1. Volume 1, Issue 2 December 2010
Inside this issue:
President’s Corner
Page 2
View Point
EPAS: A New Perspective
Page 3
Editorial
Page 4 of Harnessing Employee Performance
What’s the Big Deal?
I n the history of Fundline, it that were unheard of in the past, but ”wag pasaway” for a term which most
was only the second attempt - time and again - the management of the time defeats its real meaning.
Page 5 to undertake an employee does not and will not pass through the For instance, the never-ending chase
performance appraisal back in May hard work and contribution of those between MMDA traffic enforcers and
2010. Since the activity was relatively who deserve reward without being bus drivers in EDSA had become
ODDITIES new, some may have naturally recognized. more of a daily routine. While drivers
are fully aware of the traffic rules,
experienced distress which have
Page 6 been more difficult to endure. Change In my other article, I have they still take the wrong turns, unload
can be really painful, but I am pretty mentioned about my recent chat passengers in no-loading zones, beat
sure we will surpass that stage and, with Region 5’s Restie Buena, and the red light, swerve and disregard
Chalkboard sooner or later, get to where we want
to be.
commended some branches under
him because of their consistent
traffic signs. Hangga’t makakalusot,
lulusot! Should the same thing
Page 9 positive performance. I can truly say happen to us?
The EPAS (Employee Performance that the fruits of their labor were ready
Appraisal System) is all about for reaping, out of which a new reward The EPAS will surely discourage
excellence, intended to bring out system was going to be implemented the “pasaway” behavior. And I
Hats Off the best in everyone and not to put in their favor. personally believe that one does not
people down. I have heard some necessarily need to be given a memo
Page 10 claims that the company ignores I wonder why a lot of employees, before coming to work on time, or
the welfare of our employees, which up to this day, do not seem to get the be issued a written warning before
is rather unsupported and a very management’s simple message. Is behaving properly, because these
Hot IT Stuff shallow argument. On the contrary, this an indication of lack of trust? Do are basic things we all learn from
we prioritize looking after the welfare we look at incentives as freely given our daily lives. With the new system,
Page 12 of those who work hard and give or something earned? It should be excellence and discipline form part
support for those who deserve it more. clear to all of us by now that reward of our culture, it is not just another
We all dream of a brighter future for is for the active performers who, in management directive we need to
Systems at Work everyone, but the bottom line is to one way or another, contribute to the
growth of the entire organization.
follow. It is a constant practice that
should be embedded in our hearts,
reward results-oriented individuals as
Page 13 well as achievements. our new way of life.
The successful implementation of
This is the challenge which all of us EPAS entails a collective effort where
Special Feature must now face more seriously. Some
may have grown too tired of promises
each one must play his or her own part,
no matter how big or small. We say
--Alex C. Ongtenco
Page 14

2. President’s Corner
Towards Productivity
and Performance
(Part I)
by Alex C. Ongtenco
I
was more than glad to know most of your pressing
concerns during the first VOE (Voice of the Employee)
session back in August. Having adopted this system
“Focus ka muna sa trabaho mo.
from well-established companies and considering it a critical
component of our own organizational success, I hope we were ‘Pag umpisa pa lang bonus na
able to address your concerns the best and most realistic way
we can. It was definitely not just about listening to you, but also
about making us act upon what you say. Nevertheless, as I look
ang iniisip mo, masisira ang
back, I realized two main reasons that hinder our productivity
and performance: distractions in our job and the bad habit of konsentrasyon at maapektuhan
comparison.
Let me elaborate on the first factor – Distraction. A few
ang trabaho mo.”
months ago, we attended Six Sigma conference (which we
will be implementing in our company soon) that deals about Emotional baggage is another form of distraction. I noticed
improving systems and processes. During the Q&A, a participant how personal problems easily affect a person’s professional
commented, “If Six Sigma is implemented in our company life. Financial obligations, death of a family member, sickness
and the systems and processes become more efficient and or even a difficult breakup can shake one’s focus at work. We
effective, then our employees might lose their jobs.” I thought see many talented employees, but their growths are often
this concern could be very valid considering that the recent hampered by their emotional baggages. Although I know it
trend in business is to make an organizational structure leaner may sound difficult or even absurd, but one should leave their
and meaner, and keep the organizational pyramid with least emotional baggages behind whenever going to work, because
layers possible. I call this concern distraction “due to a threat”. inefficiency and pressure can easily get in the way.
We resist change because we look at it as a destruction.
I had a rare talk with one of our Regional Managers, Restie
However, I do not see this downsizing happening in Fundline Buena. He went on sharing one of his usual answers whenever
at all. I believe it is not a zero-sum game that we play, where the asked his staff about bonus, “Focus ka muna sa trabaho mo.
company’s efficiency becomes a loss on the part of employees. ‘Pag umpisa pa lang bonus na ang iniisip mo, masisira ang
Such mindset could be the most destructive thing in this world. konsentrasyon at maapektuhan ang trabaho mo.” Instead of
My philosophy is very simple: as long as you are performing paying attention to given tasks, one could simply exhaust his or
well, there is nothing to worry about. I know that the fear of her energy just by thinking whether a bonus will be given or not.
losing one’s job can be very threatening, considering we all Sad to say, this just puts a person in a greater disadvantage.
have mouths to feed and bills to pay. Trust me, if we only do Given a poor performance, a person may no longer be in a
what we are supposed to do and meet what is expected of us, position to ask for any reward. The farmer plants his seeds
then there is nothing to cause alarm from. before he could even harvest. He works hard FIRST.
Page 2

3. View Point
MAPAIT
NA LUNAS
ni Arnold Tolentino
Tayo ay nasa bahagi ng panahon na kung saan nais nating malinaw na halimbawang naglalarawan ng proseso ng pag-unlad.
magkaroon ng iisang kamalayan ang ating pamunuan at mga
kawani sa mga layunin ng Fundline na ibalangkas ang mga Sa ano mang paligsahan ng buhay, likas lamang na napag-
pamamaraan kung paano natin maisasakatuparan ang mga ito. iiwanan ang mga ayaw o walang kakayahang sumabay sa
Isang mahalagang temang dapat pag-isipan ay ang inspirasyon pagbabago. May mga miron na animo mga nilulumot na batong
ukol sa konsepto at proseso ng pagbabago. Nais kong ipabatid sa nasa gilid ng daan habang ang iba ay magkakaagapay na
lahat na ito ang direksiyon na dapat nating timbangin, pag-aralan tumatakbo patungo sa pagbabago. Mayroon din namang sa
at pagsumikapang makamtan. halip na umagapay ay nagiging balakid pa para makausad ang
karamihan.
Hindi natin dapat isantabi na sa kasalukuyang estado ng
kumpanya, dapat nating ikasiya at ipagmalaki ang bilang ng mga Sa kabilang banda, naririyan ang nakararami na handang
pamilya at maliliit na negosyo na atin nang natulungan. Batiin natin sumabay sa agos ng kaunlaran, bukas ang loob at isipan upang
ang ating mga sarili dahil kabilang tayo sa iilang kumpanyang masusing pag-aralan at tanggapin ang kabutihang idudulot
umuunawa at kumakalinga para sa kapakanan ng nakararaming ng pagbabago. Ilan lamang sa mga magagandang paraan ng
maliliit na mga Pilipino. Sa isang banda, hindi natin maitatago na pagbabago ng ating organisasyon ay ang paggamit ng mga
kasabay ng panahon ay ang pagbabago. Maliit man o malaki, makabagong teknolohiya katulad ng MPAD, VPN at HRIS.
madali man o mahirap tanggapin, pabor man sa ilan o hindi – ang Kasama rin dito ang pagpapatupad ng mga makabagong konsepto
pagbabago ay likas na bahagi na ng buhay ng tao, pamahalaan at o prinsipyo ng pamamanihala katulad ng “Six Sigma”, “Balanced
maging mga organisasyon na nag-uumpisa pa lamang o patuloy Score Card”, “Kaizen, “TQM” at marami pang iba. Maging ang
na itinataguyod at pinauunlad, katulad ng Fundline. programa para sa patuloy na edukasyon ng mga kawani ay
naglalayong maitaas ang antas ng kalidad ng bawat isa. At higit
Saan mang anggulo natin tingnan ang pagbabago, hindi sa lahat ay ang paglalagay ng mga wastong pamantayan ng
matatawaran ang mga aral na itinuro at patuloy na itinuturo sa atin kalidad na gawain ng bawat indibidwal na bahagi ng organisasyon
ng kasaysayan: – katulad ng ipinatutupad na “Employee Performance Appraisal
System”.
• Na upang makamtan ang pag-unlad, nararapat na pag-aralan
at umaksyon tayo ng naaayon, hindi lamang sa atas ng Ang lahat ng ito ay maaring hindi perpekto sa simula, tulad
kasalukuyang mga pangangailangan, kundi para sa ikabubuti din ng isang batang kailangan ng gabay sa paglalakad. Ngunit
ng karamihan sa mga darating pang panahon. sa tulong ng nakararaming may matuwid na adhikain at tamang
• perspektibo ay unti-unting maisasaayos ang mga ito. Kung
• Na kinakailangang maging handa sa anumang pagsubok na kaya’t inaanyayahan ko ang lahat na hamunin ang kani-kaniyang
dulot ng patuloy na rebolusyong pang-teknolohiya at pang- limitasyon - na kumawala sa nakasanayang pagwawalang-bahala
industriya. o animo pagkakatulog ng mahimbing, at lawakan ang pang-
• unawa sa mga bagong direksiyon, panuntunan at pamantayan.
• Na ang bawat aksyon ay may katumbas na reaksyon – masaya At alalahanin na ang pagbabago ay magsisimula at matutupad sa
o malungkot, masarap o masakit, matamis o mapait. pamamagitan ng bawat isa sa atin. Sa madaling salita, ang bawat
isa sa atin ay may mahalagang papel na dapat gampanan upang
Lahat ng ito ay bahagi ng pagbabago. Sa paghahanlintulad, ang maging susi sa hinahangad nating kaunlaran para sa Fundline, sa
sino mang may karamdaman ay kailangang uminom ng mapait bawat kawani at sa mga tumatangkilik nito.
na gamot upang mapabuti ang pakiramdam at malunasan ang
kasalukuyang kalagayan. O dapat na sumailalim sa isang masakit Ngayon, sino at ano tayo? Tayo ba ay ang mga batong nilulumot
na proseso ng paggamot. Maaari din itong ilarawan na upang sa gilid ng daan? Mga damong dapat nang bunutin? O kabilang
magkaroon ng masaganang taniman, kailangang hawanin at tayo sa mga naglalayong sumailalim sa isang pangkalahatang
bungkalin ang lupa; bunutin ang mga damo at halamang ligaw na transpormasyon patungo sa isang higit na maunlad, higit na
umaagaw sa sustansya ng lupa. Upang makapagtayo ng malalaki masaya at higit na makabuluhang pamilyang Fundline.
at magagarang gusali, dapat lamang munang gibain ang mga
luma, pangit at sira-sirang istruktura. Ito ay ilan lamang sa mga Pag-isipan po natin.
Page 3

4. EDITORIAL
Small Step.
Big Move.
by Jess Ilar
M
ore than just a practice, acceptance of new ideas
and schemes in a corporate setting, that is, is a way
of life. It starts with a feeling of a need to change
that leads to the foundation required for a more meaningful
endeavor we usually refer to as organizational development.
Team building, leadership training, lean thinking, cost control,
quality assurance, matrix and measures, and many others are
among the great tools developed for improvement. But no
matter how hard we try to establish them and how frequently
they are being channelled, if an organization is not designed for
change, change is not going to happen.
Alvin Toffler, a noteable strategist and author of Culture Shock,
claimed that the future is terra incognita or an unpredictable
ground. Despite a fast-paced, constantly evolving market
with unpredictable future, how do we as a company deal with
change? As this challenge starts, our readiness and willingness
to accept new ideas for development and implementation also
take place, representing our own culture as an organization.
However, anything new takes time to be adopted.
Development itself takes longer time than one could think and,
at some point, can be messy. This is a reality in every critical
transition. After new things are introduced, they grow rapidly
through maturity and would eventually enter decline. Some the tasks involved in doing so. When people agree to embark
would take very short adoption period while having the ability on a new course, the methodology and roadmap towards
to improve quickly. Some take a little longer. The difference is achievement may simply serve best as a guide. Yet again,
derived not much from the tools and strategies used but from unless the organization is self-motivated to change, the result
the kind of motivation that drives them. will be temporary to say the least.
Fear is a powerful motivator and organizational development While no right tool can substitute people’s involvement,
is often credited with its own survival. Whenever profits improve, executive order is considered a key. However, the two must
fear subsides, then satisfaction sets in. But in order to to create understand the very need to align with each other through one
a self-motivation, one needs to paint a strategic picture of a common goal. It is through their convergence that improvement
more positive future. We need the organization to want to is pursued in view of a mutually benefitial outcome. Aspirations
improve and to aspire for greater things. result from a confident organization built on this culture.
Like most core groups in any company, management
and staff are equally motivated to tackle the hard work of Are you ready to make one
organizational alignment only when they are convinced about
the clear connection between the achievement of a mission and small step towards change?
Page 4

5. What’s the Big Deal?
Knowing who’s the real BOSS:
Customer Service of Fundline
by Jocelyn Amarante
Customers have always been invisibly on top of the Recently installed at the Head Office in October 1,
decision-making process in most companies for they the system shall facilitate Fundcast which will be the
are the end-users of every organization’s products brand of Fundline’s customer service.
and services. On this note, Fundline continues
to find ways on how to better provide beyond the Basic inquiries which Fundcast aims to include:
usual customer’s needs. Customer Service Center Balance inquiries, Sending of payment reminders,
– most companies spend a significant share of Collection notices, Application status and Client
their resources for this value-adding service, and feedback/comments. Some of these services may
Fundline just did. require time for preparation with more comprehensive
information databases. Nonetheless, it is all geared
Fundcast – the new Customer Service Center towards a more proactive client retention and
of Fundline shall soon be providing a 24/7 customer satisfaction.
service to all its customers who may inquire basic
details of their loan account, or send feedback or Soon to be rolled out in all Fundline branches,
comments on how Fundline could add more value Fundcast is targeting to pilot its implementation to
by serving them. selected Fundline branches with readily available
information that includes loan accounts of current
The company has sourced a suitable system as customers.
the basic infrastructure of Fundcast. This will be used
in providing customer service to Fundline’s growing Fundline would like to bring its products and
marketshare through Short Message Service (SMS). services a competitive leverage among the choices
of customers as its financing partner.
Page 5

6. ODDITTIES
Starting a FUN Life
with FUNDLINE
Welcome Aboard!
Fundline Finance Corporation Bryan Erick Arevalo Michael Rodriguez Julie Ann Magat
(FFC) would like to welcome and Creative Artist
November 03,2010
Accounting Officer
November 03,2010
Executive Assistant
November 04,2010
extend support to new members
in the FFC family who will play
critical roles in fulfilling the mission
and vision of the organization.
Flora Grace Guiab Catherine Rosario
Competency Mgt. Officer Materials Mgmt.
November 08,2010 Supervisor
November 24,2010
Congratulations for a job well done...
FFC Head Office and Branch Promotions
HEAD OFFICE AREA MANAGERS
Anabelle S, Eligio Andrew S. Tony G. Roman
Manliclic Mariano Jr. Yango Salmazan Buan Jr.
CTU Supervisor Bulacan Bulacan NCR NCR
BRANCH MANAGERS
Emmalyn Marcelino R. Deogenesis Erwin C. Gilbert
Nocete Dumrigue Jr. P. Palaje Amandy B. Albay
Cebu Angeles Bulan Lucban Bangued
Page 6

7. “Kaagapay sa Kalusugan”
Philhealth Benefits Orientation Program
by Antonette L. Asi
W
ith our continuous endeavor to promote benefits A: The employee must meet all the following conditions
awareness to all FFC employees, a comprehensive in order to be eligible to claim for the Philhealth Benefit:
echo seminar about Philhealth Benefits for the 1.He/She has paid at least three (3) months premium with
employed sector was facilitated by Mr. Rey Sulit, Philhealth Philhealth within six (6) months from the date of confinement.
Social Insurance Officer. The seminar was attended by more 2.The Hospital or Doctor is accredited by Philhealth.
than thirty (30) employees from different Head Office units and 3.The forty five (45) days room-and-board allowance is not
branches in FFC Head Office back in June . yet exhausted/used by the member.
4.The confinement is not below the 24-hour period prescribed,
The program consisted of two parts: and the sickness and medical procedures are compensable
1. Availment of Member’s Benefits under Philhealth.
2. Open forum
Here are some of the important questions that were answered Q: Who are considered beneficiaries of the Philhealth
and discussed during the orientation: member?
A: The following will be covered as beneficiaries by the
Q: When is an employee eligible to claim for Philhealth Philhealth member:
Benefits? 1) Legal Spouse who is not a Philhealth member.
2) Children (legitimate, illegitimate, legitimated, adopted and
stepchildren) who are not yet twenty one (21) years of age during
the time of confinement. Those who are more than twenty one
(21) years of age and have physical disability (congenital or
acquired) are covered.
3) Parents who are sixty (60) year old and above who are
not Philhealth members.
Q: What are the Outpatient and Medical Special Packages
covered by Philhealth?
A: The following Outpatient medical procedures are
covered under Philhealth:
1) Day Surgeries
2) Dialysis and Cancer treatment (chemoteraphy and
radiotherapy). TB-DOTS (Treatment for Tuberculosis)
3) Normal Deliveries (up to 4th delivery)
4) Newborn Care Package – Eye prophylaxis, Umbilical
Cord care, Vitamin K, 1st vaccine for Hepatitis B and
Newborn Screening Test.
5) Voluntary Surgical Contraception Procedures
6) OPB Malaria Package
7) Cataract Package
You may visit www.philhealth.gov.ph for more information
on Philhealth Benefits and Coverage.
Our proactive approach in ensuring employee awareness
pertaining to their benefits through dedicated training/
orientation sessions has enabled our company to undertake a
genuine promotion and dedication in improving the wellness of
all our employee, thus more benefits orientation programs will
be implemented in the coming months. (ODU-HR)
Page 7

8. Mag-HL Tayo!
(Living a Healthy Lifestyle)
The FFC employees task, but is very
have once again grabbed possible. Just keep this
the opportunity to be in mind, ”Smokers are
actively involved in a twice as likely to die
health awareness from heart attack
program, focused as non-smokers.
on giving advice on And smoking is a
how healthy living major risk factor
can greatly improve for peripheral
their lifestyle. vascular disease,
The Health and a narrowing of
Wellness program the blood vessels
entitled “Mag-HL that carry blood
Tayo” was hosted to the leg and
by Employee arm muscles.”
Relations Section 4)Manage
in collaboration with Stress - Manage
the Department of stress by controlling
Health (DOH) NCR office situations, people that
to promote a healthy make excessive demands,
Fundline culture. The which may be done by
program was led by giving yourself a break for
Mr. Gerard Basaca, few moments daily and
Health Promotion setting realistic goals.
Officer of DOH in August at 5)Have a Regular Health
FFC Head Office attended by Check up - This is a valuable
Head Office and Branch Operations means in maintaining a good
employees. Using a combination of health. Taking proper care of your
lectures and demonstrations, the program health at the right time can prevent a lot
successfully emphasized the importance of a of problems in the future. It’s good to find
healthy lifestyle. out that you have a problem, before it is too
To summarize the program, we were left with five basic ways late to cure it. So appropriate tests should be done
in living a Healthy Lifestyle: at the right time such as, but not limited to, physical exams,
1)Have a Regular Exercise - There are 1,440 minutes in every laboratory tests (blood, urine, fecalysis) and chest x-rays.
day. Schedule 30 minutes for physical activity or exercise. Regular In line with the present and future projects of the company under
exercise is a critical part of staying healthy. People who are active live the Organizational Development (HR, ER, GS and Training and
longer and feel better. Exercise can help maintain a healthy weight. It Development), we would like to acquaint everyone that the company
can delay or prevent diabetes, cancer and heart problems. relies on its employees to deliver its mission at its best. We understand
2)Healthy Diet - Eat plenty of high-fiber foods like fruits, vegetables, the need to invest in our people and we are putting effort to work with
beans, and whole grains. These are the “good” carbohydrates: our employees to create an environment that enables everyone to add
nutritious, filling, and relatively low in calories. Limit your intake of value in all they do. We will constantly work towards an environment
sugary foods, refined-grain products such as white bread, and salty that is inclusive, supportive and focused on success, building on high
snack foods. Cut down on animal fat, choose lean meat, skinless levels of pride, loyalty and belonging in the entire Fundline Finance
poultry, and nonfat or low-fat or nonfat dairy products. Corporation.
3) Stop Smoking- For smokers, to quit smoking is not an easy
Page 8

9. CHALKBOARD
Training and Development
Redefines Fundline
Employee Orientation Program
by Althea A. Secretaria
To promote safety in the workplace, the Organizational
Development Department - Training Section has implemented
the Safe Motorcycle Riding training program. Because the
motorcycle is one of the most vital tools of our trade, the T&D
section has made this a pre-requisite for all our FC’s.
The year 2011 will be filled with new learnings for each
department and individuals to enjoy. With numerous programs
being designed, there will surely be something tailored-fit for
you.
Fundline’s orientation programs (F Factor and F Points are)
are requisites for our new hires. To give the orientation program
a much-deserved revamp, the Organizational Development
Department - Training Section has simultaneously organized
PAP (Professional Advancement Program), STEP (Secretary’s
Training for Effectiveness and Productivity), and C Plus (English
Refresher for Business Writing). Aside from these, both old
and new employees will also benefit from a series of values-
formation programs in the coming months.
With a new set of modules being developed, the T&D Team
expects a higher level of participation as it is designed to
develop excellent competency by harnessing the employees’
available skills resulting in excellent performance.
Focusing on leadership and skills improvement, the section
has also planned (it is in motion as of writing) to overhaul
the entire organization to accelerate productivity and growth.
Starting with a selection of new Branch Secretaries, Cash
Custodians and Branch Managers joining the company, we are
now beginning to see a boost in productivity.
The use of HRIS (Human Resources Information System) is
also being cascaded by the section to all employees. The new
system is sure to be a great tool for checking employee profile,
latest contributions, leave credits, view attendance schedule
and more, in a fast and convenient way.
Page 9

10. HATS Off
Top ABCD performers for the period covering June to October 2010 like RMs Restie Buena, Rodel Campos and Henry
Doxie Jr. continue to set the pace at high level for the company’s sales, collection and other set targets as the rest of the contenders figure out
improving numerous activities to be at par or on top in the next outing.
Page 10

11. Meanwhile, MCF Dealership reached another milestone by signing
an exclusive deal with Kymco Philippines, Inc.
at the start of the third quarter this year, strengthening our already
impressive lineup of deals in 2010.
Fundlife:
“Fund my Education,
Brighten my Life”
Branch Sponsorship Program
In our efforts to translate our corporate success to genuine social Dear Sir/Madam,
responsibility that is more meaningful, rewarding, and lasting,
y my
Fundline has launched the Branch Sponsorship Program to provide I, Camille Kate H. Embalzado, would like to conve
underprivileged but deserving students with educational grants. sincere thanks for granting me the schol arship. The scholarship
in pursuing my
will definitely help me meet the costs involved
Camille Kate Embalzado was endorsed by BM Moises studies. For someone like me who does n’t have any financial
e to me.
Tiongson of Fatima Branch (Cabanatuan 2), and was granted by the backing, scholarship holds even greater importanc
approving committee as the first recipient of the said program. As a
given
financing company, the program is one clear indication of our mission
With the opportunity that your company has
to alleviate poverty in our present society today. give all my best so that
me, I promise that I will study hard and
I will be able
no single cent, time and effort is wasted. By that,
to help myself and most of all, my famil y.
ce
With the advocacy of your company, Fundline Finan
Corporation and the person behind this - Mr. Alex C. Ongtenco,
day I will be
my sincerest appreciation. I guarantee that some
an asset to my family and our society.
more
To Fundline Finance Corporation, more scholars,
power, good luck and God Bless!
Yours truly,
Camille Kate H. Embalzado
Page 11

12. Hot IT Stuff
1 0 0 % Wired
Fundline Branches
In line with the company’s major infrastructure to centralize the
Fundline network, 139 branches will be completely online by the end
of 2010. As early as the second quarter of this year, ITU has started
deploying the Virtual Private Network (VPN), integrating branch
workstations with the existing Fundline network. This system is
designed to improve the quality and speed of services such as e-mail
and productivity, most especially secure applications that can be easily
accessed from Head Office servers.
Web NCR
The Web-NCR consolidates loan release records, payment
performance or history, and customer profile all-in-one through
the use of several databases. The said application will also
improve data and information sharing, as well as generating
necessary reports in favor of the Head Office and branches
through the local web.
Projects in the pipeline include the development of corporate
intranet, a new look for the company website and the full
implementation of Fundcast (call and text service) in all branches.
In addition, ITU has other projects such as the installation of PABX
(voice communication system) which will improve communication
among units and departments in the Head Office.
Human Resources
Information System
( H R IS )
Head Office is currently enjoying the new HR system – HRIS. Now, all processes related to time keeping, payroll, employee kiosk and other
relevant employee data analysis are now automated. HRIS benefits the employees by allowing them to check their actual attendance, submit
their leave applications or simply view their leave balances without leaving their desks.
Page 12

13. SYSTEMS at WORK
Quality Management
in Dynamics
by Jennifer Sy
Quality goals have been re-engineered in view of a bigger, busier and more robust Fundline 2011, as the Systems
Section further optimized existing policies and procedures from the first half of 2010. Continuous improvement of
Fundline’s organizational, operational and technical processes remain at the center of the section’s endeavors.
To this end, the section is determined to integrate elements of daily business favoring both internal and external
customers, ensuring that close cooperation between these two are met seamlessly. From loan applications procedures to
approvals; daily collection records to documentation; customer loans to employee loans, the Systems Section is geared
towards improving quality at a fast-paced period stage of Fundline’s development.
Here are the policies, procedures and guidelines recently issued:
Sheet1
DOCUMENT CODE DOCUMENT TITLE OBJECTIVES
Amendment to Fundcycle's Daily Sales and Collections To ammend and addend provisions on the previously released
IDM CTU 1008001
Report Template REF # CIR CTU 1007002 memorandum
To facilitate efficient monitoring of loan applications for Fundlite,
CIR LMU 1007002 Sales Template and Transmittal Monitoring Sheet Fundcycle and Fundlife through the use of Sales Template and
Trnasmittal Monitoring Sheet
To establish submission cut-off for fundlite and fundcycle contracts
PRN LMU 1008002 Submission of Fundlite and Fundcycle Documents
and loan documents
To establish guidelines in providing contact numbers during loan
PRN LMU 1008001 Contact Number as Loan Application Requirements
application
CIR SYU 1008002 Reiteration on Repossessed Motorcycle Unit Computation To reiterate the policies and procedures on RMC unit computation
To establish policies and procedures in gathering feedbacks from the
CIR OPG 1008001 Branch Customer Relation Management
customer to increase customer's satisfaction
To ensure proper accounting of payments made by the customer to
CIR OPG 1008002 Closing of Accounts for Fundlite and FundLife Customers eliminate or reduce overpayment or underpayment when accounts
have been closed
To reiterate the guidelines on the releasing of loan checks and
CIR OPG 1008003 Releasing of Loan Check and Signing of Loan Contract
signing of loan contract.
Official Receipt Requisition via ODU-General Services To establish guidelines and procedures on requisition, printing /
PRN ODU 1008001
Section purchasing, and issuance of Official Receipts (OR)
To establish electronic guidelines on recording of the branch
CIR ODU 1008001 Daily Time Record (DTR) Template
personnel's time logs
CIR SYU 1008001 Contract Signatories Establish signatories for all contract entered into by the company
PRN LMU 1008003 Basic Requirements for a Co-maker To have a standard requirement for fundlite loans
Addendum to SOP no. FSG 1005001 RE: Branch Petty To provide additional internal control on replenishment of Petty Cash
CIR CTU 1009001 Cash Fund Fund
To established guidelines on proper documentation, review, approval
CIR SYU 1009001 Documentation of Company Policies and distribution of the company's policies and procedures
PRN CCU 1009001 Policies and Procedure on Contract Management To established guidelines on requistion, review, approval and
SOP CCU 1009001 Procedures on Contract Management safekeeping of all contracts of the company
To established guidelines on the purchasing of construction
CIR ODU 1009002 Purchase of Construction Materials and Equipment materials and equipment
To clearly define the duties and responsiblities of each unit in
CIR ITU 1001001 MPAD Registration and Permit Processing obtaining the MPAD permit from the RDO
PRN FSG 1008002
To establish standard policies and procedures in the release of
FCN FSG 1008002 Release of Loan Proceeds via BDO Cash Card
Fundlite loan proceeds through BDO cash card
SOP FSG 1008002
Page 13

14. SPECIAL Feature
From selling matches
to Forbes magazine
Moving forward with something small to make it big
(Ingvar Kamprad story, excerpt from ‘Talent of the Month” feature of Lina Jobstreet for September)
by Jocelyn Amarante
“Great things start from matches back in his highschool days. How? He started his US$28-
billion worth of furniture-retailing company from selling something not
small beginnings”. insignificant, but small it is – matches, the ones we use to light up our
stoves? Yes, he started it with so small a thing, but did not stop from
there, because he moved forward and acted on his values and made
From steady rains – the tiny droplets of evaporated water – to flowers
it part of other’s lives.
and vegetations; from the seeds that insects and birds unconsciously
plant; buildings from the first rocks that form their foundations, and
the tiniest particles of sand and soil making up the rocks to make up
the mighty mountains; from a single family making up a community, to Real life lessons of a self-made man
a town, city, province and country; from the first few baby steps of a
child to every leap he makes in life – everything starts from something Lesson #1: The Best Leadership is by Example
small, not insignificant, but just something small. Ingvar Kamprad avoids wearing suits and prefers flying in economy
class. He inspires his people from IKEA to save and travel cheaply,
It is inherently a fact that before something comes into being, it takes and he does it by being the example. A self-made billionaire who can
off from a much smaller state than its current form. In our everyday even buy his own jet yet prefers to travel modestly.
life, our disposition today became possible because we thought about
certain ideas or concepts before we made a decision and acted on it. Just how our current President Noynoy Aquino wanted his
You may be working as a staff or manager now, running a business of administration in setting a modest way of governing, news made it
your own or with friends, working as a single mother/father, running a clear that the he did have hotdogs and burgers for their luncheon meals
household and working altogether. How you are today started off from on the streets of New York, during the recent UN General Assembly
a single decision you made yesterday, months or years ago. meeting, which is in stark contrast to former President Arroyo’s over-
a-million worth of meal last year.
This very well caps the inspiring story of Ingvar Kamprad,
founder of IKEA, the world’s largest Furniture Retailer. Now, he is If you want to start something new and good in your own unit/
the fourth richest man in the world according to Forbes, who then sold workplace, start not with your seatmate but with your own small acts
Page 14

15. that accompany your work everyday. Respect is at its best when
earned. Write out traces of excellence – a completed work in every
aspect of your daily job – may it be routinary, linework, supervisory
or managerial. And let it remain in the minds of people you work with,
because it will stand useful and will impact the organization regardless
of time.
Lesson #2: Time is your Best Asset
“Time is your most important resource. You can do so much in ten
minutes. Ten minutes, once gone, are gone for good.” This is how
Ingvar Kamprad values time, for a billionaire that he is, he considers
time as his most important resource. True enough, he may spend half
of his riches to buy back an hour or a day, but it will not turn back even
a minute.
History is the best teacher of all, they say. And indeed, we learn a
lot from its pages, but flipping through them will not guarantee us that
we can go back and undo something, or modify something we did or
act on something we did not. The recent Rizal Park hostage taking
cannot be undone and bring back lost lives – maybe the police or the
crisis committee management team’s wish to bring back even a speck
of that time is priceless.
Simply start off by coming to work on time. Grace period is there, yes,
but it diminishes into small or big part, the time you can use to actually
begin your work and help the company – in time, yourself. Meetings
and reportings may be too routinary, but doing them, submitting them
on time make all the difference. It saves you spare time to do other
assigned tasks needed to be done for the day, week or month. So, the
next time your boss asks you for a status report, you can show more
could be a good “training ground” for a future billionaire? Just like
than what is expected, because you used your time wisely enough
how non-existent products came into being (i.e. cellphone, television,
to add-on something more than the tasks listed – a new concept or
satellite), which were never thought could be possible or needed
initiative perhaps.
during times when letters were simply mailed. Things we enjoy now
would not be here if someone did not think of their use.
Lesson #3: Mistakes are a Must In retrospect, Neil Armstrong and his band of astronomers set
on the Road to Success their feet on another planet – the moon. Was it ever thought possible
“Only those who are asleep make no mistakes,” “There are few decades before their time? It started with a concept, an idea that
people who have made so many fiascos in my life as I have” - Ingvar man can expand its reach and actually conquer outside the common
Kamprad admits he himself made a lot of not only mistakes, but fiascos knowledge that a man’s world is bounded by the skies and seas of
in his lifetime, but still, it brought him to the 4th spot among the richest/ the earth, fortunately – Neil and the minds behind that 1969 Apollo
most powerful men in the world. mission thought otherwise.
Most prominent men and women of achievement admit in most Have you tried to think of doing things outside of the usual box?
of their public speaking engagements that mistakes were never a Once you get things done the unconventional way, and actually did
stranger in their vocabulary. Gokongwei of the Robinsons and JG it more efficiently, it will keep you on your toes to always find ways
Summit Holdings is one. Henry Sy from selling shoes to being a Mall of doing things differently yet effectively. Try to challenge your usual
and Retail business tycoon had his own share of mishaps. Again, they thinking of things and act on it to achieve, not necessarily more, but
all started with something small, and used their big minds and visions something new and better than the usual work you deliver.
to grow it and make it useful not only for them, but for others and in
turn for the society.
From selling matches to being in a magazine
Everyday, we come to this company to finish a certain work or add Ingvar Kamprad surely did not have the FORBES list in his mind
something to finish a part or entirely an assigned task. From a day to when he sold matches back in high school years. Probably, selling
weeks and months, being humans, we cannot veer away from the fact something that lights up things was a sign that in his time, Ingvar will
that we commit mistakes along that work line. Whether we admit it or light up other’s minds by starting with small things and make it bigger,
not, our mistakes supposedly become part of our own learnings as or even land on the pages a world-renowned magazine.
an employee, and ultimately as a human being. We should all exert
efforts to see every mistake as an opportunity for us to improve and Perhaps you are on your way up to the executive ladder, currently
try to do something better than what we usually do, and upgrade each planning how to get there, or thinking of changing your path –
time we are entrusted with a certain task. whichever way, try to look for that thing, the seed you have right now,
and hone it better everyday and try to leave your personal imprint on
other’s lives. It could be a seed of patience for your boss, punctual 6
Lesson #4: Impossible is Nothing days in the week, appetite for finding something more profitable for the
“The word impossible has been and must remain deleted from our company, eye for details, source of encouragement to your seatmate
dictionary,” because when others said it couldn’t be done, Ingvar – whatever it is, technical or not – channel it for the greater good of the
Kamprad went and did it. Who would have thought that selling matches organization, and in turn you maybe just lighting up your own world.
Page 15

16. SPECIAL Feature
Paradigm Shift: New culture finds its
way to Fundline as it marches forward
Expanding reach and culture of excellence
Providing the bread and butter of the company as they say, through
sales and collections, the Operations group led by Nick H. Ellis,
Operations Head, reported on the accomplishments, future plans and
targets for the coming FY-2011.
“A total of 51 branches will be opened by 2011, all departments will
be affected and we should level-up our commitment to the task that
is on us. Hopefully with the expansion plans Fundline’s full potential
will now be realized”. Mr. Ellis highlights the yet untapped potential
of the company with increased number of branches that will offer the
company’ productlines: Microlending, Start-Up, Motorcycle and SME
financing.
Operations group also shared with the assembly the performance
of the company in terms of its sales and collection accomplishments
before the year closes for 2010, as well as its targets. “We should
be willing to pursue our target growth, for we haven’t seen yet our
company’s full potential”, Mr. Ellis ended his presentation with a
visionary tone of Fundline’s march towards a stronger company
presence in the financing industry.
A culture of excellence is being stirred upon by the Administration
group, as it spearheads the current Strategic Planning, that is projected
to culminate with a definite Work and Financial Plan (WFP) for FY-
2011 of the company.
“We have to make changes, we cannot
remain the same”. From expansion to building a culture of excellence, the assembly
heard from Arnold B. Tolentino, Vice-President for Administration, as
This may well capture the stance Fundline Finance Corporation he reported on the company’s over-all direction in terms of the four
(FFC) would like to adopt for the next years ahead as it envisions for a elements of the Balanced Scorecard, namely: Human Resource,
sustained corporate growth and influence the lives of greater Filipino Products and Services, Systems and Financial Management.
families in more concrete ways. Alex C. Ongtenco, FFC President,
rallied the company to changing mindsets and taking up a stronger
stance in strengthening its core products, services by instituting
new and effective action plans, towards a cohesive goal, in a recent
General Assembly (GA) held last November 30, at Fundline head
office in Makati City.
Mr. Ongtenco stressed that for the company to materialize its
strategic plans, the workforce should manage existing culture or
practice, identify gaps, improve on the best practices, develop action
plans and actively pursue its effective implementation. “What we
have done in the past, we have to change, improve in the future”, Mr.
Ongtenco encouraged the Fundline workforce at head office.
Fundline is currently taking tangible steps in re-strategizing and
re-organizing its annual workplans geared towards sustained growth.
The GA aimed to provide FFC employees with the current standing of
company, action plans of the line departments and the management’s
direction as a whole. The assembly was able to hear reports from two
divisions/ groups, the Operations and Administration.
Page 16

17. and went through that fear. We need people like him, exemplars of
courage who will rise up to the challenge”.
Mr. Ongtenco stressed that Fundline may be on the road to a bigger
share of challenges, more complicated strategies to be employed,
more skills and planning required – but, he described how each
Fundline employee can stand and live up to these, by stressing his
own version of Bonifacio’s KKK: K – Kakayanan (Skills),
K – Karunungan (Knowledge), K – Kagalingan
(Excellence) and to add the centerpiece, K – Karakter
(Character). That each valued member of Fundline’s workforce are
“These are just small steps for us, but we might just envisioned to have the right skills, knowledge and exmplify excellence,
in the hopes that, in the end, Character follows and builds up the
be embarking on a giant leap for the company”, Mr.
individual.
Tolentino emphasized on how the current initiatives of the company
can contribute to the targets set for 2011. Specifically, discussing
Skillful and Excellent employees with Character, can there be
the initiative on Competency-based Management, the Administration
another formula for achieving our goals? With these, the year 2011
group is looking at enabling the company to provide feasible career
looks to us, ready to show our way to a sustained corporate success.
path for each employee through identifying the core competencies
required, and how the employee fits into the position. This would align
the capabilities of the company’s workforce and how it could better be
improved to deliver on the targets of expansion and wider reach for
Fundline’s productlines and services.
Enduring and conquering the challenges
The recent GA may well be aptly timed for Bonifacio day, as
Ongtenco inspired the assembly by giving a glimpse of how the hero
displayed courage, despite the obstacles he faced in his time.
“We will be facing more challenges, we have fears but just like
Bonifacio, he did not skip the challenges, but rather he faced his fears
One Fundlife is the quarterly employee newsletter of Fundline
Finance Corporation representing its executives, management
and all employees over 139 branches nationwide.
If you wish to contribute your write-ups, please feel free to send
them to corpcomm@fundline.ph, or mail them to Fundline
Finance Corporation, Corporate Communications Section, 2nd
Floor TPI Building, EDSA cor. Harvard St., Brgy. Pinagkaisahan,
Makati City.
Page 17