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Swot

The document provides a SWOT analysis of the Legislative Branch of the Province of Negros Occidental. It identifies strengths like competitive pay and job security, but also weaknesses such as susceptibility to nepotism and a slow promotion process. Opportunities include professional growth and partnerships, while threats include possible demotion due to politics. The analysis also notes issues like a lack of pressure to perform well due to job security, bureaucratic red tape, and difficulty procuring equipment. An action plan is proposed to reduce nepotism, improve incentives, and create a division to handle general services.

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833 views4 pages

Swot

The document provides a SWOT analysis of the Legislative Branch of the Province of Negros Occidental. It identifies strengths like competitive pay and job security, but also weaknesses such as susceptibility to nepotism and a slow promotion process. Opportunities include professional growth and partnerships, while threats include possible demotion due to politics. The analysis also notes issues like a lack of pressure to perform well due to job security, bureaucratic red tape, and difficulty procuring equipment. An action plan is proposed to reduce nepotism, improve incentives, and create a division to handle general services.

Uploaded by

fiNixzz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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LEGISLATIVE BRANCH OF THE

PROVINCE OF NEGROS OCCIDENTAL

SWOT Analysis
Strengths Weaknesses Opportunities Threats
- Well paid with - Susceptibility - Opportunity - Possible
hefty bonuses, to nepotism and for professional demotion due to
thereby giving patronage or growth through politics
them an padrino system promotion
incentive to - Leadership and
work even - (With respect - Opportunity to fragmentation of
harder to the gather a wealth the organization
Confidential of professional
- With relatively Staff) the lack of experience
light work load sufficient
compared to standard against
those in the which aptitude
private sector, and competency
thereby are measured
ensuring a better
quality work - Lack of
output pressure to do
the job well
People - Most of the because of the
employees have absence of the
civil service possibility of
eligibilities, incurring
thereby business loses
ensuring skilled (as opposed to
and able those working in
workforce the private
sector)
- Most
employees enjoy - Promotion
security of process is rather
tenure slow and
complex
- Well-defined - Too many - Partnership -susceptibility to
organizational levels of with NGOs, red tape due to
structure where authority, thus, civil society, and occasional
the functions of susceptible to other inefficiency of
each bureaucratic red stakeholders some of those in
Structure office/employee tape the frontline
are clearly - Strengthen services
identified and relationship
delineated with other
LGUs
- Located in the - Office - Opportunity to - Lack of
heart of the city employees have acquire better, concern for the
to take care if modern and maintenance of
- Easy access for the concerns and more advance equipments due
everybody for problems with equipments in to the perception
both employees regard to service view of the vast that it is
and clients vehicles and resources of the acceptable to
other provincial abuse
- Easy access to a equipment, government and government
sufficient including the generous properties since
number of hauling of donations from it is the people's
service vehicles immobilized foreign entities money that is
Equipment vehicles, looking used to purchase
for spare parts them anyway
and facilitating
the repair
thereof

- difficulty to
procure
equipments due
to complex and
tedious
procurement
process
- The manner by - In view of the - strict - Possible failure
which political nature monitoring of in
transactions of the legislative the workflow of implementation
with the offices branch, the transactions, as of promised
in the legislative processes well as the strict fhgb
System/ branch are therein are implementation
Process conducted, as subject to abuse, of the time - Tolerance of
well as the time with the padrino frame, can help corrupt practices
frame for each system and red eliminate in the system
transaction, are tape being bureaucratic red
well-defined commonplace tape and the - Poor
and displayed padrino system enforcement of
on the walls laws and rules

- Adequate
financial and
material
resources
thereby
ensuring smooth
day-to-day
operations
Action Plan
Objectives
To come up with a structure whereby:
a) nepotism is reduce if not totally eradicated
b) a better and more effective incentive is given to the employees to encourage
them to work more efficiently and effectively
c) to create a division that will focus on the out-of-office functions and general
services functions

Planned Activities
Extensive team-building/seminar/training of employees

Target Date

People Responsible
Human resource officers
Motivational and inspirational speakers
Representatives from the civil service commission

Linkages

Success Indicators

Expected Output

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