* MANPOWER

*Manpower
– total supply of personnel available
or engaged for a specific job or task.
Staffing provider delivering jobs hiring.
- one of the highest costs of operating
a business.
A. Job Description
– enumerates the duties and
responsibilities of the potential employee,
including the scope, limitations, and terms
an conditions of employment.

*Job Title
– the summary of what the employee
will do.
Compensation and Benefit Range
– which details the potential salary and
benefits that the employee will get.

Duties
- clearly describe the job that the
employee will assume with allowance for
flexibility.
*Responsibilities and Accountabilities
– which must be communicated well to the
employee so that he or she knows what to expect
in the job.

*Work Schedules
– including work hours clearly indicated in the
job description.
- Specific days and working hours must be
written so that the employee will be able to
align the work schedule with his or her personal
schedule.
 * Employee Qualification

Following criteria:

1. Educational Background
– this gives the entrepreneur an idea on the degree
of the candidate’s knowledge of basic things.

2. Work Experience
– this will tell him or her what to expect from the
applicant and what he or she can potentially
contribute to the business based on his or her past
positions and experiences.
3. Specific Skills or Knowledge
– this one is important especially on
technical jobs that require high proficiency.
It will be easy for entrepreneurs to place
highly skilled people into specialized jobs
because they can help right away.

4. Work Attitude
– this deals with the worker’s integrity an
how he or she deals with his or her
coworkers, bosses, and customers.
B. Preparatory Selection of Job Applicants

* Once the job description and employee

qualifications are finalized by
entrepreneurs, he or she now preselects a
set of candidates for the positions
required.

* The entrepreneur can initially choose

from his or her personal list of trustworthy
people whom he or she thinks can
contribute to the business venture .
1. Head Hunters
– help companies find a set of people suited for
their requirements.

2. Manpower Agencies
– recruit temporary employees under a short
contract, usually on sixth month period.

3. The entrepreneur can also opt to advertise job

vacancies via Print such as general circulation
newspapers or other publications if the intention is
to promptly get a candidate from the public.
4. Recommendations and Referrals from friends,
relatives, or business partners with an untainted
reputation.

5. Digital media
– with the power of the internet, an
entrepreneurs can easily post job vacancies
through his or her website.
Ex. e-mails, online affiliates, search engines,
podcasts or blogs.
*advertise via mobile through either short
message service (SMS) or mobile applications or
simple mobile apps.
C. Selection of Job Applicants
-the difficult task of screening them
picking the most qualified and most
suited for the job.
- conduct a series of interviews for the
shortlisted candidates with objective of
getting the most qualified candidate for
the job.
*Conduct qualifying examinations in
Math, English, and Logic before they
hire an employee.

*Qualitativeexaminations or psychology
tests that require the candidates to
answer essay form or in multiple choices.
Common questions being asked in an interview:

1. What are your strength that you can contribute to

our organization?
2. What are your weaknesses that can prevent you
from working effectively in our organization?
3. What exactly did you do in your previous job(s)?
How will these past experiences contribute to our
organization?
4. Can you describe your work ethic? How do you
work with a team and with your superior?
5. What are your career plans for the next five years
if given the chance to work with our organization?
D. Job Offer
- Once the entrepreneur or the hiring manager
has been convinced already of the credentials
and the interview answers of the candidate, the
job contract is now prepared.

*Job Contract
– generally summarizes the terms an conditions of
the candidate’s employment with the business.
It usually includes the following details:

1. Rank or Position of the Candidate

2. alist of responsibilities or deliverables

and it’s scope and limitations

3. salaryand benefits including vacations

and sick leaves
4. work schedules

5. probationary period if any an

qualifications to become a regular
employee

6. the duration of the contract, and

7. resignation procedure (e. g., 30-day

notice or leave immediately).
E. Employee Development
*Training People
– is one of the biggest investment of an
entrepreneur or a businessman.

*Employee Orientation
– is usually a one – to two – day session
that summarizes the history of the business,
it’s vision and mission, policies and
procedures, culture, and norms of the
business.
*Key Performance Indicators (KPI) and
Key Result Areas (KPA)
– are the bases of the entrepreneurs for
rating the performance of the employee.
*For Startup Entrepreneurs:

*On-the-Job Training
– as the most practical tool in training
the employee under a supervision of a
team leader or manager.
*Buddy System
– is a training program wherein an expert
team member is assigned to assist a new
employee in his or her functions.
- Expert employee is to train the new
employee until he or she masters the job.
*Mentor-mentee Program
- is a training for supervisors, wherein
they will mentored by a senior executive or
senior officer of the business.
- Objective is to train the supervisor to
handle key decisions an strategic tasks.

*Succession Plan – to ensure business

operations still continue even in their
absence or the absence of key employees or
when they decide to resign or retire.
Online Learning Program or Webinar
- Is practical way of learning
because the entrepreneur or the
employee does not need to go abroad
or out of town just to get the
necessary training.
- Very Flexible.
- A seminar conducted over the
internet.
Internal Training Program
– led by competent subject matter
experts to discuss the intricacies of each
department to newly hired employees.

External Factors
- Send himself or herself or the employees
to attend international or local symposia,
workshops, conferences and seminars.
 The greatest challenge for all
entrepreneurs is constantly motivating and
keeping high-performing employees.
Therefore, entrepreneurs and HR
department must devise an effective talent
management program to gain the
employee’s loyalty.
Several strategies for talent management:
1. Very Competitive Salary Package
– includes guaranteed bonuses,
performance bonuses, commissions, and
other monetary incentives.
2. Nonmonetary Benefits
– such as medical coverage, different
types of leaves (vacation leaves, sick,
emergency leave, birthday leave) flexibility
in work schedules, awards and recognition
for excellent performance, and decent
notable job titles.
3. Additional benefits
– such as annual trips ( international or
local), scholarship, transportation and
communication allowances, free meals and
drinks, fitness programs, sports programs,
and other work-life balance programs.