The strong bond among teams and team members in the value delivery chain allows us to be creative and innovative. The products that we create and the services that we offer reflect the competence and skills of the people who are relentless in attending to customer needs and preferences. Our organizational health is also a reflection of a healthy balance between work and personal life that each team member observes. These organizational initiatives are supported by employee wellness programs that fully engage everyone in personality and lifestyle upliftment.
The Company puts the human resources in its priority list, being the underlying strategic factor of success in business. Organizational programs focus on professional development, health and safety and work-life balance.
Employee Statistics
As of December 2007, CHI has a total of 114 employees. The Management Committee is comprised of six from the senior management team. Twenty-two are middle managers, 36 are supervisors, and the rest are associates.
In 2007, Cebu Holdings hired 36 employees. Most of the positions filled in are for operations, marketing and technical/engineering.
Compensation and Benefits
Employees hired on temporary or contractual basis are given their monthly basic salary and overtime. The Company also enrolls them and deducts from them the government mandated benefits. Temporary employees are also invited to activities and events to ensure that there is no discrimination among the employees.
Similarly, regular employees are paid on a monthly basis and associates are entitled to overtime pay. Government-mandated monthly deductions are remitted on schedule both for the regular and temporary employees. Regular employees, though, are entitled to other company benefits while the temporary employees are not.
Health and Safety
The Company formed a Health and Safety Committee in 2006 chaired by manager of HR & Admin. Each of the divisions and departments are represented in this committee. Property administrators are ex-officio members. All of the members are trained on the basic occupational safety and health to familiarize themselves with their duties and responsibilities. The committee meets monthly. A Health and Safety Program was established and reviewed by the committee annually, to ensure that accident prevention initiatives are applied and monitored.
Two Health and Safety policies, drafted by the committee, are now being implemented covering CHI and its subsidiaries and affiliate: the Drug Free Workplace Policy (2006) and the Anti-Sexual Harassment Policy (2007). As part of its implementation, HR conducted a series of policy orientations. The Philippine Drug Enforcement Agency handled orientation on Drug and Illegal Substance Abuse, while the Department of Labor and Employment briefed the Health and Safety Committee and the Committee on Decorum and Investigation (CODI) on handling administrative cases related to sexual harassment.
An annual Work Environment Measurement (WEM) assessment is done both by the H&S Committee and the Occupational Health and Safety Assessment Center (OHSAS Center) to monitor occupational risks and hazards in the CHI offices and managed properties. Regular compliance to the other Occupational Safety and Health standards and other regulations of the Bureau of Working Conditions and the Department of Labor and Employment are done.
Work Accident / Illness Report is also submitted annually to the Bureau of Working Conditions. As of December 2007, there were about seven accidents, and zero lost time. For the accident report, there were no reported accident for CHI organic employees. The recorded accidents pertain to Project Development Contractors, the nature of these accidents are: three construction site related incident, four property damage.
For the Work Illness, most of the sick leave absences of the office workers were due to fever with 39 cases recorded from January to December 2007. This is followed by flu and headache.
The Company also ensures that all hired employees are given pre-employment examinations to ensure that they are physically fit to work. The regular employees, on the other hand, are scheduled for annual medical check-ups, as part of their employee benefits.
Human Resources Development
The Company believes that its employees are its most important assets. We commit to enhancing employees' skills and abilities in order to reach their full potential.
In 2007, the company continued its Advanced Customer Service program for its employees. Likewise, as part of the Life Skills Program and work-life balance, the company brought Steven Covey's 7 Habits of Highly Effective People workshops to the managers and associates. Other programs centered on professional image enhancement, business writing, improving creativity and problem solving, team building and other life skills such as What Matters Mo st for the Working Moms.
Competency, Career Management and Succession Planning Programs
A Competency Program was started in the middle of 2006 clinching an organizational build-up that completes the flagship programs to support the balanced score card system. Each employee has been able to meet the 40 hours average training manhours not only because of these in-house programs but also in attending external training programs or public seminars that aimed to enhance their technical skills.
The CHI management team underwent an exercise of determining the company's core business competencies. In the middle of 2007, the company was able establish both the behavioral and technical competency levels. A career management program, as well as succession planning, was also pursued in the same year. Successors for critical positions were identified, as well the training programs to support the development of these successors.
Performance Reviews
Yearend performance reviews are regularly conducted in the company and 100 percent of all regular employees are covered (as of October 1 cut off period) in this reviews. On a similar basis, probationary employees are given performance review at least a month prior to the end of their probationary period. Contractual employees are also subject to performance review as basis for the renewal, extension or termination of their contracts.
Employee Wellness
For CHI employees to achieve personal effectiveness and work-life balance, CHI has invested in a corporate wellness program since 2003. The program provides activities that balance physical, social, emotional, occupational, spiritual and intellectual dimensions.
Employees engage in a wide variety of activities from ball games and water sports to visual and performing arts; from strenuous physical exercise to yoga, group meditation and exploring ‘inner space'. These events and activities help provide a more conducive environment for optimal health and strengthened relationships.
Employee Volunteerism
The Company launched its Employee Volunteer Program during a townhall meeting on September 14, 2007, with the main program objective of supporting the goals of the organization's CSR initiatives. The program was implemented to engage and empower employees to productively use their time and share their knowledge and skills in the service of the communities around Cebu Business Park, Asiatown IT Park, Amara and Ayala Heights Cebu.
The programs are also aligned with (but not limited to) the 3E's of Ayala Social Initiatives: Environment, Education and Entrepreneurship implemented in the five upland barangays and seven in the lowland areas.
In less than three months after the program was launched, close to 40 hours of volunteer work was rendered, participated in by more than half of the total number of employees. Most of the employees rendered over 10 hours of volunteer work. A few took part in almost all activities while some focused on specific areas. In the area of education, volunteers organized a tutorial program at Barangay Hipodromo, teaching 30 graders to hone their reading, writing and comprehension skills. The volunteers also organized to improve the library of Catarman Elementary School in Liloan, the community of CHI's seaside residential project, Amara.
In the area of environmental care and protection, the volunteers organized tree planting activities at the nature park in Ayala Heights Cebu. The volunteers were taught proper handling and care of seedlings. In terms of livelihood projects, the volunteers supported the Kwarta sa Basura project of Barangay Luz through collection of recyclables for their ‘products from waste' project which the barangay cooperative sells and exports.
The program elicited positive response from employee volunteers, having been given the right opportunity and venue to be of service to their neighbors in the community, adding to the volunteers' skill set, expanding their network and inspiring another generation of volunteers.
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