r/AskHRPh

Just wanna ask kung mahihirapan ba ako mahire kung pinadole ko ang previous employer ko? Kinakabahan kasi ako kung tutuloy na ako sa conference ng DOLE or hindi.

Hello,

I am interested in getting opinions from people with experience of HR matters in regards to my Case.

I work in a Contact centre and have worked their since February 2025. I initially worked on a team for about 5 months dealing with a wide variety of queries, but I struggled on this team due to not feeling sufficiently trained to deal with some of the types of calls that we received.

I was then offered a move on to a different team which I jumped at. The reason for the move was unrelated to my struggles but I saw it as a good opportunity to stay with the Organisation and start afresh on a different team dealing with more specific queries.

I did some e-learning in my first week on this new team and then had a week's annual leave.

I take medication for diagnosed mild depression and began struggling with my mental health during those first 5 months, and had increased symptoms of anxiety and OCD. I hoped the leave would help me recover, but when I returned to work to start on my new team I felt overwhelmed and felt unable to work.

I spoke to my GP and my medication was increased and I was put on a waiting list for some talking therapy. I self certified for 7 days and was then given a further 2 weeks sick leave by my GP. After about 3 weeks I felt able to work and managed to start on my new team and begin to establish myself as a valued team member. I had good support from my Manager and HR during this time.

Our main role is to answer inbound calls but when it gets quiet there are task lists that we can work on where we can make outbound calls to clients. There are various targets we have to meet based on the calls that we make - such as AHT, Wrap time, financial outcomes etc, and the success in meeting these targets is invariably linked to how many calls you take.

I have struggled completing tasks / callbacks as I find that I overthink the task description and this causes anxiety, which has had an effect on the amount of tasks / outbound calls that I make, which in turn effects my stats /targets.

As a result of this I was spoken to by my Manager and coaching sessions were arranged with the aim of trying to improve my stats.

Within the coaching sessions I explained my struggles in completing tasks, and suggestions were made to try and help improve my confidence as it was affecting my stats and overall performance.

As part of the coaching sessions I explained that I struggle with queries that appear complex, and also struggle making outbound calls when it involves the use of an interpreter service (language line) as these calls can be very lengthy and I do find them stressful and very difficult. I explained that I do tend to 'cherry pick' tasks so as to avoid potentially difficult calls and I admitted that this included avoiding calls that I felt may have needed an interpreter.

I also made observations that I did feel that some Clients abused the system and this affected my motivation and willingness to undertake some callbacks (The Organisation is a Charity and we provide financial and other support to those in need).

For context I had experienced a long language line call with a Client previously which I had found particularly challenging and which resulted in me deciding to leave work at lunchtime and not return.

My comments were taken to mean that I think that all clients that require the interpretation service are abusing the service, which is not what I believe or meant. It was just that this call was fresh iny memory and I was recalling my frustrations with that particular call.

In an ill advised attempt to justify myself I did note that the majority of clients on the task lists had non-English names which in hindsight was a clumsy statement to make.

For added context there are no set rules on how many tasks you complete if the phones are quiet, and all team members can pick and choose which callbacks they action.

Also, for further context, in my appraisal I did feel it was important to be honest about my struggles and so I did state, when asked to comment on how I met the value of being inclusive, that I sometimes struggled to remain impartial and that this was an area I was conscious I needed to improve on. This was again a reaction to the call I had taken recently, and an acknowledgement of how frustrating I had found it.

The day after my 3rd coaching session I was informed that I was suspended on full pay due to allegations of discrimination.This was on the 8th July. An investigation meeting was then arranged the following week on the 14th July and this was conducted by my own Manager.

On the 17th I was then invited to a Disciplinary Hearing and was sent an Investigation report that had also been compiled by my Manager. It was alleging gross misconduct and threatened summary dismissal if found proven.

I paid for Union Representation and my Hearing was adjourned due to my rep arguing that the investigation was flawed because it had been conducted by my Manager who had also instigated the disciplinary proceedings, so it wasn't a fair investigation process.

The next day HR agreed to re start the investigation with a new manager with no prior knowledge of the Case. I have since had an investigation meeting with this manager on the 7th August and am awaiting his decision on whether it goes to another disciplinary hearing.

It's been nearly 6 weeks now so I'm just wanting to get some advice or opinions from those experienced in such matters as to what you think the outcome of my Case will be? I have advised my rep that I no longer want to work for the Organisation and he has suggested that we aim for a settlement with the Organisation, so I was also wanting to know what my chances of getting a settlement in this Case are?

Thank you in advance for any comments positive or negative!

Ginagawa ba nila to for any confirmation sa employment ko sa naging first company ko?

I want to resign na po talaga. My mental health is at its all time low and I cant take on the pressure anymore. My contract states that rendering period is 30 days. Can I lessen that without any medical certifications? I just really need to go, my workload is too much but nothing senior members cant handle i believe. Im just so tired and my health is suffering bad. There were days na hindi na ako nakakakain and im just tired overall. Please help, how can I resign without ruining my career in the long run. I dont plan to re apply here naman and my manager is nice naman but HR kasi dun ako natatakot baka madaming need or hindi ako mabayaran. Any advice would be appreciated. Thank you po.

I’m 34 yrs old and 8 yrs now in govt services. I would like to use my leave credits sana because I’m getting married. However, I don’t want to disclose this to my workplace kaso need ko daw mag explanation letter why I will be using my paid leave for 15 days. What to do po?

I've been in HR and Marketing for years, mostly as a generalist, so I've handled almost every facet of this job. And after all this time, one thing still gets to me: how many HR professionals carry this air about them.

You see it in interviews, at conferences, in trainings. There's an energy like they've already decided they're above the room. And when you ask around, the reasoning is always the same: they're licensed, they have the SHRP, they have a master's. Fine. Congratulations. But that should never be the sole definition of your caliber. A certificate tells me you passed something. It doesn't tell me you can handle a hard conversation, take correction, or sit with the possibility that you're not ready for a role yet.

Recent example. I interviewed someone for a senior position. She was clearly short on experience for the scope. I didn't say it outright — but based on how much she struggled with my questions, I think she realized it herself. And it showed. It was a video interview, so I saw everything. She rolled her eyes. On camera. During an interview. For a senior HR role.

And all I could think was: if you can't sit with that, this is the wrong industry for you. Listening is the job. We're the ones who take the complaints, deliver the bad news, and sit in the conversations nobody else wants to be in. If you can't hear that something is missing in you, how are you supposed to give feedback to anyone else?

To be clear, this isn't all of HR. I know people in this field with no credentials to show off who are the first to run when an employee is in trouble. Those are the ones who are HR by heart.

The problem is the other group. The ones who are here for the prestige of the title, the privileges, the access to information, the feeling of being the person who knows things. Not the actual work. And they're the reason our whole industry keeps getting dragged online.

So a real question for the HR people here: have you seen this too? And how do we actually develop people who don't turn out this way? Because gatekeeping by credentials clearly isn't working.

Hello po. Ask ko lang kelan ba dapat mag deduct ng loan ng employee sa Payroll if ang first monthly amortization nya is September 1,2026? Every first cut off kasi kami nagdeduct ng contributions and loans l. Is it this month or sa September 15 na sya bawasan? Thank you!

• What’s the typical day for someone in this role? 
• Since I understand that events can sometimes require overtime, weekends, or holidays, may I ask how the team usually handles those schedules? (I am applying for event-related job)
• Since I understand that events may require overtime, weekend, or holiday work, may I ask how the company handles overtime and holiday compensation for this position?
• May I ask about the work arrangement? I understand that the position requires being on-site for events, but on non-event days, is the team required to work in the office, or is there a hybrid or work-from-home arrangement? 
• And during situations such as typhoons or unsafe travel conditions, does the company have a work-from-home or alternative work arrangement?

 

yung last po is very important to me as someone living in manila na onting ulan ay bumabaha na. kaya i reaaly wanted to ask that sana.

Pina pa submit agad yung TOR and information sheet. Just want to get your thoughts if this is just a way to expedite their assessment??

Gusto ko lang ng validation lol na it’s a normal process (but gets ko naman na processes vary per company policy). Nakaka alangan kasi agad mag provide agad ng files.

Not a fresh grad, 5+ years working in a similar role.

Context: CHRA BS Psych Fresh Grad; attended multiple trainings in HR management

I applied for an HR position 2nd week last month. Had the initial and final interview the same day, while other applicants of the same position were asked to go home after the initial interview.

When I had my Final interview with the unit manager, na disclose sa akin that my application stood out. Kinabukasan nag background check na sila and had me do a psych test. After that I waited for 3 weeks para sa result ng application ko, every week nag ffollow-up ako if mayroon na result and laging sagot nila is 'under evaluation' pa.

Come yesterday, I received a text na they won't proceed with my application anymore. Out of all my rejected applications, dito ako pinakanahurt. Baka fault ko rin kasi masyado kong dinibdib na nag standout ako sa lahat ng applicants, so akala ko okay na.

Anyway, I still have pending applications naman and I don't put all of my eggs in one basket. Gusto ko lang malinawan where I went wrong? Nainis ba sila sa akin kasi every week ako nag ffollow-up?