EMPLOYEE TRAINING AND development.

it has to align with KEEP MONITORING AND EVALUATING Training and development of employees is
DEVELOPMENT the company's goals and THE PERFORMANCES AND AGAIN SEE a costly activity as it requires a lot of
objectives. If a company is trying IF MORE TRAINING IS REQUIRED quality input from trainers as well as
to start a new department or employees. But it is essential that the
strengthen the existing sales Based on the evaluation results company revises its goals and efficiencies
INTRODUCTION team for new products, then in the previous step, with the changing environment. Here are a
appropriate training is needed. management needs to ascertain few critical reasons why the company
Employee training and development is a
that if the training and endorses training and development
broad term covering multiple kinds of ESTABLISH SPECIFIC OBJECTIVES & development program was sessions.
employee learning. GOALS WHICH NEED TO BE ACHIEVED sufficient for now or more
training and enablement would IMPROVEMENT
Employee training is a program that helps
The goals and objectives of the be required. Also, if future
employees learn specific knowledge or
training and development have trainings are to be planned. When management thinks that
skills to improve performance in their
to be established. Whether the there is a need to improve the
current roles. Employee development is
goal is awareness about new performances of employees.
more expansive and focuses on employee
products or even installation is
growth and future performance, rather than RELATION AND DIFFERENCE BENCHMARKING
required to be learn.
an immediate job role. BETWEEN TRAINING AND
SELECT THE METHODS OF TRAINING. DEVELOPMENT To set up the benchmark of
NEXT, METHODS HAVE TO BE improvement so far in the
DEFINED. THE TRAINING CAN BE There is a relation between training and performance improvement effort.
NATURE OF TRAINING AND
DONE AS A: development, and there is clear difference
DEVELOPMENT SPECIFIC ROLE REQUIREMENT
between the two based on goals to be
Classroom training achieved. Development is made to answer
Better performance To train about the specific job
Online self-paced courses the training problems:
Economy in training cost responsibility and skills like
Less supervision Course with certification
TRAINING communication management,
Less accidents Instructor led online training
team management etc.
Team spirit Training is meant for operatives
CONDUCT AND IMPLEMENT THE
Organization culture It is reactive process TESTING
PROGRAMS FOR EMPLOYEES
Healthy work environment AIM: To develop additional skills
To test the new methodology for
After the plan and methods are It is short term process
increasing productivity.
finalized, the training and OBJECTIVE: To meet the
development programs have to present need of an employee
TRAINING AND DEVELOPMENT
be executed where courses, Initiative is taken by the
PROCESS
instructions are taught to the management ADVANTAGES OF TRAINING AND
Training and development are a employees, partners, or vendors. DEVELOPMENT
DEVELOPMENT
continuous process as the skills,
EVALUATE THE OUTPUT AND Training and development have a cost
knowledge, and quality of work need
PERFORMANCE POST THE TRAINING Development is meant for attached to it. However, since it is
constant improvement. Since businesses
AND DEVELOPMENT SESSIONS executives beneficial for companies in the long run,
are changing rapidly, it is critical that
It is pro-active process they ensure employees are trained
companies focus on training their Training and Development is AIM: To develop the total regularly. Some advantages are:
employees after constantly monitoring incomplete without proper
them & developing their overall personality. personality
monitoring. Monitoring can be It is continuous process Helps employees develop new
done through evaluation of the skills and increases their
OBJECTIVE: To meet the future
instructor as well as attendees. knowledge.
need of an employee
PROCESS Instructor evaluation can be Improves efficiency and
Initiative is taken by an
done through feedback or productivity of the individuals as
individual.
DETERMINE THE NEED OF TRAINING ratings, but attendees can be well as the teams.
AND DEVELOPMENT FOR INDIVIDUALS evaluated through internal or Proper training and development
OR TEAMS external certifications or scores. can remove bottlenecks in
NEED FOR TRAINING AND operations.
First of all, the need has to be DEVELOPMENT
seen for training and
 New & improved job positions health to employees and those implementing control measures Spreading Awareness of the
can be created to make the who may be affected by their to mitigate those risks. This is Laws
organization leaner. work. defined in law under the Learning from Your Mistakes
Keeps employees motivated and Management of Health and Blame Culture, Getting the
refreshes their goals, ambitions, Employers and employees both Safety at Work Regulations Balance Right
and contribution levels. have responsibilities under the 1999. All businesses must carry Ditch the Paper
Health and Safety at Work Act of out risk assessments, however,
1974 and other pieces of Health where you have 5 employees or
and Safety legislation that that less these do not have to be
have been made under it. written down. Creating a good health and
safety culture is your single most
Workplace health and safety is There is also a legal requirement impressive weapon when
DISADVANTAGES OF TRAINING AND about promoting positive under the health and safety at fighting hazards in the
DEVELOPMENT wellbeing, in terms of employee work act to have a written health workplace. And it goes without
comfort, happiness and and safety policy, which includes saying, if you want to reduce the
Even though there are several contentment, not simply steps on how to implement the number of incident reports and
advantages, some drawbacks of training preventing people from getting ill policy. Employers must provide keep your employees safe (and
and development are mentioned below: and having accidents. It also the relevant training as part of far from insurance claims) then
places several serious the implementation process. For you need to start creating a
It is an expensive process which responsibilities on employees. most small, low-risk businesses safety culture, stat.
includes arranging the correct just a few straightforward
trainers and engaging Under the Workplace (Health, measures are all that’s needed. The importance of a health and
employees for non-revenue Safety and Welfare) Regulations safety culture cannot be
activities. 1992, employers have a legal overemphasized - it’s that
There is a risk that after the duty to ensure the health, safety, essential to your workplace. And
BENEFITS OF HEALTH AND SAFETY
training and development and the welfare of employees as for existing employees, well
session, the employee can quit whilst at work. However, a key Having best practice in regard to health they will require less supervision
the job. detail of this responsibility is that and safety is always morally right, but as your health and safety culture
health, safety, and welfare must there’s also a very strong business case takes root in the workplace-
be ensured "so far as is for promoting it too. A company operating helping you manage your
reasonably practical". Employers with a strong health and safety culture can: management role more
HEALTH & SAFETY efficiently without being the
must therefore do whatever is
reasonable to ensure staff Boost staff morale and productivity - a health and safety babysitter.
welfare. Although, they do share safer workplace is a happier workplace!
WHAT IS HEALTH & SAFETY? this burden as employees are This can lead to improved staff turnover When your health and safety
expected to cooperate with their rates. culture is commendable, you will
Health and safety programs are employer and co-workers in notice more things than just a
aimed at ensuring workers are order to meet legal health and Reduce risks, ultimately lessening the lower incident reporting. The
protected, risks are minimized, safety requirements. Even likelihood of incidents - less paperwork, environment becomes a safer,
and a healthy and safe without this obligation, it would fewer staff absences, and less nasty fines! more secure place. This
workplace is maintained. All still be in the best interest of all Improve efficiency. enhances productivity, boosting
employees must establish some staff to protect their own health employee morale and loyalty in
and safety, as well as that of Avoid reputational damage and enjoy the long run.
form of health and safety
others who may be affected by lower insurance costs.
program at the workplace.
their actions in the workplace. Health and safety are an
Health and Safety is a term that essential part of any business
generally covers the legal Employers have various, more THE IMPORTANCE OF HEALTH AND operations; it’s not only
requirements that fall under the specific requirements regarding SAFETY CULTURE important for reducing risk but
Health and Safety at Work Act of this need to ensure their also for protecting employee
1974. The term Health and employee's health, safety, and Clearly, the risks that face the workforce wellbeing both physically and
Safety is generally used to welfare. Firstly, all businesses differ from industries and roles. However, mentally while they are on the
describe Occupational Health must identify the hazards within regardless of this, managers of all job.
and Safety and relates to the the workplace and assess the positions must enforce a culture of health
prevention of accidents and ill risks from those hazards, and safety best practice.
 Employers need to make sure APPROACHES TO DISCIPLINE suspended except for cause
they understand all relevant laws provided by law.
regarding health and safety in HUMAN RELATION APPROACH -
the workplace so they can correcting employee deviations. According to the 1987 Philippine
develop appropriate policies that Constitution Article 9 - The Civil Service
HUMAN RESOURCES APPROACH - Commission Section 2 No. 3
will keep everyone safe while
treating employees as valuable resources. Less grave offenses are punishable by
still maximizing efficiency within
 No officer or employee in the suspension of one (1) month and one (1)
their organizations. GROUP DISCIPLINE APPROACH - group- civil service shall be removed or day to six (6) months for the first offense;
established discipline standards. suspended except for cause as and dismissal from the service for the
provided by law and after due second offense.
LEADERSHIP APPROACH - supervisor- process.
led discipline.
Republic Act No. 2260, Article VII, Section
JUDICIAL APPROACH - legal basis for 32
disciplinary cases.

DISCIPLINE AND DISMISSAL LEGAL BASIS FOR DISCIPLINARY

ACTION GRAVE OFFENSES (DISMISSAL)

EXECUTIVE ORDER 292 - Administrative LIGHT OFFENSES (REPRIMAND,

DISCIPLINE Code of 1987 SUSPENSION & DISMISSAL)

We can define discipline as a body of RA 6713 - Code of Conduct and Ethical

knowledge and knowledge for the body Standards for Public Officials and
because the training of the mind has Employees
inevitably involved training of the body.
Second, it signified a method of training or RA 3019 - Anti-Graft and Corrupt Practices
instruction in a body of knowledge. (Bryan Act - 2017 RACCS
S. Turner, 2006)
RA 7160 - Local Government Code of
1991
GRAVE OFFENSES (SUSPENSION &
DISMISSAL RA 6770 - Ombudsman Act of 1989 Light offenses are punishable by
DISMISSAL)
reprimand for the first offense suspension
The act of sending someone away or PRESIDENTIAL DECREE NO. 442 - The of one (1) to thirty (30) days for the second
allowing them to leave (Oxford Labor Code of the Philippines offense; and dismissal from the service for
Dictionaries) the third offense.
Civil Service Commission Resolution No.
1701077 2017 - Revised Rules on
Administrative Cases in the Civil Service
TYPES OF DISCIPLINE DEMOTION

SELF-CONTROLLED DISCIPLINE: In this, Inefficiency

the employee brings his or her behavior WHY FIRE EMPLOYEES?
Grave offenses shall be punishable by Incompetence
into the agreement with the organization's
The violation of a rule, policy, or procedure suspension of six (6) months and one (1)
official behavior code, i.e. the employee
regulates their activities for the common day to one (1) year for the first offense and
Unsatisfactory Performance dismissal from the service for the second
good of the organization. SEXUAL HARASSMENT OFFENSES
offense.
ENFORCED DISCIPLINE: It is a common
discipline imposed from the top, here the CAN AN OFFICER OR EMPLOYEE IN
manager exercises his authority to compel THE CIVIL SERVICE BE REMOVED OR LESS GRAVE OFFENSES (SUSPENSION
the employees to behave in a particular SUSPENDED? & DISMISSAL)
way.
 No officer or employee of the
civil service shall be removed or
 Cooperating in the commission of sexual POSITION ANALYSIS AND JOB
harassment through essential acts. EVALUATION
STAGE 3
Cooperating in sexual harassment through
previous or simultaneous acts.
POSITION ANALYSIS

is an examination of the tasks and

obligations associated with a job and the
technology that must be used to support
the organization's operations.

APPROACHES TO POSITION ANALYSIS

POSITION ANALYSIS QUESTIONNAIRE

E. J. McCormick designed this

approach. He identified 194
questions to solicit information
ADMINISTRATIVE PROCEEDINGS IN WHAT IF THE SUSPECT IS FOUND NOT about the kinds of data workers
SEXUAL HARASSMENT OFFENSE
DISCIPLINARY CASES GUILTY? use in their job, the kinds of
CONTEXTS
mental processes used, and the
Within workplace, office, school, or training If someone accused in an administrative outputs they produce.
institution premises. case is found not guilty:
STAGE 1 TASK INVENTORY PROCEDURE
Any location resulting from work, Fines are refunded.
education, training responsibilities, or For demotion, the person is This approach employees and
relations. reinstated to the former salary their supervisors list the tasks
grade with back pay. performed in each job in the
At work, education, or training-related agency.
For suspension, immediate
social functions. reinstatement occurs without CRITICAL INCIDENT TECHNIQUE
loss of benefits.
During official business outside the office
For dismissal, immediate This approach emphasizes the
or school, work-related travel.
reinstatement happens without link between job behavior and
At official conferences, fora, symposia, or loss of benefits. effective performance.
training sessions. The exonerated individual
receives leave credits, and ABILITY REQUIREMENTS SCALES
Via telephone, cellular phone, fax machine, settlements may be considered
or electronic mail. for back wages and other This approach is particularly
STAGE 2 benefits. relevant for examination and
selection processes. It could
also be used to classify jobs
PERSON LIABLE FOR SEXUAL and, if a jurisdiction so chooses,
HARASSMENT Understanding your rights as an employee to establish compensation.
is crucial for empowerment, fair treatment,
Any government official or employee, negotiation, and legal protections, while FUNCTIONAL JOB ANALYSIS
irrespective of gender, is liable for sexual disciplining yourself in the workplace is
harassment if: equally important for productivity, The most common approach to
professionalism, career growth, and job analysis focuses on the
Directly participating in the execution of duties and responsibilities
positive team dynamics. Both aspects are
sexual harassment acts. assigned to a position. The
integral to a successful and fulfilling career.
assumption here is that all jobs
Inducing or directing others to commit
involve working with data,
sexual harassment.
people, and things, thus
 providing some ground for This is a brief description of the CLASSIFICATION SPECIFICATIONS
comparisons. job, for example, "Receptionist."
"Prison Guard" "Budget Analyst, Title ALTERNATIVES TO POSITION
or Agency Personnel Manager." Nature of work CLASSIFICATION
Examples of work
POSITION CLASSIFICATION FACTORS WORK LOCATION Rank-in-Person
Knowledges, skills, and abilities
Broad Classification
BASIC CLASSIFICATION FACTORS Licenses and certificates
Indicates the city and perhaps Collective Bargaining and
facility where the employee will Classifications
Skill and knowledge
work.
Nature of work
MAINTAINING A CLASSIFICATION
Responsibility SOCIAL ENVIRONMENT SYSTEM
JOB EVALUATION
An effort is made to describe the DELEGATION
kind of interpersonal conditions A set of criteria is used for job evaluation,
in which the employee will work. One way of keeping a which ranks positions inside an
classification system current and organization based on how well they
relevant is for the central support the objectives and operations of
personnel office to delegate the company.
authority for classifying individual
BASIC STEPS TAKEN TO MINIMIZE BIAS
CONDUCTING A FUNCTIONAL JOB CONDITIONS OF EMPLOYMENT positions to agency managers.
OR SUBJECTIVITY
ANALYSIS
SURVEYS
Some jurisdictions require their Use complete and accurate job information
JOB INFORMATION
employees (or sometimes their
Classification surveys invariably
applicants for employment) to Use a job evaluation system that is
Employees realize that an raise expectations about
meet a residency requirement. inclusive and clear in its descriptions of the
analysis of their position can increases in pay and anxieties
various factors and factor levels.
have implications for the pay CAREER OPPORTUNITIES about the consolidation and
they are receiving. elimination of positions. Train the evaluators so that they
The position description should understand the job evaluation process and
Some employees may RECLASSIFICATION
outline promotional opportunities are alert to potential sources of bias.
understate the characteristics of and can include what options
their position. The focus in position Remove the job title from the information
there are for lateral movement to
classification and reclassification provided to raters so that they focus on
related career paths and what
should be on jobs, not specific details for each factor rather than
Supervisors may, from the kinds of training programs are
employees. make an initial overall judgment.
perspective of the organization, available.
define the position differently GRADE CREEP
from an employee either SOCIAL ENVIRONMENT Have individuals in the team use a secret
because they are not satisfied ballot to assign factor levels to the job
In part because reclassifications
with the scope of work being An effort is made to describe the being evaluated, thereby gaining the
are frequently regarded as a way
done by a current incumbent or kind of interpersonal conditions benefits of group discussion about the job
of getting a promotion and a
because a pending change in in which the employee will work. but avoiding pressure.
salary increase, there can be
mission or technology will collusion between employees Review factor level assignments by
require a change in the and supervisors. individuals within the team and eliminate
characteristics of the position.
POSITION CLASSIFICATION the highest and lowest scores to minimize
APPEALS
the effects of raters who, for whatever
CLASSIFICATION SERIES reason, rate outside the norm
One might also anticipate the
POSITION DESCRIPTION possibility of mistakes. In the
A feature common to position classification Check the reliability of the process by
systems is that groups are made according interest of fairness, there are having different teams evaluate a common
A position description is a narrative
to occupational categories, Occupational usually opportunities for sample of jobs. If different evaluators
statement that summarizes the nature of a
categorization is, however, just one step. employees to appeal reviewing the same jobs do not agree at
specific job.
The next task is to be precise about levels classification decisions that least 55 percent of the time, then an
TITLE of difficulty, types of expertise, kinds of affect them.
responsibilities.
inquiry must be made to deter mine the
source or sources of subjectivity.

JOB EVALUATION AND COMPARABLE

WORTH/PAY EQUITY

Quantitative job evaluations like that just

described can help eliminate the effects of
decisions to fill some jobs, such as nurses,
librarians, secretaries, and child care
workers, primarily with women and to set
the compensation levels low. Comparable
worth, or pay equity, refers to the policy
and practice of setting compensation in
accordance with the value of a job to an
employer absent any consideration for
whether the job is typically filled by men or
by women.