LEAH D. MORADO
Vice President & Chair-Regional Conference, DIC-Fellowship and Sports
JERRY C. DE LEON
Corporate Secretary / PRO-Cebu City &
DIC-Training & Development, DIC-Membership & Retention
VERA CRISTINA Q. VILLAMOR
Treasurer & PMAP Office Manager
JENNIFER L. MACAIRAN
Internal Auditor & DIC-Finance and Ways & Means
JOSLYN B. CANON
PRO-Mandaue & Lapu-lapu & DIC-Labor Relations, DIC-JPMAP
ONESIMA C. SAMONTAÑEZ
Immediate Past President
JONAH P. LAFUENTE
The Personnel Management Association of the Philippines-Cebu, Inc. (PMAP Cebu) is a strictly professional, non-stock, not-for-profit organization of over 160 member companies and individual management executives engaged or interested in human resource management (HRM) and industrial relations (IR) work. Founded over 30 years ago, PMAP Cebu continues the tradition of its forefathers in advancing the profession, the science and the art of human resource management. In 2002, the PMAP Cebu Chapter was incorporated and renamed to PMAP Cebu Inc.
As a professional association, PMAP Cebu helps institutions mold an enlightened, competent, socially responsible and influential sector of people managers who can effectively participate in nation-building. PMAP Cebu also helps its members become more effective on the job by teaching the human aspect of management via numerous career development forums and training programs.
Our Mission is:
To make PMAP Cebu Inc. the Center for Professional Development of Human Resources.
We will achieve our purpose and SPICE up our association if all members and HR practitioners demonstrate the values of:
S: SHARING (willingness to share knowledge, resources)
P: PEOPLE ORIENTATION (utmost concern for people and their development)
I: INTEGRITY (professional conduct at all times)
C: COMMITMENT (dedication to fulfill tasks and to contribute)
E: EXCELLENCE (achieving high standards of service quality)
Our Key Success Measures are our outcome measures of success. They measure how effectively PMAP Cebu Inc. is achieving its vision, mission, and values on a year-by-year basis. It is our scoreboard for continuous improvement of success.
General Monthly Meetings
Alternately sponsored by different industry groups and PMAP committees, monthly luncheon meetings give members a chance to get first-hand information on current issues from the leaders and policy-makers in industry, government, and society, in general. At the same time, the GMMs provide a venue where members can enhance their professional network and personal friendships with their colleagues from the HRM profession.
Symposia and Executive Fora
Combining the benefits of individualized orientation in a group settings, these professional development activities offer privileged information related to HRM functions and concerns. Aside from symposia on the latest HRM and IR issues, lecture series and other learning fora give members a first-hand account of valuable experiences of companies on specific HR concerns, and the latest HR trends and practices as rendered by local and international experts.
This is an annual convention of the entire membership of the Association that brings together the wealth of the country’s HRM expertise. Also open to non-member HRM practitioners, government sector representatives, and the members of the academe, the AC aims to chart the directions and strategies to be taken in addressing common and critical issues in HRM. The AC is usually held out of town and combines socials, sports and fellowship activities with comprehensive and in-depth technical sessions.
PMAP Awards Programs
Institutionalized in 1977, the PMAP Awards Program gives recognition to outstanding achievers whose leadership, dynamism and professionalism set apart some corporations and individuals as a breed all their own. Corporate and Individual Awards – the most coveted of which are the “Employer of the Year” and the “Personnel Manager of the Year” – are given annually for remarkable achievements that measure up to the high standards of PMAP. Past winners of these awards include some of the most respected organizations and individuals from Philippine business.
Fellowship within the context of the organization has a two-pronged objective: 1) to enhance the individual practitioner’s professional growth; and 2) to build the PMAP family spirit and commitment. Appropriate and wholesome activities during monthly meetings, the annual conference, and special fellowship and sports activities are designed to develop an atmosphere of social interaction, acquaintance and a sense of belonging among members.
PMAP is continuously doing its share in promoting and advancing the concept of Corporate Social Responsibility among its members through workshops and seminars on developing and implementing ComRel programs. The Association also embarks on its own ComRel programs focusing on immediate need areas such as livelihood development, environmental protection, employment generation, educational scholarship, and social service linkages.
Library, Information, and Research Services
PMAP maintains a wide array of materials such as national data and research studies on varied HR topics. Maintained for purpose of reference by members and the research unit, these materials are sourced from various government and private institutions and updated when available.
Also, the new PMAP Library houses reference materials on various HR, training, OD and business-related books, journals, and magazines. These materials are available to PMAP members for their research and reference purposes.
In addition, government announcements via Department Orders on Wages, Implementing Rules and Regulations, and Executive Orders on holidays, and other relevant declarations are transmitted immediately to members when directly available from the government agencies concerned, to provide timely dissemination of information to members.
Mini-surveys or spot surveys are also conducted during monthly meetings or through circulars to respond to the needs of PMAP members and the Board. These are used for a better analysis of industry and cross-industry trends, sentiments, and practices by the PMAP general membership.
Important data and research-related materials are also periodically sourced from government and private sources, and updated by the research staff. These are sustained as a source of secondary data for future research projects of PMAP and its committees. Technical assistance are also given to members who are doing their own research projects in the areas of compensation, industrial relations, labor laws, OD, competency, and strategic HR.
PMAP also has generated original research projects that cover diverse topics on HR and OD issues. Some research studies are also published in PMAP publications or are compiled and distributed to members for free of for a minimal fee. Some of the research works produced by PMAP are: Study on Industry-Academe Mismatch (1998); HRM and Corporate Transformation (1999); State of Knowledge Management in the Philippines (2001); PMAP Research Diagnostics Survey (2003); Labor Mismatch (2004).
Complementing the research projects and other information services of PMAP is a variety of authoritative publications that are provided to members on a continuing basis.
Members are given free copies of the following publications:
-A copy of the PMAP Membership Directory with bi-annual updates
-Industrial Relation Focus
-People Manager Magazine
-A copy of special publications such as the PMAP Annual Awards Programme & SOF’s Personnel Executive
-A copy of the PMAP Annual Report
-Circulars on government orders, rules and regulations, executive decrees, industry and sectoral position papers on significant HRM-related national issues
-Numerous flyers and brochures on PMAP-sponsored activities and programs
Members benefit from PMAP’s effective response to specific personnel management and employee relations problems requiring the expertise of senior HRM practitioners. An advisory bureau or consultants pool, composed of seasoned IR practitioners and lawyers, are available for free consultation either through telephone, written or face-to-face queries. A free service exclusive to members, the main objective of the consultant’s pool is to assist members in finding answers or lead them to other sources of information.
Human Resource Management Development Center
The HRM Development Center (HRMDC) serves as the training and development arm of the Association. The HRMDC plans, conducts and evaluates the training and professional development programs of PMAP, in response to the needs of HRM executives and managers, officers and staff of member-companies, and independent HRM practitioners.
Throughout the year, PMAP presents a varied menu of development programs focusing on specific areas of HRM practice. Non-curricular programs are the training seminars and workshops conducted on a monthly basis by expert HRM practitioners from the ranks of PMAP members. Whether for professional or personal development, members enjoy substantial discounts on all HRMDC programs and other development activities.
Curricular programs, on the other hand, are the certificate courses conducted in PMAP-partner schools, and which lead to the completion of a Diploma in HRM (DHRM) degree. The DHRM program aims to fulfill the need of HR practitioners to sharpen their skills in HRM and expand their knowledge of the profession. The collaborating schools include Pamantasan ng Makati, Jose Rizal University, University of Santo Tomas, Miriam College, and more recently San Beda-Alabang — to cater to our members from South Manila.
As an exclusive service to members, PMAP offers scholarships to the DHRM Program to deserving junior HR practitioners in the partner school of their choice.
For companies with specific training needs, the HRMDC also develops tailor-fit training programs and conducts these as in-house seminars.
Investor in People (IiP) Standard Certification
The IiP is an international quality benchmark that helps organizations meet their aims and objectives through effective training and people management. Developed in the UK during the 1990s, the IiP currently enjoys wide recognition in the European Union and Australia as well as increasing presence in New Zealand, New Jersey and Chile to name a few.
PMAP, in cognizance of its unwavering pursuit for the continual development of human resource practices, is currently the country’s sole certifying body of the Investor in People (IiP) Standard. As such, PMAP will provide advisory and consultancy support as well as assessments to organizations that will commit to take the journey towards IiP recognition.
PMAP is a strong advocate on labor and social issues such as, but not limited to, quality of work-life, values formation, alternative dispute resolution thru mediation, and corporate governance. PMAP was able to garner national recognition for it’s effort in interviewing and creating a competencies profile of the presidential candidates prior to the 2004 National Elections.
In broadening its advocacy thrusts, PMAP has created the National HR Agenda, a master plan for national reform and development, unifying diverse sectors and disciplines towards one vision and one voice for people development.
Derived from initial thoughts by experts in human resource management (HRM), it makes use of a wholistic HRM perspective as a starting point for forming a multi-sectoral consensus, leading to the formulation of synergistic, multi-sectoral programs and the creation of a National Commission for a National HR Agenda. This private sector-led initiative was started by PMAP in response to the growing need for national reform, job creation, and showcasing the global competitiveness of the Filipino worker.
External and International Linkages
Through the years, the goodwill built and developed by PMAP with the influential sectors in business, government, industry and the international community afforded members a direct link to important publics. PMAP has a healthy, cooperative relationship with labor and employer groups alike, the Department of Labor and Employment, the International Labor Organization, the Philippine Congress, and the Executive Department.
In the international scene, PMAP is one of the founding members of the Asia-Pacific Federation of Human Resource Managers (APFHRM), as well as the ASEAN Human Resource Management Federation. In fact, the president-elect of the APFHRM was a former PMAP President, with the PMAP Executive Director serving as the Secretary-General. Through these regional groupings, PMAP is also affiliated with the World Federation of Personnel Management Associations (WFPMA).