The USC Department of Business Administration in partnership with USC Center for

Entrepreneurship and Lifelong Learning (CELL) organized the 1

st
Student Human Resource Development
Management Convention. The two-day convention, carried the theme, "Glocalized People
Management: Strategic Business Partnership." The event was held at the J Centre Convention Hall from
September 05 - 06, 2013.
The 1st Student Human Resource Development Management Convention expected to
emphasize to students the importance of people management; why people are the most valuable
resource of an organization; and how it makes a difference to the performance of the business.
Aside from the University of San Carlos, four other schools participated in the event. University
of Cebu students were accompanied by faculty member, Ms. Irene Del Fierro; University of the Visayas
by Mr. Albert Nercua; Cebu Institute of Technology University by Mr. Sinforoso Bautista IV; and
Mandaue City College by Ms. Celeste Pacienca.
The convention offered notable and inspiring speakers. The keynote speaker, Mr. John Pages, is
the Executive Vice-President of Mooon Caf. He inspired the students about putting up businesses in the
future. He gave three considerations in starting a business. First is location. Location is very important
in order to attract customers. Second are gimmicks, promotions and creating new products. Last and the
most important of all are the people in the business. You are as good as your people. I personally think
that the HR department is the most important department in a company. said Mr. Pages. He notes that
as they, the Pages Group, started business, there were no human resource department. Hiring, training,
scheduling, and firing were all done by the owners themselves. He said that lots of mistakes and labor
problems arose from that experience. You, the service crew, are more important than the product
itself, said Mr. Pages. If you take good care of the people in your business, they will not only take good
care of the business but also the customers.

Ms. Mia Baguio tackled the Role of People Management in Business, where she started with a
question, For managerial positions. What are the top 10 highest paying jobs in the Philippines today?
She provided the answers in descending order, on the top is quality control followed by logistics, IT, legal
services, advertising, training and development, corporation strategy, human resource, and marketing.
She said that the roles of human resource changes from decade to decade. In the 60s, human resource
were the advocate for employees; 70s administrator of personnel programs; 80s advisor to line
management; 90s strategic partner in business; and 00s as the leader in talent management. She
ended her topic exploring the Hewitts Business Result Model where employee research since 1994
correlates with business performance to give way to satisfaction, commitment, and engagement of
employees.

Ms. Joan Christine Fortich, faculty member of the USC Department of Psychology, on
Functionality of Psychometrics. She said that psychometrics is The branch of psychology that deals
with the design, administration, and interpretation of quantitative tests for the measurement of
psychological variables such as intelligence, aptitude, and personality traits. Statistics and psychology
gave way to psychometrics. She focused on the contemporary era of psychometrics where two primary
techniques were used, namely: psychological assessment and psychological testing. She explained the
comparison of the two. In terms of its focus, psychological assessment answers a referral question, and
oftentimes leading to treatment and counseling. Psychological testing on the other hand measures the
current cognitive and personality tendencies of an individual; and in terms of its complexity,
psychological assessment is more intricate and meticulous than psychological testing, and psychological
testing is more direct and straightforward compared to psychological assessment. She also said that the
procedures of both also differ. Psychological assessment uses case history, psychological testing and
behavioral observation while psychological testing only uses the administration of a test. Ms. Fortich
said, We can connect psychological testing with the industry through a cycle of recruitment and
selection, training and development, performance management, employee relations, and employee
engagement.

Ms. Arlene Mante, Senior Human Resource Manager at Convergys, on HR Strategies: BPO
Experience. She shared to us all the information about Convergys. Convergys at a glance is a global
footprint. said Ms. Mante. We at Convergys are driving the nation forward with focus on people. She
said that globally, Convergys conducts four billion customer interactions every year in 70 countries. In
the Philippines alone, Convergys have 80,000 employees with 22 branches. She elaborated the values
they have at Convergys which are integrity, developing people, diversity, respect for individual,
teamwork, unparallel client satisfaction, corporate citizenship, and store owners trust. She noted that
Convergys have a global operating model which enables them to provide the same high quality of
service to customers on any location of the world. She ended her topic with a statement on Convergys
brand of employment, Convergys is creating the industry standard through the years.

Ms. Carla Lanza, Human Resource Manager at Sun Cellular Telecommunications, on KSA
Requirement in Telecommunication, where she presented a global story on human resources based on
the four studies that are conducted. She said that emerging economies will be reshaping the global
talent landscape, supplying 60% of the worlds college graduates by 2013 and increasing demand for
skilled talent faster than the developed world; business transformation is relentless and is redefining the
skills required of employees, and the strategies required of HR; attraction and retention continues to be
a challenge with 84% of employees in fast growing markets finding it difficult to attract and 75% finding
it difficult to retain critical skill employees; workforce engagement is at risk with 43% of the global
workforce detached or disengaged and only 35% highly engaged; and Talent / Reward programs and HR
delivery models are lagging business needs and risk compromising organization performance. She also
said that the major themes of Global Talent in 2021 will be business transformation, mobility from
industrialized to emerging markets, global talent mismatches, and changes in talent management
strategies.

Atty. Eduardo Gaanan of KHAL Industries, Inc. on the matter of Labor Jurisprudence. He
started his topic by introducing an ambiguous statement which says The Chicken is Ready to Eat. He
said that it can be interpreted in two ways, either the chicken itself is going to be eaten or the chicken is
the one whos going to eat. Context is the spirit of the decision of the Supreme Court. said Atty.
Gaanan. He elaborated that the law and its implementing rules allow contracting arrangements for the
performance of specific jobs, works or services. Indeed, it is management prerogative to farm out any of
its activities, regardless of whether such activity is peripheral or core in nature. However, in order for
such outsourcing to be valid, it must be made to an independent contractor because the current labor
rules expressly prohibit labor-only contracting. To emphasize there is labor-only contracting when the
contractor or sub-contractor merely recruits, supplies or places workers to perform a job, work, or
service for a principal and any of the following elements are presents: 1.) The contractor or
subcontractor does not have substantial capital or investment which relates to the job, work or service
to be performed and the employees recruited, supplied or placed by such contractor or subcontractor
are performing activities which are directly related to the main business of the principal; or 2.) The
contractor does not exercise the right to control over the performance of the work of the contractual
employee.

Fr. Anthony Salas, SVD, USC Vice-President for Academic Affairs, on Academes Response to
Global Quality Standard of HR, where he stated that human resource practitioners will meet challenges
ahead in the global quality standards. HEI is pushing product graduates which the industry doesnt
need. said Fr. Salas. You should think and reflect on your decisions. He said that the Higher Education
Institute is the producer of well trained and skilled graduates and the producer of research. There will be
a gap between the HEI graduates and the industry and society by the need for training and job mismatch.
He said that the mission of Philippine Higher Education is to produce thoughtful graduates imbued with
values reflective of a humanist orientation, analytical problem solving skills, the ability think through the
ethical and social implications of a given course of action; and the competency to learn continuously
throughout life; to produce graduates with high level of academic, thinking, behavioral and technical
skills and competencies that are aligned with the national academic, and industry standards and needs
and international standards when applicable; to provide focused support to the research required for
technical innovation, economic growth and global competitiveness, on the one hand, and for crafting
the countrys strategic directions and policies, on the other; and to help improve the quality of human
life for Filipinos, respond effectively to the changing societal needs and conditions, and provide solutions
to problems at the local community, regional and national levels. He also said that the Academes
Response the case of USC would be the ASEAN integration, alignment of academic programs with
international accords and enhancing local accreditation status, implementing outcomes based education,
and Carolinian ethics, a witness to the word spirituality.
Mr.Diosdado Codoy, Jr., Human Resource Manager at Marriot, on HR Best Practices in the
Hotel Industry, where he said that the hospitality sector is considered as one of the fastest-growing
businesses that will place the Philippines in a better position in the global market. He shared to us the
major areas of HR practices, namely: attraction and acquisition, engagement and retention, training and
development, and social responsibility and community engagement. He said that Marriott Hotel builds
loyalty among next generation travelers through the attracting, engaging, and retaining the next
generation of associates. We, at Marriott, use employee engagement survey, associate activities,
benefits, awards and recognition, internal communications, and I belong campaign to our practices.
said Mr. Codoy. We use the acronym SERVE which stands for S - Shelter and Food, E Environment, R -
Readiness for Hotel Careers, V - Vitality of Children & Education, and E - Embracing Diversity & Inclusion
to our social responsibility and community engagement.

and Dr. Cecil Gantalao, Chair of USC Department of Hospitality Management, on The OCB of
the Private Higher Educational Institution in Cebu City, where she said that the cultural perspective of
Cebu Citys private Higher Educational Institutions Organizational Citizenship Behavior study is limited
to Cebu Citys Higher Education Institution (HEI) who gave their approval. The respondents were (732)
permanent-tenured administrators, faculty members, and staffs of the aforementioned HEI. She said the
objective of the research is to find out how highly manifested are the Organizational Citizenship
Behaviors (OCBs); assess the importance of the aforementioned OCBs to the internal stakeholders;
determine the significance of the differences in the assessment by the internal stakeholders; and
rationalize manifestation of OCBs in Cebu Citys Private HEIs in relation to Filipino cultural values. She
said that in conclusion, OCBs manifested in private HEIs are with cultural underpinning. The
Manifestation of OCBs is dependent on the understanding of the authorities in the University, in relation
to cultural values that can encourage such manifestations. She ended her topic quoting Tomas Andres,
The Filipino worker is one of the most complex creatures if not the most; thus he is not easy to study
and analyze.

The 1
st
Human Resource Development Management Convention ended in a success with 2,300
students who attended the event. It provided a learning environment between the students and the
speakers. Students were imbued with information on the recent trends in business. Students also
addressed issues on people management to recognized experts who are up to date with the latest
developments in the field. As Dr. Challoner A. Matero, Dean of USC School of Business and Economics,
said in his welcome address, We of the School of Business and Economics will continue offering
conferences to help you prepare early and adapt to challenges anytime. Students can expect more
fruitful conventions like this in the future which can act as a catalyst to their careers success.