Best Practices in RSPS in Achieving LGU Tanauan’s Breakthrough Results in PRIME-HRM
Ms. JACQUELINE A. LANDICHOCity Government Assistant Department HeadOIC – HRMDOCity Government of Tanauan, Batangas
RECRUITMENT, SELECTION & PLACEMENT
ISSUE:
• The need for a systematic and credible recruitment process
RECRUITMENT
RECRUITMENT
• Attracting a number of candidates to apply for a job
• Creation of pool of qualified candidates
ISSUE:
• Difficulty in generating application to vacant positions
MODES TO ATTRACT APPLICANTS
• PUBLICATION AND POSTING
MODES TO ATTRACT APPLICANTS
JOINING JOBS FAIR
MODES TO ATTRACT APPLICANTS
ENROLLING IN ONLINE JOB SEARCH: JOBSTREET
MODES TO ATTRACT APPLICANTS
POSTING OF VACANCIES IN SCHOOLS AND UNIVERSITIES
MODES TO ATTRACT APPLICANTS
REFERRALS
WALK-INS
SELECTION
SELECTION
• Identification and choosing the best person out of a number of prospective candidates for a job
ISSUE:
• Selecting the best possible candidate for the job
CGT’s RECRUITMENT PROCESS
Receipt of application letter
Pre-assessmenta. QSb. 3 SG limitc. Nepotism
Competency Assessment
a. Examinationb. Simulation
Posting of roster of qualified candidates
Competency Based Interview
HRMPSB Deliberation
Pre-SelectionSubmission of Requirements and conduct of Background
Investigation
Issuance of APPPOINTMENT
BENEFITS:
1.Defined and systematic recruitment procedure
2.Improved processa)Manpower Requisition Formb)Notice of PSB deliberationc) Congratulatory letter ord)Regret letter
3.Appointees recite their oath in front of the Appointing Authority
Some good practices in selection• Presence of competency based interview guide using the STAR
approach
STAR
ITUATION
ASK
CTION
RESPONSE
An event, project, or challenge faced
Your responsibilities and assignments for the situation
Steps or procedure taken to relieve or rectify situation
Results of actions taken
Example:
City Health Office
Some good practices in selection
Tie-up with assessors
Skills Simulation/ Practical Examination
Some good practices in selection
Strong linkage between the department heads and HR in the development of written examination
HRMPSB Panel Interview and Deliberation
PLACEMENT
ISSUE:
• Acclimatizing the new hire
PLACEMENT
• Process of adaptation in new work situation
Onboarding Evaluation
PHASES OF ONBOARDING:
• PHASE 1: Pre-employment preliminaries
• Registration in the biometrics system
• Orientation (video orientation with examination)
• Endorsement to concerned office/department head
PHASES OF ONBOARDING:
PHASE 2: On-boarding at respective office
Acceptance and introduction of employee
Assignment of coach
Preparation of IPCR
Actual performance of job
PHASE 3: Evaluation
IPCR Evaluation reviewed at the 3rd and 5th month
Over-all evaluation performed by department head
Recommendation by the department head for full-pledged permanent status
Issuance of congratulatory letter
Equal Opportunity Employment (EOP)
FEEDBACK MECHANISM
• to recognize the strengths and weaknesses of the HRMPSB Deliberation System provided by the RSP Division;
• To provide improvement for weaknesses found;• To enhance strengths identified• To improve the RSP system
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
People Management Practices as part of Socialization and Employee Retention Program
WHOLE WEEK WELLNESS (WWW)
FUN FRIDAY
MONTHLY OFFICE DECORATION CONTEST
MODEL EMPLOYEE/CORE VALUE CHAMPION
SUBJECT MATTER EXPERT
CAREER TALK
CGT TURN-OVER RATE
EMPLOYEE TURN-OVER RATE
• Employee turnover, or staff turnover, is a measurement of how many employees are leaving a company. It’s a way to track whether a company has more employees leaving than is typically expected. This includes employees that either quit, were let go, or retired.
According to Monster.com, the average employee turnover rate is around 15%.
-https://www.peoplehr.com
18% The average turnover rate in 2016. – shrm.org
-https://strategiccfo.com/employee-turnover/
Industries with the highest turnover rates
are tech (software), retail and media (2018)
The industries with the highest turnover rates
are:
1.Technology (software), 13.2%
2.Retail and Consumer Products, 13%
3.Media and Entertainment, 11.4%
4.Professional Services, 11.4%
5.Government/Education/Non-Profit, 11.2%
6.Financial Services and Insurance, 10.8%
7.Telecommunications, 10.8%
Source: https://learning.linkedin.com
based on LinkedIn’s data of half-a-billion professionals.
2018 CGT TURN-OVER RATE 2019 CGT 1&2Q TURN-OVER
RATE
2018: 0.54% 2019 (1&2& ave): 1.43%
Thank You and
God Bless!