Labor and Employment Secretary Rosalinda Dimapilis-Baldoz yesterday announced the DOLE’s continued partnership with Singapore’s Temasek Foundation Inc., and Nanyang Polytechnic International, paving the way for the implementation of the 3rd phase of the productivity training for selected DOLE employees. “This time around, we will send to Singapore Labor and Management Cooperation (LMC) advocates,” said Baldoz.
“This continued partnership commits to sustaining the gains of the two earlier productivity programs conducted in 2013 and 2014; and serves as driving mechanism in maintaining the country’s industrial peace climate,” Baldoz added.
According to the Secretary, the third phase of the training will focus on productivity and innovation built on cooperative labor management relations practices necessary to effect positive change at the enterprise level.
“Through this productivity training, we expect to upgrade the participants’ knowledge and skills on the tools and techniques in developing key performance indicators in implementing productivity improvement and incentive programs,” the Secretary added.
The training will also hone the participants in designing gain-sharing schemes and in building trust for a transparent performance-based and gain-sharing formula that will be applied during labor-management cooperation (LMC) discussions, as well as during collective bargaining agreement (CBA) negotiations.
The participants will also have the valuable opportunity to learn Singapore’s best practices on implementing productivity incentive programs and performance-based benefits that can be contextualized and applied to the Philippine setting.
The participants will be also trained to understand the productivity bargaining concepts and the supportive conditions to ensure success.
“Considerable gains have been made in the labor sector under Phases I and II of the Program, specifically in improving productivity, innovation and enterprise development, and thereby making our assistance to micro, small and medium enterprises (MSMEs) a complete package,” Baldoz said.
She further added, “Phase 3 will supplement the learnings fostered by the earlier training. It will strengthen capacities of program implementers, as well as labor and management partners, in enhancing enterprises and institutions, strengthening their bipartite employee engagement mechanisms, and introducing productivity and performance-based benefits in CBA negotiations to ensure better workplace and innovative workforce”.
Baldoz also cited that under this sustained partnership, participants will be composed of conciliators-mediators, regional branch directors, and technical staff of the National Conciliation and Mediation Board (NCMB), Bureau of Labor Relations (BLR), and DOLE Regional Offices.
“Labor-management cooperation (LMC) advocates are also included in the training program since they are the key players and program drivers at the workforce level who drive productivity programs and implement change in their respective organizations,” Baldoz finally said.
Phase III will run from January 2016 to April next year, with three training components focused on productivity concepts, productivity incentive schemes and performance-based benefits. Exposure to industry best practices through interview and interaction with industry players are also in the pipeline of the training.
The first component is a one week appreciation course aimed to have an increased advocacy and promotion on productivity and performance-based benefits in the different regions of the country, and enhanced ability to influence employers and employees to integrate productivity and performance incentive schemes in labor-management cooperation programs and in the collective bargaining agreements. This will be attended by the officials of the NCMB, BLR and top officers of the Philippine League of Labor Management Cooperation Practitioners Inc. (PHILAMCOP).
Also, a two-week training for conciliator-mediators and senior technical staff participants will be held to have an increased network of advocates of productivity improvement programs and levelled up productivity improvement programs of companies with LMCs.
Similarly, a three-week appreciation course is designed to some conciliator-mediators who assist in developing productivity designs and packages; technical staff involved in the facilitation and enhancement of LMC programs, and LMC advocates of companies which have implemented productivity improvement programs.