Chapter 6

Human Resource Management in the Philippine Context

Issues for Resolution

• Changing Workplace

  • Fourth Industrial Revolution has arrived.

  • Technology is disrupting various jobs (e.g., waiters using tablets, remote designing by engineers).

  • Factories are automated; robots are replacing factory workers through integrated AI systems like the Industrial Internet of Things (IoT).

• Impacts on Recruitment

  • Adaptation in recruitment strategies due to technology.

  • Need to assess how technology influences job roles and required skills.

• HRM's Role

  • Address challenges posed by technological changes in recruitment and selection processes.

Chapter Objectives

• Define selection.

• Identify factors affecting the selection process.

• Determine suitable selection methods based on key factors.

• Outline the typical selection process.

Introduction to Selection

• Definition: Selection is a process of identifying the best talent suitable for a role within the organization.

• Focuses on predicting candidate performance and cultural fit.

• Occurs at the end of the recruitment process; the goal is to identify ideal talents from the talent pool.

Two-Way Process of Selection

• Selection is not solely an employer's responsibility; applicants also select organizations.

• Importance of providing a positive selection experience.

  • Poor recruitment experiences can negatively impact employer branding.

  • Candidates' perceptions of the organization may influence their decisions to proceed in the selection process.

Candidate Preferences from a Survey (Jobstreet.com)

• Top companies desired by respondents include

  • San Miguel Corporation

  • Nestlé Philippines

  • Accenture

  • Shell Philippines

  • Procter and Gamble Philippines

  • Others include BDO Unibank, Coca-Cola FEMSA, Unilever Philippines.

• Key Considerations for Candidates:

  • Benefits, incentives, and salaries rank high for all candidates.

  • Fresh graduates prioritize learning and development.

  • Experienced professionals value company reputation, work environment, and culture.

Factors Impacting Selection Method

• Role in the Organization: Specific skills vary based on job requirements.

• Position Level: Lower-level roles may require less experience; higher-level roles require in-depth discussion and evidence of performance.

• Other Requirements: Understanding group dynamics may be vital.

• Decision-Maker Factors: The preferences of those in charge can influence selection strategies.

Common Selection Methods

• Résumé Screening: Initial review to confirm candidates meet minimum job requirements.

  • Important details to assess during screening include:

    • Current and past roles.

    • Achievements and duration in prior organizations.

    • Career progression and gaps in employment.

• Assessment Tests: Various tests to evaluate competency, such as:

  • Intelligence and psychological tests.

  • Job-related aptitude tests.

  • Ensures the best candidates are identified.

• Interviews: Key means of obtaining comprehensive data about candidates.

  • Emphasis on behavioral interviewing to predict future performance based on past behavior.

    • Uses the STAR (Situation, Task, Action, Result) approach.

• Assessment Center: Designed for evaluating senior-level candidates through simulations and multiple evaluators.

• Pre-employment Requirements:

  • Official transcripts, professional ID, reference checks are instrumental in verifying competencies.

Analyzing Selection Data

• Hurdle Model: Steps serve as hurdles; candidates are progressively eliminated.

• Cutoff Method: Candidates must meet or exceed determined cutoffs in various assessments.

• Combination of Approaches: Flexibility in utilizing both methods as appropriate based on candidate volume.

The Selection Process

1. Shortlisting Candidates: Filter applicants based on minimum job requirements.

2. Assessment: May involve multiple testing and interviews tailored to the role.

3. Assessment Meeting: Review of candidate performance for suitability.

4. Initial Selection: Choosing top candidates for the hiring process.

5. Reference Check: Gathering insights from references to evaluate candidate capabilities.

6. Final Selection: Making offers based on assessments and references.

7. Job Offer: Discussing and finalizing the job position and associated compensation.

Legal Considerations in Recruitment

• The Labor Code does not dictate specific guidelines for recruitment and selection processes, raising questions on discrimination practices.

Summary

• Effective selection is crucial for aligning talent with organizational culture.

• Strategic selection processes enhance organizational performance and employee retention.

Review Questions

1. Define selection.

2. Identify the factors affecting the selection process.

3. Discuss various selection methods.

4. Outline the typical selection process.