Bridge Southeast Asia

Day: August 1, 2016

I Was One of Them But Now I’m a Convert!

I do not understand why the computations were wrong.

 Were we using a system that provided accurate computation?

Why was I marked absent when I was sure that I clocked in and out?

These were just some of the questions that I had in my head every time it was payday. I always dreaded the day most people looked forward to because I was always 90% sure that there would be a problem and it was very frustrating.

I was not an all out complainer. In fact, I never really bothered to fill out forms to dispute my concerns formally since I felt that “ they were the Human Resources (HR) department, so they would know better and fix the problems eventually”. In other words I was pretty much apathetic. At that time, I did not realize that not raising these concerns to the HR team was also a form of complaint. The fact that I kept my complaints to myself only made the problems worse. If I had just raised my concerns immediately then the HR team would have been able to address it quickly.

This is just one example of a common complaint against HR and as you can see, it’s not really a productive thing to do. Let’s now look at some common complaints against HR these days and see how one can deal with them by being part of the solution rather than the problem.


Philippine payroll is by far one of the most complex and time-consuming processes I have ever encountered. It is not easy, especially when you are running payroll for hundreds and thousands of employees. Most of the complaints regarding payroll computations boil down to timekeeping, scheduling, payroll and reporting. When you encounter a problem with your payroll computation the first thing you must do is stop and reflect then, communicate with the team involved to understand and resolve the issue.

 For a change, start thanking your payroll team for each time you get your pay correctly and in a timely manner. It will change your perspective as it changed mine.


Government loans are an added perk from the SSS, Pag-Ibig and PhilHealth. A lot of employees make sure that their contributions are accurate in order to maximize this benefit. Processing of government loans has three parts to it. First, is the submission of documents. Second, is HR processes it with the local government office. Third, is the waiting game, this is where a lot of complaints come up and we sometimes forget that the HR team has no control over the government process. So instead of complaining, let us change our perspective and prepare for when the loan is released and make a day out of it. Remember, patience is a skill and a virtue.


Everyone wants more benefits and higher pay, which is not a bad thing at all. Employers always want to make sure that both salaries and benefits are market competitive. Benefits are a gift given by the employer as an extension of their gratitude towards all the hard work done by an employee. In fact employers are not required by law to give benefits outside of what is required by the government such as PhilHealth and SSS. We also have to remember that all the perks a company gives are to help make an employee’s professional and personal life better. When you suddenly have the urge to rant about your benefits and notice what is lacking and not at par with your standards, think again, benefits are like gifts, they are freely given.


How did you fare during your mid-year evaluations? All of us need to go through performance evaluations to make sure we are aligned and know what we need to do to get where we need to be. Sometimes we question HR for the policies on managing performances and question how we are being rated. Let us remember that being evaluated is a good thing. It will encourage us to be accountable for all our deliverables and will ensure that our line managers guide us and empower us to hit our goals. Performance Management should be something we look forward to, simply because we should want to make sure we never settle for anything less than excellence.

Like many of you who are reading this blog, I was also someone who regularly complained about what the HR department was doing. But rather than sulk, what I decided to do was to be part of the solution and joined the wonderful world of serving the workforce.

So yes, I am now a convert. From being somone who complained about the HR department, I’m now an HR professional! While I wouldn’t  advise you to do what I did, . I do advise you to cur down on the complaining and start finding ways you can actually help make your HR department better.

What Can Small Businesses Get From Big Data?

Big data is one of the most talked about industries in the world today. Everywhere you look, you read about how data is being applied to solve the world’s biggest problems or how it’s being called the next frontier for innovation and competition in the global economy.

Despite all the hype and growth surrounding the industry, a closer look will show that its effects have mostly been for the big corporations. Small business owners have yet to fully experience the advantages that big data brings, mainly because it usually requires a significant investment in resources, which they often can’t afford. But this shouldn’t lead small business owners to automatically disregard big data.

Here’s how big data can help small businesses improve and grow to be able to compete with established companies:


Rather than guessing, a better way to improve your products or services is by collecting and analyzing data on how customers use them. This allows management to make data-driven decisions on what improvements should be made. Learning more about customer habits and preferences can not only lead to better products and services, but it can also help small businesses to create a personalized customer experience, which is something that established companies can’t readily do.


Understanding customer habits and preferences can help small businesses make better predictions on what markets will be worthwhile to pursue. Applying big data to a market analysis can put SMEs in prime positions to tap new customers and get a foothold in the market before established companies can come in.


Applying big data to the HR department’s tasks can lead to a more productive workplace for small businesses. It allows management to objectively track employees performance and see where improvements can be made. The use of big data in HR can also help in the creation of better employee training and development programs, which should lead to a better overall performance of the workforce.

There are in fact many more benefits that can be derived by small business owners. If you’re a small business owner, the best thing to do right now would be to start learning about up and coming developments in big data. Because given the rapid growth of the industry, it shouldn’t be a surprise to see many more benefits emerging in the future.

The bottom line is, despite the high barriers to entry, big data is a worthwhile investment for small business owners in the long run. And given that big data will become much more accessible in the coming years, given the recent developments in cloud technology and data storage, it’s definitely the right time for small business owners to start getting into the industry.