The research gathered information about the effect of the implementation of the Single Entry Approach (SENA) and its role in labor dispute resolution in the Philippines. Using the information gathered from the interviews, papers, news articles, journals, and other reading materials, the principles of the program as well as all the intrinsic details of how the program works including its impact and significance to its end-users or stakeholders has made an integral part of the study. SENA is the simplified and the most effective and efficient way of resolving labor dispute and related conflict in the workplace. The simplified version of the framework and the dynamics of the program was presented to demonstrate how the actors and variables interact and affect one another.

Single Entry Approach (SENA) is an innovation in Philippine conflict resolution, which attempts to simplify the processes and procedures in resolution of conflict in workplaces. It was considered the most effective and efficient way to resolve disputes between management and labor. Between the period of 2010 to 2015, there is evidence that the SENA as innovation works as follows: a. the recorded national disposition rate of SENA was about 97 percent while national settlement rate was 83 percent; b. from the 128,515 total RFAs handled, approximately around 124,356 were readily disposed; c. a total of P4,855, 822,371.98 monetary benefits were distributed to over 108,475 workers all over the country.

The researcher found out that the study mainly focused on the findings particularly on the basic concepts, the advantages and disadvantages of the SENA program and the characteristics, qualities and attributes that conciliators and mediators must possess in order to effectively implement and execute the program. It was therefore recommended that an extensive information dissemination drive be cascaded, device a standardized monitoring tool for tracking compliance rate and case status, enhanced SENA personnel including their skills and competencies through training, possible inclusion of mandatory conciliation-mediation services in the employment contract, and the inclusion of the SENA program in the course syllabus for SOLAIR students.

This study aimed to know the existence and prevalence of workplace bullying in selected government agencies in Quezon City. The paper also aimed to determine the incidences of work-related, person-related, and physically intimidating acts and to know how bullying affects the overall job satisfaction of government employees in terms of promotion, supervision, co-workers, nature of work and communication at work.

A mixed method approach was used. The Job Satisfaction survey by Paul E. Spector (1994), and Negative Acts Questionnaire-Revised (NAQ-R) by Einarsen et al. (2009) were utilized. Gathered data were processed through descriptive statistics, cross-tabulations and regression analysis. In addition, a qualitative method was employed through in-depth key informant interviews. A survey was conducted to one hundred seventy-two (172) government employees while key informat interviews were conducted to eight (8) participants.

The study revealed that existence and high incidence of workplace bullying in CHED and PHIVOLCS are evident as it was experienced by almost all the respondents and participants. Work-related bullying was the most dominant type of bullying, followed by person-related bullying. Physical intimidating acts had the lowest incidence rate.

Workplace bullying had varied effects on aspects of job satisfaction such as promotion, supervision, co-workers, nature of work, and communication. Negative acts have high significant relationship to these job satisfaction facets : promotion (t= -3.85, p <0.000), supervision (t= -6.08, p <0.000), co-worker (t= -4.99, p <0.000), nature of work (t= -3.12, p <0.000), and communication (t= -6.31, p <0.002). This also reflects the negative effects that bullying had caused to the job satisfaction of government employees in different aspects. The most affected facet of job satisfaction is supervision at 0.97, followed by communication at 0.95, co-workers at 0.75, nature of work at 0.44, and the least is promotion at 0.34. Filipino core values of pakikisama, pakikipagkapwa, pananagutan, utang na loob at hiya effect affect the way Filipino government employees adjust to the workplace bullying incidences they have encountered or at least witnessed.

Morever, workplace bullying has negative effects on employee's job satisfaction. Based on the shared experiences of the participants, it was confirmed that it has negative effects such as demotivation, low morale, laziness at work, and intention to quit work. It affects emotions negatively, and makes CHED and PHIVOLCS employees dissatisfied at work due to their damdamin, one of the Filipino core values. With the widespread occurrence of bullying in the workplace, this study has proven how it can indeed decrease job satisfaction significantly. At the same time, it has adverse effects to the occupational health and safety of the employees as it affects their mental health.

The occupational safety and health of firefighters is a timely and relevant concern that needs to be studied as this is considered a critical issue considering its hazardous and risky nature of work. This research measured the firefighters’ awareness of the Occupational Safety and Health Standard, their knowledge on the 2008 Fire Code of the Philippines, and identification of the various workplace hazards, issues and concerns currently encountered. All these factors were established to determine whether firefighters could achieve decent work in accordance with its four pillars, namely, worker’s rights, employment, social security, and social dialogue. The research made use of personal interviews, surveys, ocular visits, Fire Code mini-exam, and compliance checklists to gather the necessary information. Results showed that awareness of the OSH Standard is average while the knowledge on the 2008 Fire Code is low. Workplace concerns were about the lack of health insurance, insufficiency and inappropriate sizes of Personal Protective Equipment, unserviceable fire trucks, lack of free trainings and seminars, and the absence of medical practitioners in every fire station. It is highly recommended that these facilities and services including health care insurance be provided to the firefighters as these are supposed to be the necessities that will enable them to have decent, safe, and healthy work environment.

This study assessed the role of the Industrial Relations (IR) actors in addressing the issue of labor contractualization in the public sector through the implementation of Joint Circular (JC) 1 s. 2017, 2018, and JC 2 s. 2020. Specifically, it identified the strategies initiated by the Government to enforce the JCs, the strategies initiated by Management (represented by a national government agency as employer of labor) to implement the JCs and whether these contributed to its workers level of awareness and compliance to the JCs, and the role of the Union in the compliance issue. It also listed down the factors that affected compliance and/or non-compliance, identified the effects of Management's compliance to the JCs to its non-government workers, and identified whether the strategies, decisions and practices done by three IR actors were complementary towards the realization of the JCs objectives-- to regulate the hiring of Contract of Service (COS) and Job Order (JO) workers, referred to as non-government workers (NGWs) so as to curtail the proliferation of misclassified NGWs and provide better working conditions for them.
Using a mixed method approach, including an online survey involving 131 worker-respondents, the study revealed that the strategies and practices done by the Government contributed to the Management's awareness and compliance to the JCs in the same way that the Union's strategies to push for regularization of COS and JO workers contributed to the Management and Government's strategies and practices directed for this purpose. However, while results reveal alignment on the actions of the IR actors, these did not contribute to regularization and/or better working conditions. Instead, it led to contractualization for some misclassified NGWs and marginalization/discrimination for most of the COS and JO workers not granted with plantilla positions. This is attributed to the Management's "partial compliance" to the JCs. The lack of government resources and enabling mechanisms served as major hindrances toward "full compliance".
The findings of the study undescored the importance of Industrial Relations in the public sector. Nonetheless, in order for the vision of eradicating labor contractualization to be fully realized, the Philippine bureaucracy, in consultation with the other IR actors, needs to arrive at clear-cut strategies on how the goal can be achieved and how the government agencies, as employers of labor, will operationalize these strategies at the organizational level. In arriving at strategies, the Government should renew its social contract with the working people-- that while efficiency in the public sector is achieved through a "small government", decent work must not, at all times and in any circumstance, be compromised. Further, strategies, including policies, need to be aligned, complementary, and interoperable across the bureaucracy through a whole-of-government approach. These can be easier realized if the Philippine bureaucracy will elevate its maturity level from transactional/traditional human resource to strategic/transformational human resource management.

This study was conducted to identify the different factors determining the readiness for regular and self-employment of the prospective agriculture graduates of Central Luzon State University (CLSU). The factors considered were curriculum development, the present and future agriculture industry requirement in Nueva Ecija and the perceptions of the prospective graduates on how competent they are at performing the employment competencies and skill constructs needed for regular employment and self-employment. For curriculum development, the study solicited the perceptions of faculty teaching in CLSU College of Agriculture about the BSA curriculum and curriculum development Likewise, the study determined whether the curriculum development was based on employer needs, outcomes of the industry-academe tie-ups and environmental assessment.

The selected faculty and school believed that the curriculum was effective in producing graduates equipped with skills on both agricultural and general competencies. Respondents cited that a strong curriculum was implemented because the College of Agriculture was able to meet the accreditation standards of CHED. The curriculum allows more time on hands-on and field exposure.

In terms of curriculum development, the respondents are satisfied. They believed that the present needs of employers and industry were considered during the enhancement of the curriculum. The respondents pointed out problems which affect transfer of skills i.e., lack of facilities for practical application and laboratory equipments should be modernized and upgraded.

From the point of view of the employers, the study showed that in terms of agricultural competencies, crop production skills were of priority especially, pests and disease control for crops, nutrition and growth of crops and planting and harvesting. The study also showed that the general employment competency of priority to employers was communicating competency specifically, oral communication, written communication and listening ability.

The employers further gave some qualities and qualifications they usually consider to new entrants such as: field of specialization, attitude towards fieldwork, scholastic performance and passer of licensure exam for Agriculture. They consistently affirmed that graduates should have major competence on both agricultural and general skills to be considered in their organization.

The employers’ future manpower needs include food technologists, crop protection specialists, development communication, and agricultural extension graduates. The national government agencies need plant breeders, biotechnologists, agricultural engineers, food scientists, economists, agri entrepreneurs, marketing specialists, environmental engineers and agriculturists in general.

With regards to the students’ level of competence at performing the agricultural skill, the students perceived that they were of moderate competence. However, the skill with the highest average weighted mean was controlling diseases and pests of crops. Value adding/marketing was the skill with the least average weighted mean. The prospective graduates also perceived that they were of moderate competence at performing the 18 general skill constructs. The skill that got highest average weighted mean was interpersonal relationship. The least average weighted mean was on managing conflict

The prospective graduates were willing to go on enterprising and perceived that they were competent to go on enterprising. However, majority of them were uncertain on where to source out their fund. Their top choices of enterprises include rice-seed production, vegetable production, goat production, vegetable production, goat production and bio-fertilizer production. Majority of the students intend to source out funds on private lending institutions.

The study showed that limited regular job opportunities await the prospective graduates based on the future plans and manpower needs of the agricultural industry in Nueva Ecija. However, the province offers a great potential for Agro- entrepreneurship to graduates who want to venture on self-employment.