2010 Candidates for President

2010 PMAP ANNUAL ELECTIONS
CERTIFICATE OF CANDIDACY

For the position of President

I.
PERSONAL DATA
FULL NAME
:
Schubert Caesar
C.
Austero


Name
M.I.
Last Name
NICKNAMES
:
BONG


DATE OF BIRTH

March 12, 1964


COMPANY
:
Philippine National Bank
CURRENT POSITION
:
Senior Vice President, Head of Human Capital Development Division


and Deputy Head for Human Resource Group




NO. OF YEARS AS COMPANY REPRESENTATIVE
:



This Company :
4


Other Companies :
12

A.
COLLEGE/UNIVERSITY DEGREES OBTAINED:
Degree
Name of Institution
Year earned
Bachelor of Arts
Leyte Normal University
1985


B.
SPECIAL COURSES COMPLETED/ GOV’T LICENSURE
Various advanced courses in

1986-
human resources, training, and
present
project management




C.
HRM-MANAGERIAL POSITION HELD:
Position
Company
Inclusive Years
Senior Vice President - Deputy
Philippine National Bank
2006 to
Head of HR & Head of Human
present
Capital Development
Vice President and HR Director
First Abacus Financial Holdings Corp 1997 –
2006
Asst Vice President & Training
Philippine Bank of Communications
1995-1997
Director
Senior Manager & Head of
Solidbank Corporation
1989- 1995
Corporate Communications

II
AFFILIATIONS IN OTHER ORGANIZATIONS:
Name
Positions Held
Inclusive Years
Remedios AIDS Foundation
President, Board of Trustees
2004 to

present
Treasurer
1989 t0
2004
De La Salle-College of Saint
Faculty member – Human Resource
2000 to
Benilde
Management Program
present
Manila Standard Today
Regular opinion columnist (Are We
2006 to
There Yet?) – Mondays and
present
Wednesdays
DDI
Accredited/licensed IM Instructor
1990 to
present
Jobstreet HR Forum
Member
2005 to
present
Various professional and civic
Member/director/volunteer
1986 to
organizations
present









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III.
PMAP INVOLVEMENT

A
Nature of Positions or Involvement in PMAP (In the last 8 years)


Inclusive Years


VICE PRESIDENT
2010
Chairperson – 47th Annual Conference “A New HoRizon”
Chairperson – Programs Committee of ten (10) Annual Conferences
1996-2009
Director for two terms
2007-2008
Chairman, Research Committee
2005-2006
Chairman, Learning Advisory Committee
2001-2002
Chairman, Educational Advisory Committee
2002-2003
Chairperson, Woodstock Meets Ragnarok Learning in Concert, 2004 2004
Annual Conference
Writer, PMAP Book - Stories of Excellence
2006
Professor, Diploma in Human Resource Management
1997 to
Teaches two certificate programs – Certificate in Human Resource
present
Development and Certificate in Human Resource Planning and
Acquisition
Member of various critical and strategic committees in PMAP including Since 1997
the HR Agenda ad hoc committee, PMAP’s strategic planning
to present
committee, etc.


B.
Significant Contributions to PMAP


Inclusive Years
Chaired the 47th Annual Conference which set new benchmarks for

PMAP conferences in terms of attendance, number of sessions,
2010
innovative approaches, and overall quality of the learning experience.
Introduced and championed numerous innovations in the Annual
Since 1997
Conference, General Membership meeting, and other committees
Enabled PMAP’s participation in various global/regional studies on 2008
HRM
Recognized as a thought leader in PMAP
Since 2008
Contributed significantly to PMAP’s resources through services Since 1997
rendered as consultant in various training programs conducted by
PMAP both public and in-house
Advanced PMAP’s various advocacies through written articles Since 1997
published
in
newspapers/journals
and
through
various
papers/speeches delivered in various for a
Active member and participant in various PMAP activitities
Since 1997
Proven dedication, commitment and value to PMAP
Since 1997



C.
PROGRAM OF SERVICE FOR PMAP, IF ELECTED AS PRESIDENT

t is time for PMAP to be a recipient of the expertise of its various members and
of the best practices of the profession. It is time for PMAP to be
I a showcase of the transformation and change management
programs that the HR profession champions. It is time for purposive
PMAP
QuickTime™ and a
decompressor
change in PMAP.
are needed to see this picture.

I seek the presidency in the hope of putting in place five main pillars
that will safeguard PMAP’s stature as the premiere association of people managers in
the country and as the foremost authority in people management in the Philippines,
namely:


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1) The necessary foundation blocks in terms of organizational design, policies, and
mechanisms that will enable the association to effectively respond to present and
emerging challenges;

2) A clear roadmap to a future that firmly situates the association
QuickTime™ and a
decompressor
are needed to see this picture.
in the context of the various challenges;

3) Institutionalization of services to members and a clear value
proposition to members;

4) Clearly defined and well-articulated advocacy programs that strengthen
PMAP’s strategic role as thought leader in people management, catalyst in
national development, and foremost champion of people issues in the country.

PMAP
5) A more inclusive PMAP that harnesses the strengths and
QuickTime™ and a
decompressor
are needed to see this picture.
contributions of a diverse range of stakeholders and partners
including SMEs, non-government organizations, and other
HRM professional organizations.
To achieve these, I am fully committed to pursue the following:

1.
Push for the crafting of a PMAP 2015 Strategic Plan within the year 2011, and
target the launch of the master plan by August of 2011. The PMAP 2015 Strategic
Plan should detail exactly what the PMAP organization should be in five years
including clear delineation of its various profit-making centers (Iip, HRMDC, etc) as
well as allied organizations such as the SOF. The goal of such a plan is to devolve
the various PMAP programs that take away focus from the core
QuickTime™ and a
decompressor
mandate of PMAP as a non-stock non-profit organization, the
are needed to see this picture.
delivery of services to members, and the advancement of the HR
profession in the Philippines.

2.
Fast-track the necessary amendments to the PMAP constitution including
necessary revisions in PMAP’s organizational structure, membership classification,
electoral reforms, etc. I will push to have the ratification by the middle of the year
2011.

3.
Institutionalize membership services in PMAP. Membership in PMAP should
come with a clear value proposition that spells out a clear scorecard for PMAP in
the eyes of its members. We need to think of PMAP as a professional organization
with specific mandates and deliverables to members. Along this line, I intend
to:

a. Institutionalize a clear policy on how much or what
percentage of PMAP’s income should go to membership
services every year. PMAP should revert back to its
members a percentage of the income it makes on an
QuickTime™ and a
decompressor
annual basis;
are needed to see this picture.

b. Fully harness technology in delivering services to PMAP
members. I commit to building the PMAP website
within 2011 into a fully functional website that makes
available to members a wide range of resources from
templates of policies, to latest studies and case
studies of best practices.

c. Make available to members for FREE core training
programs on HRM. I will push for a mechanism where there is a clear
delineation of training programs that are offered for a fee by the HRMDC and
those that are offered by PMAP for free or at a substantially subsidized rate
for members. I do not believe that PMAP should continue to make money out

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of members for basic HR knowledge necessary to help HR professionals
become effective or which should move the profession forward;

4.
Come up with innovative strategies to engage more members in the programs of
the association. Based on my many years in PMAP, I know for a fact that there
are many PMAPers out there who want to help – but have limited time, or cannot
commit to the kind of volunteer work that has become the norm in PMAP. To do
this, I intend to:

a. Shift to a PROJECT MANAGEMENT APPROACH where PMAP programs
and activities are broken into many smaller chunks which will be called
“projects” and appoint as many members as Project Managers. We can even
ask members to suggest “projects” that they can take on. Such projects will
have fixed timetables and deliverables, which will be aligned with the specific
capacities of members.

b. Promote new and innovative platforms of engagement for members. I
intend to continue with the usual fellowship activities, but we need
to recognize that PMAP members have various interests. We
QuickTime™ and a
need to start exploring reading groups, poetry reading groups,
decompressor
are needed to see this picture.
yoga clubs, running groups, etc. There is a wealth of diversity
that we can tap into!

c. Consider changes in the format of the General Membership Meetings.
Instead of having regular business meetings every month where we have
lunch and listen to speakers, we can explore having a GMM-dinner-musical
concert in certain months, a GMM workshop on a specific HR topic such as
how to build HR teams, even consider inviting global speakers to interact with
us through teleconferencing, etc. Let us continuously reinvent ourselves to
continue being attractive to our members. It’s time to think out of the box and
be more inclusive!

d. Consider offering regular Action Learning Programs where
we organize groups and visit companies to actually learn from
QuickTime™ and a
decompressor
are needed to see this picture.
host companies first-hand and see how their programs are
implemented on-site.

e. Pursue the idea of having simultaneous GMM meetings nationwide
through video conferencing. PMAP draws strength from being an association
with a national character. We need to start engaging the chapters proactively
and start the process of integrating them into the activities of PMAP National.

5.
Scale up and boldly implement PMAP’s various advocacies. It is time for bold
actions to position ourselves firmly in the national consciousness. I intend to:

a. Fully empower the National HR Agenda Committee including the
necessary resources for information and public relations campaigns;

b. Firmly establish PMAP’s stature as the thought leader in HR and people
management issues. To achieve this, we need
to continue strengthening thought
QuickTime™ and a
leadership through the development of
decompressor
are needed to see this picture.
empirical studies, documentation of best
practices, and continuous publication efforts.

c. In 2010, I commit to push for the publication of at least three reader-
friendly books on people management: 1) a compilation of practical tips
and caselets on common HRM issues; 2) a book of essays on what makes
the Philippine workplace unique and vibrant (and how to manage in such a
context); and 3) a book on HR for non psychology graduates (a compilation of
theories and applications).

QuickTime™ and a
decompressor
are needed to see this picture.

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d. Create a special task force that will begin the process of collaborating with
various stakeholders in pushing for more proactive responses to health
issues that impact on the workplace. Health issues are projected to become
a major threat to workplaces and will pose as the single biggest drain on an
organization’s financial resources. PMAP needs to proactively put in place
programs to mitigate the impact of lifestyle diseases, HIV/AIDS, new
epidemics on business organizations and employees.

e. Explore new strategies to build PMAP Institutional Knowledge. It is time for
PMAP to draw from the expertise, best practices, successful experiences of
its members and build these into a body of knowledge
that can be branded as Philippine HRM with PMAP as
QuickTime™ and a
principal stakeholder. I also intend to initiate the
decompressor
are needed to see this picture.
conduct of regular roundtable discussions featuring
various experts, document the proceedings and share
with members. We don’t have to call a big meeting for
people to learn from experts, we can organize small meetings, fully document
the proceedings including video coverage and share with the members.

In 2010, I intend to put the spotlight on the following HR topics as areas of
focus:

1. Metrics for Philippine HR (metrics that are customized and are proven to
work within the Philippine context)

2. Leadership Development (with specific focus on fast-tracking the
emotional maturity of young leaders)

3. Non-traditional technology applications in HR (beyond HRIS)

4. HR Programs for Philippine SMEs

f. Strengthen PMAP’s strategic role as accredited mediator for
disputes in the business sector. In 2010, I will work towards
deepening the PMAP bench of mediators and providing more
training programs to develop competent mediators.

g. Aggressively push for revisions in the PMAP annual awards to make it
more inclusive. For the longest time, we’ve been talking about setting up a
separate category for SMEs in the Employer of the Year award. It’s time to
put in place the necessary changes necessary to make things happen. To do
this, I will push for revisions in the awards guidelines immediately; and prior to
the launch of the awards to ensure that the 2011 search for awardees reflect
PMAP’s intent to be as inclusive as possible.

h. Explore the possibility of establishing partnerships with our Asean
counterparts for twinning programs such as holding a joint annual
conference.

6. Push for a more inclusive PMAP and build the association into becoming a truly multi-
sectoral community of people managers that work collaboratively with as many stakeholders
as possible. I intend to:

a. Champion a more purposive recruitment of members from as many sectors as
possible, with distinct focus on engaging SMEs.

b. Foster more collaborative and proactive partnerships with other HR professional
organizations.

c. Define clearly the terms of reference and actively promote a more proactive and
symbiotic relationship between PMAP and Junior PMAP.
d. Build more strategic presence for PMAP among key future people managers by
focusing on the building of Jr. PMAP chapters in the top universities such as the
University of the Philippines, Ateneo de Manila University, etc.

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2010 PMAP ANNUAL ELECTIONS
CERTIFICATE OF CANDIDACY
For the Position of PRESIDENT


I.
PERSONAL DATA

FULL NAME
: TERESITA A. VILLANUEVA
NICKNAMES
: TESS OR TESSIE
COMPANY
: TAV SYSTEMS, INC.
CURRENT POSITION
: PRESIDENT & MANAGING DIRECTOR
NO. OF YEARS AS COMPANY REPRESENTATIVE:


This Company
: __________________
Other Companies : 1979-1993__________
Individual Member : since Oct. 1993 to present

A. COLLEGE/UNIVERSITY DEGREES OBTAINED:
Degree
Name of Institution
Year earned
M.A. in Organization
Southeast Asia

Development major in
Interdisciplinary Institute
Enterprise Leadership
(SAIDI School of OD)
(completed academic
requirements/thesis defence in
Nov. 2010)
BS Psychology
University of Sto. Tomas
1972

B. SPECIAL COURSES COMPLETED/GOV’T. LICENSURE:



Executive Program in
Stanford University, Palo Alto, 2010
Organization Development
USA
Positive O.D.
SAIDI
2010
Compensation Planning &
Mercer College
2009
Budgeting
3Ps of Compensation
Mercer College
2008
Management
Series of Seminars/Workshops
IiP Philippines Quality Center
2006 and
and Shadowing to be
continuous
registered as Investors in
People (IiP) Standard
Specialist Adviser and
Assessor
The Cognate Coursework of
Ancilla Enterprise
2007
Master of Arts in
Development Consulting-
Organization Development SAIDI
Major in Enterprise
Leadership (M.O.D.E.L.)



C. HRM-MANAGERIAL POSITION HELD:
Position
Company
Year
President & Managing
TAV Systems, Inc.
1997 to
Director
(Total Approach to Vision)
present
Vice President-HR
Philkraft Marketing Corp. and 1994-1996
Monte Vista Resort &
Conference Center
HR& Administration Manager
Pulse Research Group (now 1992-1993
AC Nielsen)
HR Division Manager
Isetann Dep’t. Store Inc.
1989-1991
Personnel
Administration Metro Drug, Inc.
1989

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Manager


Personnel Manager
Metro
Drug
Group
of 1983- 1986
Companies
Personnel Manager
Nutech Circuits, Inc.
1981-1982
Recruitment
&
Training Tourist Duty Free Shops, Inc.
1979-1981
Section Head

II. AFFILIATIONS IN OTHER ORGANIZATIONS:

Name
Positions Held
Year
Mary Immaculate Parish – Head, Parish Finance Council
2006-present
Executive Committee


Chair, Temporalities Committee
1995 -2005
Employers Confederation of Member
2010
the Philippines (ECOP)

III. PMAP INVOLVEMENT

A. Nature of Positions or Involvement in PMAP (in the last 8 years)
Position/Involvement
Inclusive
Years
President, Society of Fellows
2010
Chair, General Membership Meeting Committee
2009-2010
Treasurer and Director in Charge, General Membership Meeting 2008
Committee
Chair, Corporate Social Responsibility Committee
2007
Member, Personnel Committee
2007
Member, Awards Committee
2006
Director in Charge, Awards Committee
2002-2004
Director in Charge, Ways and Means Committee
2003
Chair, Membership Committee
2000-2001






B. Significant Contributions to PMAP


1. As Chair of the General Membership Committee, I ensured 2009 - 2010
the effective and efficient conduct of the GMM each month
enabling members to learn new knowledge and latest trends
in the HR practice. This resulted to good attendance of
members each month to the GMM.



2. As Director of the General Membership Meeting 2007
Committee, led the group to conceptualize, choose the right
topics for the main and toolbox speakers and tapping HR
experts from local and international arena as speakers. The
GMM Committee was awarded the Committee of the Year
in 2007.



3. As Treasurer of PMAP, ensured the preparation of accurate 2007
and timely financial reports, checking of all disbursements
and proper placement of PMAP funds.




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4. As Chair of CSR, the committee worked towards:


2008
The establishment of the PMAP-Gawad Kalinga Village at
Bagong Silang, Caloocan.
2008
Holding the 1st ever “PMAP Earth Day Celebration” at
Intramuros, Manila were medical mission, art competition,
feeding and walkathon and musical entertainment were held
simultaneously.
2008
Conducting Train the Trainers to PMAP Chapter
representatives to enable PMAP to reach out to more
graduating students in the provinces through the Career
Exploration & Planning Conferences (CEPCON) starting
2008.
2008
Supporting the PESO officers in enhancing their
recruitment and hiring skills.
2008
Holding three major job fairs supported by JobStreet,
JobsDB and Job 1 thereby opening employment
opportunities to jobseekers in Metro Manila.
2008
Raising funds for the committee to buy houses for the
PMAP-GK Village.
2008
The CSR Committee won the Committee of the Year
Award in 2007.

5. For the Annual Conference:

Served as session chair during the 46th PMAP Annual
2009
Conference – Masters Session with PMY Awardees and

Past Presidents



Served as Resource Speaker during the 45th PMAP Annual
2008
Conference on the topic “ Investors in People: How People

Practices Impact Organizational Performance” held in

Baguio City.



Served as session chair during the 41st PMAP Annual
2007
Conference held at Waterfront Hotel, Cebu.



Served as Chair of the Registration Committee during the
2003
37th PMAP Annual Conference

6. As Director in Charge of the Awards Committee, ensured 2002, 2003 &
the success of the selection process and awarding 2004
ceremonies for the EOY, PPY and PMY winners. The
Awards Committee won the Committee of the Year Award
in 2004.

7. As Director in Charge of the Ways and Means Committee, 2003
raised Php3.5 million gross income for the construction of
the PMAP Center through the “Rhythm of Two, Promoting
Positive Values”, edu-entertainment fashion show held at
World Trade Center, Pasay City.

8. As the Director of the Membership Committee, the 2002
committee accomplished the following:
Achieving 106% of recruitment target for new members
for the period Jan.-Aug. 2000.
Achieving 145% in reactivating inactive PMAPers
based in Metro Manila to attend PMAP activities.
The Membership Committee won the Committee of the
Year Award in 2002

9. As member of the Accreditation Council of the Society of 2009
Fellows, I was actively involved in the formulation of the

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Competency Model for screening HR practitioners seeking
accreditation as AFPM, FPM and DPM.

10. Other projects undertaken for PMAP:

Installed Job Evaluation, Salary/Pay Plan Design and 2005
Administration for PMAP professional staff

Conducted the following Seminar/Workshops on:



Performance Management System (for PMAP professional 2009
staff)

How to Set Up a Human Resources Department (for PMAP 2002
– Cagayan de Oro Chapter)

Train the Trainer Workshop (for PMAP-Cagayan De Oro
2002
Chapter and PMAP-Tarlac Chapter)



Served as Resource Speaker during the CTSP of PMAP- 2008
Baguio Chapter on the topic “Investors in People as a Tool
for Organizational Excellence”
11. As part of the Core Team of the Investors in People Phil.
Quality Center:

Actively participates in the strategic and annual planning of 2007 to
the IiP Phil. QC and ensuring its execution to achieve its present
objectives.

Served as specialist assessor for 8 companies
2007 to 2010
Served as specialist adviser for 3 companies
2007 to 2010
Conducted IiP presentations to management team of 2007 to
prospective IiP clients
present
Served as resource speaker on the topic Gaining Employee 2010
Commitment to Achieve Organization Objectives to
delegates of the Asia Pacific Rural and Agricultural Credit
Association (APRACA)




10. PROGRAM OF SERVICES FOR PMAP, IF ELECTED AS PRESIDENT

I will lead the PMAP Officers and Directors in achieving the following program of services
in 2011:

1. Revisit PMAP’s vision and mission based on current strategic initiatives and develop the
support structures to achieve the vision and mission of PMAP for the future. More
importantly, provide the organizational structure, people practices, processes, lateral
capability, and rewards to achieve these.

2. Review existing membership services giving importance to up skilling the membership
from the HR assistants, specialists, supervisors, managers and senior HR managers so
that they develop the appropriate knowledge and skills that will enable them to attain
future accreditation as AFPM, FPM and DPM.

To attain this:

2.1 CHRM shall develop learning and development tracks aligned to the Competency
Model used by the Society of Fellows in accrediting individuals for AFPM, FPM
and DPM as well as the good people practices espoused by the Investors in People
(IiP) Standard and Framework.
2.2 Review all existing non-curricular programs and develop new programs to ensure
that knowledge and skills learned are those that will enable members to hone their
capabilities to meet their individual, team and corporate objectives.
2.3 Make more reasonable the cost for learning and development so that more members
are able to afford our learning and development programs.
2.4 Provide more learning sessions on best people practices for member organizations
to emulate.


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3. Provide sufficient resources for different PMAP advocacies that will make PMAP’s
presence felt and heard by the government/public/private sectors in the Philippines on
labor and social issues, values, good governance and ethics, as well as for research and
publication projects.

4. Review existing CSR projects and support those that will have the biggest impact on the
environment, housing, employment and livelihood. Provide sessions for sharing best
practices, skills and knowledge for member organizations thinking of setting up or
improving their own CSR projects.

5. Strengthen free-consulting services by beefing up consultants’ pool from the SOF,
seasoned IR and HR practitioners to help members in their HR/ER related concerns,
problems and issues. Enhance buddy system for new members to ensure they attain
required points within a year to get regularized.

6. Strengthen advocacy and marketing of the IiP Standard and Framework as a way of
helping member organizations improve their bottom line through good people practices.

7. Build alliances with private organizations and NGOs to avail products and services at a
discount for PMAP member organizations.

8. Increase PMAP membership through aggressive and creative recruitment of new
members and at the same time increasing retention activities for existing members.

9. Change the mindset of using numbers in measuring AC’s success to more qualitative
results.

10. Properly allocate plowback of revenues to meaningful membership services.

11. Tie up with European Chamber of Commerce and Makati Business Club for awarding
companies that exemplify Good Ethical Practices as our contribution to nation building.

12. Continue to support the National Human Resource Agenda to influence policy
and decision making bodies with respect to preparing Filipino talent for global
competitiveness.


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