HUMAN RESOURCE MANAGEMENT & CIVIL SERVICE

COMMISSION EMPLOYMENT PROCESS

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.

INTRODUCTIONAccording 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).

19th centuryUS and European companies employed welfare officers.

1920s and 1930semployment of labor managers,

handling pay, absence,

recruitment and dismissal.

1940sIntegration of

personnel administratio

n.

1970s-1980s

recognition on the

importance of

people on a firm.

Present timescall people as function and the head as the ‘chief people officer’.

DEFINITIONAccording 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.

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

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• ● employee counselling• ● talent management• ● employee wellbeing• ● payment and reward of

employees

• ● health and safety• disciplining individuals• dealing with grievances• dismissal• redundancy• negotiation• encouraging involvement and

engagement• adding value• ethics and corporate responsibility• knowledge management• change management• ● managing cross-cultural issues

or international HRM.

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)

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

CSC COMPETENCY-BASED RECRUITMENT AND QUALIFICATIONS STANDARDS

Qualification Standards + Competencies

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.

CONGRATULATIONS