HRM Assignment 1: HR Best Practices of DLPC...
{ Posted on 12:42 AM
by Ariel Serenado
}
For this assignment we are tasked to visit another local organization or company to ask some related information regarding the Human Resources' Best Practices.
In line with this assignment, with my classmated we visited the Davao Light and Power Company. First let me tackle some information regarding Davao Light and Power Company (DLPC).
And these three things are considered aspects of Human Resource Development. If a firm or a company is healthy in terms on HR, then a company should cover these identified aspects.
In line with this assignment, with my classmated we visited the Davao Light and Power Company. First let me tackle some information regarding Davao Light and Power Company (DLPC).
Davao Light and Power Company a company based in Davao City, is one of the biggest electric company in the philippines. Being one of the trusted provider in such field, there are best practices in the field of Information Technology and Information System that this company is maintaining. Also,
Furthermore, Davao Light & Power Co., Inc. (DLPC) is the third largest electric tility in the Philippines. It was established in 1946 with a franchise area of 3,561 sq. kms. This area covers the whole of Davao City, Panabo City in Davao del Norte and Carmen, Sto. Tomas and Dujali provinces in Davao del Norte. Also, DLPC saw the need to integrate its data and voice networks so that they will only maintain one communication infrastructure. And the increase in its customer base hastened the need for it to establish a call center where clients can go to and address some of their more common concerns and frequently asked questions. They needed a partner that can provide them with the right solution utilizing much of their existing equipment and at a reasonable cost. Maintaining their communication infrastructure is now easier and cheaper as it integrates both voice and data into one network,preventing duplicate infrastructure and simplifying network management.
Now, the one who entertained us when we were there was Mrs. Jane Lee, Human Resource Supervisor. According to him, he already resigned but the effectivity of the resignation will be on December of this year. Also, she is for consultancy bases. In our interview with her, our concerned was all on the Best Practices of the Human Resource Department of the said company. She asked us to specify further our questions, "in what field?", she added. With that we centered the question on the best practices of HR on the following:
1. Training
2. Career Planning
3. Counselling
Now, the one who entertained us when we were there was Mrs. Jane Lee, Human Resource Supervisor. According to him, he already resigned but the effectivity of the resignation will be on December of this year. Also, she is for consultancy bases. In our interview with her, our concerned was all on the Best Practices of the Human Resource Department of the said company. She asked us to specify further our questions, "in what field?", she added. With that we centered the question on the best practices of HR on the following:
1. Training
2. Career Planning
3. Counselling
And these three things are considered aspects of Human Resource Development. If a firm or a company is healthy in terms on HR, then a company should cover these identified aspects.
TRAINING
According to Ma'am Jane Lee, in the case of DLPC they have the so-called Universal Training Plans (UTP) wherein this UTP comprises the complete list of the succeeding trainings that the company will hold. The trainings that the company is involved are classified into two - In house training and Technical Training. Usually the Technical training are being outsourced, they hired groups and organizations to do the training to the old employees and to newly hired. In the case also of the newly hired ones, before they can have their hands on the offices they are admitted they are required to a rigid 40-hour training both in written and manual aspects. Training is very vital in the company like DLPC for it will help cope up the attitude of the company as competent for future advancement. Good and effecient training is always associated with effective service towards the customer.
The key aspects of training are as follows:
1. Learning and Development
2. Leadership/Management Training and Development
3. Setting training and learning at the right level
4. Training Needs Analysis
5. Blended Training
6. Train the Trainer
7. E-learning and online training
8. Training articles.
The key aspects of training are as follows:
1. Learning and Development
2. Leadership/Management Training and Development
3. Setting training and learning at the right level
4. Training Needs Analysis
5. Blended Training
6. Train the Trainer
7. E-learning and online training
8. Training articles.
Career Planning
Career Planning provide employees with assistance to develop realistic career goals and strategies to realize them. Individulas are best placed to develop their own action plan to achieve a particular career objective. Having a master planner is considered a best practice of DLPC in terms of their Career Planning. This planner ensures that the position being designated to an employee is due to him/her. Also, this planner enures that anyone who has the priviledge to exercise his/her profession in a more effecient level by way of promotions, as long as he/she acquire the necessary requirements.
Counselling
The very first step in any effort to improve employee performance is counselling or coaching. Counselling or work coaching is part of the day-to-day interaction between supervisor and an individual who works in his or her work area. Counselling often provudes positive feedback about employee contributions. At the same time, counselling brings perfromance issues to an employee's attention when they are small, and assists the employee to correct them. The primary goal of counselling is not to make the employee bad, or to show how much the HR professional or supervisor knows. But to work with the employee to solve the performance problems and imptove the work of th employees. \
In case of the DLPC, they don't have the frequent counselling. But they usually launch an annual program which is more likely a counselling session, Ma'am Lee called it MANAGEMENT CONFERENCE which focuses on "Personal Image Enhancement Program", wherein they adopted the KAIBIGAN TEAM BUILDING PROGRAM to work hand-in-hand with the HRM department to do some counselling to the employees. They also have some recreational activities as part of the counselling which goal is to improve the socialization of the employees. Also, to enhance labor relations.
How does the company ensire that its employees receive adequate formal on-the-job training to perform their duties effectively?
To ensure that the customer receive adequate services, aside form surveying by way of giving evaluation sheets they secure an alternate source of ensuring the services. They called it "Customer Satisfactory Surveying", wherein inside and outside the office they designate team of evaluators to keep an eye on the employees as to the implementations of the "Protocol" and the rest of the SOPs or Standard Operating Procedures. They way the company ensures the services is subjective which is good. They don't stick to one source but they consider some points to have a better view on the projection of the services within the office. Also, by this way of ensuring the services the company provides a better cunstomer-employee relations which a healthy company must achieve.
In case of the DLPC, they don't have the frequent counselling. But they usually launch an annual program which is more likely a counselling session, Ma'am Lee called it MANAGEMENT CONFERENCE which focuses on "Personal Image Enhancement Program", wherein they adopted the KAIBIGAN TEAM BUILDING PROGRAM to work hand-in-hand with the HRM department to do some counselling to the employees. They also have some recreational activities as part of the counselling which goal is to improve the socialization of the employees. Also, to enhance labor relations.
How does the company ensire that its employees receive adequate formal on-the-job training to perform their duties effectively?
To ensure that the customer receive adequate services, aside form surveying by way of giving evaluation sheets they secure an alternate source of ensuring the services. They called it "Customer Satisfactory Surveying", wherein inside and outside the office they designate team of evaluators to keep an eye on the employees as to the implementations of the "Protocol" and the rest of the SOPs or Standard Operating Procedures. They way the company ensures the services is subjective which is good. They don't stick to one source but they consider some points to have a better view on the projection of the services within the office. Also, by this way of ensuring the services the company provides a better cunstomer-employee relations which a healthy company must achieve.
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