HUMAN RESOURCE MANAGEMENT

POLICIES and PROCEDURES MANUAL

POLICY GUIDELINES as of 15 August 2013

I.A. Talent Acquisition & Development: EXTERNAL HIRING Page 1 of 2

1. External Hiring shall mean sourcing and hiring candidates from outside of the Discovery properties
as follows:

a. Advertisement
b. Job Fair/Campus Recruitment
c. Walk-in
d. Referrals
e. Special Sourcing including through the use of social media

2. All resumes received by HR shall initially be pre-screened by the HR Officers and/or Associates to
identify the potential candidates for available positions. Those who are not selected shall
immediately be informed through email or postal mail.

3. Potential candidates shall undergo testing at designated times except in cases where testing is
waived by the HR Manager. Immediately after the first set of examinations are administered, the
results shall be checked and scored. The testing result slips shall be distributed to all the examinees
after which only those qualified shall remain to take the second set of examinations.

4. HR shall have the option of interviewing the candidates or forwarding the papers to the Requesting
Units for their evaluation. Monitoring of the application status of all candidates shall always be the
responsibility of the HR.

5. Upon acceptance of the Requesting Unit, qualified applicants shall undergo salary negotiation to be
conducted by HR. Once an agreement has been reached, the applicant shall be required to
undergo medical examination to be conducted by an accredited clinic or hospital of Discovery.

6. The accepted applicants shall also be require d to submit the following requirements:

a. Pre-Employment

b. Upon hiring

7. The applicant’s papers shall also be forwarded to the Security Department or to the accredited
Security Agency for background investigation.

8. Qualified applicants who were certified to be physically fit and have no derogatory record/s shall
then be requested to sign a Contract stipulating all agreements and conditions of his/her
employment with the Discovery. Otherwise, the applicant shall be sent a Regret Letter informing
him/her of the application results.
 HUMAN RESOURCE MANAGEMENT
POLICIES and PROCEDURES MANUAL

POLICY GUIDELINES as of 15 August 2013

I.A. Talent Acquisition & Development: EXTERNAL HIRING Page 2 of 2

9. Upon signing of the Contract, the reporting date for work of the newly-hired employee shall then
be scheduled. All departments and other units shall then be advised of the schedule for reporting
of the new employee.

10. Any of the following may be grounds for the withdrawal of offer made to an applicant or
termination/dismissal of an employee under probationary status:

a. Misinterpretation, concealments or omission of material facts which tends to mislead;

b. Qualifications for the position are not met;
c. Failure to satisfactorily perform the responsibilities and duties required of the employee’s
position;
d. Medical results found to have communicable disease of applicant or unfitness to work;
e. Derogatory findings with previous employer.

11. Staff employees maybe hired either as regular or probationary employees depending on their rank
and qualifications. The probationary period is not less than three (3) nor more than six (6)
continuous calendar months after which the performance of the employee shall be evaluated for
regularization.

12. HR shall be responsible for the following:

a. Consolidating Pre-Employment Required Documents of the Applicant

b. Safekeeping of the Employee 201 Files