In Good Times, In Bad Times...

Fiscal year 2008-2009 for the CMC workforce is a combination of good and bad times. For pessimists it was a year of monthly deadlines, additional tasks and abrupt attempts to pull out someone from his/her comfort zone. For optimists, it was the most opportune time to new ideas, skills and add more knowledge to what is already available.

In any organization where human resources comprise the majority of the population, life in Personnel revolves around employee concerns, benefits, trainings, labor/industrial relations, performance evaluation and imposition of sanctions.

At the start of the fiscal year, we had to deal with severance from good old friends whom we have worked with for a long time, a few not so close pals who are lucky to seek greener pastures, and those who have changed their work values and opted to deviate from the set standards. It is not easy to let go, but we had to move on and accept the fact that there’s work to be done and set aside the emotions that may interfere with our routines and decisions.

To brace for the hard times, Supervisors, Sections In Charge and Department Heads were tasked to prepare and understand their department’s budget and contribute to the cost cutting efforts initiated by Management. While reduction of manpower is supposedly the most immediate recourse, everyone was reminded that an employee’s assurance to stay in his/her job depends on the quality of his/her work performance. To make sure that everyone is aware of their respective role in the cost cutting measures, Supervisors were taught to be conscious of their department’s budget by monitoring their expenses and improve on their revenues. The long Christmas holiday turned out to be a working vacation for most of the Supervisors as they are tasked to complete their quarterly budget at the start of 2009. At the onset of the Global Financial Crisis, majority of the employees have been aware and have started doing their role in observing cost consciousness in their areas.

Whatever simple effort that the employees exert in their tasks is duly recognized and rewarded. Employees who are top performers were promoted. Management in its effort to motivate those who did a good job, has given rewards in December based on the employees’ performance and track record. To encourage commendable work performance, attitude and discourage pessimism as well as deviations from standards gravity of offense, sanctions meted and employees’ compliance to policies were the factors considered in determining the amount given to each employee.

The year 2009 was welcomed with a series of budget hearings from the Supervisors and Department Heads. While there were some who survived the defense with flying colors, majority had to contend with justifications, and a lot of analysis for them to survive the defense. To top it all most of our leaders have gone through a baptism of fire but after the activity, they became smarter and more responsible in monitoring another aspect of their department’s performance. The last quarter activity prepared them to adept in doing a more detailed presentation for their 2009 – 2010 budget. At this point, it can be said that department/section heads did not just comply with deadlines, but have proven their willingness to explore all possible opportunities to improve their knowledge.Activities for employees’ continuing education were initiated. Just recently, a lecture on “CUSTOMER SERVICE ENHANCEMENT PROGRAM” was attended by Department Heads and Frontliners. This is to refresh the employees’

Fiscal year 2008-2009 for the CMC workforce is a combination of good and bad times.For pessimists it was a year of monthly deadlines, additional tasks and abrupt attempts to pull out someone from his/her comfort zone. For optimists, it was the most opportune time to customer service orientation for them to continue delivering total quality service to internal and external customers. This was made possible through the joint effort of Johnson and Johnson Medical Philippines and Capitol Medical Center.