The Employee Relations and Engagement Unit (EREU) of Rizal Technological University (RTU) recently visited other state universities to strengthen RTU’s Human Resource Management practices and human capital development initiatives. The delegation, led by EREU Head Asst. Prof. Maria Victoria C. Painaga consulted with their counterparts at Pangasinan State University (PSU) on December 4 and at Benguet State University (BSU) on December 5.

Together with the EREU staff, Instr. Micah Quilang and Ms. Aretha Masim, Asst. Prof. Painaga met with the top official of PSU in the PSU-Lingayen Campus in a Meeting of Minds. They were welcomed by Dr. Jeanilyn L. Villanueva, PSU Vice President for Administration & Finance Management, and Dr. Elbert M. Galas, PSU President, who also delivered an inspirational message to the participants of the benchmarking activity.

During the benchmarking session with PSU, Mr. Jomer G. Trinidad, Team Lead of PSU’s Rewards and Recognition Unit, introduced the PSU Educational Organization Policy, highlighting PSU’s commitment to quality higher education. Ms. Sheila Marie G. Malicdem, Acting HR Management and Development Officer, also shared PSU’s best practices for human resource management. The productive visit provided the RTU delegates with fresh ideas in handling human capital in the higher education setting.

The delegation’s visit to BSU was in a different tone than PSU’s. While there was no structure to the benchmarking session, top BSU officials gave a warm welcome to the visiting Rizalianos. The sharing of best practices and the meeting of the minds were attended by BSU President Dr. Kenneth Laruan, along with Mr. Raymundo H. Pawid from the BSU Office of the VP for Administration and Finance Management, and Ms. Maricris Lad-ey Neyney and Jenny D. Agadan from the BSU HRMD Office. The discussions between the two parties led to productive knowledge sharing and the exchange of best practices.

The discussion between RTU and the two host institutions focused on three significant points.

One of these points delved into best practices for Employee Relations and Engagement, including strategies and frameworks for building and maintaining strong, positive relationships among employees and staff. The EREU delegation also benchmarked initiatives and programs designed to boost employee morale and motivation, as well as structures for employee recognition and reward systems, such as the Compensatory Time Off for non-regular employees who render exigency of service.

Another point of the benchmarking was the management of leave and attendance applications, specifically targeting a streamlined, transparent leave application and approval process. The integration of technology and the use of digital platforms for leave management were also discussed. Ultimately, the EREU team also sought to benchmark policies that promote work-life balance and support employees.

Finally, the benchmarking visits also visited the area of health and wellness programs for employees. BSU and PSU shared their implemented programs for employee wellness, including onsite health screenings, fitness challenges, and stress management workshops; policies that support healthy workplace environments and employee well-being; and potential partnerships with healthcare providers and wellness vendors.

The benchmarking activity was a fruitful initiative by the EREU team to enhance their employee engagement practices and procedures. With their engagement with PSU and BSU, RTU employees are poised to benefit from the knowledge-sharing activity.

True to CHED’s ACHIEVE agenda, particularly the Centralized One-Nation Human Capital Development point, EREU’s visit to fellow state universities underscores RTU’s commitment to building stronger relations with its employees and faculty toward a more unified approach to quality higher education.