Learning from Ojt

ON-THE-JOB TRAINING AT HOME DEVELOPMENT MUTUAL pecuniary resource (PAG-IBIG FUND) In Partial fulfillment of the Requirements for bachelor of Science in Information applied science Submitted by Arce P. Baldonado Submitted to Ms. Ruth Bongales March 2013 circuit board Of Contents II. cathode-ray oscilloscope of the Comp each III. heavyset of the OJT Experience IV. Assessment of the OJT/Practicum Program A. radical k straight offledge, attitudes and skills acquired B. Theories actu completelyy seen in dress C. Feedback that commode be presumptuousness to the comp both or institution D. Benefits gained E. Problems En keep downered V. Appendices A. Company brochure B. reproduction of the mug LetterSimilar show Theories Actually Seen In Practice in OjtC. simu new-made of the prepargon Plan D. write of the Signed Waiver form E. everyday era Record F. Quarterly motion estimate Forms G. Certificate of Completion II. Background of the Company The birth of the category br istlement Mutual store (HDMF) The birth of the home plate Development Mutual broth (HDMF), much than popularly known as the Pag- IBIG investment firm, was an answer to the posit for a national savings program and an affordable shelter monetary assist for the Philippine change stateer. The investment firm was established on 11 June 1978 by virtue of presidential Decree No. 1530 earlier to name these ii basic yet as important requirements.Under the said integrity, t here(predicate) were devil agencies that administered the farm animal. The Social Security System handled the currency of private employees, while the Government armed service Insurance System handled the savings of presidency pruneers. Less than a year after(prenominal) on 1 March 1979, executive director rewrite No. 527 was subscribe. The order order transferring the administration of the computer storage to the National Home Mortgage Finance Corporation, which was one of the operate agencies of the then Ministry of Human Settlements. Seeing the need to further strengthen the stability and viability of the devil nones, Executive Order No. 38 was issued on 4 June 1979, merging the funds for private and government personnel into what is now known as the Pag-IBIG Fund. However, It was unaccompanied on 14 December 1980 when Pag-IBIG was made independent from the NHMFC with the signing of PD 1752, which amended PD 1530. With the remediated law in effect, the Funds rule-making designer was vested in its own progress of Trustees. Likewise, PD 1752 made Pag-IBIG social station mandatory for all SSS and GSIS outgrowth-employees A new Administration, virtually changes in Pag-IBIG Months after former death chair Corazon C.Aquino assumed leadership of the country, Pag-IBIG contri thoions were suspended from whitethorn to July 1986. This gave way to the Presidential Task long suit on Shelter to conduct a thorough review of the Fund and its operations. The lying -in force later affirmed that Pag-IBIG Fund was run professionally and that there were no anomalies in the Fund. On 1 disdainful 1986, former President Aquino directed the resumption of Pag-IBIG rank and file on a lower floor Executive Order No. 35. Membership was still on a mandatory basis but under more liberal terms. For one, pct rate was reduced from three part to one share for employees earning over P1,500.Employer share was as well cut from three percent to a fixed rate of two percent. The Maximum Fund Salary was raised(a) from P3,000 to P5,000. 1 January 1987 marked the return of the Pag-IBIG Fund to a impulsive program under Executive Order No. 90. fleck many companies chose to discontinue their Pag-IBIG membership, quite a number, including big companies the uniforms of PLDT and Dole Philippines, except opted to retain their membership to the Fund disdain the voluntary genius of registration. Facing challenges wit on Confronted with the sudden reduction in its membership base, Pag-IBIG stood unfazed and took the challenges head on.As a root step, the Fund implemented an intensified merchandising campaign that focused on membership retention and generation. It was during the years as a voluntary fund that Pag-IBIG evolved from an institution primarily for savings and lodgement into an histrionics with a wider reach that covers al intimately all opposite needs. Pag-IBIG introduced innovative eudaemonia programs that heeded the calls for expansion of membership to include self-industrious groups with informal in interject, abroad Filipino fly the coopers, and non-earning spouses.It in any case launched former(a) fabrication programs such as the Multi-Purpose Loan for its short-term loans program, and shelter programs that incubate both single(a) and institutional housing requirements. Clearly, the voluntary nature of Pag-IBIG membership did not stop the Fund from growing in depth and breadth. During the period, the Pag-IBIG Fund has claimed its rightful place in the countrys stinting and financial system, finally gaining the acceptance of its members, not by force, but by its chronic efforts to impress upon the members that the Fund exists solely for their benefit as well as their beneficiaries.After octette years as a voluntary fund, the nature of Pag-IBIG membership reverted to mandatory on 17 June 1994 when President Fidel V. Ramos signed nation Act 7742. The new law became trenchant on 1 January 1995. Today, more than a decade after the universal Pag-IBIG insurance coverage law was implemented, the Pag-IBIG Fund continues to be a strong partner in realizing Filipino ploughers imagines. Over the years, it initiated more programs and projects, particularly those that address the needs of members belonging to the bottom stinting level.The Fund has established special housing partnerships with teachers and render men, among others. The Rent-to-Own Program was introduced, providing members anothe r affordable way of homeownership. The Funds efforts towards housing the Filipino did not go unnoticed. During the World Habitat daylight celebration in October 2006, Pag-IBIG was given the reputable Scroll of Honour Awards by the joined Nations Human Settlements Program (UN-Habitat) for making the dream of affordable housing a ingenuousness for hundreds of thousands of households. Pag-IBIG is the first Philippine government agency to be awarded such recognition.The Fund likewise strengthened its partnership with accredited developers by way of its various institutional bestow programs, among which is the much-sought after program for the development of strong suit and high-rise condo buildings. The program provides a ready inventory of condominium units for sales event at affordable prices, and allows members to experience condominium style living in areas terminal to their places of work. In recent years, the Fund has embarked on its successful bid in the financial market, moving a step imminent to its vision of becoming a premiere and globally competitive provident financial institution.In 2001, the Fund floated P2 billion-worth of Pag-IBIG Housing Bonds to generate special funds for its shelter financing programs, which was cordially received by both institutional and individual investors. The bonds matured in late 2006. HDMF Law of 2009 Recognizing HDMFs contributions by the years and the need to further strengthen its capability as the biggest source of housing finance in the country to date, President Gloria Macapagal-Arroyo signed into law Republic Act No. 9679 or the Home Development Mutual Fund Law of 2009. The law was signed on 21 July 2009.Under the new HDMF law, membership to the Pag-IBIG Fund is made mandatory for all SSS- and GSIS-covered employees uniformed members of the AFP, BFP, BJMP and PNP as well as Filipinos employed by foreign-based employers. Now more than ever, Filipino workers allow enjoy the benefits that are operable only to Pag-IBIG members. Likewise, the law grants the HDMF exemption from revenue enhancement payments like other government provident institutions. With its tax-exempt status reinstated, Pag-IBIG will set out more funds to finance housing and short-term loans as well as investments in government securities.Income from these endeavors is distributed exclusively to Pag-IBIG members in the form of dividends. The HDMF Law of 2009 also gives the Board of Trustees the authority to set the contribution rates, thereby paving the way for members to save more for their future. Similarly, this will bolster the Funds resources for home financing. Pag-IBIG is an acronym which stands for Pagtutulungan sa Kinabukasan Ikaw, Bangko, Industria at Gobyerno. To this day, the Pag-IBIG Fund continues to harness these four sectors of the beau monde to work to stingher owards providing Fund members with comme il faut housing with an effective savings scheme. III. Summary of the OJT Experience .. I acquaintanceable a lot from my experiences as an on the job Trainee of PAG-IBIG fund, Therma Mobile Inc. First of all, Im very much gratified for the support and reading of my superiors especially on generation when I committed mistakes. More than any learning thought in school, I well-read to be with others, to work with people. Furthermore, Im very grateful that they betray me so much on what I mustiness know regarding the work which suits my course.Im very thankful that they treat me like them and they trust me with my work. I appreciate so much the working environment I had with in the company because it helps me absorbed what I need to know.. The everyday experiences I had in this company are really most treasured. The knowledge I obtain here are beyond compare than any other experiences I acquired from school and appurtenant learning from books. What I had here will always be with me and rest ensure I will apply what Ive in every circumstance that I will encounter. . IV. Assessment of the OJTA. New knowledge, attitudes, and skills acquired -the knowledge that Ive acquired on my On-the-Job educational activity is to start more special from what I am saying because stacks of clients may not understand the things that you explain to them and. -the attitudes that Ive learned on my On-the-Job Training is to become consistent from what Im puting and become strong in every struggle that may come and always smile when you are communication your client and lastly dont let others tread your personality and tell them that you are and educated person. I im present my typing skills and communication skills and also my analyzation skills because lots of clients are telling that they are member of Pag-Ibig before but they dont dupe their own Pag-Ibig ID Number and several(prenominal) clients having conflicts with their names, birthdays, birthplace and it may bother them in filing their loan. B. Theories actually seen in practice .. As a new entrants into the organization, Ive learned that new hires constitute always required extra organizational attention to develop the required level of competency. Regard slight of faculty member background or preceding work experience, the new hires should be aware of he organizations policies, culture, and mission understand the goals and requirements of their work area and use specific areas of knowledge, skills, and attitudes to do their jobs. These are all areas of competence that the employee should develop. Recently, fewer organizations await to be hiring whopping numbers of new hires. It might seem that employee competence would be affected less by this situation. However, recent hiring patterns have only complicated the matter. Instead of relying on unceasing new hires.. C. Feedback that can be given to the company or institution ..Continuous cash advance Efforts that can changes in employee competence also occur as a root of continuous punterment efforts.. Whenever teams o f employees get together to improve how the work is done, they often bequeath in recommendations for change. These recommendations can involve the reducing of work, use of a new tool, disapprove redundant steps in work process, or some combination of them all. When these recommendations are enacted, changes in employee competence can be expected and also Multiskilling for them to continuous improvement process suggests ways of making work more ef? ient, it often means that employees responsibilities must broaden or that they must become more multiskilled.. D. Benefits gained The programme seeks to provide the quest benefits for trainees * Trainees are provided with job experience, an invaluable summation for achieving gainful employment. * Trainees are exposed to the many advantages that are associated with being employed. They earn an income through a stipend but they also become more familiar with social relationships, networking, responsibility and the importance of interd ependence inside the working environment. Trainees get an opportunity to prove themselves to an employer and, based on their work action and the existence of vacancies within the organization, theymaylastly be employed on a more permanent basis. For employers * The cost of this mutually beneficial programme is borne jointly by the government and employers so that the mount financial burden falls on neither party. * By actively supporting the programme, companies have realized improved public image through their commitment to the national good as well as their contribution to full employment and an improved quality of carriage for all. The Government and employers are stakeholders in creating a more job ready labour force. E. Problems encountered .. During ojt, first problem is that you have to get along with the employees and clients.. You have to know them better and give all your best to elucidate them satisfied when it comes to their concerns and applications.. Just be yours elf and theyll like you.. V. Appendices A. Company Brochure B. Copy of the Endorsement Letter To Whom It May Concern I am writing to endorse to you Mr. Arce P. Baldonado, my previous employee. I was his manager in ABS design Company for almost five years.I didnt make a mistake in promoting her to mechanical engineer last term. She makes it a point that she submits good outputs that even trespass the requirements necessitated quality. Mr. Baldonado is an enthusiastic trainee. He can work well with other people and also individually. But he is really more of a leader than a follower. He can manage and supervise other trainees as well. Little or no supervision is needed when he is working. He has a reliable working manipulation that gives you the assurance that you can always count on him.. Mr. Baldonado is also good in management planning and implementing programs and techniques.He is also devote and willing to learn new things. I assure you that hiring he will be a good decision as she is one of the best employees that I had. He could be an asset to your team and the upstanding organization as well. In cases of emergency, he is always willing to help.. Should you need more information, please feel free to affair me. Thank you very much and have a nice day. Sincerely, Febie Ann Management C. Copy of the Training Plan D. Copy of the signed Waiver form E. Daily Time Record F. Quarterly Performance Appraisal Forms G. Certificate of Completion