In this assignment, we are required to interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management.

The nature of Human Resource Management Roles

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees deve¬lop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-moti¬vated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo¬mics, etc.

“Yes, Similarly there is a trend in which businesses are shedding all functions that are not directly related to core business, and in the process many HRM functions are being outsourced. Hence the change in the nature of services provided.”

THE SCOPE OF HUMAN RESOURCE MANAGEMENT

The scope of human resource management outlined below includes an outline of transformation and development issues, tentative generic skills required in performing HRM roles, as well as the roles of a human resource management practitioner (line management and HRM professionals). With regard to the latter, the assumption is made that roles are inter-linked and interdependent, even though these relationships may not be expressly stated in each case.

Transformation and development issues
• Knowledge management which entails accumulating & capturing
• Knowledge in large organisations for future application & use (organisation memory)
• Reconciliation management
• Work creation as opposed to job creation
• Manage the transfer of HRM functions and skills to line management
• Marketing of HRM to line management
• Development of contextual approaches to HRM
• Multi-skilling and /or multi-tasking
• Increased societal responsibility
• Managing people in virtual work environments
• Focus on deliverables rather than doables
• Develop additional means of assessing HRM
• Appreciation and assessment of intellectual capital
• Take HRM from a business partner to a business itself / Managing HRM as a business unit
• Adviser / consultant to line management
Supportive generic skills
This is not intended to be final outline of human resource skills but the following have emerged during the process as important skills for human resource practitioner to possess. These are:
• Project management
• Consulting skills
• Entrepreneurship
• Self management
• Communication skills
• Facilitation skills
• Presentation skills
• Skills for transforming groups into self-directed mutually controlled high performing work teams
• Trans-cultural skills
• Mediation & arbitration skills
• Financial skills
• Problem-solving
• Diagnostic skills

To make it short the scope of HRM is very wide are as follows:
1. Personnel aspect-This is con¬cerned with manpower planning, recruitment, selection, place¬ment, transfer, promotion, train¬ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni¬ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela¬tions, joint consultation, collec¬tive bargaining, grievance and disciplinary procedures, settle¬ment of disputes, etc.

Core roles in Human Resource Management
The core roles of human resource management are grouped below into four categories. The titles of the clusters are tentative, and are open for comment.

STRATEGIC PERSPECTIVE

* Develop Human Resource plans and strategies aligned to the organisation’s strategic direction and business strategy. Provide tools and tactics to enhance execution of these strategies
* Integrate HRM with current and pending legislation and socio-political changes.
* Integrate Human Resource Management with general organisational management.
* Manage the interface between HRM processes and systems.
* Formulate and communicate HRM policies.
* Act as the conscience of employer with respect to people issues.
* Scan the environment (both international and national) and identify emerging trends that will affect the organisation and the management of people therein.
* Assess the long-term impact of short-term decisions on people.
* Manage people related issues accompanying mergers, alliances and acquisitions.
* Express (embody) the philosophy and values regarding people management in the organisation.
*

ORGANISATIONAL DESIGN

* Analyse work processes and recommend improvements where necessary.
* Recommend options for organisational design & structure.

CHANGE MANAGEMENT

* Advise management on implications of change for employees.
* Co-ordinate & facilitate the change process.
* Facilitate changed relationships.
* Provide support structures for employees during change.
* Deliberate and proactive management of the changing environment and its implications for work and the organisation.

CORPORATE WELLNESS MANAGEMENT

* Develop and communicate policies and procedures with regard to the management of wellbeing
* Manage occupational health and safety
* Manage wellbeing (Employee Assistance programs & Health Promotion programs)

“The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork.

When you consider that the initial HR function, in many companies, comes out of the administration or finance department because hiring employees, paying employees, and dealing with benefits were the organization's first HR needs, this is not surprising.

In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself.”

References:
http://ph.88db.com/ph/Knowledge/Knowledge_Detail.page/Business_Services/?kid=4257
http://www.mbaboleto.com/Core%20Roles%20In%20Human%20Resource%20Management.pdf
http://www.blurtit.com/q636223.html
http://www.scribd.com/doc/3266422/scope-of-hrm

These are the following definitions of personnel management human resource management and their authors and sources.

Human Resources Management

1.) Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

http://humanresources.about.com/od/glossaryh/f/hr_management.htm

· Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

2.) The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.

There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

Assembled by Carter McNamara, MBA, PhD

http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

· Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. The HR staffs are ideal for drafting and reviewing the company handbook.

3.) Human resource management is all about management of a resource that we call human beings. Human is a resource which is playing a vital role round the world. It is about the human who are working round the world. People have different areas of their choice. They may work for their own and their families as well. People are facing a lot of problems too. These problems are accountable of many troubles round the planet. We may observe the miseries of people due to their mismanagement.


All around the world, people have troubles due to mismanagement of human resource. If they are serious to resolve the issues and give all of them their correct value then they would be able to do their proper management. Management is easy to do in social, financial and educational terms but it is difficult to manage human resource as people have their priorities and they want to live their life in their way. So, it is a tough task to manage human resources.

http://www.blurtit.com/q682550.html

· Therefore, there should be someone concerned with the welfare and performance of persons who are a part of the operation. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.

4.) The area of human resource management becomes more complex and challenging with each passing year. Federal and state laws continue to change the nature of how an organization is permitted to manage its operations and employees. Effective and efficient management is a necessity if organizations are to achieve business goals. In this environment it is imperative that human resource practitioners stay informed of the latest interpretations of current laws and keep up-to-date with new management practices.

http://www4.uwm.edu/SCE/program_area.cfm?id=203

· With the fast changing technology, human resource management also becomes more complex because of its improving way in managing the employee. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time.

5.) Human resource management is a balancing act. At one extreme, you hire only qualified people who are well suited to the firm's needs. At the other extreme, you train and develop employees to meet the firm's needs. Most expanding small businesses fall between the two extremities, they hire the best people they can find and afford, and they also recognize the need to train and develop both current and new employees as the firm grows.

http://www.bizoffice.com/library/files/human.html

· To ensure that there business will earn big amount and it will grow in sales, before hiring new employee they must undergo training to make them fully competent in the world of work.

Personnel Management

1.) Personnel Management is a part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

http://dictionary.bnet.com/definition/Personnel+Management.html

· The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company.

2.) Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization.

According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual and societal goals.”

According to Brech, “Personnel Management is that part which is primarily concerned with human resource of organization.”

http://www.managementstudyguide.com/personnel-management.htm

Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments.

3.)Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labour law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

http://wiki.answers.com/Q/Definition_of_personnel_management

· One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

4.) When it comes to handling all the responsbilities associated with maintaining a workforce, personnel management has the most legal and financial responsibilities of the whole organization, without which the overall success of the business is at risk.
Principle Responsibilities

* Sourcing
* Recruitment
* Training
* Payroll
* Supervision
* Employment Issues
* Termination

http://it.toolbox.com/wiki/index.php/Personnel_Management

* Personnel management lays emphasize on action rather than making lengthy schedules, plans, and work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies.

5.) Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions; tuition reimbursement and employee leave including FMLA.

Personnel Management is also responsible for training in the following areas:

* Management & Supervisory Training
* Customer Service Training
* Policy & Procedure Training
* Sexual Harassment & Workplace Violence Training
* Departmental specific training

http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

* Personnel management is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern. It also motivates the employees through its effective incentive plans so that the employees provide fullest co-operation.

In recent years, the issue of the environment has risen to the fore of international concern as climate change, and in particular, global warming, have become the subjects of increasing scientific inquiry and debate. Although the veracity of these phenomena is still very much a point of contention in certain scientific circles, the problem is more appropriately located in socio-political and socio-economic frameworks that either fail, or refuse, to acknowledge the ramifications of human activity on the environment, and in so doing, impede the formation of comprehensive environmental strategies even as they obfuscate the need for concerted, responsible action.

Technology plays important roles in our life. It enables us to do our activities easier. Something that might be so difficult to do in the past can be done easily with the technology innovations. No want will argue that technology also give huge impact in educational field. With technology, teaching and learning activities can be more interesting and fun. It may also help the learners to get the lesson objectives faster than the manual and conventional way.

Almost all schools nowadays have been using computer and internet technology in their educational systems. It is used to deliver the information and knowledge to the learners. Further, it also gives fun education for the students. The audio and video functions in a computer easily engage the knowledge in each study lesson with the students' understanding of the lesson. The programs in a computer such as PowerPoint allow displaying animation features that can attract the students' interest in learning the subject matter.

Meanwhile, internet technology can be an effective tool in acquiring students' knowledge. With internet technology, the students are able to search any information that can be useful to add their comprehensive in the lesson. Technology is now regarded as a more effective tools rather than textbook. Since technology plays important roles in educational field, computer even becomes a school curriculum in some countries.

Advances in technology provide new tools for educators and students to be used in the learning process. It is also likely that some adult students may not be familiar with computers and information technology. In addition, they have not been in school for several years and therefore may not be used to studying. Consequently, adult students need advice and help in both using modern technology in studying, and in the studying itself.

Information technology (IT) has affected our life profoundly – one can work, do shopping and keep in touch with far-away relatives with an inexpensive personal computer. IT has had a major impact on education as well. Firstly, it has highlighted the importance of continuous IT education that makes it possible to use changing technology. Secondly, IT has introduced new tools for educators and students to be used in the learning process. Thirdly, there has been an explosion in teaching and learning with new technology. The pace of technological change continues as ever smaller, portable computers are being introduced that make it possible to connect anywhere and anytime. However, it can be argued whether technology is being utilized so that it facilitates learning in the best possible way.

As an information technology student, I chose to promote a meta-learning environment because today students need to be skilled computer users and able to deal with different types of media in order to study effectively. However, technical expertise alone is not enough – one must know what to study, where to find information, what to do next etc. Therefore special attention is needed to orientate students to use technology so that they learn to study in a modern learning environment.

What is Meta-learning Environment?

A meta-learning environment is defined as a platform for studying and it should integrate technology and resources so that they empower the learning process. In this article we look at the development of a learning environment using the meta-learning environment approach. The theoretical contribution is in the recognition of key dimensions of the meta-learning environment. They provide a promising framework for developing learning environments in the digital age.
Towards a learning environment

Technology can be utilized in education in several ways. This continuum starts from information delivery and ends with cognitive tools (Reeves, & Laffey, 1999). Information delivery means that technology is used primarily to access and deliver information that is categorized and stored into digital format. For example, a library system may be considered as an information delivery system. Cognitive tools refer to adaptive technology or systems that are developed to support and improve the learning process (Jonassen, Reeves, Hong, Harvey, & Peters, 1997). However, the difference between information delivery oriented systems and cognitive tools is not very clear. For example, Reeves (1996) claims that the World Wide Web (WWW) is a cognitive tool because it focuses on creating knowledge and should therefore not be considered as an information delivery system alone. Both information delivery systems and cognitive tools are part of the learning environment and the learning process.

The difference between concepts learning environment and learning process is the same as with words teaching, studying and learning (Tella, Vahtivuori, Vuorento, Wager, & Oksanen, 2001). The learning environment is defined as a place to study, an environment for the learning process (Vivet, 1996). Today many learning environments take advantage of information technology and are built to a WWW-format or they connect to the Internet using a WWW-interface. As a result, a single computer connected to the Internet and running a WWW-browser can be used for ubiquitous access.

It is clear that the learning material must be organized within a meaningful structure (McGee, & Howard, 1998). In modern, computer-based learning environments the navigational logic relies on links that bind information together so that it makes sense. This navigational support is also called logistics (Neumann, Krzyzaniak, & Lassen, 2001). Ideally, the logistics system recognizes the user and delivers only the content that the user needs. The logistics system of a computer-based learning environment may also be seen as an intelligent agent or tutoring system (Prentzas, Hatzilygeroudis, Koutsojannis, & Rigou, 2001) and in a broader sense it is a human interface to the system (Raskin, 2000). Therefore, the usefulness of the modern learning environment depends on the navigational logic and the interface to the system.

The greatest challenge in learning environments is to adapt the computer-based system to differently skilled learners (Raskin, 2000, 68-70). If the environment is too complex the user will be lost, confused or frustrated. On the other hand, too simple or non-systematic environments can cause motivational problems. Technology and the learning environment should adapt to different user skills and learning strategies, not vice versa. Therefore the focus in adaptation should be on how the user manages technology that is constantly changing and requires the user to learn new technical skills in order to work with technology.

The need for a meta-learning environment
Why learning support

Generally, the role of learning support is important (Bailey, Brown, & Kelly, 1997). Students must be able to get an answer to questions like "what should I do next?" and "do I have to take this course?". The advice is precious at the beginning of the student life, but guidance is needed also later during the studies. Each course raises questions before, during and after the course, and they all need to be answered. Telling students "what" and "why" is important as student's performance can be improved by guidance (Conway, & Kahney, 1987).

Advice and guidance are important in studying, whatever the technology is and whether students are in the faculty or at distance. As Twigg (1994) argues, we must take into consideration the recent changes that have occurred in what students need to learn, when they learn, how they learn, where they can learn, and what students can access while they learn.

In traditional, paper- and lecture-based education study guides had an important role in providing advice and guidance. However, study guides may not be enough in the digital age. Knowing what courses to select and why is still important in studying, but students must also cope with technology and digital media. In addition, students need to develop new studying habits in order to learn effectively. As a result, managing the learning environment becomes increasingly important.

However, what if the student is inexperienced with computers? Most young people are skilled computer users, but there are many adult people who have little experience with information technology. When these people get interested in studying further, the inexperience with computers can suddenly become a serious barrier for learning. As a result, adult students may feel uncomfortable with the technology that is used in education.

There is only one solution to this problem: the student must learn to use information technology, as studying requires skills in using technology and media. The need for assistance and support in using technology is most important in the beginning of studies. Therefore it is important to create an environment which helps students to "learn how to learn" effectively (Sumner, & Taylor, 1998, 64).

Dimensions of a meta-learning environment

Meta-learning environments have two main functions (Sumner, & Taylor, 1998; Scott, & Phillips, 1998). Firstly, they help in learning to use traditional and digital media in learning. A meta-learning environment should make it possible to access different kinds of digital content, but act as a guide to utilization of paper-based material as well. Secondly, a meta-learning environment can provide information on the courses and studies. The environment should present the structure of the course so that the student knows what exercises etc. are coming next. However, a meta-learning environment can be more than a study guide in computer format. It can describe the relationship between different media, methods and goals in each course. This is important because students should have general understanding of learning tools, methods and media that will be used during a course. Furthermore, students need specific support in bridging various activities to the goals of the course. In order to utilize the environment effectively students need to be skilled enough to use information technology as a tool in learning. Many younger students are familiar with computers and information technology, but for adult students computers, file formats, login procedures etc. can become a real barrier to studying. Even among students with "similar" background there are significant differences in technology skills and study methods. As a result, special attention is needed at the start of study and each course; otherwise results can be poor if the students do not know how to use the available tools and resources in studying. Often personal hands-on advice and tutoring is needed so that the student learns to effectively use technology in studying.

In a traditional classroom education these requirements are typically addressed well by teachers and other students (Taylor, Sumner, & Law, 1997). In modern learning environments this is a challenge. Whereas the overall resources can be made explicit by displaying the structure of the course in detail, hands-on support is a more complicated issue. For example, in distance learning advice and tutoring are limited to the tools that the student is using, and these are often the ones that students have problems with.

The Meta-learning environment should also establish and maintain new study habits and ways of working (Sumner, & Taylor, 1998; Scott, & Phillips, 1998). Once the methods of studying in the modern learning environment have been learned they should be maintained. If the students notice that they pass exercises and exams without seriously utilizing the tools and resources that would be available, they might just make the minimal effort – and not use the full potential of the learning environment. Therefore the courses and exercises should be planned so that students need to get involved personally. For example, in doing exercises there might be several interactions with the system - exercises could be split into parts - and checkpoints in order to prevent the student from copying answers to exercises from others.

Other key dimensions in meta-learning environments are (Sumner, & Taylor, 1998; Scott, & Phillips, 1998)
· Ease of use.
· Reliability and confidence building.
· Possibility to modify and add material.
· Tailoring the system to fit individual preferences.
· Feedback and increasing motivation to study.

The meta-learning environment can integrate various tools, resources and media into a common workplace. This would make it possible to easily locate, access and combine information from several sources. The learning environment should also be easy to understand and use without cumbersome procedures. Both students and teachers should find it easy to navigate and find information in the learning environment.

Confidence is a critical issue in learning. Therefore, the learning environment should be reliable and robust. The system needs to function smoothly without interruptions, otherwise confidence is rapidly lost. Consequently the IT infrastructure is the cornerstone of the operations.

Adding and modifying material should be straightforward. It should be possible to add new material, and modify existing content in the meta-learning environment. Modifications need to be easy enough so that both students and teachers can submit and share ideas, concerns and questions. The modifications should be possible without deep technical expertise or help from the IT-department.

The environment should also be customizable to fit personal preferences. Typically, students have different learning styles: Some learn fast and advance rapidly while others prefer to learn at a slower pace and repeat. In addition, some like working alone whereas others prefer to working in groups. There are also differences in using help or feedback that might be available. Information technology allows customization of the learner's learning experience and makes it possible to accommodate different learning styles (Albright, 1999; Wild, & Quinn, 1998).

Motivation is an critical issue in computer based learning environments – and a driving force in the learning process. Feedback can increase motivation and confidence, and it is considered essential for effective learning process (Rowntree, 1992). Feedback gives also student a realistic view of skills and knowledge (Scott, & Phillips, 1998). In classroom-based education feedback can happen face-to-face, and range from one-to-one conversation to a group discussion. However, in "virtual" learning there is often a lack of immediate feedback as lecturers and students do not necessarily meet very often. Feedback can also be constrained by the media and technology that is used. It is often typical that there is lack of immediate feedback. Information technology is ideal for providing timely and individualized feedback to students. Even though the richness of face-to-face discussion may not be achieved, technology can be used in ways that give rapid feedback to the student. For example, when the student sends an exercise the system could send an automatic acknowledgement. A meta-learning environment makes it also possible to monitor the students' learning process and to identify different styles of information access, communication and learning styles resulting from using new media for education.

Indeed, the importance of science and technology in education cannot be stressed enough. The introduction of technology in the educational field has made the process of learning and knowledge sharing, an interactive and fun-filled activity. Technology is indeed one of God’s greatest gifts to mankind.

References:
http://www.eurodl.org/materials/contrib/2006/Seppo_Sirkemaa.htm
http://duniasoer.blogspot.com/2009/02/impact-of-technology-in-education.html
http://synenergy.teipir.gr/papers/VII_3.pdf

SONA 2009 of PGMA

As I read the full text of PGMA State of the Nation Address (SONA) which happened last July 27, 2009. In her SONA, I identify areas related to Human Resource Management and how these areas can improve our quality of life.

1.)Microfinance

“Nakinabang ang pitong milyong entrepreneurs sa P165 billion na microfinance. Nakinabang ang 1,000 sa economic resiliency plan. Kasama natin ngayon ang isa sa kanila, si Gigi Gabiola. Dating household service worker sa Dubai, ngayon siya ay nagtatrabaho sa DOLE.”

Entrepreneurship/MSME Development. As of 2007, micro-, small and medium enterprises (MSMEs) comprised 99.66% of the total establishments in the country. Given the significant role of MSMEs in the country’s development, the Arroyo Administration committed to provide credit, technology and marketing support for three million MSMEs and empower existing SMEs to generate additional employment through increased lending and promotion.

With the launching of the SME Development Plan under President Arroyo in 2004, the government implemented various SME development programs such as financing, marketing and promotion, human resource development, product development, and advocacy, integrated into one enterprise development cycle.

Government Finance Institutions (GFIs)/Government Owned and Controlled Corporations (GOCCs). From 2001 to first quarter of 2009, around PhP165 billion in microfinance loans have been released to more than 6.9 million microfinance clients for their livelihood activities. This amount is about 46 times more than the PhP3.49 billion that was provided in 2001.

From 2004-2009, some 2.6 million new jobs have been created, surpassing already by about 30% the 2 million new jobs targeted through microfinance until 2010.

The Microfinance Lending Program for Government Employees. A total of PhP2.55 billion in loans was released to 183 government associations and cooperatives from 2007 to 2008.

2.) Health

“Mula noong 2001, Nanawagan tayo ng mas murang gamot. Nagbebenta na tayo ng mga gamot na kalahating presyo sa libu-libong Botika ng Bayan at Botika ng Barangay sa maraming dako ng bansa. Our efforts prodded the pharmaceutical companies to come up with low-cost generics and brands like RiteMed. I supported the tough version of the House of the Cheaper Medicine Law. I supported it over the weak version of my critics. The result: the drug companies volunteered to bring down drug prices, slashing by half the prices of 16 drugs.”

The Administration is focused on providing increased health services by (1) expanding the health insurance coverage under PhilHealth; (2) making available affordable, appropriate and quality medicines through the establishment of Botika ng Barangays/Botika ng Bayan (BnBs); and, (3) providing access to health services.

1. Expanded Health Insurance Coverage under PhilHealth

To protect and promote the health of the populace, particularly the poor when they require medical/hospital services, the President promoted the National Health Insurance Program. Depending on the program, financing for the members’ benefits come from the national government in partnership with other stakeholders like the local government units, employers and even the members themselves.

Around 79.56 million Filipinos or 86% of the 92 million population were enrolled as of May 2009, of which 18.32 million are indigents. PhilHealth’s other members consist of those in the employed sector (37.24 million beneficiaries); individually-paying members (14.86 million); non-paying members or the pensioners and retirees (700,000); and, the Overseas Workers (8.44 million Filipinos).

Premium collections from the members have increased steadily over the years, from PhP8.6B in 2000 to PhP25.6B in 2008. In the first quarter of 2009, premium collections reached almost PhP6 billion, 10% more than the collection in the same period from the previous year.

Benefit claims of the patients also increased substantially from PhP6.8 billion in 2000 to more than PhP18.2 billion in 2008, with the claims for drugs and medicines comprising the largest chunk of said claims. For the 1st Quarter of 2009, PhP4.5 billion has been released for the claims of the beneficiaries.

2. Access to Quality and Affordable Medicines

• Botika ng Barangay/Botika ng Bayan. To provide access to quality but very affordable medicines to the public, especially the poor, the Administration has some 13,498 Botika ng Barangay (BnB) outlets and 1,971 Botika ng Bayan outlets currently operational where low-priced medicines are made available to the public, particularly the poor.

Through the BnBs, drugs such as the anti-diarrhea Loperamide are available for only PhP1.05 against PhP4.10 in private drugstores, and the anti-diabetes Glibenclamide is available at just PhP0.78 against PhP8.90.

The Administration also launched the P100 Project in 2008 to support the campaign for cheaper medicines. Through this project, medicines will be sold for one hundred pesos (PhP100) or less in DOH-retained as well as in selected LGU hospitals.

• Cheaper Medicines Law. The President signed into law RA 9502 or the “Universally Accessible Cheaper and Quality Medicines Act of 2008” to further bring down the cost of medicines and to bring the country closer to her 2001 SONA pledge of “universal access to essential medicines at half prices by 2010”. The law encourages more competition in the local market through parallel importation of cheaper but quality drugs and authorizes the President to set price ceilings on various drugs.

3.)EDUCATION

“Our educational system should make the Filipino fit not just for whatever jobs happen to be on offer today, but also for whatever economic challenge life will throw in their way….”

The vision of every Filipino family is to ensure that each child has the opportunity to get a high quality education that leads to becoming a whole person, a successful entrepreneur and a productive and responsible citizen. This family vision is also the vision of the Philippine Main Education Highway which addresses cross-cutting issues in the education sector including the mainstreaming of madrasah education.

1. Improving Basic Education. Even as the participation and retention rates, school performance and academic achievement of students in Basic Education have generally improved in the past nine (9) years, there is a continuing and marked need to significantly raise the levels of achievement. There is a tendency to backslide without strong presidential prodding.

2. Improving Higher Education. There is a need to:

• improve the capability of higher education institutions (HEIs), state universities and colleges (SUCs) and local universities and colleges (LUCs) to equip students with the required skills and competencies for national development and to prepare them for gainful employment or entrepreneurship;
• improve the competitiveness of graduates by ensuring quality education and competent faculty;
• develop capabilities in research to be at par with the best in the world;
• improve capabilities in science, mathematics and engineering through research and development;
• align the goals and programs of private HEIs, SUCs, and LUCs to best achieve national development goals; and
• continue with curricular reforms, leadership and management development program for college and university administrators, faculty development, conduct of scholastic aptitude test (SAT) after Grade 10, R&D and leveling the playing field.

3. Benchmarking the Basic Education Cycle with International Standards. To be at par with the 12-year basic education cycle implemented in almost all countries, benchmarking the first two years of college education has to be seriously considered to reform the present 10-year basic education program.

4. Strengthening the existing institutions in the development of higher level scientists and engineers. Continuing tasks include training high-level scientists and engineers in cutting edge technologies by HEIs, supporting the priority thrusts in science and technology as enunciated in the National Science Technology Plan: 2002-2020, enhancing human capital for science, technology and innovation (STI) for absorption into the world of work, strengthening ICT-based Education by providing sound policy and funding mechanisms, infusing more investments in S&T and engineering research in the identified Centers of Excellence and Centers of Development, and providing support to the operationalization of the National Science Complex and Technology Incubation Park in UP Diliman.

5. Goals for Improving Technical Vocational Education. The employability of those who undergo tech-voc training programs needs to be increased by developing their skills and competencies to meet the requirements of industry and retrain workers to respond to new technology or changes in industry processes. Workers must be enabled also to compete for overseas employment opportunities through the accreditation of technical vocational courses. There is likewise a need to continue with the harmonization of Tech-voc and Higher Education through the Ladderized Education Program (LEP), improvement of trainers’ qualification, and accreditation of tech-voc courses.

6. Financing Education. While increasingly significant budgets to the education agencies have been allocated, there is still a need for a more innovative approach in financing the education sector, especially in the higher education segment.

7. Improving Education in ARMM. Policies and guidelines that would harmonize and synchronize the ARMM Educational System with the National Education System at all levels are currently being reviewed. Some of these may require amendment of legislation from Congress.

8. Strengthening Academe-Industry Linkages. The need to improve the job-skills matching program and strengthen the initiatives for the Business Process Outsourcing (BPO) industry has been seriously noted. Current efforts of government agencies at coordinating with the Philippine Chamber of Commerce and Industry, and the Business Processing Association of the Philippines (BPAP) on this endeavor need to be sustained.

9. Internationalizing of Education (Education Plus Program). With the goal of positioning the country as an Education Center in the Asia Pacific, a technical working group has been formed composed of representatives from the government and private sectors. CHED is currently undertaking a survey on international linkages/partnerships/twinning programs of universities and colleges, the results of which should be followed through.

10.Developing a National Educational Research, Evaluation and Testing System (NERETS). With the aim of establishing an independent/autonomous, highly credible, and respectable national assessment and research agency for education, a technical working group has already been created, which has conducted a series of discussions and consultation with testing providers, specialists and other stakeholders. Findings and perspectives generated from these activities should establish the steps required to develop and implement the System.

Finally, it must be emphasized that education is among the major entitlements that enlarge and broaden human choice. While socioeconomic development broadens peoples' choice by increasing their individual resources, education forges the desire to do more for the country and others - because education builds self-esteem and self-expression, the very values that let people seek for community, for effective rights and democratization of such rights. For the above reasons, the Arroyo Administration is optimistic that the next Administration will see the wisdom of the Main Education Highway.

4.) OFW Benefits

“Meanwhile, we should make their sacrifices worthwhile. Dapat gumawa tayo ng mga mas malakas na paraan upang proteksyonan at palawak ang halaga ng kanilang pinagsikapang sweldo. That means stronger consumer protection for OFWs investing in property and products back home. Para sa kanila, pinapakilos natin ang Investors Protection Task Force….”

Labor Protection programs that will generate jobs and employment, protect the Filipino workers here and abroad as well as promote their welfare by ensuring that the terms and conditions of their work, such as wages, working hours and safety measures are humane and just;

Reintegration services for OFWs. With the establishment in 2007 of the National Reintegration Center for OFWs (NRCO), reintegration services for OFWs were institutionalized, making the effort more systematic and intensive in outreach. From 2007 to date alone, a total of 25,541 expatriate Filipino workers (EFW) and their families have been assisted through the Center. Services for EFWs include job search for local or overseas employment, issuance of certificates of eligibility for livelihood assistance, and legal services.

Other Services: Repatriation, Retraining

• Repatriation of almost 51,338 EFWs from 2001 to June 2009;
• Assistance to almost 500,000 EFWs on-site and one million EFWs/family members in the Philippines;
• Provision of education and training benefits to more than 1.54 million EFWs and their families; and
• Facilitation of enrolment of 320,000 informal sector workers in PhilHealth and SSS, the Philippine National Red Cross, Pag-ibig, and Accident Insurance through the DOLE’s Social Protection Program.

References:
http://coolbusteratyourservice.blogspot.com/2009/06/pgma-sona-2009-full-text.html
http://www.gov.ph/sona/sona2009/2009_SONA_TECHNICAL_REPORT.pdf

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