Employee Handbook Retirement Policy in the Philippines
Employee Handbook Retirement Policy: The employee handbook is essential for any organization. It offers employees clear guidelines regarding workplace policies, expectations, and benefits. Retirement is one of the most important policies that employees must be aware of as they approach the latter phases of their careers. In the Philippines, retirement policies are determined by organizational practices, cultural norms, and labor laws. Understanding Employee Handbook Retirement Policy Retirement is an essential phase in an employee’s life, as it signifies the transition from active employment to a period of leisure and relaxation. Retirement policies in the Philippines are created through employer programs and legal regulations. The Philippine Labor Code and its associated laws specify minimum retirement benefits to protect employees. Organizations commonly improve these advantages by incorporating supplementary provisions demonstrating their dedication to their employees’ well-being and long-term engagement. Retirement Laws and Regulations in the Philippines Mandatory Retirement Age The private sector’s mandatory retirement age is 65, as specified by the Retirement Pay Law, also known as Republic Act No. 7641 (RA 7641). Nevertheless, employees can retire earlier, typically at 60, if they satisfy the company’s eligibility requirements. Retirement Pay The law says that eligible employees who have rendered at least five years of continuous service are entitled to a retirement compensation equivalent to one-half month’s compensation for each year of service. The method of calculating one-half month’s compensation involves the following: 15 days’ basic pay Cash equivalent of 5 days’ service incentive leave One-twelfth (1/12) of the 13th-month pay Coverage and Exemptions RA 7641 applies to employees in the private sector, excluding: Government employees are covered by the Government Service Insurance System (GSIS) Employees of retail, service, and agricultural establishments with less than 10 employees Social Security System (SSS) Benefits Employees are entitled to benefits under the Social Security System (SSS) in addition to the retirement pay provided by their employer. The SSS retirement program offers employees monthly pensions or lump-sum compensation, depending on their age, contributions, and years of service. Key Elements of a Comprehensive Employee Handbook Retirement Policy The Employee Handbook Retirement Policy must include the following elements to guarantee clarity and compliance: Objective and Scope The policy is advised to start with a statement of purpose emphasizing the organization’s dedication to assisting employees as they transition into retirement. After that, the policy’s scope should be precisely defined, indicating which employees are covered and under what conditions. Eligibility Criteria Outline the eligibility requirements for retirement, including: Minimum age for voluntary and mandatory retirement Length of service required to qualify for retirement benefits Special provisions for part-time or contractual employees, if applicable Retirement Benefits Detail the benefits provided upon retirement, including: Statutory retirement pay Additional company-provided benefits, such as gratuity pay, medical insurance, or access to company facilities Steps for claiming SSS benefits Process for Retirement Specify the steps employees must follow to initiate the retirement process. This may include: Submitting a formal notice of intent to retire Attending exit interviews Completing clearance and turnover procedures Post-Retirement Support Demonstrate the company’s commitment to employee well-being by offering post-retirement support, such as: Financial planning seminars Assistance with SSS and other government-related paperwork Opportunities for part-time or consultancy roles, if feasible Legal and Tax Implications Providing employees with information regarding their retirement benefits’ legal and tax implications will ensure transparency and compliance with Philippine tax laws. Best Practices for Implementing an Employee Handbook Retirement Policy Creating a strong retirement plan shows that a company is committed to employee welfare rather than just following regulations. Consider these best practices: Regular Communication Employees should be informed about the retirement policy during recruitment and through regular updates. Also, conduct frequent sessions to resolve concerns and provide access to the handbook. Personalized Planning Provide personalized retirement planning services to assist employees in making wise choices regarding their financial future. Recognition of Service Recognition programs, farewell events, or tokens of appreciation are implemented to honor the contributions of retiring employees. Feedback Mechanisms It is recommended that retirees provide feedback on the retirement process to identify areas for improvement and guarantee a positive experience for future retirees. Conclusion Therefore, an effective HR employee handbook relies on a well-crafted retirement policy. It guarantees adherence to Philippine laws and shows an organization’s dedication to the welfare of its employees. Lastly, organizations may promote loyalty and leave a lasting positive impact on their workforce by offering additional support, recognizing the contributions of retiring employees, and providing clear guidelines. FAQ How do I apply for retirement? The employee handbook should address the process for informing the company of your retirement. In order to effectively finalize retirement benefits, employees typically submit a written notice, which can be necessary several months in advance. Can I retire earlier than the companyâs retirement age? Many organizations offer early retirement options, which may include a penalty or reduced benefits. The handbook should clearly state whether early retirement is an option and the consequences. Can I continue working after I retire? Some organizations offer retirees the option to return to work part-time or on a contract. The handbook should explain whether this is possible and under what terms.
The Power of Data-Driven HR Practices | Smartsheet for Employee Insights
Data driven HR Practices are not just a trend but a strategic necessity. Companies that harness the power of data enjoy 21% higher profitability. This is especially true for Philippine organizations adopting advanced HR management systems. Using tools like Smartsheet, these companies gain a significant competitive advantage, with research showing that organizations utilizing Smartsheet for HR analytics experience 45% better workforce outcomes. Current Analytics Challenges in HR While data can lead to better decision-making, HR professionals face several challenges in extracting and utilizing meaningful insights. Here are the most common obstacles: Data Consolidation: 78% of HR professionals report struggles consolidating data from various sources. Without unified data, making informed decisions becomes nearly impossible. Real-Time Reporting: An overwhelming 92% of HR leaders lack real-time reporting capabilities. This limitation impedes their ability to respond quickly to changes in workforce dynamics, leaving companies reactive rather than proactive. Predictive Analytics: Approximately 67% of HR professionals face difficulties utilizing predictive analytics, which is vital for forecasting trends and anticipating workforce needs. Also, the inability to make predictions results in missed opportunities for proactive decision-making. Visualization Tools: 85% of HR professionals need better visualization tools to effectively interpret and communicate data insights. Without strong visualization, data insights can be overwhelming or unclear. Data Security: Finally, 73% of HR leaders recognize the need for improved data security measures. Protecting sensitive employee data is paramount, especially as HR data becomes increasingly complex and integrated. Smartsheet Analytics Solutions Smartsheetâs advanced HR analytics features comprehensively address these challenges, allowing HR professionals to optimize their data collection, analysis, and decision-making. Here are some of the key features: Automated Data Collection: Smartsheet eliminates the need for manual data entry, providing accurate and efficient data capture. Comprehensive Data Management: All HR-related data is stored in a centralized location. Also, making it easier to handle and access. Real-Time Analytics: Smartsheet provides up-to-date information that enables quick decision-making and timely interventions. Custom Dashboard Creation: HR professionals can create custom dashboards that suit their reporting needs. Therefore, it ensures data is visualized intuitively and actionable. Secure Data Storage: With Smartsheet, your sensitive employee information is securely stored. Moreover, compliance with data protection regulations must be ensured. Key Analytics Features Smartsheet empowers HR professionals with an array of analytics tools, including: Workforce Analytics: Gain insights into your workforce’s structure and performance. Performance Metrics: Track and assess employee performance effectively. Attendance Patterns: Monitor employee attendance to spot trends and also address potential issues. Cost Analysis: Understand your HR costs and optimize spending. Predictive Modeling: Use historical data to predict future trends and make proactive decisions. Measurable Outcomes Companies leveraging Smartsheetâs HR analytics solutions experience significant improvements across the board: 89% faster report generation: With automated data collection and real-time analytics, companies can generate reports almost instantly, saving valuable time. 73% better data accuracy: Smartsheetâs comprehensive data management system ensures that HR data is consistent, reliable, and also accurate. 92% improved decision-making: Real-time, data-driven insights help HR leaders make more informed decisions faster. 67% reduced analysis time: Smartsheetâs automated tools reduce the time spent on data analysis, allowing HR professionals to focus on strategic decision-making. 45% cost savings in reporting: Smartsheet helps companies save significantly on HR-related reporting costs by streamlining data processes and improving reporting efficiency. Implementation Success Story A leading retail company in the Philippines implemented Smartsheet analytics and saw remarkable improvements. Their success story includes: â±2.5M annual savings in HR operations: By automating data collection and reporting, the company reduced operational costs and also increased efficiency. Faster reporting process: Smartsheetâs real-time reporting enabled quicker responses to business needs. Better data accuracy: With consolidated data and improved analytics. Also, the company saw a significant boost in data reliability. Improved decision-making speed: The streamlined processes allowed HR to act faster and more confidently. Reduction in workforce issues: With predictive analytics and performance tracking, the company experienced fewer workforce challenges, allowing it to address potential problems proactively. Transform Your HR Analytics with Smartsheet Smartsheet is transforming how HR departments manage data, providing powerful tools for workforce optimization, performance monitoring, and decision-making. If youâre ready to improve your HR analytics and drive better workforce outcomes, schedule a demo of our Smartsheet analytics solutions today. Let us show you how data-driven HR can unlock new organizational efficiencies and capabilities. Conclusion As Philippine companies continue to embrace Data driven HR practices, Smartsheetâs comprehensive HR analytics solutions offer a competitive edge that leads to enhanced profitability, operational efficiency, and a more engaged workforce. The success stories speak for themselves, with companies saving millions in operational costs, accelerating reporting processes, and making more informed, proactive decisions. Now is the time to harness the full potential of your HR data. With Smartsheet, the power to transform your HR operations and drive better outcomes is at your fingertips. Therefore, donât waitâschedule a demo of our Smartsheet analytics solutions today and take the first step toward revolutionizing your Data driven HR practices.
HR Audit Procedures | Everything You Need to Know
An HR audit thoroughly reviews your organizationâs human resources policies, procedures, and practices. It helps identify areas of strength and opportunities for improvement, ensuring that HR functions are legally compliant and aligned with your business objectives. Whether you want to enhance employee satisfaction, improve recruitment strategies, or mitigate legal risks, HR audit procedures offer crucial insights to optimize your HR practices. Weâll take you through the essential HR Audit Procedures, discuss the benefits of conducting an HR audit, and explain how to implement actionable changes for a more efficient, effective, and legally compliant HR department. Letâs dive into everything you need about HR Audit Procedures and how they can elevate your organization. What is an HR Audit? An HR audit comprehensively reviews human resources policies, procedures, systems, and employee practices. It helps identify whether HR practices align with organizational goals, are legally compliant, and efficiently manage employees and resources. Conducting an HR audit ensures that the HR department supports business objectives and mitigates potential legal and operational risks. While the scope of an HR audit may vary, it typically covers key areas such as: Recruitment and hiring practices Training and development programs Compensation and benefits Employee performance management Legal compliance (e.g., labor laws, workplace safety regulations) Why is an HR Audit Important? HR audits offer several key benefits that can enhance the effectiveness of human resource practices. Here are some significant reasons why businesses should prioritize conducting HR audits: Compliance Assurance One of the most significant benefits of an HR audit is ensuring compliance with local, national, and international labor laws. Staying compliant can help businesses avoid costly lawsuits, penalties, and reputational damage. Efficiency and Optimization An audit helps identify inefficiencies within the organizationâs HR operations. Whether it’s outdated policies, redundant processes, or lack of alignment with business goals, audits provide actionable insights for improvement. Employee Satisfaction and Engagement Employee morale improves when HR practices are fair, transparent, and well-executed. Regular audits allow HR teams to assess if employee needs are being met and if engagement programs are effective. Risk Management Conducting an HR audit helps identify potential legal and operational risksâsuch as non-compliance with employment laws or inconsistent performance management practicesâthat could impact the business’s reputation and financial standing. HR Audit Procedures Hereâs a step-by-step guide to the key HR audit procedures businesses should follow to achieve meaningful results. 1. Define the Scope of the Audit The first step in an HR audit is defining the scope and objectives. The audit could become too broad or miss critical areas without a clear scope. To determine the scope, consider: Which HR functions need to be reviewed? This could include recruitment, compensation, performance management, or employee relations. Do you want a compliance-focused audit or an efficiency-focused audit? Compliance audits ensure that the organization adheres to employment laws, while efficiency audits focus on improving HR operations. What are the business goals? Consider how the audit can align with the organization’s broader goalsâsuch as improving employee retention or enhancing talent management. Clearly defining the scope will ensure the audit is focused, actionable, and relevant to the organizationâs unique needs. 2. Collect and Review HR Documents After defining the scope, the next step is to gather all relevant HR documents and records. These documents are the foundation for assessing HR practices and legal compliance. Key documents to collect include: Employee handbooks: Check if policies are up-to-date and compliant with legal regulations. Employment contracts: Ensure that contracts accurately reflect roles, responsibilities, and terms of employment. Job descriptions: Evaluate if job descriptions align with responsibilities and compensation levels. Payroll records: Review wage, salary, and benefits structures to ensure they are fair, competitive, and compliant with labor laws. Performance reviews: Assess whether performance management systems are implement consistently and fairly. Training and development materials: Ensure employees can access continuous learning opportunities and that training programs meet organizational goals. Reviewing these documents will help you identify gaps or inconsistencies that may need to be addressed. 3. Evaluate HR Policies and Procedures This step involves analyzing whether the HR policies and procedures are efficient, effective, and aligned with the organizationâs strategic goals. Key questions to consider: Are recruitment and hiring processes standardized and transparent? Ensure all hiring practices are fair, equitable, and bias-free. Is there a structured employee performance management system? Evaluate whether performance reviews are regularly conducted and whether there are clear goals, feedback, and development plans for employees. Are compensation and benefits packages competitive and compliant? Review salary ranges, bonus structures, and benefits to align with industry standards and legal requirements. Are there policies in place for conflict resolution and employee relations? Assess whether clear channels exist for resolving disputes and fostering a positive work environment. By evaluating these policies and procedures, you can ensure they effectively support employees and business goals while complying with legal standards. 4. Analyze Employee Data Employee data provides valuable insights into the effectiveness of HR practices. Key metrics to analyze include: Turnover rates: High employee turnover can indicate dissatisfaction or ineffective management practices. By analyzing turnover, you can identify patterns or departments where turnover is higher than usual. Absenteeism rates: Consistent absenteeism may indicate a lack of engagement, poor morale, or health and safety issues. Employee engagement levels: Analyze survey results or feedback to measure their engagement and job satisfaction. Also, this data can help identify areas for improvement in communication, leadership, and workplace culture. Diversity metrics: Review diversity and inclusion statistics to ensure hiring practices align with the organizationâs commitment to diversity and equal opportunity. By analyzing these data points, HR teams can identify areas that need improvement or attention, such as improving employee retention or addressing workplace culture issues. 5. Conduct Interviews and Surveys To better understand how HR policies are implemented, itâs essential to gather input from employees and management. Use tools like: Employee surveys: Survey employees to understand their perceptions of HR policies, management, compensation, and overall work environment. Manager interviews: Speak with managers to understand challenges
Upskilling and Reskilling | Preparing Philippine Workforce for the Future
By 2025, it is predicted that 50% of employees will need reskilling to keep up with the evolving job market. For the Philippines, this forecast presents both a challenge and an opportunity. Regardless of their industry, Philippine organizations must take proactive steps toward upskilling and reskilling their workforce to ensure sustainable growth and resilience in the face of disruption. The significance of investing in workforce development cannot be overstated. Research consistently shows that companies with strong upskilling and reskilling programs see substantial returns, including up to 218% higher income per employee and 24% higher profit margins. These figures demonstrate the direct correlation between employee development and organizational success. For businesses in the Philippines, embracing this approach can serve as a powerful lever for long-term success in a competitive global market. HR Spectacles is here to guide companies in implementing effective workforce development solutions to meet these demands. The Importance of Upskilling and Reskilling As the global workforce shifts and industries evolve, employees in the Philippines must stay ahead of the curve to remain relevant. Upskilling and reskilling are essential strategies for ensuring employees are equipped to thrive in a rapidly changing environment. Upskilling involves enhancing existing skills to increase proficiency in an employeeâs current role. While reskilling focuses on teaching new skills for different roles, particularly in emerging fields. These strategies are critical for maintaining a competitive and future-proof workforce. By developing new capabilities, workers can remain indispensable and flexible, even in the face of technological advancements that may render specific skills obsolete. Additionally, upskilling and reskilling allow businesses to cultivate a more agile workforce capable of responding to market innovations and evolving customer needs. HR Spectacles offers tailored training programs to help businesses implement these strategies effectively. Philippine Workforce Development Trends The Philippine workforce is undergoing significant transformations. As new industries emerge and the demand for digital skills intensifies, the trends in workforce development are evolving. Hereâs a deeper dive into the trends shaping the Philippine labor market: Active Demand for Professional Development Filipino workers are no longer content with career stagnation. Many actively seek professional development opportunities, from leadership training to technical skills enhancement. This trend is particularly prominent among younger generations entering the workforce, who are eager to take ownership of their career trajectories and continuously learn new skills. Moreover, the COVID-19 pandemic has amplified this demand for upskilling as workers and organizations look to remain resilient and agile in times of uncertainty. As e-commerce, digital marketing, and IT industries continue to grow, workers are keen to equip themselves with the skills to ensure their roles remain relevant. Skills Gap in Employee Training Programs Although Filipino workers are eager for opportunities to upskill, a substantial gap exists between their expectations and what companies provide. Many organizations still lack structured, formal training and development programs to meet these needs. This disparity creates an environment where employees feel underprepared for the challenges posed by new technologies and industry trends. The result is often a misalignment between employee capabilities and business requirements, ultimately leading to lower productivity and innovation. To address this gap, organizations must design strategic learning programs responsive to market changes and industry-specific demands. Critical Need for Digital Skills One of the most pressing areas of development for the Filipino workforce is digital skills. The rise of automation, artificial intelligence, and data-driven decision-making has left many workers struggling to keep up with technological advancements. While some industries are more digitally mature than others, there is a widespread need for basic digital literacy and specialized skills in areas such as coding, data analysis, and cybersecurity. Companies that fail to address this need risk falling behind in innovation, while employees without these skills may find themselves increasingly marginalized. Therefore, prioritizing digital education and incorporating tech-centric training programs is crucial for the future workforce in the Philippines. Talent Retention Through Investment in Learning Programs Employee retention is a practical challenge for many businesses, and organizations’ high turnover rates can result in lost productivity and increased hiring costs. However, companies investing in learning and development initiatives have notably better retention rates. Employees who feel their employers support their personal and professional growth are likelier to remain loyal and motivated. Furthermore, employees with opportunities to learn new skills feel more empowered, leading to increased job satisfaction, better engagement, and higher overall productivity. This creates a win-win scenario where employees grow professionally while companies benefit from a more skilled and committed workforce. Challenges from Workforce Skill Gaps One of the most pressing challenges facing businesses in the Philippines is the ongoing skill gaps within the workforce. These gaps pose a significant threat to productivity and organizational competitiveness. As industries continue to evolve, companies that fail to address these gaps will struggle to keep up with industry trends, let alone stay competitive. Skill gaps may also cause businesses to experience a lack of innovation, slow product development, and missed opportunities for growth. Therefore, companies must develop long-term strategies prioritizing their employees’ continuous education and training. Technology-Enabled Learning Solutions To overcome these challenges, many organizations are turning to technology-enabled learning solutions. These tools provide flexibility and ensure that training is more personalized, efficient, and aligned with organizational goals. Automated Skill Gap Analysis One of the biggest challenges in workforce development is identifying exactly where employees need further training. Traditional methods of skill assessment can be time-consuming and prone to bias. However, automated skill gap analysis tools leverage data and artificial intelligence to help businesses pinpoint precisely where skills shortages exist. It allows companies to tailor their learning and development programs more effectively and ensure resources are focused on the areas that need it the most. With automated skill gap analysis, organizations can also track individual employees’ progress, monitor performance trends, and optimize training investments for maximum impact. Personalized Learning Paths A one-size-fits-all training program is no longer sufficient in todayâs diverse workforce. Personalized learning paths
Company Employee Handbook Philippines | Policies Made Simple
All businesses need an employee handbook to guide their operations. Also, this handbook should define workplace policies, clarify expectations, and promote a good work culture. The Company Employee Handbook Philippines is not just a reference for employees but also a legal obligation that ensures compliance with local labor regulations. What is an Employee Handbook? A business’s policies, processes, and expectations are detailed in an extensive document known as a company employee handbook. This document provides employees with a reference that will help them understand their duties, rights, and obligations. Also, the handbook typically addresses various employment-related topics, including company culture, benefits, work hours, and discipline processes. Additionally, an employee handbook is essential for employers in the Philippines to guarantee that their employees comply with national labor laws and adhere to company policies. It is an official communication tool between the employer and employee, minimizing misunderstandings and conflicts. The Legal Importance of a Company Employee Handbook Philippines Employee handbooks are not only good practice in the Philippines, but they are also required to comply with local labor laws. The Philippine Labor Code covers several areas of employment, such as employee rights, working conditions, salaries, and benefits. A comprehensive employee handbook helps companies comply with these regulations by precisely detailing their responsibilities and their employees’ rights. Important legal issues include: Compliance with the Labor Code The employee handbook must follow the Philippine Labor Code regulations regarding working hours, overtime, rest periods, and holidays. Non-discriminatory Practices Employers must ensure that their handbook reflects non-discriminatory processes by the Anti-Discrimination Law, which addresses gender, color, and religion. Termination Procedures The handbook should clarify the grounds for termination so that employees understand what constitutes cause for dismissal under the law. Occupational Health and Safety The Occupational Safety and Health Standards, set out by the Department of Labor and Employment (DOLE), require it to cover workplace safety measures. Additionally, a comprehensive employee handbook can help businesses promote a good work environment, protect employee rights, and prevent legal issues. Key Components of a Company Employee Handbook Philippines Creating an employee handbook requires close attention to the organization’s culture, the business’s nature, and compliance with labor regulations. In the Philippines, the following are the essential components of a company employee handbook: Introduction and Company Overview The handbook should begin with an organization overview, including its history, mission, vision, and values. This section helps employees learn the business’s goals and the work culture they are required to maintain. It also sets the tone for the rest of the handbook and reinforces the organizationâs commitment to ethical practices. Employment Policies The terms of employment are discussed in this section, which includes the following: Job classifications: Defining full-time, part-time, contractual, and probationary employees. Equal opportunity employment: Highlighting the companyâs commitment to non-discrimination and inclusivity. Recruitment and hiring procedures: Explaining the recruiting process, which includes job postings, interviews, and selection criteria. Compensation and Benefits It is essential to be transparent with employees about their compensation and benefits. This section should include: Salary and wages: Details on pay frequency, deductions, and bonuses. Overtime pay: Compliance with the Labor Code regarding overtime pay. Leave entitlements: Information on vacation leave, sick leave, and other types of leave (maternity, paternity, etc.). Social Security and government benefits: Contributions to the Social Security System (SSS), PhilHealth, and Pag-IBIG. Working Hours and Attendance It is important to indicate the expected attendance, rest periods, and regular working hours. The handbook should specify the following: Regular working hours: The daily and weekly working hours by the Labor Code. Breaks and rest periods: Legal requirements for meal breaks and rest periods during the workday. Attendance and punctuality: The companyâs attendance expectations include tardiness and absences. Workplace Conduct and Discipline The employee handbook should provide specific guidelines for workplace behavior. This section should include: Code of conduct: The company’s policies on ethical behavior, dress code, and workplace interactions. Disciplinary procedures: A step-by-step approach to how the company will deal with misconduct, including warnings, suspension, and termination. Grievance procedures: This is a system that allows employees to express their issues or complaints in a fair and structured manner. Health, Safety, and Security A key section of the handbook is dedicated to securing employees’ health and safety. This includes: Occupational health and safety protocols: Adherence to DOLE standards for workplace safety. Emergency procedures: Guidelines for responding to emergencies like fires or natural disasters. Employee wellness programs: Any initiatives to support employeesâ physical and mental health. Employee Benefits and Perks Many businesses provide extra benefits in addition to government-mandated ones. This section should cover: Insurance coverage: Health insurance, life insurance, and other coverage options. Retirement plans: Company-sponsored retirement plans or other pension schemes. Employee recognition programs: Awards, incentives, or other forms of recognition for outstanding performance. Termination and Resignation Procedures Clear guidelines should govern the termination and resignation processes. The following items should be included in this section: Grounds for termination: Causes for dismissal under the Labor Code. Resignation process: The procedure employees must follow when resigning, including notice periods. Separation Pay or Termination Pay: Explanation of severance pay entitlements upon termination. Confidentiality and Intellectual Property Employees must be informed of their obligations regarding confidentiality and intellectual property protection. This section should include: Non-disclosure agreements: Expectations regarding the handling of sensitive company information. Intellectual property rights: Ownership of work products created during employment. Acknowledgment and Agreement At the end of the handbook, employees must acknowledge that they understood and agreed to the policies. Also, this acknowledgment serves as a legal protection for the employer, confirming that employees understand the rules and regulations. Conclusion In conclusion, the bottom line is that any business in the Philippines needs an employee handbook. That way, everyone is on the same page regarding business rules, regulations, and expectations at work. By developing a comprehensive handbook, employers can protect themselves from legal issues, enhance communication, and create a positive work environment. FAQ
Global Talent Acquisition Strategies | Smartsheet Solutions Philippines
As competition for top talent intensifies worldwide, companies in the Philippines are increasingly facing challenges in global talent acquisition and retention. A staggering 76% of businesses in the Philippines are now competing internationally to recruit skilled professionals, making an efficient HR management system more critical than ever. Leveraging the right tools can significantly streamline recruitment processes, helping companies attract and retain the best talent. Therefore, utilizing advanced HR automation systems, businesses can reduce hiring times by up to 70% and improve candidate quality by 45%. Smartsheet, a leading work execution platform, offers tailored solutions to address these challenges and optimize global talent acquisition for Philippine companies. Global Talent Acquisition Challenges The evolving global talent landscape presents unique hurdles for Philippine companies striving to recruit and retain top talent. Here are some of the primary challenges organizations face in global talent acquisition: 67% of Philippine companies struggle with international hiring: With many businesses competing globally for talent, local companies often face difficulties attracting skilled professionals, especially when global firms offer higher salaries and more attractive opportunities. 89% encounter issues with remote candidate assessment: The shift to remote work has expanded global recruitment possibilities, but evaluating remote candidates effectively, ensuring they fit with company culture, and assessing their skills remotely is challenging without the right systems. 73% report increased hiring costs without proper systems: A lack of efficient HR management systems leads to increased hiring costs. Manual processes, delays, and administrative inefficiencies become common, hindering effective candidate tracking and causing higher recruitment expenses. 92% seek better talent pipeline management: Building and maintaining a sustainable talent pipeline is essential for long-term recruitment success. Therefore, companies risk losing top talent and being unprepared for future hiring needs without adequate tools. 45% experience prolonged time-to-hire: Long hiring times can result in missed opportunities and higher costs. Without a streamlined recruitment process, companies face delays that can disengage candidates and prevent them from securing the best talent. Smartsheetâs Global Talent Acquisition Advantages Smartsheet offers an integrated platform designed to help Philippine companies tackle the challenges of global talent acquisition. Here’s how Smartsheet can transform your recruitment strategy: Automated Recruitment Process Smartsheetâs automation features simplify and accelerate the recruitment process. From posting job openings to candidate selection, automation reduces manual tasks, allowing HR teams to focus on more strategic activities. By streamlining the process, businesses can make faster, data-driven decisions and ensure no missed steps. International Candidate Tracking Managing candidates across multiple countries and regions can be complex. Smartsheetâs candidate tracking system consolidates all recruitment data in one centralized platform. Then, it makes it easier for companies to coordinate with international candidates and maintain clear communication, regardless of location. Automated Candidate Screening Smartsheetâs screening automation swiftly filters candidates based on predefined criteria, ensuring that HR teams only focus on the most qualified applicants. Also, it helps reduce time spent reviewing unqualified candidates, ultimately improving the quality of hires. Multi-Currency Compensation Management Hiring globally often involves navigating different compensation structures and currencies. Smartsheet simplifies this with multi-currency compensation management, enabling companies to offer competitive pay packages that align with local standards while maintaining consistency across their global financial strategy. Global Compliance Monitoring Hiring international talent requires compliance with various labor laws and regulations. Smartsheetâs global compliance monitoring tools ensure that your hiring practices align with local legal requirements,. Moreover, reducing the risk of non-compliance and helping companies manage the complexities of international employment laws. Remote Onboarding Systems Effective onboarding is vital, especially for remote employees. Smartsheetâs remote onboarding systems help companies seamlessly integrate new hires, providing them with all the resources and information needed to succeed from day one. They also ensure that remote employees feel supported and engaged as they transition into their roles. Conclusion In the competitive world of global talent acquisition, Philippine companies must embrace advanced HR systems to overcome recruitment challenges. Smartsheetâs comprehensive suite of tools is designed to automate, optimize, and streamline global hiring processes. By leveraging Smartsheetâs capabilities in automation, candidate tracking, compliance, and remote onboarding, companies can reduce hiring times, improve candidate quality, and build a stronger, more diverse workforce. In an era where talent is the key to success, Smartsheet empowers Philippine businesses to thrive locally and excel globally.
Maximizing Employee Engagement & Retention in Philippine Organization
Employee engagement is critical to retention and organizational success in today’s competitive business environment. Research indicates that engaged employees are 87% less likely to leave their organizations, making employee engagement an essential aspect of retaining top talent. In the context of Philippine organizations, where turnover costs average 2.5 times an employee’s salary, creating effective engagement strategies supported by robust HR systems is crucial for success. Current Philippine Employee Engagement Metrics Recent studies focusing on the Philippine workforce highlight some concerning trends and opportunities for improvement. A significant portion of employees in the Philippines report feeling disconnected from their work and organization, leading to decreased levels of engagement. This disengagement profoundly impacts overall company performance, and disengaged employees can result in productivity and financial losses. Employee Engagement Key Findings Disengaged Employees: A substantial number of workers in the Philippines feel disconnected, leading to lower motivation, decreased productivity, and higher turnover rates. Employees who feel detached from their work are less likely to go the extra mile. Also, it can impact their performance and that of their teams. Productivity and Financial Costs: Disengaged employees incur significant costs for organizations due to reduced output and the need for constant hiring and training of replacements. In addition, recruiting costs time and money. Therefore, onboarding new employees can be staggering, particularly in industries with high turnover rates. High Engagement Leads to Better Performance: Studies show that teams with higher engagement levels consistently outperform their disengaged counterparts. Active employees take ownership of their roles and are more proactive in achieving company goals. They are more likely to contribute to innovation and also efficiency within the organization. Customer Satisfaction: Thereâs a direct link between employee engagement and customer satisfaction. Employees engaged with their work are more motivated to provide better service. Also, it can create a positive customer experience, and build stronger client relationships. Attendance and Absenteeism: Engaged employees are likelier to have better attendance records and lower unplanned abs rates. It reduces disruptions in business operations and enhances team stability.Technology-Driven Engagement Solutions Integrating technology into HR and employee engagement practices has proven to be a game-changer for organizations. Digital tools streamline engagement and provide measurable insights that help HR departments make data-driven decisions. By leveraging technology, companies can build an environment where employees feel valued, supported, and motivated. Digital Engagement Tools Real-Time Feedback Mechanisms: Allowing employees to provide immediate feedback fosters open communication and enables companies to address issues as they arise, promoting a transparent work culture. It also empowers employees to voice concerns and feel heard, contributing to overall engagement. Recognition Platforms: These platforms enable peer-to-peer recognition and allow employees to acknowledge each otherâs contributions. Recognition fosters a positive work environment, boosts morale, and encourages employees to perform at their best. Performance Analytics: With real-time performance tracking, managers can gauge employees’ performance, identify strengths, and provide targeted development opportunities. This data-driven approach to performance management supports both individual growth and organizational success. Career Development Tracking: Providing employees with the tools and resources to map their career paths helps foster long-term engagement. Employees are more likely to maintain with companies that invest in their development and offer clear opportunities for advancement. Measurable Outcomes of Employee Engagement Solutions Implementing technology-driven engagement strategies can yield several key benefits that can transform workplace culture and business outcomes. Improvement in Employee Satisfaction: With the proper tools in place, employees are more likely to feel satisfied with their work environment, their role, and their growth potential. Also, employee satisfaction plays a critical role in overall engagement and retention. Reduction in Turnover: Engaged employees are significantly less likely to leave their roles. As a result, organizations can reduce costly turnover and retain valuable talent. Better Team Collaboration: Digital engagement tools enable smoother communication and collaboration within teams, allowing for more efficient workflows and better teamwork across departments. Increased Productivity: Engaged employees work more efficiently, stay motivated, and are more productive. Companies can achieve greater operational efficiency by ensuring their employees are fully invested in their work. Higher Customer Satisfaction: Engaged employees tend to go above and beyond in their roles, positively impacting customer service and satisfaction. Therefore, a happy, motivated workforce becomes happier customers. Enhance Your Employee Engagement with HR Spectacles As organizations in the Philippines seek to enhance employee engagement and reduce turnover, HR technology is invaluable. HR Spectacles offers comprehensive solutions to improve employee satisfaction, boost retention, and streamline HR processes. Whether youâre looking to enhance your recognition programs, provide real-time feedback, or track performance, HR Spectacles has the tools to help. Schedule a demo today and discover how HR Spectacles can transform your organizationâs employee engagement strategy. Also, it can impact employee retention and productivity. By focusing on employee engagement and utilizing technology-driven solutions, organizations in the Philippines can foster a more connected, motivated, and productive workforce, leading to long-term success in an increasingly competitive marketplace. Conclusion Maximizing employee engagement is not just about making employees happyâitâs about creating a thriving, high-performing workforce that drives an organization’s success. In the Philippine context, where turnover costs are a significant burden, improving engagement is essential for retaining top talent and achieving long-term business goals. Companies can foster a more connected, motivated, and productive workforce by leveraging technology-driven solutions such as real-time feedback, recognition platforms, and performance analytics. Engaged employees are not only less likely to leave but also contribute to better team collaboration, higher productivity, and enhanced customer satisfaction. Organizations can build a positive environment that benefits employees and the company with the right strategies.
How to Conduct HR Audit | Steps for Effective HR Management
An HR audit thoroughly reviews a companyâs HR policies, procedures, and systems. The goal is to assess their effectiveness, identify gaps, and ensure compliance with labor laws and best practices. Think of it as a health check for your HR functionâaddressing potential issues before they become problems. Knowing how to conduct HR audit helps ensure your HR practices are aligned with business goals and stay compliant with regulations. Steps on How to Conduct HR Audit An HR audit can seem challenging, but with a clear plan, it can be straightforward. Hereâs a step-by-step approach to help you get started: Step 1: Gather Your Documentation The first step in conducting an HR audit is to collect all relevant HR documents, including: Employee handbooks Job descriptions Contracts of employment Recruitment policies Training materials Performance reviews Health and safety policies Organizing these documents will give you a clear view of where your HR practices stand and where improvements are needed. Step 2: Focus on Key HR Areas Itâs helpful to break down your audit into key focus areas. Here are some of the most important components to review: Recruitment & Selection Onboarding & Training Employee Files & Documentation Performance Management Disciplinary & Grievance Procedures Health & Safety Compliance with Labor Laws Step 3: Consult with Employees and Managers An audit isnât just about reviewing documentsâitâs also about understanding how well those policies work in practice. Speak with employees, HR staff, and managers to get their feedback. Are there discrepancies between written policies and actual practices? Do employees feel that policies are fair and consistently enforced? Step 4: Identify Gaps & Prioritize Changes Once youâve gathered all the necessary information, look for gaps or areas where your practices may not align with current laws or best practices. For example, are your contracts up to date? Are your employee records complete and accurate? Prioritize the changes you need to make, starting with the most urgent issuesâsuch as legal complianceâfollowed by areas that could improve efficiency, employee satisfaction, or company culture. Step 5: Create an Action Plan An HR audit is only as good as the actions you take afterward. Once youâve identified areas that need improvement, create a clear action plan with deadlines and responsible parties. Regular follow-ups will help ensure that changes were implemented. Thus, your HR function remains compliant and efficient. Key Areas to Consider in an HR Audit To ensure how to conduct HR audit is thorough, consider expanding your review to include the following key areas: Compensation & Benefits Assess whether salary structures are competitive and aligned with industry standards to attract and retain top talent. Conduct benchmarking to ensure fair pay and equity across roles. Review employee benefits, including health insurance, retirement plans, paid time off, and wellness programs, to confirm they meet employee needs and comply with legal requirements. Regularly update compensation policies based on market trends, inflation, and organizational growth. Diversity & Inclusion Evaluate hiring practices to ensure they promote workplace diversity and attract a broad range of candidates. Assess company policies to confirm they actively prevent discrimination and foster an inclusive environment. Analyze workforce demographics to identify gaps in diversity representation at all levels. Review training programs on cultural competence, bias reduction, and equal employment opportunities to maintain compliance and enhance workplace culture. Employee Engagement & Retention Measure employee satisfaction through surveys, feedback sessions, and performance reviews to assess engagement levels. Review retention strategies to reduce turnover, such as career development opportunities, mentorship programs, and recognition initiatives. Analyze exit interviews to identify patterns and address common reasons for employee departures. Therefore, management effectiveness in fostering a positive work environment and supporting career growth should evaluated. Technology & HR Software Examine the functionality of HR systems for managing payroll, time tracking, performance evaluations, recruitment, and onboarding. Ensure that HR software integrates with other business tools and complies with data security and privacy regulations such as GDPR or HIPAA. Assess whether automated HR processes reduce manual workload, improve accuracy, and enhance employee self-service options. Regularly review cybersecurity protocols to safeguard sensitive employee information from data breaches. Why Does Your Business Need an HR Audit? Legal Compliance Employment laws are constantly evolving, and staying current can be challenging. An HR audit helps you stay on top of new regulations and ensures you comply, reducing the risk of legal issues. Improved Employee Relations Well-defined and fair policies help ensure employees are treated equally, fairly, and consistently. Thus, reviewing your HR practices can create a more transparent and positive workplace culture. Increased Efficiency An audit can help you streamline your HR function by identifying inefficiencies in your processes, saving time and money. Mitigating Risk Addressing potential issuesâlike improper documentation or lack of consistency in hiring practice. Therefore, before they escalate, it reduces business risk and helps protect the organization from costly mistakes. Conclusion An HR audit is an invaluable tool for businesses of all sizes. Itâs an opportunity to refine your policies, improve your processes, and ensure that you provide the best possible environment for your employees. Regular audits can help you avoid legal changes, identify potential risks, and ensure your business operates at its full potential. If you need help on how to conduct HR audit or are looking to get started, consider contacting an HR consultant or expert who can guide you. Auditing your HR function will protect your business and contribute to a healthier, more efficient workplace. FAQs 1. How often should an HR audit be conducted? HR audits are typically done annually, but some businesses may need more frequent audits, especially if there have been significant changes in legislation, business operations, or employee management practices. 2. What are the most common issues found in HR audits? Common issues include outdated employee handbooks, missing employee documentation (e.g., contracts or right-to-work checks), inconsistent performance management systems, and inadequate diversity and inclusion strategies. 3. Can an HR audit help with employee retention? Yes! An HR
HR Audit Training: Your Comprehensive Training Guide
HR Audit Training is a comprehensive educational program designed to help HR professionals learn the skills, techniques, and best practices needed to conduct a full-fledged HR audit. This type of training goes beyond simply reviewing compliance and policiesâit focuses on every aspect of an organization’s HR department, including its processes, procedures, records, systems, and employee relations. The ultimate goal is to ensure that HR functions are aligned with legal requirements and business objectives while identifying areas for improvement. Why Is HR Audit Training Essential? HR professionals face various challenges as they manage employee relations, compensation, compliance, etc. Ensuring all HR functions are aligned with industry standards and legal requirements is challenging without the right tools and training. HR Audit Training helps HR professionals overcome these challenges and offers several key benefits: Ensuring Legal Compliance An HR audit identifies areas where your organization may not adhere to federal, state, or local laws. By understanding legal requirements more deeply, HR professionals can ensure their organizations avoid costly fines or lawsuits. Improving HR Efficiency HR Audit Training teaches you how to spot inefficiencies in your HR practicesâwhether in recruitment, performance management, payroll, or employee relationsâand provides the tools to streamline processes for better organizational performance. Risk Mitigation Regular audits uncover potential risks before they escalate into significant issues. This includes improper employee classifications and failure to comply with occupational safety regulations. Therefore, Professionals can proactively manage and mitigate these risks with proper HR Audit Training. Better Decision-Making By reviewing all HR processes and systems, HR Audit Training helps HR professionals make more informed, data-driven decisions that impact everything from employee satisfaction to organizational culture. Enhancing Employee Satisfaction By assessing HR practices that directly impact employeesâsuch as compensation, benefits, training, and career developmentâHR professionals can improve employee engagement and also satisfaction, boosting retention. Key Areas Covered in HR Audit Training An effective HR Audit Training program is holistic, covering all aspects of an organizationâs HR functions. Below are the key areas that are typically emphasized in HR audit training: Understanding HR Compliance Regulations One of the most crucial aspects of HR Audit Training is learning to navigate the complex maze of labor laws and regulations. Therefore, HR professionals are trained to assess whether their organization complies with various rules and regulations, including: Fair Labor Standards Act (FLSA) Ensuring employees are classified correctly (exempt vs. non-exempt) and paid according to wage laws. Equal Employment Opportunity (EEO) Understanding and implementing anti-discrimination policies based on race, color, sex, religion, national origin, disability, or age. Health and Safety Regulations (OSHA) Ensure the workplace meets all safety standards to prevent accidents and injuries. Family and Medical Leave Act (FMLA) Evaluating leave policies to ensure compliance with federal regulations. Employee Retirement Income Security Act (ERISA) Review benefits programs to ensure they comply with retirement and also health plans. Evaluating HR Audit Training Policies and Procedures HR policies form the foundation of the entire department. HR Audit Training emphasizes the importance of reviewing internal HR policies to ensure theyâre up to date and consistent with company values, legal standards, and best practices. This may include: Employee Handbooks Ensuring the HR handbook is thorough, transparent, and legally compliant. Disciplinary Policies Reviewing how the organization handles employee misconduct and ensuring that all employees are treated equitably. Recruitment and Onboarding Auditing hiring policies and onboarding procedures to ensure fair and effective talent acquisition practices. Compensation and Benefits Review One of the essential components of any HR audit is evaluating how compensation and benefits are managed. Audit Training helps professionals assess: Salary Structures Analyzing salary scales and pay grades ensures they are competitive, equitable, and also compliant with applicable laws. Benefits Administration Review employee benefits packages (e.g., health insurance, paid time off, retirement benefits) to ensure compliance and cost-effectiveness. Compensation Equity Ensure all employees are paid somewhat based on their job roles, qualifications, and experience, and identify any pay disparities. Performance Management Systems An effective performance management system is essential for employee development and organizational success. In Audit HR Training, professionals learn how to assess: Appraisal Systems Evaluating whether performance evaluations are conducted relatively, regularly, and aligned with business objectives. Feedback Mechanisms Review how employees receive feedback and whether the feedback process is constructive and valuable for personal growth. Employee Development Plans Ensure that performance management ties into career development programs supporting succession planning and leadership growth. Workplace Safety and Compliance Workplace safety is a critical component of HR functions, and an audit should ensure the organization complies with safety regulations. HR Audit Training covers: Health and Safety Policies Review workplace safety procedures, ensure compliance with OSHA regulations, and also address any safety hazards. Workers’ Compensation Ensuring proper procedures are in place for managing claims and reducing work-related injuries. Technology and HR Systems Integrating technology into HR operations has become essential for efficiently managing large, diverse workforces. HRÂ Training also covers: HR Information Systems (HRIS) Ensuring that the organizationâs HR software is functioning optimally, secure, and compliant with privacy regulations. Data Protection Reviewing how employee data is handled, ensuring confidentiality and compliance with data protection laws such as GDPR. Employee Relations and Engagement A positive employee relations strategy is essential to fostering a productive and engaged workforce. During HR Training, HR professionals will learn to assess: Employee Feedback Mechanisms How to collect, analyze, and act on employee surveys, suggestion boxes, or engagement programs. Grievance Handling Procedures Evaluating how employee complaints and conflicts are handled to ensure fairness and also transparency. Benefits of HR Audit Training The value of HR Audit Training goes beyond ensuring compliance. Here are some of the benefits that professionals can expect: Career Advancement HR professionals who complete audit training are equipped with specialized skills that make them more valuable to employers and also open up opportunities for career growth. Increased Organizational Efficiency Organizations can streamline operations, reduce redundancies, and improve overall productivity by identifying areas for improvement in HR practices. Cost Savings HR audits can help organizations avoid legal fines, penalties, and costly errors by
Remote Work Revolution: Adapting HR Practices in Philippines
In the Philippines, businesses faced unprecedented challenges as they shifted from traditional office settings to remote and hybrid work environments. With 78% of Philippine companies now offering hybrid work options, remote work is here to stay. As businesses strive to keep up with these changes, they realize that the right HR portal system is not just a luxuryâitâs essential for managing their workforce in the digital age. Recent statistics paint a compelling picture: companies that have invested in remote work infrastructure report a 25% increase in productivity and a 45% improvement in employee retention rates. These numbers highlight the profound impact that efficient HR systems and digital tools can have on a companyâs bottom line. HR Practices in Philippines, where the workforce is diverse and spread across various regions, embracing remote work solutions is not just a strategic necessity but a crucial step towards adapting to the new normal. HR Practices in Philippines Remote Work Setting Before the pandemic, many companies in the Philippines were deeply rooted in office-based models, with employees commuting to physical locations every day. However, as the pandemic forced businesses to rethink their operational models, a significant portion of the workforce quickly transitioned to remote work. Today, 78% of Philippine companies have adopted hybrid work options. This allows employees to split their time between the office and remote work. Even as the pandemic begins to recede, companies with the best hr practices in the philippines continue embracing hybrid work arrangements. Many have found that offering employees the flexibility to work from home, even part-time, leads to higher job satisfaction and better work-life balance. Companies see the benefit of retaining employees longer by offering such flexibility, especially given the increasing competition for talent in the country. Essential Remote Work Infrastructure For businesses to thrive in the new hybrid work model, having the right infrastructure is a necessity. Digital HR solutions are at the heart of this transformation, providing HR teams with the tools to manage remote workforces efficiently. Here are some essential digital HR systems that businesses in the Philippines must consider. However, they are crucial for adapting to the changing work landscape. Cloud-Based HRIS System A cloud-based HRIS (Human Resource Information System) is essential for businesses managing remote teams. This centralized platform enables HR teams to manage employee records, payroll, and performance data. and recruitment processes from anywhere, at any time. Cloud-based HRIS systems offer real-time updates, enabling HR teams to make data-driven decisions quickly. They also improve data accuracy and ensure compliance with local labor laws. It is crucial in a country like the Philippines with specific regulatory requirements. By streamlining HR processes, companies can save time and reduce the risk of errors. Virtual Timekeeping System With employees working remotely, traditional timekeeping methods no longer suffice. A virtual timekeeping system is a digital solution that allows businesses to track employee working hours regardless of location. Employees can log in and out via an online portal, and HR teams can monitor these records in real time. These systems often have built-in features for managing attendance, overtime, and time-off requests. They ensure accurate payroll processing, help prevent time theft, and ensure fairness in tracking remote work hours. Remote Payroll System Managing payroll remotely can be complex, mainly when employees are spread across various locations or time zones. A remote payroll system simplifies this process by automating payroll calculations, deductions, and payments. This system integrates with timekeeping tools and ensures remote employees receive accurate and timely compensation. Additionally, remote payroll systems can automatically comply with local tax regulations. It generate reports for auditing purposes, reducing the administrative burden on HR teams. Digital Performance Tracking Digital performance tracking is crucial for monitoring remote employees’ productivity and progress. Companies must adopt tools for continuous performance evaluation, goal-setting, and feedback without physical supervision. Performance tracking platforms enable managers to set clear expectations, monitor employee outcomes, and provide constructive feedback to employees. These tools can integrate with other HR systems to give managers an all-encompassing view of employee performance across different areas, such as project completion, skill development, and collaboration. Virtual Employee Engagement Tools Maintaining employee engagement in a remote work environment can be challenging, as remote employees often experience feelings of isolation. To counteract this, businesses need to adopt virtual employee engagement tools. These tools can include virtual team-building activities, online recognition programs, feedback surveys, and social collaboration platforms. Businesses can improve employee morale and reduce turnover by promoting a sense of community and belonging. Also, cultivate a positive company culture, even in a digital environment. Smartsheet Integration Benefits One of the most impactful tools available to businesses for optimizing remote work infrastructure is Smartsheet. This cloud-based platform enables organizations to manage work, track progress, and collaborate in real-time. Smartsheet is particularly beneficial for companies seeking to improve their remote work processes. Here are some of the key benefits: 89% Improved Remote Workflow Efficiency: Smartsheet helps remote teams stay organized by automating workflows and providing clear visibility into project timelines. It also leads to greater efficiency, as team members can focus on the work rather than administrative tasks. 76% Better Remote Team Collaboration: Smartsheet enhances remote team collaboration by providing a shared platform for team members to communicate, share files, and track progress. This centralized approach eliminates communication silos and fosters a collaborative culture. 92% Faster Document Processing: Smartsheetâs document management features allow businesses to process and also share documents faster. Whether reviewing contracts or updating reports, Smartsheet speeds up document workflows and reduces the time spent on manual processing. 67% Enhanced Remote Communication: Effective communication is the backbone of remote work, and Smartsheet improves communication by providing a centralized space for task updates, feedback, and status reports. It also gives all team members access to the latest information, reducing confusion and miscommunication. 45% Reduced Administrative Overhead: By automating repetitive tasks and workflows, Smartsheet reduces the organizational burden on HR teams, letting them to