Master Your Job Training and Secure Regular Employment: A Beginner’s Guide

Starting a new job can be both exciting and overwhelming. Whether fresh out of school or transitioning into a new career, passing your job training and earning that coveted regular employment status is a crucial milestone. This guide will walk you through the essential steps to succeed during your probationary period and beyond.

What is Job Training and Probationary Employment?

When you first join an organization, you must undergo on-the-job training (OJT) and a probationary period lasting up to six months per Philippine labor standards. This period allows the company to evaluate your fit for the role and allows you to adapt to the organization’s policies, processes, and culture.

The training phase isn't just about proving your worth to the company; it's also about deciding whether the company aligns with your personal and professional goals.

The Importance of Onboarding

Your journey begins with the onboarding program. This initial training session is designed to familiarize you with the company's:

• Vision and mission
• Organizational structure
• Policies and procedures
• Job-specific responsibilities

Pay close attention during this phase. It’s your chance to understand the company’s culture, build relationships with colleagues, and explore potential career paths within the organization.

Tip: Embrace a "learning mode" mindset. Avoid thinking about leaving the company prematurely—this limits your potential to grow and learn. Focus on making the most of the experience.

Be Teachable and Eager to Learn

During training, your attitude matters as much as your skills. Here's how to make a great impression:

1. Ask Questions: Don’t hesitate to seek clarification or ask for guidance. It shows your eagerness to learn.
2. Be Humble. Accept feedback graciously and implement it promptly. Trainers are more willing to help those who genuinely desire improvement.
3. Adapt and Relearn: Open to unlearning old habits and adopting the company’s established practices.

Think of yourself as a sponge—soak up as much knowledge as possible. Even if you’ve heard certain principles before, there’s always a fresh perspective to discover.

Set Clear Expectations

Discuss your supervisor’s expectations and performance criteria early in your training. Knowing what’s expected helps you focus on achieving your goals.

Pro Tip: Don’t fear making mistakes. They are a natural part of learning. What matters is how you analyze your errors, seek improvement, and avoid repeating them.

The Power of Communication

The most important skill during your probationary period is communication. Strong communication builds trust and ensures alignment with your team. Keep these tips in mind:

• Be proactive: Share updates about your progress and ask for feedback regularly.
• Clarify instructions: Ensure you understand your tasks before diving in.
• Foster relationships: Build rapport with colleagues and supervisors.

Success during your training and probationary period boils down to being open to learning, understanding expectations, and maintaining clear communication. Approach this phase as an opportunity to grow and build the foundation for a successful career.

Remember, every step you take now shapes your professional journey. You’ve got this!

Ready to shine in your new role? Share this article with friends starting their careers, and let’s help them succeed, too!

How HR is Evolving in the Philippines

 

I am still working on Chapter 1 of my book, and this article discusses HR Trends in the Philippines. As promised, I will share some excerpts, and I hope to hear your insights on this subject. Please feel free to send me your comments in the comment section.

The pandemic has undoubtedly reshaped the world of work, and HR in the Philippines and Southeast Asia is no exception. As organizations grapple with shifting employee expectations, technological advancements, and new workplace norms, HR's role has become more dynamic than ever.

In this blog, I’d like to share key insights drawn from recent reports and my own observations, highlighting some transformative trends shaping the HR landscape today:

Hybrid Work: The Future or a Passing Trend?

A recent HR Asia report reveals that 51% of companies in the Philippines have resumed on-site work, but 50.5% of HR professionals believe hybrid work is here to stay. It’s a clear sign that flexibility is no longer a perk—it’s becoming an expectation.

Personally, I’ve seen organizations thrive with hybrid setups, especially as employees prioritize work-life balance. But what about your company? Are you embracing flexibility, or do you think on-site work fosters better collaboration?

Talent Retention in the Gig Economy

Retention challenges are mounting as professionals explore freelance gigs and remote opportunities. The Darwinbox Blog highlights that growth opportunities and learning remain the top drivers for retention. I’ve observed this, too—upskilling is the new loyalty currency.

Is your organization investing enough in employee growth to retain talent, or are you seeing the gig economy disrupt your workforce?

Digital Transformation: A Game-Changer for HR

Automation is reshaping HR practices, from payroll to performance management. Tools like those highlighted in the Darwinbox Blog have made HR processes more efficient and freed up time for teams to focus on employee engagement.

I can attest to how these technologies simplify workflows. But I’d love to hear from you: has your organization embraced these tools, or are you still relying on manual processes?

Mental Health and Well-Being: No Longer Optional

As remote work blurs boundaries, burnout is on the rise. Companies are stepping up by introducing wellness programs and mental health leaves. But as the Darwinbox Blog notes, the challenge lies in ensuring these initiatives are accessible and practical.

How does your organization support employee well-being? Is it enough to address the growing demands of a fast-paced workplace?

Diversity, Equity, and Inclusion: Beyond the Buzzword

DEI initiatives are gaining momentum across Southeast Asia, with organizations recognizing their value in fostering innovation and building inclusive cultures. For many, DEI isn’t just a compliance measure—it’s a strategic priority.

How does your workplace promote diversity and inclusion? Do you see it driving meaningful change?

Your Turn to Weigh In!

The HR landscape is evolving rapidly, and these trends are just the tip of the iceberg. I’m curious—how is your organization adapting? Are these trends reshaping your HR strategies, or do other challenges take center stage?

Let’s start a conversation! Share your thoughts in the comments below.

Importance of Understanding the Unique Challenges and Requirements of HR in Social Enterprises

(Here's another excerpt from the book that I am working on.  If you enjoy this article, please share and comment.)

What makes HR in social enterprises uniquely challenging yet profoundly impactful? Unlike traditional corporate environments, social enterprises operate at the intersection of business and community service, requiring HR to balance employee management with a mission to create social impact.

In this excerpt, I explore the distinctive nature of HR in social enterprises, from supporting overlooked roles to fostering a culture of engagement and ownership. My journey from the IT sector to the cooperative movement has shaped my understanding of how HR can drive sustainability and transformation in these organizations.

The Overlooked Backbone: Backend Operations

In my early career, I worked for an IT company where Japanese expatriates highly valued the work of computer engineers. These engineers were often pampered and received all the support they needed to thrive. However, those of us in backend roles—handling operations and logistics—were rarely acknowledged for our contributions. This imbalance left us feeling undervalued despite our crucial role in enabling the engineers’ success.

This experience taught me an important lesson: backend operations are the silent engine that powers the organization. High turnover in these roles disrupts workflows and affects overall performance. When backend employees are supported and recognized, their work directly contributes to the organization’s ability to achieve its goals.

This lesson is even more critical in social enterprises. Recognizing backend staff as strategic partners rather than auxiliary support is key to sustainable growth. By implementing policies and processes that empower these roles, organizations can create a culture of collaboration where every employee feels valued.

Unique Decision-Making Structures in Social Enterprises

When I transitioned to working as an HR consultant for cooperatives, the contrast with corporate structures was stark. In cooperatives, decision-makers are often the members themselves—employees who also own the organization. This dynamic creates a unique HR challenge: balancing the immediate needs of the members with long-term strategic goals.

The frequent turnover of board members through elections adds another layer of complexity. 

HR must continuously educate new decision-makers while ensuring continuity in strategic plans. This requires a level of flexibility and adaptability that goes beyond traditional HR practices.

Moreover, cooperatives' participatory nature fosters a sense of ownership among employees. This involvement leads to higher commitment but also demands that HR design programs that align with members' evolving needs and expectations.

Investing in People: Training for Growth

One standout feature of HR in social enterprises is the emphasis on education and development. Unlike corporations, where training programs must demonstrate a clear return on investment, social enterprises prioritize learning as a pathway to empowerment.

For example, cooperatives often allocate budgets for employee training, focusing on personal growth and financial wellness. This commitment reflects the organization’s mission to uplift not only its employees but also the broader community it serves. In doing so, HR acts as a driver of social impact, equipping employees with the tools they need to thrive professionally and personally.

HR as a Catalyst for Social Impact

The role of HR in social enterprises extends far beyond administrative tasks. It is about fostering a supportive environment where employees feel valued and empowered to contribute to the organization’s mission.

While the general manager typically focuses on operations, HR plays a nurturing role, guiding the organization’s people strategy like a compass. From designing inclusive programs to addressing employee needs, HR ensures that the workforce remains engaged and aligned with the enterprise's social goals.

By integrating processes that promote collaboration, education, and ownership, HR in social enterprises becomes a transformative force—one that bridges the gap between business success and community development.

Conclusion: Transforming Challenges into Opportunities

HR in social enterprises operates in a unique space, balancing the demands of members and employees with the broader mission of social impact. By recognizing the value of overlooked roles, adapting to participatory governance structures, and prioritizing education, HR professionals can transform these challenges into opportunities for growth.

HR in social enterprises is a journey of collaboration and innovation. By fostering a culture that values every contribution, social enterprises can achieve organizational success and meaningful social change.

From Transactions to Transformation – My HR Journey and the Power of Values (an excerpt from Chapter 1)

 As I continue working on my book, I invite you, my readers, to join me on this exciting journey of discovery and transformation. Over the years, I’ve accumulated invaluable lessons from various roles across industries and institutions. These experiences have shaped my belief that human resource management (HR) is more than just a corporate function—it is a mission fueled by values that empower individuals and communities. Today, I’d like to share a glimpse of my journey and the lessons that have led me to this pivotal point, and I’d love to hear your insights and stories as well.

Finding My Path: Early Lessons in Career and Purpose

My professional journey started unexpectedly. I was hired as an executive assistant to a Chinese businessman in the trading industry. Though it was a brief six-month experience, it taught me a valuable lesson: I wasn't cut out for a role that simply involved organizing another person’s life. I craved more—a career where my work directly impacted people's growth and success. This desire led me to transition into HR, and I took my first steps as an assistant in a Japanese IT company.

These early years were eye-opening, filled with roles ranging from recruitment to compensation and benefits and even managing software engineers’ deployments to Japan. I learned the ropes of administrative HR, but my true passion was ignited when I began exploring areas like learning and development. I quickly realized that HR could be a powerful tool for fostering personal and professional growth—not just a transactional function.

Lessons on HR's True Potential

Looking back, I recognize that those formative years of HR were focused on processes and systems. While these are critical components, I began to realize that they often overlooked individuals' deeper, more meaningful needs. In those early stages, HR felt more transactional—a necessary function but one that didn’t always contribute to transformation. That’s when I started to question the very nature of HR and how it could be more aligned with human development.

The Shift to Values-Driven HR

As my career progressed, I became more involved with organizations that championed social development. I began to see HR not just as a function within an organization but as a force capable of driving social change. It was during this phase that I began to understand the true potential of HR—when it's guided by values like empathy, inclusivity, and community empowerment.

I began working with social enterprises, where HR was not only about hiring and firing—it was about nurturing talent, fostering a sense of belonging, and contributing to the greater good of society. This shift was not just a career transition but a personal transformation that made me view HR through a completely different lens.

Your Stories: The Power of Shared Experiences

Now, as I write my book, I want to hear from you. What have been the defining moments in your career that shaped your views on HR and its role in social development? Have you had any transformative experiences in HR that made you rethink its purpose? I invite you to share your stories in the comments below or reach out to me directly.

Join the Conversation

As we continue this journey together, I encourage you to think about how HR has impacted your life. What values do you think HR should embody to truly drive social development? How can HR help empower individuals and communities? Your insights are invaluable, and by sharing them, you’ll help shape the future of this book and inspire others who are navigating similar paths.

Together, let's explore how HR can be more than just a function—it can be a values-driven force that transforms lives and builds stronger, more resilient communities. Your voice is an essential part of this conversation, and I can’t wait to hear what you have to say!

Empowering HR in Social Enterprises: A Journey from Grassroots to Visionary Leadership

In February 2012, I worked as an HR advisor for financial cooperatives. I got deeply involved in the workings of over twenty cooperatives, mentoring their HR staff from the ground up. I noticed a significant difference in HR skills between the corporate world and the credit and savings cooperatives. Many small cooperatives, which had modest beginnings, started with minimal staff and were often made up of volunteers. As a result, the general manager usually ended up handling HR management responsibilities, which led to a misunderstanding of the role of human resources in organizational development.

As these cooperatives grew and sought to formalize HR functions, existing employees were often given HR responsibilities instead of hiring trained professionals. Cooperatives' distinctive culture and ethos posed a challenge for those taking on HR roles. The need for customized HR management practices that align with the cooperative's values became increasingly apparent.

During my master’s degree in Entrepreneurship, focusing on Social Enterprise Development at Ateneo Graduate School of Business, I gained a deeper understanding of cooperatives. Under the guidance of Professor Eduardo Morato, Jr., I learned about the cooperative sector as part of the broader landscape of Social Enterprises in the Philippines. I found that my classmates shared the same intentions and values, all driven by a mission to improve the lives of the communities where their social enterprises operate.

With this understanding, I am developing a book to empower HR practitioners in social enterprises. This book aims to bridge the gap between basic HR requirements and the complex task of shaping and nurturing the culture of a reputable social enterprise. It is a guide for those entering the realm of human capital management within these unique organizations.

To all my dear readers, this book will help you navigate the challenges of HR management in the social enterprise landscape and support your mission of uplifting the lives of your people through practical and values-driven leadership. Join me on this journey towards its development, and please share your thoughts and insights as I post some content on my blog.