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THE EIGHT SECRETS FOR SUCCESS IN LEADING AND MANAGING PEOPLE by: Atty. Josephus B. Jimenez, FPM National President, PMAP by: Atty. Josephus B. Jimenez,

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Presentation on theme: "THE EIGHT SECRETS FOR SUCCESS IN LEADING AND MANAGING PEOPLE by: Atty. Josephus B. Jimenez, FPM National President, PMAP by: Atty. Josephus B. Jimenez,"— Presentation transcript:

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2 THE EIGHT SECRETS FOR SUCCESS IN LEADING AND MANAGING PEOPLE by: Atty. Josephus B. Jimenez, FPM National President, PMAP by: Atty. Josephus B. Jimenez, AB, LLB ( Magna Cum Laude), MPA, CESDP, FPM Former DOLE Undersecretary, National President, PMAP 2014 Former Top HR Executive of San Miguel Corp, Pepsi & Petron/PNOC

3 Mindanao Summit (CDO) June 19 – 20, 2014 Atty. Josephus B. Jimenez, FPM 2014 PMAP President THE SEVENTH SECRET FOR SUCCESS IN EMPLOYEE DISCIPLINE BALANCING EMPLOYEE DISCIPLINE AND CARING A BALANCED APPROACH TO EMPLOYEE DISCIPLINE

4 Undersecretary, DOLE 2002 – 2005 Undersecretary, DOLE 2002 – 2005 Labor Attaché II (Malaysia, 2005 – 2008) Labor Attaché II (Malaysia, 2005 – 2008) Labor Attaché II (Kuwait, 2008 – 2010) Labor Attaché II (Kuwait, 2008 – 2010) Labor Attaché II (Central Taiwan, 2010 – 2011) Labor Attaché II (Central Taiwan, 2010 – 2011) OIC, Executive Director, National Maritime Polytechnic OIC, Executive Director, National Maritime Polytechnic FORMER: In The Private Sector Vice President (HR & Legal, Pepsi Phil, 1997 – 2002 Vice President (HR & Legal, Pepsi Phil, 1997 – 2002 Director for Labor & Employee Relations, AVP, SAN Director for Labor & Employee Relations, AVP, SAN MIGUEL CORPORATION 1996 – 1997 Employee Relations Manager, & Senior Labor Attorney, PETRON & PNOC Group of Companies (Oil, Transport and Energy, 1987 – 1986) Employee Relations Manager, & Senior Labor Attorney, PETRON & PNOC Group of Companies (Oil, Transport and Energy, 1987 – 1986) Administrative Manager, CIRDC, HVPI (Elizalde Group, 1980 – 1983) Administrative Manager, CIRDC, HVPI (Elizalde Group, 1980 – 1983) Former Board of Trustees Member, SPU QC, SPUM, SPUT, SPC Pasig. Former Board of Trustees Member, SPU QC, SPUM, SPUT, SPC Pasig. In DOLE/NLRC Before Labor Arbiter, 1977 – 1981 Labor Arbiter, 1977 – 1981 Chief Information Officer, Chief, Complaints And Action Unit, 1976 – 1977 Chief Information Officer, Chief, Complaints And Action Unit, 1976 – 1977 Med-Arbiter, Labor Regulation Officer, Med-Arbiter, Labor Regulation Officer, Court Interpreter, Cebu City Court, Court Interpreter, Cebu City Court, Copyright J. B. Jimenez Atty JBJ : 42 years of 4. L’s (Labor, Love, Law and Life) Atty JBJ

5 S imple E ffective C omplete R esponsive E asy and T horough S teps

6 D Delivers Expected Results On Time, I Integrity is Beyond Reproach, S Sincere and Straightforward, C Consistently Honest and Faithful, I Industrious and Hardworking, P Places Duty above Other Matters, L Law-abiding and Respectful to Superiors, I Impeccable Loyalty & Trustworthiness, N No Hidden Agenda At Work, and E Enabling others, Ennobling to the Company.

7 S imple but Scientific, U ser-friendly, C lear, C omprehensive, E ffective and S mart, Systems (Behavioural, Legal, Administrative, Spiritual, Total Systems Approaches)

8 7 1. THE TRUE MEANING OF SUCCESS IN EMPLOYEE DISCIPLINE 6. THE TOTAL SYSTEMS APPROACH TO EMPLOYEE DISCIPLINE 2. THE FUNDAMENTALS OF EMPLOYEE DISCIPLINE 5. THE BEHAVIORAL DIMENSION OF EMPLOYEE DISCIPLINE 3. THE LEGAL DIMENSION OF EMPLOYEE DISCIPLINE 4. THE ADMINISTRATIVE DIMENSION OF EMPLOYEE DISCIPLINE 7. THE GOD CENTERED APPROACH TO EMPLOYEE DISCIPLINE 8. INTEGRATION/A PPLICATIONS

9 8 1. Discipline as an Exercise of True and Lasting Leadership 6. Remorse & Renewal After Counselling 2. Discipline As A Teaching Discipleship 5. Discipline With Righteous Anger and Justice 3. Obedience To A Lawful Norm As The Covenant Between the Leader and the Led 4. Deviation From Company Norms As A Form of Breaking Away 7. Forgiveness And Reconciliation In Discipline 8. Leading Others To A Disciplined Life

10 MANAGEMENT IS MAN A G E MEN The Leaders The People Time, Talent, Reasons T

11 MANAGEMENT IS MAN A G E MEN The Leaders The People Time, Talent, Treasures T AligningGearing Up For - Enabling (Training) - Ennobling (Counselling) - Enriching (Rewards)

12 E – Effectiveness ( Results ) X C E – Efficiency (Resources) L E – Ethics (Attitudes & Values) N C E – Enjoyability ( Engagement ) THE MEASURE OF EXCELLENCE In LEADING/ Managing PEOPLE

13 TO DO ALL THESE: WE NEED TO DEVELOP OUR: K - Knowledge A - Attitude S - Skills H - Habits IN LEADING AND MANAGING EMPLOYEES

14 COPYRIGHT, 2014 No portion of this Learning Package on EFFECTIVE EMPLOYEE DISCIPLINE FOR GLOBAL EXCELLENCE may be copied or reproduced by any means and for any purpose, by whomsoever except upon written prior consent granted by the author for legal purpose only. ALL RIGHTS TO THIS INTELLECTUAL PROPERTY ARE RESERVED EXCLUSIVELY AND UNCONDITIONALLY BY THE AUTHOR. 1 COPYRIGHTJBJ

15 THE SECRETS FOR SUCCESS IN EFFECTIVE EMPLOYEE DISCIPLINE Atty. JOSEPHUS B. JIMENEZ AB, LLB, MPA, CESO, FPM 1.Solid Corporate Experience In Leading And Managing Human Capital and Organizations. (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC - 3 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC - 3 years (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. THE RESOURCE EXPERT: Copyright J. B. Jimenez 2011

16 2.Strong Networks with Government and Mastery of Laws and Regulations : DOLE, Judiciary, NLRC, Labor Diplomacy (Malaysia, Kuwait and Taiwan) – total of 20 years 3.Extensive Mastery of HUMAN RESOURCES and LABOR LAWS as Professor of Law in UST, UE, FEU, etc. and Resource Person in PMPP, UP-SOLAIR, Chambers of Commerce and other professional and industry groups - for 30 years 4. AUTHOR of BOOKS on (4.1)Fundamental of Employee Employee Discipline (4.2) Philippine Labor Standards (4.3) Philippine Labor Relations (4.4) BAR REVIEWER IN LABOR LAWS & SOCIAL LEGISLATION (4.4) BAR REVIEWER IN LABOR LAWS & SOCIAL LEGISLATION (4.5) The 8 Secrets For Success In Leading and Managing People (4.5) The 8 Secrets For Success In Leading and Managing People (4..6) The Labor Code For Management (4..6) The Labor Code For Management (4.7) The 50 Greatest Decisions (4.7) The 50 Greatest Decisions 5. Much Sought-after Inspirational Speaker 3 COPYRIGHTJBJ

17 Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation (12 Years) Atty. JBJ‘s 23 Years Of Solid Corporate Experience in Leading, Teaching and Managing Human Capital and Private Corporations Vice President for Human Resources and Legal and Corporate Affairs (5 Years) Employee Relations Manager and Senior Labor Attorney (3 Years) Resource Person and Professor of Law (30 Years)

18 Undersecretary, DOLE 2002 – 2005 Labor Attaché II (Malaysia, 2005 – 2008) Labor Attaché II (Kuwait, 2008 – 2010) Labor Attaché II (Central Taiwan, 2010 – 2011) OIC, Executive Director, National Maritime Polytechnic Labor Arbiter, 1977 – 1981 Chief Information Officer, Chief, Complaints And Action Unit, 1976 – 1977 Med-Arbiter, Labor Regulation Officer, Court Interpreter, Cebu City Court,

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20 The E.D.G.E. Atty. JOSEPHUS B. JIMENEZ AB, LLB, MPA, CESO, FPM 1.Solid Corporate Experience In Leading And Managing Human Capital and Organizations. (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC, HR & E R DIRECTOR,- 3 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC, HR & E R DIRECTOR,- 3 years (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. THE RESOURCE EXPERT: 2 COPYRIGHTJBJ

21 The E.D.G.E. COURSE OBJECTIVES : A. GENERAL: At the end of this LEARNING EXPERIENCE, each participant shall have gained thorough 1. K - Knowledge 2. A - Attitude 3. S - Skills and 4. H - Habits in managing, analyzing and resolving actual WORK SITUATIONS and PROBLEMS involving Employee Behavior that tend to affect: 1. EMPLOYEE PRODUCTIVITY 2. BUSINESS PROFITABILITY 3. COMPETITIVENESS 4. GLOBAL EXCELLENCE 4 COPYRIGHTJBJ

22 1. The Principles And Nature of Employee Discipline gained sufficient knowledge on the principles of discipline, the nature of human behavior, the cause and effect of employee behavior and the relationship between employers and employees, B. SPECIFIC: After going through the lecture, doing the practical exercises, participating in the discussions and being actively involved in the training processes, each participant shall have Mastered: 2. The Law, Procedures and Jurisprudence learned the provisions of Labor laws on handling disciplinary action cases and mastered the due-process procedures, 3. The Psychology of Human Behavior in Organization understood the WAYS and WHEREFORES of employee behavior and the implications of compliance /alignment and DEVIATIONS / VIOLATIONS 5 COPYRIGHTJBJ

23 4. Managing Deviant Human Behavior appreciated the causes and effects of deviant behavior and learned how to address them, and 5. The Future of Employee Discipline As A Strong Driver For Global Excellence taken a look at the future and appreciated the vast potentials of employee discipline. This is an INTERACTIVE, ACTION-ORIENTED, PARTICIPATIVE Learning Experience. This is an INTERACTIVE, ACTION-ORIENTED, PARTICIPATIVE Learning Experience. Questions are encouraged but will be managed. Questions are encouraged but will be managed. 6 COPYRIGHTJBJ

24 The E.D.G.E. COURSE CONTENTS Intro: (6 pages) 2. Second Module : Legal and Administrative Dimension of Employee Discipline (with Workshop on Ten Administrative Cases) 1. First Module : Fundamentals of Employee Discipline 3. Third Module : Behavioral Aspect of Employee Discipline 4. Fourth Module : Spiritual Aspect of Employee Discipline (IN CAPSULE) 7 COPYRIGHTJBJ Open Forum, Clarification, Integration & Conclusion

25  Can an Absentee & Uncaring Manager Be an Effective Leader And Disciplinarian? Can a Politician? Manager Be Effective In Employee Discipline ?  Can You Use COMMAND & CONTROL on Employees Who Belong To the Gen X and Gen Y ?  Can A Gen X or Gen Y Manager Effectively Lead, Manage & Discipline TRADITIONALISTS & Baby Boomers ?

26  What should you do to an old-timer who has done a lot for the company in his younger years, but has now committed a gross negligence creating tremendous damage to the firm ?  What would you do when your male superior kiss you in the lips on your birthday and in front of your spouse and children? Where does affection end and impropriety begin?

27  Is a discipline a legal issue or a behavioural issue? To what extent do values and character play a role in Employee Discipline? Is Employee Discipline the job of HR Manager or immediate line manager? Is a Employee Discipline is a form of punishment or a manifestation of caring?

28 1. Is Discipline An Opposite Of Caring And Engagement Or A Means To Do It ? 2. Or, Is DISCIPLINE A Manifestation Of Caring ? 3. Does One Loses The Opportunity To Discipline If He/She is Basically A Caring Person ? 4. Which Would Produce Better and More Results, CARING FOR PEOPLE or DISCIPLINE ?

29 1 Too many deviant behaviours are left unattended. 2 Discipline is too legalistic and too less behavioural. 3 Discipline is not used as a strong driver for Productivity and Quality. MANIFESTATIONS OF PROBLEMS IN THE DISCIPLINE

30 4 Line Managers dump all disciplinary action on HR. 5 There is a dire lack of competence in handling discipline. MANIFESTATIONS OF PROBLEMS IN THE DISCIPLINE

31 1 Nobody “LISTENS” to workers. 2 Nobody is doing COUNSELING and MENTORING. 3 There is no genuine Labor & Employee Relations. MANIFESTATIONS OF PROBLEMS IN GRIEVANCE HANDLING

32 4 Grievances are seen as a affront to management. 5 Too much legalese in so behavioural problems MANIFESTATIONS OF PROBLEMS IN GRIEVANCE HANDLING

33 Copyright J. B. Jimenez 2011 The Legal Elements of Employee Discipline 32 Copyright J. B. Jimenez

34 Copyright J. B. Jimenez 2011 In the language of the Filipinos: 33 THE FOUR P’s Copyright J. B. Jimenez

35 BAKIT MAY PAGLABAG SA PATAKARAN? BAKIT MAY KASALANAN SA MUNDO? Nganong Anaay Mga BADLONGON ? H x P = K 1.0H x 0P = 0K 2. 10H x 0P = 0K 3. 0H x 10P = 0K 4. 5H x 5P = 25K where: K = Kasalanan (Deviation) H = Hilig (Inclination) P = Pagkakataon (Opportunity) 34 Copyright J. B. Jimenez 2011 Copyright J. B. Jimenez

36 THE DISCIPLINARIAN’S LEADERSHIP STYLES Theory Z Theory Y Theory X DIFFERENT FOLKS, DIFFERENT STROKES THE TERRORIST THE REFORMIST THE SITUATIONALIST Copyright J. B. Jimenez

37 THE EMPLOYEES’ ABC PROFILE THE EMPLOYEES’ ABC PROFILE A B C EMPLOYEES ARE NOT CREATED EQUAL ALIGNED ALLIES COUNTER PRODUCTIVE ALIGNED ALLIES COUNTER PRODUCTIVE BI-DIRECTIONAL 10% 80% Copyright J. B. Jimenez

38 80% THE ABC DIAMOND 10% A B C The focus of employee discipline Should be on the 80% Copyright J. B. Jimenez

39 JBJ’s WINDOWS 1-4 (COMPETENCE/CHARACTER MATRIX) COM: HI CHAR: LO CHAR: LO Misguided Competence COM: HI CHAR: HI CHAR: HICompetentGoodness COM: LO CHAR: LO CHAR: LO Misguided Incompetence COM: LO CHAR: HI CHAR: HIIncompetentGoodness COMPETENCE C H A R A C T E R WHEN GOODNESS MEETS COMPETENCE : EXCELLENCE Copyright J. B. Jimenez

40 WORK: HI PEOPLE: LO PEOPLE: LOCompetentTerror WORK: HI WORK: HI PEOPLE: HI PEOPLE: HICompetentNurturer WORK: LO WORK: LO PEOPLE: LO PEOPLE: LOIncompetentTerror WORK: LO WORK: LO PEOPLE: HI PEOPLE: HIIncompetentNurturer WORK P E O P L E WE NEED MANAGERS/SUPERVISORS WITH A RIGHT BALANCE BETWEEN WORK AND PEOPLE JBJ’s WINDOWS 5-8 ( WORK/PEOPLE MATRIX ) Copyright J. B. Jimenez

41 MODULE 1:FUNDAMENTALS OF E.D 1.7TIMING1.7TIMING 1.1MEANING1.1MEANING 1.6ROLES1.6ROLES1.2ELEMENTS1.2ELEMENTS 1.5 INDICATORS OF SUCCESS OBJECTIVES1.3OBJECTIVES 1.4PHILOSOPHY1.4PHILOSOPHY LEARNING STARTS WITH THE BASICS 18 COPYRIGHTJBJ

42 1.1 MEANING OF DISCIPLINE AS A COMPETITIVE EDGE LITERAL: DISCIPULOS (LEARNER) (LEARNER) AS A CONTROL FUNCTION AS A PROCESS AS A LEARNING FUNCTION AS A STATE OF ADHERENCE AS A STATE OF CONGRUENCE JBJ: DISCIPLINE IS A FORM OF CARING FOR PEOPLE, IF DONE IN THE RIGHT WAY FOR THE RIGHT REASON.. 20 COPYRIGHTJBJ

43 1.2 ELEMENTS OF DISCIPLINE NORM (RULE) DESIRED SITUATION NORM (RULE) DESIRED SITUATION PENALTY/SANCTION(RESOLUTION)PENALTY/SANCTION(RESOLUTION)VIOLATION/DEVIATION (ACTUAL SITUATION) VIOLATION/DEVIATION DAMAGE/IMPACT(RESULT)DAMAGE/IMPACT(RESULT) ALL DISCIPLINARY ACTIONS INVOLVE THESE FOUR (4) ELEMENTS 22 COPYRIGHTJBJ

44 1.2 ELEMENTS OF DISCIPLINE NORM (RULE) PATAKARAN PATAKARAN PENALTY/SANCTIONPARUSAPENALTY/SANCTIONPARUSAVIOLATION/DEVIATIONPAGLABAGVIOLATION/DEVIATIONPAGLABAG DAMAGE/IMPACTPINSALADAMAGE/IMPACTPINSALA ALL DISCIPLINARY ACTIONS INVOLVE THESE FOUR (4) ELEMENTS 22 COPYRIGHTJBJ

45 1.2 ELEMENTS OF DISCIPLINE NORM (RULE) SUMBANAN SUMBANAN PENALTY/SANCTIONPAGSILOT/PAGTUL-IDPENALTY/SANCTIONPAGSILOT/PAGTUL-IDVIOLATION/DEVIATION PAGSUPAK/ SAYOP VIOLATION/DEVIATION DAMAGE/IMPACTPERHUESYO/HASOLDAMAGE/IMPACTPERHUESYO/HASOL K = H x P………… KASALANAN = HILIG x PAGKAKATAON 22 COPYRIGHTJBJ

46 TINIMBANG NGUNIT kULANG The Behavior TheDeviation/Gap PAGLABAG/PAG KUKULANG The Standard or The Norm: The Covenant PATAKARAN/Kasunduan 23 COPYRIGHTJBJ

47 1.6.C THE ABC PROFILE A B C EMPLOYEES ARE NOT CREATED EQUAL 33 COPYRIGHTJBJ

48 The Generation Profiles BB X Y 33 COPYRIGHTJBJ S- 1964S 60 years old and above) 1974s-1979 (25- 59) years old 1980s-present (24 years old and below)

49 BBXY Lifetime JobSeeking One’s LevelConstant Job Changes Respect for authority & superiors Passion For ExcellenceSense of Entitlement Order & HarmonySense of CompetitivenessPath of Least Resistance Teamwork & CooperationStrong Desire to WinTechno Savvy Justice & TruthArticulate and VocalDemand for Recognition Sense of ResponsibilityAggressive and Demanding Lack of Stability Consistency & StabilityLikes to be ChallengedLess Tolerance for Pressure

50 Leadership Styles Across Generations BB X Y 33 COPYRIGHTJBJ Leadership Style: Theory X Leadership Style: Theory Y Leadership Style: Theory Z

51 1. Generation BB managing Generations X & Y (The BB are suspicious of, and even exasperated with generations X & Y.) 2. Generation X managing BB & Y (The X people are resentful of BB & are jealous of Y) 3. Generation Y managing BB & X (The Y people do not trust BB and are antagonistic to X)

52 JBJ’s WINDOWS 1-4 (COMPETENCE/CHARACTER MATRIX) COM: HI CHAR: LO CHAR: LO Misguided Competence COM: HI CHAR: HI CHAR: HICompetentGoodness COM: LO CHAR: LO CHAR: LO Misguided Incompetence COM: LO CHAR: HI CHAR: HIIncompetentGoodness COMPETENCE C H A R A C T E R WHEN GOODNESS MEETS COMPETENCE : EXCELLENCE Copyright J. B. Jimenez

53 WORK: HI PEOPLE: LO PEOPLE: LOCompetentTerror WORK: HI WORK: HI PEOPLE: HI PEOPLE: HICompetentNurturer WORK: LO WORK: LO PEOPLE: LO PEOPLE: LOIncompetentTerror WORK: LO WORK: LO PEOPLE: HI PEOPLE: HIIncompetentNurturer WORK P E O P L E WE NEED MANAGERS/SUPERVISORS WITH A RIGHT BALANCE BETWEEN WORK AND PEOPLE JBJ’s WINDOWS 5-8 ( WORK/PEOPLE MATRIX ) Copyright J. B. Jimenez

54 1.6.F DISCIPLINARIAN’S LEADERSHIP STYLES Theory Z Theory Y Theory X 36 COPYRIGHTJBJ DIFFERENT FOLKS, DIFFERENT STROKES

55 1.6.G THEORIES IN DISCIPLINE THEORIESSEESMANASSEES DEVIATION DEVIATION AS ASRESPONSE Theory X BAD ACT of Betrayal PUNISH/ Retaliate Theory Y GOOD Error in Judgment Sanction/ Reform Theory Z Neither GOOD nor BAD but Tabula Raza Reaction to a certain situation Adjust the particular situation/ (carrot and stick) 37 COPYRIGHTJBJ

56 JBJ: It is only when your people adhere to discipline not merely as a matter of COMPLIANCE, but as a matter of COMMITTMENT. It is when your people embraces discipline as a form of CARING. It is when you do not have to punish, much less to terminate employment. It is when employee behaviour drives RESULTS.

57 MODULE 2: THE LEGAL & ADMINISTRATIVE DIMENSIONS OF DISCIPLINE DO’sandDONT’sDO’sandDONT’s EMPLOYEES’ RIGHTS AND OBLIGATIONS EMPLOYEES’ RIGHTS AND OBLIGATIONS LEGAL DOCUMENTATIONS/ PROCEDURES EMPLOYERS’ PREROGATIVES AND DUTIES IMPORTANT CASES AND LABOR JURISPRUDENCE JURISPRUDENCE THE LAW ON JUST CAUSES THE LAW ON JUST CAUSES PROCEDURES FOR DUE-PROCESS AND PENALTIES PROCEDURES FOR DUE-PROCESS AND PENALTIES JUST CAUSE + DUE PROCESS = LEGAL DISMISSAL (Art. 282) [Art. 277(b)] LABOR CODE (Art. 282) [Art. 277(b)] LABOR CODE 65 COPYRIGHTJBJ

58 THANK YOU! MARAMING SALAMAT! DAGHANG SALAMAT! DAMO NGA SALAMAT! DIOS MABALOS! DIOS TI’ AGNINA! TERIMAH KASHI! SHUKRAN! DOMO ARIGATO! MUCHAS GRACIAS! MERCI! -JBJ Atty. Josephus B. Jimenez THAT IN CASE OF DOUBT, IT IS BETTER TO ASK THE EXPERT. Add : Tel No Copyright J. B. Jimenez 2011

59 INTEGRATION AND CONCLUSIONS: Questions And Answers Questions And Answers

60 INTEGRATION AND CONCLUSIONS: INTEGRATION AND CONCLUSIONS: Integration By The Resource Persons,

61 INTEGRATION AND CONCLUSIONS: Learning Testimonies By The Participants

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67 ALWAYS ASK FOR EXPERT ADVICE The Resource Person’s Credentials Address ALWAYS ASK FOR EXPERT ADVICE The Resource Person’s Credentials Address Atty. JOSEPHUS B. JIMENEZ AB, LLB, MPA, CESO, FPM 1.Solid Corporate Experience In Leading And Managing Human Capital and Organizations. (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.1) Global Beverage Company: PEPSI COLA as Vice President for Human Resources and Legal and Corporate Affairs - 5 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.2) Biggest Philippine Consumer Food/Beverage Conglomerate: SAN MIGUEL CORPORATION as Director for Employee and Labor Relations and Director for Labor and Industrial Relations Litigation - 12 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC, HR & E R DIRECTOR,- 3 years (1.3) Biggest Philippine OIL, Energy and Shipping Transport Conglomerate: PETRON (Petrophil), PNOC, HR & E R DIRECTOR,- 3 years (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. (1.4) Former Consultant to various Business Organizations: Dealing in Oil, Food, Transport, Hotel, Banks and other leading businesses. THE RESOURCE EXPERT: Copyright J. B. Jimenez

68 3.Extensive Mastery of HUMAN RESOURCES and LABOR LAWS as Professor of Law in UST, UE, FEU, etc. and Resource Person in PMPP, UP-SOLAIR, Chambers of Commerce and other professional and industry groups - for 30 years 4. AUTHOR of BOOKS on (4.1) Employee Discipline (4.2) Philippine Labor Standards (4.3) Philippine Labor Relations 5.A Much Sought-after Resource Person and Inspirational Speaker Add : Tel No Contact Details : Copyright J. B. Jimenez

69 THANK YOU! MARAMING SALAMAT! DAGHANG SALAMAT! DAMO NGA SALAMAT! DIOS MABALOS! DIOS TI’ AG-NGINA! TERIMAH KASHI! SHUKRAN! DOMO ARIGATO! MUCHAS GRACIAS! MERCI! -JBJ Atty. Josephus B. Jimenez THAT IN CASE OF DOUBT, IT IS BETTER TO ASK THE EXPERT. Add : Tel No Copyright J. B. Jimenez


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