GOVERNANCE AND SOCIAL RESPONSIBI

LIry

HUIIIAN RESOURCES
p.e; I rg Every employer and employee has the right to know
what conditions and provisions are contained in the
Philippine l-abor Code regarding his wages andlor
remuneration. fuid also to remind that there are
also provisions contained
his employment
contract or Col lec,tive Bargaining Ag reement. (a. m. e)

in

It is very true that progressive and mature

organizations will follow wtrat is right and due to its employees and potential
applicants regarding their employment. Just to cite basic terms in that has
developed in the last few years that was obscure and somewhat of a novelty in
the past.

Human Resource Management (HRM)

The proactive acquisition, retention, and development of human

resources necessary for organizationat $uccess

Moved from a support staff function (personnel) to a more strategic
role in organizations
Human Capital
All present and future workforce participants who need to develop to
theirfull potential as valuable assets to organizations

'

People-centered organizations enjoy a competitive advantage because of

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.
-

Employee empowerment
Compensation linked to performanoe

:. H:friJ?ff:;'Hffi3#:rences
Sharing of key information

As !n any organization it has to continuously staff its organization whereby a

myriad of activities are concerned:

"

GOVERNANCE AND SOCIAL RESPONSIBILIry

. Recruitment
,. Selection
. Screening
. Hiring
pie;lra ' Placement
r Training and Development
. Promotion
. Transfers
It then shows you the realities of considering not only the organiational
Bolieies. stralegies r.qgarding your Human Reeource but aleo ionsidering
ar?s that directly affec't them, From the legal, human and even spirftual
such is the situation now in any lndustrial undertaking.

Recruitment and $election

The ultimate goal of recruiting is to generate a pool of qualified

applicants for new and existing jobs.
Recruiting for diversity

To generate through many different sources a pool of qualified

applicants who are demographically
representative of the population at large,

Now, this would be very ideal however, in our

country where there is an over-supply of
graduates from almost any degree (Nursing for
example) emphasis on experience is the trigger"
our recruiters would usually look for.
However, the cunent joU_ qlrkgt is of course can be oompared to finding
job in a needle-like-haystack, very lucky indeed are those who
!ha! 'oood"
find their niche in a company that they like and a "job" that i$ not to be
called "wCIrk'anymore.
Consider that in the Philippines we have classifled the follorring status for
employment.
1. Regular tenured workers,

2.
3.
4.
5.
o.

Part-tlme/Contractua l/Casual
Underemployed
Partially employed

odd
Disenchanted

GOVERNANCE AND SOCIAL RESPONSIBILITY

Note: self-ernployed are of course an exernption since
they constitute
different segment (a.m.e)

Page | 15

Workef means

any member of the

whether employed

or

labor force,

unernployed.

"Recruitment and placemenf"reGrs to any act of canvassing, enlisting,

coltracting, transporting, utilizing, hiring or procuring workers, alid indudCs
refenals, contract servi@s, promising or advertising for employment,
locally or abroad, whether for profft or not:

Provided, That any person or entity which, in any manner, offers or

promises for a fee, employment to two or more persons shall be deemed
engaged in recruitment and placement.

EMPLOYMENT OF NON.RESIDENT
ALIENS
ART. 4O. Employment permit of non-rcsident aliens. *
Any alien seeking admission to the philippines for
employment purposes and any domestic or foreign
gmployer who desires to engage an alien for employment in the
Philippines shall obtain an emproyment permit from'the Department
of Labor.

The employment permit may be issued to a non-resident alien or to the

pnficaql employer after a determination of the non-availability of a person
in the Philippines who is c,ompetent, able and willing at the time of
application to perform the services for which the alien is d-esired.