HR QUESTIONS:

●​ Investigate the company’s recruitment and selection process:

-​ How do they attract and hire talent?

Referral systems (by school, by kapwa employees) if potential, they will hire them

-​ Are there any unique methods or strategies?

Job fairs, schools

-​ Selection processes and criteria.

Skills: Shark, XTML, Java, Stream

Capable/skilled enough
Trainings with allowance - 540 hours
OJT with allowance

-​ Diversity and inclusion initiatives in recruitment.

They are open and inclusive. Everyone is included.

(transgenders are allowed to crossdress)

English speaking skill is the number 1 priority because since they are an international company
they often communicate with non-Filipino speaking people, also English is the language of
business.

One employee is from Mindanao and he is allowed to WFH permanently. The company let him
do that because he is the only one who knows how to do a specific programming language.

Perks: Flexible

●​ Explore their training and development initiatives:

-​ How do they enhance employee skills and competencies? Training programs offered to
employees

The company will take the IT team to Denmark for training at least twice a year all expenses
paid.

The Admin team bilin ra because IT is pervasive and it is common around the world where they
study the same programming languages or coding. While for Admin team, the labor laws are
different for every country that’s why bilin ra sila

-​ Do they offer continuous learning opportunities?

Yes, continuous. PMAP every year.

 -​ Opportunities for skill development and career advancement.

Team buildings once a year, lunch out for everyone once a month for motivation, birthday
blow-out for employees celebrating their birthdays.

●​ Analyze their performance appraisal system:

-​ How do they assess employee performance? Employee feedback and performance evaluations.

For new employees, there is 3rd, 5th-month, 6th evaluations conducted to assess if fit ang
employee. After the fifth month, HR decides if i continue ang employment or not.
​ ​
-​ Is it tied to career growth and rewards?
Rewards and recognition is project-based; meaning they receive bonuses depending on the
project they are working on.
Evaluation system assess if new hires learn from the training and applied it to work.

Before, they have self evaluation sa HR, employees but the senior manager abolished it
●​ Examine their compensation and benefits structure:

-​ What salary packages, bonuses, and incentives are offered? Benefits packages offered to
employees (healthcare, retirement plans, etc.). Performance-based incentives and bonuses.

-​ How do they address employee well-being?

They do not work on weekends to maintain a work-life balance. They also have monthly
company dinner na mag eat out sila tanan. Ga go out after work sila, play.

Since their employees are less than 20, they do not feel the need for a psych personnel in the
office. But if they are dagan, they will put up necessary facilities such as clinic for the
employees.

●​ Investigate their grievance handling system:

-​ How do they manage employee complaints and conflicts?

Channel of communication should be ang HR manager. If employees have complaints against

other employees, they will have to report to the HR manager and not directly call out the
employee to avoid unnecessary conflicts.

HR manager talks to the employees about the complains addressed to them and the HR politely
talks to them. If employees do not follow, HR mag verbal warning.

-​ Company policies regarding employee conduct and behavior.

 They have a handbook for employees. Once an employee violates any of the rules, HR manager
mag verbal warning. HR manager does not believe sa non-confrontational warning because she
believes nga they are adults na sila and issues must be addressed immediately

-​ Compliance with labor laws and regulations.

They are very strict in following labor laws in employment, employee benefits, and regulations
to be followed in the Philippines since Skanlog is a foreign country.

Once employed, employee kay maka receive mandatory benefits(SSS, pag-ibig, philhealth), but
dapat wala pa silay dependent i register.. If mag 6 months na ang there is no feedback about sa
evaluation, employee immediately becomes a regular employee. Pwede na sila maka register ug
2 dependents max.

​ ​ They also have maternity and pater

-​ Any recent legal issues or challenges related to HR practices.

So far, wala.

●​ Assess the company’s efforts to retain employees:

-​ What retention strategies are in place?

-​ How do they measure employee satisfaction?

●​ Explore factors that contribute to employee loyalty and commitment.

INTERVIEW

Company: SKANLOG COMPANY

A leading software development and logistics company based in Northern Denmark, Norway, and Sweden.

They specialize in providing software solutions and logistics services to companies like Red Bull and

Electric Logs.

Key Information:

- Operates 13 warehouses and a fleet of trucks for logistics activities

- Leases office space from Globe, occupying one unit while Globe occupies floors 8-12

- Primarily targets the IT industry, offering courses in programming, software development, computer science,

and related fields

- Ensures smooth software operations for clients

- Maintains a back-office support center in Cebu, Philippines

HR Practices Evaluation:

- Primarily hires IT professionals through referrals, school job fairs, and employee recommendations

- Evaluates candidates based on coding skills, proficiency in XTML, JavaScript, and other relevant technologies

- Uses laptop-based assessments to gauge technical skills

- Hires around 10 OJT interns and 11 employees, with the option for work-from-home arrangements

- Total workforce of 20+ employees

- Provides 540 hours of training with allowances for new hires and interns (primarily Filipino nationals)

- Emphasizes English communication skills due to the company's international presence

- Offers flexible work arrangements for skilled employees, including work-from-home options

Training and Development Initiatives:

- IT employees travel to Denmark twice a year for month-long training programs, with allowances provided

- HR team processes visas for the training programs, which typically take 20 days

- Offers continuous learning opportunities and ongoing training programs

- Collaborates with PMAP (a group of HR professionals in Cebu) for employee development

- Conducts team-building activities once a year and monthly lunch outings

- Evaluates candidates based on personality traits, teamwork skills, and MBTI test results, in addition to

technical abilities

- Prioritizes introverted personalities, common among IT professionals

- Follows labor laws, including a 6-month probationary period and evaluations at the 3rd and 5th months
Compensation and Benefits Structure:

- Provides competitive compensation and benefits from day one, including credentials, dental, and SSS benefits

- Offers duty-free employment with no overtime requirements

- Provides 15 days of sick leave, 15 days of vacation leave, maternity leave, solo parent leave, and benefits

under the Magna Carta

- Celebrates an annual Christmas party

- Pays a 13th-month bonus as mandated by law

- Offers compensation based on project performance, with no sales quotas

- Rewards employees with incentives instead of commissions

- Provides daily meal allowances, which can be redeemed in the canteen or as cash (100 per day)

- Hosts monthly lunch outings and quarterly activities

- Promotes work-life balance and mental health through leisure activities like bowling

- Caters primarily to Gen Z and millennial employees (born 1996 and later)

- Follows a Western-style corporate culture with a horizontal treatment approach, no hierarchical titles, and a

focus on efficiency and comfortability

- Offers above-average wages in line with international (Danish) standards

Company Background:

- Founded in 1994 in Oslo, Norway

- Established its first base in Cebu in July 2019, currently operational for 5 years (until July 1, 2024)

- Initially started with 9 employees

- Continued paying salaries during the pandemic, with payroll on the 15th and 30th of each month

HR Qualities and Practices:

- HR professionals should be more sympathetic than empathetic

- For OJT hires, HR should focus on providing an enjoyable and rewarding experience, offering allowances and

fulfilling reasonable requests (e.g., Macbooks)

- Emphasizes proper training, adherence to labor codes, and familiarity with payroll and statistics

Ending Quote:

"Take it seriously. Follow the training, labor code of the Philippines, and the employee handbook. Proper

training and knowledge of payroll and statistics are essential."

Transcript:

Belen: Have you looked