As part of the leadership’s commitment to enhancing service for both the active and retired employees of the institutions within the North Philippine Union Conference territory, the Human Resources Department recently held a two-day seminar.
Retirement Updates
The first day of the learning session focused on updates to retirement policies. Presentations were led by Atty. Evin Villaruben, Assistant Treasurer and Legal Director, and Doris Salazar, Retirement Specialist. They were joined by the rest of the retirement team from the Southern Asia-Pacific Division (SSD), the Adventist regional headquarters in Southeast Asia.
The reiteration of retirement policies became imperative after SSD authorized each Union Retirement Committee to make the final evaluation and approval of retirement applications under their respective territory. Only special retirement cases will now be escalated to SSD. The decision was made in response to the growing concern from retirees about lengthy approval times for their retirement applications.
Additionally, significant emphasis was placed on the new Excel form developed by SSD, which, upon entering the required information, automates output and accelerates computations. This improvement is expected to assist those in charge of retirement processing, expedite the process, and reduce errors.
Well-Being in the Workplace
On the second day, the topic revolved around mental well-being in the workplace with Dr. Ian Kenneth Bermeo, VP for Operations of Adventist Medical Center Manila (AMCM) as the key lecturer. He began with the topic Data Privacy Act for employers and employees highlighting common data privacy issues in the workplace. He emphasized that as church institutions, our compliance should stem not merely from legal obligation but because we are accountable and responsible individuals. Protecting other’s data, he asserted, also shows that we respect and protect the people we serve and work with.
Dr. Bermeo then highlighted strategies for creating a positive work environment that promotes employees’ well-being. He explained that high well-being in the workplace boosts retention and attracts talent. Conversely, if employees’ well-being is not valued, they will leave. One of the ways that opens the door for employee well-being is employee engagement. This involves allowing employees more flexibility and providing them with opportunities to identify and solve workplace problems. This approach gives workers more control over how they do their work. As Dr. Ian emphasized, “People don’t want to be managed; they want to be led.”
He also discussed psychological safety in the workplace, which exists when employees feel they can speak up, offer ideas, and ask questions without fear of being labeled, punished, or embarrassed. Such environment fosters openness and creativity, improves team performance, reduces employee turnover, and increases job satisfaction and engagement. A psychologically safe workplace can be created through a supportive environment, honest communication, inclusion and belonging, a non-judgmental attitude, and empathy and understanding.
The final topic discussed was the relationship quotient, which is one’s ability to build, sustain, and enhance quality relationships. Developing core values such as trust, forgiveness, integrity, hope, and compassion can significantly improve personal and professional interactions. These improvements lead to increased happiness, satisfaction, and overall health.
It is hoped that the seminar has been beneficial for the nearly 80 HR practitioners who attended both in person and via Zoom. Additionally, it provided a valuable platform for participants to share their experiences, ongoing programs, and strategies for organizational growth. By enhancing leadership among employees, the seminar sought to improve the quality of service, enabling staff to communicate the goodness of God more effectively.
North Philippine Union Conference