Thursday, June 20, 2019

Night Shift Pay


The Labor Code provides that every employee is entitled to a night shift differential or night shift pay of not less than ten percent (10%) of his regular wage for each hour of work performed between 10 p.m. and 6 a.m. If overtime work or work in excess of eight (8) hours falls within the night shift period, premiums for overtime work should first be integrated into the regular hourly rate of the employee before computing night shift pay. 
Who are not covered by the night differential provisions
The provisions on night shift differential apply to all employees except:
  • government employees
  • employees of retail and service establishments regularly employing not more than 5 workers
  • domestic helpers and persons in the personal service of another
  • managerial employees
  • field personnel and those whose time and performance are unsupervised by the employer

Monday, June 10, 2019

Becoming a Globally-Certified HR


As the role of the human resource continues to become more critical to accelerating economic growth through business success, and improving the lives of employees, the change aligned CPHR® and the member associations to be stronger together. The global association of HR maintains one designation: Chartered Professional in Human Resources as our standard of quality.

Employees in every organization are its most competitive advantage and highly important resource. Being a Chartered Professional in Human Resources or CPHR® ensures good management of employees which is crucial to attain organizational objectives and reach financial trajectory. CPHR® is a globally recognized designation achieved by human resource professionals and people managers
worldwide.

There are many contemporary challenges associated with HRM. I t is up to everyone in the organization to contain costs. HR leaders need to look at their individual departments and demonstrate the necessity and value of their functions to the organization. HR leaders can also help
contain costs in several ways, such as managing benefits plans and compensation and providing training.

Human resource managers need many different types of skills. Being able to organize, multitask, and communicate effectively, as well as having specific job skills, such as how to run a particular computer program, and a sense of fairness and ethics is crucial to a successful career in HRM.

Awareness of the changes in the economy allows the human resource manager to adequately plan for reductions and additions to the workforce. The aging and changing workforce is the final factor. As baby boomers retire, there likely will not be enough people to replace them, and many of the skills the baby boomers have may be lost. In addition, having to work with multiple generations at once can create challenges as different expectations and needs arise from multigenerational workforces.

CPHR® is an intensive two-day learning program for HR leaders and people managers


What to Expect: 
  • 13 extensive modules are discussed during the program including:
    • The Role of Human Resources
    • Developing and Implementing Strategic HRM Plans
    • Diversity and Multiculturalism
    • Recruitment and Selection
    • Compensation and Benefits
    • Retention and Motivation
    • Training and Development
    • Successful Employee Communication
    • Managing Employee Performance
    • Employee Assessment
    • Working with Labor Unions
    • Safety and Health at Work
    • International HRM
  • During the program, participants will learn how to carry out hiring processes and how to develop adequate compensation with the development of a salary policy, social benefits, and contracts. 
  • Participants will learn and practice how to develop an HR strategy and guidelines, how to develop procedures for job evaluations, promotions, and training programs for the workforce. Particular emphasis is placed on managing intercultural and gender issues.
  • Participants will learn how to develop a plan for HR development, how to communicate HR strategies with employees effectively and how to manage stress and conflict.
  • During the program, real-life HR issues and experiences are discussed and shared to develop the participant’s knowledge, skills, and mindsets on HR Management. 
  • Participants will gain hands-on experience in the actual preparation, building, and implementation of an HR policy.

How to become CPHR®?
  • Apply for Program Qualification
    • Send an updated and comprehensive resume with photo to info@cphrph.com for evaluation based on function and/or educational background. Evaluation is free of charge:
      • AVP/VP/SVP or above handling Managers, Directors, or above
      • Managerial Role for at least 3 years
      • Supervisory Role for at least 5 years
      • Master’s Degree Holders
      • Bachelor’s Degree Holders with 1 year of HR experience
      • Associate’s Degree Holders with 3 years of HR experience
      • High School Graduate with at least 5 years of HR experience
  • Attend and complete the CPHR® Intensive Learning Program. Schedules can be found on the CPHR Philippines website.
  • Pass the CPHRP® Licensure Examination (Global Knowledge Assessment® or GKE)
    • Candidates with at least 3 years managerial in human resources may apply for exemption
  • Agree to follow the CPHR® Code of Ethics and Rules of Professional Conduct.

Why become CPHR®?

CPHRs are proven to have unique expertise and the experience to meet the challenges of today’s workforce. The standards we have set and the quality we deliver through CPHR® is second to none in the world. We have established consistent requirements for certification and continuing professional development and a global Code of Conduct. We are moving together toward self-regulation in a group that aligns with our requirements.

Chartered Professionals in Human Resources are uniquely qualified to achieve business goals. With proven expertise across key business metrics, every CPHR® has the knowledge and the experience to address the factors that underpin the degree of immediate and long-term success.
  • CPHR® is a globally-recognized designation for HR Professionals and people managers awarded directly by CPHR/CAHR United Kingdom. Members of CPHR® are eligible to apply and be recognized for the following HR Institutes:

    • Canada
    • Singapore
    • Australia
    • New Zealand
    • Hong Kong





  • Use of the CPHR® post-nominal after your name on your business card and resume
  • Resource e-news - stay up to date on the latest developments in the HR profession via fortnightly e-newsletter
  • Exclusive Facebook and LinkedIn group - join the conversation and share your ideas and knowledge with over 5,000 HR Professionals in the Philippines.
  • eLearning - enjoy member rates to all specialized HR online training courses
  • Professional development - receive member rates research reports on key HR topics

When is CPHR® Intensive Learning Program
  • To view the next assembly schedules in your area, please visit the CPHR Philippines website.
  • Inquire at the CPHR Philippines Secretariat at info@cphrph.com or 0917 968 5750



CLG to Offer CPHR® in the Philippines



EASTWOOD CITY — Circa Logica Group (CLG), a full-spectrum HR company, seals the agreement with CPHR/CAHR United Kingdom to offer the Chartered Professionals in Human Resources™ (CPHR®) Program in the Philippines through a joint venture organization, CPHR Philippines.

CPHR® represents 47,000+ members in the Human Resources Profession across the globe. Established in 1999, CPHR UK, an affiliate of CCHRA Canada (now CPHR Canada), is the global voice on the enhancement and promotion of the HR Profession. With an established and credible designation and collaboration on international issues, we are proactively positioning the human resources agenda with HR associations around the world.

Circa Logica Group becomes one of eight and the only Accredited Member Institution in the Philippines. It
is also the only Accredited Training Institution to conduct and facilitate the CPHR® Intensive Learning Program.

“We have seen the potential and need for HR practitioners in the Philippines – particularly in Metro Manila and the fast-growing Clark in Pampanga – to exceed the international standards of Human Resources. The unprecedented growth of Clark combined with the initiatives set forth for the New Clark City demands extensively-trained and certified people managers. We are confident that this is a vital step to making the Central Luzon workforce more competitive. We are also bringing this global certification to key cities in the Philippines to elevate skills and knowledge of HR professionals and people managers,” CLG CEO & Managing Partner Mikel Leroi Balansag said, Monday, June 10.

CPHR Philippines, the company under the joint venture is set to launch in July with the maiden batch of CPHR® to be conducted in Clark on September 5-6, 2019. For program details, email info@cphrph.com

To learn more about CPHR Philippines, visit www.cphrph.com

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Wednesday, June 5, 2019

What is Redundancy?


Redundancy is one of the grounds for termination allowed by labor laws in the Philippines.
It exists when the service capability of the workforce is in excess of what is reasonably needed to meet the demands of the enterprise.
A redundant position is one rendered superfluous by any number of factors, such as:
  •  over hiring of workers,
  • decreased volume of business,
  • dropping of a particular product line previously manufactured by the company, or
  • phasing out of a service activity previously undertaken by the business.
 Under these conditions, the employer has no legal obligation to keep in its payroll more employees than are necessary for the operation of its business.
For a valid implementation of a redundancy program, the employer must comply with the following requisites:
(1) written notice served on both the employees and DOLE at least one month prior to the intended date of termination of employment;
(2) payment of separation pay equivalent to at least one month pay for every year of service;
(3) good faith in abolishing the redundant positions; and
(4) fair and reasonable criteria in ascertaining what positions are to be declared redundant and accordingly abolished.