CHAPTER 1

BACKGROUND AND RATIONALE

Introduction

We are living in a digital age. Technology has taken over the 21ST century. The

evolution of technology is not only confined to big industries and businesses that are

directly involved in manufacturing computer software and computer hardware. Today,

transportation is just one click away. Who would have thought that this kind of need can

also be digitalized? One can contact a ride by just downloading an application. This kind

of technology even allows the passenger to choose between a car or a taxi to drive them

whenever and wherever, thus, eradicating the necessity of waiting for a ride under the

heat of the sun or in a down pour. Even, educational institution has also caught up with

the technological revolution with the availability of the following services like, online

enrolment, online payment, online verification of grades and enhanced security for the

students using Radio Frequency Identification System (RFID). This technology enables

the parents to monitor the whereabouts of their children because once the system receives

the information through swiping the ID card, it automatically sends message to the

parents informing them that the student has entered the premises of the school. And of

course, financial institutions didnt want to be left behind. Nowadays, they are operating

more and more based on cashless transactions. People today dont have to carry around

cash to pay their bills and buy items. We now have debit cards, unlike credit cards which

incur big interests and are like loans, debit cards are actually a cashless payment system.

Once swiped, the card will automatically transfer cash from the buyer to the seller. We

even now have money transfer from the mobile phone directly to a bank account. The

1
advent of the EPS (Electric Payment System) has afforded consumers protection from

robbery and eliminates tension brought about carrying a large amount of money.

With these advancements, one can ask Is technology a backlash in the development

of employees skills or does it actually allow them to be both effective and efficient?

This study will revolve around the effect of technology to the employees of BPI Direct

Banko, who is a subsidiary of the Bank of the Philippine IslandS (BPI) Commercial Bank,

one of the biggest bank in the Philippines. BPI Direct Banko concentrates on small

cottage industry loans and money transfers than functioning as a depository bank.

Assessing the effect of the automated system they use, would provide the answer for the

foregoing question and will bring new light to this matter. Using the Ardalan Model of

Job Empowerment Dimension hereinafter referred to as Ardalan Model, which was

created by Ardalan himself to measure the impact of technology on the effectiveness and

efficiency of the human workforce.

Statement of the Problem

The study sets its sight on answering the following question:

1. What are the factors that could affect the performance of the employees?

2. What is the level of effect of the automated system to those who work in BPI Direct

Banko based in the areas of:

2.1. Employees performance improvement

2.2. Occupational freedom and independence

2.3. Increased decision-making responsibility

2.4. Increased employment opportunities

2
 2.5. Enhanced self-control

2.6. Increased staff knowledge

2.7. Professional development of staff

3. What recommendation could be formulated based on the results of the study?

Significance of the Study

To the Community

This study can make a significant contribution towards the community in eliminating

the notion that technology is a threat to employment opportunities and encourages

laziness among workers.

To the Government

This study could deliver long-term benefits, by ridding the system of corruption and

offering transparency through utilization of automation system in both local and national

government offices. Plus, improving the performance of government workers resulting to

great economic benefits.

To Other Industries

This can serve as an inspiration to other Industries who are having second thoughts

on utilizing an automated system thinking that technology will replace human workforce,

that there is a correlation between technology and humans that will still allow them have

personal growth.

To the Employees

3
 This study is especially for you, so that you will find it useful to learn that

technology does not only contribute to efficiency but as well as effectiveness in the

workplace. That there is no threat in using these advancements.

To Other Researchers

If this study can prove that Ardalan Model of Job Empowerment dimensions could

deliver long-term benefits, then this study may become a take-off stage for more studies

to fine tune the concept and even recommend to adapt this model to industries that uses

an automated system.

Scope and Delimitation

The scope of this study involved the evaluation of whether the Ardaln Model

contributes to the job empowerment of the employees in BPI Direct Banko, since all of

their transactions uses the automated system. It is delimited to looking for information

that establishes the effect and the observable changes as proposed by the Ardalan Model

on Job Empowerment Dimensions.

Definition of Terms

Ardalan Model on Job Empowerment Dimensions (Ardalan Model)

Literally refers to the criteria contained in the model created by Ardalan O.,MSc on

his Masters Thesis, which investigates the impact of technology to job empowerment,

that will become the main tool of this study.

4
Customized Automated System

An operational term which refers to a computerized system that is specifically design

to cater the specific need of an entity to perform their tasks and transactions faster, to

deliver quality service to their customers.

Financial Institution

An institution that provides services between the creditor and the debtor to the

financial market.

BPI Direct Banko

A financial institution engaged mainly in lending and remittance services located in

Laiz Building, Santiago St. General Santos City.

5
 CHAPTER 2

REVIEW OF RELATED LITERATURE

Technology have been part of human lives ever since it proved its usefulness.

In studying this correlation, many studies and research have been conducted. One of

these is the Ardalan Model. The Ardalan Model of Job Empowerment Dimension is still

in its pioneering and testing stage globally. Created by Ardalan O., MSc as his Masters

Thesis in 2011-2012 entitled Investigating the Effects of IT on Employees Occupational

Empowerment, said that IT increases employees knowledge and awareness leading to

easier and more exact communications, less expenses and decrease in human error in the

information process. Organizations can transfer orders and messages alongq organization

without traditional management structures. This is possible through using computers and

some parts of middle management and leadership responsibilities. This way, employees

will have access to more information and increase their knowledge. They will also come

to better results. This is a totally new approach since the evolution of technology has lead

to certain beliefs that technology cannot contribute to human effectiveness, only

efficiency. By going through some materials on Ardalan Model, some scholars and

researchers have concurred with the findings of Ardalan.

In one article, authored by Sima Ajami and Raziyeh Arab-Chadegani from J Educ

Health Promotion Organization, published in 2014, they both agree with Ardalan on the

impact of technology on job empowerment. According to them, Information Technology

(IT) is known as a valuable tool for information dissemination. Today, information

communication technology can be used as a powerful tool to improve employees quality

and efficiency. The increasing development of technology-based tools and their

6
adaptation speed with human requirements has led to a new form of the learning

environment and creative, active and inclusive interaction. These days, information is

one of the most important power resources in every organization and accordingly,

acquiring information, especially central or strategic one can help organizations to build

a power base and influence others.

They believe that using Ardalan Model can create a more conducive environment to

health professionals in communicating and imparting knowledge. For them, the best and

most comprehensive Job Empowerment criteria was the Ardalan Model that can be easily

adapted by employees because the Ardalan Model is more detailed in its criteria

compared to the prior standards given by previous authors.

In their conclusion, they have sited that the IT decreases human resources role

and results in a systematic relation between human and machine. This may cause

dissatisfaction due to work with a system and automation. On the other hand, employees

are also an important organizational resource and it's necessary and unavoidable to pay

enough attention to them in order to achieve organizational objectives. However, one of

the important ways of employees empowerment is education and access to information

through topical technologies. IT is one of tools and mechanisms that collect categorize

and process information and provide the results. The main objective of empowerment is

to decrease governmental hierarchy and emphasize on client needs (instead of

organizational needs). If more attachment and commitment is aimed, the traditional

leadership chain between employees and managers needs to be changed. Among the

outcomes of employee empowerment, the following cases can be mentioned:

Employees broader control over surrounding environment

7
 Decrease the role of top managers in organization's partial affairs

Employees overall understanding of whole organizational operations and

Employees higher concentration of organizational values, tasks and objectives.

Moreover, the most important consequences of IT application in employee empowerment

include:

Increase employees job opportunities

Increase decision-making responsibilities among employees

Increase employees independence and freedom

Increase employees knowledge and awareness

Minimize human errors in processing information and higher service providing

which lead to client satisfaction and emphasized on the role of IT in employees

performance improvement

IT leads to a better performance accompanied by higher efficiency in service

providing all of which will cause more satisfaction from fast and high-quality services.

This research was conducted by Mohammad Taleghani1, Esmaeil Malek Akhlagh ,

Mohammad Ali Salimi in 2013 that tackled the impact of technology on the job

empowerment of the social security organization using the Ardalan Model.

The researchers wanted to find out the direct correlation of technology to the job

empowerment of the Social Security Organization in Guilan Province, Iran. As sited by

Ardalan on his findings, that IT increases employees knowledge and awareness leading

to easier and more exact communications, less expenses and decrease in human error in

the information process.

8
 Because of this, the researchers wanted to prove to this theory. The method they used

for gathering data and data processing for research was, ..based on data that were

collected using field method and tools for data collection is questionnaire. The research

in term of method is a descriptive with emphasis on correlation with applied nature that

research hypotheses is tested by using Pearson correlation technique. The

statistical population includes 1230 employees of the Social Security

organization in Guilan (Iran). Systematic random sample consisted of 287

employees that were measure a by questionnaires based on a 5-point Likert

scale and its reliability was calculated based on Cronbach's alpha

coefficient.Analysis of data collected by using software (Spss ver.18) was conducted

in two parts: descriptive statistics and inferential statistics. In using this method they

have therefore came up with the following results:

1) There is relationship between hardware and employees empowerment

in significant level (sig=.009) and (r=.154) and correlationis a direct

(positive). Thus can be said that HARDWAREWILL AFFECT employees empowerment

in social security organization and in term of the employeesviewswhatever

amount of deploymentand application of hardware be more, empowerment

will increase. Thus first hypothesis is confirmed.

2) There is relationship between software and employees empowerment in

significant level (sig=.002) and (r=.0181) and correlationis a direct (positive).

Thus can be said that softwarewill affect employees empowerment in social security

organization and in term of the employeesviewswhatever amount of measured factorsof

software improve, empowerment will increase. Thus second hypothesis is confirmed.3)

9
There is relationship between network and employees empowerment in significant level

(sig=.019) and (r=.139) andcorrelationis a direct (positive). Thus can be said that

networkwill affect employees empowerment in social security organization and in term of

the employeesviewswhatever amount of measured factorsof network improve,

empowerment will increase. Thus third hypothesis is confirmed.

3) There is relationship between database and employees empowerment in significant

level (sig=.007) and (r=.159) and correlation is a direct (positive). Thus can be said that

database will affect employees empowerment in social security organization and in term

of the employees views whatever amount of measured factors of database

improve, empowerment will increase. Thus fourth hypothesis is confirmed.

Ultimately by using stepwise regression is determined that software has more impact on

employees empowerment and based on R2can be said that 3/3% of the dependent

variables (empowerment) is explained through Information Technology (Software).

In their conclusion, they have indeed confirmed that .. there is significant

relationship between factors of hardware, software, network, database and empowerment

of employees and is a direct and positive correlation. This means that

application of information technology has an impact on employee empowerment.

Conceptual Framework

This section contains the theoretical framework which will indicate the direction of

this research. The 7 criteria provided by the Ardalan Model of Job Empowerment

Dimension will be the independent variable. This will be the basis in check listing the

employees of BPI Direct Banko as to whether their current automate system has

10
empowered their workplace. The intervening variables, on the other hand, will be the

following: (a) Type of entity, (b) Human factor and lastly (c) Customized automated

System. These are seen to be factors that will affect the results of the study. The

dependent variable is the use of the automated system by the employees of BPI Direct

Banko.

This research evaluated of the relationship of Ardalan Model to the performance of

the employees working at the BPI Direct Banko, General Santos City. The 7 criteria

provided by Ardalan Model on Job Empowerment are the following:

Table 1. The 7 Criteria of Ardalan Model on Job Empowerment

1. Employees performance improvement
2. Occupational freedom and
Independence
3. Increased decision-making
responsibility
4. Increased employment opportunities
5. Enhanced self-control
6. Increased staff knowledge
7. Professional development of staff
Did they develop a new skill or were there
any added skills in using the current
automate?
Do they perform their jobs without the
need of much supervision?
Where they able to address minor issues
without the frequent need to consult the
top management?
Was the acquired skill through the
automated system qualify her to new
employment opportunities?
Do the BPI Direct Banko employees
developed self-control when it comes to
applying the protocol of the system of
their current automated system to
minimize human errors?
Was there an increase of knowledge in the
workplace of the employees of BPI Direct
Banko?
Where the employees in BPI Direct
Banko become more professional in their
workplace?

11
 CHAPTER 3

RESEARCH METHODOLOGY

Research Design

This descriptive research is mainly concerned on the applicability of Ardalan Model

in BPI Direct Banko. The procedure involved the use of the 7 criteria provided by

Ardalan in job empowerment as a checklist. A rating in the survey form was designed to

categorize each criterion as to whether the personnel in the aforementioned department

had this empowerment since the utilization of their automated system.

The Respondents

The respondents of this study were purposely selected involving all active and

existing personnel of BPI Direct Banko. The subjects are Bank Manager, Bank Assistant

Manager, Accounting Clerks, Tellers, Bookkeeper and Sales Associate.

Table 2. The Respondents

Number of
Position Department
Employees
Bank Manager Administrative 1
Bank Assistant Manager / Credit Officer Administrative 1
Accounting Clerks Accounting 3
Tellers Receiving 2
Bookkeepers Accounting 2
Sales Associate Sales 4

12
The Research Instrument

The primary instruments for this research was taken from the 7 criteria as embodied

in the Ardalan Model and the result of the questionnaire and survey of the personnel,

which contains their views on the impact of technology in their workplace ensure the

validity of the data generated. To accomplish this, the following data are needed:

1.) Structured questionnaire for the employees.

2.) Survey forms that contain the 7 criteria of the Ardalan Model.

Data Gathering Procedure

The structured questionnaire was verbally asked to the personnel of BPI Direct

Banko and subsequently requires the same persons to answer the survey form.

Data Processing Procedure

The information gathered from the questionnaire and the survey form was processed

using the measures of central tendency. Further analysis will provide whether the current

automated system utilized by BPI Direct Banko has resulted to the expected change

stipulated by the Ardalan Model.

13
 CHAPTER 4

PRESENTATION AND ANALYSIS OF DATA

Based on the structured questionnaire and survey form given to the respondents the

results are presented and analysed below.

Improvement in Performance

Table 3.1. Improvement in Performance

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
I am able to meet targets using the
current automated system used in the 15% 85% 0% 0%
office.
The current automated system
minimizes the errors that can be
8% 92% 0% 0%
committed on data collection,
processing and dissemination.
The current automated system helps
23% 77% 0% 0%
you provide efficient and fast service.
The current automated system
enables me to go beyond what is 8% 92% 0% 0%
expected of me.
Total 13% 87% 0% 0%

86.54% of the respondents agreed that the current automated system used in their

office improves their performance. Continuous improvement on their system has affected

their performance positively; however, there are slight draw backs during the system

upgrades. System upgrades usually causes delays and interruptions on data processing

which results to transaction deferrals.

14
 To verify the results of the survey, we conducted an interview with the Branch

Manager of the BPI Banko Direct. Based on him, the performance of their employees is

also affected by human factors like the employees abilities, knowledge and flexibility.

They continuously do system upgrades to ensure that what they are offering to their

customers is the best possible service and to comply with the government and

organizational policy.

This only shows that automated system used in this type of industry is critical in

improving the performance of the employees. The management should continue to

improve the system not just to satisfy the needs of their clients or to comply with the

state/ organizational policy but also to help their employees become more productive on

their tasks.

Occupational Freedom and Independence

Table 3.2. Occupational Freedom and Independence

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
You have a broader control over your
8% 92% 0% 0%
surrounding environment.
You can work independently and
31% 69% 0% 0%
with less supervision.
The current automated system has a
complete function that helps you get
23% 77% 0% 0%
your work done on time or before
deadline.
Total 21% 79% 0% 0%

15
 79.49% said that they somehow agree that the current automated system used in their

office provides occupational freedom and independence. While 20.52% strongly agreed

that their current automated system promotes occupational freedom and independence.

Regardless of the organizational restrictions on making decisions on different

departments, the employees are still confident that the current system used in their office

promotes occupational freedom and independence.

The Branch Manager said that there are certain restrictions which limit their

employees in making decisions on their own and require supervision due to the

confidentiality and sensitiveness of the data they are handling. However, with the current

automated system used in their office, employees are revel in lesser physical supervision

than being monitored every now and then. Employees felt empowered because the

functions available on their current automated system are complete they are able to

exercise their jobs with less supervision.

Increased Decision-Making Responsibility

Table 3.3. Increased Decision-Making Responsibility

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
The automation increases your ability
to formulate immediate judgment to 15% 77% 8% 0%
certain conditions.
The current automated system
23% 69% 8% 0%
increases your office responsibility.
The current automated system gives
you an additional workload not 8% 85% 0% 8%
discussed on your contract.
When a customer is dissatisfied, you
can usually correct the problem to
15% 69% 15% 0%
their satisfaction using the functions
on the current automated system.
Total 15% 75% 8% 2%
16
 75% of the total respondents somehow agreed that the current automated system

used in their office has increased their decision making responsibility. This means that

the current automated system used in BPI Direct Banko causes an extension to the job

responsibilities of the employees.

Since the functions are interconnected, in the absence of the person-in-charge one

can perform his or her tasks temporarily. However, in some cases, certain jobs cannot be

performed by a proxy because of the strict implementation of organizational policy

regarding job substitution. That is why theres 7.70% who somewhat disagreed about the

effects of their current automated system on their ability to make decisions or the

dimension of their job responsibility.

Increased Employment Opportunities

Table 3.4. Increased Employment Opportunities

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
The current automated system
provides you opportunities to have
46% 54% 0% 0%
more knowledge on your job that can
be applied to other jobs in the future.
You can use your knowledge in
navigating the current automated
46% 54% 0% 0%
system in other related industries,
increasing your employment value.
The current automated system helps
23% 77% 0% 0%
me maximize my skills and abilities.
Total 38% 62% 0% 0%

17
 61.54% of the respondents somewhat agreed that their current automated system has

increased their employment opportunities while 38.46% strongly agreed that the current

automated system has increased their employment opportunities. This means that the

employees are confident and felt empowered because they believe that the knowledge

they acquired while using the current system can also be used in their future jobs.

Majority of them believed that their current system maximized their skills and abilities

and has increased their employment value.

This also means that the current automated system used in BPI Direct Banko is not

only confined on the industry or entity where the employees are employed but the

processes and flow can also be applied in other industries.

Enhanced Self-Control

Table 3.5. Enhanced Self-Control

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
The current automated system has
functions that discourage fraud or 23% 69% 8% 0%
human errors.
Total 23% 69% 8% 0%

69.23% somewhat agreed that the current functions available on their system

discourages fraud and human errors. However, there is 7.61% who somewhat disagreed

on the proposition that their current automated system enhances self-control.

18
 The Branch Manager said that human factors like outside connivance and weariness

can greatly affect the self-control of their employees. No matter how secure their system

is, if these factors influenced their employees it can still create errors or fraud.

Increased Staff Knowledge

Table 3.6. Increased Staff Knowledge

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
The current automated system used in
the office increases your knowledge
8% 92% 0% 0%
and awareness on the technology
used in your work field.
Total 8% 92% 0% 0%

92.31% somewhat agreed that their automated system has increased their knowledge

and awareness on technology used in their work field. This shows that employees are

empowered by their current automated system. The transfer of knowledge is active, thus

promoting employees empowerment.

The BPI Direct Banko continues to improve their system in order to adapt with this

fast paced industry. This also helps the employees to acquire new knowledge that can

somehow increase their employment value and improves their performance in their

current employment. There are internal and external factors that can influence their

performance aside from the technology used in their office like how the information is

transferred and how the employees process the information.

19
Professional Development of Staff

Table 3.7. Professional Development of Staff

Strongly Somewhat Somewhat Strongly

Specific Area
Agree Agree Disagree Disagree
The current automated system
8% 84% 8% 0%
promotes professional development.
The current automated system gives
me a feeling of personal and 8% 92% 0% 0%
professional accomplishment
I experience personal growth such as
updating skills and learning different 15% 85% 0% 0%
jobs
Total 10% 87% 3% 0%

87.18% somewhat agreed that the current automated system used in their office

promote professional development. This means that majority of the employees have the

sense of personal and professional accomplishment. The automated system also helps the

employees to update their skills and learn different jobs. However, 2.56% somewhat

disagreed that the current automated system promotes professional development.

The Branch Manager said that the mind-set of the employee plays a vital role in

accomplishing their respective jobs. How the employees view their job also affect their

outputs. Some employees see their work as a stepping stone for a better job and some

employees see their work as income generating only. The difference can be observed on

their outputs. Employees who are motivated to do their job because they are seeking

personal and professional growth show a better output. No matter how good the system is,

the output will still rely on how the employees work with it.
20
 CHAPTER 5

SUMMARY FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

Summary of Findings

An average of 78.75% of all the respondents, which are composed of all the

employees of BPI Direct Banko generally, finds their current automated system as

empowering just as Ardalan have suggested.

Conclusion

It can therefore be concluded from the answer of the respondents that based on the

Ardalan Model, the effect of their current automated system does provide job

empowerment but not all the time. These can be explained by the following factors such

as:

Type of entity. As a financial institution, regulatory requirements requires stringent

procedures to be in place. This could affect the judgment call and independence of an

employee because of the necessity to consult a superior every now and then, in

compliance with the rules and regulations deliberately placed to protect the interest of the

stakeholders, which is the public, of the company. Since the type of entity is highly

sensitive one cannot do as he please. Sometimes an entity does not require a

decision-making skill but to simply comply with government regulations especially in a

financial institution.

Human attitude and perception. Noticeable in the answers provided by the

respondents is the prevailing attitude among employees that their existence in their

21
workplace is merely to earn and not to look at it as a learning ground for growth and

development.

Customized automated system. Since financial institutions have unique automated

system designed to meet their unique services, employees tend to confine their skills on

the current system and stop looking for new learnings because they feel that they only

need to maintain their current skill to keep their jobs.

This conclusion is confirmed by another study undertaken by Mohammad

Taleghani1, Esmaeil Malek Akhlagh , Mohammad Ali Salimi in 2013, that Ardalan

Model is not a hard and fast rule. Their study also shows that there are still variables that

can affect the job empowerment brought about by technology. External factors greatly

impact the effect of technology as shown in this study conducted at BPI Direct Banko.

Recommendations

First, it is recommended that during the tertiary education of a person, whether

wanting to be an employee or an employer, colleges should emphasize a lifelong learning

attitude to their students. This is to maximize the benefit of technology to eradicate the

thinking that they only need specific skills just to maintain status quo, like the result of

the data gathered for this study. The biggest factor that affects their empowerment is their

attitude of limiting themselves to what they think they know in mere compliance to their

specific jobs.

22
 Second, employee trainings could emphasize that their present job environment is a

ground for learnings not merely earnings. As observed in the study, most of the time,

employees think that having a job is only for monetary benefits that they refuse to see the

vast environment for learning they move in, which unfortunately lessens their job

empowerment, which leads to missing out career advancement within the entity or

outside.

Third, even if there may be confinement to a customized automated system it is

always advantageous to look for new knowledge concerning the workplace that can be

utilized for future challenges because people can never be too sure that they will remain

in the same position in their entire career or even in the same employer. Similar to the

result of this study, they look at the confinement of the system as an alibi not to explore

and acquire further knowledge that could actually be helpful in their respective

workplace.

23
REFERENCES

http://www.researchgate.net/profile/Sima_Ajami/publication/266086236_The_effects_of
_applying_information_technology_on_job_empowerment_dimensions/links/549881
550cf2c5a7e342c23e.pdf
http://www.ncbi.nlm.nih.gov/pmc/articles/PMC4165122/
http://www.jehp.net/article.asp?issn=2277-9531;year=2014;volume=3;issue=1;spage=84;
epage=84;aulast=Ajami
http://www.europepmc.org/articles/PMC4165122
http://www.researchgate.net/profile/Sima_Ajami/publication/266086236_The_effects_of
_applying_information_technology_on_job_empowerment_dimensions/links/549881
550cf2c5a7e342c23e.pdf?disableCoverPage=true
europepmc.org/abstract/MED/25250350
The Impact of Information Technology Application on Personal Empowerment of Social
Security Organization in Guilan ProvinceMohammad Taleghani1, Esmaeil Malek
Akhlagh2,Mohammad Ali Salimi3*1Department of Industrial Management, Rasht
Branch, Islamic Azad University, Rasht, Iran2Department of Management, Guilan
University , Guilan, Iran3*M.A student of Business Management, Science and
Research Branch, Islamic Azad University, Guilan, Iran (Corresponding Author)

24
APPENDICEES

25
SURVEY QUESTIONNAIRE

26
 INTERVIEW QUESTIONNAIRE

Please give a brief explanation for each field of services as to why 78.52% of you

answered somewhat agree.

a) I am able to meet targets using the current automated system used in the office.

b) The current automated system minimizes the errors that can be committed on data

collection, processing and dissemination.

c) The current automated system helps you provide efficient and fast service.

d) The current automated system enables me to go beyond what is expected of me.

e) You have a broader control over your surrounding environment.

f) You can work independently and with less supervision.

g) The current automated system has a complete function that helps you get your work

done on time or before deadline.

h) The automation increases your ability to formulate immediate judgment to certain

conditions.

i) The current automated system increases your office responsibility.

j) The current automated system gives you an additional workload not discussed on your

contract.

k) When a customer is dissatisfied, you can usually correct the problem to their

satisfaction using the functions on the current automated system.

l) The current automated system provides you opportunities to have more knowledge on

your job that can be applied to other jobs in the future.

m) You can use your knowledge in navigating the current automated system in other

related industries, increasing your employment value.

27
n) The current automated system helps me maximize my skills and abilities.

o) The current automated system has functions that discourage fraud or human errors.

p) The current automated system used in the office increases your knowledge and

awareness on the technology used in your work field.

q) The current automated system promotes professional development.

r) The current automated system gives me a feeling of personal and professional

accomplishment.

s) I experience personal growth such as updating skills and learning different jobs.

28
LETTER TO CONDUCT RESEARCH

29
CURRICULUM
VITAE

30
 STEPHANIE ANGELI S. GACAL
pinkigacal@gmail.com

OBJECTIVE: To establish a qualification for employment.

WORK EXPERIENCE: 1. Worked as a clinic assistant in year 2004 at the age of 16.
2. Worked as a part-time sales person in 2005, to sustain ahigh school scholarship
from a private benefactor who owns the product.
3. Worked as a part-time supervisor and sales person in 2013 to earn extra income.
4. Currently engaged in a small cottage industry selling goods to college students in
Notre Dame Dadiangas University, General Santos City.

EDUCATION: PRIMARY Ateneo De Davao University

Matina, Davao City
Batch 2001
SECONDARY Notre Dame of General Santos City
San Isidro, Prk Malakas, GSC
(formerly located at Beatiles St., GSC)
Batch 2007
TERTIARY Holy Trinity College of GSC
Daproza Ave., General Santo City
Present

ACHIEVEMENTS : 1. Editor-in-Chief
Veritas
School Publication of Notre Dame of General Santos City
2. 1st runner-up
Declamation Contest
Inter year level
Notre Dame of General Santos City
3. Spelling Bee Contest Champion
Inter year level
Notre Dame of General Santos City

REFERENCES: Dolores C. Rivera

Owner
RD Fishing Company
c/o Calumpang, General Santos City

Elizabeth S. Mendoza
Retired Landbank Manager-GSC Highway Branch
3rd St. Soriano Subdivision, Brgy. Heights, General Santos City
Contact No. +(63)927 923 8288

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 HEARTWELL B. LICAYAN
heartwell.licayan06@gmail.com
Purok IV, Palkan, Polomolok, South Cotabato

OBJECTIVE: To complete the course requirement for Business Research 1 and improve my current skill set.

WORK EXPERIENCE: Cronasia Foundation College, Inc.

Nuestra Senora Dela Paz, General Santos City
Student Assistant (November 2011-March 2013)
Estelinq BPO
Mabuhay IT Park, General Santos City
Human Resource Management Recruitment Trainee (August 2013- January 2014)
Synnex-Concentrix Corporation
Damosa IT Park, Davao City
SUM 2.0 Expert (September 2014- January 2016

EDUCATION: PRIMARY Palkan Elementary School (First Honourable Mention)

Palkan, Polomolok, South Cotabato
2001-2006
SECONDARY Palkan National High School (Salutatorian)
Palkan, Polomolok, South Cotabato
2006-2010
TERTIARY Holy Trinity College of GSC
Daproza Ave., General Santo City
Present

ACHIEVEMENTS : 7th Business Plan Competition (Champion)

CEMCDO, General Santos City
Special Citation for Research (Special Award)
Gawad Trinitarian 2017, Holy Trinity College of General Santos City
Best Customer Service Satisfaction Score Performer
NETGEAR, Synnex-Concentrix Corportation
Leadership Awardee
NSTP-CWTS II, Holy Trinity College of General Santos City
Bookkeeping NCIII Passer
Cronasia Foundation College , Inc.
Aramco Enactus Innovative Challege National Level First Runner Up
Aramco Enactus Philippines

REFERENCES: Susana L. Morante

CBMA, Dean
Holy Trinity College of General Santos City
0933-578-1654

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 DANIECA FRANZ POLICIOS
daniecafranzpolicios26@gmail.com
Lot 5 Sugod, Apopong, General Santos City

OBJECTIVE: To complete the course requirement for Business Research 1 and improve my current skill set.

ORGANIZATIONAL AFFILIATION:

VP Media and Documentation,

Junior Philippine Institute of Accountants (HTC Local Chapter)
SY: 2016-2017

EDUCATION: SECONDARY Holy Trinity College of GSC

Daproza Ave., General Santo City
2010-2014
TERTIARY Holy Trinity College of GSC
Daproza Ave., General Santo City
2014- Present

SKILLS:
Responsible on the tasks given to me
Willing to learn new information
Can work under pressure
Well-oriented in Microsoft Office Applications

PERSONAL DATA:
Age : 19 years old
Birthday : October 26, 1997
Gender : Female
Height : 158 cm
Weight : 39 kg.
Civil Status : Single
Nationality : Filipino
Language : English, Filipino, and Cebuano

REFERENCES: Susana L. Morante

CBMA, Dean
Holy Trinity College of General Santos City
General Santos City
0933-578-1654

33
 ABDUL-HALIM SARIP RASUMAN
abdulhalim_rasuman@yahoo.com
Blk. 5 Lt. 1 VSM Subd. Heights Ph. 1, General Santos City

OBJECTIVE: To apply to any position that will fit my qualification. Seeking to be a part of a
reputable institution and be a partner in achieving their goals. To have an experience.

SKILLS: Had knowledge regarding high technology equipments and devices.

Had a computer skills such as Microsoft offices.
Had the capability to adapt to a new environment.
Can work under pressure and had a good interpersonal skills.

EDUCATION: PRIMARY -Amai Pak-Pak Central Elementary School

Marawi City, Lanao Del Sur
-Dadiangas North Elementary School
JP Laurel, Barangay North, General Santos City
SECONDARY Holy Trinity College of GSC
Daproza Ave., General Santo City
TERTIARY Holy Trinity College of GSC
Daproza Ave., General Santo City

PERSONAL DATA:
Age : 20 years old
Birthday : September 29, 1995
Gender : Male
Height : 58
Weight : 86 Kg
Civil Status : Single
Nationality : Filipino
Language : English, Filipino, and Cebuano

REFERENCES: Mr. Domalondong P. Rasuman

Revenue Collection Officer
Pendatun Avenue, General Santos City

Ms. Baelanie R. Patorai, C.P.A.

Government Employee
Cabaguio Avenue, Davao City

34
 XYRIZ DIAZ
xyrizsdiaz@yahoo.com
Dona Soledad Subdivision, Labangal, General Santos City 9500

OBJECTIVE: A position with innovative, results oriented firm where my skills, analytical and strategic
thinking will be valued.

EDUCATION: PRIMARY Saavedra Saway Elementary School

Labangal, General Santos City
2004-2010
SECONDARY Panay National High School
Panay, Sto. Nino, South Cotabato
2010- 2014
TERTIARY -GenSantos Foundation College, Inc
Bulaong Ext., General Santo City
2014- 2016
-Holy Trinity College of General Santos City
Daproza Ave., General Santo City
2016- Present

OTHER SKILLS: Leadership Skills

Creative kind
Great communication skills
Able to adapt quickly and easily are at a distinct advantage
Transparent when making decisions and giving advice

PERSONAL DATA: Date of Birth: November 25,1997

Place of Birth: Lagao, General Santos city
Gender: Female
Age: 19
Height: 55
Weight: 47
Civil status: Single
Nationality: Filipino

REFERENCES: SPO2 Anabelle Senina

Police Officer
09074639469
General Santos City

Ms. Jessa Mae Suarez

Bank teller
0922649873
35
 LAIZA MAE MARIVELS JONIEGA
Laizamaejoniega@rocketmail.com
79 Pc Barracks Camp Fermin Lira Jr., General Santos City

OBJECTIVE: To apply to any position that will fit my qualification. Seeking to be a part
of a reputable institution and be a partner in achieving their goals.

SKILLS PROFILE: Well-oriented in Microsoft Office Applications such as:

Microsoft Office Word
Microsoft Office Excel
Good Communication Skills

EDUCATIONAL ATTAINMENT: TERTIARY Holy Trinity College of General Santos City

Daproza Avenue, General Santos City
Bachelor of Science in Accountancy
2017 - Present

SECONDARY Holy Trinity College of General Santos City

Daproza Avenue, General Santos City
2010-2014

ORGANIZATIONAL AFFILIATION:
Junior Philippine Institute of Accountants HTC Local Chapter (Member)
National Federation of Junior Philippine Institute of Accountants (Member)

PERSONAL DATA:
Age : 19 years old
Birthday : November 11,1997
Gender : Female
Height : 53 Ft
Weight : 47 kg.
Civil Status : Single
Nationality : Filipino
Language : English, Filipino, Ilonggo, Cebuano

CHARACTER REFERENCES: Marlon Mondejar

Sales Executive
Marbel, Kornadal City

36
 RICO L. PAYOT
0948-814-9113
Purok 5 Brgy. Conel, General Santos City

OBJECTIVE: To complete the course requirement for Business Research 1 and improve my current skill set.

SKILLS PROFILE: Responsible on the tasks given to me

Willing to learn new information

EDUCATIONAL ATTAINMENT:
TERTIARY Holy Trinity College of General Santos City
Daproza Ave., General Santos City
Bachelor of Science in Accounting Technology
2014 - Present

SECONDARY Holy Trinity College of General Santos City

Daproza Ave., General Santos City
Bachelor of Science in Accounting Technology
2014 - Present

PERSONAL DATA:
Age : 20 years old
Birthday : January 23, 1997
Gender : Male
Height : 5.3 ft.
Weight : 53 kg.
Civil Status : Single
Nationality : Filipino
Language : Filipino, and Cebuano

REFERENCES: Susana L. Morante

CBMA, Dean
Holy Trinity College of General Santos City
General Santos City
0933-578-1654

37