Bridge Southeast Asia

The Editors of Bridge

Is Your Workplace Gen Z Ready?

With Millennials now becoming today’s managers, supervisors, even higher-level executives, a new generation is now entering the workforce. Dubbed “Gen Z,” these young individuals were generally born after 1995, making the oldest of them around 24 years of age today.

Here are a couple of things you should know about Gen Z-ers, who are, in some ways, decidedly different from their Millennial predecessors:

They value face-to-face communication despite their digital savvy

A global survey commissioned by Dell EMC reveals that Filipino Gen Z-ers are the most confident in their tech know-how compared to their Southeast Asian peers. However, Gen Z-ers equally value the human element, preferring face-to-face communication with their employers and colleagues. As such, regular feedback and evaluation might best be given to them in person rather than through an e-mail or a filled-up form.

They are motivated by healthy competition

While Millennials thrive in constant coaching and team time, Gen Z-ers welcome healthy competition and independence. They don’t mind taking the “DIY” approach to tasks or the self-directed path to learning. To build on this mindset, consider employing gamification as a training tool, engaging Gen Z-ers’ competitive spirit with rewards and gratification in the short run, and ultimately improving productivity in the long run.

But even with these promising traits, the same study by Dell EMC reports that Filipino Gen Z-ers in particular are worried about their employment prospects, primarily rooted in their lack of confidence in their readiness to enter the workforce, as well as the fear of generational clashes that could result in relational conflicts.

At Bridge, we’re focused on helping Gen Z-ers and improving the workplace through Force, which offers managed recruitment and staff development solutions. Keeping in mind the changing faces of the workforce and each organization’s unique staffing needs, we help you find your best candidates for each role, from sourcing and marketing to hiring and onboarding. We also offer an internship partnership program to help prepare fresh talents for life in the workplace.

We believe that every organization’s most important asset is its people. By understanding and embracing Gen Z, we have the opportunity to prepare and train this next generation to be valuable contributors to your company’s mission.

* * * * *

David on Multigenerational Teams When we started Bridge, I was in my early 30s and the average age of our leadership team was 26 years old. Today, the average age of our leadership team at Bridge is 41 years old! From the beginning, we did not want to build an organization only for the old, or only for the young, only for millennials, or only for one generation. Realizing that we needed the experience and expertise of older team members combined with the creativity and energy of younger ones, we wanted to design a culture that harnessed different people from different backgrounds, different generations, and different ages. Now, the worst way to do this is by trying to incorporate a hodgepodge of different requests. That’s the fastest way to end up with a Frankenstein culture. Instead, we decided to focus on the Timeless, the things that are important to all of us no matter what age. When hiring and evaluating, we look for hunger, for understanding, diligence, and empowerment in all our people. It doesn’t matter what the person’s age is, as long as they live by The Bridge Way, we are happy to have them at Bridge. - David Bonifacio is the CEO and Founder of Bridge

* * * * *

If you’d like to know more about managed recruitment and staff development, as well as training and internship programs for potential Gen Z employees, we’d love to help you. Send us a message at or visit

Empowering HR With Managed Payroll

While most are familiar with their Human Resources department, very little is known about their work apart from record-keeping, compliance, processing leaves, and interviewing and hiring (and firing) people.

But HR teams can go beyond typical tasks and step into big-picture roles when they are empowered, thus becoming an integral part of the business. Here are some of the things empowered HR teams can do:

Take Part In Shaping Strategy

HR employees who understand the link between employee experience and business growth and revenue help develop ways forward that reflect the value of people and processes to the organization.

Champion Culture

Great HR teams recognize that they have a strategic platform to build, enforce, defend, and advocate culture that reflects the organization’s mission and values.

Support Or Help Lead Transitions

Insightful HR practitioners are open to strategic adjustments, whether it’s improving daily HR-specific functions or helping in major organizational transitions through change management.

But a quick visit to your HR headquarters may show you a reality that keeps them from taking on these roles: employees are bogged down by endless paperwork and administrative tasks, the costliest and most time-consuming of which is payroll.

A good way to address this would be to consider a managed payroll solution for your organization. You can invest in powerful software for leave and schedule management and accurate timekeeping; go for outsourced payroll, turning over your data to reliable organizations and certified payroll professionals to compute your employees’ salaries; or opt for a combination of both.

The best payroll management system combines powerful technology, expert services, and business intelligence, providing not just the tools that do the job, but also offering credible insights for better decision-making.

Here at Bridge, we offer managed payroll that does end-to-end servicing from timekeeping to payout with PayDay. Whether you choose to go with software, outsourced payroll, or both, we work alongside you to make this HR function stress-free, reducing human error, saving a big chunk of executive time, and increasing productivity and efficiency.

Leave the heavy payroll lifting to us and release your HR team to partner and collaborate with you in pursuing your company’s mission.

If you’d like to know more about a managed payroll solution for your business, we’d love to help you. Send us a message at or visit

5 Ways to Improve Payroll for Your Organization (PayDay Blog)

When organizations think about saving time and money, improving payroll is a good place to start. A few adjustments in the payroll process can go a long way. Here are 5 ways to improve payroll in your organization:


Timekeeping and attendance information is the basis for most employees’ payroll. This is why to improve payroll, consolidating attendance information is key. This is where most organizations usually spend the most time on for regular payroll.

To improve attendance consolidation, first, consider improving your method of timekeeping. If you’re still using manual sheets or punch cards to clock in/out of the office, switching to a biometric device may help you eliminate costly hours you’re currently spending on encoding work.

Second, consider whether integration is the next step for you. It may be that you’re already using a biometric device in your organization but still spend much time exporting/converting data so you can use it for payroll computation. In this case, consider getting a full solution that enables you direct integration between your timekeeping devices, and your HR/Payroll software.


Capturing employees’ time logs is one thing, but crossmatching that against their schedules, is another.

This is why simply upgrading to an automated timekeeping device is usually not enough especially for organizations with workforces whose schedules change from time to time. Without a system to easily manage employees’ schedules, determining whether a person is late or early, absent or on leave, will be challenging. Moreso will computing deductions, or overtime pay.

Automating your schedule and leaves management not only make crossmatching employees’ logs with their schedules easier, some solutions also help you streamline approvals for attendance-related requests such as overtime, leaves, and schedule changes.


Not as many organizations are aware of or know how to leverage the de minimis and the bonus cap outlined by the BIR. Essentially, what happens is that organizations compute employees’ withholding taxes higher.

Because of this, employees either get lesser take-home pay than what is actually possible or companies shell out more money than they need to in order to achieve greater take-home pay for their employees.

And so to maximize these benefits and the cap for tax-exempt bonuses, organizations can either learn how to do this themselves, or seek the help of professional payroll practitioners (through consultation, or through regular payroll service).

Coins - Improve Payroll


Sometimes, the challenge for organizations is not the computation of employees’ wages, but the actual disbursement of payroll.

Organizations can improve payroll disbursement by considering cash management solutions offered by their local bank. These solutions typically allow organizations to schedule payroll disbursement and streamline approvals.

Some companies can still take this further by contracting a service provider to also help in the payroll disbursement process, typically by giving them uploader/maker access to their cash management platform—so there is no need to switch to another disbursement method. This helps save companies even more time, so they simply just have to approve transactions they have already reviewed and authorized.


Printing reports, payslips, and other payroll-related documents take time, money, and lots of effort!

For instance, if you’re still printing payslips and handing them out manually to staff every payout, consider distributing payslips through email (but make sure they’re secured!) or even better through an HRIS system that allows access to electronic payslips.

As for reports and employee documents, some HR solutions already allow you to generate reports on the fly, keep an electronic 201 file, and produce the government statutory documents for electronic filing.

Regular Holidays and Special Holidays: What’s the difference? (PayDay Blog)

With the number of holidays observed in the Philippines yearly, it’s easy to confuse Regular Holidays and Special Holidays. Here is a quick summary of their difference, plus their effect on payroll computation rules.


In general, Philippine holidays fall into either one of these two categories only:

“Regular Holidays” fall on fixed dates such as Christmas Day, New Year’s Day, and Independence Day. The only regular holidays that change dates each year are National Heroes Day and religious holidays. These are Maundy Thursday, Good Friday, Eid’l Fitr, and Eidul Adha. In sum, Regular Holidays—from its name—are regularly observed annually, typically on fixed dates.

On the other hand, Special Holidays or otherwise also known as “Special Non-working days” have more flexible dates. Congress can enact them, or declared by the President. They may also be declared for specific regions only, such as the ASEAN Summit in 2017 which affects work and class suspensions only in NCR, Bulacan and Pampanga.


It’s important to note that payroll computation differs between the two, which includes pay rules for hours worked, overtime, and rest day premiums. The Philippines’ Official Gazette has put together below a quick guide about this on their site:

Regular Holidays and Special Holidays Payroll

For the full resource from the Official Gazette, click here.

Of course, there may still be additional rules for organizations to factor in payroll computation. This includes provincial holidays, or special rules affecting companies that observe foreign holidays. BPOs are one example. That said, organizations that are particular about payroll accuracy often use software and engage a professional payroll services provider to take care of this on their behalf.