Xavier University

Ateneo de Cagayan

Human Resource Audit on

Department of Environment and Natural Resources

PENRO - Misamis Oriental

KENNETH BABE CABIG

September 2016
A. COMPANY PROFILE

A.1. Background

Provincial Environment and Natural Resources Office (PENRO) Misamis Oriental is a

provincial constituent office under the direction of Department of Environmental and Natural

Resources (DENR) Regional Office 10. The Office is responsible for the leading and

supervising, the exploration, improvement, operation and protection of the countrys natural

resources specifically on the areas covered with in Misamis Oriental. It has two (2)

Community Environment and Natural Resources Office situated in the city of Gingoog and

the municipality of Initao.

Department of Environmental and Natural Resources Regional Office 10 has five (5)

PENR Offices namely, PENRO Misamis Oriental, PENRO Misamis Occidental, PENRO

Camiguin, PENRO Bukidnon and PENRO Lanao. Each Regional Offices has its own

Human Resource Department that provides assistance in the promulgation and

implementation of office orders, rules and regulations related to human resource

development; prepare the HRD plan and programs of the DENR; conduct trainings and

evaluate the training programs of DENR offices ; develop and pursue a career development

program for DENR personnel; andinitiate or support organizational development

interventions to promote the Departments effectiveness in achieving its vision and mission (1)

;And every PENR Offices has an assigned Human Resource Management Officer for

personnel welfare.

PENRO Misamis Orienatal underscores the importance of Human Resource Development

and defines Human Resource planning as a progression that determines the existing and

potential needs to accomplish the organization's goals. Given with the HR policies and

(1) Department of Environment and Natural Resources. (2016). Internal-concerns Human-Resource-

Development. Retrieved from http://www.denr.gov.ph/internal-concerns/human-resource-
development.html
 standards endowed by the Civil Service Commission (CSC), providing the right training

to the right people and job groups at the right time is their main role. On the other hand, as

the central human resource institution of the government, the Civil Service Commission

(CSC) has to provide an overall picture of the proficiency levels of the governments Human

Resource Management Officers (HRMOs) and the performance of the CSC and other

government agencies including DENR in HR management. HR policies and standards have

been put in place to guide the government agencies as they implement their HR systems and

processes.

A.2. Mandate, Mission, Vision and Core Functions

Mandate(2)

The Department is the primary government agency responsible for the conservation,

management, development, and proper use of the countrys environment and natural

resources, specifically forest and grazing lands, mineral resources, including those in

reservation and watershed areas, and lands of the public domain, as well as the licensing and

regulation of all natural resources as may be provided for by law in order to ensure equitable

sharing of the benefits derived therefrom for the welfare of the present and future generations

of Filipinos.

To accomplish this mandate, the Department shall be guided by the following objectives:

1. Assure the availability and sustainability of the country's natural resources

through judicious use and systematic restoration or replacement, whenever

possible

2. Increase the productivity of natural resources in order to meet the demands for

forest, mineral, and land resources of a growing population;

(2) Department of Environment and Natural Resources. (2016). Mission, Vision and Program Thrust. Retrieved
from http://r10.denr.gov.ph
 3. Enhance the contribution of natural resources for achieving national economic

and social development;

4. Promote equitable access to natural resources by the different sectors of the

population; and

5. Conserve specific terrestrial and marine areas representative of the Philippine

natural and cultural heritage for present and future generations.

Vision(2)

"A nation enjoying and sustaining its natural resources and clean and healthy environment."

Mission(2)

To mobilize our citizenry in protecting, conserving, and managing the environment and

natural resources for the present and future generations.

Core Functions(2)

DENR is tasked to formulate and implement policies, guidelines, rules and regulations

relating to environmental management and pollution prevention and control.

Formulate implement and supervise the government's policies, plans and programs pertaining

to the management, conservation, development, use and replenishment of the country's

natural resources and ecological diversity; and Promulgate and implement rules and

regulations governing the exploration, development, extraction, disposition, and use of the

forests, lands, minerals, wildlife, and other natural resources.

(2) Department of Environment and Natural Resources. (2016). Mission, Vision and Program Thrust. Retrieved
from http://r10.denr.gov.ph
A.3. Thrusts And Priorities

The DENR thrusts and priorities(2) are consistent with the Presidents Social Contract with

the Filipino people and supportive of the following five (5) priority agenda of the President:

1) Anti-corruption/transparent, accountable and participatory governance;

2) Poverty reduction and empowerment of the poor and vulnerable;

3) Rapid, inclusive and sustained economic growth;

4) Just and lasting peace and the rule of law; and

5) Integrity of the environment and climate change.

A.4. Employee and Benefits

PENRO Misamis Oriental workforce consists of regular (career) and contractual

employee (non-career), categorized to a field and an office worker, with a total of 185

employees. The table below shows the breakdown of employees per category and gender.

Table.1 PENRO Misamis Oriental Employees by Category/by Sex

Regular Employees

Category Male Female Total

Office 16 22 38

Field 77 25 102

Total 140

Casuals

Category Male Female Total

Office 0 0 0

Field 0 1 1

Total 1

(2) Department of Environment and Natural Resources. (2016). Mission, Vision and Program Thrust. Retrieved
from http://r10.denr.gov.ph
 Contractual

Category Male Female Total

Office 10 10 20

Field 21 3 24

Total 44

Total Number of Employees 185

Regular Employees are entitled salaries in accordance with their respective acquired

plantilla position and salary grade schedule. Executive Order No. 201 was released to modify

salary schedule of government employee consisting of four (4) tranches. There will be an

increase in salary grades each year starting CY 2016 up until CY 2019. Casual employees

receives the same benefit as the regular employees however for them to get a regular position,

eligibility for professional career services in accordance with the Civil Service Commission is

required. On the other hand, contractual employees are hired for a certain period as stated on

the contract agreement hence not considered as government service and not covered by civil

service law and rules. As stated in the contract, there will be no employee and employer

relationship thus will not receive benefits that regular and casual employees enjoy.
 A.5. Organizational Chart

PENRO

Management Services Technical Services

Division Division

Administrative & Regulation &

Financial Section Enforcement Section

Planning & Management Geomatics,

Section Conservation &
Development Section

CENRO

Conservation &
Development Section

Survey and Mapping

Section

Enforcement Section

Licences, Patents &

Deeds Section

Management Unit
B. METHODOLOGY

The audit examined PENRO Misamis Orientals Human Resources management

process. It examined specifically the communication, recruitment process, retention and

engagement and compliance. Results were based through the compliance of HR Audit

checklist (see Apendix E.1) and on the actual inspection of the office. The audit methodology

included interviews, documentation reviews of standards of the management, mandates,

framework and guidelines, HR process documents and standard operating procedures In

addition, assessment of employment records, salary data, eligibility documentation and

performance standards were also reviewed to measure the effectiveness of workplace policies

and departmental procedures.

C. DIAGNOSIS

C.1 Communication

Effective communication is the lifeline in every organization. It is the medium in

which the goals, mission and vision of an organization will be properly realized. There are

channels through which the information inside PENRO Misamis Oriental is conveyed. It

can be through word of mouth during Monday convocations and division meeting briefings,

and through written notice such as Memorandum letters or any official written pieces posted

on bulletin boards on each department. Memorandum and Special Orders are always been

given to the accountable persons personally so that they may be able to readily adhere the

information and orders stated. In the absence of the employee in the vicinity of the office, the

orders are intact at PENRO Misamis Orientals Records Management and Administration
Office (RMAO) where they can acquire the copy once informed. Memorandums, Orders,

and other official letters and written documents are kept intact at the RMAO.

During the evaluation, selected work forces were interviewed. 5 out of 25

respondents declared that occasionally they were not able to receive the right information

since most of the time these respondents were in working in the field. Irregular distribution of

information affects the respondents work and leads to miscommunication to its clients. The

managements response on this gray area is they have information and technology task force.

One of its functions is to send information brigades through information and communication

technology equipments in posting relevant information on their official website and even

sending cellular phones text messages and chat messages on social media if needed.

The Management provides individual terms of reference of each employee that

indicates its scope and limitation of their respective responsibility. Citizen Charter posted at

the office entrance is served as an information billboard. This is required by the Civil Service

Commission to guide the clients what, how, who and where to transact to. This will not only

assist the clients to the transactions but also help the old employees to refresh their

responsibility and flow of their workload and guide the newly hired employees.

Organizational structure is clear to the employees thus they know who supervises whom and

follow commands and work sincerely. They are evaluated in accord to their individual

performance stated on their Individual Performance Commitment and Review (IPCR)

through an evaluation team.

To do other related activities as may be assigned by the supervisors are one of the

priorities of the employee. Given with the workloads they had in line, they also have to

perform and accomplish task assigned by a higher official. In the course of the evaluation and

audit, 4 out of 10 sentimentally conveyed the struggles of working another task on top of
their existing workload. Negligence of the accomplishing the task may lead to poor rating on

performance evaluation. This notion was feared by employees since bonuses and incentives

will greatly be affected since these are based on individual performance rating in accord with

the IPCRs results. Thereby, nothing was left for them but to follow instructions readily.

PENRO Misamis Oriental has its own grievance committee that was internally

created long years before the current administration. The team was composed of seven (7)

members who give pieces of advice and action to the aggravated and distressed employee.

Low performing employee was helped by boosting morale through encouragements. To date,

this committee has been latently dormant.

C2. Recruitment Process

Any opportunity in a government employment is open to all qualified applications

inside or outside the office and are selected on the basis of robustness and eligibility to

perform the duties and undertakes the responsibilities of the given position. To acquire a

position or plantilla in any government office, one must have eligibility acquired either

through CSC or other government examinations, granted by special laws or CSC regulation.

PENRO Misamis Orientals recruitment and screening process is based on the set of

standards and regulations by CSC which includes examinations and series of interviews.

Evaluation and Promotion Board was formed to formulate the criterion of evaluation, conduct

of test and interviews and compose methodical assessment of related experience of the

applicant. Whenever vacancy positions are posted and declared, internal and external

recruitment will then be applied. Employees who occupy the next lower position and even

contractual employees who are competent and qualified with the adequate CS Eligibility are
classified, evaluated and considered for appointment or promotion. List of vacancy is posted

on the official website for the information of external applicants.

Currently, DENR is in the process of implementing the Rationalization Plan

(RatPlan). This plan resulted to dissolution, realignment of organizational units as well as

creation of regional and field extension offices. The realignments of responsibility will

require shifts in skills of DENR Field employees thus trainings and workshops are roughly

needed. The pending approval of the RatPlan resulted to a hiatus status on appointments and

recruitments and followed by several of HR issues. Top three of which are identified:

1. Lack of Manpower. This issue resulted to a prolonged transaction process and

affects the satisfaction of valued clients. Majority of the employees does multi-

tasking.

2. Mismatching. Job misfits or unequal distribution of work due from multi-tasking

arises.

3. Low Morale of Employees. Hiatus status of RatPlan resulted to a freeze in filling

up of positions and tags along low self-esteem and confidence of employees due to

lack of promotion.

Now that the agency is in the process of RatPlan, issues are deliberately addressed.

Number of vacant positions rises, been filled up and thus managed the mismatching of job

and workloads. Promotions are up to be filled by qualified personnel. Hiring of job orders

also promulgated.
 Table.2 Age Range of PENRO Misamis Oriental Employees

Regular Employees

Age range 20-49 50-64 Total

Office 12 26 38

Field 36 66 102

Sub Total 48 92 140

Casuals

Age range 20-49 50-64 Total

Office 0 0 0

Field 0 1 1

Sub Total 0 1 1

Contractual

Age range 20-49 50-64 Total

Office 10 10 20

Field 16 8 24

Sub Total 26 18 44

Total Employees 74 111 185

Percentage of Employees ranges 20-49 y/o 40%

Percentage of Employees ranges 50-64 y/o 60%

In addition, PENRO Misamis Oriental is faced with aging workforce. Table 2 shows

the age range of the employees. Roughly sixty percent (60%) of personnel are between 50 to

64 years of age. Approximately, forty percent (40%) of PENRO Misamis Orientals total

population are new employees and all are Millennial. This implies more training and
development for the new hired batches, moreover, retain and promote existing contractual

employees.

C3. Retention and Engagement

Training and development of personnel is one of the core functions of DENR Human

Resource Department. Given with the soaring number of newly hired and promoted

employees, training and workshop is needed. Out of the 40% newly hired staff, 15% still is

coping and adjusting with the new job assignment and environment therein. Supervisors are

trained to command and coach newbie. Training and development plans are readily available

once needed, conversely, financial resources is an issue. Activities, targets and as well as the

financial resources of the agency is based on the approved Work and Financial Plan.

Stipulated on the mentioned plan, there is a less resources intended for the training and

development of the personnel as of this years budget and thus, initiating training and

workshop will be nearly impossible for this years.

Department of Environment and Natural Resources has its training centre

called Environment and Natural Resources (ENR) Academy based at Carranglan, Nueva

Ecija. The academy offers education, short-term trainings and scholarship programs for

selected participants. Selected participants are based on its position and performance rating.

Other unselected employees will be just trained one-on-one with their respective direct

supervisors.
C4. Compliance

Government employees pay are based on governing principles of the Compensation and

Position Classification System (CPCS). RA No. 6758 enunciated the following: (1) All

government personnel shall be paid just and equitable wages in accordance with the principle

of equal pay for substantially equal work. Differences in pay shall be based upon substantive

differences in duties and responsibilities and upon the qualification requirements of positions;

(2) Basic compensation for all personnel in the government and government-owned or

controlled corporations and financial institutions shall generally be comparable with those in

the private sector doing comparable work, and must be in accordance with prevailing laws on

minimum wages; (3)The total compensation provided for government personnel must be

maintained at a reasonable level in proportion to the national budget; and (4) A review of

government compensation rates taking into account possible erosion in purchasing power

due to inflation and other factors shall be conducted periodically.

The CPCS applies to all positions in national and local government agencies including

PENRO Misamis Oriental and other government-owned corporations. Comprises therein is

the Salary Schedule. Executive Order No. 201 of 2016 modifies the salary schedule granting

an increase on every grades and steps, approved with four (4) tranches. The table below

shows the first tranche.

Table.3 Salary Schedule (First Tranche)

Salary Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8

Grade
1 9,478 9,568 9,660 9,753 9,846 9,949 10,036 10,132
2 10,159 10,255 10,351 10,449 10,547 10,647 10,747 10,848
3 10,883 10,985 11,089 11,193 11,298 11,405 11,512 11,621
4 11,658 11,767 11,878 11,990 12,103 12,217 12,333 12,448
 5 12,488 12,644 12,725 12,844 12,965 13,087 13,211 13,335
6 13,378 13,504 13,630 13,759 13,889 14,020 14,152 14,285
7 14,331 14,466 14,602 14,740 14,878 15,018 15,159 15,303
8 15,368 15,519 15,670 15,823 15,978 16,133 16,291 16,450
9 16,512 16,671 16,830 16,992 17,155 17,319 17,485 17,653
10 17,730 17,900 18,071 18,245 18,420 18,634 18,775 18,955
11 19,077 19,286 19,496 19,709 19,925 20,142 20,362 20,585
12 20,651 20,870 21,091 21,315 21,540 21,769 21,999 22,232
13 22,328 22,564 22,804 23,045 23,289 23,536 23,786 24,037
14 24,141 24,396 24,655 24,916 25,180 25,447 25,717 25,989
15 26,192 26,489 26,790 27,094 27,401 27,712 28,027 28,344
16 28,417 28,740 29,066 29,396 29,729 30,066 30,408 30,752
17 30,831 31,183 31,536 31,893 32,255 32,622 32,991 33,366
18 33,452 33,831 34,215 34,603 34,996 35,393 35,795 36,201
19 36,409 36,857 37,312 37,771 38,237 38,709 39,186 39,670
20 39,768 40,259 40,755 41,258 41,766 42,281 42,802 43,330
21 43,439 43,974 44,517 45,066 45,621 46,183 46,753 47,329
22 47,448 48,032 48,625 49,224 49,831 50,445 51,067 51,697
23 51,826 52,466 53,112 53,767 54,430 55,101 55,781 56,468
24 56,610 57,308 58,014 58,730 59,453 60,187 60,928 61,679
25 61,971 62,735 63,508 64,291 65,083 65,885 66,698 67,520
26 67,690 68,524 69,369 70,224 71,090 71,967 72,855 73,751
27 73,937 74,849 75,771 76,705 77,651 78,608 79,577 80,567
28 80,760 81,756 82,764 83,784 84,817 85,862 86,921 87,993
29 88,214 89,301 90,402 91,516 92,644 93,786 94,943 96,113
30 96,354 97,543 98,745 99,962 101,195 102,442 103,705 104,984
31 117,086 118,623 120,180 121,758 123,356 124,975 126,616 128,278
32 135,376 137,174 138,996 140,843 142,714 144,610 146,531 148,478
33 160,924 165,752

The tranches corresponds to an increase which will mean an increase every year from

the year the EO had been approved. Mid-year bonuses are also granted to those employees

who rendered at least four (4) months after the appointment, equivalent to one (1) basic pay

net of tax. In addition, Performance Based Bonus (PBB), Mid-Year Bonus and Productivity

Enhancement Incentive are also granted to the qualified employees provided that office

passed the qualifications stipulated. PBB is subject to the achievement by agencies and

individual employees of their performance targets, commitments based on the IPCR and
compliance with good governance and other conditions. This year, the agency received PBB

as passing the ratings provided.

However, employees who engaged in through job orders, contract of service and

consultancy contracts can not avail the mentioned benefits. As per contract, the fixed salary

per day or month is indicated. Moreover, deductions of SSS and PhilHealth contributions are

negated. Only Pag-IBIG remittances are directly deducted, however, it will have no employee

contribution. Overtime and Holiday pay, Maternity and Paternity leaves are also not granted.

By the virtue of the signed agreement between the two entities, employee and the agency,

there is no employer-employee relationship thus resulting to the nullities of the benefits. 23%

of the total personnel render contractual services. Sentiments have been captured by the

contractual employees during the interviews. A quantity of employees said they had nothing

left of them but to comply, work and receive such compensation since they had families to

feed on to.

D. RECOMMENDATION

Issues and setbacks had been identified during the course of evaluation and audit.

Proposals are given for every major problems spotted. Shown in Annex E.2 is the planning

matrix that may aid and address the issues and concerns.

For the issue related to the communication, the audit identified that there is an

irregular distribution of the information affecting the work of the employees. In the existence

of Information and technology task force, some issues and concerns are well addressed.

However, having a formal information day or any activity related to the promulgation of

relevant information is recommended. Since Gina Lopez, the incumbent secretary of DENR,

declared that every Wednesday is Peoples day wherein employees and officials are to deal

with the concerns raised by the citizens and clients, it is recommended to have Information
and Peoples day. The goal of the activity is to be able to disseminate valuable information

not only for its clients including the Indigenous Peoples Organization (IPs) but also to all

employees of PENRO Misamis Oriental. This activity may increase the awareness of both

parties.

Second problem that needs to be addressed is the growing number of newly hired

employees yet no enough knowledge and skills regarding their individual workloads. Since

only selected personnel gets the chance of attending a certain workshop or seminars, it is

recommended that there will be a re-echo activity on the said workshops. The resource

speaker will be the employee who attended the regular seminar. Every personnel hungers for

new skill and knowledge. This activity will not only be a tool for them to acquire new

learning but also boosts self-esteem and confidence. With the skills and knowledge acquired,

they will be able to handle the workloads efficiently and effectively and create better outputs.

The last major problem identified is the non-distribution of benefits of contractual

employees. Compensation in a form of salary given to them is the only return that drives

them to work. Witnessing the regular employees receive benefits such as bonuses and

incentives other than the salary and its increase, creates low self-esteem and morale to the

contractual personnel. To design an activity intend to motivate and inspire the subject

employees is recommended. Though the contract that binds them to the agency emphasizes

no employer-employee relationship, by this activity they will feel sense of belongingness and

importance on their existence. If employees are well-motivated and handled, output will be

first-rated.

Human resource is the driving-body of every organization. Once these resources are

unmotivated and their issues and concerns will not be properly addressed, it will affect the

office and its productivity as well. Well-managed workforce will be the key for a better

organizational environment.
E. APPENDICES

E1. HR audit Checklist

Name of DENR PENRO Misamis Oriental

Company
Address Malasag Heights, Cugman, Cagayan de Oro City
Contact Person Deza Mae Pabatao Email penro.misamisoriental@gmail.co
Address m

Audit Areas Yes No Remarks

1. COMMUNICATION
a. Are the Company goals documented?
b. Are they communicated to the
employees?
c. Do the employees identify themselves
to the Company mission?
d. Are the employees aware of the
organizational set-up of the
organization?
e. Are the employees aligned with the
culture of the Company?
f. Do employees understand the
conditions of the job?
g. Are they aware of the expectations of
the management?
h. Are the tasks clearly understood by the
employees?
i. Are Key Performance Indicators known
to the employees?
j. Are employees clear on their
responsibilities and authorities?
k. Do they know to who they are
accountable to?
l. Is it clear who supervises whom?
m. Do the employees know whom to
submit reports and when?
n. Do the employees know from whom
they seek clearance or go signal related
to decision making?
o. Do they know where or to whom to get
support and resources?
p. Do they know where to seek
grievance/air out or lodge complaints?
q. Are policies written, communicated
and consistently implemented?
r. Are employee records well organized
and updated?
s. Are regular meetings conducted?
 t. Is there a written Code of Ethics?
u. Are employees issued copies? Available upon request. Copies
are also available in the websites
v. Is there a written HR Manual? Policies
and Procedures?
B. RECRUITMENT PROCESS
a. Is there an established recruitment
process?
b. Are job postings compliant?
c. Are job descriptions written
appropriately?
d. Are entry requirements clear? Are they
being complied/filed systematically and
kept confidential?
e. Does the Company conduct
background check?
f. Is job offer practiced?
g. Is there a documented salary structure
and are they implemented?
h. Is the on-boarding process clear and
consistently implemented?
C. RETENTION AND ENGAGEMENT
a. Is there a training plan for employees?
b. Are performance evaluation conducted
consistently?
c. Are there programs intended to ensure
employee satisfaction?
d. Is there a succession plan?
e. Is there an established process for
employee promotion?
f. Are there activities intended for work
life balance?
g. Are there activities intended to improve
relationships in the workplace?
h. Are good performance recognized and
rewarded?
i. Are infractions handled effectively?
j. Is there a program intended to improve
internal customer satisfaction?
k. Are supervisors properly trained?
D. COMPLIANCE
a. Are the employees paid at least
according to what the law requires?
b. Are the mandatory benefits granted? Employees under contract of
(SIL, 13th month pay, night service do not receive any of the
differentials, overtime pay, holiday pay, benefits mentioned
maternity leave, paternity leave, SSS,
Pag-ibig, Philhealth, etc.)
c. Is the 6 months probationary, then
 regularization rule being followed?
d. Are terminations done according to the
rule?
e. Is there a working safety committee?
f. Are the members competent?
g. Is there a safety plan and program?
h. Is there a qualified/certified first aider?
i. Are DOLE mandatory reports regularly
submitted? (WAIR and AMR)
E. OTHERS

Data gathered by: Kenneth Babe U. Cabig Signature:_________________

Date: _08/16/2016
E2. Planning Matrix

Company: DENR - PENRO Misamis Oriental

PROBLEM NO. 1: Irregular Distribution of Information
PROJECT GOAL OBJECTIVES STRATEGIES ACTIVITIES TARGET BUGETARY
DATE REQUIREMENT
Peoples and To be able to 1. Increase 1. Attendance of Morning Activities Every 1st Php 50,000.00
Information disseminate awareness the Employees Wednesday
Day valuable of relevant indicated on the of the
information not informatio Special Order is 8:00am -9:00am: Month
only for the n to IPs a must Arrival and starting next
Indigenous and registration of month
Peoples Employees 2. Expenses for participants (October
Organization food, 2016)
(IPs) but also 2. Increase accommodation, 9:00-9:30 Opening
to all the impact supplies, Prayer, Philippine
employees of of materials and National Anthem,
PENRO environme other incidental Welcome remarks
Misamis ntal expenses will be
Oriental. programs charged against 9:30-10:30
at less the Agencys Presentation of
cost. Fund Activity Rationale,
Objectives and
3. to ensure 3. IPs from the Agenda
the covered areas is
effective cordially invited. 10:30-11:00
implement Introduction of IPs
ation of 4. Announcements invited
environme of information
ntal will be part of 11:00-12:00
programs the program in Information Relay
of the new the middle of the Drive from the
administra program Agency
tion Administration.
5. Open forum and
leveling off will Afternoon Activities
be initiated
during the course 12:00-1:30 Lunch
of the program. Break

1:30-4:00 Open
Forum for Issues
and Concerns.

4:00-5:00 Happy
Hour Activity

5:00-6:00 Dinner

6:00-6:30 Closing
Remarks
PROBLEM NO. 2: Untrained Newly Hired Employees
Re-eco on To be able to share 1. Have a 1. Resource Morning Activities Two
seminars the acquired common speaker will weeks
and knowledge and understand be the after the
trainings skills of a selected ing and employee who 8:00am -9:00am: foremost
employee during clear cut participated Arrival and workshop
trainings/workshop definition the regular registration of was
s to other of the training/works participants conducted
employees roles of hop and
every 2. Honorarium 9:00-9:30 Opening attended
employee will be given Prayer, Philippine by the
involved to the National Anthem, Resource
in their Resource Welcome remarks Speaker
respective Speaker
of work 3. Employees 9:30-10:30
who form part Presentation of
2. Acquire of the Activity Rationale,
relevant workload of Objectives and
knowledge the said Agenda
and skills training will
related to participate. 10:30-12:00
the Workshop proper
workshop
activity. Afternoon Activities
3. Review
the 12:00-1:30 Lunch
systems Break
and
procedures 1:30-4:00
being Workshop continues
implement
ed
 4:00-4:30
Wrap up of the
workshop conducted

4:30-5:00 Closing
Remarks
PROBLEM NO. 3: Non-Distribution of Benefits to Contractual Employees
Solidarity To be able to boost 1. increase the 1. Contractual Morning Activities Every 2nd Php 30,000.00
Day morale of knowledge of Employees are Friday of
employees who contractual required to every
rendered contract employees so that join 8:00am -9:00am: Quarter
of service to the the team and 2. Various Arrival and
agency individual activities will registration of
members can take be initiated to participants
on more increase
responsibility camaraderie 9:00-9:30 Opening
3. There will be Prayer, Philippine
2. develop good different National Anthem,
working theme every Welcome remarks
relationships activity
between 9:30-10:30
employees, giving Presentation of
them experience Activity Rationale,
of working with Objectives and
different team Agenda
members
10:30-12:00
3. establish a Team-Building
positive team Activities
culture, the
beliefs, values and
norms of behavior Afternoon Activities

4. establish clear 12:00-1:30 Lunch

short term goals Break
and methods for
celebrating 1:30-4:00
achievement and Team-Building
milestones Activities continued

4:00-5:00
Open Form for issues
and concerns

5:00-5:30
Closing Remarks

5:30-onwards
Gala night