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HR Trends in
2018
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Objectives

■ To highlight the human

resource challenges faced
across different industries in the
Philippines in 2017
■ To determine how
organizations intend to address
these issues
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Research Questions

■ What are the current issues in 2017 that have the

greatest impact on Philippine organizations?

■ How have organizations responded to these issues?

How have HR practitioners responded to these issues?

■ What roles are performed by HR practitioners in

organizations in 2017?

■ What are the development needs of HR practitioners?

■ How does HR in various organizations utilize HR

Metrics?
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Participants
Management Hospitality Other
Consulting 3% 3%
6% BPO
Manufacturing 25%
5%

NGO/NPI
8%

IT
8%

Finance
17%
Academe
8%
Government
17%
Results
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Current HR Roles
Chart Title
4.5

3.5

2.5

1.5

0.5

0
Strategic Partner Change Agent Administrative Expert Employee Champion
Importance Capability
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Organizational Issues

■ Respondents viewed increasing

employee expectations and demands,
organizational changes, and increase
in improvement and use of technology
as the top three issues being faced with
the greatest impact in 2017. Other issues
that were deemed important include
the readiness of organization leaders,
transitions in culture, and issues in
succession planning.
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Organizational Responses
Ranking
Responses
(2017)
Emphasis on customer service 1
Increased emphasis on quality 2
Teambuilding 2
Training and Development for employees 3
Increased use of Information Technology 4
Maintain good community/public relations 4
Use of internet resources 5
Emphasize leadership development 5
Improve market intelligence 5
Development of cost-cutting
6
methodologies
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HR Responses
Rankin Ranking - Ranking -
Responses
g (2017) HR (2011) OD (2011)
Provide leadership development
1 3
programs
Facilitating change 2 1
Develop new HR competencies 3 2
Develop HR Information
3 3
Systems (HRIS)
Web-based training/E-learning 3 5
Change management processes 4 5
Attend uptrainings 4 -
Development of competency
5 -
framework / assessment
Instilling a culture of purpose 6 -
Implementation and monitoring
of capacity development 7 -
programs
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Future Org Responses
Ranking
Responses
(2017)
Competency-based pay 1
Improved employee engagement survey 1
Increased attractiveness of flexible benefits 2
Quality accreditation (e.g. ISO, EHS) 3
Productivity improvement programs 3
Re-engineer work systems 4
Creation of transition teams 4
Create and share strategic vision for the
4
future
Form alliances with a variety of
4
organizations
Environmental awareness campaigns 4
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Future Org Responses
Ranking
Responses
(2017)
Competency-based pay 1
Improved employee engagement survey 1
Increased attractiveness of flexible benefits 2
Quality accreditation (e.g. ISO, EHS) 3
Productivity improvement programs 3
Re-engineer work systems 4
Creation of transition teams 4
Create and share strategic vision for the
4
future
Form alliances with a variety of
4
organizations
Environmental awareness campaigns 4
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Future HR Responses
Ranking
Responses
(2017)
Self-service administration of employee
1
records/benefits
Develop new HR competencies 2
Develop HR Information Systems (HRIS) 2
Web-based training/E-learning 2
Instilling values with a focus on leadership and
2
character building
Instilling a culture of purpose 3
Implementation and monitoring of capacity
3
development programs
Redirection from industrial perspective to
3
organizational perspective
Developing shared HR services 4
Do you use HR Metrics in your
organization?
Yes No

No
23%

Yes
77%
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Commonly-used HR Metrics
Rank Workforce Planning

1 Time to hire

2 Cost per hire

3 Time to fill key positions

4 % of total HR budget spent on recruitment

5 Turn-over rate

Rank Compensation and Benefits

1 Overtime rate

2 Total compensation expense

3 Overtime expense per employee

4 Total compensation expense per employee

5 % of total compensation spent on bonuses

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Commonly-used HR Metrics

Rank Training

1 # of attendees of training program

2 Satisfaction of attendees at end of training program

3 % target population who need training

4 % of total HR budget spent on training

5 Cost per participant

Rank Compensation and Benefits

1 Response time to ER complaints

2 % payroll spent on ER costs

3 Time spent on investigations