The Disruptive HR

One day, you receive a familiar email - it’s from the company of your dreams, saying you’ve passed their final assessment. Greetings! We are pleased to offer you the role of senior copywriter at Company A. For six months, you will be a probationary employee. Once you meet all our standards, you will then sign a new contract as a regular employee. We look forward to working with you at Company A! Thank you. This is definitely a share-worthy email, especially if it’s your first job. On your first day of work, your new employer will ask you to sign a contract. That contract will typically have what is known as a "probationary period". Philippines probationary employment, according to the Labor Code “shall not exceed six (6) months.” (Article 281). The Civil Code of the Philippines defined the "months" further by saying that (Article 13),  When the laws speak of years, months, days or nights, it shall be understood that years are of three hundred sixty-five days each; m...

  As an HR practitioner, you would have heard the phrase, "HR with A Heart" a million times. You might have even come across people saying that these people are a dying breed.  "Karamihan nang HR ngayon masungit". "Yung HR namin masyadong pro-management". "Naku, tuta ng management yung HR namin" "HR namin walang puso! Maka-memo wagas!" Because we keep hearing this all the time, we feel bad for ourselves and we start looking for ways on how to be more " may puso ". That's good, for the most part , because we start to see see things from the perspective of the employee. The problem is, oftentimes, we have a skewed definition of "HR with A Heart". What Do You Mean? Let's start with something basic. Let's have Peter, an average minimum wage earner who works as an encoder for a small business (think 10-member team). All is well and good, kaso  pandemic happened. In order to survive, the Company decided to put ...