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!