Pateros Technological College

College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

Chapter 2

Review of Related Literature and Studies

This chapter presents specific different studies and literature of both foreign

and local researchers, which have a major effect on the variables used in the

research. It focuses on several factors that will help to grow this study.  In general,

the thesis focuses on the feasibility of developing an Human Resource Management

System. The literature of this review come from books, papers, documents,

electronic resources, e.g. PDF or E-Book, and other current theses and

dissertations, both foreign and local, which are believed to be useful in the

development of knowledge of the research.

2.1 Related Literature

2.1.1 Foreign Literature

According to Sarah Dwyer an effective HRIS provides accurate and timely

data about health workforce. While some states continue to maintain HRH data on

paper, other states have initiated efforts to computerize the data either trough simple

Excel-based spreadsheets or more sophisticated web-based HRIS. This aim of

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

these initiatives is to use the HRIS data to improve recruitment, deployment, and

training of health workers to expand access, quality, and use of health services.

Where an integrated web-based HRIS is in place,  such a system can help  track

individuals as they move through the health workforce system, improved the

accuracy and availability  of HRH data,  allows sharing of information across sectors

to gain a national workforce perspectives, simplify data analysis and  generation of

reports, project workforce needs in the future, monitor training requirements and

licensing status, and decrease the labor and effort required to maintain the

enormous amount of information generated.

According to Muhammad Suleman (2018) using of data generated through

the Health Management Information System (HMIS) in decision making has been

facing various challenges ever since its inception in Pakistan. This descriptive

qualitative study attempts to explore the perceptions of health managers to identify

the status and issues in use of HMIS. Overall 26 managers (all men, ages ranging

from 26 to 49 years; selected from federal level (2), provincial (4) and seven

selected districts (20) from all four provinces) were interviewed face to face. The

respondents identified a number of hurdles resulting in non-use, misuse and disuse

of data. These included limited scope of HMIS, dubious data quality, political motives

behind demand of data and an element of corruption in data reporting etc. A great

deal of political and administrative will is required to institutionalize transparency in

decision making in health management and HMIS is an important tool for doing so.
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

Appropriate legislation and regulations are needed to create a conducive policy

environment that would help in changing the existing decision making culture. The

effective use of information requires that besides capacity development of district

health managers in understanding and use of data, the higher level decision makers

are provided with relevant data timely and in an easily understandable. Azad Jammu

& Kashmir is considered as one of the province of Pakistan. Recently IT was

introduced in Education sector. But mostly the organizations have traditional HR

system. All the public sector organizations have traditional system.

The study is based on the previous studies. But unfortunately no study has

done earlier in AJ&K. HRIS is planned predetermined course of action that reflects

organization objectives. With the changing dynamics of business, human resources

now play the role of strategic partner. HRIS is about improving processes and

changing behavior is not just implementing technology, it is about consolidating,

streamlining, re-engineering and automating manual HR processes, gathering,

managing and delivering business related information to those who need it,

employee and manager access to HR information and services organizational

development is being directly linked to HR development (Ali Asim). HRIS is an

efficient and responsive system for managing the human resources. HRIS are of

three types such as Electronic data processing (data processing, data, storage,

processing payroll and basic personnel information, MIS management information

system and third is decision support system.

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

The HR department in London owns and supports the European HRIS for the

portion of the company that will be integrated into the U.S. HRIS. Their current

system lacks proper controls and received an unsatisfactory internal audit. It was

determined that the system would require extensive changes and that it would be

more cost effective to replace the system than to make the changes. The London-

based HR office selected an HRIS implementation partner, Limited Experience, Inc.,

to facilitate the integration. The firm has no knowledge of the U.S.-based system and

has relatively little experience with integrating part of an HRIS into an already

existing system. The London-based HR office has provided the project manager for

the integration, Frankie. Frankie has knowledge of the European HRIS but no

experience with IT projects and the current U.S.-based HRIS. Limited Experience,

Inc. has provided a co-project manager, Pat. Pat has never led a project of this size

nor does Pat have knowledge of the U.S. system or how current HR projects would

affect their project. In the end, Frankie and Pat ended up being co-project managers,

though Frankie was more of the lead.

2.1.2 Local Literature

According to the DILG-NCR’s Human resources information system, its continuing

effort of advocating paperless mode of transaction, the Department of the Interior

and Local Government – National Capital Region (DILG-NCR) started another

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

innovation through the Human Resources Information System (HRIS).The Human

Resources Information System (HRIS) is a web-based system that aims to organize

all the data of every personnel. The goal of the HRIS is to lessen the loads and

paper generated from every transactions, hasten the process of operation and at the

same time ensure all the files from the Personnel Section are efficiently organized

and readily available in just a snap. Through the collaboration with the Regional

Office’s IT Consultant, Engr. Martin Angelo Dideles of Info active IT and Engineering

Solutions, the system was developed. The Data Capture Form in this system was

based on the Civil Service Commission (CSC) Form; the Personal Data Sheets

(PDS) which all Personnel will update their information every year is available in the

HRIS. Last September 12, 2013 twelve (12) participants attended the HRIS training

at LGRRC Conference room was able to understand how the system works and the

advantage of the web-based HRIS. Some of the notable benefits of the HRIS are: 1)

The employees could update the Trainings attended anytime they want; 2) Once the

they logged in to the system, they will easily find all their available leave credits, their

service records, the e-copy of their appointment and their other necessary papers; 3)

The Personnel Section could easily search the Type of Blood, competencies and

expertise of every employee.

The Provincial Government of Bulacan’s Human Resources Office (PHRMO)

is responsible for, among other services, the maintenance of records associated with

payroll preparation and processing. They are also responsible for maintenance of

201 file for each individuals. Among the significant services brought about by the
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

PHRMO through the use of HRIS, on top of the list is the fast and accurate

processing of pertinent employee’s record like services records and payroll. Through

the automatic computation facility and integrated time keeping system, processing

time to determine leave credits, which is necessary for computation of pay of

employee’s who have absences, and processing time to prepare remittances for

GSIS, PAG-IBIG, and MEDICARE are very well addressed. This system did not only

empower the employee’s and increased their productivity, but also became a tool to

eliminate red tape. Through HRIS, response time to employee request is admirable.

Human Resources Information System in Bohol , an electronic system set

up in 2006 and enhanced through the years for managing personnel records based

on Civil Service Form 212 (Personal Data Sheets) and producing reports/documents

for the following purpose, managing, analyzing and reporting of all employee

information; payroll integration; computerized daily time record linked to biometric

device (daily time record); and online access to leave credits and balances, including

leave of absences application.

2.2 Related Studies

2.2.1Foreign Studies

The 2013 National Restaurant Industry Survey represents the first national

employer survey of work and human resource management in the U.S. Restaurant
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

Industry. It documents the range of practices adopted by employers and how those

practices affect turnover and employment stability – problems that are endemic

across the industry. They examined management practices and outcomes in four

customer segments: fine upscale dining, casual fine dining, moderately priced family

restaurants and fast food / quick service restaurants. High levels of employee

turnover are problematic in restaurants serving all four customer segments – leading

to higher employee costs and lower service quality and organizational performance.

In fact, the survey data demonstrates that better human resource practices can

reduce employee turnover almost by half.

They surveyed restaurants in the 33 largest metropolitan areas of the country,

where wages and the cost of living are likely to be higher than in smaller cities and

towns – and where higher competition is likely to drive employers to invest more in

employees in order to compete more effectively on quality and service. Over half of

these restaurants are located in states with tipped and non-tipped minimum wage

rates that are considerably higher than the federal minimum rates. Thus, the wages,

human resource practices, and turnover reported by managers in this sample should

represent somewhat better conditions than those found in a nationally representative

study. Nonetheless, even in this sample, the proportion of restaurants that adopt

better human resource (HR) practices and invest in the workforce is modest. Several

findings are noteworthy.

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

According to National Survey, the first national employer survey of work

and human resource management in the U.S. restaurant industry, they conducted a

telephone survey of managers in 1,150 restaurant establishments across the

country. Managers in each workplace provided information on the types of

customers served and restaurant characteristics. They reported the number and

types of employees providing front-and-back-of-the-house services. For this report,

front-of-house employees include servers, bartenders, hosts, bussers, runners,

barbacks and cashiers. Back-of-the-house employees include line cooks, prep

cooks, dishwashers and potters. For each of these groups, managers reported on

their human resource practices – including staffing and selection, training and

development, compensation, and the organization of work. Performance outcomes

such as turnover and employment tenure were also addressed. In this report, we

provide an overview of the restaurants included in our study as well as our findings

regarding the use of different management practices and their relationship to key

outcomes.

According to Human Resource Management for the hospitality and

tourism industries written by Dennis Nickson, there are arguments for best fit

advocate a close fit between competitive strategies and Human Resource

Management, those in favor of best practice approaches to HRM suggest that there

is a universal ‘one best way’ to manage people. By adopting a best practice

approach it is argued that organizations will see enhanced commitment from

employees leading to improved organizational performance, higher levels of service

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

quality and ultimately increased productivity and profitability. Usually couched in

terms of ‘bundles’, the HRM practices that are offered in support of a high

commitment and performance model are generally fairly consistent. For example,

Redman and Matthews (1998) outline a range of HR practices which are suggested

as being important to organizational strategies aimed at securing high-quality

service:

2.2.2 Local Studies

According to Perocho (2010) Their study sought to develop a system for the

veterinary clinic to secure and manage its data. Their system is designed for easy

and quick retrieval of records. Also, it is designed for the pet owner to monitor billing

status and to make an appointment with the veterinarian. The Web-based Integrated

Information System for Phoenix Veterinary Clinic efficiently works as designed. The

system is an important tool to the clinic because it provides the clinic reliable and

most secured data preservation. With the system, the clinic can daily operate more

efficiently as it manages information electronically. Information can easily be stored

and retrieved. The system is designed for easy and quick retrieval of records.

Calucin (2018) studied and implement The Web-Based Records Management

for St. Paul University of Quezon City was developed in order to ease the workloads
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

and other hassles of the doctors, nurses, and students of the school. The purpose of

this research is to provide a functional Web-Based system that can assist the

doctors and nurses in their daily processes, such as keeping track of patient records,

monitoring inventory levels, sending SMS messages, etc. while benefitting students

in terms of setting their desired appointments in accordance to their educational and

personal schedule. The system had been evaluated by 20 end-users and 10 experts

from the field of Information Technology using the ISO 25000 questionnaires for

software quality. Based on the evaluation, the system passed in software quality.

The developers concluded that the desired end-users are able to utilize the system

as it was meant to be used.

According to the above statement, there have been a significant advances in

medical technology used in patient treatment and care. The Intensive Care Unit

(ICU) in an acute hospital is designed to treat the most complex and unstable

medical and surgical patient.

According to Ms. Venus Papilota Diaz, information technology student, that

health is important. One place that we can rely on is the so called "Clinic" that

provides primary aid and care that will eliminate or at least lessen up our difficulties

when in pain. When the transaction of recording the patient's information is more

quickly it will help rapidly the medical staffs in their leverages to assist the Dentist to

care for their patients.

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

In this modern era, everyone is more educated in using online devices. So

this study will create a connection between people and healthcare professionals.

According to Sanjana (2019), online scheduling systems are also known in many

names such as online booking applications, online scheduler, online scheduling

software, and more. It is one of the most commonly used web-based applications

and enables individuals to securely and conveniently book their reservations and

requests online via a laptop, tablet, smartphone, computer, and other web-

connected devices. Anyone can access the online appointment management system

via the URL provided by the healthcare or medical facility or through a “Book Now”

button on the website. Once the time and date are selected, the system confirms the

bookings automatically and also records them within the system instantly without

any intervention from the staff.

Based on the study of Haque S. (2017), The system makes its process

efficiency higher and reduces the number of people in waiting rooms, the system

also helps to maintain social distancing and at the same time, it also helps patients

to approach a doctor and create an appointment with them without facing long

queues and without long exposure outside.

Dr. Francia (2020) also said “We all know that modern clinics are now

operating at great pace striving to serve as many patients as possible with the best

of their abilities. But as the years rolled by, prescriptions, billing and appointment

schedule, is no longer practical.” Today, everyone needs to adopt the new normal.
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

People need to lessen the interaction to each other to prevent the virus spread.

Patients will benefit because the system will ensure that the user will go to the clinic

with assurance that the doctor, they are looking for is there to consult.

The Web based Online Clinic Appointment System is replaced by the

traditional appointment reservation program, where patients are the primary

beneficiaries. Hospitals and medical centers will definitely have a better appointment

scheduling mechanism as well as precise control over doctor's schedules and

employee productivity. The benefits would be time savings for both patients and

physicians, and it will be very easy for administrative staff to handle both

appointments and paperwork. Online appointment schedules will reduce the

If a resigned staff come back and rejoin in K/3 HR System checks ID Card

Number and lists all the history of the staff, which helps the manager make proper

decision.

The concept of human resource management first appeared in the 1980’s

and the use of the term grew in the 1990’s. Initially, writers in the field focused on

trying to distinguish between personnel management and HRM, but according to

Boxall and Purcell (2008) HRM has, in spite of the lack of clarity over definition,

become the most popular term to refer to the activities of managers in relation to

people management.

The glance through any journal relating to human resource management

nowadays, will find countless advertisements relating to the various ways that
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

information technology can assist those in HR department to do their jobs. These

include systems for e-recruitment, online short listing of applicants, online

performance management and appraisals, e-learning, online psychometric testing,

as well as IT systems to help with payroll, employment data, recruitment

administration, references and pre-employment checks. There are also large

organizations which use HR shared service centers where they bring many of the

HR services together and use technology such as e-mail, a company intranet or

telephones to provide HR information in order to deal with HR queries and provide

expert advice for people working at various sites, sometimes in different countries.

The increase use of information technology is already having all of these

effects, at least to some extent. For many HR managers, IT for routine tasks frees

them from more mundane tasks, so they have more time to think strategically.

Increasing use of IT has also ensured a much greater amount of information is

available on which to base decisions and to plan for the future.

2.2. Local Studies

According to Vivien T. Supangco in her Strategic HR Practices in Some

Organizations in the Philippines research study, strategic human resource (HR)

practices in a convenience sample of organizations in the Philippines and compares

result of Cranet (Cranfield Network) surveys conducted in 2003 and 2008.

Characteristics of sample organization as well as their strategic planning process

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

generally obtain, but involvement of HR from the outset of business strategy

formulation does not yet characterize the majority of this organization.

HR practices that have basically remained the same include among

others, the following, the most common source of HR head is HR specialist from

outside the organization, and responsibility of HR policy decisions is shared between

HR and Line managers.

On the other hand, a few practices have changed in the following

manner: increase in the application of HRIS (Human Resource Management

System) in payroll, time and attendance, but decrease in application in recruitment

and selection. In addition, performance appraisal is practiced across all staff

categories in 2008; in 2003 only the managerial and professional/technical workers

are generally appraised through formal system.

The Provincial Government of Bulacan’s Human Resources Office

(PHRMO) is responsible for, among other services, the maintenance of records

associated with payroll preparation and processing. They are also responsible for

maintenance of 201 files of each individual employee.

Among the significant services brought about by PHRMO through the use of HRIS,

on top of the list is the fast and accurate processing of pertinent employee records

like service records and payroll. Through the automatic computation facility and

integrated time keeping system, processing time to determine leave credits, which is

necessary for computation of pay of employees who have absences and processing

time to prepare remittances for GSIS, PAG-IBIG and MEDICARE are very well
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

addressed. This system did not only empower the employees and increased their

productivity, but also became a tool to eliminate red tape. Through HRIS (Human

Resource Information System), response time to employee request is admirable.

Human Resources Information System (HRIS) formerly Personnel

Management Information System consists of areas in Local Governance:

 eAdministration (Support Services/Administrative Services and Human

Resource Management)

 eServices (Payroll Processing and Records Management)

The HRIS is a LGU type, locally used by Provincial Government of Bulacan. Its

functions are to give innovative services in maintenance of personnel records,

payroll management and processing and biometrics time keeping.

Human Resource Innovations and Solutions, Inc. (HURIS) is a Philippine-

based Knowledge Process Outsourcing (KPO) and Consultancy company that

started in 2005 by seasoned HR and IT Professionals. It is a complete HR solutions

provider that enables business transformation through advanced methodologies and

information technology.

The company specializes in providing Business Partners with superior

technological solutions and high level outsourcing services across all functional

areas of Human Resources. The company’s main thrust is to provide the Business

Partners assistance in the design, management, development and streamlining of

systems, functions, procedures and processes to increase organizational efficiency

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

and maximize internal resources with the use of local HR Management Systems and

high level HR Outsourcing services. Their products are Attendance Monitoring

System (AMS), Human Resource Management System (HRMS), integrated

Cooperative Management System (ICMS), Payroll System and ePayslip. The

services they provided are HR Knowledge Process Outsourcing (HR – KPO), Payroll

Business Process Outsourcing, Special Projects (HR Audit / Benchmarking,

Performance Management, Pre and Post Retirement Programs and etc.

In the article created by Dr. Divina M. Edralin, a full-time professor on

Business Management Department of De La Salle University about issues in human

resource management and approaches to their solution, she mentioned that it is an

acceptable fact that the success of an enterprise is tied to the competence and

effectiveness of the people who work in and with the organization. And therefore, if

the people are genuinely to be a sustainable source of distinctive competitive

advantage of Philippine companies in the next millennium, the underlying principles

that management must adhere to in the strategic planning and implementation of

approaches in resolving issues in human resources management are: (1) Respect

for the rights and dignity of workers, (2) Concern for the general welfare and security

or workers; and (3) Recognizing that people are valued stakeholders of the

enterprise.

There is no “one best” approach for any given industry or firm. The greatest

challenge for businesspeople is to understand the, and use a nexus of, diversified
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

approaches which are labor-friendly and concomitantly focused on achieving

organizational goals through technological (production processed), structural (roles

and relationships), managerial (administrative actions), and people (human

resources can be educated, trained, coached, and counseled) transformation of

renewal.

This is the Renewal-Driven HRM paradigm shift that Filipino

managers/owners can seriously consider to address core issues and problems in

human resources management that have impeded Philippine industries and deterred

them from pursuing appropriate and doable approaches that will enable such firms

to be globally competitive at the turn of the millennium.

The Government Human Resource Information System (GHRIS) project is

envisioned to provide the Philippine National Government with a comprehensive

human resource management information system for all of its 1.7M national

government employees. The GHRIS application and data is to be centralized and is

accessed through a friendly and intuitive interface via a computer web browser. The

GHRIS application should have the capability to be accessed at over 1,500 various

locations within the Philippines, with some locations having limited electrical and

networking capability.

The system should be able to initially support 10,000 operational users with

the ability to expand to cover 1.7M users should the Employee – Self Service be

activated. Access to the system should be controlled and restricted to individual

accounts using unique personal login information. The ability to define levels of user
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

access rights within the system and other strong security features and measures are

required functions.

In its finalized implementation, the GHRIS system should handle the

complete lifecycle of all national government employees including their initial entry

into service, to their retirement or separation which includes the following HR actions

such as recruitment and hiring, promotions, retirements, awards, evaluations,

casualty operations, calculations for re-contracting requirements, retention,

assignments, training, schooling, finance, absences, personnel assigned equipment

and other associated personnel actions specific to the different agencies and

common within the government. The system should also support and streamline

lengthy approval processes by providing an efficient and timely method of approving

and tracking actions.

2.3 Details of Software to be Used

Figure 1. SQLite
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

SQLite is a C-language library that implements a small, fast, self-

contained, high-reliability, full-featured, SQL database engine. SQLite is the most

used database engine in the world. SQLite is built into all mobile phones and most

computers and comes bundled inside countless other applications that people use

every day.

Figure 2. NetBeans IDE

NetBeans IDE is a free and open source integrated development environment

for application development on Windows, Mac, Linux, and Solaris operating

systems. The IDE simplifies the development of web, enterprise, desktop, and

mobile applications that use the Java and HTML5 platforms.

Figure 3. Microsoft Edge

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

Microsoft Edge is a cross-platform web browser developed by Microsoft. It

was first released for Windows 10 and Xbox One in 2015, then for Android and iOS

in 2017, for macOS in 2019, and as a preview for Linux in October 2020.

2.4. Synthesis and Relevance to the Study

The above related studies are all significant to the proponents’ recent

project development. The essential researched related studies above and the

proponents’ project focused on Human Resource Management System and its

divergent fields. Both discussed the different parts or key areas of human resource

as part of the systematic process of managing employees.

Foreign and local related studies stated common human resource

management key areas or process routines likewise to the proponents’ studies as

part of systematic planning and process in managing employees. The key areas or

process routines are Recruitment and Selection of suitable applicants, Retention,

Evaluation and Probation for appraisals, Monitoring of employees’ profile and 201

Files, etc. The most common focus of all studies is the employees.

One related study stated the acceptable fact that employees are

considered as an asset of one’s enterprise and one of the reasons of its success. So

the management must adhere and improve the strategic planning and

implementation approach when it comes to human resource management. This

 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

related study also shows the recognition of the workers and valued as the

stakeholders of the enterprise.

Another related study shows that human resource management is now

joining and complementing the field of information technology, even in private

enterprise or in government sectors and agencies. The future of Human Resource

Management is now seen as systematic, integrated, computerized and more

innovative. Most of the private enterprise and government agencies are now

implementing Human Resource Management System that can process different key

areas or procedures in a span of short range of time. They can handle multitasking

and increased level of productivity by acquiring the new process.

There are local related studies featured the system or application that can

managed human resource and even payroll. This is the goal of the proponents to

develop a system which can fulfill human resource management tasks and

processes that generically suites to different enterprises. The proponents

researched in local and foreign related studies shows that the Human Resource

Management now deals with the technology to reduce cost of processes, ease the

process, gain productivity and be multitasking and to be globally competitive and

successful on the field they concerned with.

Reference

http://rocunited.org/wp-content/uploads/2014/01/HRPTCS_Cornell
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila

_Report_4.pdf

http://rocunited.org/wp-content/uploads/2014/01/HRPTCS_Cornell

_Report_4.pdf

http://ec.europa.eu/enterprise/sectors/tourism/tourism-business-

portal/documents/business/resources/personnel_management.pdf

http://www.scribd.com/doc/26247206/Mcdonald-s-Strategic-Human-Resource-

Management

http://catalogue.pearsoned.co.uk/assets/hip/gb/hip_gb_pearsonhig

hered/samplechapter/0273740989.pdf

http://journals.upd.edu.ph/index.php/pmr/article/viewFile/2791/2605

vol4no1.pdf

http://www.bulacan.gov.ph/government/pmis.php

http://www.sme.com.ph/member-suppliers/services/suppliers.php ?

page=huris

http://www.sme.com.ph/member-suppliers/services/suppliers.php ?

page=huris

http://www.dlsu.edu.ph/research/centers/cberd/pdf/business/vol4/vol4no1.pdf
 Pateros Technological College
College St. Sto.Rosario-Kanluran, Pateros, Metro Manila