Chapter 2

CURRENT STATE POLICIES, IMPLEMENTATION,

STRATEGIES AND PROCEDURES

This chapter contains the current policies of St. Tomas Manpower

Services Corporation. This would help the researchers to formulate or

generate new policies.

2.1 Human Resource Management Strategies

2.1.1 Ethics/Standard of Conduct

The policy contents on Ethics/Standard of Conduct of St. Tomas

Manpower Services Corporation are given in Appendix 2.A. It contains

grace period, excused late, and time offsetting. St. Tomas Manpower

Services Corporation wants every employee to learn how to utilize their

time wisely within the company to prevent violation of imposing penalties.

An employee that sleeping while on duty, loitering, using personal

cellphones or tablets, using company resources and company time for

personal issues during working hours are strictly prohibited. Also, no

employee is allowed to bring and drink alcohol, use cigarettes and drugs,

engage in gambling, commit theft and even leave a trash somewhere

inside the company premises. The company conducts mandatory drug

testing for the safety of its employees.

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No-Spouse/Relative/Couple Employment states that if there are

employees which are married, related by blood or live in partners will be

permitted to continue working inside the company but will be assigned

under different areas.

The employee’s individual possession must be deposited in the

assigned storage space of the company. The company guarantees the

safety and security of the employee’s belongings yet the company is not

responsible for any loss material inside the establishment. Bag inspection

is conducted by the security personnel regardless of the employee’s

position. Employee must ask the security personnel’s assistance in case

there are suspicious items or personality inside the establishment.

St. Tomas Manpower Services also considered punctuality, personal

appearance, etiquette (being polite) and competence of the employee

professionalism to promote values.

While the policy contents are perceived by the researchers, it will

benefit the company to have an Anti-Age Discrimination to eliminate

treating applicants or employees less favorably because of his/her age

and Workplace Bullying Policy to provide a safe and healthy work

environment.
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2.1.2 Human Resource Information Management

The policy contents on Human Resource Information Management of

St. Tomas Manpower Services Corporation are given in Appendix 2.B-E. It

contains official business, overtime and personal information where

employees are required to fill-up a designated form for HR reference.

Biometrics is provided by the company to monitor the daily attendance of

the employees. Payroll direct deposit is where employees get their

salaries from a company through electronic transfer. Work Schedule of an

employee varies on the management and the job.

The St. Tomas Manpower Services Corporation uses bulletin board to

provide information of interest and importance to employees. The bulletin

board serves as a visual way to communicate with employees and to keep

the employees up to date about their work schedule and job

announcement.

While the policy contents are perceived by the researchers, it will

benefit the company to enhance the Confidentiality to have a written legal

agreement or non-disclosure agreement between employee and employer

for protection of any type of information. Data Privacy Policy to protect

also the processing of personal information of each employee in any

operation where their personal information is involved.

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2.2 Organizational Design

2.2.1 Compensation and Benefits

The policy contents on Compensation and Benefits of St. Tomas

Manpower Services Corporation are given in Appendix 2.F-J. This policy

contains payroll deductions where all employees are subject for deduction

of mandatory benefits which are SSS, Phil health and Pag-ibig.

In addition to this, they have a benefits and privileges which are 13 th

month pay, holiday pay, service incentive leave, maternity leave, paternity

leave night shift differential, sick leave and vacation leave. They also have

policy on company mandatory retirement where an employee may choose

for retirement at the age of 60.

While the policy contents are perceived by the researchers, it will

benefit the company to enhance the Retirement Benefits of the employees

in the case of an employee engaged in voluntary retirement the company

must give a separation pay. The purpose of retirement benefit is to value

the rendered services of the employee. Bereavement Leave Policy to

allow the employee to take a leave up to 5 working days providing time off

for absences related to the death of immediate family members and Solo
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Parent Leave for single parent employees to do their parental duties and

responsibilities.

2.2.2 Employment

2.2.2.1 Recruitment, Placement and Retention

The policy contents on Recruitment, Placement and Retention of

St. Tomas Manpower Services Corporation are given in Appendix 2.K.

St. Tomas Manpower Services Corporation prefers to hire employee

through job posting, employee referrals and walk-in.

While the policy contents are perceived by the researchers, it will

benefit the company to have Job Fair, Lateral Transfer, and Christmas

Bonus. In job fair, the employer can easily access the qualified

candidates and it is an opportunity to promote the services of the

company. Lateral Transfer to offer and encourage current interested

employees for a new job opportunity. Year-End Bonus to show

appreciation and gratitude for the services rendered by the employees

within a year.

2.2.2.2 Contractual Arrangement

The policy contents on Contractual Arrangement of St. Tomas

Manpower Services Corporation are given in Appendix 2. L. Trainees

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of St. Tomas Manpower Services Corporation are hired with training

allowance per day. The agency hired on a contractual or casual basis.

Outstanding casual employees are usually given a direct appointment

of five months while outstanding direct employees are usually given a

probationary period of six months. Both are not entitled to the benefits

extended to regular employees as provided for by law. An employee

who evaluated and satisfactorily passed the probationary period of

employment will be given a regular appointment.

While the policy contents are perceived by the researchers, it will

benefit the company to have Security of Tenure to eliminate the

practice of end of contract and Seasonal Employment to help the

production of the company within the seasonal month.

2.2.2.3 Staff Well-Being

The policy contents on Staff Well-Being of St. Tomas Manpower

Services Corporation are given in Appendix 2.M-R. It contains drug-

free workplace policy and program where St. Tomas Manpower

Services Corporation is accredited to conduct mandatory drug testing.

Once they found that the employee is positive of drug use, all costs for

the treatment and rehabilitation of the drug dependent employee shall

be charged to his account. Also they have alcohol-free workplace and

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smoke-free workplace policy and program to ensure a safe and

healthful workplace which all employees shall abide by the terms and

conditions of this policy.

St. Tomas Manpower Services Corporation have a workplace

policy and program on hepatitis B, HIV/AIDS workplace policy and

program and tuberculosis (TB) prevention and control policy and

program which the company ensures that the worker’s right against

discrimination, brought by the disease is protected and confidentiality

is maintained.

While the policy contents are perceived by the researchers, it will

benefit the company to have Lactation Area to give privacy room for an

employee nursing mother to express milk periodically during the

workday. The other one is Occupational Safety and Health Standard to

give all employees a full protection against all hazards in their

workplace.

2.2.3 Career Management

2.2.3.1 Staff Development and Training

The policy contents on Staff Development and Training of St.

Tomas Manpower Services Corporation is given in Appendix 2.S.

Tomas Manpower Services Corporation conducts orientation and

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training for newly hired staff and workers in their specific designation.

An internship work experience provided by the company to a college

student to explore their career path.

While the policy contents perceived by the researchers, it will

benefit the company to enhance the Staff Development and Training

especially for in long service workers by providing In-house Training

and Seminars. Behavioral Skills Training to help employees behave

emotionally and socially at workplace.

2.2.3.2 Mobility

The policy content on Mobility is given in Appendix 2.T. St. Tomas

Manpower Services Corporation promotion is based on the

performance evaluation of employees.

While the policy contents are perceived by the researchers, it will

benefit the company to have Job Rotation Policy to expose employees

into various works and also reduce turnover.

2.2.3.3 Performance Management

The policy content on Performance Management is given in

Appendix 2.U-V. St. Tomas Manpower Services Corporation gives

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every employee an opportunity to recognize their hard work by

performance evaluation.

Employee must file a written resignation letter in HR 1 month prior

to his/her last day. It also required to turn over all of his/her duties and

accountabilities.

While the policy contents are perceived by the researchers, it will

benefit the company to have Recognition and Rewards System for all

dedicated employees to make them feel good and feel appreciated.

The employees who are rewarded and appreciated are more

productive and fulfilled and are eager to contribute to the company in a

meaningful way.

2.2.4 Good Governance

2.2.4.1 Management Style

The policy content on Management Style, they have practice that is

given in Appendix 2.W. St. Tomas Manpower Services Corporation is a

Delegative Management. Employees are allowed to utilize their time

accordingly in their duties but they still monitored by their superiors.

While the practices contents are perceived by the researchers, it

will benefit the company to have Democratic Leadership Management

Style to give every employee an opportunity to participate in decision

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making process. In that way employee may feel that they are valued by

the company.

2.2.4.2 Role of Staff Representative

The policy content on Role of Staff Representative of St. Tomas

Manpower Services Corporation is given in Appendix 2.X. It contains

the Job Description of HR Coordinator which is their duties and

responsibilities.

While the policy perceived by the researchers, it will benefit the

company to have Health and Safety Committee to educate and ensure

the health and safety of their large numbers of factory workers who are

prone to serious injuries.

2.2.4.3 Administration of Justice

The policy contents on Administration of Justice of St. Tomas

Manpower Services Corporation are given in Appendix 2.Y-AB. It

contains the guidelines, application of rules, grievance procedures,

disciplinary procedures and offenses hereby group in categories at

least class D.

Misuse or unauthorized use of the company properties such as

personal computer, internet, telephone/cellphones, and

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machinery/equipment/vehicles will subject the employee to automatic

dismissal.

An employee may be terminated for habitual tardiness after they

have been cautioned. Before the holiday start, an employee must file

for vacation leave or else it will be considered AWOL/Unexcused

absence for invalid reason. It will be sanctioned accordingly. Also,

excessive days of unexcused absence will be considered chronic

absenteeism.

The company strictly prohibited the employees from having second

job outside and using company facilities in normal working hours.

Failure to comply with the confidentiality of all company information

could result to disciplinary action.

Those employees who have exhibited attendance policy may need

to go through progressive discipline.

St. Tomas Manpower Services Corporation also believes that

employees should be afforded the opportunity to work in an

environment free of sexual harassment.

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While the policy contents are perceived by the researcher, it will

benefit the company to have Procedures of Termination to observe

due process before terminating an employee.