PMFS Consulting

PMFS Consulting We help entrepreneurs with people and organizational challenges achieve real business results through deliberate application of practical HR methods.

We are a boutique strategic consulting firm in the Philippines, focused on improving and supporting Small and Medium Enterprises (SMEs). We want to address your current and future needs conveniently, through our decades-long expertise in HR, management, strategy, process improvements and operations.

The HR gap opens before an SME can afford a department. Paul Michael Santiago built PMFS Consulting for Philippine fir...
11/08/2026

The HR gap opens before an SME can afford a department. Paul Michael Santiago built PMFS Consulting for Philippine firms that need practical people systems without corporate scale or corporate complexity. The pressure appears in the decisions owners keep making without a structure behind them. Full analysis on HemosPH.com. Link the comments.

☕ Making HR Make Sense #005: Memo Agad?After the rains and flooding we've had recently, one workplace question is worth...
11/08/2026

☕ Making HR Make Sense #005: Memo Agad?

After the rains and flooding we've had recently, one workplace question is worth talking about:

“Hindi nakapasok dahil sa baha. Memo agad?”

Thankfully, maaraw na ulit today. ☀️ But this is probably the best time to talk about it, before the next emergency happens.

My answer?

Maybe ask what happened first.

Yes, attendance policies still matter. Employees are still expected to communicate with their supervisors, and companies still need to manage operations.

But an absence is not automatically misconduct.

Before jumping to disciplinary action, find out what actually happened.

Was the employee's area flooded? Were the roads passable? Was transportation available? Did the employee communicate? Was another work arrangement reasonably possible?

There's a difference between someone who chooses not to report for work and someone who genuinely cannot safely get to work.

And this is where HR sometimes needs to remind everyone:

Policy and compassion are not opposites.

You can maintain accountability without ignoring circumstances.

Sometimes, before asking:

“Should we issue a memo?”

The better first question is:

“Are you and your family safe?”

We can sort out the attendance properly afterward.

Because bad weather doesn't just test your business continuity plan.

It tests your people policies, too.

☕ Making HR Make Sense with Paul

👥 Know a manager, HR practitioner, or business owner who might need this reminder? Tag them or share this with them.

EmployeeRelations Leadership PMFSConsulting

☕ Making HR Make Sense #004One of the most common misconceptions I hear from managers and business owners is:"Probi pa ...
04/08/2026

☕ Making HR Make Sense #004

One of the most common misconceptions I hear from managers and business owners is:

"Probi pa lang naman. Pwede nang tanggalin anytime."

Not exactly.

A probationary employee is still an employee. The difference is that the employer is evaluating whether the employee meets the standards for regularization.

But here's the question I always ask first...

"Ano ba ang standards?"

Were they clearly explained to the employee at the time of hiring?

Are they reasonable for the position?

Can the company objectively show that the employee failed to meet those standards?

Kasi hindi sapat ang simpleng...

"Hindi siya pumasa."

As HR practitioners and people leaders, we have to make sure that expectations are clear, performance is measured consistently, and our decisions are supported by facts and documentation.

Good HR isn't about looking for reasons to terminate employees.

It's about creating a process that is fair, objective, and defensible for everyone involved.

Because at the end of the day, better processes lead to better decisions.

☕ Making HR Make Sense with Paul

Real HR conversations. Practical insights. Walang unnecessary jargon.

🤝 Let's make HR make sense together.

👥 Tag an HR practitioner, manager, supervisor, or business owner who might find this helpful.

💬 What HR myth or workplace situation should we discuss in Episode #005?

👋 Hey guys! Paul here of PMFS Consulting.One of the most common questions I see in HR groups is:"Nag-AWOL na. Automatic ...
28/07/2026

👋 Hey guys! Paul here of PMFS Consulting.

One of the most common questions I see in HR groups is:

"Nag-AWOL na. Automatic terminated na ba?"

Short answer?

Hindi.

AWOL simply means the employee stopped reporting for work without authorization.

It doesn't automatically end the employer-employee relationship.

Isa ito sa mga misconceptions na madalas kong nakikita.

Minsan kasi, kapag ilang araw nang hindi pumapasok ang empleyado, ang unang naiisip ng manager ay:

"Tanggal na 'yan."

Pero sa HR, hindi ganoon kasimple.

Bago magkaroon ng dismissal, kailangan munang tingnan ang facts, sundin ang company policy, at i-observe ang tamang due process.

Isa pang misconception...

Hindi lahat ng AWOL ay abandonment.

Sa labor law, hindi sapat na hindi lang pumasok ang empleyado. Kailangan ding may malinaw na intensyon siyang putulin na ang employer-employee relationship.

Kaya bilang HR practitioners at people managers, importante na hindi tayo nag-a-assume.

Mas mahalaga pa rin ang tamang proseso kaysa mabilis na desisyon.

At the end of the day, good HR isn't just about following the law.

It's about making decisions that are fair, well-documented, and defensible.

—

☕ Making HR Make Sense with Paul

Real HR conversations. Practical insights. Walang unnecessary jargon.

💬 Anong HR myth o workplace situation ang gusto ninyong pag-usapan natin next?

One of the most common questions I see in HR discussions is:"Pwede na ba naming i-terminate?"Fair question.But here's wh...
21/07/2026

One of the most common questions I see in HR discussions is:
"Pwede na ba naming i-terminate?"
Fair question.
But here's what many people forget:
A valid reason alone isn't enough.
The process matters too.
Due process isn't there to make life difficult for employers. It's there to ensure decisions are fair, consistent, and legally defensible.
Good HR isn't about protecting the employer or the employee.
It's about protecting the integrity of the process.
💬 What HR misconception should we simplify next?
💾 Save this post for future reference. 📤 Share it with someone who manages people.
—
Making HR Make Sense with Paul ☕
Real HR conversations. Practical insights. Walang unnecessary jargon.
EmployeeRelations Leadership PeopleManagement BusinessOwners Managers PhilippinesHR

👋 Hey guys! Paul here of PMFS Consulting.Lately, isa sa mga terminong madalas kong nakikita sa HR discussions ay..."Mana...
21/07/2026

👋 Hey guys! Paul here of PMFS Consulting.

Lately, isa sa mga terminong madalas kong nakikita sa HR discussions ay...

"Management prerogative."

Minsan ginagamit ito para i-justify halos lahat ng management decisions.

Pero ano nga ba talaga ang ibig sabihin nito?

Sa madaling salita...

Management prerogative is the employer's right to manage the business.

Kasama rito ang mga decisions tulad ng:

✅ Work assignments

✅ Work schedules

✅ Company policies

✅ Performance standards

✅ Organizational changes

Pero...

Hindi ito unlimited.

Hindi ibig sabihin ng "management prerogative" ay pwede nang gawin ng employer ang kahit anong gusto niya.

May hangganan pa rin ito.

Ang exercise ng management prerogative ay dapat:

✔️ Nasa loob ng batas

✔️ Ginagawa nang may good faith

✔️ Hindi arbitrary

✔️ Hindi ginagamit para iwasan ang karapatan ng empleyado

Isa ito sa mga bagay na lagi kong sinasabi:

Management prerogative gives employers the right to manage the business. It doesn't give them the right to ignore the law.

Yan ang balanse.

Hindi rin naman pwedeng lahat ng decision ng kumpanya ay kwestyunin agad ng employee.

At hindi rin pwedeng lahat ng decision ay i-defend gamit lang ang linyang...

"Management prerogative naman kasi."

The law recognizes both the employer's right to run the business and the employee's rights.

Ang challenge ng HR is finding that balance.

—

☕ Making HR Make Sense with Paul

Real HR conversations. Practical insights. Walang unnecessary jargon.

Next week, ano ang gusto ninyo?

AWOL vs Abandonment?
Immediate Resignation?
Probationary Employees?

Ang dami kong nakikitang posts lately tungkol sa hirap maghanap ng trabaho.At totoo naman.Pero nitong mga nakaraang ling...
17/07/2026

Ang dami kong nakikitang posts lately tungkol sa hirap maghanap ng trabaho.

At totoo naman.

Pero nitong mga nakaraang linggo, narealize ko rin...

Ang hirap din pala maghanap ng kliyente. 😅

May mga proposal akong ginawa na akala ko, "Ito na yun."

Maganda yung discovery call.

Productive yung meetings.

Mukhang swak yung solution.

Proposal sent.

Tapos...

Parang nag-submit ka ng application sa isang job portal.

Complete silence.

😂

Napaisip tuloy ako.

Hindi lang pala applicants ang naghihintay ng update. Consultants din.

At habang nakaka-disappoint minsan, narealize ko rin na hindi lahat ng ghosting ay rejection.

Minsan, nagbago ang priorities.

Minsan, nawala ang budget.

Minsan, may ibang problemang kailangang unahin.

At minsan, hindi pa talaga ngayon ang tamang timing.

Ganun din siguro sa mga aplikante.

Minsan, hindi ikaw ang problema.

Business decisions are messy.

Hiring decisions are messy.

Life, in general, is messy.

Ang importante, huwag hayaang isang tahimik na inbox ang magdikta ng susunod mong gagawin.

Kung naghahanap ka ng trabaho, send the next application.

Kung naghahanap ka ng client, send the next proposal.

Kung may pangarap kang binubuo, show up again tomorrow.

Hindi natin kontrolado kung sino ang sasagot.

Pero kontrolado natin kung patuloy tayong lalabas, magpapakita, at magbibigay ng value.

Curious ako. Ano ang pinakamagandang opportunity na muntik mo nang makuha, pero hindi natuloy? At ano ang itinuro nun sa'yo?

(image for fun only! :) )

👋 Hey guys! Paul here from PMFS Consulting.Welcome to our first Making HR Make Sense with Paul post!Lately, napapansin k...
15/07/2026

👋 Hey guys! Paul here from PMFS Consulting.

Welcome to our first Making HR Make Sense with Paul post!

Lately, napapansin ko na ang daming posts tungkol sa employee termination.

Ang usual na tanong ay:

"Pwede na ba namin siyang i-terminate?"

Valid question naman.

Pero napapansin ko rin na kadalasan, ang usapan umiikot lang sa kung may valid reason ba para tanggalin ang empleyado.

Ang madalas makalimutan?

The concept of Due process.

Isipin natin nang simple.

Kapag magte-terminate ng employee, may dalawang tanong na dapat masagot:

✅ May valid ground ba para sa termination?

at

✅ Nasunod ba ang tamang proseso?

Hindi pwedeng isa lang ang meron.

Kahit gaano kalakas ang dahilan mo, kung hindi nasunod ang due process, pwede pa ring magkaroon ng legal consequences ang kumpanya.

At hindi rin ginawa ang due process para pahirapan ang employer.

Ginawa ito para maging fair ang proseso. Para mabigyan ng pagkakataon ang empleyado na marinig ang kanyang panig. At para mapakita rin ng kumpanya na ang naging desisyon ay dumaan sa tamang proseso at hindi lang ginawa dahil sa galit, frustration, o bugso ng damdamin.

Isa ito sa mga lagi kong sinasabi sa managers:

Bago mo tanungin kung "Pwede ba nating i-terminate?", tanungin mo muna kung "Nasunod ba natin ang due process?"

Minsan, doon mo makikita kung handa na talaga ang organization sa magiging desisyon.

☕ Making HR Make Sense with Paul

Real HR conversations. Practical insights. Walang unnecessary jargon.

Anong HR topic o workplace situation ang gusto ninyong pag-usapan natin next?

🇵🇭 Happy Independence Day!Today, we celebrate the courage, sacrifice, and resilience of those who fought for our nation'...
12/06/2026

🇵🇭 Happy Independence Day!

Today, we celebrate the courage, sacrifice, and resilience of those who fought for our nation's freedom.

As we honor our history, we are also reminded that nation-building continues in the present. Every entrepreneur creating jobs, every leader developing people, every employee striving for excellence, and every organization committed to making a positive impact contributes to a stronger Philippines.

At PMFS Consulting, we believe that empowered people and effective organizations play an important role in shaping our country's future.

May we continue building workplaces, communities, and opportunities that help future generations thrive.

Maligayang Araw ng Kalayaan, Pilipinas!

Address

Manila

Website

Alerts

Be the first to know and let us send you an email when PMFS Consulting posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to PMFS Consulting:

Shortcuts

Share

Category