“Your most unhappy customers are your greatest

Source of learning.” – Bill Gates

It is the process of convincing or encouraging
a prospective applicant to fill in a vacant
position. Recruitment process includes:
1. Analyzing the requirements of a job;
2. Attracting the employees to that job;
3. Screening and selecting applicants;
4. Hiring
5. Integrating the new employee to the
organization.
1. Study the different company jobs and write its descriptions
and specifications.

 Duties and responsibilities.

 Essential part of hiring and managing employees
 It ensures that employees understand their roles and
what they need to do.
 Help attract right job candidates;
 Describe the major areas of an
employee’s job or position;
 Serve as a major basis for
outlining performance
expectations, job training, job
evaluation and career
advancement; and
 Provide reference point for
compensation and unfair hiring
practices.
 Individual tasks involved;
 The methods used to complete the
task;
 The purpose and responsibilities
of the job;
 The relationship of the job to other
jobs; and
 Qualifications needed for the job.
 Job title;
 Job objective or overall purpose
statement;
 Description of the broad function and
scope of the position;
 List of duties critical to success;
 Key functional and relational
responsibilities; and
 Description of the relationships and
roles within the company.
 Job Specifications, standards and
requirements;
 Job location;
 Equipment; and
 Salary Range.

Gives the specific qualifications required for

the position such as type of experience
needed for the job, special training, skills,
physical demands, and other requirement.
2. Requisition of new employee.
o A formal requisition form is required.
o Position to be filled
o Date needed
o Qualifications and other requirements needed for an
applicant.
3. Actual Recruitment of applicant/s.
o Sources of applicants can be internal or external.
It is the process through which organizations
identify and make decisions about the
applicant/s who will be allowed to join in the
company.
The selection process should be able to
identify the applicants that have the following:
 Knowledge
 Abilities
 Skills
 Other characteristics required.
1. Reception of Applicants
2. Filling out of Application Form
3. Preliminary Interview
4. Employment Test
5. Final Interview by Immediate Supervisor or
Department Head
6. Physical and Medical Examination
7. Hiring
8. Orientation
It involves screening of applicants by which applicants
are interviewed.

This serve as a guide in interviewing the

applicant. This is to determine if the applicant
matches the job requirements. This is also a
basis in checking the applicant’s school
records, former employers and references.
Its main purpose is to check if the applicant
is qualified for the position and eliminate those
applicants who are disqualified.

This is given to measure the applicant’s

abilities needed for the job.
To determine who among the applicants should be
hired and fitted for the job.

• Medical Examination
Helps to determine if the applicant is fit
to work or to find out health concerns
that might hinder him to work
• Pre – Employment Test
background check is essential in hiring an
employee to obtain important information of
the applicants.
The applicant who passed the selection requirements
is sent to the Human Resource Department (HRD) for
final completion of hiring process.

The new employee/s are oriented on company

policies, rules and regulations and informed
Or directed about his job.
Training or Retraining is done to help new/old
employees perform his job efficiently.
• Training
It is carried out continuously in many
organizations according to the needs of
the employees or the company.
• Retraining
Required to those who need
enhancement, new knowledge, need
promotion, and transfer to other
department.
This part contains the compensation of the
personnel based on their qualifications.
• Expressing the needed number of
manpower and their qualifications into
monetary form.
• Wage rate is matched with the industry
standards.
• Pay scales shall be set based on the
minimum wage in the region or place.
The law mandates the provision of benefits to workers:
• Allowances
• Bonuses
• Insurance
• Retirement Benefits
• Social Security System (SSS)
• Pag-ibig
• Philhealth contributions
This means establishing pay rates or ranges
compatible with the ranks, classifications, or
points arrived through job evaluation.
• Conduct compensation surveys to
gather factual information.
• Pay rates or ranges should be based
on pay practices within the industry or
particular place.
It explains the personnel policies that should
be implemented in the workplace. There
should be underlying policy in:
• Recruitment
• Selection
• Hiring
• Training and Development
• Compensation
• Benefits

A company manual and code of discipline

should be prepared.
Employee Manual
• An important communication tool
between an employee and employer.
• It serves as a guide for employees.
• Company policies, procedures, and
labor laws.
• Benefits and rights of an employee
• Equal employment opportunity laws
(discrimination and harassment).
The rules and regulations stated are important
to achieve total efficiency and harmonious
relationship.

• Discipline is a key factor in business.

• It promotes greater efficiency
• It provides orderliness to greater
manpower productivity.
• Moral Dignity
• Enhances company prestige
Designing the form of ownership of the
business which at the outset is known to
the investors.
• Organizational Structure
• Operational System
• Duties and Responsibilities in the
organizational Structure
• Operating departments
• Authority
I. Proponents
• Originators of the project.
• Owners or equity holder
• It describes the kind of ownership

II. Management
• Organization structure
• Personnel Component
This refers to the hierarchy in organization
Ladder, their corresponding duties, responsibilities,
and their respective qualification for the position.

• Specify the persons involve during the

organizational period
• Pre-operating activities
• Functions in the operating period.
A. Pre-operating Period
Refers to the persons in charge of activities in
pre-operation activities.
B. Operating Period
Refers to the personnel that will be
Assigned in handling the day to day
operation of the business.
C. Development of Policy Manuals &
Procedures
Standard operating procedure needed to
simplify decision making and pinpoint
Accountability for operation.