Assignment 6(HRM)

What do you think will the 21st -century corporations look like?


Technology can be a powerful lever for school reform, at the classroom, school, and district levels. However, too often technology is implemented poorly and then applied in ways that only buttress traditional practice and as what expected in the near future there will be more new technology develops that can influence students to adapt and used this hi-tech gadget.

Here are some new technology being develop during 21st century

Biometrics -for secure mobile connections, Biometric data has been used to tie the device to a person to prevent it from being used illegitimately. But the IST project Secure Phone is taking a new approach.
The world's first hands-free binoculars -HiStar, Inc. has introduced its line of hands-free binoculars.
Scientists discover Nanograss-Scientists discover new method to control liquid using silicon surfaces that resemble blades of grass.
Beyond - the Kitchen of the Future- Beyond Connected Products are coming to your kitchen: networked home products designed to make life simpler, more convenient and fun.
The worlds first hand-held printer- PrintDreams, the developer of the Random Movement Printing technology RMPT(tm), has announced the release of PrintBrush(tm), the world's smallest and only fully format-independent printer.
The Gauntlet- It's not Just Another Gadget, It's the one-size-fits-all Gauntlet - a wireless system that's set to become the next step in Wearable Communications.

“Corporations have long insisted that globalization delivers prosperity. But a report commissioned by the Financial Services Forum, an association of CEOs of 20 major financial firms, admits that most benefits have gone to a select few. International operations increasingly account for most sales and business conducted by multinational firms, writes David Wessel for the Wall Street Journal. But workers in developed nations have increasing job insecurity. If benefits bypass ordinary workers, resentment could prompt US legislators to restrict international trade. A huge income gap is unnecessary for the US: The report recommends higher taxes for those gaining the most from globalization, protecting the tax base in communities facing factory closures, and a guarantee of health care and training opportunities for all workers.
The association warns that growing inequality threatens overall US prosperity and released the report to candidates for the 2008 US presidential election. But the warning may be too late, with politicians chasing after votes and surveys reporting that more than two-thirds of Americans anticipate that their children’s lives will be worse off than their own. – YaleGlobal”
Corporation is the most common form of business organization, and one which is chartered by a state and given many legal rights as an entity separate from its owners. This form of business is characterized by the limited liability of its owners, the issuance of shares of easily transferable stock, and existence as a going concern. The process of becoming a corporation, call incorporation, gives the company separate legal standing from its owners and protects those owners from being personally liable in the event that the company is sued (a condition known as limited liability). Incorporation also provides companies with a more flexible way to manage their ownership structure. In addition, there are different tax implications for corporations, although these can be both advantageous and disadvantageous. In these respects, corporations differ from sole proprietorships and limited partnerships.

Many people, ranging from linguistic and academic experts to Internet bloggers, predict that the "twenty X" pronunciation method will eventually prevail, but a time frame as to when this change will occur often differs. The year 2010 "twenty ten" is suggested by many, with the "two thousand x" pronunciation reserved only for the "two thousands" decade of 2000s[5][6] and the Vancouver Olympics, taking place in 2010, is being officially referred to by Vancouver 2010 as "the twenty-ten olympics", while 2011 and 2013 are popular as well. The latest timeframes for change are usually placed at 2020.

id=9482 Corporation in the 21st century

 Innovation- is the number priority
 Foster individual creativity
 Coordinate rather than command
 Make innovation everybody’s business

id=9482 21st century manpower resources

The worldwide search for manpower parallels the increasing demands of socioeconomic growth and progress. This is true whether in developed or developing countries. The demand corresponds to actual and projected needs. And these needs are many and varied. It is meeting these requirements that make manpower recruitment and mobilization a vital activity, if often difficult. For the elements of competitive costs, selectiveness, reliability, timely delivery and such other vital consideration come into play.


id=9482 Higher education in the 21st Century: Perspectives on an emerging body of literature
This paper summarizes the major themes in the body of writing which purports to describe what higher education will look like in the 21st Century. Some reasons why change might be far more pervasive in the first decade of the 21st Century than in the last three decades of the 20th Century are the increasingly harsh economic environment of higher education, the increasing integration of higher education with the world of business and industry, and the widespread use of information technology. It is suggested that the only constituency from which there will be opposition to the scenarios depicted in the 21st Century higher education literature is faculty of colleges and universities.




Refereces:
http://www.21stcentury.co.uk/technology/
http://yaleglobal.yale.edu/display.article?
http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6V65-3V603XP-5&_user=10&_rdoc=1&_fmt=&_orig=search&_sort=d&_docanchor=&view=c&_searchStrId=1029973674&_rerunOrigin=google&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=e41da817b008ba3854f61643efeda304

Assignment 5(HRM)

Visit and identify a company website that has undergone HR downsizing. Identify the cause of downsizing and describe its processes.

Downsizing is an extremely relevant issue to organizations today in that it has become the most prevalent dilemma in recent years. The current tendency of organizations to restructure and ultimately to downsize has a major negative impact on the organizations themselves, on their
surviving and terminated employees, on the government, and on society as a whole. In fact, it is everyone's problem, and it seems to have become more the rule than the exception that it used to be in the not too distant past. The current adverse economic climate has been persistent and long-lasting. As a result, many organizations that were operating inefficiently have been driven out of business, and most of those that have survived were forced to restructure in order to streamline their operations and achieve operating cost savings that would ensure their continued competitiveness both on the local and global markets. More often than not, this meant downsizing the organization and, in many cases, the downsizing was conducted in multiple phases or on an on-going basis. The direct result on the organization was a marked drop in employee morale and productivity which prevented organizations from realizing their strategic objectives.
Beyond the organization, the overall effect of these cost-cutting measures has been the loss of a very significant number of jobs in the North American economy. Specifically, in Canada, unemployment rose in November, 1992 to 11.8%, with approximately 1.6 million Canadians unemployed.(1) In Ontario and Quebec, the numbers were 10.9% and 14.3% respectively.(2) These numbers do not include unemployed persons who: (1) have given up looking for jobs and have been transferred to the Welfare system, (2) have decided to pursue further education, or, (3) have simply decided to lower their standard of living and live on one income.

Background On Downsizing
-In the contemporary business era, where the emphasis is on cost-effectiveness and ‘lean' organizations, downsizing has emerged as a prominent activity of relieving employees from their jobs. There are several reasons due to which organizations follow the downsizing strategy.


Managing After Downsizing : A Manager's Guide to Coping With Layoffs
-Downsizing is a very personal and emotional experience for people caught up in the events. Some managers believe that those who are not dismissed will feel relieved, even grateful that they survived to keep their jobs. This might be true in some cases, where the cuts are few and widely...
*Layoff -dismissal, often temporarily, from work because a job ceases to exist or because of lack of work. Employees who are laid off may qualify for unemployment compensation.

Downsizing With Dignity
Most companies' resort to downsizing for achieving increased profitability. The organizations apply downsizing techniques by cutting down the expenses and increasing employee layoffs. However, experts suggest that an organization must recognize the real problem within the organization before going on a layoff spree. Moreover, even if an organization is determined


Top 10 Ways To Survive An HR Downsizing
In tough times, it’s not unusual for an HR downsizing to occur in many organizations. Cost pressures, lack of profitability, competitiveness issues, and organizations restructurings happen every single day and impacts thousands of people. And HR is not exempt from this ax.
Losing your job in an HR downsizing can be a traumatic experience. If the ax does drop on you, you’re likely to feel angry, discouraged and disoriented. And while these emotions are natural, it’s important that you don’t stay in that place for long.
Losing your job is just like any loss — your body and your emotions need some time to adjust to this new type of change that you’ve just experienced. It’s important that you take time to work through your thoughts and feeling and then get back on track quickly.
If you’ve lost your job or about to lose it, here’s what you can do right now, in order to get back on track quickly….
1. Realize that downsizing isn’t personal. There is a great possibility that the downsizing happened for reasons outside of your control If that’s the case then it’s important to understand that it’s not your fault or a reflection on you. You’re just getting caught in the middle of business fact of life that impacts just about everyone at some point in their career. There no one to blame.
2. Don’t take the victim mindset. Adopt the perspective that you are the same great HR person that you were before downsizing. It’s important that you take on the frame of mind that you as a person, are always bigger and more important than any job or career that you’ll ever have….and that your unique set of HR skills and experience are valuable.
3. Reach out and spend time with others in your organization, especially other HR folks, who have also been downsized. You’ll get job and career ideas from them if you stick together, network and support each other. Resist the urge to think that you’re in competition with each other. There is power in numbers.
4. Stay in touch with your HR colleagues who are still working at the company. Candidly, some may uncomfortable talking with you since you’re now moving on. However, don’t let them feel awkward and be sure to bury your own ego. The next job opening or career opportunity usually comes from someone you already know, not from an ad or a headhunter. If you’ve done a great job of building relationships and networking, don’t be surprised if you get a call from a former colleague or boss about a different opportunity.
5. Form your own Career Advisory Board of your 5-7 smartest friends and family members who know you well. Why not use this as an opportunity for getting input from people around you who care? Get together twice a week to toss around ideas for how to handle the current situation and let them challenge you to look beyond the problem and consider new possibilities. They may know you better than you do and may provide options you’ve not thought about.
6. If you need to, reduce your spending right away to give you extra time to sort things out. Don’t assume that you’ll land the right HR job immediately. Cut your personal expenses by at least 40-70%, if needed. Don’t be afraid to take brutal, even radical steps. Often, this type of self-imposed ‘jolt’ will encourage a different type of thinking, which is critical during this time for you. And, frankly, who needs the stress of worrying about money? You need to be thinking clearly at this time about your next career steps.
7. Start thinking about the kind of work that is personally rewarding to you. You may find out it’s not HR work. If you’re an HR generalist, do you want to stay a generalist? If you’re doing labor relations work, are you tired of wrestling with unions or do you want to chance your career direction entirely. Too many people are not in jobs or careers which fulfill or satisfy them. And life’s too short to suffer in silence. So, use this break as an excuse to get real selfish and discover what makes you the happiest. When you’re happy doing what you’re doing, the money will usually take care of itself.
8. Invest in strengthening your towering skills. No one else will. The HR job market is hungry for highly skilled individuals in any field – generalists, specialists, consultants, coaches, mentors, part-timers, or contractors. If you’ve got a specialized skill or natural aptitude, invest in expanding that skill and making it even stronger. The best skills take time to develop into a well-paid profession, career or business. It’s never too late to invest in your self.
9. Treat the downsizing experience like a treasure hunt where getting your next job is the prize. Get out paper and pen or jump on your laptop and begin creating a plan for yourself. Identify where you are. What resources and skills you have. Who you know who can help – consider doing anything you can do keep yourself motivated until you land the next job. Turn it into a game.
10. Get some coaching and counseling. Many firms who are downsizing provide outplacement counseling and resources. Take full advantage of this benefit.
Going through an HR downsizing can be a painful experience. However, following these ten steps can enable you to cope this trauma and quickly get your career back on track.


reference:
http://www.allbusiness.com/human-resources/workforce-management-hiring/417499-1.html
http://www.successinhr.com/human-resources-downsizing

Assignment 4(HRM)

Good day...

All of us want to achieve our dreams...
honestly when I enter my college life in USEP it was really hard for me to adjust because during my high school days I did not felt a pressure at all and frankly speaking I am not studious person but when I came at this University all the hardships of being a student is all present in this University that’s why I learn to make things/assignments ahead of time ika nga “do not wait for the deadline” and it really helps me to be a responsible student. Besides this university which is University of Southeastern Philippines(USEP-obrero campus) a standard university teach me to be a good example of other students, I know only myself can help me to achieve what I want in the future but above all of this GOD is the center of all the success. I am lucky because I enroll at USEP although it is really hard to graduate in this university but I really learn a lot especially in this subject I learn to face a professional person and to have an interview in a certain company. The question being asks how the university helps me to achieve what I want to be in the future ahm... as an IT student it is very important to have a computer laboratory. It helps in making a research, an assignment and fortunately the university has given us a chance to use this equipment which is the computers, and it is one way that the university help us to achieve our dreams in the future and in this way we can enhance our ability and we can practice and study our lessons so that in the future we will be good in what job or career we choose.

Assignment 3(HRM)

At first i never expect that i would take this course which is "Information Technology" but as time goes by i realize that this course is my interest although it would be very hard for me to adjust and hopefully if I had given a chance to graduate as An Information Technologist I would rather apply this kind of online jobs:..

1. Database Administrator
A database administrator (DBA) is a person who is responsible for the environmental aspects of a database. The role of a database administrator has changed according to the technology of database management systems (DBMSs) as well as the needs of the owners of the databases. For example, although logical and physical database design are traditionally the duties of a database analyst or database designer, a DBA may be tasked to perform those duties.
Primary responsibilities include:
• Participate in design, development, implementation, and maintenance of database systems and projects;
• Support security functions and solutions; and
• Monitor and report on network and system performance metrics.
• Duties involve coordination/interface with government personnel, subcontractors, and consultants.
The duties of a database administrator vary and depend on the job description, corporate and Information Technology (IT) policies and the technical features and capabilities of the DBMS being administered. They nearly always include disaster recovery (backups and testing of backups), performance analysis and tuning, data dictionary maintenance, and some database design.
Some of the roles of the DBA may include:
• Installation of new software — It is primarily the job of the DBA to install new versions of DBMS software, application software, and other software related to DBMS administration. It is important that the DBA or other IS staff members test this new software before it is moved into a production environment.
• Configuration of hardware and software with the system administrator — In many cases the system software can only be accessed by the system administrator. In this case, the DBA must work closely with the system administrator to perform software installations, and to configure hardware and software so that it functions optimally with the DBMS.
• Security administration — One of the main duties of the DBA is to monitor and administer DBMS security. This involves adding and removing users, administering quotas, auditing, and checking for security problems.
• Data analysis — The DBA will frequently be called on to analyze the data stored in the database and to make recommendations relating to performance and efficiency of that data storage. This might relate to the more effective use of indexes, enabling "Parallel Query" execution, or other DBMS specific features.
• Database design (preliminary) — The DBA is often involved at the preliminary database-design stages. Through the involvement of the DBA, many problems that might occur can be eliminated. The DBA knows the DBMS and system, can point out potential problems, and can help the development team with special performance considerations.
• Data modeling and optimization — By modeling the data, it is possible to optimize the system layouts to take the most advantage of the I/O subsystem.
• Responsible for the administration of existing enterprise databases and the analysis, design, and creation of new databases.
o Data modeling, database optimization, understanding and implementation of schemas, and the ability to interpret and write complex Structured Query Language (SQL) queries
o Proactively monitor systems for optimum performance and capacity constraints
o Establish standards and best practices for SQL
o Interact with and coach developers in SQL scripting
2.IT Consultant
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization's IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Task typically involve:
* meeting with clients to determine requirements;
* working with clients to define the scope of a project;
* planning timescales and the resources needed;
* clarifying a client's system specifications, understanding their work practices and the nature of their business;
* travelling to customer sites;
* liaising with staff at all levels of a client organisation;
* defining software, hardware and network requirements;
* analysing IT requirements within companies and giving independent and objective advice on the use of IT;
* developing agreed solutions and implementing new systems;
* presenting solutions in written or oral reports;
* helping clients with change-management activities;
* project managing the design and implementation of preferred solutions;
* purchasing systems where appropriate;
* designing, testing, installing and monitoring new systems;
* preparing documentation and presenting progress reports to customers;
* organising training for users and other consultants;
* being involved in sales and support and, where appropriate, maintaining contact with client organisations;
* identifying potential clients and building and maintaining contacts.
3.Software Developer
-Write, modify, and debug software for client applications. Use source debuggers and visual development environments. Write code to create single-threaded or user interface event driven applications, either stand-alone and those which access servers or services. Test and document software for client applications.

4.System Analyst
-Responsible for the operating system and associated subsystems. Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems. Identify alternatives for optimizing computer resources.
PRIMARY RESPONSIBILITIES
* Collect information to analyze and evaluate existing or proposed systems.
* Research, plan, install, configure, troubleshoot, maintain and upgrade operating systems.
* Research, plan, install, configure, troubleshoot, maintain and upgrade hardware and software interfaces with the operating system. Analyze and evaluate present or proposed business procedures or problems to define data processing needs.
* Prepare detailed flow charts and diagrams outlining systems capabilities and processes.
* Research and recommend hardware and software development, purchase, and use.
* Troubleshoot and resolve hardware, software, and connectivity problems, including user access and component configuration.
5.Web Designer
-responsible for day-to-day site design and creation, while webmasters are responsible for all technical aspects of a Web site, including performance issues such as speed of access, and for approving the content of the site.
Duties of Web Designer:
* Translating a client's marketing or informational content into a functional website.
* Mapping or outlining a website's structural content.
* Creating or editing images and graphics for website use.
* Determining all coding requirements for site creation including: e-commerce capability, forms and specialized scripts.
* Creating templates of approved website layout.
* Coding website using HTML, or GUI design software.
* Coordinating with programmers for specialized scripts.
* Creating verbal content for the website or using approved content from the client.
* Integrating verbal content with site design for final product.
* Posting completed site to internet server using FTP software.
* Making changes to the site directed by client.
* Submitting completed site to search engines.
Among the five online jobs the best job for me that i want in the future is that being an IT consultant because i like being advicer to other people especially when there is a problem in a company, as a consultant it tends to help to overcome the problem right?and as far as i know a consultant would come into a company to perform a particular job which the company could not, or would not, want to do with its own people and be able to identify those contracts which will be in your best interest. I hope i could be able to do what i want in the future.

http://www.nationjob.com/job/AMAH42
www.prospects.ac.uk/links/itconsult/

Assignment 2(HRM)

This is one of the assignment that i really need to decide what would be my future job, well it is my own choice to choose a job. I like to be a an IT Analyst.
IT Analyst -it Assist with the planning and organize technical service projects and functions when required including internal networking, office computers, phones and other Ad Sales technical infrastructure; Maintain an understanding of the latest technology and how to apply it to our ad sales operations; Maintain a high level of understanding in the set up, deployment and maintenance of computer hardware, software, LAN and WAN. 20; Work with traffic and other software vendors to ensure maximum up times; Research and recommend solutions for technical projects and issues designed to grow Ad Sales revenue; Provide advanced troubleshooting and support of Citrix server, SQL server, phone systems and networking hardware; Utilize networking technology to provide connectivity and real-time sharing of data between sales offices; Back up for Tech Services Coordinator as required; Any other duties assigned by management.

*I/TA General Skills*

The following general skills are looked for in an I/TA:

* Moderate to extensive knowledge of the Internet and the World Wide Web

* STRONG organizational skills

* STRONG communication skills - this job requires communication with other students, faculty, staff, directors and other influential people both inside and outside the university

* Ability to work under pressure

* Ability to work independently or in a group with minimal direction (need to be able to work through all the details of broad minded projects, and know how and where to find the needed information to complete those projects)

* Knowledge of Rutgers University and know where to find the information for reference purposes

* Anticipation of the information needs of our users

* Innovativeness in organizing, displaying, and making useful information available to the Rutgers community

* Willingness to adapt and to learn new skills and new ways of doing things

* Creativity!


*Duties*

After suitable on-the-job training, an ITA is expected to be able to do the following:

* Web site creation and maintenance both for the university and Campus Information Services

* Installation, maintenance, and troubleshooting for our computer system and networks

* Information maintenance/data entry

* Development of information sources and acquiring information

* Creating and maintaining relational databases.

http://www.nationjob.com/job/TWCM194
http://www.ruinfo.rutgers.edu/jobpost/ita/itadescript.shtm

Assignment 1(HRM)

==Best Practices in HR of San Pedro Hospital==

Gud day sir you have given us a task to choose a company which has a best practices in HR, actually our group proposed five companies and luckily you approve one of the five companies which is the San Pedro Hospital and we visited their HR department last Friday and as we conduct an interview during that time we learn many things about the HR department of San Pedro Hospital. Besides the HR director (Teresa Magno) that time is not around so we interviewed her Secretary Corazon Chio and she discuss to us what are the best practices of Human Resource of their Hospital and also she detailed about their management, their HR focus on their employees and they secure and protect their employee because without the services of employees it will not have a good management in Human Resources. Secretary of HR director share to us about their Vision, Mission and Core Values. We construct a four questions during the interview and these are the following:
1. What is the goal and function of San Pedro Hospital Human Resources' (SPHHR)?
2. What are the ways in recruiting or selecting an employees or applicants?
3. What are the services that would cater the employees?

**Goal and Function of San Pedro Hospital Human Resources' (SPHHR) is to provide responsive
service to the people who make the Hospital's best quality healthcare service possible.
• The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

• Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all department have for easy access to all employees.
"HR Department" as playing a major role in staffing, training and helping to
manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

**Ways in recruiting or selecting an employees or applicants
Mission of Recruiting and Selection -is to ensure and promote fairness and
consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.
She shows us an example of requirements and qualifications on how they will hire an applicant.

Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only
2.Take written exam ( 100.00 examination fee )
-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination
-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office
-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration
5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee
1,500.00

Requirements:
1.Application Letter
2.Bio-data / Resume with 2x2 picture
3.Photocopy of the following
*Transcript of Records
*Summary of Related Learning Experience
*Diploma / Certificate
*Board Rating
*Board Certificate
*PRC ID
*IV License / Card (optional)
*Certificate of Previous Employment (optional)

Training Programs:
Private Duty Nursing

Qualifications:
Registered Nurse

Requirements:
1.Application Letter
2.Bio-data with picture
3.Diploma
4.Transcript of Records

All Application Letter for SPH should be addressed to:
Ms. Maria Teresa D. Magno, R.N.
Human Resource Director
San Pedro Hospital of Davao City
C. De Guzman St, Davao City

**The services that would cater the employees is comprised of the following program areas:

*Leaves/Records/Worker’s Compensation/Performance Evaluations

The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employees information; benefits and services awards.

*Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting
employee with health, dental and insurance coverage (ECC); & retirement benefits.

*Human Resource Staff Development

Human Resource Staff Development is committed to enhancing the skills,
knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective, job related training possible with which
employees can continue tio improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

Company Profile:
San Pedro Hospital of Davao City Inc. is a Catholic non-stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all. The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc.

At present San Pedro Hospital has 295 bed capacity and 20
Bassinets. It is also accredited by the Philippine Health Insurance Corporation and provides services to various Health Maintenance Organizations.

Vision
We, the San Pedro Hospital community envision persons experiencing the best
quality health care services in mercy and compassion.

Mission
We, the San Pedro Hospital community of health workers commit to:

1. Provide the best quality and compassionate health care services in satisfying all individuals with respect and reverence of their person;
2. Deliver quality satisfying services expected of a training health care institution; and
3. Witness as a community the mercy and compassion of a loving God in the performance of individual and communal responsibility.

Core Values
Quality Customer Service

* Follows systems and procedures
* Renders fast, timely and efficient service
* Listens and acts on patient’s/client’s complaints
* Provides patients with timely, complete, correct information regarding their current state and the hospital procedures that they will have to go through
* Serves with respect and wearing a ready smile to patients and colleagues
* Commits to continual improvement both in the formal and non-formal training, learning events.

I really learn and enjoy regarding this assignment. It was a challenge for me in facing the professional people and also it is an honored for me and besides it helps to develop our self-confident. I realize it was hard to look for a job nowadays and honestly it is very nervous to have an interview to a professional person especially the time we went to San Pedro Hospital, Secretary Chio taught us to be prepared all the time particularly in making a guidelines during interview and be serious in conducting an interview. I hope I will be a good interviewer.


==========God Bless……===========

Reflection IS Leadership Role

Good day this is my second blog regarding the topic and it tried to share about the content of Information System Leadership Role which have undergone fundamental changes over the past decade. There are collected data s on general Leadership roles Technical Aspects and According to Henry Minztberg, managers undertake activities to achieve the objectives of the organization. Mintzberg's role typology described manager's job in terms of varoius roles such as:

*Informational Role- means that the executive or manager doesnt know all things but he able to know things that are relevant to his job or we may say that that he may not knoweverything but he typically knows its subordinate
* Decisional Role -it means managers gathered information doesnt end with it, those datas will be used in decision making in which the managers play a vital role
* Interpersonal Role -in this third component every manager are obliged to perform ceremoniel duties such as going to an business meeting as a representative of their enterprise or department. As a leader, a manager are responsible for the work of their people from their enterprise.
as well as on specific Information System Leadership roles such as
*chief architect-designs future possibilities for the business. His primary work is to design and evolve the IT infrastructure so that it will expand the range of future responsibilities for the business, not define specific business outcomes. The infrastructure should provvide not only today's technical services, such as networking, databases and desktop operating systems, but an increasing range of business-level services, such as workflow, portfolio management, scheduling and specific business components or subjects.
*change leader- arranges resources to achieve optimal implementation of future. The essential role of the change leader is to arrange all those resources that will be needed to execute the change program.
*product developer-helps define the company's place in the emerging digital economy.
* technology provocateur-embeds IT into the business strategy. the technology provocateur workswith senior business executives to bring IT and realities of the IT marketplace to bear on the formation of strategy for the business.
*coach- teaches people to acquire the skillsets they will need for the future .
*chief operating strategist- Invents the future with the senior management.he focused on the future agenda of the IS organization.
When you think of Leadership in an organization, it is easy to think of management teamand anyone who has "lead" or "leader" in their job description example of people in leadership role includes senior executives, manager and technical professionals serving as project leaders representing their business function.
Effective leadership is a personal role that requires the blending of motivational, strategic and management skills to align focus, energy and drive whilst creating a culture that encourages individual thinking and attainment. Ultimately leadership is about pushing ideas and thoughts forwards, shouldering responsibility and unlocking hidden drivers and aspirations to bring out the confidence of others. Harnessing energy in a strategic way that inspires and unites a team towards achieving some common task. Although working practices have undergone dramatic change, the essential qualities of a good leader remain remarkably unchanged, the only point to note being that with the flattening of company structures and loss of middle-management, leaders are required to have greater project management and influencing skills than in the past.
Information system (IS) leadership is a critical area for many organizations because of their increasing dependence on ISs both for operational stability and for enablement of process innovation and business strategy. IS Leadership is distinctive from leadership in general because the Chief Information Officer (CIO) is expected to combine IS technical skills with an in-depth understanding of the organization across all functions from operational to strategic. Thus, unique leadership challenges arise due to the technology/business interface. The breadth of the IS Leadership role implies that IS Leadership research needs to cover a wide range of topics concerning the role and characteristics of the CIO, the CIO's interface with the top management team, and the CIO's organizational impact. This essay discusses the distinctive aspects of IS Leadership, identifies the dominant themes in prior IS Leadership research,and introduces five papers on IS Leadership in this issue.