PMAP & ECOP

Rose N. Tolentino

People Management
Association of the
Philippines (PMAP)

What is PMAP?
Strictly a professional, non-stock,
not-for-profit organization
It has over 1,800 member companies
and
individual
management
executives engaged or interested in
Human Resource Management (HRM)
and Industrial Relations (IR) work

What is PMAP?
As a professional association, PMAP helps
institutions
mold
an
enlightened,
competent, socially responsible, and
influential sector of people managers who
can effectively participate in nationbuilding
PMAP also helps its members become
more effective on the job by teaching the
human aspect of management

Brief History
PMAP was established on September
26, 1956
Thirty-seven
(37)
executives,
representing varied industrial and
business establishments in Manila
First meeting was held at the Rizal
Hall of the U.P. Institute of Public
Administration

Brief History
October
13,
1956,
the
PMAP
Constitution was ratified and the first
Board of Directors and Officers were
elected
Mr. Perfecto Sison of AG&P Manila
was elected as the first PMAP
President

Vision
To be the Premier Organization
Professionals and People Managers

of

HR

To be the recognized authority in the people

management issues in the Philippines
To be sought and heard by the industry,
government and the other sectors when it
comes to issues that impact people
management and development

Mission
Create and nurture a community that
fosters the strategic development
and management of Filipino human
capital;
Promote
the
development,
integration and sharing of expertise
and solutions; and
Blaze new trails as a thought leader

Membership
1,800
corporate and individual
members spread across 22 Chapters
Estimated at 11 million individuals

Membership Types
Corporate
any company, corporation, partnership,
association, firm, etc. of good standing
may be admitted to membership, under
such terms and conditions as may be
prescribed by the PMAP Board of
Directors

Membership Types
Individual
individual membership shall be limited
to persons of good moral standing in the
community and have an outstanding
track record in the field of HR
management
and/or
People
Management
Classifications:
1.Professional
2. Affiliate
3. Associate

PMAPS Four Strategic Pillars

1.
2.
3.
4.

Strategic value
Service to members
Sound people practices
Sustainability

Contributions
Training and developing personnel
administrators
Participation in public hearings to
support of or opposition to proposed
legislation affecting business and
industry

Contributions
Dissemination of information
upgrade personnel management

to

Establishment of public relations

program aimed at informing public
about the nature of personnel work

Issues and Challenges

Increasing complexity of business
operations
Government regulations and labor
laws promulgated in recent years
Growth of labor unions
Influx
of
new
concepts
in
management

Employers Confederation
of the Philippines (ECOP)

What is ECOP?
The umbrella organization and single
voice
for
the entire
business
community on important national
issues
related
to
employment,
industrial relations, labor issues and
related
social
policies.

History
Established on September 10, 1975 when
the Securities and Exchange Commission
(SEC)
approved
its
Articles
of
Incorporation and By-Laws
Before ECOP, the business sector and
employers
in
the
country
were
represented by two major business
organizations, namely: the Chamber of
Commerce of the Philippines (CCP); and
the Philippine Chamber of Industries (PCI)

History
After an ILO conference in Geneva,
both the PCI and the CCP leaders
observed that while the countrys
organized
labor
remained
fragmented
with
various
labor
centers and federations, they are
united on basic labor and social
issues.

History
Mr. Fred J. Elizalde was elected as the
first president of ECOP
On May 1, 1978 the government,
through
Presidential
Letter
of
Instruction (LOI) 688 recognized
ECOP as the single voice of
employers, to be consulted by the
government, together with labor.

Mission
To represent employer interests on all labor
and employment issues at the national,
regional and international levels
To
enhance
sustainable
and
ethical
management standards and practices for
harmonious labor-management relations
To promote industrial peace
tripartism and social dialogue

through

Vision
To be the preeminent organization in
championing employers interest in
the spheres of industrial harmony,
social justice and national growth

Members

Charter
Regular
Sustaining
Affiliate
Chapters

Contributions
ECOP represents the interest and welfare of
its constituents at the national, regional, and
international levels
ECOP continues to push for reforms while
engaging
in consensus-building,
social
dialogue, and tripartism both in the
executive branch (at the NTIPC and other
tripartite government agencies) and in the
legislative branch (House of Representatives
and Senate of the Philippines).

Contributions
ECOP continues to educate and
inform its constituents on all
applicable laws and policies that
must be complied with and promote
voluntary
corporate
social
responsibility programs and practices

Issues and Challenges

Labor Law Reforms

Wage Determination
Security of Tenure
Labor Justice Administration
Decriminalization of Labor Laws

Issues and Challenges

Issue of Holiday and Leaves

Profit Sharing
Assumption of Jurisdiction
Good Corporate Governance