Human Resource Planning II

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Questions and Answers

What is the primary purpose of the further assessment in STEP 7?

To determine the top candidates for possible hiring (correct)

To finalize hiring contracts

To conduct health checks on candidates

To evaluate past job performances

Which test is NOT included in the evaluations during STEP 7?

Written Test

Skills Test

Personality Test

Medical Test (correct)

What is a necessary step if the top candidate is deemed unfit in STEP 8?

Move on to the next top candidate (correct)

Recruit externally

Conduct a second interview

Ask the candidate for additional certifications

At what step does the HR department organize orientation for new hires?

STEP 10 Signup and view all the answers

Which competency areas are evaluated during the assessment process in STEP 7?

Core, organizational, leadership, and technical competencies Signup and view all the answers

What occurs immediately after the top candidate's fitness assessment in STEP 8?

They submit a certification of fitness to work Signup and view all the answers

What authority makes the hiring decision based on competency results according to STEP 9?

The Hiring Officer/Appointing Authority Signup and view all the answers

What does Republic Act No. 7041 require regarding vacant positions in government offices?

Regular publication of existing vacant positions Signup and view all the answers

What is a key focus of the Competency-based learning and development program?

Tailoring education to individual employee skill levels Signup and view all the answers

Which document outlines the organization and functions of the Civil Service Commission?

Executive Order No. 292 Signup and view all the answers

What is the intended outcome of the competency-based recruitment and qualifications standards?

To create a merit-based recruitment process Signup and view all the answers

During which occasion does the CSC remind government agencies about post-elections appointment guidelines?

After elections Signup and view all the answers

What is one aspect of better HR management that CSC seeks to improve in government?

Enhancing employee training and development Signup and view all the answers

What type of positions does the National Economic and Development Authority classify as first and second level?

Entry-level and supervisory roles Signup and view all the answers

What is NOT a goal of innovative strategic human resource management practices according to the references?

Avoiding employee feedback Signup and view all the answers

Which document serves as a guide for new employees onboarding in government agencies?

CSC New Employees Onboarding guidebook Signup and view all the answers

What is the primary purpose of orientation for new hires?

To introduce new hires to the workplace, including job roles and policies Signup and view all the answers

How long does the orientation process typically last?

3-4 days or up to a week Signup and view all the answers

What distinguishes onboarding from orientation?

Onboarding is a longer process aimed at integration into the company Signup and view all the answers

What is an example of a formal onboarding process?

Step-by-step integration programs like I-COPE Signup and view all the answers

Which of the following best describes informal onboarding?

Unstructured help from co-workers and supervisors Signup and view all the answers

What major aspect of an organization is typically introduced during the onboarding process?

Corporate culture and goals Signup and view all the answers

What role does the HR staff play in formal onboarding?

They provide programs to assist employee adjustment Signup and view all the answers

What is the primary focus of the I-COPE program for new employees?

To help integrate into the organization's culture and processes Signup and view all the answers

What is the primary purpose of competency-based recruiting?

To improve the accuracy of evaluating a candidate's suitability Signup and view all the answers

Which of the following is NOT a characteristic of competency?

Subjective judgment Signup and view all the answers

What role does the Civil Service Commission have in appointments?

To take action on personnel matters in the Civil Service Signup and view all the answers

What does the CBRQS add to the minimum qualification standards?

Competencies for improved candidate assessment Signup and view all the answers

What is one of the key benefits of competency-based recruitment?

Reduction in the impact of interviewer biases Signup and view all the answers

Which of the following correctly describes the scope of the Omnibus rules?

They are composed of seventeen rules governing civilian appointments Signup and view all the answers

What is a fundamental principle guiding the appointment process outlined by the Omnibus rules?

Merit and fitness Signup and view all the answers

How does competency-based recruitment view the role of traits unrelated to the position?

They are minimized to reduce hiring mistakes Signup and view all the answers

What distinguishes onboarding from orientation in a workplace context?

Onboarding encompasses a broader integration into the company culture. Signup and view all the answers

Which of the following is not typically part of the onboarding process?

Annual performance reviews. Signup and view all the answers

Why is onboarding considered essential for new employees?

It helps reduce turnover rates by improving job satisfaction. Signup and view all the answers

What is typically the primary goal of the onboarding process?

To establish a strong foundation for the new employee’s success in the organization. Signup and view all the answers

Which of the following statements about probationary rules in the Philippines is true?

Effective training must be provided during probationary employment. Signup and view all the answers

What role does onboarding play in an employee's engagement with the organization?

It reinforces the company's values and culture. Signup and view all the answers

Which of the following resources is typically NOT utilized during the onboarding process?

Social media marketing strategies. Signup and view all the answers

What is a common outcome of a successful onboarding process?

Improved understanding of company goals and mission. Signup and view all the answers

What is the eligibility rule for candidates who lost in an election regarding government appointments?

They are ineligible for one year. Signup and view all the answers

Which activities are civil service officers prohibited from engaging in?

Campaigning for candidates. Signup and view all the answers

What is the consequence of public officers receiving double compensation without consent?

They may be required to return the compensation. Signup and view all the answers

What is the rule regarding changes or reassignments of employees before elections?

They should not occur three months prior to elections. Signup and view all the answers

Which of the following individuals are exempt from certain provisions of employment restrictions?

Confidential employees. Signup and view all the answers

What action is prohibited regarding appointments in government branches or corporations?

Appointments favoring a relative of the appointing authority. Signup and view all the answers

Which group of individuals is directly prohibited from performing clerical duties?

Unskilled laborers. Signup and view all the answers

What is required for public officers to accept foreign presents or emoluments?

Consent from the President. Signup and view all the answers

Study Notes

Human Resource Planning and Recruitment and Selection II

Topic covers human resource planning and recruitment and selection in the Philippines
Presenters include Lady Ann S. Haz, Jairdan Garde, Daniel D. Soriano II, Jhon C. Roma, and Ronnie Bunao
Table of contents outlines topics:
- CSC Guidelines on Recruitment, Selection, and Placement
- Appointment in the Philippine Civil Service
- Orientation vs. Onboarding
- Challenges in Recruitment and Selection in the Public Sector

CSC Guidelines on Recruitment, Selection, and Placement

The Philippine's Civil Service Commission (CSC) provides a comprehensive framework for recruiting, selecting, and placing government employees.
The framework ensures a transparent, merit-based process, adhering to equal opportunity principles.
Competency-Based Recruitment (CB) is a method focusing on identifying candidates demonstrating specific, behaviorally defined characteristics linked to successful job performance.
CB recruitment involves using various assessment tools to determine technical and behavioral competencies.
Competencies are essential knowledge, skills, and attitudes observable, measurable, and crucial for organizational success.

Why Competency-Based Recruitment?

Provides an objective guide for assessing candidates
Improves accuracy in determining their suitability for a job, minimizing hiring errors
Standardizes the selection process with consistent metrics for all applicants.
Clarifies job requirements for recruiters and candidates.

Steps in CB Election, and Placement

Step 1: Develop a Competency Framework/Model
- Includes competency title, definition, levels/rubric, core descriptions, and behavioral indicators.
- Position Profile: Lists required competencies and proficiency levels for each position.
Step 2: Develop a Competency Framework/Model (continued)
- Describes the function, duties, responsibilities, and required competencies.
- CB Recruitment Policy: Provides guidelines and procedures for selecting the best candidate.
Step 3: Prepare an Assessment Plan
- Involves vacancies, activities, schedules, personnel involved, and strategies for assessing competencies.
Step 4: Create Assessment Groups
- Groups like Raters, Interviewers, Background Investigators, and Personnel Selection Board (PSB).
Step 5: Identify Sources of Talent
- Look for candidates internally (top performers, award recipients, referrals) and externally (agencies, job fairs, professional associations).
Step 6: Publish/Advertise Vacancies
- Use online (website), bulletins, company premises, flag-raising ceremonies, and appropriate modes, Include position title, salary grade, qualification standards, job description, requirements, contact information, deadline, and assessment schedule
Step 7: Screen/Shortlist Candidates
- Check completeness of qualifications against competency standards and notify applicants of their status and next steps, Providing information on the assessment schedule.
Step 8: Conduct Evaluative Assessment
- Activities may involve Written Test, Skills Test, Work Sample Test and personality test.
Step 9: Conduct Contingent Assessment
- Top candidate undergoes the required medical evaluation for fitness to perform the job
Step 10: Decide on Appointment
- Hiring Officer/appointing authority makes a decision based on competency results, HR organizes paperwork, company profile, goals, policies, code of conduct, benefits, and job description, designates "buddy"
Step 9: Additional steps for Publication and Posting of Vacant Positions

Appointment in the Philippine Civil Service

The CSC serves as the central personnel agency of the government.
The CSC has jurisdiction over every branch, agency, and government-owned/controlled corporation.
Section 12, Chapter 3 of a governing law, gives the CSC the authority to act on all appointments and personnel matters within the civil service.
The Omnibus Rules (2017) are designed to ensure a competent, efficient, accountable and reliable public workforce in civil service appointments.
Six (6) rules, comprising seventeen (17) rules, guide civil service appointments.
- General Policies on Appointments, Requirements for Regular Appointments, Procedures in the Preparation of Appointments, Employment status, the nature of appointment and other human resource actions, Probationary Period, and prohibitions.

Employment Status, Nature of Appointment, and Other Human Resources Action

Different categories of employment status; e.g., permanent, temporary, substitute, fixed-term, coterminous, and contractual.
Nature of appointments:
- Original, Promotional, Transfer, Reemployment, Reappointment, Reassignment, Detail, Designation, etc.

Probationary Employment

Probationary period follows a permanent appointment
Appointee undergoes character investigation and assessment of ability to perform duties.
Employees exempted from the probationary period.

Prohibition of Appointment

Prohibitions in appointment: limitations on appointment of officials/employees, political activity, additional or double compensation, prohibitions on detail or reassignment, nepotism.

Classes of Positions in the Career Service

Three classes or levels of positions within the career service: First Level, Second Level, Third Level. Distinct characteristics and requirements for each level.

Orientation vs Onboarding

Orientation: Brief introduction to the workplace, structure, co-workers, and rules.
Onboarding: Longer process to ensure integration into the organization, culture, systems, and goals.
Formal vs Informal Onboarding: Formal onboarding is a step-by-step process usually with HR staff involvement, with programs to help new employees understand roles and the culture. Informal onboarding involves learning by working, watching, and asking questions.

Challenges in Recruitment and Selection in the Public Sector

Competency-based recruitment is a double-edged sword, presenting challenges like misinterpretation of employee's responses, time-consuming nature of the process, possibility of candidates taking advantage of the process, and factors like politicization or nepotism.
Difficulty attracting qualified applicants for public sector jobs, compared to private sector positions, due to compensation differences and retention.
Modernization is hampered, as public sector recruitment is not utilizing e-government as effectively as other ASEAN countries, lack of technological literacy and limited funding.
Bureaucratic procedures cause the recruitment and selection process to be inefficient, slow, and delaying.

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Description

This quiz explores the fundamentals of human resource planning and the recruitment and selection processes specific to the Philippines. It covers essential guidelines from the Civil Service Commission and addresses challenges faced in the public sector. Test your knowledge on key concepts such as orientation, onboarding, and merit-based hiring practices.

Human Resource Planning II - Philippines

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