National Capital Region, Philippines
I am an HR Professional and a Trainer by heart. I graduated in Psychology and pursued to acquire certifications for Workplace Learning Development while honing skills in the full HR Cycle. I have been in the corporate for over 10 years in various industries such as Retail, Dealership, Sales, Real Estate, Construction, Distribution, Networking, and Solutions. In the PURSUIT of Professionalism in Human Resources, I am Cum Laude graduate in Psychology from Far Eastern University and pursued Workplace Learning and Development from De Lasalle College of Saint Benilde for my graduate studies all because of the love of Training. Out of my PASSION in Training, I acquired certifications in Strategic Training Management, Performance Consulting, and Competency Management, Training Needs Analysis and Evaluation, Training Design and Development, Training Delivery and Facilitation, and Six Sigma for Professionals. Moreover, I am an active Philippine Society for Talent Development (PSTD) member and an HR Advocate through HR Mentoring of LODI Inc. I show PERSEVERANCE through my blog, lyzawrites.com, that I aim to magnify God’s story and wonders through my life.
Recruitment • Talent Management: Manpower fulfillment based on Budget • Attrition Management: Start benchmarking the Attrition Rate and keep it at a minimum rate. • Education to Employment Program: Absorption of existing Interns rather than hiring from external sources. • Partnerships with Educational Institutions for Corporate Branding. Learning and Development • Enhance Onboarding Program for new hires: All new hires must be aware of the company profile, policies, procedures, culture, and values; this must increase retention. • Conduct yearly TNA and implement the approved training: Enrollment of Employees to scheduled training programs (internal and external) • Spearheaded the First Corporate Training of the company, slowly creating a Learning Organization. • Implemented weekly Values Formation, Management Training Program, and other programs such as Leadership, Customer Service, Personality Development, and Sales Training. Employee Engagement and Services • HRIS Implementation: 100% Utilization of HRIS across departments • Take initiative to plan for Employee Engagement Activities like monthly celebrations, Team Building, Christmas Party, etc. • Ensures monthly remittances in coordination with Accounting and supports the employee claims and benefits from SSS, PAGIBIG, and PHILHEALTH. • Annual 201 Audit for all companies handled Labor Relations • Case Management: Compliance to established case resolution processes in the Department Head level based on set guidelines • DOLE Compliance: Compliance set to standards, facilitate the Notice to Explain, Administrative Hearings, and represent the company on SENA and NLRC hearings. • Facilitated the necessary Retrenchment of the management in line with the DOLE standards and regulations Organizational Development • Succession Management: Identify a pool of talents in a team for succession; Retention of Pool of Talents • Individual Performance Management • Policy Enhancement and Implementation
Talent Acquisition and Management • 100% fill-up of budgeted headcount - actual results • Candidate Pool Size per Posted Vacancy • Turn-around Time to fill-up vacancies based on approved MRF • Maximization of Recruitment Channels to ensure high candidate pool size • Improvement of Hiring Hit rate from 65% passing to 75% • Re-launch & Intensify Employee Referral Program (ERP) to encourage employees to refer qualified applicants • Management of JMT Program • Manage the Attrition Rate in the organization • Manage Retention of Employees • Conduct Exit Interview • Implementation of competency-based interview questions in sourcing/ recruiting candidates for varied posts for Corporate Branding. Talent Development • Enhancement of Onboarding program to include induction activities such as orientation with Dept Heads, On-the-Job Shadowing and On-the-Job Training • Conduct TNA to branches, check available data - to ensure training is addressing the needs and schedule follow-through activities as part of the implementation to evaluate the effectiveness of the program • Facilitation of varied modules under the Area Managers Academy Program • Enhancement of SME Certification Program to include qualifiers, the process of certification, rewards, and recognition • Coordination with OGC re: Synergy Training • Creation of Video-based programs Systems Improvement • Implementation of HRMs Tools based on defined timelines Policy Management • Updating, formulation & implementation of policies, processes & procedures
Recruitment and Training • Oversee the holistic HR functions for the Concession Department • Direct coordination with the manpower agency for the manpower fulfillment of the branches nationwide. • Analyze training needs and maintain close communication with the manager, concession supervisor, and concession coordinator to discuss and develop new training programs or modify and improve existing programs. • Plan, develop and organize training and staff development programs using knowledge of the effectiveness of methods such as classroom training, demonstrations, on the job training, conferences, and workshops to ensure that staff has the necessary skills to meet their objectives and the opportunity to develop to the maximum of their potential. • Implement or arrange for ongoing technical training and personal development classes for sales associates. • Oversee the development of effective processes for the evaluation of all training and development provided.