Human Resource Management Office


Living out the ideals of Catholic spirituality of work as well as the thrust of quality work-life balance, the Human Resource Office aims to attract, motivate, and retain the right kind and right number of people at the right time at the right place.

HR Functional Areas

Human Resource Planning
Recruitment, Selection, and Placement
Employee Relations
Compensation and Benefits Administration
Performance Management
Training and Development
Communication Management
Organization Development

Recruitment, Selection and Placement

Obtaining the right kind and right number of people at the right time at the right place in the organization

    • Employee Requisition
    • Recruitment Activities 

· Internal
· External

    • Selection Methods
    • Selection Decisions
    • Job Offer and Acceptance
    • Placement Activities
    • Evaluation
Employee Relations

Nurturing working relationships for industrial peace and productivity yield

    • Labor-Management Cooperation
    • Legal compliance
    • Professionalism
    • Positive Workplace Discipline
    • Work Spirituality
    • Work-Life Balance
Compensation and Benefits Administration

Affording all forms of financial returns and tangible services and benefits to employees in the course of employment with the organization equitability and fairly

    • Internal Consistency/Alignment
    • External Competitiveness
    • Employee Contributions
    • Analysis
    • Administration/Management
    • Evaluation
    • Total Rewards System
Performance Management

Directing and guiding employees to work as effectively and efficiently as possible and supporting an organization’s overall operational and business goals

    • Goal Setting and Expectation Planning
    • Ongoing Feedback
    • Progress Review Meeting
    • Performance Appraisal and Development Planning
Training and Development

Improving current and future employee performance through learning

    • Assessing and Analysis of Needs
    • Development of Learning/ Training Objectives
    • Design and Development of Training Program
    • Implementation of Training Program
    • Evaluation of Performance
    • Skills inventory
    • Career Planning and Management
Communication Management

Transferring information and understanding from one person to another within the organization systematically and strategically

    • Employee Communication
    • Organizational Communication
    • Communication Strategies and Tools
    • Media Richness
    • Communications Positioning and Plan
Organization Development

Improving the organization’s problem-solving and renewal processes

    • Recognizing need for change
    • Establishing change relationship
    • Diagnosing the organization
    • Feedback and action planning
    • Identifying appropriate interventions
    • Managing change/implementation
    • Evaluation