HUMAN RESOURCE PROCESS &

PRACTICES IN THE PHILIPPINES:

THE SELECTION PROCESS

TIFFANY CRIS O. GARCIA

 Human Resource Policies are the formal rules and
guidelines that a certain organization put into place to
hire, train, assess, and reward the members of their
workforce.

Human Resource Policies can serve to preempt

many misunderstandings between employees and
employers about their rights and obligations in the
business place.

WHAT IS HUMAN RESOURCE POLICIES?

 The purpose of this policy is to outline the process
used in recruiting, selecting and appointing persons to
positions in the classified division.

This policy applies to all employees who are

responsible for or involved in selection and hiring on
behalf of the Agency/Organization.

HUMAN RESOURCE POLICIES:

PURPOSE AND APPLICATION
 The selection process in the civil service is based upon a set
of guiding principles.

• Staffing decisions are to be made based on the merit

principle of qualifications, relative ability, knowledge and
skills.
• Objectivity, fairness and consistency guide all selection
activity.
• Confidentiality must be maintained by staff involved in the
selection process.

SELECTION PROCESS
 A.PRE-POSTING

B. PRE-INTERVIEW

C. SELECTION

D. POST INTERVIEW (APPOINTMENT)

SELECTION PROCESS: 4 STAGES

 The Department/Agency submits a request to the Public
Service Commission to fill the vacant position.

• Proper Departmental authorization to fill the vacancy

• An updated position (signed by the Head)
• Minimum qualifications required to perform the duties of
the position

All job postings open to the public are advertised for a

minimum of 14 calendar days.

A. PRE-POSTING
 A selection board is established normally consisting of a
supervisor of the position being filled, and an individual who
has a good knowledge of the responsibilities of the position
being filled.

Selection board members are to have training and/or

experience in the staffing process within the government and
should be individuals who are respected in their field, are
objective, recognize the importance of the staffing process and
are committed to following a fair process.

B. PRE-INTERVIEW (SCREENING)
 Selection Board duties during the screening process

• Reviews, signs and dates Selection Board Declaration forms.

• Establishes rating criteria
• Develops questions/testing for interview/selection process.
• Screens applications for eligibility and qualifications.
• Sets up interview/testing times.

B. PRE-INTERVIEW (SCREENING)
• The selection board conducts interviews and/or testing with
the qualified applicants.
• The selection board scores and ranks the applicants.
• The staffing consultant checks the information obtained in a
references if it is related to the ability and suitability of the
applicant to perform in the position applied for. Reference
are usually done with Supervisor/Managers of an
applicant’s current and/or previous employment
performance.

C. SELECTION
• Once the evaluation and referencing of applicants is
complete, an employment list is created, listing the
applicants in order of merit.
• The top candidate, based on merit, is appointed to the
position.
• After the candidate has successfully passed all written tests,
interviews and medical examination, the employee is sent or
emailed an appointment letter, confirming his selection the
job. 

D. POST INTERVIEW (APPOINTMENT)