RAISING THEIR TEAM MEMBERS’ PERFORMANCE TO A HIGHER STANDARD TC RUNS LEADER- CENTRIC PROGRAM T raining Center Manager Richard Anthony Arcaya spearheaded a bespoke in-house leadership training program, a joint effort between HRD-TC and IQA, aiming to improve the skills of workers. The training runs from March- May 2014 for the 853 Foremen and Leadmen of the Tsuneishi Group of companies. Seven (7) batches out of the 23 started the program on March held at the Tsuneishi Heavy Industries (Cebu), Inc. Training Center (TC). The program is held twice a week every Tuesdays and Thursdays with two sessions per day. According to Mr. Arcaya, the leadership training program will help Foremen and Leadmen to improve their understanding of the skills and responsibilities essential to become effective in their roles as leaders. The training will help prepare Foremen and Leadmen to step into a leadership role where they will be responsible in keeping the production schedule in sync and maintaining quality of products. This will not only aid in improving their performances but will also develop their communication skills in giving instructions effectively. Part of the training is a mini workshop where their problem-solving skills will be put to test. The workshop is categorized into PEOPLE, SCHEDULE, QUALITY, and TOOLS & EQUIPMENT where they will study existing problems in the production and apply different approaches, allowing them to best inspire their teams. Through this, it will help them prepare for any potential conflicts that may arise while they are on duty and reinforce their ability to use their personal knowledge. Problems like early knock-off time and absences are among the common problems that Foremen and Leadmen encounter at work. The Management expects that these leaders will work proactively and collaboratively with their respective teams and raise their team members’ performance to a higher standard and be responsible for inspiring and motivating their groups, thus leading to the achievement of individual and organization goals. UNDERSTANDING THE SKILLS AND RESPONSIBILITIES ESSENTIAL TO BECOME EFFECTIVE IN THEIR ROLES AS LEADERS 2 HRD IMPROVES THE NEW HIRE GEP: Strengthening Training and Development of Employees 4 TSUNEISHI- ABOITIZ PARTNERSHIP: 20 years of World-Class Workmanship 6 CSR: Tsuneishi Foundation (Cebu), Inc. Donations and Projects THE OFFICIAL PUBLICATION OF THE TSUNEISHI GROUP OF COMPANIES VOL 8 MAR 2014 Balita
Transcript
raising their team members’ performance to a higher standard
tc runs leader-centric program
Training Center Manager Richard Anthony Arcaya spearheaded a bespoke
in-house leadership training program, a joint effort between HRD-TC and IQA, aiming to improve the skills of workers. The training runs from March-May 2014 for the 853 Foremen and Leadmen of the Tsuneishi Group of companies.
Seven (7) batches out of the 23 started the program on March held at the Tsuneishi Heavy Industries (Cebu), Inc. Training Center (TC). The program is held twice a week every Tuesdays and Thursdays with two sessions per day.
According to Mr. Arcaya, the
leadership training program will help Foremen and Leadmen to improve their understanding of the skills and responsibilities essential to become effective in their roles as leaders.
The training will help prepare Foremen and Leadmen to step into a leadership role where they will be responsible in keeping the production schedule in sync and maintaining quality of products. This will not only aid in improving their performances but will also develop their communication skills in giving instructions effectively.
Part of the training is a mini workshop where their
problem-solving skills will be put to test. The workshop is categorized into people, schedule, Quality, and tools & eQuipment where they will study existing problems in the production and apply different approaches, allowing them to best inspire their teams. Through this, it will help them prepare for any potential conflicts that may arise while they are on duty and reinforce their ability to use their personal knowledge. Problems like early knock-off time and absences are among the common problems that Foremen and Leadmen encounter at work.
The Management expects that these leaders will work proactively and collaboratively with their respective teams and raise their team members’ performance to a higher standard and be responsible for inspiring and motivating their groups, thus leading to the achievement of individual and organization goals.
undersTanding The skills and
responsibiliTies essenTial To become effecTive in
Their roles as leaders
2hrd improves the new hire gep:
Strengthening Training and Development of Employees
4tsuneishi-aboitiz partnership:
20 years of World-Class Workmanship
6csr: Tsuneishi Foundation
(Cebu), Inc. Donations and Projects
the official publication of the tsuneishi group of companies vol 8 mar 2014
balita
2 vol 8 mar 2014 Balita the official puBlication of the tsuneishi group of companies 3strengthening training and development of employees
hrd improves the new hire gep
Tsuneishi Heavy Industries (Cebu), Inc. Human Resources
Development Group will start the 51-day New Hire General Education Program (GEP) on April of this year as an initial implementation of the program to reinforce the company’s objectives in strengthening training and
development of employees across the board.
obJectiveThe current 3-4 days New
Hire Orientation Program implemented early 2012 had been observed deficient in addressing the various basic learnings necessary for newly hired employees to acquire,
specifically on technical and customer service-related matters. This prompted the group to conceptualize a new GEP, to create a timely provision of sufficiently educated human resource and implement within the probationary period a more rigid evaluation where in the company as a whole and not
just the accepting groups is involved in the process.
Concurrent with this implementation is the new hiring system that will be done periodically with 44 new employees to kick-off the program. The second batch of 41 new-hires will follow on September as scheduled to complete the 2014 target pool of 85 competent personnel.
gep contentThe new GEP is
comprehensive comprising of a six-module course outline as opposed to the current program where topics are only selected. To be specific, the course outline
uBatch 13-C dubbed as ‘Kaizen’ after a day of Team building. In the New Hire GEP, a teambuilding activity is conducted for new-hires who are regularized.
uNew Hire GEP Head Dadito Rodrigo, the brainchild of the New Hire GEP explains that the program needs the support from each department heads to achieve success.
includes Module 1: Admin, Module 2: Safety, Module 3: Shipbuilding Process, Module 4: Basic Welding Training, Module 5: Factory OJT, and Module 6: Basic Japanese Course.
The new-hires, during their probationary period of six months, will be categorized according to work fields; (1) Field Engineer, (2) Skill Worker, and (3) Admin Staff. Modules to be covered for each work fields will be based on education needs. Admin Staffs will receive Module 1-3 and 6 while Field Engineers and Skill Workers will cover all modules. As per New Hire GEP Head Dadito Rodrigo, the Basic Japanese Course is included on the program to introduce new-hires to the language and Japanese culture as a tool of channelling
communication to better understand our Japanese counterpart.
evaLuation and monitoring
Tests per module are created and administered to determine if new-hires are fit for the position offered. The results of the assessments will be based on a 70% passing score for all modules, thus, individual test results will determine employee’s regularization. After six months as a regular employee, a follow-up
training will be conducted to check the employee’s improvement. The follow-up training will also be taken by those employees who had taken the 3-4 days New Employees Orientation.
Mr. Rodrigo said, “This effort will only be successful if it has the full cooperation of the many groups involved in the process. In the end, the success of this program will benefit the many stakeholders of THI – valued customers, the company itself, and its employees and workers as we strive to become a truly
world-class shipbuilder with the highest quality both in product and work output.”
With these developments on course, HRD is still continuing the improvement of its recruitment system by not only relying on the usual referral/recommendation but also by promoting the Tsuneishi Brand through more intense exposure into prestigious universities and engineering review centers both within Cebu and beyond to have better quality new employees in the years to come.
module 1: admin orientationu Company Profile & Policyu Timekeepingu Facilities & CSR Touru EDP User Guideu Telephone & E-mail Etiquetteu Cost Controlu Warehouse Orientationu Personal Financial Management u TEST
module 2: safety orientationu New Shipbuilding Factory Touru Ship Repair Factory Touru Safety Training Blocku Firefighting Drillsu Safety at Worku Clinic & other Medical Servicesu TEST
module 3: shipbuilding processu Basics of the Shipbuilding Processu Introduction to Affiliate Groupsu Basic Ship Designu Tsuneishi Quality Managementu Inspection Processu TEST
module 4: basic welding trainingu Introduction to THI Training Centeru SMAWu CO2 Weldingu Gas Welding & Cuttingu Gouging & Gas Gouging (Sap2x)u Fitting Worksu TEST
u Each modules are conceptualized and prepared by respective groups in accordance to group work scope.
voice:[ batch 13- c ‘kaizen’ from the current
3-4 days new hire
orientation]
a choice. “My goals were set to work with THI after graduating from college. Although there may be a lot of companies in the
city who offers great opportunities for me to develop my career, I
chose THI because, I believe in working and practicing my profession in my birthplace. Also, THI has a good
image as the capital Shipbuilding of the Philippines. It makes me proud that I am an employee of such company.”
Job expectations.“I have no doubt that I will meet a lot of challenges in the job that was offered to me. But even with these difficulties,
with perseverance, a positive attitude, and
with the help and guidance of my team members/colleagues I am sure that I will be able to get past it.”
motivation.“I like my job and the salary is already enough for me. The benefits also, it makes me motivated to do well in my job.”
my Long term plans in thi.“It would be better for a new hired employee, if given a chance, to be trained or have an actual orientation in
uangie viLLanueva
QUALITY CONTROL DEPARTMENT
urosette caminos
EDP GROUP
uvina marie garcia
MEO-MO GROUP
uJoanna narsico
HSA-HE GROUPugLadYs pormento
OFFICE OF THE FACTORY GM
uFranKLin Jose
macuL
EDP GROUP
uKint caÑete
HO-HATCH COVER GROUP
different departments, in order also to be practically oriented and be knowledgeable enough with the processes done by different departments.”
LooKing Forward.“I see myself getting a promotion, while enjoying and gaining experiences/lessons as I work for the company. For me the
main reason I will stay longer in THI would be
because of the people and the environment.”
mY contribution to the companY“The things that I personally believe that I can contribute to the company are:
(1) Diligence & hard work: It is with pride when I say that I have
never been late nor absent for work. Even when I am sick, I make sure I still come to work as a way of repaying the company for helping me & my family so much. (2) creativity & innovative thinking: I always think better ideas for the company’s improvements & always share such ideas to superiors & members no matter how they are going to take it. (3) a good example to others: I look up to
the Japanese work ethics and have it as my basis of working. I elaborate and explain comprehensively such ways to my fellow employees through my example.
mY eXpectations oF a supervisor.“A supervisor must have a positive attitude, must lead by example,
have good skills, and knowledge of the job. He should be keeping
everyone in the know and making the work easier for everyone by doing so.”
4 vol 8 mar 2014 Balita the official puBlication of the tsuneishi group of companies 520 years of world-class workmanship
tsuneishi-aboitiz partnership
A q&A with Mr. roberto ‘reA’ Aboitiz
how did The parTnership wiTh Tsuneishi (kambara) sTarT? Our first contact with
Tsuneishi was when they hosted a team from Cebu Shipyard and Engineering Works (CSEW) in their Japan facility. This visit was to provide the Philippine team a detailed view of the building
dock, etc., which was a project CSEW was to embark on.
The next time we met was to host a team from Tsuneishi Japan in a visit to the Philippines in search for a yard on which to build a ship breaking facility. They identified Batangas as a possible site. Aboitiz recommended they evaluate alternative sites and Balamban was recommended. Subsequent investigation and site suitability evaluations followed and Balamban was selected as the site.
why did you choose Tsuneishi as a business parTner among oTher shipbuilding
companies? Tsuneishi and Aboitiz share common values and long term thinking. The Kambara family, like the Aboitizes, emphasize trust and integrity in all that they
do. The business is built on these solid fundamentals and we both will strive to be and to do the very best as we attain our business goals.
whaT facTors did you consider in choosing balamban as The shipyard
siTe? Balamban was
recommended by the Aboitiz Group because the site had access to the sea, the local government provided genuine support and the area had the human resources necessary for the business. We had already started to acquire land in Arpili for a prospective prawn farm operation. Its close proximity to Cebu City as a gateway was also important. A lot of positive change has occurred in Balamban as a result of the shipbuilding facility.
The success of the business brought about an entirely new future to the people of Balamban and the western seaboard.
The Kambara and Aboitiz Family are grateful to the community in Balamban and its leaders. Our continued success relies on the sustained efforts of all stakeholders.
how do you foresee Thi in The nexT 20 years?
The future will have its challenges. We can expect difficulties and rewards. THI has opened the eyes of many international investors as a model in globalization. The Philippines is now the 4th largest shipbuilder in the world and it all started with a vision of Mr. Makoto Kambara, the person behind this venture and a continued source of inspiration for us all.
“The business is builT on These solid fundamenTals and we boTh will sTrive To
be and To do The very besT as we aTTain our business goals.”
u Mr. Roberto ‘REA’ Aboitiz, President of the Ramon Aboitiz Foundation, Inc. / Director of the Aboitiz Equity Ventures, Inc. and Aboitiz and Company, Inc.
u (Left photo) Mr. Makoto Kambara, Representative of the Tenshinzan Firm and (Right photo) Mr. Jon Ramon Aboitiz, President of the Aboitiz Foundation, Inc. The relationship began in the first half of 1970s when Tsuneishi constructed the Aboitiz Group’s dock. As a show of appreciation, Aboitiz Group named their first tug boat ‘Kambara’, which was produced at the group’s completed dock facility.
u in 1992 and 1993, tsuneishi technical services (phils.), a ship design company, and k&a metal industries, inc., a hull block manufacturer respectively, laid the foundation for the
establishment of tsuneishi heavy industries (cebu), inc. (thi)
inc. delivers seven (7) vessels from january-march
2014
‘92tsuneishi technicaL services phiLippines, inc. (ttsp) was estabLished:
The Design Department of Tsuneishi Shipbuilding Co. Japan came to Cebu City to recruit local engineers for its newly established Ship Design company, Tsuneishi Technical Services Philippines, Inc. TTSP started with eight pioneering engineers to provide high quality detail ship designs and on-time delivery to THI. The company started its office in Cebu City and years after, relocated its main office to Balamban. At present, TTSP has 290 dedicated and competent Filipino workforce.
‘93K&a metaL industries, inc. (K&a), the pioneer oF baLamban industriaL estate:
K&A Metal Industries, (Cebu), Inc. started ship-breaking business in 1993 and later ventured in the rolling mill business when the ship-breaking business was put to halt. The company became a major contributing factor to the quality and growth of Tsuneishi Heavy Industries (Cebu), Inc. as a manufacturer of THI’s ship’s hull blocks, T-beams and outfitting works. K&A is the symbol of a joint venture between Mr. Kambara and Mr. Aboitiz, thus it is called K&A (Kambara & Aboitiz).
u turn to page 5
u K&A’s first office was made from a container van.
csr balita
GenerAl MAnAGer
mr. hirohisa kinoshiTaeditor-in-chief/lAyout editor
princes mea roselMAnAGinG editor
loureina evangelio
editors
acci miTos villarinoK&a gina yang
tac deralyn ramostci maricor cayson-samolde
caspi cecilia alipin
liAison officer
carien florescirculAtion officer
ann jean dumdumAdviser
jingle rafols
photo albumtsuneishi foundation (cebu), inc. donations and projects
uteachers’ reQuest: Part of last year’s Brigada Eskwela, TFCI turns over 50 teacher’s tables and chairs on February 27, 2014, requested by the teachers of Balamban Central Elementary School and 23 to Cornelio C Melgar Elementary School on March 10, 2014.
umangrove: In observance of the World Wetlands Day on March 22, TFCI plants 15,000 mangroves at Buswang, Balamban. A total of 320 employee-volunteers from the Tsuneishi Group of Company participates in this yearly activity. The volunteers are taught how to plant the mangrove properly in order not to be easily washed off by strong waves. The foundation had already planted 45,000 mangroves in total.
uswimming
pool: THI through its philantrophic arm TFCI, will renovate the swimming pool of Cambuhawe, as a show of gratitude to the community of Balamban for supporting the company for 20 years and counting. The project’s estimated days of completion is 120 days, just in time for Balamban fiesta. A Junior Olympic pool, children’s pool, spa, and water slide are the things to expect.
uschool
children:
Cansomoroy Day Care Center receives nine (9) kiddie tables and 50 kiddie chairs from TFCI, paving way to a better future.
(Inset photo: Situation before)
ut-shirt: TFCI donates 690 t-shirt in commemoration of the 57th Death Anniversary of the Former President Ramon Magsaysay, as souvenir shirts for all guests who comes to celebrate at Mt. Manunggal on March 15-16, 2014.
