BATANGAS STATE UNIVERSITY

The National Engineering University

Pablo Borbon Campus
Rizal Avenue Extension, Batangas City
+63 43 980-0385 loc. 1124
cabeihm.pb@g.batstate-u.edu.ph | www.batstate-u.edu.ph

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND INTERNATIONAL

HOSPITALITY MANAGEMENT

Semestral Project
& Outcomes-based Assessment of
Banco De Oro Unibank, Inc.
in MGT 101- Human Resource Management

In partial fulfillment
of the requirements for
Bachelor’s Degree in Management Accounting

Submitted By:

Atienza, Pola Amour D.

Dadia, Jessa P.
Regalado, Summer M.

Submitted To:

Mr. Jeffrey M. Mayor

December 02, 2024

I. COMPANY PROFILE
Company: Banco De Oro Unibank, Inc.

1.1 Mission
To be the preferred bank in every market we serve.

1.2 Vision
To be the leading Philippine bank and financial services company that empowers customers to
achieve their goals and aspirations, combining our entrepreneurial spirit, international perspective, and
intense customer focus to deliver a personalized banking experience that is easy, straightforward, and
convenient, while taking pride in building long-term relationships and finding better ways to deliver
offerings of the highest standard.

1.3 Objectives
 To examine the effectiveness of BDO’s training programs, including onboarding, customer
service, technical skills, and leadership development, in enhancing employee competencies.
 To analyze how mentorship, workshops, and e-learning opportunities provided by BDO contribute
to employee growth and career development.
 To evaluate the role of BDO’s diversity and cultural competence training initiatives in fostering an
inclusive and respectful workplace environment.

1.4 Company Background

BDO Unibank, Inc. is the leading universal bank in the Philippines, renowned for building customer
loyalty through its diverse services, including loans, deposits, asset management, and insurance.

Product/Service
BDO Inc. offers a different range of financial products and services tailored to meet the needs of its
clients, such as loans, savings accounts, investment opportunities, and business financing. The company’s
ability to deliver these services effectively is supported by its commitment to employee development,
driven by its Human Resources (HR) department. Through comprehensive training programs in customer
service, technical skills, and leadership development, BDO equips its employees to provide top-tier
service and innovative solutions. This alignment between HR initiatives and the company’s goals and
effective strategies, ensures the workforce is skilled, motivated, and ready to meet the evolving needs of
clients.

UN SDG no. 8 Decent Work and Economic Growth

BDO Inc. aligns its operations with UN SDG No. 8 by fostering a culture of professional growth and
economic empowerment. The HR department plays a pivotal role by implementing training programs that
enhance employee competencies, enabling them to drive economic growth through their work. These
programs focus on both technical expertise and personal development, preparing employees to excel in
their roles and contribute to the company's broader mission. Additionally, BDO's investment in its
workforce ensures the creation of decent work opportunities, providing employees with clear career paths,
fair labor practices, and a supportive workplace environment. This integrated approach between HR, the
company, and its employees underscores BDO’s dedication to sustainable economic progress and the
well-being of its workforce.

II. . COMPREHENSIVE HR PRACTICES: SWOT Analysis (Legal and ethical issues, social
responsibility, occupational health and safety, compensation and benefits)

SWOT Analysis
Determining the strengths, weaknesses, opportunities and threats is crucial in an organization. As the
leading universal bank in the country, BDO has leveraged its strengths to cultivate customer loyalty over
the years. Guided by its slogan, “We Find Ways,” the bank has built a solid customer base, supported by
extended banking hours. BDO effectively addresses customer and its employees needs through advanced
technology, enabling the company to diversify and enhance its offerings.

2.1 Strength and Weakness

Strength Weakness

Mentorship and Comprehensive Training Programs BDO Relevance and Up-to-Date Training
provides online Udemy and E-learning programs, HR training Rapid technological advancements
and mandatory E-learning, to support employees in their skills requiring constant updates.
development. Also implementation of customer service
training, hands-on approach and real-life scenarios, continuous
feedback mechanisms are used by the company in supporting
employees to know their areas for improvement..

Alignment with Organizational Goals BDO makes sure that Gathering Feedback Feedback may
training programs are aligned with strategic priorities. Through be a problem, especially if a company
focusing on improving customer service, faces resistance from employees in
prioritizing employees development, and fostering continuous providing honest feedback.
improvement.
Continuous Learning BDO also promotes growth mindset Career Growth and Employee
and lifelong learning, providing formal training sessions, Retention Even training or programs
workshops, and mentorship programs. Another way of BDO in are provided, challenges in retaining
supporting Employees growth and development is by talented employees in a competitive
recognizing and rewarding them for their commitment to industry is still present.
learning and development.

Strength
According to the manager we interviewed, BDO does not only focus on how to provide its products
and services to customers effectively and how to continue operating for its expansion, but also they focus
on employees' overall improvement through using various ways to support employees' development,
including training and mentorship. We understand that formal training and continuous learning provide a
competitive advantage to similar companies and other competitors. In formal training, employees are
expected to improve their knowledge and learn new skills. To make it possible or accessible to all
employees, we believe an organization must conduct an assessment; it is essential to consider first the
needs of employees and whom those people need training. An assessment should be the focus of the HR
department, it includes, first, organizational analysis, which, in our view, refers to the resources of an
organization and its capabilities (e.g., managers who could support activities) in providing employee
training. The second one is called person analysis, which, as we see it, refers to determining employees'
lack of knowledge, skills, or other abilities to learn the areas for improvement and identify who is willing
to take training; the third is task analysis, which, for us, includes identifying those critical tasks and
knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their
tasks.
In addition, as we dive more into training, realization that promoting informal learning will also
provide advantages not only for employees but also for the organization itself; informal training involves
action and doing of employees, and it needs the willingness of employees to develop their skills and
knowledge because, unlike in formal learning, there is a trainer or mentors while in informal learning,
employees are learning by themselves based on what they observe. Recognition of those two types of
knowledge could be gained from informal learning. Firstly, explicit knowledge is well documented, easily
articulated, and easily transferred from person to person. Secondly, tacit knowledge refers to personal
knowledge based on individual experiences that make it unique.
Those strengths will greatly help BDO companies continue operating while also supporting
employees through training and assessment. Further, to better develop and improve their knowledge, that
is beneficial not only for them but also for the company's success.
Weakness
Most companies nowadays face a crisis in technology advancements due to rapidly changing and
evolving technology. As we learn more about BDO's current challenges, we realize that it could also
affect employees, especially in maintaining their competencies in a competitive industry. It is essential to
stay updated regarding changes, especially the HR, preparing themselves and being able to adapt with
potential issues. To cope with these challenges, BDO promotes evaluation and feedback for employees. It
could help the organization identify those potential weaknesses. However, we observe there’s need for
clarification since employees may alter the result or not respond with honesty, and may hinder their career
growth. Moreover, it is a challenge to ensure that employees with talents will be retained. Due to the
changes, especially in the market where the prices of goods and services are continually rising, and
consider costly, and given the situation that we need a high-paying job to provide our needs, it could be a
valid reason for the employees to find a suitable and high-paying job that could satisfy their needs and
wants. Upon knowing that in BDO, employee retention is also a challenge; since competition is around
the corner, hence, we consider the possibility that those new emerging companies or even those existing,
might attract other employees due to high compensation and more excellent value to offer.

2.2 Opportunity and Threat

Opportunity Threat

Improve Employee Engagement: BDO ensures Labor/Staff Shortages: A lack of staff in BDO may
that employees understand career opportunities lead to fewer facilitators or training coordinators,
and personal growth opportunities. It also slowing program delivery.
guarantees that training development helps meet
employees' needs in their current roles.

Growth in Global Market: They prepare high- Inconsistent Training Quality: It occurs when
potential managers, future leaders to take over training programs' content, delivery, and effectiveness
global relationship positions. By nurturing internal vary across branches, departments, or trainers.
talent, BDO can reduce the cost and risk training can result in employees following different
associated with external hiring for leadership roles procedures for the same task, causing operational
and ensure a smooth succession process. delays, inefficiencies, or errors. This can lead to
discrepancies in tasks, skill development, operational
inefficiencies, and compliance risks within an
organization.

Enhance innovation and creativity: BDO Employee Dissatisfaction: High levels of

captures insight and information from dissatisfaction lead to an increase in employee
knowledgeable employees. It provides ways to turnover, which consequently results in elevated
make information available, like resource guides recruitment, onboarding, and training costs. Frequent
and websites. They also designate physical space turnover disrupts workflows, diminishes team
that encourages teamwork, collaboration, cohesion, and adversely affects productivity.
creativity, and knowledge-sharing

Expansion into ASEAN Markets: ASEAN Reduced ROI on Training Investments: Reduced
economic integration allows BDO to expand its training ROI often means employees not acquiring or
services regionally, leveraging its strong brand to applying the necessary skills to perform
capture cross-border banking and remittance effectively, the organization fails to achieve the
markets. desired outcomes, wasting the money invested in
developing and delivering these programs can lead to
skill gaps across the organization. This can hinder
operational efficiency and, more importantly, reduce
productivity, budget constraints, reducing funds
available for future training, making the immediate
impact of employee disengagement clear.

Opportunity
BDO has significant opportunities to enhance its training programs, which will support employee
growth and organizational success and position the bank for sustained growth and competitive advantage.
According to the Manager we interviewed, they are focusing on improving employee engagement, having
personalized training that motivates employees, and fostering a culture of continuous learning and higher
job satisfaction so that these programs can support BDO’s expansion into ASEAN markets by equipping
employees with the cultural and regulatory knowledge needed for seamless regional integration.
Furthermore, preparing the employees of BDO for participation in the growing global market will be
effective if trained in international banking practices, compliance, and fintech. This appears to offer an
opportunity through which its talent acquisition and development can be enhanced further. By broadening
recruitment criteria and considering the motivation of each employee, the company can foster a more
dynamic workforce, maintaining a competitive edge in the industry. This often happens due to a reliance
on traditional practices prioritizing tenure over diversity of skills and ideas; As the internal labor force
takes the shape of external market trends, organizations must adapt to attract and retain diverse talent and
balance the generational gap and workforce. These opportunities not only enhance employee capabilities
but also strengthen BDO’s position as a forward-thinking, customer-centric financial institution.
Threat
A potential threat that BDO would face within its training programs is labor and staffing shortages,
which may pose undue stress on current employees, restricting opportunities to have comprehensive
training. Hence, the development of skills impacts long-term growth. Furthermore, the unequal quality of
different branches or departments poses a risk to the uniformity of operational performances, hence,
service delivery compliance. The ROI in training becomes an issue as the employees do not learn to apply
what they have learned, hence using resources wastefully and reducing the program's effectiveness. This
overburdens employees, making them less available and less willing to participate in training programs. It
is usually caused by the lack of standardized training materials, trainer competencies, or differences in the
allocation of resources across branches, which causes uneven knowledge transfer. The organization,
therefore, can establish itself as a leader in the industry and minimize challenges that include staff
shortages, inconsistent quality of training, and dissatisfaction with employees. BDO must confront these
threats so that its training programs continue to impact, scale, and align with strategic company objectives.

III. Summary

Eventually, it can be well concluded that BDO established several training and development
programs and presents the significance of its legal and ethical practices. Being the leading universal bank
in the country, it has built a strong customer base through extended banking hours and advanced
technology, leveraging its strengths to cultivate customer loyalty and diversify its offerings. It also
emphasizes how its human resource management supports employees through several training activities
and even offers mentorship.
Nevertheless, it's quite concerning the underlying issues in the human resource management of
BDO despite its competitive edge, particularly in its training which may cause labor shortage and conflict
in their staffing. This can lead to unfilled jobs, delay of services, overworked employees and many more.
Additionally, assessing the success of their ROI training investment- if it increases productivity and
output, help measure the impact of learning and training. Job dissatisfaction may also arise due to limited
growth, lack of work-life balance and poor training programs. Managing all these through providing
proper budget, time and effort reflects the effective and efficient HR management system.
Upon accomplishing this project, our group realized that various forces shape the BDO in its
position right now, including its successful HR management, developing right training programs and even
the sense of community within the workplace.The training and development programs for the HR in the
company provide opportunities and learning for the leaders to support potential growth of the employees.
This will help them promote motivation and satisfaction among employees committed to the
organizational goals and objectives. Human resources involved in training will have continuous learning
and can acquire new work procedures in dealing with work changes and challenges.
As noted, HR training courses and seminars offer a company’s human capital the chance to
cultivate their skills and improve their performance, with both current and future roles in mind. The
recommendation states that it has the best substantial effect on employees performance, satisfaction and
retention. Thus, it is of preeminent to properly facilitate BDO’s training programs to its employees in
order to ensure that the company will get the most in terms of productivity and success.

IV. Recommendations

BDO maintains its strong momentum in the Philippine banking sector, cultivating its human
resource management to help train employees which are useful for their competency needs and
organizational success. However, to further aspire and support their career development, several
recommendations and plans are highly suggested by our group.
First, in concern to labor shortages, BDO should forecast the various types of their human
resources to predict areas within the organization where and when there will be possible labor shortages.
As what has been discussed, it ensures the future staffing needs of the right people with the right skill sets
and knowledge to help stay ahead and meet their goals . This helps their human resource to enhance
strategic planning and avoid the cost associated with unnecessary hiring and training expenses, more
importantly, to align the labor forecasting with business objectives and success.
Second, the BDO should design effective formal training activities in order to stay updated and
acquire new competencies needed by their employees. The right training and development programs
positively impact the performance and career growth of its people. When it comes to developing training
programs, the resources, readiness of employees and manager support are the things to be considered.
In the previous discussion, we fully understand that if it is effectively facilitated, this fosters a workplace
of continuous learning and adaptability as well as professional growth to cultivate future leaders in the
organization.
Third, BDO should offer flexible working arrangements to encourage their human resource
management to lead their employees in a refreshing engagement and participation within the organization.
This will help improve their well-being, job satisfaction and productivity. We all know that training
builds better commitment, loyalty and camaraderie among employees, allowing them to fully embrace
more upskilling training activities across flexible working conditions.
Lastly, BDO should provide relevant and updated content for training ROI which is necessary for
them to become a true learning organization where it can maintain its strong momentum in the banking
industry. Human resources need to quantify and assess the company’s structure and performance to know
if the training is effective and if their investment matches the effort of employees skills and performance.
This may represent that it has competitive intangible assets, particularly its human capital.
V. Reflection
One of the most significant departments in an organization that must function effectively and
efficiently is the Human Resource department. After a couple of days accomplishing this project as a
group, we discover the underlying questions about BDO’s comprehensive human resource legal and
ethical issues concerning their training and development programs to its people. In this study, we all
know how it is quite helpful to have a firm understanding of other people's viewpoints and motivations in
a wide range of settings.That's why, with the aid of our conducted interview, we have gathered ideas, data
and information that help our group to address specific key challenges on how several training and
development tools strengthen their employees skills.
As we uncover those, we realize that there are imperative factors that contribute to the strengths,
weaknesses, opportunities and threats faced by this well-respected and established financial institution,
the BDO. And based on our past discussion in the Module 7, which is about training, we learned that for
an organization to be able to gain a competitive edge, it should require its employees to be trained and
become prime about their knowledge, skills, behavior and job-related competencies. On top of that, it is
necessary to have strong support from the management, especially, of the Human Resource Department.
Being aware of the weaknesses and strengths of an organization, specifically with employee management
and development, has a big impact on the goals and objectives that must be set and/or attained, and also
being able to identify opportunities and threats inside and outside of an organization will greatly help the
management to create strategic plans that will contribute to the overall success of an organization
In conclusion, having a strong strategic management of employees is needed for a fast changing
industry. We realized that technology has a big part for employees improvement and development of
skills and knowledge in the fast evolving technology. We also understand that, for a company to continue
operating and meet organizational goals and objectives, employees need to be equipped with skills,
talents, and other capabilities to support the overall performance of the organization and ensure the
success of the company.

VI. Documentation

Online interview - November 09, 2024

VII. Curriculum Vitae

POLA AMOUR D. ATIENZA
STUDENT
Matala, Ibaan, Batangas
+639669311965
atienzapola@gmail.com
22-54097@g.batstate-u.edu.ph

CAREER OVERVIEW
I'm a third year college student, taking Bachelor of Science in Management
Accounting in Batangas State University -TNEU. An ambitious student with proven
track in academic excellence in elementary school, junior highschool and senior high
school. Still looking for opportunities to utilize my skills and passion to become an
expert in managerial accounting in the future.

PERSONAL PROFILE EDUCATION ATTAINMENT

Date of Birth: October 26,2002 TERTIARY
Place of Birth: Ibaan, Batangas School: Batangas State University -TNEU
Age: 22 Address Of School: Rizal Ave. St., Batangas
Religion: Roman Catholic City
Nationality: Filipino Year: 2024- 3rd Year
Spoken: Filipino & English
SECONDARY
School: Dr. Juan A Pastor Integrated National
SKILLS High School
Address Of School: Talaibon, Ibaan, Batangas
Active listening Year: 2021-2022
Time-management skills
Verbal and written PRIMARY
School: San Agustin Integrated School
communication skills
Interpersonal Skills Address Of School: San Agustin, Ibaan,
Batangas
Year: 2014-2015
JESSA P. DADIA
STUDENT
Banaba Ibaba, Batangas City
+639077288333
jessadadia24@gmail.com
22-53029@g.batstate-u.edu.ph

CAREER OVERVIEW
I'm a third year college student, taking Bachelor of Science in Management
Accounting in Batangas State University -TNEU. An ambitious student who has
excelled academically in elementary, junior, and senior high schools. I'm still
looking for opportunities to put my skills and passion to use as a managerial
accounting specialist.

PERSONAL PROFILE EDUCATION ATTAINMENT

Date Of Birth: April 24, 2000 TERTIARY

School: Batangas State University - Tneu
Palce Of Birth: Allen, Northern Samar
Address Of School: Rizal Ave. St., Batangas City
Age: 24
Year: 2024-3rd Year
Religion: Born Again Christian
Nationality: Filipino SECONDARY
Language Spoken: Filipino & English School: Batangas City Integrated High School
Address Of School: Rizal Ave. St. Batangas City
SKILLS Year: 2021-2022

Basic computer literacy skills PRIMARY

Organizational skills School: Potol Elementary School
Strategic planning and Address Of School: Tayabas City
scheduling skills Year: 2014-2015
Time-management skills
Verbal and written
communication skills
SUMMER M. REGALADO
STUDENT
Sambat Tanauan City, Batangas
+639367719571
regaladosummer02@gmail.com
22-58640@g.batstate-u.edu.ph

CAREER OVERVIEW
I am a third-year college student pursuing a Bachelor of Science in Management
Accounting at Batangas State University -TNEU. My ambition is a driving force
that has led to academic success in elementary, junior, and senior high school. I
am excited to continue this journey and apply my abilities and passion in the
future as a managerial accounting specialist.

PERSONAL PROFILE EDUCATION ATTAINMENT

Date Of Birth: September 02, 2003 TERTIARY
Palce Of Birth: Tanauan Cty, Batangas School: Batangas State University - Tneu
Age: 21 Address Of School: Rizal Ave. St., Batangas
Religion: Roman Catholic City
Nationality: Filipino Year: 2024-3rd Year
Spoken: Filipino & English
SECONDARY
School: Dmmc Institute Of Health And Science
SKILLS Address Of School: Mountview Subdivision,
143 Narra St, Barangay 3, Tanauan, Batangas
Organizational skills
Year: 2021-2022
Active listening
Strategic planning and PRIMARY
scheduling skills School: Tanauan South Central School
Address Of School: Jp Laurel Highway, Tanauan,
4232 Batangas
Year: 2015-2016