contributes to the
overall success and sustainability of the organization.
Business Analyst II
The organizational goals encompass a multifaceted approach to growth.
Individually, there's a focus on personal development, fostering a culture where each
member can advance. At the team level, collaboration is emphasized, aiming to
enhance collective capabilities and synergy. Strategically, the company aims for
expansion, with a keen eye on innovative approaches and market dynamics.
Simultaneously, customer satisfaction is a priority, with efforts directed towards
providing personalized services that cater to evolving preferences. In essence, the
overarching goal is holistic growth, spanning individual, team, company, and
customer dimensions.
V. Compile and Analyze Data

With the results of the interview, several lapses were found between the
government and private sector. The government sector is challenging since they do
not only focus on one work-expertise, instead in a more diverse kinds of jobs. Making
their job dynamic as they should be prepared to do any job they are assigned to. As a
result, training programs and professional development opportunities are needed
across various sectors. Most of the organization showed deficiencies in conducting a
holistic training (i.e. including all departments) and specialized training (i.e. exclusive
for a particular department) where there will be limited resources available for
training and development for the needed knowledge to perform the specific job due to
lack of budget allotted for the training and development. They often operate within

tight budgets and allocating funds for training and development programs may be
challenging. This can limit the resources available for creating effective training
initiatives.
In addition to these shortcomings are gaps within the manpower wherein it
often leads to the increase of workload for existing employees. Also, without a
technology-based planning system, it becomes difficult for organizations to gather,
update, and disseminate information about the latest technology trends which also
affects the efficiency within the workplace and access to documents needed. This can
result in employees relying on outdated information and practices. Above all, the
organization within government sectors might not emphasize or value employee
recognition as much as other sectors do, leading to a lack of enthusiasm or effort in
implementing award programs.
On the other hand, according to an employee from the government sector, the
work in the Local government unit LGU is known to offer ample opportunities to
apply to whatever you are still learning. Within the government sector, various
departments need to work together to achieve common goals. This results in higher
rank in terms of communication skills and combined with adaptability, this fosters
better understanding, builds trust, and enhances public satisfaction with government
services.
Relatively, conducting various training and development programs, including
job orders and outside government employees specifically in each barangay, has been
a priority for local governments in order to quantify them all and make them
co-trainers of the designated department who attended the training. Thereby,
expanding the learning insights and skills gained during the conduct of the training
and development programs. In accordance with the local government’s specific
training and development programs, their respective departments are continuing these
to further strengthen the capacity development and the four pillars of Human
Resource Labor Relations (HRM) to have a versatile holistic approach across crucial
areas. It is a spot in the government that can build trust and affect decision-making,
wherein it can create positive engagement within the department and gain assurance
that the employees are well-prepared for handling conflict. These opportunities have
allowed the employees to fully utilize their potential and skills, making them able to
handle various tasks.

Whereas, private sectors conduct training and development programs that are
specific to their divisions only, tackling their own sets of skills and competencies
required in their field of work. However, these are also the subject matter in which
they lack training and development programs which led them to attend various
training and programs that could enhance their knowledge gaps and lapses in terms of
their improvement as an employee in their respective companies. Upon describing,
they lack the skills and competencies needed for their certain role because they
indicated that their specific role in their job was not related to their knowledge, which
leads them to step on their ways to nurture and improve the specific skill needed in
their job. With that, private sectors’ employees tend to have similarities and
differences in terms of their ranks in their competencies particularly in innovativeness
and creativity. This could indicate that these skills are not as valued within the typical
private sector work environment. Additionally, with the case of problem-solving
skills, a certain employee identified the said skill as their weakness since they were
only newly hired. But in the case of the majority, problem-solving and communication
skills displayed fluctuating rankings because of their different working experience
and job positions as a private sector employee.
However, the private sector can respond quickly to changes in the industry,
technology, and trends. By closely monitoring market trends and technological
advancements, private sector organizations can identify skill gaps and training
requirements promptly. They often invest in training programs, regarding innovative
technologies to ensure employees receive up-to-date and relevant skills. According to
an organization, maintaining hands-on assistance with customers helps in
understanding their needs and preferences. This enables them to design and
implement training programs that align with current and future business needs.
In summary, government work is extensive, making local government
employees fulfill jobs not limited to just one area, thus being called the workhorse of
the municipality. Their goals are aligned with having an impact in the public sector
and not just in their own distinctive departments, which makes them different from
the private sector employees' goals. More diverse and organizational-centered goals
tend to be the focus and established in the private sector, explaining why their goals
are focused on establishing good performance in terms of the specific skills and
competencies needed for their job.

Along with that, government sectors conduct training and development
programs that are beneficial not just to them as employees but also to other employees
in and out of their department, making them the lead trainers and passing on the
knowledge, skills, and competencies they have obtained to be able to function in
many areas. Subsequently, the private sector tends to be more individualistic, as they
focus more on the skills and competencies needed to perform their specific role in
their job. Hence, enhancing their own full potential.
Lastly, private sectors have their own distinctive ways of determining other
factors that contribute to their motivation and job satisfaction such as continuous
learning, a work environment that focuses on engagement, free outside work
seminars, and flexibility. These are seen as completely different to how government
sectors present theirs. As for them, more often recognition with monetary grants, and
promotion from within are the leading factors to their motivation, job satisfaction, and
professional growth. In conclusion, both sectors displayed differences when it comes
to their motivation in these facets. But, as an employee, they are aware of the factors
that contribute to their motivation as they work in their respective companies,
focusing on their distinctive roles bestowed to them within the organization.
VI. Develop a Training Plan
Half of the interviewees revealed that a lack of training programs, most

especially with specific job roles exists within the company. For newly hired
employees, the Orientation and Onboarding Training is beneficial in introducing the
company and the job responsibilities. These training sessions provide employees with
clear and accurate information that helps them be more comfortable in the company.
Furthermore, it familiarizes employees, especially newly hired, with the history of the
organization, their current undertaking, relevant policies and procedures, and the
future plan and goals of the company. On the other hand, for the field of quality
assurance, it is suggested to conduct a Product Training in order to further improve
product awareness which in return strengthens product quality.
When it comes to personal development and performance lapses of the

interviewees, the training needs analysis revealed that 5 out of 6 employees are having
lapses in performing creatively and innovatively in their job. Since 4 out of 6
employees reported that they are being motivated with their company promoting

work-life balance and 3 out of 6 affects their job satisfaction through recognitions and
rewards, it is recommended that Gamification Training be applied. Gamified learning
programs such as adding points, badges, leadership board and rewards while
employees are learning can contribute to their job satisfaction. Through having a
classroom training type, focusing on the discussion of strategic thinking and planning,
it will deepen the employees' understanding of the relationship between strategy,
planning, and execution; and how to develop a strategic mindset, improve analytical
skills, and apply creative planning to current challenges. Inversely, Team-building is
the most prominent development plan that helps employees with their personal
development. Scenario-based and problem-based games will serve as a technique that
places the trainees into an experiential and simulated experience anchored with their
job. This activity will promote not just creativity and innovative thinking of
employees, but it will give way to other lapses such as communication skills, problem
solving skills, and critical thinking.

Appendix A: Signed Informed Consent
Appendix B: Photo Documentation
Celso Semilla Jr. : Municipal Planning and Development Coordinator
Nanette Cabrera : Supervising Administrative Officer
Nielsey Benedicto : Customer Functional Enablement (CFE) Assistant

Edelyn Metrillo : Line Leader
Mayvel Tesara : Business Analyst II
Daryl Aquino: Quality Assurance Analyst

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TRAINING NEED ANALYSIS

IN PARTIAL FULFILLMENT IN HUMAN RESOURCE MANAGEMENT WITH

Basco, Noela Julliene G.

Benedicto, Maria Lourdes R.

Cabrera, Ma. Nadine A.

Cuevas, Lovely Jhoy S.

Marcellana, Risha Mae C.

Metrillo, Milcah Andrei

Perez, Joelline Mae R.

Semilla, Trisha Mae M.

Instructor: Ms. Benlene Llantero, RPm

Date conducted: November 2-5, 2023

FOR EDUCATIONAL PURPOSES ONLY

1. To identify and evaluate the discrepancies in employees' skills and competencies

I. Identify the Training Needs

Participant 1 Job Position: Interviewees:

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Siguro sa more of facilitation skills sa What we need to strengthen is more of the

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Siguro dun sa evaluation. Sa evaluation skills Maybe in terms of evaluation skills.

FOR EDUCATIONAL PURPOSES ONLY

Communication siguro ang number one. Number one will be communication,

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Siguro ang gusto ko ma-attendan yung… Within my almost 25 years in service,

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Participant 2 Job Position: Interviewee:

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Participant 3 Job Position: Interviewees:

So as quality assurance analyst under the As a quality assurance analyst in the

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

Follow -up Question

Since i am quality assurances analyst It's clear that as a Quality Assurance

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY

FOR EDUCATIONAL PURPOSES ONLY