S T P R A C T IC ES IN T H E

HR BE
NEW N O RM A L
AU CADAY, HR DIRECTOR
TIM HORTONS PHILIPPINES

OCTOBER 23, 2021

HR BEST PRACTICES IN TALENT ACQUISITION

• Enhancing and adopting interviewing techniques, assessments and predictive

analytics to deliver a data-driven recruitment processes based on prevailing
information and technology tools and platforms.
1. ONLINE APPLICATION FORMALITIES
Digitalizing manual forms and hard copies, including storing, retrieving, credentialing and quick
referencing of application-related documents that minimizes or eliminates face-to-face or official physical
HR appointments
2. VIRTUAL during pre-screening stages
INTERVIEWS
- the primary benefit of holding a virtual interview during this time is to prevent the spread of covid-19 and
to keep yourself, your employees and potential candidates safe. holding virtual interviews can help
candidates feel more comfortable, allowing them to offer more natural answers and it require much less
preparation for both the interviewee and the interviewer over in-person interviews.
 3. REAL-TIME ONLINE ASSESSMENT (EXAMINATIONS)
One of the desirable benefits of an online examination system is that it reduces the time invested in
overseeing the entire examination process. an online exam provides flexibility and security to the
examination process. once all the questions are uploaded in the system, the system can shuffle and give
questions in different orders to different applicants. This minimizes the chance of cheating. More
importantly,
4. VIRTUAL JOB results
OFFER are calculated instantly and accurately and it dramatically reduces logistical costs.

- like the impact of the pandemic, the hr’s move to virtual meetings will change our working lives forever
because there is less waffle, more decision making. most importantly, focused potential jobseekers regardless
of size or quantity, feel a much greater sense of equality of experience amongst meeting attendees. not to
mention, punctuality is absolutely perfect. thus, the advantages of such set-up are an added value to this
stage itself aside from being purveyor of good news.
5. VIRTUAL ON-BOARDING
The beauty of a virtual on-boarding is that it no longer matters where you are physically located.
onboarding your new employee helps him/her part of the organization. a welcome letter is no longer the
only preferable mode. under the old practice, both the HR professional and the new hire start to look up the
cost of travel, venue reservations and time availability reconciliation. with virtual on-boarding, all of that is
removed. the newly-hired employee’s integration via this platform has increased inclusivity and
productivity; it also gives an ‘in-person’ feel and ease of sharing by using the platform’s full functionality
in each attendees comfy/relaxed environment.
6. HR shared e-check (email employment verification]
- an electronic confidential verification between and among F&B HR circles [HR shared employee
database] in conducting background and reference details of a prospective employee supported by the
candidate’s background authorization form which s/he has consented into pursuant to the data privacy law.
- in terms of conducting employment and academic background or reference checks
7. DIGITAL COLLABORATION [PRE-HIRING, TRAINING AND DEPLOYMENT]

-fast and seamless coordination: colleagues can work together across territories and physical distances.
-reduced travel costs: no official business trips, accommodation, or food expenses for companies.
-flexibility: scheduling is easier, since people can work from anywhere at any time.
HR Best Practices in TOTAL REWARDS SYSTEM [COMPENSATION & BENEFITS]

1. EMPLOYEE HEALTH AND WELLNESS SERVICES

- Promotes good health and provides medical services, clinic assistance, counseling to employees,
including pre-employment screening for candidates for hiring and COVID-19 specific action plan. It is
also responsible for creating and maintaining wellness, health and fitness status and promoting
Occupational Safety and Health (OSH) in the workplace.
 o establish a response team [circle of first aiders and onsite safety officers]
o ensure 24/7 presence, intervention and check-up of a licensed doctor [company physician under people department]
o include HR on the response team [people department as first responder thru clinic / hospitalization heads-up and the
issuance of a digital letter of authority]
o drive and manage complete vaccination [employee vaccination drives]
o ensure that employees are taking highest importance on personal hygiene and work area safety [PPEs are company-provided
and replenished]
o providing employees transportation and free meal
o check your employees’ mental health regularly [annual physical examination and/or renewal of occupational and health
permits]
o employ holistic wellness and safety initiatives [mandatory home quarantine protocol and branch disinfecting procedures]
o HR pro-active assistance and aid for the concerned employee’s filing for financial relief [SS and EC sickness notification
digital form and claim]
o supporting employee’s need for further health recovery by granting unlimited leaves even if sick or vacation leaves have been
exhausted [leave with official permission – LWOP] = a flexible grant beyond the conditions allowable under company policies
and procedures]
o up-to-date and consistent correspondence to all employees updating them on compulsory safety and health management system
and on current medical bulletins [covid 19 / quarantine status advisory]

 
3. FLEXIBLE WORK ARRANGEMENT
- adoption of flexible work arrangements to guide operations and corporate workforce of an acceptable work
schedules and in facilitating remote work strategies, as a measure against the adverse impact of the global
pandemic

o work-from-home set up for support and administrative staff with equally productive manhours and
measurable deliverables in harmony with their work-personal life balance
o compressed work week set up for store managers in order to fully maximize their stay for straight
working days and to be compensated with not less than 2 consecutive rest days without an extra cost
against the management for overtime claim and to the benefit of the employee for a free working off.
o other flexible arrangement for team members by granting them a request rest day even if it exceeds
more than such number of days prescribed for working days or day off based on the requirements of
operations or the exigency of the business.

 
HR BEST PRACTICES IN TALENT MANAGEMENT

IN TERMS OF THE ORGANIZATIONAL STRUCTURE AND TABLE OF ORGANIZATION

- establishing and processing payroll, salary and benefits based on role, performance and rank or
hierarchy, succession plans, nature of deliverables and KPIs such as defining and evaluating the
knowledge and skills that are necessary to perform the job and establishes the job's duties,
responsibilities, tasks and level of authority within the organization's job hierarchy.

1. ORG REVIEW EVERY NEW EMPLOYEES ORIENTATION

- a temporary perusal into the company’s functional areas and looking at its business's structure and
organizational chart, analyzing its processes and procedures, and reconciling with the current
organization’s financial data and then making recommendations based on those findings due to the
adverse impact of the global pandemic
HR BEST PRACTICES IN TRAINING & LEARNING DEVELOPMENT

1. VIRTUAL INHOUSE TRAINING SESSIONS

- providing continuous professional development for employees to keep employee skills and
exposure such as training new employees such as train-the-interviewer, trial run for Tim hortons
careers online assessments from the current workforce and such other skill related upgrades