Voice 1

Q1

Can you describe selection and placement procedure in your organization

Like other companies ang first line of defense is the recruitment and placement ang philosophy ng
company to hire as much as possible the newly grad. Eto mga tao na hindi pa corrupted at fresh idea
Bago kaya kaya idealistic that’s what we need in the company and the country to grow. Kasi pag walang
magbibigay ng pagkakataon sa inyo, mga fresh grad, how will you gain experience diba when you apply
usually the nag iinterview sa inyo ask “what is your experience?” they will get you base on your
experience, when you can’t get in here how will you get it? Especially mga engineers our company is a
proj. management company we are in the construction industry, mga kinukuha namin mga fresh grads.
Kasi un ang advocacy ng comp, we don’t select them from a big time schools, we cather mostly sa mga
state universities, we got school of preferences which is MAPUA and UST, the problem with tech
students they don’t give focus on non-technical or non math subjects kaya mahina kayo sa English,

So gave them interview and entertain OJT, ditto palang sa ojt nila we gave them specific assignment
after graduating they are already capable so we expect them to come back to us that is our recruitment
plan, we join job fairs sa school, we had once step higher than job fairs, we planning to have more
projects, we will try to accommodate people with experience, pero hindi kami nalihis sa advocacy
naming na mga fresh grads for experience, the thing is madami proj sa ph pero nasan mga tao, nasa
ibang bansa, how can you support infra if theres no skilled people we join the job caravan of the pres.

We they come in they give resume, we have hr assistant to check qualification nila forcriteria we set for
the position that is open they are the first line of defense titignan nila kung magmamatch ung mga
papers na narecieve naming from them we they are called for interview sila ung initial interview
tinitignan nila ung orig at photocopy, meron kasi talagang mga entrep at applicants ung grumaduate sa
gantong paaralan pero wala palang gantong paaralan.. meron din nag papasa ng transcript galling sa
rector. We live for Passion, Commitment Integrity and Quality. kapag ang app. Paper ay deceiving how
can you expect na the applicant will delivered the best, the HR people/assistants sila ung nag checheck
nun before the applicant will be called again for another interview and psychological exam meron syang
process we ask them to bring the paper and come here for interview and HR will check kung authentic
ba or photocopy and susunod we will sched upon interview within tech person. When you say panel it
supposed to be minimum of 3, we have the people from specific department to panel

In a position there should be 3-5 candidates to choose from, before interview tapos na sila mag
psychological exam, to further validate kung kaya ng applicant mag blend sa company or para Makita
kung meron syang problema at kung meron syang pangarap, meron tanong doon na ano balak nya or
ano makikita nya. Meron kasing mga applicant na ang gusto lang is magkaroon ng trabaho,

You have to look for life after getting the job so yun. Mahirap kumuha ng applicant kung ang pangarap
lang ay sweldo hindi un magiging masaya kasi hangang doon lang, wala nga progress doon, atleast 5yrs
from now may kotse na ako yun chinecheck naming un, kung meron syang problema kung meron syang
fears ang construction kasi minsan dib a nag iinspect yan pumupunta sa building building na d pa gawa.

Alam nyo ung alimac? Ung elevator sa labas ng building na parang cage kapag may fear of height paano
sya yun yun chinecheck naming un, pwede naming syang kunin pero wag mo syang iposition sa high
raise na building kasi meron syang ano or paano mo sya matutulungan paano nya macope ung fear. Pati
ung blending ng tao sa company, yung personality dapat mag blend sa man power kahit sobrang galing
ng bata pero kung d naman sya mag blend hindi naming sya makukuha, after the panel meron kaming
HR I don’t do the interview I do interpretation ng exam kung meron request na further interview
gagawin ko un, ang part ko sa recruitment is to check and interpret the exam and balance ng tao

Tapos si mam jean na ung hr consultant naming psychological din ang tinitignan behavior…

After the meron job offer we present our findings sa board.. sa head naming si Mr. castro

Kami naman ung tatanong nya,, kung ok na sa kanya he do the final interview he will give the job offer
pag nag agree ung applicant tsaka papaadvice ni mr castro next will be verification interview after nun
pag nag meet na contract signing

Pag nasa company na iindorse na sya kay rose… si rose ung bahala mag bigay ng orientation

2 parts ung orientation naming 1 part corporate does where hr assistant, he will gave the background
policies and do’s and don’ts 2nd part is procedural isasama ung empleyado sa project kung san iaassign .
endorse sa psych leader head sa project.

Another part ng orientation is values formation program eto ung inintroduce ng mas malalim ung
company dinidiscuss ung history ng company describe the projects the people involve there, tapos
mission vision ng company tapos corporate values ng company

Q2

Training and development

With Training and development assumption naming dito 0 knowledge kahit meron ka nang experience
iba padin ung management ng company namin we have the sp way sa project management isang
malaking program na subdivided meron kaming basic 101 this are skills training eto ung core
competencies ng company as a project manager dapat magaling ka mag sched magaling ka
magplanning. Proceeding diagram ano hindi mo magagawa yung next activity habang d mo pa tapos
tong current activity mo dapat as project manager dapat ang skills mo dapat nandoon sa core
competencies. Pag sinabi mong core competencies dapat lahat ng tao alam mo yon kasi hindi ka
magiging part ng company pag d ka marunong nun. Hindi ako technical na tao pero on my own
precedens diagram from hr activities or training activities ang planning and scheduling hindi lang pang
technical na tao kasama din ang non technical kasi lahat ng activities mo para sa trabaho mo
makakagawa ka ng ganon kasi controlado mo ang time kasi sa isang project kalian matatapos? Ano ang
mga resources para matapos? Lahat ng yan kasama sa basic 101

Meron din kaming 101 pertrade for example eng ka paano mag inspect ng isang pag may buhos or
concreting, alam mo dapat ano ang una. Example kung ang trade mo is electrical mga CE lang ang
participants, the same program will also given sa mga hindi electrical. Sa project hindi lang isang
engineer dapat nag kakaintindihan sila ng ibang trades, sa project either maluwag or mataas hindi kayo
magi inspect sa iisang lugar dapat ung basic ng trade na yun ay alam mo. Kaya we teach the non trade
doon sa mga trade na d nila alam. Nakuha nyo?

How about do you experience problem po mam?

Happily wala naman. Example ung mga basic hindi mo yan nakakalimutan pero meron pagkakataon sa
dami ng ginagawa mo or iba na ginagawa mo napupunta sa likod. So kailangan mo lang muna ng
refresher… Cut Muna