The USC Department of Business Administration in partnership with USC Center for Entrepreneurship and Lifelong Learning (CELL)

organized the 1st Student Human Resource Development Management Convention. The two-day convention, carried the theme, "Glocalized People Management: Strategic Business Partnership." The event was held at the J Centre Convention Hall from September 05 - 06, 2013. The 1st Student Human Resource Development Management Convention expected to emphasize to students the importance of people management; why people are the most valuable resource of an organization; and how it makes a difference to the performance of the business. Aside from the University of San Carlos, four other schools participated in the event. University of Cebu students were accompanied by faculty member, Ms. Irene Del Fierro; University of the Visayas by Mr. Albert Nercua; Cebu Institute of Technology University by Mr. Sinforoso Bautista IV; and Mandaue City College by Ms. Celeste Pacienca. The convention offered notable and inspiring speakers. The keynote speaker, Mr. John Pages, is the Executive Vice-President of Mooon Caf. He inspired the students about putting up businesses in the future. He gave three considerations in starting a business. First is location. Location is very important in order to attract customers. Second are gimmicks, promotions and creating new products. Last and the most important of all are the people in the business. You are as good as your people. I personally think that the HR department is the most important department in a company. said Mr. Pages. He notes that as they, the Pages Group, started business, there were no human resource department. Hiring, training, scheduling, and firing were all done by the owners themselves. He said that lots of mistakes and labor problems arose from that experience. You, the service crew, are more important than the product itself, said Mr. Pages. If you take good care of the people in your business, they will not only take good care of the business but also the customers.

Ms. Mia Baguio tackled the Role of People Management in Business, where she started with a question, For managerial positions. What are the top 10 highest paying jobs in the Philippines today? She provided the answers in descending order, on the top is quality control followed by logistics, IT, legal services, advertising, training and development, corporation strategy, human resource, and marketing. She said that the roles of human resource changes from decade to decade. In the 60s, human resource were the advocate for employees; 70s administrator of personnel programs; 80s advisor to line management; 90s strategic partner in business; and 00s as the leader in talent management. She ended her topic exploring the Hewitts Business Result Model where employee research since 1994 correlates with business performance to give way to satisfaction, commitment, and engagement of employees.

Ms. Joan Christine Fortich, faculty member of the USC Department of Psychology, on Functionality of Psychometrics. She said that psychometrics is The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and personality traits. Statistics and psychology gave way to psychometrics. She focused on the contemporary era of psychometrics where two primary techniques were used, namely: psychological assessment and psychological testing. She explained the comparison of the two. In terms of its focus, psychological assessment answers a referral question, and oftentimes leading to treatment and counseling. Psychological testing on the other hand measures the current cognitive and personality tendencies of an individual; and in terms of its complexity, psychological assessment is more intricate and meticulous than psychological testing, and psychological testing is more direct and straightforward compared to psychological assessment. She also said that the procedures of both also differ. Psychological assessment uses case history, psychological testing and behavioral observation while psychological testing only uses the administration of a test. Ms. Fortich said, We can connect psychological testing with the industry through a cycle of recruitment and selection, training and development, performance management, employee relations, and employee engagement.

Ms. Arlene Mante, Senior Human Resource Manager at Convergys, on HR Strategies: BPO Experience. She shared to us all the information about Convergys. Convergys at a glance is a global footprint. said Ms. Mante. We at Convergys are driving the nation forward with focus on people. She said that globally, Convergys conducts four billion customer interactions every year in 70 countries. In the Philippines alone, Convergys have 80,000 employees with 22 branches. She elaborated the values they have at Convergys which are integrity, developing people, diversity, respect for individual, teamwork, unparallel client satisfaction, corporate citizenship, and store owners trust. She noted that Convergys have a global operating model which enables them to provide the same high quality of service to customers on any location of the world. She ended her topic with a statement on Convergys brand of employment, Convergys is creating the industry standard through the years.

Ms. Carla Lanza, Human Resource Manager at Sun Cellular Telecommunications, on KSA Requirement in Telecommunication, where she presented a global story on human resources based on the four studies that are conducted. She said that emerging economies will be reshaping the global talent landscape, supplying 60% of the worlds college graduates by 2013 and increasing demand for skilled talent faster than the developed world; business transformation is relentless and is redefining the skills required of employees, and the strategies required of HR; attraction and retention continues to be a challenge with 84% of employees in fast growing markets finding it difficult to attract and 75% finding it difficult to retain critical skill employees; workforce engagement is at risk with 43% of the global workforce detached or disengaged and only 35% highly engaged; and Talent / Reward programs and HR delivery models are lagging business needs and risk compromising organization performance. She also said that the major themes of Global Talent in 2021 will be business transformation, mobility from

industrialized to emerging markets, global talent mismatches, and changes in talent management strategies.

Atty. Eduardo Gaanan of KHAL Industries, Inc. on the matter of Labor Jurisprudence. He started his topic by introducing an ambiguous statement which says The Chicken is Ready to Eat. He said that it can be interpreted in two ways, either the chicken itself is going to be eaten or the chicken is the one whos going to eat. Context is the spirit of the decision of the Supreme Court. said Atty. Gaanan. He elaborated that the law and its implementing rules allow contracting arrangements for the performance of specific jobs, works or services. Indeed, it is management prerogative to farm out any of its activities, regardless of whether such activity is peripheral or core in nature. However, in order for such outsourcing to be valid, it must be made to an independent contractor because the current labor rules expressly prohibit labor-only contracting. To emphasize there is labor-only contracting when the contractor or sub-contractor merely recruits, supplies or places workers to perform a job, work, or service for a principal and any of the following elements are presents: 1.) The contractor or subcontractor does not have substantial capital or investment which relates to the job, work or service to be performed and the employees recruited, supplied or placed by such contractor or subcontractor are performing activities which are directly related to the main business of the principal; or 2.) The contractor does not exercise the right to control over the performance of the work of the contractual employee.

Fr. Anthony Salas, SVD, USC Vice-President for Academic Affairs, on Academes Response to Global Quality Standard of HR, where he stated that human resource practitioners will meet challenges ahead in the global quality standards. HEI is pushing product graduates which the industry doesnt need. said Fr. Salas. You should think and reflect on your decisions. He said that the Higher Education Institute is the producer of well trained and skilled graduates and the producer of research. There will be a gap between the HEI graduates and the industry and society by the need for training and job mismatch. He said that the mission of Philippine Higher Education is to produce thoughtful graduates imbued with values reflective of a humanist orientation, analytical problem solving skills, the ability think through the ethical and social implications of a given course of action; and the competency to learn continuously throughout life; to produce graduates with high level of academic, thinking, behavioral and technical skills and competencies that are aligned with the national academic, and industry standards and needs and international standards when applicable; to provide focused support to the research required for technical innovation, economic growth and global competitiveness, on the one hand, and for crafting the countrys strategic directions and policies, on the other; and to help improve the quality of human life for Filipinos, respond effectively to the changing societal needs and conditions, and provide solutions to problems at the local community, regional and national levels. He also said that the Academes Response the case of USC would be the ASEAN integration, alignment of academic programs with international accords and enhancing local accreditation status, implementing outcomes based education, and Carolinian ethics, a witness to the word spirituality.

Mr.Diosdado Codoy, Jr., Human Resource Manager at Marriot, on HR Best Practices in the Hotel Industry, where he said that the hospitality sector is considered as one of the fastest-growing businesses that will place the Philippines in a better position in the global market. He shared to us the major areas of HR practices, namely: attraction and acquisition, engagement and retention, training and development, and social responsibility and community engagement. He said that Marriott Hotel builds loyalty among next generation travelers through the attracting, engaging, and retaining the next generation of associates. We, at Marriott, use employee engagement survey, associate activities, benefits, awards and recognition, internal communications, and I belong campaign to our practices. said Mr. Codoy. We use the acronym SERVE which stands for S - Shelter and Food, E Environment, R Readiness for Hotel Careers, V - Vitality of Children & Education, and E - Embracing Diversity & Inclusion to our social responsibility and community engagement.

and Dr. Cecil Gantalao, Chair of USC Department of Hospitality Management, on The OCB of the Private Higher Educational Institution in Cebu City, where she said that the cultural perspective of Cebu Citys private Higher Educational Institutions Organizational Citizenship Behavior study is limited to Cebu Citys Higher Education Institution (HEI) who gave their approval. The respondents were (732) permanent-tenured administrators, faculty members, and staffs of the aforementioned HEI. She said the objective of the research is to find out how highly manifested are the Organizational Citizenship Behaviors (OCBs); assess the importance of the aforementioned OCBs to the internal stakeholders; determine the significance of the differences in the assessment by the internal stakeholders; and rationalize manifestation of OCBs in Cebu Citys Private HEIs in relation to Filipino cultural values. She said that in conclusion, OCBs manifested in private HEIs are with cultural underpinning. The Manifestation of OCBs is dependent on the understanding of the authorities in the University, in relation to cultural values that can encourage such manifestations. She ended her topic quoting Tomas Andres, The Filipino worker is one of the most complex creatures if not the most; thus he is not easy to study and analyze.

The 1st Human Resource Development Management Convention ended in a success with 2,300 students who attended the event. It provided a learning environment between the students and the speakers. Students were imbued with information on the recent trends in business. Students also addressed issues on people management to recognized experts who are up to date with the latest developments in the field. As Dr. Challoner A. Matero, Dean of USC School of Business and Economics, said in his welcome address, We of the School of Business and Economics will continue offering conferences to help you prepare early and adapt to challenges anytime. Students can expect more fruitful conventions like this in the future which can act as a catalyst to their careers success.