REWARDS, RECOGNITION AND BENEFITS OF

SELECTED COMPANIES IN THE FOOD INDUSTRY

IN CENTRAL VISAYAS

 

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2023
Volume: 8
Issue: 7
Pages: 777-780
Document ID: 2023PEMJ690
DOI: 10.5281/zenodo.7905494
Manuscript Accepted: 2023-05-08 03:20:05
Psych Educ, 2023, 8(7): 777-780, Document ID: 2023PEMJ690, doi:10.5281/zenodo.7905494, ISSN 2822-4353
Research Article

Rewards, Recognition and Benefits of Selected Companies in the Food Industry in

Central Visayas
Mechelle Balansag*, Rachelle Beth Balansag
For affiliations and correspondence, see the last page.

Abstract

Strong recognition and rewards are the core pillars of a healthy, dynamic talent management strategy. The world is becoming a
culture in which people expect to be rewarded for drawing breath and taking up space, which makes the job of an HR
professional or business leader tasked with employee retention a difficult one. Thus, this study was conducted to evaluate the
rewards and recognition schemes of selected food manufacturing companies in Central Visayas in the hope of creating a list of
rewards and recognition programs best practices helpful to HR practitioners in the industry itself as well as the HRDM
instructors in the academe producing HRDM graduates in terms of discussion points and reference material. Moreover, the
findings of the study indicated that the majority of the workers in the selected food manufacturing company were males due to
the nature of the job, and it is much preferable to have male workers than women in the production department. The average
age for the employees is 30 years old. Most of the respondents had graduated from high school, and the majority of them were
married at that age. The majority of the respondents are regular employees in their company with a tenure of one to three years.
Performance evaluations were conducted quarterly and semi-annually to improve and maintain the efficiency of the employees
and to be able to address the needs of those who didn’t meet the standards. The majority of the employees are motivated to go
to their job and achieve good performance to be retained in the company to provide for their families. The level of compliance
of the companies to the DOLE rewards and recognition was between expanding and consistent.

Keywords: Benefits, Recognition, Employee Retention, Rewards, Human Resource

Introduction the academe producing HRDM graduates in terms of

discussion points and reference material. This helps
the academe learn more about efficient practices of
Strong recognition and rewards are the core pillars of a rewards, recognition and benefits which can be used in
healthy, dynamic talent management strategy lectures and any other forms of integration. This study
(Boudinet, 2016). The world is becoming a culture in can be used as a source of reference to help future
which people expect to be rewarded for drawing breath researchers gain more support and knowledge when
and taking up space, which makes the job of an HR they create a similar study, HR Professionals. This
professional or business leader tasked with employee study will help them gain insights about what are the
retention a difficult one (Biro,N.D.) Reward and needs, processes, and all other things related to
recognition are critical issues in the present time. rewards and recognition. This allows HR 7
These approaches need to be adaptable to change and Professionals to create better rewards, recognition and
adjust to the prevalent economic climate. benefits planning for their HR practice. HR Managers
Organizations develop international influence and start must be interested in looking into its own rewards,
operating on an international scale. Thus, benefits and recognition to improve performance of its
organizations need to realize the importance of their employees.
human resources and should be interested in managing
employees that enhances organization performance. The study focused on Central Visayas’ food
manufacturing industry for the reason that according to
Reward, recognition and benefit management the Department of Trade and Industry (DTI),
influences performance by recognizing and rewarding manufacturing comprises more than half of the
good performance and by providing incentives to Philippines industrial sector and accounts for almost a
improve it (Murphy,2015). quarter of the country’s Gross Domestic Product
(GDP). This only means that manufacturing industries
Thus, this study was conducted to evaluate the rewards in the Philippines have higher rate of employment and
and recognition schemes of selected food according to the National Economic Development
manufacturing companies in Central Visayas in the Authority (NEDA), Central Visayas is the fifth largest
hope of creating a list of rewards and recognition regional economy in the country. According to its data,
programs best practices helpful to HR practitioners in Central Visayas ranked fourth in terms of regional
the industry itself as well as the HRDM instructors in share to the Gross Domestic Product in 2013. Food

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Psych Educ, 2023, 8(7): 777-780, Document ID: 2023PEMJ690, doi:10.5281/zenodo.7905494, ISSN 2822-4353
Research Article

manufacturing industries in Central Visayas Department of Labor and Employment, the researchers
particularly in Cebu are developing and evolving. This already have the interpretation 56 codes. The
industry became one of the biggest contributors in researchers used the Evaluative Research to assess
terms of income and employment. In facing challenges whether the employee rewards, recognition and
in rewards, recognition and benefit, it is best to know benefits matched the DOLE standards and the
the ways in satisfying the employees and making them Recognition Professional International Standards.
stay. Retaining and having the employees’ loyalty are Rating Level Not Done: The organization has not
one of the biggest challenges the organization can face taken any steps in implementing this type of rewards,
but this can be solved through an effective rewards and recognition and benefits Beginning: The organization
recognition system. is taking precautionary plans in implanting this type of
rewards, recognition and benefits Expanding: The
The study worked on the following assumptions: organization is taking a systematic approach and
moving forward to taking the organization-wide
1. The selected food manufacturing companies have implementation of this type of rewards, recognition
rewards, recognition and benefits systems. and benefits. Consistent: The organization has already
2. The rewards, recognition and benefits system in the been implementing this type of rewards, recognition
selected companies meet the Recognition Professional and benefits and is consistently upheld through the
International Standards and the Department of Labor years and continuous evaluation has been done for its
and Employment Standards. effectivity. Advanced: The organization has
3. The rewards, recognition and benefit systems used implemented this type of rewards, recognition and
in the selected companies affect employee benefits into a whole new level. The implementation
performance. of this type of rewards, recognition and benefits is
highly effective and is more likely to create advantages
rather than deficits. There were two types of
Literature Review
respondents in our study, first the HR manager and
second the production workers and after we collected,
. we come up with a result and tallied it, and now
proposed an intervention in an HR perspective.

Methodology
Result
The study adopted an evaluative research. The
researchers assessed the level of compliance whether 1. The mission of the selected food manufacturing
the rewards, recognition and benefits of selected industry is to be the total service and best provider of
companies in the food industry in Central Visayas met their respective products and become its market leader.
the standards of the Recognition Professional Their common vision is to become the leader in their
International and the Department of Labor and industry. The selected companies were founded in
Employment. The study considered this design between 1966 to 2007. The organization usually led by
appropriate in order to gather data that assessed the CEO OR President to general manager or chairman.
gaps of the rewards, recognition and benefits in the The products ranged from frozen processed meat
selected companies. This design was used to propose a products, carrageenan products, sauces and
better HR policy for each of the respective companies. condiments to alcoholic beverages.

The respondents of the study were only a total of 240 2. The selected food manufacturing companies in Cebu
employees from the different food manufacturing compromises of 55% young adults ages 20 to 30 years
companies, in which each copy had 48 respondents. It old in which the average age is 30 years old. The food
consisted only of production workers. There were two manufacturing companies are composed mostly of
types of respondents, first was the HR manager and male employees, 73.33%. 78.75% are married. Most of
second were the production workers. Through these the employees, composed of 82.92% of the population,
respondents, the researchers assessed the gaps between graduated from high school.
the rewards and recognition of the selected companies.
3. The production workers of the company is
In interpreting the level of compliance of the standards composed of regular employees, probationary,
of rewards, recognition and benefits by the contractual and agency based employees with regular
Recognition Professional International and the employees composed of 75.42% of the respondents.

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Psych Educ, 2023, 8(7): 777-780, Document ID: 2023PEMJ690, doi:10.5281/zenodo.7905494, ISSN 2822-4353
Research Article

Majority of the longevity of tenure for the respondents Discussion

are ranging from one to three years in the company
compromising 69.17% of the respondents.
Majority of the workers in the selected food
4. The criteria for performance management for the manufacturing company were males due to the nature
selected food manufacturing companies are strictly of the job and it is much preferable to have male
confidential. However, they have quarter and semi- workers than women in the production department.
annual performance evaluation for their employees to Average age for the employees is 30 years old. Most
improve and maintain efficiency. Employees who of the respondents had graduated in high school and
performed below standard are provided training and majority of them are married in that age. Majority of
counselling. the respondents are regular employees in their
company with tenure of one to three years.
5. The perceived work performance of employees is
Performance evaluation were conducted quarterly and
high. They are not only motivated for the given
semi-annually to improve and maintain the efficiency
compensation, rewards, recognition and benefits but
of the employees and to be able to address the needs of
also by the willingness to achieve good performance to
those who didn’t meet the standards. Majority of the
be retained in their companies and to be able to
provide for their families. However, 17% of the total employees are motivated in going to their job and
respondents assessed themselves as stressed achieve good performance to be retained in the
individuals due to their demotivating and small salary. company to provide for their families. The level of
This shows a great contrast on the interest of the compliance of the companies to the DOLE rewards
employee and the willingness of the employee to and recognition were between expanding and
work. In San Miguel Brewery, most respondents want consistent. However, Nutri Asia was not able to
to commit long-term relationship with the company. It implement this and San Miguel was advanced in the
also signifies that they want to increase their work level of compliance. The companies offer other
performance so that they can gain better opportunities rewards and recognition not stated such as Employee
and rewards for themselves. of the Year Award. The level of compliance for the
mandated benefits of DOLE were consistently being
6. The majority of the level of compliance of the implemented by the companies unless not applicable
selected food manufacturing companies in DOLE for the job. San Miguel Brewery had set high standards
rewards and recognition are expanding specifically for the level of compliance for its advance
Shemberg and Alfa. Nutriasia’s majority rewards and implementation. Other benefits were given to
recognition are not done, Belcris is compliant while employees such as free lunch, snacks and free 5 kilos
San Miguel have advanced rewards and recognition of rice for the employees. The majority level of
practices when it comes to DOLE standard. Lingkod compliance to the Recognition Professional
Manggagawa Award is the common award not International were between expanding to advance in
implemented in the selected companies. Other rewards the selected companies except for Shemberg who had
are also included such as the Employee of the Year not started implemented this standard.
Award in Shemberg.
Furthermore, the researchers have come up with a
7. The level of compliance for the mandated benefits
recommendation as HR Interventions are
by DOLE are consistently being implemented by the
recommending that it is important to let the employees
selected food manufacturing companies. San Miguel
experience a proper orientation about rewards,
Brewery has advanced in this level. Other benefits not
recognition and benefits because these are the most
mandated re also included specifically free lunch and
important things that employees will look for and these
snacks and free 5 kilos of rice for the employees of
Belcris and Shemberg. are the motivational factors of the employee to work
hard and increase their level of productivity. Rewards
8. The majority level of compliance to Recognition has a big impact in the organization most especially to
Professional International of the selected food the employees and the level of awareness of the
manufacturing company are expanding specifically employees towards their rewards, recognition and
ALFA and Nutrisasia. Belcris is consistently benefits program 137 will also increase. The HR
implementing this standard while San Miguel Brewery manager and the employees should have a proper
is in the advanced level. However Shemberg had not communication, orientation in order to increase their
implemented this standard. level of implementation.

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Psych Educ, 2023, 8(7): 777-780, Document ID: 2023PEMJ690, doi:10.5281/zenodo.7905494, ISSN 2822-4353
Research Article

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Affiliations and Corresponding Informations
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Journal of Social Psychology, 137(6), 677-689. Corresponding: Mechelle Balansag
Email: [email protected]
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