Doc.

Code : PM-AAS-01
Rev. No. : 3
PROCEDURES MANUAL Eff. Date :
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TITLE:
HIRING AND RECRUITMENT

COVER, REVISION HISTORY AND APPROVAL PAGE

Revision No. Brief Description of Change Effectivity Date
0

Name Signature
Originated by:

Admin Head/ QMR

Revised by:
HR Personnel

Reviewed by:

Operations Manager

Administrative Head/ QMR

Project Manager

Approved by:
General Manager
Date Approved

Distribution List
General Manager Project Manager Purchasing Officer
Operations Manager Administrative Head Quality Control
Motor Pool
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TITLE:
HIRING AND RECRUITMENT

1.0 PURPOSE

To select and recruit employees / workers who will meet the standard of company
requirements on qualification, attitudes, personality, character and education.

2.0 SCOPE

All new entry-level employees and project workers who wish to apply for a posted job
vacancy in the company.

3.0 REFERENCES

3.1 GMMRI Quality Manual

3.2 GMMRI Procedures Manual
3.3 Company Personnel Policies and Procedure
3.4 PM-AAS-02, Training and Development
3.5 PM-AAS-06, Performance Appraisal

4.0 GENERAL REQUIREMENTS

4.1. Definitions

4.1.1. Hiring – refers to the process of selecting applicants on the basis of attitude,
experience, education, health and ability, willingness to work irrespective of
religion, ancestry, sex and political beliefs.

4.1.2. Preliminary Interview – a face-to-face exchange of information between a job

applicant and HR staff/representative in order to develop qualitative
information about the applicant’s suitability for employment.

4.1.3. Application Form – refers to form used by the company to gather and record
information and data about a job applicant’s qualification, education and work
experience.

4.1.4. Manpower Requisition – refers to request given to Admin by Project Manager

or Department Manager of their manpower needs and requirements.

4.1.5. Job Posting – refers to specific job vacancy posted at Company’s Bulletin
Board.

4.1.6. Final Interview – an interview undertaken by General Manager after

prospective applicant had successfully passed preliminary interview conducted
by Personnel Officer and Admin Head if the nature of manpower request calls
for it.
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4.1.7. Induction – refers to the education and orientation of recently hired

employee/workers which focuses on basic information about hours of work,
pay, time card, location of lockers, washroom, safety rules, it also includes an
introduction to the co-workers and assignments.

4.1.8. Applicant – refers to the person who applies for a particular position posted in
the assigned Company Bulletin Board for Job Posting or open positions for
construction jobs

4.2. Abbreviations

4.2.1. GM – General Manager

4.2.2. AH –Administrative Head

4.2.3. PM – Project Manager

4.2.4. JP – Job posting

4.2.5. MRF – Manpower Requisition form

4.2.6. AF – Application Form

4.2.7. PI – Preliminary Interview

4.2.8. FI – Final Interview

4.3. Equipment and Materials

4.3.1. Manpower Requisition Form

4.3.2. Application form

4.3.3. Bulletin Board

4.3.4. Telephone/ Cellphone

4.3.5. Computer

4.3.6. Folders
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5.0. PROCEDURES INSTRUCTION

Outline:

5.1. Manpower Requisition

5.2. Job Posting

5.3. Screening of Applicant

5.4. Preliminary Interview

5.5. Final Interview

Details

5.1. Manpower Requisition

5.1.1. All hiring must be supported with duly approved MRF.

5.1.2. The concerned Head/Manager initiates request thru MRF. Accomplished MRF
is forwarded to Personnel office.

5.1.3. The form is forwarded to the Administrative Head for endorsement or non -
endorsement of the requisition.
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5.1.4. Upon receipt of the requisition, the Administrative Head refers to the Project
Manpower Plan or Organizational Chart to check if manpower being
requisitioned is within the approved plan.

5.1.5. If the Administrative Head finds the requisition valid, endorses validity of the
requisition by affixing his/her signature in the space provided in the MRF. The
form is then forwarded back to Personnel Officer for processing and final
approval by the General Manager.

5.1.6. If approved, Personnel Officer immediately starts sourcing and recruitment

with the following lead-time for the following position.

 Non-Skilled workers – 20 days

 Semi-Skilled workers/employees – 30 days
 Skilled workers/employees – 50 days
 Highly Skilled workers/employees – 60 days
 Managerial employees – 90 days

Note: For Construction workers, sourcing should be at the nearest LGU or

Barangays

5.2. Job Posting

5.2.1. Job Openings above the entry level shall be posted on the Main Entrance/
Bulletin Board to give company employees/workers the opportunity to apply for
job vacancies before outside recruitment is utilized.

5.2.2. Probationary workers/employees are also eligible to apply for a posted

vacancy.

5.2.3. Worker/Employee willing to apply for a posted job vacancy must first secure
for an Application Form from Personnel office. The accomplished form should
have notation of his/her immediate Department Head/Supervisor.

5.2.4. The Application form is then forwarded to HRD from the time the job opening
was posted.

5.2.5. All internal job applications will be made in consultation with the Department
Head/Manager concerned and Admin. Selection will be made based on the
following factors:
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a. Employee’s seniority
b. Ability to perform the work with a normal period of training as
determined by the employee’s education, experience and past
performance.
c. Employee’s health and general physical fitness.
d. All other factors in the manpower specification for the job.

5.3. Screening

5.3.1 After job posting, Security Officer/Duty guards are instructed to receive AF of
prospective applicants with the following guidelines/instructions.

a. Applicants must be 19 years old and above

b. High School graduate (minimum educational requirement for batch
plant or construction worker)
c. College graduate (requirement for Staff and Technical position)
d. No tattoo marks on any part of the body
e. With good moral character

5.3.2. After screening, applicants who do not meet the standards set by the company
are to be advised immediately.

5.4. Preliminary Interview

5.4.1. All qualified and successful applicants are then endorsed to the office of
Admin Head for PI. HR Staff or Personnel Officer undertakes the preliminary
interview.

5.4.2. If applicants are for technical, staff and managerial positions, they are first
endorsed to the office of the requisitioning Department Head/Manager for final
selection of the most suitable candidate among those who are qualified.

5.5. Final Interview

5.5.1. All qualified applicant are then endorsed to the office of the Admin Head for
final interview.

5.5.2. After Final Interview, applicants are advised to call HR office on a particular
date, wherein, they will be informed if they pass the interview.

5.5.3. Applicants who passed the Final Interview shall then be advised to return for
induction or orientation/training.

5.5.4. After the induction or orientation/training, they are now ready for job
placement.
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6.0. QUALITY RECORDS / APPENDICES

6.1 Accomplished Application Forms

6.2. Approved Manpower Requisition Forms
6.3. 201 File credentials of Applicant
6.4. Accomplished Induction records