Project (HRM) PDF

ATENEO DE NAGA UNIVERSITY

COLLEGE OF BUSINESS AND ACCOUNTANCY
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I. Introduction
The banking and finance sector performs a critical function in the Philippine
economy as it is primarily responsible for the mobilization of domestic savings and the
conversion of funds leads to directly productive investments. According to the Philippine
Statistics Authority, financial intermediation expanded by 9.2 percent in the second
quarter of 2019 from the 7.6 percent growth in the same period of 2018. Financing the
needs of firms requires productive capacity by purchasing additional capital equipment,
acquiring or leasing idle property, building and expanding factories, and increasing
inventory which is responsible for sustaining economic growth in the long term alongside
the creation of new jobs.
Moreover, Human Resource Management deals with issues related to compensation,

performance management, organization development, employee motivation, training and
others. It plays a strategic role in managing people and the workplace culture and
environment. Human Resource Management has a huge impact in banking institutions
and in industrial enterprise wherein huge manpower is required to handle the industrial
tasks.
The reform and design objectives of the human resource management system is to
formulate basic institutional capacities for effective personnel administration functions in
Commission on Human Rights of the Philippines (CHRP) consistent with the principles
of decentralization and accountability, and improve overall efficiency and responsiveness
in providing personnel services and benefits. Define and enhance system integration by
establishing clear functional and workflow linkages and mechanisms on human resource
management among the CHRP offices concerned.
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The CHRP Human Resource Management system will be linked with the strategic
planning, budgeting and performance management systems to ensure that the personnel
management policies and programs are aligned with the strategic objectives and targets
and supported by the annual budget. The human resource management function of the
CHRP is highly centralized. While regional offices select and recruit new personnel and
screen those to be promoted to fill vacant items in the regions, the appointments of these
personnel are still being sent to the central office for final approval and signing. The
Chairperson signs appointments of all personnel both in the central and regional offices,
irrespective of rank.
Human Resource Management in Naga City, Camarines Sur establishes a sound

recruitment and personnel selection system within the city government. It also assists and
advises city officials in the development, formulation and execution of policies, rules and
regulations in all areas of personnel management in accordance with the Civil Service
Law and rules. It provides inputs in the development and implementation of human
resource training and development programs and maintains a complete and up-to-date
personnel information system.
Stating that banking institutions in the Philippines has a large part in our industry,
Bicol Region is one of the most fastest development in terms of banking institutions
especially the City of Naga. This is considered as one of the progressive cities in Bicol
Region. A research about banking institutions asserts to define and give information on
how the banks deal in the manpower planning, recruitment, selection and training and
development. It focuses on Producers Rural Banking Corporation which has 190
branches nationwide. This bank gives a good quality of service in the depositor and
borrowers especially their target which are the farmers who need a big amount of capital
for their industry.
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II. Background and History

a. Company Profile
Producers Rural Banking Corporation (“Producers Bank”),
formerly known as Producers Rural Bank of San Jose City,
Nueva Ecija, was registered with the Securities and
Exchange Commission on October 23, 1955 to operate as a
rural banking corporation. On November 17, 1995, the
Bangko Sentral ng Pilipinas granted the Bank its Certificate of Authority to
operate as a rural bank. And on the same year - November 27, Producers Bank
started its operation. As a rural bank, Producers Bank has preserved the
distinction of having the largest branch network in Luzon and the second largest
branch network nationwide among rural bank. The present Producers Bank is the
result of several business combinations that involved eleven (11) banking
institutions. As of 2019, Producers Bank has a total branch network of one
hundred ninety (190) branches nationwide. The bank is operating for almost 24
years and counting to serve the Filipino people.
b. Vision statement
To be the number one (1) partner bank of farmers and SMEs (small and
medium-sized enterprises) in producing more wealth in the country.
c. Mission statement
To make our depositors happy with the value and quality of services they get from
Producers Bank. To provide responsive and innovative credit and other services
needed by farmers, micro and small to medium entrepreneurs. To assure
challenging and rewarding jobs and long-term employment for our employees.
And to make our stakeholders very proud of our contributions to economic
development in the Philippine countryside.
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d. Core Values
● Corporate Responsibility
- create a long-term value to shareholders by generating for them
superior and sustainable returns.
They can attain it by:
● Providing our customers value-added products and better
service industry;
● Adhering to what our laws and regulations require;
● Promoting a corporate culture that subscribes to high moral
and ethical standards;
● Underpinned by codes of corporate governance and best
practices;
● Creating a working environment based on the values of
equal opportunity and meritocracy; and
● Improving the quality of life of our employees, and in the
communities that we serve, particularly in areas that are not
served by the large financial institutions.
III. Manpower Planning
a. Review of Related Literature
Manpower Planning
Manpower planning is also referred to as human resource planning, and it
is the process that management makes use of to decide the manner wherein an
enterprise ought to move from point A to point B, in terms of manpower. This
takes place through planning and development and allows management to have
proper varieties of personnel within the proper range within the proper vicinity at
the proper time.
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Collectively, having the proper workforce can assist the organization to

obtain its goals, and will also benefit individual personnel in a fine manner
possible. This type of planning allows human resource departments to forecast
that human resources are needed to perform which jobs. (LaMarco, 2019)
Manpower Objectives
Forecasting the organization’s manpower requirements: manpower
planning is necessary to the organization since it helps the organization verify its
future desires properly beforehand. This is how to ensure that the organization
constantly has the proper kind of individuals, within the proper number, at the
proper time, and within the proper place. Managing amendment effectively:
manpower planning helps a business enterprise maintain with the consistent
change that it influences distinctive environments, which include the labor
environment. Through effective manpower planning, the enterprise is capable of
continuously allocate and reallocate its human resources and utilize them
efficiently. (LaMarco, 2019)
Manpower Planning Process
Human resource department of every organization has to perpetually keep
an eye on the human resources that the organization has. With every attainable
event like change business dynamics, increase in business requirements, abilities
needed for a particular technology etc, the requirement for having finer resources
increases. These are the processes and methods for having manpower planning
are as below:
1. Understanding the existing workforce: the human resource department has
to fully understand the manpower that is accessible with the company.
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2. Forecasting for the future: with constant changes in business requirements,

firms must perceive the long run trend and which kind of workers would
be best for their organization.
3. Recruitment and selection: depending on the business requirements,
manpower planning leads to a whole lot more well notion out recruitment
and selection pattern. Candidates with higher qualifications, skill set,
experience, and many others are shortlisted as workers to best suit the
future needs.
4. Training the employees: employees who are part of the agency are trained
to possess the best skills, knowledge, and perception regarding the
modern-day job as well as the future requirements.
All these above mentioned manpower planning steps assists businesses become better
prepared to adapt to new technology, future enterprise development and even the face off with
competitors. (Manpower Planning, N.D.)
b. Company Policies and Practices

Table 1. Manpower Planning
Problem/Topic Responses Theme/s
When to Hire an “Kasi ano ehh we have the table of organization so Hiring Decisions
Additional as HR, ah inuupdate ko yun kung kulang yung tao ● Table of
Employee doon sa table of organization fifill up namin. Uhm organization
kasi we have parang naka set lang na number of must be
employees per branch so we cannot exceed the updated
number of employees. So kung seven, seven lang”
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(We have a table of organization, so as a Human ● Number of

Resource I am tasked to update it. If there are employees are
available job positions then I will fill them up. set for each
Number of employees are set for each branch so we branch (it
can not exceed the mandated number of employees. must not be
So if it is set to seven employees, then seven will exceeded)
do.)
“So yes po, we have performance evaluation po Annual Performance

annually. So yun po yung nagmomonitor per Evaluation
Monitoring
individual performance po. So they are uhm graded ● Results-based
Work
kumbaga or evaluated per… Halimbawa sa information
Performance of
marketing, per budget target uhm siguro halimbawa ● Behavior-
the Employees
for example 10 million yung budget dapat maka based
and to Promote
abot yun. So also and the attitude they are information
Productivity
evaluated by their attitude. Uhm attendace, so
ganyan po annually po nangyayari po sa amin.”
(So yes, we have performance evaluation annually
to monitor individual performance. It is graded or
evaluated. For example in marketing, it is
measured per budget target. Let’s say 10 million is
the budget target, it must be reached. And also the
attitude - they are evaluated by their attitude.
Attendance is also evaluated. So it happens
annually here.)
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Company “... yung head office kasi namin parang may Company Policies
Policies and meeting sila na parang reporting na mangyayari and Practices
Practices that pwedeng monthly, pwedeng mid year. So pag kami ● Monthly or
Promotes po kasama yung HR designated sa province kasi we Mid year
Importance of have HR designates na tatlo lang, ako first Luzon, reporting of
Manpower isa sa Visayas, isa sa Mindanao. So sinesend kami HR staff to
Planning sa head office once a year. So andoon na yung the head
importance ng … manpower planning” office
(... Our head office conducts meeting just like a
reporting that can be done monthly or mid year.
We are part of that meeting wherein all the Human
Resource from designated provinces, I am the one
for Luzon, another from Visayas and Mindanao.
We are sent to the head office once a year. With
that, the importance of manpower planning was
emphasized.)
“... kung may manpower planning dito sa company

Importance of
yung growth ng business is mataas, so doon tayo sa
Manpower
pataas hindi tayo yung sa pababa so lugi naman,
Planning
yung company kasi no.1 importance ng company
yung tao hindi mag uhm hindi mangyayari yung
business na magrurun smoothly kung wala naman
manpower. So also po uhm syempre po dapat we
need to be ready sa manpower planning kung
mawalan tayo ng tao may back up ka yun yung sa
tingin ko dun sa sagot sa question.”
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(... if there is manpower planning in the company,

the growth of the business is at peak, so we should
be aiming for high not on low so will have a loss,
the number one importance of the company is the
people, it will not uhm the business will not run
smoothly if there is no manpower. So, we must be
prepared on manpower planning if we ever might
lose a person then we have a back up plan.)
SHORT SUMMARY OF THE CONTENT
IV. Recruitment
RECRUITMENT
Recruitment or Hiring is the process of searching and attracting the right candidates for
hiring them for vacant jobs in an organization. There are two sources of recruitment, internal
sources and external sources. Recruitment refers to the process of searching for potential
employees and influencing them to work for their organization. The purpose of the recruitment
process is to find talented and qualified individuals for the growth and development of their
organization.
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Table 2: Recruitment
Job applicants “So pagrecruit kasi namin is pwedeng siyang Applicants

walk-in or nag-aattend ng job fair. Job fair po ● Walk-in
from the schools po from the government. ● Job fair (schools
Depende po.” and government)
(In terms of recruiting, it can be through walk-in
applicants or job fair applicants. Job fair
initiated by the schools or by the government) Hired on the spot
● None
“Hired on the spot none. Kasi we have the ● Follow a certain
process po, so if may job fair po initial interview process (initial
lang. Uhm then pupunta po sila sa branch na by interview,
schedule na kasi for the exams and then for the scheduled exam
interview na sa area heads at managers po. So and interviews
wala po tayong on the job ay on the spot ah with area heads
recruitment.” and managers)
(Hired on the spot - none, because we follow a
certain process. So initial interview was only
done during job fairs then they are asked to visit
the branch on a scheduled date to take exams,
and interviews with area heads and managers. So
Use of Social we don’t have hired on the spot recruitment.)
Media for
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Recruiting ”Yes, facebook… also uhm link, website pala.” Online Platforms
Practical or (Yes, facebook… aslo uhm link, website rather.” ● Facebook
Effective Way ● Website
of Recruiting
“...effective yung traditional na pag recruit kasi Social Media (Links)
mostly today … people are using the social media Traditional Way
… then you have the links lang so parang ● Pass the resume,
mag-aapply ka magbibigay kang link nandoon na present oneself
yun. Minsan hindi nagshoshow yung applicant so and a
hindi namin makikita personally. I’d rather go to one-on-one
the traditional na you will give me the resume interview
and then magprepresent ka and then I will talk to
you. Hindi yung online. Yun yung preferred ng
Producers bank.”
(...Traditional way of recruiting is much more
effective than the use of social media nowadays.
Then you have the links containing all the
information about you sending them to the
employer. I’d rather go to the traditional way
wherein you will give me the resume, you will
present yourself then after I will talk to you. Not
Process or flow
through online. Producers Bank preferred it that
on recruitment
way.)
“Iyon na yun, first is initial interview uhm exam, Process

if you passed the exam sa manager medyo ● Initial interview
maraming interview doon. Mga tatlong ● Exam
interviews po yung dadaanan. Pero depende pa ● More interviews
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din ha pag manager-manager… Manager position Managerial position

hindi lang yan yung ang inyong interview mo you ● Initial interview
will be also interviewed by our head office staff ● Exam
po” ● More interviews
(That’s it, first is initial interview followed by an (head office
exam. If you passed the exam for the managerial staff)
position there comes many interviews - three
interviews to be specific. But it really depends, if
Allow Referrals one is applying for a managerial position, one
when Recruiting interview is not enough, you will also be
interviewed by our head office staff.
Fairness of
“Yes, yes po.” Referrals
Referrals
(Yes, indeed!) ● Yes
“Actually po we accept pero he or she will Fairness

undergo the process, pero depende pa din kasi ● Every applicant
hindi ibig sabihin na may kakilala siya, ipapasok is required to
na namin without-without undergoing the undergo the
processes so lahat dapat mag undergo. Kasi process
depende saiyo kung baka hindi mo mapasa yung ● Failure leads to
exam eh. Hindi namin siya papasukin.” rejection
(Actually, we accept referred applicants but he or
she shall undergo the process. It really depends,
it does not mean that the applicant has
connections inside the company then he will be
hired instantly without undergoing the process.
Hiring Therefore, everyone must undergo that process. If
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Applicants with ever the applicant failed the exam then we will
Relatives not accept him.)
Currently
“Yes po kasi for the same branch na may magka Hiring Related Workers
Working in the
family and relatives hindi po pwede. Baka ● Yes
company
irereaasign to other branch nalang magka relative ● Reassigned to
po pero while isang ka relative na nasa isang other branches
branch hindi po pwede iyon.” (they must not
work on the
same branch)
SHORT SUMMARY OF THE CONTENT

V. Selection
Selection
Employees are one of the most important resources of any business, and
so it is important for organisations to have a thorough recruitment and selection
process. Employee Selection is the process of interviewing and evaluating the
candidates for a specific job and selecting an individual for employment based on
certain criteria (qualifications, skills and experience). Employee selection can
range from a very simple process to a very complicated process depending on the
firm hiring and the position. Certain employment laws such as anti-discrimination
laws must be obeyed during employee selection. Employee Selection is the
process of choosing individuals who have relevant qualifications to fill jobs in an
organization. Without qualified employees, an organization is in a poorer position
to succeed. Selection is much more than just choosing the best available person.
Selecting the appropriate set of knowledge, skills, and abilities, which come
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packaged in a human being—is an attempt to get a “fit” between what the

applicant can and wants to do, and what the organization needs. The task is made
more difficult because it is not always possible to tell exactly what the applicant
really can and wants to do. Fit between the applicant and the organization affects
both the employer’s willingness to make a job offer and an applicant’s willingness
to accept a job. The purpose of selection is to pick up the most suitable candidate
who would meet the requirements of the job in an organisation best, to find out
which job applicant will be successful if hired. To meet this goal, the company
obtains and assesses information about the applicants in terms of age,
qualifications, skills, experience, etc. the needs of the job are matched with the
profile of candidates. The most suitable person is then picked up after eliminating
the unsuitable applicants through successive stages of selection process. How well
an employee is matched to a job is very important because it is directly affects the
amount and quality of employee’s work. Any mismatched in this regard can cost
an organisation a great deal of money, time and trouble, especially in terms of
training and operating costs
Essays, UK. (November 2018). Recruitment and Selection Process. Retrieved

from
https://www.ukessays.com/essays/human-resources/recruitment-and-selection-pr
ocess.php?vref=1
Recruitment and Selection Process. (n.d.). Retrieved from

https://www.ukessays.com/essays/human-resources/recruitment-and-selection-pro
cess.php
Essays, UK. (November 2018). Literature Review: Recruitment and Selection

Process. Retrieved from
https://www.ukessays.com/essays/business/literature-review-recruitment-and-sel
ection-process-business-essay.php?vref=1
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Table 3: Selection
Selection Method “... Uhm depende sa ah uhm sa designation sa

qualification uhm ang difficult part kasi siguro
is when we will be needing the CPA passers
yung mahirap sa amin talaga. Also for the
accounting assistant position mahirap kasi for
the teller kasi kahit anong course mo pwede as
long as okay ang attitude mo skill will be
provided nalang by us so yun yung difficult
part.”
(...Uhm depending on the designation in
qualification uhm the difficult part is probably
when we will be needing the CPA passers who
are really difficult for us. Also for the
accounting assistant position, it is difficult for
the teller because whatever your course may be
as long as your attitude is fine, skill will be
provided by us, that is the difficult part.)
“...Communication skills oo kasi yun yung

kami yung mag____ ng mga tao information so
sa teller yung sa software pero communication
skills kasi hindi lahat mayroon uhm Producers
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bank kasi is more on marketing so kahit teller

ka mag mamarket ka so you go outside you go
on _____ so ang importante sa amin is
communication skills.”
(...Communication skills yes we are the ones to
get people information, so the software is in the
teller but in communication skills not everyone
has, because Producers bank it's more
marketing so even you’re a teller you’ll market
so you go outside you go on _____ so what
matters to us is communication skills.)
“...So yung test kasi is yung written nang meron

siyang essay, yung mga typical letters choice
choices of letters oo multiple choice uhmm
basic ah math. General knowledge so yun sa
interview naman depende din sa designation mo
eh Ako kasi basic questions lang sa _____ kasi
di ko sure. So kung accounting assistant yung
inaapplyan mo so more on information on
accounting yung questions mo. Kasama na dun
yung personality test.”
(...So the test was written, when he had the
essay, the typical letters, choices of letters, yes
multiple choice basic math. General knowledge.
So in the interview it also depends on your
designation. For me it’s just basic questions
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about _____ because I'm not sure. So if your

applying for accounting assistant the questions
is more on accounting information. Also the
personality test is included here.)
“...Okay kasi kami po dito uhm dinadaan po sa

head office to our chairman so maybe it will
take 2-3 weeks. Ah result of his/her test ahh
lahat na yan 2-3 weeks or passed or if we’re
going to hire you. 2-3 weeks yan. Pero kung
test lang mga 3 to 4 2-3 days mga ganon.”
(...Here we're going first to head office to our
chairman so maybe it'll take 2-3 weeks. The
result of his / her test it's all 2-3 weeks or
passed or if we're going to hire you. That's 2-3
weeks. But if only test it will take just 3 to 4 or
2 to 3 days.)
“...Mahirap itong iquestion kasi uhm minsan

kasi may hinihire kami na hindi talaga siya fit.
Ah before nafit siya but then nagstart na hindi
pala. Total hindi ka naman magician na
malaman mo agad, meron kasing magaling
magsalita pero on the actual work hindi na siya.
So we have this 6 months probationary period
so diyan makikita if you he/she did not passed
the probationary period ‘J: Tatanggalin na po?’
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‘HR: Hindi naman tanggal’ ‘J: Parang notice?’

‘HR: Oo notice.”
(...It's a hard question because sometimes we
are hiring that doesn’t really fit. Like Before it
looks like she really fits but it turns out not
totally. In total you are not a magician, you
don't know right away, there is as good at
talking but on the actual work s/he is not. So we
have this 6 months probationary period so it
will be seen if he / she did not pass the
probationary period 'J: Will it be fired?' 'HR:
Not totally. 'J: Like notice?' 'HR: Yes notice.)
VI. Training and Development

TRAINING AND DEVELOPMENT
According to the Michel Armstrong, “Training is systematic development
of the knowledge, skills and attitudes required by an individual to perform
adequately a given task or job”. (Source: A Handbook of Human Resource
Management Practice, Kogan Page, 8th Ed.,2001)
According to Edwin B Flippo, “Training is the act of increasing knowledge and

skills of an employee for doing a particular job.” (Source: Personnel
Management, McGraw Hill; 6th Edition, 1984)
The term ‘training’ indicates the process involved in improving the aptitudes,
skills and abilities of the employees to perform specific jobs. Training helps in
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updating old talents and developing new ones. ‘Successful candidates placed on
the jobs need training to perform their duties effectively’. (Source: Aswathappa,
K. Human Resource and Personnel Management, New Delhi: Tata Mcgraw-Hill
Publishing CompanyLimited, 2000, p.189)
The principal objective of training is to make sure the availability of a skilled and
willing workforce to the organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Social.
Individual Objectives – These objectives are helpful to employees in achieving

their personal goals, which in turn, enhances the individual contribution to the
organization. •
Organizational Objectives – Organizational objectives assists the organization

with its primary objective by bringing individual effectiveness.
Functional Objectives – Functional objectives are maintaining the department’s

contribution at a level suitable to the organization’s needs.
Social Objectives – Social objectives ensures that the organization is ethically

and socially responsible to the needs and challenges of the society. Further, the
additional objectives are as follows:
• To prepare the employees both new and old to meet the present as well as the
changing requirements of the job and the organization
. • To prevent obsolescence.
• To impart the basic knowledge and skill in the new entrants that they need for
an intelligent performance of a definite job.
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• To prepare the employees for higher level tasks.

• To assist the employees to function more effectively in their present positions
by exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
• To build up a second line of competent officers and prepare them to occupy
more responsible positions.
• To ensure smooth and efficient working of the departments.
• To ensure economic output of required quality.
TYPES OF TRAINING AND DEVELOPMENT PROGRAMS WHICH

ARE PROVIDED TO THE EMPLOYEE:
Different practices are followed in different industries and in different
organizations too. So, the need of training and development programs is
depending on the requirements of the job profile. Therefore there are various
types of programs shared by different authors. The types of training and
development programs are as follows
TYPES OF TRAINING
On- the -Job Training Off –the- Job Training
➢ Job Instructions ➢ Programmed Instructions

➢ Apprenticeship & Coaching -Simulation Exercises
Class Room Lectures -Classroom lectures
➢ Job Rotation ➢ Business Games
➢ Committee Assignment - Case Study Method
➢ Internship Training - Vestibule training
➢ Training through step by step - Computer Modelling
- Behavioural Modelling
- Role Playing
- Conference/ Discussion
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- Audio- visual Method

- Experiential Exercises
-Workshop / Seminars
STAGES OF TRAINING AND DEVELOPMENT PROGRAMS

Training should be conducted in a systematic order so as to derive the expected
benefits from it. The training system involves four stages, namely:
a. Assessment of training and development programs needs.

b. Designing the training and development programs.
c. Implementation of the training program
d. Evaluation of the training program
Stages in Training and Development Programs
Stage 1 Stage 2 Stage 3 Stage 4
a.Assessment of a.Designing of a.Implementation Evaluations of

Training Needs Training of Training Training
b.Organizational Programs Programs Programs
Analysis b.Instructional b.On-the-Job Reactions
c.Departmental objectives Methods Learning Job
Analysis c.Learning c. Off-the-Job Behaviour
d.Job Analysis Principles Methods Organization
e.Employee d.Teaching d.Characteristics Ultimate Value
Analysis Principles of the Instructor
e.Training Conducting the
Principles Program
f. Content design
TRAINING AND DEVELOPMENT
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Training and development programs play a vital role in every organization. These programs
improve Employee Performance at workplace, it updates Employee Knowledge and enhances
their personal Skills and it helps in avoiding Managerial Obsolescence. With the use of these
programs, it is easier for the management to evaluate the job performance and accordingly take
decisions like employee Promotion, rewards, compensations, welfare facilities, etc. These
training programs also help the managers in succession planning, employee retention and
motivation. It creates Efficient and Effective employees in the Organization. The need for
training & development is determined by the employee’s performance deficiency, computed as
follows: Training & Development need = Standard performance – Actual performance Training
enhances the overall performance of an organization in various ways. The major areas where
employees are normally trained in an organization are Soft- skill Development, Personality
Development, Interpersonal Relationship, Problem solving techniques, Managerial and
Supervisory Training Program, quality improvement programs, technical processes, quality
circle programs, Time management skills, employee efficiency development programs, violence
prevention programs, regulatory compliances, goal setting and implementation of programs,
workplace safety management, workplace communication, and so on. Training enables the
employees to develop their skills within the organization and hence naturally helps to increase
the organization’s market value, earning power of the employees and job security of the
employees. Training moulds the employee’s attitude and helps them to achieve a better
cooperation within the organization. Training and Development programs improve the quality of
work-life by creating an employee supportive workplace.
RELATED LITERATURE
STUDY OF EFFECTIVENESS OF TRAINING AND DEVELOPMENT
1. According to Shelley Frost, Demand Media Training is a crucial component in preparing
new employees for their positions and keeping existing employees current on critical
information. To be effective, it is a training program needs a specific purpose with appropriate
training methods. It will focus on understanding the factors that influence training programs
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enables you to develop or change your current employee education to make it fit the needs of
your business and your employees.
2. According to Henry Ongori (2011), Jennifer Chishamiso Nzonzo, training and development
has become an issue of strategic importance. Although many people have conducted a research
on training and development practices in organizations in both developing and developed
economies, it is worth mentioning that most of the research has concentrated on the benefits of
training in general to ensure their capabilities in terms of the skills to be needed to improve.
There is however, limited focus on evaluation of training and development practices in
organizations.
3. According to Haslinda ABDULLAH (2009), the challenges faced by employers and
organizations in the effective management of HR T&D varied from concerns about the lack of
intellectual HR professionals to cope with the demand for knowledge-workers and fostering
learning and development in the workplace. The core and focal challenge is the lack of
intellectual HR professionals in manufacturing firms, and this suggests that employers viewed
HR T&D as a function secondary to HRM and perhaps considered it as being of lesser
importance. This implication could lead to the ineffective implementation of HR T&D activities
and increase ambiguity and failure in effectively managing HR T&D as a whole.
4. According to Ananth (1998), He pointed out different problems faced by the organization in
handling the corporate finance such as the time of procurement and investment of funds. He
suggested that the organisation must relate itself with the needs of changing environment by
taking good decisions through professionally trained people.
5. According To Fizzah(2011), The purpose of the research is to find out how training and
development affect organizational performance and to find out what is the impact of training and
development in organizations. Data is collected from the 100 members of different organizations.
And the previous research carried out on training and development. Training and development is
important for the employees in organization, it helps the employees to improve their skills and to
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give a good performance in the workplace. There is a big relation between training and
development with the organization performance and the relationship is discussed in the paper.
6. According to Iftikhar Ahmad and Siraj Ud Din (2009), Training and development is
adopted by organizations to fill the skill gap of employees. Training evaluation must be
appropriate for the person and situation. Evaluation will not ensure effective learning unless
training is properly designed. Successful evaluation depends upon whether the means of
evaluation were built into the design of the training program before it was implemented.
7. According to Bates and Davis (2010), Usefulness of training programme is possible only
when the trainee is able to practice the theoretical aspects learned in training programme in
actual work environment. They highlighted the use of role playing, cases, simulation, mediated
exercises, and computer based learning to provide exposure to a current and relevant body of
knowledge and real world situations.
8. Cheng and Ho (2001) discuss the importance of training and its impact on job performance:
While employee performance is one of the crucial measures emphasized by the top management,
employees are more concerned about their own productivity and are increasingly aware of the
accelerated obsolescence of knowledge and skills in their turbulent environment. As the
literature suggests, by effectively training and developing employees, they will become more
aligned for career growth— career potential enhances personal motivation.
TRAINING AND DEVELOPMENT METHODS:

A. On the job Training Methods
1. Job Instructions:
● It receives directly on the job , and so it is called “on the job “
training (OJT)
● It is used primarily to teach an employee how to do their current
job
● A trainer, supervisor, or coworker serves as the instructor
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● OJT Includes several steps

a. The trainee receives an overview of the job , its purpose,
and it’s desired outcomes, with an emphasis on the
relevance of the training.
b. trainer demonstrates the job to give the employee a model
to copy
c. Employee is allowed to mimic the trainer’s example
d. Demonstrates by trainer and practice by trainee are
repeated until the job is mastered
e. Employee performs the job without supervision.
2. Job Rotation:
● Job rotation involves moving employees to various positions in the
organization to expand their skills, knowledge and abilities.
● Benefits :
a. It is an excellent method for broadcasting an individual
exposure to company operations and for turning a
specialist.
b. Increase the individual experience.
c. Allows an employee to absorb new information
d. Reduce boredom
e. Stimulate the development of new ideas.
f. Provide opportunities for a more comprehensive and
reliable evaluation of the employee by supervisors.
3. Assistant to position:
● Assistant to positions allows employees with potentials to work
under and be coached by successful managers.
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● Working as staff assistants, performs many duties under watchful

eye of a supportive coach
● Benefits:
a. Employee experience a wide variety of management
activities.
b. Groomed for the duties of the next higher level position.
4.Committee assignments
● Committee assignments provide opportunities to an employee for
A. Decision making
B. Learning by watching others
C. Becoming more familiar with organizational members and
problems.
Temporary committee
A. Acts as taskforce to delve into a particular problem,
ascertain alternative solutions, and recommend solutions.
B. Temporary assignments can be interesting and rewarding to
the employee growth.
Permanent committee
A. Increase the employee exposure to other members of the
organizations.
B. Broders his/her understanding in every situation.
C. Provide an opportunity to grow and make
recommendations under the scrutiny of the other committee
members.
5. Apprenticeship and Coaching:
● Apprenticeship involves learning from a more experienced
employees.
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● It may be supplemented with off the job training.

● Assistantships and internships are similar to
apprenticeships because they use high levels of
participation by the trainee and have high transferability to
the job
● Coach attempts to provide a model for the trainee to copy.
● It is less formal than an apprenticeship program because
there are few formal classroom sessions.
● Coaching is handled by the supervisor or manager not HR
department.
● Manager or another professional plays the role of mentor,
give both skills and career advice.
B. Off the job Training methods:
1. Lecture Courses and Seminars:
● Traditional forms of instructions revolve around formal lecture
courses and seminars
● Helps the individuals acquire knowledge and develop their
conceptual and analytical abilities.
● Many organizations offer these in house, through outside vendors,
or both offered in a distance learning format.
● Feedback and participation can be improved when discussion is
permitted along with lecture process.
● Benefits: Relative economic method
2.Vestibules:
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● Learning task on the same equipment that one actually will use on the job
but in simulated work environment.
● Separate areas or vestibules are setup with equipment similar to that used
on the job
● This arrangement allows transference, repetitions, and participation.
● Benefits: Not disrupting normal operations.
3.Role Playing and Behavior modeling:
● Role playing is a device that trainees to assume different identities.
● It is used to diversity training to change attitudes and also helps to develop
the interpersonal skills.
● Behavior can be learned, modified and altered through this method where
individual is either matching or copying ot imitationg , through the
observations of some other individual.
● It is an observational learning technique.
● Learning takes place not through experience but through observing others
behavior.
● The recreations of the behavior may be videotaped so that the trainer and
the trainee can review and critique it.
● Trainer and trainee observe the positive and negative consequences; the
employee receives vicarious reinforcement that encourages the correct
behavior.
4. Simulation
● Simulation refers to any artificial environment that attempts to closely
mirror an actual condition.
● Learning a job actually performing the work
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● May include case studies/case analysis, experimental exercise /decision

games and role plays and group interactions and are intended to improve
decision making.
● It is similar to vestibules, except that the simulator more often provides
instantaneous feedback on performance.
● Benefits: Opportunities to attempt to create an environment similar to real
situations manager face, without the high costs for poor outcomes.
● Disadvantages: Difficult to duplicate the pressures and realities of actual
decision making on the job, Individuals often act differently in real
situations than do in simulated exercise.
5. Outdoor training:
● Outdoor training typically involves challenges, which teach trainees the
importance of teamwork and working together.
● It typically involves some major emotional and physical challenges.
● Purpose is to see how employees react to the difficulties that nature
present to them.
● Benefits: It reinforced the importance of working c

Table 1. Training and Development
Training and “ Place

development Method
“
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“Yes po, ang actually po uhm meron last

saturday and friday ah loan process and loan
documentation training po. So it is a additional
ah skills para sa mga marketing assistant po or
marketing officers po. So hindi lang yung sa
mga newly hired also kasi dapat quarterly may
mga trainings sila yun kang yung sample last
saturday yung nangyari.
“Yes, I actually have the last saturday and
friday ah loan process and loan documentation
training. So it is an additional ah skills for
marketing assistants or marketing officers. So
not only the newly hired ones because they
have to be quarterly with the trainings that
were the last saturday sample.”
“All are required naman kasi, required lahat so

nag dedepende nalang so kung anong klaseng
training mapoprovide sa kanila kasi for cashier
sa cash department different training yun
marketing department different training rin
pero required po sa amin na aaudit din kasi
kapag hindi sila magtraining J: Pero may
meron mga instances po ba na halimbawa yung
performance ng person na parang mahina so
parang kailangan siyang isend sa isang
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seminar/training HR: Ahh, performance, hindi

naman. Oo, hindi naman. Pero halimbawa sa
training kasi may exam kasi kung hindi naka
pasa uulit siya J: Ahh okay po so may exam
po pala yung training? HR: Yes po J: May iba
po ba kasi wala man exam, na parang
incentives parang additional points HR:
Actually the next time halimbawa nag training
kayo ngayon tapos nagtraining ulit ng same
topic hindi na siya ididiscuss ng ito yung
strategy hindi na siya ididiscuss na mag tratrain
mag aask question nalang kami kung ano yung
natutunan mo doon sa labas Parang may exam
part na rin siya
“All of them are required because they all
depend on what kind of training they can
provide for the cashier in the cash department
different training marketing marketing
different training but we are required to
audition as well if they do not work J: But are
there any instances where the person's
performance is so weak that he seems to need
to be assigned a seminar / training HR: Ahh,
performance, not really. Of course not. But for
example, because he has an exam because he
has not passed the exam J: Ahh is it okay to
have the exam? HR: Yes po J: Is there any
other because there are no exams, like
incentives like additional points HR: Actually
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the next time you practice now after repeating

the same topic he will not be disqualified by
this strategy he will not be disqualified to ask
you a question we asked what you learned out
there He seems to have an exam part”
No, kasi uhm kasi yung promotion kasi nag

babase siya sa longer long term experience or
exposure mo so meaning dapat you have
trainings and seminars ka na ma attendan.
Hindi lang siya long term exposure sa work mo
Also sa ininstill namin na trainings and
seminars before you will be promoted J: Pero
may mga times po kasi na parang for you to
parang na makuha mo po yung position na ini
aim mo kailangan mo pong umattend ng isang
seminar na pinapadala ka po ng head office sa
isang seminar kasi parang tataas po yung
position mo HR: Yes po J: May ganon po
yun? HR: May ganon po ahh sa mga ano yun
sa mga CPA license more on audit.
No, it's because promotion we based on your
longer term experience or exposure so that
means you have trainings and seminars to
attend. Not only does he have a long term
exposure to your work Also we plan trainings
and seminars before you will be promoted of a
seminar where the head office sends you to a
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seminar because it seems to increase your

position HR: Yes po J: Is that so? HR: There's
something like that on CPA licenses more on
audit.
None wala J: Pero penalties po para sa mga

HR: Hindi nag attend? J: Hindi nag attend
HR: Di na naman monitoring ko lang kung di
siya umattend today edi the next time isusulat
ko siya
None J: But how about the penalties HR: Who
does not attended HR:I'm not monitoring it

anymore if he doesn't pay today and next time
I'll write him
J: Like for example po uhm kasi

shinoshoulder nung company yung expenses sa
seminar so pano po siya namamanage kasi
baka po masyadong expensive for the company
and yung sa manpower naman po uhm
pwedeng yung maraming napadala doon sa
HR: Nawalan ng tao dito J: Opo HR: Okay
sige about sa expenses Hindi ko masyado
masagot to kasi sa head office po yun So ang
nangyayari lang sa akin I set the schedule sa
expenses hindi ko po hawak so di ko maisagot
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uhm next question is basta by schedule siya na

ako kasi gumagawa ng attendance so I just
make sure na mga tao sa branch and I ask the
advice of the manager kung okay ba tong tao
mag attend Kasi I ask the manager and the area
heads na muna bago ako magbigay ng final
list.
J: Like for example that the company shoulder
the expenses of the seminar so it was probably
because it was too expensive for the company
and the manpower was too much to send to
HR: Losing people here J: Yes HR: Okay about
the expenses I can't answer that much because

in my head office So that's just happening to
me I set the schedule for expenses I can't hold
so I can't answer uhm next question is just by
scheduling him that I work of attendance so I
just make sure people in the branch and I ask

the manager's advice if it's okay for people to
attend because I ask the manager and the area
heads first before I give the final list.
c. Recommendation
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TRANSCRIPTION
Interview
Company Profile
● When does the company started?
So it was started last 1995
● For how many years na nag operate?
It is already operating for 24 years
● Who is/are the pioneers of this company?
For the pioneer in this Bicol region, isa pa lang po si sir Elmer___
● Can you please share a brief history of the company?
So it was started last 1995 as Rural bank pa siya So 2005 ahh BSP Granted our Authority
to operate as Thrift bank so yan yung brief background ng Producers bank.
● As of today po how many branches does this company have?
Ahh 190 branches nationwide-nationwide Luzon, Visayas, and Mindanao existing na
Producers Bank
● Are there any plans to expand in the near future?
Yes, for Bicol region we are planning to expand sa Sorsogon kasi we have already 2
existing branches__________________________________.
-Mga 30 branches
● So what is the mission of the company?
Mission is is to give quality services sa depositors, sa borrowers, sa farmers kasi mostly
uhm yung target market naming is yung farmers, yung talaga yung heart ni Producers
bank diyan kami nag start so we are more focus on the farmers.
● What is the vision of the company?
So yung vision namin is to be the no.1 Partner Bank in entrepreneurs and farmers.
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● Yung company goals naman po ng company?

Uhm, same lang din po so in another-another goal is to be the no.1 stand alone thrifts
bank, so parang isa lang yung owner wala kami ka subsidiary banks so parang walang
kapartner (bank) so Producers bank no. 1 stand alone thrift bank.
● As of now po may ka partner po kayo?
Producers bank? wala no
Manpower Planning
● What is the estimated/exact number of employees on this branch?
On this branch po kasi separated kami sa bank office so sa branch sila 7 lang
● Do you think the present number of employees are enough to meet the demands of your
clients?
Yes, I think so
● Are there some instances wherein you received any complaints regarding work overload?
As of the moment wala
● If no, for you what do you think does the management can do to solve the issue if
ever magkaroon ng complains regarding work overload?
Ano lang yan ehh kasi management strategy lang yan tapos uhm kung pag fill up
ng manpower yung sa strategies namin
● How can you tell if the company needed an additional employee and want to hire them?
Kasi ano ehh we have the table of organization so as HR, ah inuupdate ko yun kung
kulang yung tao doon sa table of organization fifill up namin. Uhm kasi we have parang
naka set lang na number of employees per branch so we cannot exceed the number of
employees. So kung seven seven lang
● Does someone monitor the work performance of the employees and what actions do they
make to promote productivity in the workplace?
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So yes po we have performance evaluation po annually so yun pa yung nag momonitor

per individual performance po so there are uhm graded kumbaga or evaluated per
halimbawa sa marketing per budget per target uhm siguro halimbawa for example 10
million yung budget dapat maka abot yung so also and the attitude they are evaluated by
their attitude, uhm attendace so ganyan po annually po nangyayari po sa amin.
● Are there company policies and practices that promotes the importance that promotes the
importance of manpower planning in the company? If yes kindly share some of them.
Company policies and practices uhm head office po yung head office kasi namin parang
may meeting sila na parang reporting na mangyayari pwedeng monthly, pwedeng mid
year. So pag kami po kasama yung HR designated sa province kasi we have HR
designates na tatlo lang, ako first Luzon, isa sa Visayas, isa sa Mindanao. So sinesend
kami sa head office once a year. So parang nandoon yung importance ng work yung
pagmonit ah manpower planning. Doon na po yun nangyayari once a year.
● For you what is the importance of manpower planning in the company?
Uhmm.. syempre kung may manpower planning dito sa company yung growth ng
business is mataas, so doon tayo sa pataas hindi tayo yung sa pababa so lugi naman, yung
company kasi no.1 importance ng company yung tao hindi mag uhm hindi mangyayari
yung business na magrurun smoothly kung wala naman manpower. So also po uhm
syempre po dapat we need to be ready sa manpower planning kung mawalan tayo ng tao
may back up ka yun yung sa tingin ko dum sa sagot sa question
Recruitment Method
● How do you recruit possible employees for the company?
So pag recruit kasi namin is pwedeng siyang walk in or nag aattend ng job fair. Job fair
po from the schools po from the government. Depende po.
● Do you try to use social media platforms to show available job vacancies for the
company?
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Yes, (Jesse: so may sariling facebook po yung company?) also po opo, also po yung uhm
link website pala
● What do you think is more practical or effective today in terms of recruitment method?
In terms of recruitment method ano kasi kami I don’t know pero effective yung
traditional na na pag recruit kasi mostly today is ah people are using the social media eh
and then you have the links lang so parang mag aapply ka magbibigay kang link nandoon
na yun. Minsan hindi nag shoshow yung applicant so hindi namin makikita personally.
I’d rather go to the traditional na you will give me the resume and then magprepresent ka
and then I will talk to you. Hindi yung online. Yun yung preffered ng Producers bank.
● You tried joining some job fairs or college recruitment?
Yes
● If yes, what is the estimated number that you hired on the spot?
Hired on the spot none. Kasi we have the process po, so if may job fair po initial
interview lang. Uhm then pupunta po sila sa branch na by schedule na kasi for the
exams and then for the interview na sa area heads at managers po. So wala po
tayong on the job ay on the spot ah recruitment.
● Do you follow a process or flow on recruitment? If yes?
Iyon na yun, first is initial interview uhm exam, if you passed the exam sa manager
medyo maraming interview doon. So after the manager yung area ko na. Mga tatlong
interviews po yung dadaanan. Pero depende pa din ha pag manager-manager… Manager
position hindi lang yan yung ang inyong interview mo you will be also interviewed by
our head office staff po.
● Do you allow referrals when recruiting po? like nirerefer po siya ng?
Yes yes po
● Do you think it is fair to accept persons with connection within your company than those
who don’t?
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HR: ahh hindi ko siya ma ano J:Ah yung like po kasi uhm diba may connection ka sa
company like yung yung okay lang po ba sayo sa tingin niyo po fair po ba siya na may
connection siya sa company so baka mas mabilis yung pag hire sa kanya? HR: ahh
J:compare doon sa HR: ah meron kakilala? J: opo meron pong kakilala
Actually po we accept pero he/she will undergo the process, pero depende pa din kasi
hindi ibig sabihin na may kakilala siya, ipapasok na namin without-without
undergoingthe processes so lahat dapat mag undergo. Kasi depende saiyo kung baka
hindi mo mapasa yung exam eh. Hindi namin siya papasukin.
● Land Bank for example they are questioning first your relationship of an applicant to an
employee with the same surname or middle name before giving permission to take a
qualifying exam for the company. For your company do you have any policies or
practices in terms of hiring employees?
Yes po kasi for the same branch na may magka family and relatives hindi po pwede.
Baka irereaasign to other branch nalang magka relative po pero while isang ka relative na
nasa isang branch hindi po pwede iyon.
Selection
● Is selecting job for a position difficult?
Uhm depende sa ah uhm sa designation sa qualification uhm ang difficult part kasi siguro
is when we will be needing the CPA passers yung mahirap sa amin talaga. Also for the
accounting assistant position mahirap kasi for the teller kasi kahit anong course mo
pwede as long as okay ang attitude mo skill will be provided nalang by us so yun yung
difficult part.
● What are the factors or skills that you are looking in a best applicant?
- The factors or skills that should have in a best applicant is Communication skills.
Because Producers bank is more on marketing. Even a teller should experience
what marketing does.
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● What kind of test/interview they should undergo?

- The test that an applicant should undergo is a written test where in they are going
to make an essay and also, their are some multiple choice questions about basic
math. On the other hand, the interview process depends on the applicants
designation. The interview is more on general knowledge and basic questions. If
the applicant is applying for the position of accounting assistant, the questions are
more on information from accounting.
● How long will it take before someone sees his/her result test/interview?
Okay kasi kami po dito uhm dinadaan po sa head office to our chairman so maybe it will
take 2-3 weeks. Ah result of his/her test ahh lahat na yan 2-3 weeks or passed or if we’re
going to hire you. 2-3 weeks yan. Pero kung test lang mga 3 to 4 2-3 days mga ganon.
● How will you ensure that the person is really fit on the job?
Mahirap itong iquestion kasi uhm minsan kasi may hinihire kami na hindi talaga siya fit.
Ah before nafit siya but then nagstart na hindi pala. Total hindi ka naman magician na
malaman mo agad, meron kasing magaling magsalita pero on the actual work hindi na
siya. So we have this 6 months probationary period so diyan makikita if you he/she did
not passed the probationary period J: Tatanggalin na po? HR: Hindi naman tanggal J:
Parang notice? HR: Oo notice
● Are there some seminars/trainings given to newly hired applicants?
- Producers bank have this 3 in 1 seminar where in the newly hired applicant
should attend three kinds of seminar in one day: AMLA seminar, the anti-money
laundering act seminar and then the Infosec information security awareness.
● Is selecting the best applicants or having the employees part of the company’s goals,
mission, and vision?
Pwede po J: Parang yung ini aim po ng company na meron silang best na HR: Yes po
● What do you think is much more important: a responsible or intelligent employee on a
workplace?
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Responsible
Training and Development

● Do you offer some training and developments to your current employees? If yes, can
please cite some examples of it.
Yes po, ang actually po uhm meron last saturday and friday ah loan process and loan
documentation training po. So it is a additional ah skills para sa mga marketing assistant
po or marketing officers po. So hindi lang yung sa mga newly hired also kasi dapat
quarterly may mga trainings sila yun kang yung sample last saturday yung nangyari.
● Do you think it provides good benefits in terms of productivity and ethical behavior after
undergoing some of your trainings and seminars?
Yes po
● What factors do you consider in sending them to training and seminars?
All are required naman kasi, required lahat so nag dedepende nalang so kung anong
klaseng training mapoprovide sa kanila kasi for cashier sa cash department different
training yun marketing department different training rin pero required po sa amin na
aaudit din kasi kapag hindi sila magtraining J: Pero may meron mga instances po ba na
halimbawa yung performance ng person na parang mahina so parang kailangan siyang
isend sa isang seminar/training HR: Ahh, performance, hindi naman. Oo, hindi naman.
Pero halimbawa sa training kasi may exam kasi kung hindi naka pasa uulit siya J: Ahh
okay po so may exam po pala yung training? HR: Yes po J: May iba po ba kasi wala
man exam, na parang incentives parang additional points HR: Actually the next time
halimbawa nag training kayo ngayon tapos nagtraining ulit ng same topic hindi na siya
ididiscuss ng ito yung strategy hindi na siya ididiscuss na mag tratrain mag aask question
nalang kami kung ano yung natutunan mo doon sa labas Parang may exam part na rin
siya J: sige po
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● Can someone be promoted to a position without undergoing development training? If yes,

how? If no, why?
No, kasi uhm kasi yung promotion kasi nag babase siya sa longer long term experience or
exposure mo so meaning dapat you have trainings and seminars ka na ma attendan. Hindi
lang siya long term exposure sa work mo Also sa ininstill namin na trainings and
seminars before you will be promoted J: Pero may mga times po kasi na parang for you
to parang na makuha mo po yung position na ini aim mo kailangan mo pong umattend ng
isang seminar na pinapadala ka po ng head office sa isang seminar kasi parang tataas po
yung position mo HR: Yes po J: May ganon po yun? HR: May ganon po ahh sa mga
ano yun sa mga CPA license more on audit.
● Is it a requirement to attend the company seminars and trainings?
Yes po
● Do you give some incentives to those who attend and penalties to those who do not?
None wala J: Pero penalties po para sa mga HR: Hindi nag attend? J: Hindi nag attend
HR: Di na naman monitoring ko lang kung di siya umattend today edi the next time
isusulat ko siya
● How does the company manages the expenses for the seminars and trainings in the
manpower available to receive the workload of those who are not around?
J: Like for example po uhm kasi shinoshoulder nung company yung expenses sa seminar
so pano po siya namamanage kasi baka po masyadong expensive for the company and
yung sa manpower naman po uhm pwedeng yung maraming napadala doon sa HR:
Nawalan ng tao dito J: Opo HR: Okay sige about sa expenses Hindi ko masyado
masagot to kasi sa head office po yun So ang nangyayari lang sa akin I set the schedule
sa expenses hindi ko po hawak so di ko maisagot uhm next question is basta by schedule
siya na ako kasi gumagawa ng attendance so I just make sure na mga tao sa branch and I
ask the advice of the manager kung okay ba tong tao mag attend Kasi I ask the manager
and the area heads na muna bago ako magbigay ng final list.
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BIBLIOGRAPHY
Reference List:
Company Profile. (2016). Retrieved from https://www.producersbank.com.ph/company-profile/
LaMarco, N. (2018, August 31). Manpower Planning and Development Process. Small Business
- Chron.com. Retrieved from
http://smallbusiness.crin.com/manpower-planning-development-process-14690.html
Zigu. (n.d.). Manpower Planning Definition: Human Resources (HR) Dictionary. Retrieved from
https://www.mbaskool.com/business-concepts/human-resources-hr-terms/4417-manpower-plann
ing.html
MSG Management Study Guide. (n.d.). Retrieved from
https://www.managementstudyguide.com/manpower-planning.htm
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APPENDICES
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ATENEO DE NAGA UNIVERSITY

Moreover, Human Resource Management deals with issues related to compensation,

Human Resource Management in Naga City, Camarines Sur establishes a sound

II. Background and History

Collectively, having the proper workforce can assist the organization to

2. Forecasting for the future: with constant changes in business requirements,

b. Company Policies and Practices

Problem/Topic Responses Theme/s

(We have a table of organization, so as a Human ● Number of

“So yes po, we have performance evaluation po Annual Performance

“... kung may manpower planning dito sa company

(... if there is manpower planning in the company,

SHORT SUMMARY OF THE CONTENT

b. Company Policies and Practices

Problem/Topic Responses Theme/s

Job applicants “So pagrecruit kasi namin is pwedeng siyang Applicants

“Iyon na yun, first is initial interview uhm exam, Process

din ha pag manager-manager… Manager position Managerial position

“Actually po we accept pero he or she will Fairness

SHORT SUMMARY OF THE CONTENT

packaged in a human being—is an attempt to get a “fit” between what the

Essays, UK. (November 2018). Recruitment and Selection Process. Retrieved

Recruitment and Selection Process. (n.d.). Retrieved from

Essays, UK. (November 2018). Literature Review: Recruitment and Selection

b. Company Policies and Practices

Problem/Topic Responses Theme/s

Selection Method “... Uhm depende sa ah uhm sa designation sa

“...Communication skills oo kasi yun yung

bank kasi is more on marketing so kahit teller

“...So yung test kasi is yung written nang meron

about _____ because I'm not sure. So if your

“...Okay kasi kami po dito uhm dinadaan po sa

“...Mahirap itong iquestion kasi uhm minsan

‘HR: Hindi naman tanggal’ ‘J: Parang notice?’

VI. Training and Development

According to Edwin B Flippo, “Training is the act of increasing knowledge and

Individual Objectives – These objectives are helpful to employees in achieving

Organizational Objectives – Organizational objectives assists the organization

Functional Objectives – Functional objectives are maintaining the department’s

Social Objectives – Social objectives ensures that the organization is ethically

• To prepare the employees for higher level tasks.

TYPES OF TRAINING AND DEVELOPMENT PROGRAMS WHICH

On- the -Job Training Off –the- Job Training

➢ Job Instructions ➢ Programmed Instructions

- Audio- visual Method

STAGES OF TRAINING AND DEVELOPMENT PROGRAMS

a. Assessment of training and development programs needs.

Stages in Training and Development Programs

Stage 1 Stage 2 Stage 3 Stage 4

a.​Assessment of a.​Designing of a.​Implementation Evaluations of

TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT METHODS:

● OJT Includes several steps

● Working as staff assistants, performs many duties under watchful

● It may be supplemented with off the job training.

● May include case studies/case analysis, experimental exercise /decision

b. Company Policies and Practices

Problem/Topic Responses Theme/s

Training and “ Place

“Yes po, ang actually po uhm meron last

“All are required naman kasi, required lahat so

seminar/training HR: Ahh, performance, hindi

the next time you practice now after repeating

a.Assessment of a.Designing of a.Implementation Evaluations of

Company Profile. (2016). Retrieved from https://www.producersbank.com.ph/company-profile/