Lamitan City Human Resource Management Office

UTILIZATION OF TRAINING
FUND FOR LEARNING AND
DEVELOPMENT IN THE
CITY GOVERNMENT OF
LAMITAN FOR THE YEAR
2016
A R EPORT FROM HR V IEWPOINT

T HE OBJECTIVE OF THIS REPORT IS TO EXAMINE THE UTILIZATION OF TRAINING

FUND ON LEARNING AND DEVELOPMENT IN THE C ITY G OVERNMENT OF L AMITAN .
T HE REPORT PARTICULARLY EXAMINES THE AMOUNT SPENT FOR LEARNING AND
DEVELOPMENT AS WELL AS THE TYPES OF LEARNING AND DEVELOPMENT ACTIVITIES
ATTENDED TO BY THE STAFF AND ITS EFFECTIVENESS IN RESPONDING TO THE NEEDS
OF THE ORGANIZATION .
 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

Training UTILIZATION OF
Thoughts
TRAINING FUND
FOR LEARNING AND
Training and
Development are planned
DEVELOPMENT
IN THE CITY
learning experiences
designed to
provide workers with

GOVERNMENT
competencies needed to
perform their current or
future jobs Cole, G. A.

OF LAMITAN FOR
THE YEAR 2016
Training has to be a two-
way process. Someone
must teach and someone
must learn. Dersal
van, W. R.
A R EPORT FROM HR V IEWPOINT

Effective training and Introduction

development of Local
Government employees
will undeniably position
The the Local Government to greatest asset of any organization is its
function effectively as a
human potent instrument of rural resources that ensure achievement of the
organizations development and grass- goal and objective. Consequently,
root transformation
organization respectively. European should prioritize the development of the
Journal of Training and
human element to maximize talents, skills and ability
Development Studies
which will automatically reflects on the organization
objectives. However, most organizations have neglected
the development of their main asset which is staf
learning and development. Every organization
organizations require a fundamental pulling of human,
material and financial resources to accomplish the desired

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 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

organizational output. However, all other resources cannot be properly articulated for the
actualization of the desired goal without the proper human resource.

All activities of any establishment are initiated and determined by the persons who
make that institution. Therefore, an organization needs both money to pay its staf and to buy
the essential materials or equipment for operation. Hence, management is conceptualized as
the process of achieving the goals of the organization by using funds and other resources. The
centrality of efective staf training and development to the efficiency of any organization can
hardly be overemphasized. The most prized and valuable asset of any organization is
undoubtedly its workforce. However, for the workforce of any organization to perform
optimally, efectively and efficiently, it needs to be equipped with the relevant skill, knowledge
and attitude hence; the need for learning and development programmes.

While emphasizing on the place of training and development programmes in

organizations, posited that: No organization can choose whether or not to train its employees.
All new employees regardless of their previous training, education and experience need to be
introduced to the new employers work environment and to be shown how to perform specific
tasks, moreover, specific occasions for retraining arise when jobs change and new skills must
be learned. The essence of government and administration at local government unit levels is to
ensure efective service delivery by local government employees, by organizing trainings to
them.

Objective

The objective of this report is to examine the utilization of training fund on learning and
development in the City Government of Lamitan. The report particularly examines the amount
spent for learning and development as well as the types of learning and development activities
attended to by the staf and its fit or appropriateness to respond to the needs of the
organization. Secondary data were collected from the annual audited financial statements of
the City for the year 2016. Descriptive analysis approach was adopted for the analysis of the
data.

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 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

Results and Discussion

Table 1 Training Expenditures on Training of LGU- Lamitan City for the Fiscal Year 2016

Annual
Office Expenditur (%)
Office Appropriatio Balance
Code e 2016 Utilization
n 2016 +-
1011 Office of the City Mayor 500,000.00 278,593.48 221,406.52 55.72
1021 Office of the Sangguniang
Panlungsod 80,000.00 30,000.00 50,000.00 37.50
1031 Office of the City Administrator 200,000.00 160,432.00 39,568.00 80.22
1032 Office of the City HRMO 42,000.00 31,337.00 10,663.00 74.61
1041 Office of the CPDC 157,000.00 58,974.00 98,026.00 37.56
1051 Office of the City Civil Registrar 100,000.00 36,781.00 63,219.00 36.78
1061 Office of the General Services 70,000.00 65,316.00 4,684.00 93.31
1071 Office of the City Budget Officer 230,000.00 198,537.00 31,463.00 86.32
1081 Office of the City Accountant 163,000.00 162,288.00 712 99.56
1091 Office of the City Treasurer 100,000.00 72,870.00 27,130.00 72.87
1101 Office of the City Assessor 100,000.00 23,740.00 76,260.00 23.74
Office of the City Circuit City
1111 Audit 50,000.00 15,600.00 34,400.00 31.20
1158 Office of the City Trial Court 50,000.00 50,000.00 0.00
4411 Office of the City Health Officer 110,000.00 109,999.80 0.2 100.00
7611 Office of the CSWD 200,000.00 174,472.00 25,528.00 87.24
8711 Office of the City Agriculturist 100,000.00 49,517.00 50,483.00 49.52
8731 Office of the CENRO 15,000.00 15,000.00 0.00
8751 Office of the City Engineer 140,000.00 76,886.00 63,114.00 54.92
8754 Office of the City Motorpool 10,000.00 7,620.00 2,380.00 76.20
8761 Office of the City Cooperative 40,000.00 32,214.00 7,786.00 80.54
8811 Office of the EEDM 3,800.00 3,800.00 - 100.00

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 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

TOTAL 2,460,800.00 1,588,977.28 871,822.72 64.57

Table 1 shows the total training expenses incurred for the year 2016. The expenses
include In-service Training allowances, Workshops as well as Seminars, (National and
International). Overall, 64.57% of the total annual training appropriation have been utilized by
the City Government. Almost all of the LGU Departments have attended some kind of
learning and development activity.

As can be seen in table 1, training appropriation is not equitably allocated among the
departments to give equal opportunities for staf development activities. This is compensated
however, with the conduct of annual interpersonal efectiveness, organizational development
interventions and teambuilding activities where most if not all staf or employees are required
to attend aside from the coaching and mentoring interventions given by each department head
to their respective personnel.

List of Trainings/Seminars Attended

1. The Local Poverty Reduction Action Team (LPRAT) Orientation Workshop

2. Training on Proper Management Practices Goat Production to the PAMANA
COOPERATIVE
3. Seminar/Workshop on the Conversion of Chart of Accounts for the Local Government
Units
4. Training on Programmatic Management for Drug-Resistant TB (PMDT)
5. The 16th National Convention Cum Seminar-Workshop of the League of Municipal
Agricultural Officers, Municipal/City Agriculturists of the Philippines (LeMMCAP
6. The ICT Center Managers Training
7. The Local Investment Planning for Health (LIPH) Orientation & Workshop
8. Basic Training Course on Inbred Rice Seed Production and Seed Certification
9. PLEB Seminar Orientation
10. Training for Social Mobilization cum AFC Orientation
11. Market Analysis Review Workshop with OSYDA
12. Smoking Cessation Seminar
13. Package Essential Non-Communicable Disease Interventions for Primary Health Care
Training
14. Training Course on Basic Life Support (BLS) Training for Health Care Providers.
15. Training of Trainers for Integrated Dots Implementation.
16. Community Led Total Sanitation (CLTS) Training of Trainers

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UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

17. Supportive Supervision for PPFP/PPIUD Training
18. Seminar Workshop on Climate Smart Farm Business School Facilitators Training
19. PMDT Training for Health Facility Staf.
20. National Training of Trainers on Basic Life Support Cardio Pulmonary Resuscitation
(CPR)
21. Training Workshop on Processing of Documents Afected By CDLI R.A. 9048, R.A.
10172, Supplemental Reports, Administrative Order No. 1 Series Of 2016 and Revised
Implementing Rules and Regulations and Manual of Instructions of Republic Act. No.
9255.
22. Seminar-Workshop on Reassessment of Local Government Unit PFM System Using the
Enhanced PFMAT Software
23. Web Development Training Using Government Website Template for Word Press
24. Regional Orientation on Philippine Quality Awards (POA) / Philippine Quality
Challenge Programs on August 2, 2016
25. Orientation on Modified Leprosy Elimination Campaign (MLEC)
26. Manual of Procedure (MOP) on National Tuberculosis Control Program
27. Conduct an Evaluation of the Implementation on Protocol Entitled Feasibility,
Efectiveness and Safety of 9-Month Treatment Regimen for Multidrug Resistant
Tuberculosis
28. Consultative and Planning Workshop on Tetanus-Oral Polio Vaccine (TD-OPV)
29. Basilan and Sulu Precolloqium and Hip Assessment Workshop
30. DOH-ARMM Regional Human Resource and Data Management Workshop.
31. Seminar/Workshop on Regional / Provincial / City Tourism 3 Year Strategic Plan and
Provincial City Tour Packaging Formulations
32. Orientation and Distribution of DOH-ARMM Mobile Dental Vehicle.
33. Seminar/Workshop on Regional / Provincial / City Tourism 3 Year Strategic Plan and
Provincial City Tour Packaging Formulations
34. National Seminar on Championing Environment Protection at the LGU-Level
35. Local Government Unit Capacity Index Workshop
36. CSC-UNDP Supervisory Development Course Track III
37. Training of Trainers (TOT) on the Revised Dengue Clinical Case Management and
Orientation on Zika Virus
38. Seminar Workshop on Climate Smart Farm Business School Facilitators Training
39. Trainig of Trainers for Social Protection and Report Card Updating Workshop.
40. OVP Pre-Summit Workshop
41. Seminar on Intellectual Property (IP) Rights
42. Investment Briefing Counseling Seminar

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 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

43. Department of Social Welfare And Development (DSWD) Training of Trainers (TOT) on
the Use of Social Protection Handbook
44. Seminar/Workshop on Strategic Planning For Policy Directions of REZA for the Year
2017-2019.
45. Training of Sub Dermal Implant (SDI) Removal
46. Quantum Geographical Information System (QGIS) CUM Applied Geo Tagging Tool
(AGT) Training

From the analysis of the types of learning and development activity attended by
employees, we can say that most learning and development activities attended are highly
technical, job specific and program implementation types. Very little emphasis has been given
to strengthen and reinforce basic employment skills such as organizational skills,
communications, digital literacy, customer service and interpersonal efectiveness. These
interventions are in itself also significant to improve not just the technical aspect of the
employees knowledge of, skills and competency in the performance of the job but most
importantly to improve behavior of the employee in the organization as a whole. Because
Learning and Development must be looked at as a system and not separate parts for it to be
responsive to the needs of the organization.

In the day to day interaction with the diferent Department Heads of the Local
Government, most employee incidents reported or performance issues feedback deals mostly
with how an employee behaves as a member of the organization and how their poor
performances afect the Department in achieving its performance targets. And these concerns
have not been adequately addressed in the past.

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 UTILIZATION OF TRAINING FUND FOR LEARNING AND DEVELOPMENT IN THE CITY GOVERNMENT
OF LAMITAN FOR THE YEAR 2016

Conclusion and Recommendation

The report finds that workshops programmes conducted for the local
Governments staf are not only infrequent, but also, hardly take place at strategic periods.
Similarly, in- service training activities in the Local Government are biased and lopsided, as
equity and fairness are not in most cases considered in the selection of staf for in-service
training. The paper recommends that the LGU should be adequately funded in order to
organize more and qualitative training such as workshops, in-service trainings, seminars and
conferences
to enhance staf capacity for optimal performance and high productivity. That the whole
allocation for training fund should be fairly and exclusively distributed for conducting
workshops, in-service as well as seminars, rather than unfair distribution, because each
training is as important as the other; no training should be given more priority against the
other. Furthermore, in-service training and seminar allowances should be reviewed upwards to
motivate staf for active participation and contribution. Finally, the LGU should from time to
time, conduct opinion survey on the impact of the training programmes to assess the level of
skill, knowledge and expertise acquired by the staf to enhance their performances.