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 https://news.abs-cbn.com/nation/05/02/08/jobs-mismatch-causing-unemployment-woes

'Jobs mismatch causing

unemployment woes'
ABS-CBN News
Posted at May 02 2008 09:28 AM | Updated as of Feb 24 2009 07:47 PM

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Acting Labor Secretary Marianito Roque on Friday said mismatches in job vacancies and
qualifications of the applicants are root causes of the country's unemployment problems."We
have available vacancies, but the problem is matching... We have so many job vacancies that are
technical in orientation a
Acting Labor Secretary Marianito Roque on Friday said mismatches in job vacancies and
qualifications of the applicants are root causes of the country's unemployment problems.

"We have available vacancies, but the problem is matching... We have so many job vacancies that
are technical in orientation and the job seekers are usually college graduates," Roque told ABS-
CBN's morning show, "Umagang Kay Ganda."

"There are mismatches... in terms of skills and geographical as against the applicants," Roque
said. He said current statistics showed that out of 10 applicants, only three may be hired.

The labor chief said majority of college graduates looking for jobs are commerce degree-holders.
These graduates usually look for jobs in the finance, banking ang marketing sectors.

But according to the government's online job search engine, www.phil-job.net, the top 10
vacancies are in the technical sector. Topping the list are vacancies for professional nurses (5,000
positions) followed by staff nurses (3,000).

The third to 9th spots are filled by vacancies for call center agents, sales clerks, customer service
assistants, general carpenters, occupational therapists, construction carpenters and sales associate
professionals.

Rigger, carpenter and steelman are tied in the 10th spot with 150 vacancies each.

TESDA trainings

Roque said to address the current employment situation in the country, the Department of Labor
and Employment has asked the TESDA (Technical Education and Skills Development Authority)
to offer more trainings for job seekers.

Roque's explanation came a day after Labor Day, when thousands of job seekers flocked to
employment fairs set up by the government all over the country.

More than 100,000 local and overseas job vacancies were opened to the job seekers in 16 regions,
including Metro Manila, Cordillera Administrative Region, Ilocos, Cagayan Valley, Central
Luzon, Southern Tagalog (Calabarzon and Mimaropa), Bicol, Western Visayas, Central Visayas,
Eastern Visayas, Zamboanga Peninsula, Northern Mindanao, Davao, SOCCKSARGEN and
Caraga.

In Metro Manila, Roque said seven key employment generating sectors, including hotel and
restaurant, health and wellness, banking, aviation, agribusiness, were involved in the job fair.
Human Resource Planning (HRP)
REVIEWED BY WILL KENTON

https://www.investopedia.com/terms/h/human-resource-planning.asp

Updated Apr 20, 2019

What Is Human Resource Planning (HRP)?

Human resource planning (HRP) is the continuous process of systematic
planning ahead to achieve optimum use of an organization's most valuable
asset—quality employees. Human resources planning ensures the best fit
between employees and jobs while avoiding manpower shortages or
surpluses.

There are four key steps of the HRP process. They include analyzing present
labor supply, forecasting labor demand, balancing projected labor demand
with supply, and supporting organizational goals.

HRP helps companies is an important investment for any business as it allows

companies to remain both productive and profitable.

Understanding Human Resource Planning (HRP)

Human resources planning allows companies to plan ahead so they can
maintain a steady supply of skilled employees. That's why it is also referred to
as workforce planning. The process is also used to help companies evaluate
their needs and to plan ahead to meet those needs.

Human resource planning needs to be flexible enough to meet short-term

staffing challenges while adapting to changing conditions in the business
environment over the longer term. HRP starts by assessing and auditing the
current capacity of human resources.

The challenges to HRP include forces that are always changing such as
employees getting sick, getting promoted or going on vacation. HRP ensures
there is the best fit between workers and jobs, avoiding shortages and
surpluses in the employee pool.

To satisfy their objectives, HR managers have to make plans to do the

following:

 Find and attract skilled employees.

 Select, train, and reward the best candidates.
 Cope with absences and deal with conflicts.
 Promote employees or let some of them go.
Investing in HRP is one of the most important decisions a company can make.
After all, a company is only as good as its employees. If it has the best
employees and the best practices in place, it can mean the difference
between sluggishness and productivity and can lead to profitability.

Special Considerations: Steps to Human Resources Planning

There are four general, broad steps involved in the human resources planning
process. The first step of human resource planning is to identify the
company's current human resources supply. In this step, the HR department
studies the strength of the organization based on the number of employees,
their skills, qualifications, positions, benefits, and performance levels.

The second step requires the company to outline the future of its workforce.
Here, the HR department can consider certain issues like promotions,
retirements, layoffs, and transfers—anything that factors into the future needs
of a company.

The third step in the HRP process is forecasting the employment demand. HR
creates a gap analysis that lays out specific needs to narrow the supply of the
company's labor versus future demand. Should employees learn new skills?
Does the company need more managers? Do all employees play to their
strengths in their current roles?

The answers to these questions let HR determine how to proceed, which is

the final phase of the HRP process. HR must now take practical steps to
integrate its plan with the rest of the company. The department needs a
budget, the ability to implement the plan, and a collaborative effort with all
departments to execute that plan.

Common HR policies put in place after this fourth step may include vacation,
holidays, sick days, overtime compensation, and termination policies.
The goal of HR planning is to have the optimal number of staff to make the
most money for the company. Because the goals and strategies of the
company change over time, HRP is a regular occurrence.

KEY TAKEAWAYS

 Human resource planning is what a strategy used by a company to

company maintain a steady stream of skilled employees while avoiding
employee shortages or surpluses.
 Having a good HRP strategy in place can mean productivity and
profitability for a company.
 There are four general steps in the HRP process: identifying the current
supply of employees, determining the future of the workforce, balancing
between the supply and demand, and how to implement the plans.