An introduction on basic Human Resource concepts and Philippines' Civil Service Commission Employment Process

1. HUMAN RESOURCE
MANAGEMENT & CIVIL
SERVICE COMMISSION
EMPLOYMENT PROCESS

2. OBJECTIVES
• At the end of this report the students will be able to:
• be introduced and understand the study of human resource
management.
• know the areas of operations of human resource management and its
main activities.
• know the modes of recruitment of an employee on an organization or
firm, especially on the Civil Service Commission in the Philippines.

3. INTRODUCTION
According to a research conducted by the Civil
Service Commission in the Philippines, at the
heart of any organization is its human resource.
The Philippine Civil Service is composed of
more than a million people with various
leanings and inclinations, beliefs and practices,
spread over 3,600 agencies all over the country.
The challenges of managing such an
organization are immense, the demands equally
daunting. The organization that oversees the
human resource management in the public
sector is the Civil Service Commission (CSC).

4. 19th century
US and European companies
employed welfare officers.
1920s and 1930s
employment of labor
managers, handling
pay, absence,
recruitment and
dismissal.

5. 1940s
Integration of
personnel
administration
.
1970s-1980s
recognition
on the
importance
of people
on a firm.

6. Present times
call people as function and
the head as the ‘chief
people officer’.

7. DEFINITION
According to Jones and Bartlett
Learning,
Human Resource Management is
defined as a system of activities and
strategies that focuses on successfully
managing employees at all levels of an
organization to achieve organizational
goals.

8. TO DEVELOP A HIGH-PERFORMANCE AND EFFECTIVE
WORKFORCE, THE ORGANIZATION SHOULD USE HUMAN
RESOURCE MANAGEMENT INPUT IN THE FOLLOWING
ORGANIZATIONAL AREAS:
• Establishment of a legal and
ethical management system
• Job analysis and job design
• Recruitment and selection
• Healthcare career opportunities
• Distribution of employee benefits
• Employee motivation
• Negotiations with organized labor
• Employee terminations
• Determination of emerging and
future trends in health care
• Strategic planning

9. MAIN ACTIVITIES OF HRM
• The areas that we would list are as
follows:
• recruitment and selection
• learning and talent development
• human resource planning
• provision of contracts
• provision of fair treatment
• provision of equal opportunities
• managing diversity
• motivating workers to achieve
improved performance
• disciplining individuals
• dealing with grievances
• dismissal
• redundancy
• negotiation
• encouraging involvement and
engagement
• adding value
• ethics and corporate responsibility
• knowledge management
• change management

10. MODES OF RECRUITMENT AND
SELECTION AND ITS IMPORTANCE
Recruitment and selection is an important
issue within human resource management.
Recruitment is the process of finding and attracting a
pool of suitable candidates for the vacancy. In any
organization that views the human resource as a major
source of competitive advantage, attracting, selecting
and retaining the right people to the organization will
be of great importance. (Coyle-Shapiro, et.al, 2013)

11. The following methods can be done
by any organization or firm on
recruitment or selection:
• Application Form
• Biodata Inventories
• Job Previews
• Drug Screening
• Graphology
• Online Tests
• Curriculum Vitae or Résumé
• Interview and;
• Personality Tests

12. CSC COMPETENCY-BASED RECRUITMENT AND
QUALIFICATIONS STANDARDS
Qualification Standards + Competencies

13. WHY COMPETENCY-BASED RECRUITMENT?
• Competencies serve as objective guide in the assessment of candidates;
hence it improves accuracy in assessing candidate’s fitness to a particular
job.
• Competency-based recruitment minimizes hiring errors as it helps prevent
interviewers and selectors from assessing interviewees on the basis of
characteristics that are not relevant to the job or from making hasty
decisions.
• Competency-based recruitment leads to a standardized or structured
selection process since the same metrics are used to assess all applicants to
the same position.
• Competency-based recruitment provides clarity for the recruiters and
candidates as well about the requirements for the vacant position to be filled.

14. CONGRATULATIONS