ADMIN II

Blessy Mae C. Galido R.N.

Dr. Ma. Lenore G. Pasol RN

DNM

At the end of the presentation MAN students

will be able to:
1.Understand the roles and responsibilities of the
Human Resource Department
2.Identify the steps in Selection and Promotion

Roles and
Responsibilities of
Human Resource

 The Philippine government adopted measures to promote

excellence in Human Resource Management (HRM) in the
public service.
HR policies and standards- serves as guide on agencies
To ensure the effectiveness, a holistic assessment of the
state of HR in the public service is needed.

 Civil Service Commission (CSC)- provide an overall picture of the

roles and responsibilities of the governments Human Resource
Management Officers (HRMOs) and the performance of the CSC
and the government agencies in HR management.

HR Records
Management

- Maintenance of a complete and orderly 201

files and other HR related records

Recruitmen
t, Selection,
and
Placement
Training
and
Development

- Development and implementation of recruitment

and selection strategy, appropriate recruitment and
selection tools and placement of staff

Performance
Management

- Implementation of performance management

system based on set guidelines; using the system as basis
for payment of relevant benefits and incentives

- Promotion, implementation and conduct of

training in the agency; coordination of training
activities

Employee
Relations
and
Welfare

- Management of organizational climate employee

relations; liaising with employees association; facilitating
implementation of CAN outcomes and negotiations

HR
Information
System

- Automating HR functions such as attendance

recording and monitoring, document tracking, storing and
processing of employees records such as payroll, benefits
and personnel files

HR Technical
Expertise

Knowledge of CS Law and Rules, human resource

policies, work-life, organizational plans and information
technology

Client Service
Orientation

Serving public interest, aligning program policies

and services with public needs and agency direction,
acting in the interest of the public

HR Planning

Compensati
on
Management
Career
Development
Organization
al
Development

Determining long-term needs, assessing

current resources, identifying areas of need
including a plan to replace competence loss

Coordinating with financial management group

relative to position and compensation policy,
accounting and auditing rules and regulations

Initiating career development strategy

based on individual and organizational needs
and requirements
-

Analyzing work processes and recommending

options and improvement where necessary,
integrating HRM with organizational management

Recruitment,
Selection
and
Appointment of
Employees

A. Recruitment, Selection and Appointment

Section 2 (2), Article IX-B of the 1987 Constitution
states that recruitment, selection and appointment in
government service shall be made only according to
merit and fitness.
Revised Policies on Merit Promotion Plan (MPP)reiterating the principle of merit and fitness and equal
employment opportunity for men and women at all
levels of position in the agency,

Republic Act No. 7041 or the Publication Law.

The published vacant positions shall be posted at least ten (10)
calendar days for NGAs, GOCCs and SUCs and for at least 15
calendar days for LGUs.
The publication of a particular vacant position shall be valid
until filled but not to extend beyond six (6) months reckoned
from the date the vacant position was published.

 The PSB appointing authority in the judicious and

objective selection of candidates for appointment.

Competency-Based Recruitment and Qualifications

Standards
CSC recognizes that hiring and retaining the best
employees will lay the foundation for developing high
performing, competent, and credible civil servants.

Qualification
Competencies

Standards

The current recruitment system in the Philippine civil

service is based on Qualification Standards (QS), a
minimum set of requirements comprised of education,
eligibility, training, and experience.

The CBRQS adds competencies to the minimum QS

requirements to improve accuracy in assessing a
candidates fitness to a particular job.

Why Competency-Based Recruitment?

1. Competencies serve as objective guide in the assessment
of candidates;
2. Competency-based recruitment minimizes hiring errors
3. Competency-based recruitment leads to a standardized or
structured selection process
4. Competency-based recruitment provides clarity for the
recruiters and candidates as well about the requirements
for the vacant position to be filled.

Human Resource Recruitment

Any practice or activity carried on by the
organization with the primary purpose of
identifying and attracting potential employees.
The characteristics of the vacancy are more
important than recruiters or recruiting sources
when it comes to predicting job choice.

Recruitment activities are designed to affect:

The number of people who apply for vacancies:
The type of people who apply for them and/or
The likelihood that those applying for vacancies will accept
positions if offered

Recruitment Sources:
Internal recruiting- opportunity for advancement, faster,
cheaper, more certain
External recruiting- new ideas and approaches
Direct applicant and referrals- self-selection, low cost
Newspaper advertising- large volume, low quality recruits
Electronic recruiting- the use of internet
Public and Private Employment agencies- headhunters,
can be expensive
Colleges and Universities- campus placement services

Personnel Selection
The process by which companies decide who will or
will not be allowed into the organization
Government Recruitment
1. Civil Service Commission- central personnel agency
2. Government agencies, LGUs- if accredtited by CSC, can do
the hiring process and issue appointments subject to
approval/disapproval by CSC

Recruitment and Selection- Government Service

1. Open to all qualified citizens
2. Based on merit and fitness
3. Eligibility either thru CSC or other government
examinations; granted by special laws and / or CSC
resolutions
4. Internal hiring thru promotion, transfer, reinstatement,
reemployment, detail or reassignment is encouraged
5. Qualification standards were established for each
position/salary grade in terms of education, training and
experience, civil service eligibility, physical fitness and
other qualities required for successful performance.
6. Request
for
filling
up
of
the
positionDepartment/Section/Unit Head

7. Publication- newspaper of general circulation: Postingbulletin board

8. Submission of documentary requirements
9. Initial interview and verification of qualification/fitness to
the position applied for
10. Interview by the members of Personnel Selection Board
11. Deliberation by the Personnel Selection Board
12. Submission of the Recommendation of the PSB to the
Appointing Authority
13. Issuance of the Appointment
14. Approval of the appointment by the Civil Service
Commission

THANK YOU