one fundlife newsletter vol1 issue2 1201010

Inside this issue:

President’s CornerPage 2

View PointPage 3

EditorialPage 4

What’s the Big Deal?Page 5

ODDITIESPage 6

ChalkboardPage 9

Hats Off0

Hot IT StuffPage 12

Systems at WorkPage 13

Special FeaturePage 14

of Harnessing Employee PerformanceEPAS: A New Perspective

Volume 1, Issue 2 December 2010

In the history of Fundline, it was only the second attempt to undertake an employee

performance appraisal back in May 2010. Since the activity was relatively new, some may have naturally experienced distress which have been more difficult to endure. Change can be really painful, but I am pretty sure we will surpass that stage and, sooner or later, get to where we want to be.

The EPAS (Employee Performance Appraisal System) is all about excellence, intended to bring out the best in everyone and not to put people down. I have heard some claims that the company ignores the welfare of our employees, which is rather unsupported and a very shallow argument. On the contrary, we prioritize looking after the welfare of those who work hard and give support for those who deserve it more. We all dream of a brighter future for everyone, but the bottom line is to reward results-oriented individuals as well as achievements.

This is the challenge which all of us must now face more seriously. Some may have grown too tired of promises

that were unheard of in the past, but - time and again - the management does not and will not pass through the hard work and contribution of those who deserve reward without being recognized.

In my other article, I have mentioned about my recent chat with Region 5’s Restie Buena, and commended some branches under him because of their consistent positive performance. I can truly say that the fruits of their labor were ready for reaping, out of which a new reward system was going to be implemented in their favor.

I wonder why a lot of employees, up to this day, do not seem to get the management’s simple message. Is this an indication of lack of trust? Do we look at incentives as freely given or something earned? It should be clear to all of us by now that reward is for the active performers who, in one way or another, contribute to the growth of the entire organization.

The successful implementation of EPAS entails a collective effort where each one must play his or her own part, no matter how big or small. We say

”wag pasaway” for a term which most of the time defeats its real meaning. For instance, the never-ending chase between MMDA traffic enforcers and bus drivers in EDSA had become more of a daily routine. While drivers are fully aware of the traffic rules, they still take the wrong turns, unload passengers in no-loading zones, beat the red light, swerve and disregard traffic signs. Hangga’t makakalusot, lulusot! Should the same thing happen to us?

The EPAS will surely discourage the “pasaway” behavior. And I personally believe that one does not necessarily need to be given a memo before coming to work on time, or be issued a written warning before behaving properly, because these are basic things we all learn from our daily lives. With the new system, excellence and discipline form part of our culture, it is not just another management directive we need to follow. It is a constant practice that should be embedded in our hearts, our new way of life.

--Alex C. Ongtenco

President’s Corner

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

from well-established companies and considering it a critical component of our own organizational success, I hope we were 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 back, I realized two main reasons that hinder our productivity and performance: distractions in our job and the bad habit of comparison.

Let me elaborate on the first factor – Distraction. A few months ago, we attended Six Sigma conference (which we will be implementing in our company soon) that deals about improving systems and processes. During the Q&A, a participant commented, “If Six Sigma is implemented in our company and the systems and processes become more efficient and effective, then our employees might lose their jobs.” I thought this concern could be very valid considering that the recent trend in business is to make an organizational structure leaner and meaner, and keep the organizational pyramid with least layers possible. I call this concern distraction “due to a threat”. We resist change because we look at it as a destruction.

However, I do not see this downsizing happening in Fundline at all. I believe it is not a zero-sum game that we play, where the company’s efficiency becomes a loss on the part of employees. Such mindset could be the most destructive thing in this world. My philosophy is very simple: as long as you are performing well, there is nothing to worry about. I know that the fear of losing one’s job can be very threatening, considering we all have mouths to feed and bills to pay. Trust me, if we only do what we are supposed to do and meet what is expected of us, then there is nothing to cause alarm from.

Emotional baggage is another form of distraction. I noticed how personal problems easily affect a person’s professional life. Financial obligations, death of a family member, sickness or even a difficult breakup can shake one’s focus at work. We see many talented employees, but their growths are often hampered by their emotional baggages. Although I know it may sound difficult or even absurd, but one should leave their emotional baggages behind whenever going to work, because inefficiency and pressure can easily get in the way.

I had a rare talk with one of our Regional Managers, Restie Buena. He went on sharing one of his usual answers whenever asked his staff about bonus, “Focus ka muna sa trabaho mo. ‘Pag umpisa pa lang bonus na ang iniisip mo, masisira ang konsentrasyon at maapektuhan ang trabaho mo.” Instead of paying attention to given tasks, one could simply exhaust his or her energy just by thinking whether a bonus will be given or not. Sad to say, this just puts a person in a greater disadvantage. Given a poor performance, a person may no longer be in a position to ask for any reward. The farmer plants his seeds before he could even harvest. He works hard FIRST.

“Focus ka muna sa trabaho mo. ‘Pag umpisa pa lang bonus na ang iniisip mo, masisira ang konsentrasyon at maapektuhan ang trabaho mo.”

Towards Productivity and Performance (Part I)by Alex C. Ongtenco

MAPAIT NA LUNAS ni Arnold Tolentino

Tayo ay nasa bahagi ng panahon na kung saan nais nating magkaroon ng iisang kamalayan ang ating pamunuan at mga kawani sa mga layunin ng Fundline na ibalangkas ang mga pamamaraan kung paano natin maisasakatuparan ang mga ito. Isang mahalagang temang dapat pag-isipan ay ang inspirasyon ukol sa konsepto at proseso ng pagbabago. Nais kong ipabatid sa lahat na ito ang direksiyon na dapat nating timbangin, pag-aralan at pagsumikapang makamtan.

Hindi natin dapat isantabi na sa kasalukuyang estado ng kumpanya, dapat nating ikasiya at ipagmalaki ang bilang ng mga pamilya at maliliit na negosyo na atin nang natulungan. Batiin natin ang ating mga sarili dahil kabilang tayo sa iilang kumpanyang umuunawa at kumakalinga para sa kapakanan ng nakararaming maliliit na mga Pilipino. Sa isang banda, hindi natin maitatago na kasabay ng panahon ay ang pagbabago. Maliit man o malaki, madali man o mahirap tanggapin, pabor man sa ilan o hindi – ang pagbabago ay likas na bahagi na ng buhay ng tao, pamahalaan at maging mga organisasyon na nag-uumpisa pa lamang o patuloy na itinataguyod at pinauunlad, katulad ng Fundline.

Saan mang anggulo natin tingnan ang pagbabago, hindi matatawaran ang mga aral na itinuro at patuloy na itinuturo sa atin ng kasaysayan:

Na upang makamtan ang pag-unlad, nararapat na pag-aralan • at umaksyon tayo ng naaayon, hindi lamang sa atas ng kasalukuyang mga pangangailangan, kundi para sa ikabubuti ng karamihan sa mga darating pang panahon.

• Na kinakailangang maging handa sa anumang pagsubok na • dulot ng patuloy na rebolusyong pang-teknolohiya at pang-industriya.

• Na ang bawat aksyon ay may katumbas na reaksyon – masaya • o malungkot, masarap o masakit, matamis o mapait.

Lahat ng ito ay bahagi ng pagbabago. Sa paghahanlintulad, ang sino mang may karamdaman ay kailangang uminom ng mapait na gamot upang mapabuti ang pakiramdam at malunasan ang kasalukuyang kalagayan. O dapat na sumailalim sa isang masakit na proseso ng paggamot. Maaari din itong ilarawan na upang magkaroon ng masaganang taniman, kailangang hawanin at bungkalin ang lupa; bunutin ang mga damo at halamang ligaw na umaagaw sa sustansya ng lupa. Upang makapagtayo ng malalaki at magagarang gusali, dapat lamang munang gibain ang mga luma, pangit at sira-sirang istruktura. Ito ay ilan lamang sa mga

View Point

malinaw na halimbawang naglalarawan ng proseso ng pag-unlad.

Sa ano mang paligsahan ng buhay, likas lamang na napag-iiwanan ang mga ayaw o walang kakayahang sumabay sa pagbabago. May mga miron na animo mga nilulumot na batong nasa gilid ng daan habang ang iba ay magkakaagapay na tumatakbo patungo sa pagbabago. Mayroon din namang sa halip na umagapay ay nagiging balakid pa para makausad ang karamihan.

Sa kabilang banda, naririyan ang nakararami na handang sumabay sa agos ng kaunlaran, bukas ang loob at isipan upang masusing pag-aralan at tanggapin ang kabutihang idudulot ng pagbabago. Ilan lamang sa mga magagandang paraan ng pagbabago ng ating organisasyon ay ang paggamit ng mga makabagong teknolohiya katulad ng MPAD, VPN at HRIS. Kasama rin dito ang pagpapatupad ng mga makabagong konsepto o prinsipyo ng pamamanihala katulad ng “Six Sigma”, “Balanced Score Card”, “Kaizen, “TQM” at marami pang iba. Maging ang programa para sa patuloy na edukasyon ng mga kawani ay naglalayong maitaas ang antas ng kalidad ng bawat isa. At higit sa lahat ay ang paglalagay ng mga wastong pamantayan ng kalidad na gawain ng bawat indibidwal na bahagi ng organisasyon – katulad ng ipinatutupad na “Employee Performance Appraisal System”.

Ang lahat ng ito ay maaring hindi perpekto sa simula, tulad din ng isang batang kailangan ng gabay sa paglalakad. Ngunit sa tulong ng nakararaming may matuwid na adhikain at tamang perspektibo ay unti-unting maisasaayos ang mga ito. Kung kaya’t inaanyayahan ko ang lahat na hamunin ang kani-kaniyang limitasyon - na kumawala sa nakasanayang pagwawalang-bahala o animo pagkakatulog ng mahimbing, at lawakan ang pang-unawa sa mga bagong direksiyon, panuntunan at pamantayan. At alalahanin na ang pagbabago ay magsisimula at matutupad sa pamamagitan ng bawat isa sa atin. Sa madaling salita, ang bawat isa sa atin ay may mahalagang papel na dapat gampanan upang maging susi sa hinahangad nating kaunlaran para sa Fundline, sa bawat kawani at sa mga tumatangkilik nito.

Ngayon, sino at ano tayo? Tayo ba ay ang mga batong nilulumot sa gilid ng daan? Mga damong dapat nang bunutin? O kabilang tayo sa mga naglalayong sumailalim sa isang pangkalahatang transpormasyon patungo sa isang higit na maunlad, higit na masaya at higit na makabuluhang pamilyang Fundline.

Pag-isipan po natin.

EDITORIAL

Small Step. Big Move.

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 would take very short adoption period while having the ability to improve quickly. Some take a little longer. The difference is derived not much from the tools and strategies used but from the kind of motivation that drives them.

Fear is a powerful motivator and organizational development is often credited with its own survival. Whenever profits improve, fear subsides, then satisfaction sets in. But in order to to create a self-motivation, one needs to paint a strategic picture of a more positive future. We need the organization to want to improve and to aspire for greater things.

Like most core groups in any company, management and staff are equally motivated to tackle the hard work of organizational alignment only when they are convinced about the clear connection between the achievement of a mission and

the tasks involved in doing so. When people agree to embark on a new course, the methodology and roadmap towards achievement may simply serve best as a guide. Yet again, unless the organization is self-motivated to change, the result will be temporary to say the least.

While no right tool can substitute people’s involvement, executive order is considered a key. However, the two must understand the very need to align with each other through one common goal. It is through their convergence that improvement is pursued in view of a mutually benefitial outcome. Aspirations result from a confident organization built on this culture.

Are you ready to make one small step towards change?

by Jess Ilar

What’s the Big Deal?

Customers have always been invisibly on top of the decision-making process in most companies for they are the end-users of every organization’s products and services. On this note, Fundline continues to find ways on how to better provide beyond the usual customer’s needs. Customer Service Center – most companies spend a significant share of their resources for this value-adding service, and Fundline just did.

Fundcast – the new Customer Service Center of Fundline shall soon be providing a 24/7 customer service to all its customers who may inquire basic details of their loan account, or send feedback or comments on how Fundline could add more value by serving them.

The company has sourced a suitable system as the basic infrastructure of Fundcast. This will be used in providing customer service to Fundline’s growing marketshare through Short Message Service (SMS).

Knowing who’s the real BOSS: Customer Service of Fundline

Recently installed at the Head Office in October 1, the system shall facilitate Fundcast which will be the brand of Fundline’s customer service.

Basic inquiries which Fundcast aims to include: Balance inquiries, Sending of payment reminders, Collection notices, Application status and Client feedback/comments. Some of these services may require time for preparation with more comprehensive information databases. Nonetheless, it is all geared towards a more proactive client retention and satisfaction.

Soon to be rolled out in all Fundline branches, Fundcast is targeting to pilot its implementation to selected Fundline branches with readily available information that includes loan accounts of current customers.

Fundline would like to bring its products and services a competitive leverage among the choices of customers as its financing partner.

by Jocelyn Amarante

ODDITTIES

Welcome Aboard!Fundline Finance Corporation

(FFC) would like to welcome and extend support to new members in the FFC family who will play critical roles in fulfilling the mission and vision of the organization.

Congratulations for a job well done... FFC Head Office and Branch Promotions

Starting a FUN Life with FUNDLINE

Anabelle S, ManliclicCTU Supervisor

Emmalyn NoceteCebu

HEAD OFFICE AREA MANAGERS

BRANCH MANAGERS

Marcelino R. Dumrigue Jr.Angeles

Deogenesis P. PalajeBulan

Erwin C. AmandyLucban

Gilbert B. Albay Bangued

Eligio Mariano Jr.Bulacan

Bryan Erick ArevaloCreative Artist

November 03,2010

Michael RodriguezAccounting OfficerNovember 03,2010

Julie Ann Magat Executive AssistantNovember 04,2010

Flora Grace GuiabCompetency Mgt. Officer

November 08,2010

Catherine RosarioMaterials Mgmt.

SupervisorNovember 24,2010

Andrew S. YangoBulacan

Tony G. SalmazanNCR

Roman Buan Jr.NCR

Gilbert B. Albay Bangued

Roman Buan Jr.NCR

“Kaagapay sa Kalusugan” Philhealth Benefits Orientation Program

W ith our continuous endeavor to promote benefits awareness to all FFC employees, a comprehensive echo seminar about Philhealth Benefits for the

employed sector was facilitated by Mr. Rey Sulit, Philhealth Social Insurance Officer. The seminar was attended by more than thirty (30) employees from different Head Office units and branches in FFC Head Office back in June .

The program consisted of two parts: 1. Availment of Member’s Benefits2. Open forum

Here are some of the important questions that were answered and discussed during the orientation:

Q: When is an employee eligible to claim for Philhealth Benefits?

A: The employee must meet all the following conditions in order to be eligible to claim for the Philhealth Benefit:

1.He/She has paid at least three (3) months premium with Philhealth within six (6) months from the date of confinement.

2.The Hospital or Doctor is accredited by Philhealth.3.The forty five (45) days room-and-board allowance is not

yet exhausted/used by the member.4.The confinement is not below the 24-hour period prescribed,

and the sickness and medical procedures are compensable under Philhealth.

Q: Who are considered beneficiaries of the Philhealth member?

A: The following will be covered as beneficiaries by the Philhealth member:

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 Surgeries2) 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 Procedures6) OPB Malaria Package7) 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)

by Antonette L. Asi

Mag-HL Tayo!(Living a Healthy Lifestyle)

The FFC employees have once again grabbed the opportunity to be actively involved in a health awareness program, focused on giving advice on how healthy living can greatly improve their lifestyle. The Health and Wellness program entitled “Mag-HL Tayo” was hosted by Employee Relations Section in collaboration with the Department of Health (DOH) NCR office to promote a healthy Fundline culture. The program was led by Mr. Gerard Basaca, Health Promotion Officer of DOH in August at FFC Head Office attended by Head Office and Branch Operations employees. Using a combination of lectures and demonstrations, the program successfully emphasized the importance of a healthy lifestyle.

To summarize the program, we were left with five basic ways in living a Healthy Lifestyle:

1)Have a Regular Exercise - There are 1,440 minutes in every day. Schedule 30 minutes for physical activity or exercise. Regular exercise is a critical part of staying healthy. People who are active live longer and feel better. Exercise can help maintain a healthy weight. It can delay or prevent diabetes, cancer and heart problems.

2)Healthy Diet - Eat plenty of high-fiber foods like fruits, vegetables, beans, and whole grains. These are the “good” carbohydrates: nutritious, filling, and relatively low in calories. Limit your intake of sugary foods, refined-grain products such as white bread, and salty snack foods. Cut down on animal fat, choose lean meat, skinless poultry, and nonfat or low-fat or nonfat dairy products.

3) Stop Smoking- For smokers, to quit smoking is not an easy

task, but is very possible. Just keep this

in mind, ”Smokers are twice as likely to die

from heart attack as non-smokers. And smoking is a

major risk factor for peripheral vascular disease, a narrowing of the blood vessels that carry blood to the leg and arm muscles.” 4 ) M a n a g e

Stress - Manage stress by controlling

situations, people that make excessive demands,

which may be done by giving yourself a break for few moments daily and

setting realistic goals.5)Have a Regular Health

Check up - This is a valuable means in maintaining a good

health. Taking proper care of your health at the right time can prevent a lot of problems in the future. It’s good to find

out that you have a problem, before it is too late to cure it. So appropriate tests should be done

at the right time such as, but not limited to, physical exams, laboratory tests (blood, urine, fecalysis) and chest x-rays.

In line with the present and future projects of the company under the Organizational Development (HR, ER, GS and Training and Development), we would like to acquaint everyone that the company relies on its employees to deliver its mission at its best. We understand the need to invest in our people and we are putting effort to work with our employees to create an environment that enables everyone to add value in all they do. We will constantly work towards an environment that is inclusive, supportive and focused on success, building on high levels of pride, loyalty and belonging in the entire Fundline Finance Corporation.

CHALKBOARD

Training and Development Redefines Fundline Employee Orientation Program

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.

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.

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.

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 ProgramIn our efforts to translate our corporate success to genuine social

responsibility that is more meaningful, rewarding, and lasting, Fundline has launched the Branch Sponsorship Program to provide underprivileged but deserving students with educational grants.

Camille Kate Embalzado was endorsed by BM Moises Tiongson of Fatima Branch (Cabanatuan 2), and was granted by the approving committee as the first recipient of the said program. As a financing company, the program is one clear indication of our mission to alleviate poverty in our present society today.

Dear Sir/Madam,

I, Camille Kate H. Embalzado, would like to convey my

sincere thanks for granting me the scholarship. The scholarship

will definitely help me meet the costs involved in pursuing my

studies. For someone like me who doesn’t have any financial

backing, scholarship holds even greater importance to me.

With the opportunity that your company has given

me, I promise that I will study hard and give all my best so that

no single cent, time and effort is wasted. By that, I will be able

to help myself and most of all, my family.

With the advocacy of your company, Fundline Finance

Corporation and the person behind this - Mr. Alex C. Ongtenco,

my sincerest appreciation. I guarantee that someday I will be

an asset to my family and our society.

To Fundline Finance Corporation, more scholars, more

power, good luck and God Bless!

Yours truly,

Camille Kate H. Embalzado

Hot IT Stuff

100% Wired Fundline Branches

Web NCR

Human Resources Information System (HRIS)

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.

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.

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.

SYSTEMS at WORK

Sheet1

Page 1

DOCUMENT CODE DOCUMENT TITLE OBJECTIVES

IDM CTU 1008001

CIR LMU 1007002 Sales Template and Transmittal Monitoring Sheet

PRN LMU 1008002 Submission of Fundlite and Fundcycle Documents

PRN LMU 1008001 Contact Number as Loan Application Requirements

CIR SYU 1008002 To reiterate the policies and procedures on RMC unit computation

CIR OPG 1008001 Branch Customer Relation Management

CIR OPG 1008002 Closing of Accounts for Fundlite and FundLife Customers

CIR OPG 1008003 Releasing of Loan Check and Signing of Loan Contract

PRN ODU 1008001

CIR ODU 1008001 Daily Time Record (DTR) Template

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

CIR CTU 1009001

CIR SYU 1009001 Documentation of Company Policies

PRN CCU 1009001 Policies and Procedure on Contract Management

SOP CCU 1009001 Procedures on Contract Management

CIR ODU 1009002 Purchase of Construction Materials and Equipment

CIR ITU 1001001 MPAD Registration and Permit Processing

PRN FSG 1008002

Release of Loan Proceeds via BDO Cash CardFCN FSG 1008002

SOP FSG 1008002

Amendment to Fundcycle's Daily Sales and Collections Report Template REF # CIR CTU 1007002

To ammend and addend provisions on the previously released memorandum

To facilitate efficient monitoring of loan applications for Fundlite, Fundcycle and Fundlife through the use of Sales Template and Trnasmittal Monitoring Sheet

To establish submission cut-off for fundlite and fundcycle contracts and loan documents

To establish guidelines in providing contact numbers during loan application

Reiteration on Repossessed Motorcycle Unit Computation

To establish policies and procedures in gathering feedbacks from the customer to increase customer's satisfaction

To ensure proper accounting of payments made by the customer to eliminate or reduce overpayment or underpayment when accounts have been closed

To reiterate the guidelines on the releasing of loan checks and signing of loan contract.

Official Receipt Requisition via ODU-General Services Section

To establish guidelines and procedures on requisition, printing / purchasing, and issuance of Official Receipts (OR)

To establish electronic guidelines on recording of the branch personnel's time logs

Addendum to SOP no. FSG 1005001 RE: Branch Petty Cash Fund

To provide additional internal control on replenishment of Petty Cash Fund

To established guidelines on proper documentation, review, approval and distribution of the company's policies and procedures

To established guidelines on requistion, review, approval and safekeeping of all contracts of the company

To established guidelines on the purchasing of construction materials and equipment

To clearly define the duties and responsiblities of each unit in obtaining the MPAD permit from the RDO

To establish standard policies and procedures in the release of Fundlite loan proceeds through BDO cash card

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:

Quality Management in Dynamicsby Jennifer Sy

From selling matches to Forbes magazineMoving forward with something small to make it big

SPECIAL Feature

(Ingvar Kamprad story, excerpt from ‘Talent of the Month” feature of Lina Jobstreet for September)

by Jocelyn Amarante

“Great things start from small beginnings”. From steady rains – the tiny droplets of evaporated water – to flowers

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 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 small, not insignificant, but just something small.

It is inherently a fact that before something comes into being, it takes off from a much smaller state than its current form. In our everyday life, our disposition today became possible because we thought about certain ideas or concepts before we made a decision and acted on it. You may be working as a staff or manager now, running a business of your own or with friends, working as a single mother/father, running a household and working altogether. How you are today started off from a single decision you made yesterday, months or years ago.

This very well caps the inspiring story of Ingvar Kamprad, founder of IKEA, the world’s largest Furniture Retailer. Now, he is the fourth richest man in the world according to Forbes, who then sold

matches back in his highschool days. How? He started his US$28-billion worth of furniture-retailing company from selling something not 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 it part of other’s lives.

Real life lessons of a self-made man

Lesson #1: The Best Leadership is by ExampleIngvar Kamprad avoids wearing suits and prefers flying in economy

class. He inspires his people from IKEA to save and travel cheaply, and he does it by being the example. A self-made billionaire who can even buy his own jet yet prefers to travel modestly.

Just how our current President Noynoy Aquino wanted his administration in setting a modest way of governing, news made it clear that the he did have hotdogs and burgers for their luncheon meals on the streets of New York, during the recent UN General Assembly meeting, which is in stark contrast to former President Arroyo’s over-a-million worth of meal last year.

If you want to start something new and good in your own unit/workplace, start not with your seatmate but with your own small acts

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 than what is expected, because you used your time wisely enough to add-on something more than the tasks listed – a new concept or initiative perhaps.

Lesson #3: Mistakes are a Must on the Road to Success

“Only those who are asleep make no mistakes,” “There are few people who have made so many fiascos in my life as I have” - Ingvar Kamprad admits he himself made a lot of not only mistakes, but fiascos in his lifetime, but still, it brought him to the 4th spot among the richest/ most powerful men in the world.

Most prominent men and women of achievement admit in most of their public speaking engagements that mistakes were never a stranger in their vocabulary. Gokongwei of the Robinsons and JG Summit Holdings is one. Henry Sy from selling shoes to being a Mall and Retail business tycoon had his own share of mishaps. Again, they all started with something small, and used their big minds and visions to grow it and make it useful not only for them, but for others and in turn for the society.

Everyday, we come to this company to finish a certain work or add something to finish a part or entirely an assigned task. From a day to weeks and months, being humans, we cannot veer away from the fact that we commit mistakes along that work line. Whether we admit it or not, our mistakes supposedly become part of our own learnings as 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 try to do something better than what we usually do, and upgrade each time we are entrusted with a certain task.

Lesson #4: Impossible is Nothing “The word impossible has been and must remain deleted from our dictionary,” because when others said it couldn’t be done, Ingvar Kamprad went and did it. Who would have thought that selling matches

could be a good “training ground” for a future billionaire? Just like how non-existent products came into being (i.e. cellphone, television, satellite), which were never thought could be possible or needed during times when letters were simply mailed. Things we enjoy now would not be here if someone did not think of their use.

In retrospect, Neil Armstrong and his band of astronomers set their feet on another planet – the moon. Was it ever thought possible decades before their time? It started with a concept, an idea that man can expand its reach and actually conquer outside the common knowledge that a man’s world is bounded by the skies and seas of the earth, fortunately – Neil and the minds behind that 1969 Apollo mission thought otherwise.

Have you tried to think of doing things outside of the usual box? Once you get things done the unconventional way, and actually did it more efficiently, it will keep you on your toes to always find ways of doing things differently yet effectively. Try to challenge your usual thinking of things and act on it to achieve, not necessarily more, but something new and better than the usual work you deliver.

From selling matches to being in a magazine Ingvar Kamprad surely did not have the FORBES list in his mind

when he sold matches back in high school years. Probably, selling something that lights up things was a sign that in his time, Ingvar will light up other’s minds by starting with small things and make it bigger, or even land on the pages a world-renowned magazine.

Perhaps you are on your way up to the executive ladder, currently planning how to get there, or thinking of changing your path – 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 days in the week, appetite for finding something more profitable for the company, eye for details, source of encouragement to your seatmate – whatever it is, technical or not – channel it for the greater good of the organization, and in turn you maybe just lighting up your own world.

Paradigm Shift: New culture finds its way to Fundline as it marches forward

“We have to make changes, we cannot remain the same”.

This may well capture the stance Fundline Finance Corporation (FFC) would like to adopt for the next years ahead as it envisions for a sustained corporate growth and influence the lives of greater Filipino 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.

SPECIAL Feature

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.

From expansion to building a culture of excellence, the assembly heard from Arnold B. Tolentino, Vice-President for Administration, as he reported on the company’s over-all direction in terms of the four elements of the Balanced Scorecard, namely: Human Resource, Products and Services, Systems and Financial Management.

“These are just small steps for us, but we might just be embarking on a giant leap for the company”, Mr. Tolentino emphasized on how the current initiatives of the company can contribute to the targets set for 2011. Specifically, discussing the initiative on Competency-based Management, the Administration group is looking at enabling the company to provide feasible career 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

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 envisioned to have the right skills, knowledge and exmplify excellence, in the hopes that, in the end, Character follows and builds up the individual.

Skillful and Excellent employees with Character, can there be another formula for achieving our goals? With these, the year 2011 looks to us, ready to show our way to a sustained corporate success.

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 [email protected], or mail them to Fundline Finance Corporation, Corporate Communications Section, 2nd Floor TPI Building, EDSA cor. Harvard St., Brgy. Pinagkaisahan, Makati City.