HUMAN RESOURCE & ADMIN SERVICE

PROCESS FLOW CHART

HRAS TEAM
March 3, 2020
STRATEGIC HUMAN RESOURCE PLANNING
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HUMAN RESOURCE
1. HRAS Team must
schedule a Planning
Session every 3rd Quarter
of the Year (July-
September) and gather
last year performance as
reference.
CORPORATE LEVEL
2. HRAS will 3. Once approved, 8. Top Management
request approval of HRAS must set a approves Property
budget for the pre-planning Business Initiatives
Planning Session. session with the (Strategies) per
(Venue, Food, Corporate Heads & property. (including
Speaker if Property Heads. manpower budget,
applicable etc.) project & programs etc)

4. Top Mgt set their 7. HRAS set a formal

desired Corporate planning session with
direction, after which the Top Management
HRAS needs to do pre- and Property Heads to
planning with the deliberate the Proposed
Property Heads. Operational Business
Plan for the Year.
OPERATIONAL

5. Property Heads 6. Property Heads 9. Upon approval , HRAS

formulate Strategies to present strategies to issues copy of signed
LEVEL

meet the Corporate Top Management in SLA’s – Service Level

Business Plan. Prepare order to meet the Agreement among
presentation (Projects & Operational Plan for the Heads as reference for
Operation expenses) for Year. the Strategic Plan for
Management approval. the incoming year.

END
16. HRAS records all
individual performance
every year as part of the
INDIVIDUAL LEVEL
15. While Property 14. Employees who will 13. Those employees 12. Every month, 11. KRA’s are discussed 10. HRAS will assist
Heads are recognized be able to meet the who will not be able to Property Heads must per employee based on Property Heads, cascade
during ManCom targets are recognized meet the performance revisit their Operational the Corporate & the overall Corporate &

Year End Performance meeting by the Top Mgt by HRAS during staff must undergo 3 months Plans with their staff Operational direction Operational direction to
Appraisal. for a successful monthly meeting/briefing. Performance and assess the gaps set for the year. all the staff through their
performance. Improvement Plan (PIP) immediately. target & agreed KRA’s.
review.
HRAS SELECTION PROCESS
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HUMAN RESOURCE
1. HRAS identify 3. Recruiter post 4. Recruiter 5. Recruiter checks the 11. Recruiter informs 12. Recruiter conducts
staffing need based ads/vacancy conducts paper applicants credentials (house successful candidate background check
on the Job through bulletin screening prior to location, age, educational who passed the then prepares Job
Description, Rate, boards, corporate texting or inviting background, related work selection process. He/ Order and forwards it
Classification, and emails, social applicants which is experience, trainings, she will be advised the to HR Head Office for
Employment Status. media, or job based in the Job certifications, and salary job requirements & signature of the
portals. qualifications set. expectation) submission date. President/CEO.
HIRING MANAGER

2. Recruiter confirms 9. Should the 10. Hiring Manager

with Hiring Manager applicant pass the informs HRAS if any of
agreed qualification, exam & initial the applicants pass
number of vacancies, interview, he/she will their assessment.
interview schedule, be forwarded to the
and lead time of Hiring Manager for a
deployment. series of assessment

6. Applicant 7. Applicant must 8. Should the 14. Applicant is

APPLICANT

undergo physical pass the qualifying applicant pass the requested to report to
assessment ex: age, exams (essay, exam & initial Property to sign Job
height, face, mathematical, and interview, he/she will Order & Contract
complexion, body personality test) be forwarded to the including schedule of
built, medical prior to initial Hiring Manager for a Onboarding.
conditions, etc. interview. series of interview.
END

13. HR Head Office

HR HEAD OFFICE

receives Job Order form

and secure final approval
of President/CEO. Said JO
will be forwarded to HR
for the applicants
signature.
HRAS REWARDS & RECOGNITION PROGRAM
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HUMAN RESOURCE 1. HRAS create draft

proposal of the
2. Program design
includes Target
6. Upon pre-
approval, HRAS
9. Once approved by
Top Mgt, said
rewards & Audience, Program draft proposal can program must be
recognition program. Title, Criteria, Policy be forwarded to HR communicated to the
Guidelines, Type of Head Office for final target department/
reward (incentive or approval. employees.
monetary), & Budget
DEPARTMENT HEAD

3. Draft proposal 4. The rewards & 5. Said program 10. Department Head
MANAGER/
GENERAL

including general recognition perform must ensure that it & General Mgr
guidelines is must be able to is tied in the reviews performance
presented to General meet the gaps and performance of on a daily and
Manager & Dept drive employees to each employees. monthly basis. List
Heads for pre- perform well. down nominations for
approval. the program.
HRAS HEAD OFFICE

7. The rewards & 8. Should 11. HRAS Head Office

recognition Management want are furnished with the
program is a formal discussion, list of nominees for
discussed to HRAS property must approval of Top Mgt.
President/CEO for schedule a
signature. presentation for
final approval.

15. Awardees copy of 14. Said awardees will be 13. Employees recognized are 12. Employees who
END certificates are recorded posted in Bulletin Boards given certificates and rewards can will qualify for the
in the HRIS System and emails, and Wall of Fame be in different ways (monetary, rewards & recognition
EMPLOYEE

201 Personal File as so that everyone will incentive, extra day off, early time program will be
reference to their Annual know who gave exemplary off, lunch with the President, 1 day awarded during staff
Appraisal for the Year. performance for the free hotel stay, spot cash, etc) meeting.
month or quarter. whichever is applicable.