The People Management Association of the Philippines (PMAP) and Investing in Women collaborated on a research on the implications of family-responsive workplace policies on employee productivity in the Philippines in terms of retention, advancement and performance.

The study results indicate a general satisfaction and feelings of welfare among the respondents. Family factors are important influencers in employees’ productivity. The personal role of employees in their families and their perception of the most relevant policies and programs related to family-responsive workplace are key influencers of their perceived productivity in the workplace.

Recommendations were proposed to companies for policy and program development, to employees for practical application, and to family and gender experts and advocates for further studies. In particular, family-responsive programs can be made inclusive of men and women and married and single employees, considering as well their role in their families, good compensation, competitive salary and wage.

Contents

Introduction
Research Objectives
Research Framework
Research Methodology
Data Analysis
Results and Discussion
The Respondents
The Survey Respondents and Their Families
Employees’ Productivity: Retention, Advancement, and Performance as Perceived by Employees
Employees’ Perception of Workplace as Family-Responsive
The Convergence of Work and Family Life
Perception of Family-Responsive Company
The Personal Life of Employees
The Management Perspective
Conclusions and Recommendations
Appendices
Communications and Gender Checklist
Written Communications: Some Tips
Audiovisual Representation: Some Tips