Seminar

The insights that I would like to keep in the future are that I want to promote gainful employment opportunities, optimize the development and utilization of the country's human resources, advance the welfare of workers by providing  humane conditions and terms of employment, and maintain industrial peace by promoting. and also mandated as the primary policy-making, programming, coordinating, and administrative entity of the Executive Branch of the government in the field of labor and employment. Its long-term vision is that every Filipino worker attains full, decent, and productive employment. 

To attain this vision, the DOLE’s continuing mission is to promote gainful employment opportunitie.Enforcing social and labor legislation to protect the working class and regulate the relations between the worker and his employer and formulating and recommending policies, plans and programs for manpower development, training, allocation, and utilization also recommending legislation to enhance the material, social and intellectual improvement of the nation's labor force to protect and promoting the interest of every citizen desiring to work locally or overseas by securing for him the most equitable terms and conditions of employment, and by providing social and welfare services like regulating the employment of aliens, including the enforcement of a registration or work permit system for such aliens, as provided for by law to formulate general guidelines concerning wage and income policy by recommending necessary adjustments in wage structures with a view to developing a wage system that is consistent with national economic and social development plan in providing for safe, decent, humane and improved working conditions and environment for all workers, particularly women and young workers.

Maintaining a harmonious, equitable, and stable labor relations system that is supportive of the national economic policies and programs and upholding the right of workers and employers to organize and promote free collective bargaining as the foundation of the labor relations system by providing and ensuring the fair and expeditious settlement and disposition of labor and industrial disputes through collective bargaining, grievance machinery, conciliation, mediation, voluntary arbitration, compulsory arbitration as may be provided by law, and other modes that may be voluntarily agreed upon by the parties concerned.

My experience in mock - job interview

For me the most interesting question they asked me is: You observe two of your employees arguing in a central location in the office. So in this case, the first thing I should do is to tame the situation and ask my employees to stop arguing and calmly talk about the issue. And I'm going to explain to them that finishing the task is our immediate concern and that arguing will not speed up things. All of you have a duty, and all of you should do it professionally. I keep in mind that reacting to every worker complaint may actually heighten the drama and make the situation worse. It doesn’t mean that encouraging our team to manage issues on their own won’t require a little facilitating on our part, especially if we have employees who tend to avoid confrontation.So we should provide guidance or talking points, if needed, to help each employee approach the other person in a positive manner. Don’t set the expectation just fix the problem for them. We can facilitate the discussion, but that’s where we should draw the line. And always use best judgment when it comes to addressing employee complaints. And also it is important to ask the employees to go to a private area to avoid public scenes. If a customer witnesses a fight between two employees, our company may look unprofessional.There are times that people are just frustrated and need to express that.So we need encourage people not to get caught in the trap of venting, ruminating, and gossiping about the situation because that won’t move things forward. “But there’s nothing wrong with tolerating a few complaints in the short term.” If we’re worried by hearing one person out.At a minimum, we should keep a cordial relationship with the other person, but a better strategy is to demonstrate that we're refully open to all employees. “If our employees do want our advice, focus on making observations about what they might do, rather than concrete suggestions. , or just the person confiding in us , about all the possible options and lay out a decision tree. We should be more in problem-solving mode than gossip mode and together so we can decide on the right intervention.