WITH the creation of Mabalacat as a city, it is expected that its workforce comes at par with it in terms of academic qualifications, experience and work attitude. Well then, are the new entrants to the labor force of the city qualified according to some standards, including the QS, or the Qualification Standards?
One outsider has observed that almost half of the employees are not qualified in their posts and I am inclined to believe him.
He adds that some have been taken in due to influence-peddling or by merely being former political office holders.
The City Human Resources Management Office (HRMO) of Mabalacat City should live up to its nomenclature, that is, adequately manage the files and status of the employees including recently-obtained national passing grades, awards and honors.
It should also upgrade trainings of the employees by enjoining them to attend mandatory trainings, workshops and symposia just like the Mandatory Continuing Legal Education for lawyers and other professionals' training so as to be abreast with workers in other countries and to provide commendable competitive skills to be at par if not better than their foreign counterparts.
It would be good to computerize the data files of employees so that one can easily ascertain the retirement ages of employees, their trainings and academic background.
At Mabalacat City's HRMO sits Florencia "Babes" D. Amurao, the head of office and assisted by Mrs. Merla P. de Leon, asst. head. The staff is composed of Angie Torres Jefferson "Jepoy" Carino, Maricel Molina Soriano, Lai Ocampo, Noel Limpin (the chess master) and Elsie D.
dela Cruz (who recently blackmarked Peso staff and its head).
The HRMO should be strict and discreet in qualifying for admission into the city's labor force the entrants for new positions as its charter would require personnel for the city Veterinarian, Architect and Cooperative Officer offices. The selection should not be based merely on religious beliefs or creed or proximity to the appointing officers or the Personnel Selection Board. There should also restrictions towards nepotism.
The City requires quality employees if it aspires to compete with other local government units.
It should inculcate in the minds of the workforce the values of honesty, loyalty and professionalism and not resort to postings on Facebook on issues detrimental to the interests of co-workers,
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I had an interesting lunch date with brothers Edgardo "Tikboy" and Emmer Dizon and I was somewhat amused and surprised by their in-depth knowledge of internal "goings-on" inside the city hall, including COA findings.
Tikboy is computer-savvy and has big dreams for the city such as the computerization of operations especially real property taxes. He wants to contribute more for the government. Emmer is equally committed and writes well.