People Management Association of the Philippines
From WikiPilipinas: The Hip 'n Free Philippine Encyclopedia
The People Management Association of the Philippines (PMAP) is a strictly professional, non-stock, not-for-profit organization of over 1,800 member companies and individual management executives engaged or interested in human resource management (HRM) and industrial relations (IR) work. Founded 50 years ago, PMAP continues the tradition of its forefathers in advancing the profession, the science and the art of human resource management.
As a professional association, PMAP helps institutions mold an enlightened, competent, socially responsible and influential sector of people managers who can effectively participate in nation-building. PMAP also helps its members become more effective on the job by teaching the human aspect of management via numerous career development forums and training programs.
With nineteen (19) Chapters throughout the Philippines, PMAP encourages local participation if national affiliation is geographically difficult. In fact, what further enhances PMAP’s solid reputation as a national association is the dynamism of its local chapters, proven by the success of its respective programs and projects.
 Fifty Years of Professional Traditions
On September 29, 1956, thirty-seven (37) executives representing varied industrial and business establishments in Manila, held the first organization meeting of what would become known as PMAP at the Rizal Hall of the U.P. Institute of Public Administration. They believed then – as members still do today – that an association must be organized in a manner that directly addresses its members’ needs and responsive to individual, institutional, and even to national growth. Guided by this belief, these executives set into motion the establishment of what is today’s premier organization of human resource management professionals.
Thus on October 13, 1956, the PMAP Constitution was ratified and the first Board of Directors and Officers were elected. Mr. Perfecto Sison of AG&P Manila was elected as the first PMAP President. And so began the impressive professional growth of PMAP.
 Organized for Growth and Stability
The PMAP organization is structured in a strategy-oriented thrust to make it truly responsive to its members’ needs, as well as to ensure that the Association is able to attain continued growth and stability. The fifteen-man Board of Directors are elected annually from among the members, and define the policies and establishes the annual work program of the Association. An Executive Committee (ExCom), composed of the Association’s officers, assists the Board in formulating policies and in managing PMAP’s abundant activities.
Various functional committees composed of company representatives and individual members – all volunteers – are organized to operationalise the program thrusts of the Association. These committees cover areas such as industrial relations, membership, fellowship and sports, awards, community relations, research, publications, advocacy, leadership development, and many others. The functions of these working committees vary yearly, depending on the planned program of service of the incumbent Board of Directors.
The Association is also actively involved in youth development thru its Junior PMAP (JPMAP) arm, with the aim of raising future people managers imbibed at the onset with the ideals of PMAP. The JPMAP itself is a microcosm of the totality of PMAP as it maintains its own committees, conducts monthly meetings and a national conference, and with its membership roster coming from colleges and universities nationwide.
The Council of Past PMAP Presidents, an advisory group composed of the former presidents of the Association, provide guidance to the PMAP Board regarding policies, thrusts and strategies. The HRM Foundation, moreover, ensures the long-term funding requirements of PMAP for its professional development programs, organization growth strategies, and capitalization requirements.
The Philippines Society of Fellows (PSOF) in Personnel Management is an affiliated body in PMAP that offers opportunities for further professional growth of individual HRM practitioners. Membership into the PSOF requires the fulfillment of certain sets of professional standards and accomplishments. Professional titles of Fellow in Personnel Management (FPM) or Associate Fellow in Personnel Management (AFPM) are conferred to HRM practitioners by the PSOF through its Accreditation Council, in recognition of their level of professional competence.
More recently, an additional affiliated body in PMAP emerged with the conception of the Center for Human Resource Management (CHRM). Led by a preliminary Board of Trustees, the CHRM is tasked with formulating the policies, thrusts and strategies of creating an HR School, the first-ever in the country. The school will be granting a degree in Master of Business and Human Resource Management (MBHRM) in the near future, with its educational core drawn from the collective expertise of seasoned HR practitioners from within the ranks of PMAP.
 The PMAP Professional Staff
For the efficient delivery of services, the Association has a full-time, 15-man PMAP Professional Staff (PS) headed by an Executive Director. The PS acts as the operational information center, secretariat, and hub of all activities in the organization. Housed in the PMAP Center, the PS provides technical and administrative support to the work programs of the Board, ExCom, and the affiliated bodies within PMAP. The committee thrusts are likewise complemented by the PS and dynamically coordinated to ensure that plans and programs are successfully realized.
Since the PS plays a critical role in the organization, their emphasis is on deliberately providing increased excellence and competence in delivering quality service to PMAP members. In terms of committee involvement, the PS are duty-bound to ensure continuity of the many projects formed by the volunteers. As these volunteers come and go, the PS are relied upon to ensure the smooth transition, stability, and linkage from the former to the present; so that continuity is assured. Moreover, after having been elected in this capacity recently, the Executive Director also serves as the Secretary General of the Asia-Pacific Federation of Human Resource Management (APFHRM), the regional umbrella institution of human resource management organizations, making the PMAP PS internationally recognized.
 Dynamic Activities for Professional Development
General Monthly Meetings
Alternately sponsored by different industry groups and PMAP committees, monthly luncheon meetings give members a chance to get first-hand information on current issues from the leaders and policy-makers in industry, government, and society, in general. At the same time, the GMMs provide a venue where members can enhance their professional network and personal friendships with their colleagues from the HRM profession.
Symposia and Executive Fora
Combining the benefits of individualized orientation in a group settings, these professional development activities offer privileged information related to HRM functions and concerns. Aside from symposia on the latest HRM and IR issues, lecture series and other learning fora give members a first-hand account of valuable experiences of companies on specific HR concerns, and the latest HR trends and practices as rendered by local and international experts.
This is an annual convention of the entire membership of the Association that brings together the wealth of the country’s HRM expertise. Also open to non-member HRM practitioners, government sector representatives, and the members of the academe, the AC aims to chart the directions and strategies to be taken in addressing common and critical issues in HRM. The AC is usually held out of town and combines socials, sports and fellowship activities with comprehensive and in-depth technical sessions.
PMAP Awards Programs
Institutionalized in 1977, the PMAP Awards Program gives recognition to outstanding achievers whose leadership, dynamism and professionalism set apart some corporations and individuals as a breed all their own. Corporate and Individual Awards – the most coveted of which are the “Employer of the Year” and the “Personnel Manager of the Year” – are given annually for remarkable achievements that measure up to the high standards of PMAP. Past winners of these awards include some of the most respected organizations and individuals from Philippine business.
Fellowship within the context of the organization has a two-pronged objective: 1) to enhance the individual practitioner’s professional growth; and 2) to build the PMAP family spirit and commitment. Appropriate and wholesome activities during monthly meetings, the annual conference, and special fellowship and sports activities are designed to develop an atmosphere of social interaction, acquaintance and a sense of belonging among members.
PMAP is continuously doing its share in promoting and advancing the concept of Corporate Social Responsibility among its members through workshops and seminars on developing and implementing ComRel programs. The Association also embarks on its own ComRel programs focusing on immediate need areas such as livelihood development, environmental protection, employment generation, educational scholarship, and social service linkages.
 Committed to Quality Services
“Relevant and accurate information when and as needed” is the main objective of PMAP’s membership services. Thus, members are constantly informed of current HRM and IR issues through various communications media. With committee guidance, the information dissemination services of the Association are given continuity and depth. A modest library in the PMAP Center is available for members’ exclusive use, while the PMAP Website provides on-line information about the Association, its activities and programs, as well as updates on issues and important announcements.
Library, Information, and Research Services
PMAP maintains a wide array of materials such as national data and research studies on varied HR topics. Maintained for purpose of reference by members and the research unit, these materials are sourced from various government and private institutions and updated when available.
Also, the new PMAP Library houses reference materials on various HR, training, OD and business-related books, journals, and magazines. These materials are available to PMAP members for their research and reference purposes. In addition, government announcements via Department Orders on Wages, Implementing Rules and Regulations, and Executive Orders on holidays, and other relevant declarations are transmitted immediately to members when directly available from the government agencies concerned, to provide timely dissemination of information to members.
Mini-surveys or spot surveys are also conducted during monthly meetings or through circulars to respond to the needs of PMAP members and the Board. These are used for a better analysis of industry and cross-industry trends, sentiments, and practices by the PMAP general membership.
Important data and research-related materials are also periodically sourced from government and private sources, and updated by the research staff. These are sustained as a source of secondary data for future research projects of PMAP and its committees. Technical assistance are also given to members who are doing their own research projects in the areas of compensation, industrial relations, labor laws, OD, competency, and strategic HR.
PMAP also has generated original research projects that cover diverse topics on HR and OD issues. Some research studies are also published in PMAP publications or are compiled and distributed to members for free of for a minimal fee. Some of the research works produced by PMAP are: Study on Industry-Academe Mismatch (1998); HRM and Corporate Transformation (1999); State of Knowledge Management in the Philippines (2001); PMAP Research Diagnostics Survey (2003); Labor Mismatch (2004).
Publications Complementing the research projects and other information services of PMAP is a variety of authoritative publications that are provided to members on a continuing basis.
Members are given free copies of the following publications:
- A copy of the PMAP Membership Directory with bi-annual updates
- PMAP Newsletter
- PMAPer Bulletin
- Industrial Relation Focus
- People Manager Magazine
- A copy of special publications such as the PMAP Annual Awards Programme & SOF’s Personnel Executive
- A copy of the PMAP Annual Report
- Circulars on government orders, rules and regulations, executive decrees, industry and sectoral position papers on significant HRM-related national issues
- Numerous flyers and brochures on PMAP-sponsored activities and programs
Members benefit from PMAP’s effective response to specific personnel management and employee relations problems requiring the expertise of senior HRM practitioners. An advisory bureau or consultants pool, composed of seasoned IR practitioners and lawyers, are available for free consultation either through telephone, written or face-to-face queries. A free service exclusive to members, the main objective of the consultant’s pool is to assist members in finding answers or lead them to other sources of information.
Human Resource Management Development Center
The HRM Development Center (HRMDC) serves as the training and development arm of the Association. The HRMDC plans, conducts and evaluates the training and professional development programs of PMAP, in response to the needs of HRM executives and managers, officers and staff of member-companies, and independent HRM practitioners.
Throughout the year, PMAP presents a varied menu of development programs focusing on specific areas of HRM practice. Non-curricular programs are the training seminars and workshops conducted on a monthly basis by expert HRM practitioners from the ranks of PMAP members. Whether for professional or personal development, members enjoy substantial discounts on all HRMDC programs and other development activities.
Curricular programs, on the other hand, are the certificate courses conducted in PMAP-partner schools, and which lead to the completion of a Diploma in HRM (DHRM) degree. The DHRM program aims to fulfill the need of HR practitioners to sharpen their skills in HRM and expand their knowledge of the profession. The collaborating schools include Pamantasan ng Makati, Jose Rizal University, University of Santo Tomas, Miriam College, and more recently San Beda-Alabang — to cater to our members from South Manila.
As an exclusive service to members, PMAP offers scholarships to the DHRM Program to deserving junior HR practitioners in the partner school of their choice.
For companies with specific training needs, the HRMDC also develops tailor-fit training programs and conducts these as in-house seminars.
Investor in People (IiP) Standard Certification The IiP is an international quality benchmark that helps organizations meet their aims and objectives through effective training and people management. Developed in the UK during the 1990s, the IiP currently enjoys wide recognition in the European Union and Australia as well as increasing presence in New Zealand, New Jersey and Chile to name a few.
PMAP, in cognizance of its unwavering pursuit for the continual development of human resource practices, is currently the country’s sole certifying body of the Investor in People (IiP) Standard. As such, PMAP will provide advisory and consultancy support as well as assessments to organizations that will commit to take the journey towards IiP recognition.
PMAP is a strong advocate on labor and social issues such as, but not limited to, quality of work-life, values formation, alternative dispute resolution thru mediation, and corporate governance. PMAP was able to garner national recognition for it’s effort in interviewing and creating a competencies profile of the presidential candidates prior to the 2004 National Elections.
In broadening its advocacy thrusts, PMAP has created the National HR Agenda, a master plan for national reform and development, unifying diverse sectors and disciplines towards one vision and one voice for people development.
Derived from initial thoughts by experts in human resource management (HRM), it makes use of a wholistic HRM perspective as a starting point for forming a multi-sectoral consensus, leading to the formulation of synergistic, multi-sectoral programs and the creation of a National Commission for a National HR Agenda. This private sector-led initiative was started by PMAP in response to the growing need for national reform, job creation, and showcasing the global competitiveness of the Filipino worker.
External and International Linkages
Through the years, the goodwill built and developed by PMAP with the influential sectors in business, government, industry and the international community afforded members a direct link to important publics. PMAP has a healthy, cooperative relationship with labor and employer groups alike, the Department of Labor and Employment, the International Labor Organization, the Philippine Congress, and the Executive Department.
In the international scene, PMAP is one of the founding members of the Asia-Pacific Federation of Human Resource Managers (APFHRM), as well as the ASEAN Human Resource Management Federation. In fact, the president-elect of the APFHRM was a former PMAP President, with the PMAP Executive Director serving as the Secretary-General. Through these regional groupings, PMAP is also affiliated with the World Federation of Personnel Management Associations (WFPMA).