Human Resource

Planning
Human Resource
Planning
Human Resource is the ongoing process of
systematic planning to achieve optimum use of an
organization's most valuable asset-its human
resources. The objective of human resource (HR)
planning is to ensure the best fit between
employees and jobs, while avoiding manpower
shortages or surpluses. The four key elements of the
HR planning process are forecasting future HR
requirements, analyzing future HR availabilities,
reconcile requirements and availabilities that is,
determining gaps (shortages and surpluses)
between the two and develop action plans to close
the projected gaps.
 Human 01.
Input:
Labor Requirements

Resource
Labor Availabilities

Planning
02.
Process:
Forecast Labor requirements
Human resource planning is also focus on process Analyze Labor availabilities
whereby organizations determine the staffing support Determine Gaps
they will need to meet business needs and customer
demands. There are a variety of considerations that
impact this planning which includes impending
retirements and transitions, the availability of

03.
employees with certain skills sets and changes in the Output:
environment that may require training for existing Develop
employees. (Human Capital Management Solution Get Action Plan
360° View-Employee Life)
Need for
Planning
Human resource planning is important and ongoing
because of both internal and external environmental
changes. Internally, businesses are impacted by
turnover and retirements. Externally, they are
impacted by changes in technology, changes in the
economy, and changes in the industry and consumer
demand that may require skills that do not currently
exist within the company. All of these impacts have
an effect on the type and numbers of employees
that are needed for the business to remain
successful.
 Phases of
Planning
There are four broad phases involved in planning for human resource needs. First, gathering and
analyzing information about expected demand based on the business's future plans and the
supply and availability of staff, internally and externally, to meet these demands. Second,
companies must identify their specific human resource objectives, which can involve decisions
related to whether candidates will be promoted from within or hired externally, whether work will
be outsourced or done by employees on staff, and whether the company prefers to staff for
excess capacity or take a streamlined approach to staffing. The third phase of planning involves
designing and implementing programs that are aligned with the company's objectives. These
programs will include benefit programs to satisfy employee needs and impact the ability to retain
staff, as well as training programs to ensure that staff are prepared to meet current and future
demands. Finally, the fourth phase of planning will involve monitoring and evaluating the
effectiveness of the human resource plan and making changes as appropriate.
Forecasting
Demand
An important, yet challenging, element of human
resource planning is forecasting demand for certain
types of skills and positions. For instance, in the
early 21st century, Internet and social media skills
were in increasing demand. In the health care
industry. nursing has long been an area of high
demand. Each industry is different and each is
impacted by different factors. Staying on top of
industry, regulatory, governmental and economic
changes can help businesses improve their success
at forecasting demand for employees and building
the human resource plan.
Succession
Planning
Succession planning is the process whereby
company leaders and HR professionals identify key
positions within the company and develop plans to
fill those positions either with internal or external
staff. Succession planning is closely tied to
leadership development, which is the process of
providing training and on-the- job experiences to
prepare internal stail to step into positions that may
become vacant. Succession planning is a key
element of human resource planning
 01.
Function should include any task

Future
category that is necessary to
your organization's operations.

The late 20th and early 21st century saw a number of shifts that

02.
suggest changes in the nature of work in the future. These include
Hours/week should include an
the growing use of contingent workers (people who are hired, as
approximate range of the hours
needed, to perform specific tasks, but are not employed by the
that task requires. You may wish
company), the use of virtual workers (those who may or may not
to include a range for some tasks.
work for the company but who are not physically located on the
If a task is specific to a certain
company's premises), and the growing impact of technology on the
time of the year, then make a
need for certain types of employees, which causes increased need
note of the number of hours over
in some areas and declined need in others.
what period.
 Coreworkforce
The core workforce is a critical component of any business and a
essential part of any organization, offering both benefits and
challenges.

Advantages of a Core Workforce:

1. Stability and Continuity: Core workers provide a stable
foundation and ensure the smooth running of crucial business
operations.

2. Skill and Knowledge: These employees often possess specialized

skills and in-depth knowledge that are vital to the business.

3. Employee Loyalty: Core workers tend to be more committed and

loyal to the company, which can lead to higher productivity and
success.
Disadvantages of a Core Workforce:
1. Lack of Flexibility: The continuous nature of core workers can
limit staffing flexibility, potentially making it challenging for the
organization to adapt to changing market conditions.

2. Dependence: The organization might become overly reliant on its

core workers, leading to potential disruption if these employees
leave.

3. Cost: Maintaining a core workforce can be costly, as these

employees typically have full-time contracts and are entitled to all
the benefits provided by the company.
1Some common examples of disadvantages of being a worker
include limited control and autonomy over work decisions, job
insecurity, limited career growth opportunities, low pay and
benefits, work-life imbalance, and lack of job satisfaction. These
disadvantages can have an impact on the overall well-being, job
satisfaction, and quality of life of workers.

It's important to recognize that the disadvantages of being a

worker are not universal and can vary greatly depending on the
specific job and individual circumstances. Additionally, efforts are
continuously being made by workers' rights advocates, labor
unions, and policymakers to address these disadvantages and
improve the working conditions and rights of workers.
 Staffing Firms
When there is a need for qualified personnel to fill a position
immediately, a staffing agency is a great resource for just
about any type of company. Essentially, it is a service that
matches the labor needs of its corporate clients with
individuals who have the skill sets necessary to meet those
needs. They can save a company a great deal of money.
 Factors to Consider when Choosing a Staffing Firm

Agency and Its Reputation

Types of workers Provided Planning and Lead Time
Services Provided Recruitment
Selection
Training
Wages and Benefits Orientation
Supervision
Temp-to-perm
Client Satisfaction
Worker Effectiveness Punctuality and Attendance
Job Performance Retention
Cost Markup For Special Services
 Independent Contractors
An individual is an independent contractor if the payer has the right to control or direct
only the result of the work and not what will be done and how it will be done.

Outsourcing
Outsourcing of work functions can be defined as the transfer of a business process to an external
organization. This is more drastic step than simply using ICs or temporary employees. The primary
difference is that when processes are outsourced, the organization expects to receive a completely
finished product from the external source. This means the organization does not hire, direct, or
control the way in which work is performed; rather, it only receives the end results of the work.

Legal Issues

The following are the POEA Rules and Regulations Governing the Recruitment and Employment
of workers for abroad.
 RULE I

STATEMENT OF POLICY

It is the policy of the Administration:

1. To uphold the dignity and fundamental human rights of Filipino migrant workers and promote full
employment and equality of employment opportunities for all;

2. To protect every citizen desiring to work overseas by securing the best possible terms and conditions
of employment;

3. To allow the deployment of Filipino migrant workers only in countries where their rights are protected;

4. To provide an effective gender-sensitive mechanism that can adequately protect and safeguard the
rights and interest of Filipino migrant workers;

5. To disseminate and allow free flow of information which will properly prepare individuals into making
informed and intelligent decisions about overseas employment;

6. To ensure careful selection of Filipino workers for overseas employment in order to protect the good
name of the Philippines abroad;
7. To institute a system to guarantee that migrant workers possess the necessary
skills, knowledge or experience for their overseas jobs;

8. To recognize the participation of the private sector in the recruitment and

placement of overseas workers to serve national development objectives;

9. To deregulate recruitment activities progressively taking into account emerging

circumstances which may affect the welfare of migrant workers;

10. To support programs for the reintegration of returning migrant workers into
Philippine society; and

11. To cooperate with duly registered non-government organizations, in a spirit of

trust and mutual respect, in protecting and promoting the welfare of Filipino
migrant workers.
 Rule II
Definition of Terms

1. Accreditation- shall refer to the grant of authority to a foreign principal to recruit and hire Filipino
workers through a licensed agency for overseas employment.
2. Administration- shall refer to the Philippines Overseas Employment Administration (POEA).
3. Administrator- shall refer to the Administrator of the POEA.
4. Agency- shall refer to a private employment agency as defines herein.
5. Corporate Recruitment- shall refer to the act pf providing the required manpower for all facets of an
overseas project.
6. Department- shall refer to the Department of Labor and Employment (DOLE).
7. Derogatory record- refers to the existence of negative information.
8. Documentation cost- shall refer to actual cost incurred in the documentation of an applicant worker in
relation to his/her application for overseas employment, such as, but not limited to passport,
NBI/POLICE/BRGY CLEARANCE, Authentication, birth certificate, Medicare, PDOS, trade test, inoculation
and medical examination fees.
9. Employment Contract- shall refer to an individual written agreement between the foreign
principal/employer and the worker which is based on the master employment contract.
10. Foreign Placement Agency- shall refer to foreign principal indirectly engaging the services of Overseas
Filipino Workers.
11. Joint and Solidary Liability- refers to the nature of liability of the principal/employer and
the recruitment/ placement agency.
12. License- shall refer to the document issued by the Secretary.
13. Master Employment Contract- shall refer to the model employment agreement
submitted.
14. Name Hire- shall refer to a worker who is able to secure an overseas employment
opportunity with an employer without the assistance or participation of any agency.
15. New Market- shall refer to a principal or a foreign placement agency which is not in the
active list of registered of accredited principals/foreign placement agencies for the past
six months or more or which has never been registered or accredited to any licensed land
based agency.
16. NLRC- shall refer to the National Labor Relations Commission.
17. Non-License- shall refer to any person. partnership or corporation who has no valid
license to engage in recruitment and placement of Overseas Filipino Workers or whose
license is suspended.
18. Overseas Employment- shall refer to employment of a Filipino worker outside the
Philippines covered by a valid contract.
19. Overseas or Migrant Filipino Worker- shall refer to any person, eighteen years of age or
above, as provided in RA 8042, who is to be engaged, or engaged of has been engaged in a
remunerated activity in state of which the worker is not a legal resident.
20. Placement Fee- shall refer to the amount charged by a private employment agency
from a worker for its recruitment and placement services, as prescribed by the Secretary.
 21. Principal- shall refer to a foreign person, partnership, or corporation hiring Filipino workers
through a licensed agency.
22. Private Employment Agency- shall refer to any person, partnership or corporation engaged in
the recruitment and placement of workers for a fee, which is charged, directly or indirectly, form the
workers or employers or both.
23. Provisional License- refers to a license issued to a new agency with a limited period of one (1)
year within which an applicant shall comply with its undertaking to deploy 100 workers to its new
market.
24. Recruitment Agreement- shall refer to an agreement by and between the principal and the
private employment agency or the Administration defining their rights and obligations.
25. Recruitment and Placement - shall refer to any act of canvassing, enlisting, contracting,
transporting, utilizing, hiring or procuring workers and includes referrals, contract services,
promising or advertising for employment abroad, whether for profit or not, provided that any
person or entity which, in any manner, offers or promises for a fee employment to two or
more persons shall be deemed engaged in recruitment and placement.
26. Registration- shall refer to the act of recognizing and entering in the official record of the
Administration the existence of foreign principal/employer or project whose documents have been
verified in the job site by the appropriate officials of the Philippines Government.
 27. SEC- shall refer to the securities and exchange commission
28. Secretary- shall refer to the secretary of labor and employment
29. Service Contractor- shall refer to any person. partnership or corporation duly licensed by the
secretary of labor and employment to recruit workers for its accredited projects or contract overseas.
30. Service Fee- shall refer to the amount charged by a licensee form its foreign principal as payment for
actual services rendered in relation to the recruitment and placement of workers.

31. Special Recruitment Authority- shall refer to the authority granted to an agency to conduct
recruitment outside its registered business address approved by the Administration.
32. Valid Employment Contract- shall refer to an individual written agreement between the foreign
principal/employer and the worker which is based on the master employment contract approved by the
Administration.
33. Verification- shall refer to the act performed by a Philippine Overseas Labor Officer, or any other
officer designated by the secretary of labor and employment in the Philippine embassy or Consulate, in
reviewing and verifying the recruitment documents of foreign principals, including the employment
contacts of Filipino nationals, with the view to establish the existence of the employing person, company
or project, its capability to hire workers at the acceptable rates, and at desirable working conditions in
conformity with the minimum standards prescribed by the Administration and taking into consideration
the labor laws and legislations of the host government.

34. Worker-on-Leave- shall refer to an overseas worker who is on vacation or on leave and is returning to
the same employer.
 PART II

LICENSING AND REGULATION

RULE I
PARTICIPATION OF THE PRIVATE SECTOR IN THE OVERSEAS EMPLOYMENT PROGRAM

Section 1. Qualifications. Only those who possess the following qualifications may be
permitted to engage in the business of recruitment and placement of Filipino workers

Section 2. Disqualification. Not qualified to engage in the business of recruitment and

placement of Filipino workers overseas.
Section 6; Validity of the License
A licensed person, partnership, or corporation must maintain validity of their
provisional license, which is valid for four years unless revoked or suspended
for violation of pertinent issuances.

Section 7; Non-transferability of License

The sole proprietor's license, which is non-transferable, cannot be used by any
other person or partnership. In case of death, the proprietor's legitimate heirs
can extend the license to continue operations.

Section 8; Change of Ownership/Relationship of Single Proprietorship or

Partnership
The license for a partnership engaged in overseas employment is automatically
revocationd if ownership or partner relationship changes disrupt the business
or lead to dissolution.

Section 9; Upgrading of Single Proprietorship or Partnership

License holders of single proprietorships can convert into corporations under
Administration guidelines for upgrading capabilities. This helps respond to
international labor market changes and better manage overseas worker
recruitment and deployment responsibilities.
Section 10. Derogatory Record After Issuance/Renewal of License
The Administration may suspend a single proprietorship's license or partnership if a
derogatory record is found, and may cancel or revoke the appointment of an officer
or employee with due notice.

Section 11. Appointment/Change of Officers and Personnel

The Administration, upon submission of representatives of a licensed agency, ensures
that all appointments are subject to approval.

a. proposed appointment or special power of attorney;

b. clearances of the proposed representative or agent from National Bureau of

Investigation (NBI)/Anti-Illegal Recruitment Branch, POEA; and

C.The Administration reserves the right to deny the acknowledgment or appointment

of officers, employees, and representatives involved in recruitment irregularities, as
the representative don is responsible for all acts related to the recruitment and
placement of workers. The Board of Directors must be registered with the
Administration within 30 days.
Section 12. Publication of Change of Directors/Other Officers and
Personnell Revocation or Amendment of Appointment of
Representatives.
-The Administration requires the Board of Directors to publish any
changes, terminations, or amendments in a general circulation
newspaper, along with proof of publication, for third-party binding.
 Section 13: Transfer of business address -If you will change information such as residence address,
business address, or name and civil status please go to the selected DTI Office* near your area. *Call your
DTI Regional or Provincial Office first and inquire the nearest DTI Office or Negosyo Center you can avail
the service.

SEC. 14. Establishment and Maintenance of a Philippine Registry of Heritage. All cultural properties and
natural properties of cultural significance shall be registered in the Philippine Registry of Heritage.

SECTION 15. Conduct of Recruitment Outside of Registered Office. — No licensed agency shall conduct
any provincial recruitment, jobs fair or recruitment activities of any form outside of the address stated in
the license or approved additional office(s) without first securing prior authority from the Administration.

Section 16 renewal of license -The LTO shall promulgate prerequisites and guidelines before the grant of
drivers' licenses to ensure that these are issued only to deserving applicants with sufficient driving skills
and knowledge on road safety and proper road courtesy.

Section 17 -A manpower/recruitment agency must be 75% Filipino-owned and have a P5,000,0000

minimum paid-up capital. You will be required to maintain a balance in a local bank of P500,000 and have
a P1,000,000.00 escrow agreement with POEA (Philippine Overseas Employment Administration), as well
as a P100,000 bond
 SECTION 18.
Non-expiration of License. —Where the licensee has made timely and sufficient application for the
renewal of a license with reference to any activity of a continuing nature, the existing license shall not
expire until the application shall have been finally determined by the agency.

Section 20 -Under the proposed rates, domestic stock corporations with retained earnings of not more
than P100,000 will incur a basic penalty of P5,000 for the late filing of their GIS or AFS, plus P1,000 for
every month of continuing violation. This represents a 900% increase from the current rate of P500.

Section 21 -The buyer transfers the funds into escrow. The escrow agent informs the seller of funds
receipts, and the production process can begin according to the terms in the sale agreement.

Section 22-Surety bonds guarantee that suppliers can meet financial obligations when contracted
performance targets are missed. Many major projects are impossible without them.

Section 23-Funds or assets held in escrow are temporarily transferred to and held by a third party,
usually on behalf of a buyer and seller to facilitate a transaction. "In escrow" is often used in real estate
transactions whereby property, cash, and the title are held in escrow until predetermined conditions are
met.
 RULE X LEGAL ASSISTANCE AND ENFORCEMENT MEASURES

Section 1 defines illegal recruitment as encompassing various actions related to soliciting, hiring, or
arranging employment, including referrals, contract services, and advertising for overseas jobs,
specifically when conducted by individuals without the necessary license or authority. Additionally, it
highlights that offering or promising overseas employment for a fee to two or more individuals, even
without proper authorization, constitutes illegal recruitment. The section also clarifies that certain acts,
regardless of licensure or authority, are considered illegal recruitment.

a. Charging or accepting fees exceeding those specified by the Secretary, or making a worker pay
more than the amount actually loaned or advanced to them.
b. Providing false information or documents regarding recruitment or employment.
c. Providing false information or committing misrepresentation to obtain a license or authority
under the Labor Code.
d. Inducing a worker to quit their current employment for another, unless the purpose is to free the
worker from oppressive conditions.
e. Influencing entities not to hire workers who haven't applied through their agency.
f. Recruiting workers for jobs harmful to public health, morality, or the dignity of the Philippines as
prohibited by law.
g. Obstructing or attempting to obstruct inspections by the Secretary or authorized
representatives.
h. Failing to submit required reports on employment status, vacancies, remittances, separations,
departures, and other necessary information.
 i. Altering or substituting employment contracts approved by the Department of Labor and Employment
(DOLE) without DOLE approval, from the time of signing until the contract's expiration.

j. Officers or agents of recruitment agencies becoming officers or members of the Board of any travel agency,
directly or indirectly involved in its management.

k. Withholding or denying travel documents from workers before departure for reasons other than those
authorized by the Labor Code and its regulations.

l. Failing to deploy workers without valid reasons determined by the DOLE.

m. Failing to reimburse workers for expenses related to documentation and processing for deployment if the
deployment does not occur through no fault of the worker.

Section 2 outlines the Anti-Illegal Recruitment Programs, which include:

a. Providing legal assistance to victims of illegal recruitment.

b. Assisting in the prosecution of suspected illegal recruiters.
c. Conducting special operations such as surveillance of suspected individuals and entities
involved in illegal recruitment.
d. Implementing information and education campaigns. The Administration may coordinate with
other relevant entities as needed for the execution of these programs.
Section 3 emphasizes that the Administration will offer free legal assistance to
victims of illegal recruitment, covering legal advice, help with complaint
preparation and supporting documents, initiation of criminal actions, and
counseling during preliminary investigations and hearings.

Section 4 allows victims of illegal recruitment and related cases to file written
and sworn complaints with the Administration for assistance, with regional
offices outside the National Capital Region also authorized to receive such
complaints.

Section 5 outlines the action taken on complaints or reports alleging ongoing

illegal recruitment activities. Surveillance is conducted, and if confirmed,
closure orders may be recommended to the POEA Administrator for
establishments involved. Cases with sufficient basis for criminal action are
forwarded promptly.

Section 6 empowers designated officials to conduct surveillance on alleged

illegal recruitment activities, with reports and affidavits submitted within two
days of surveillance termination.
 Section 7 authorizes the Secretary, Administrator, or Regional Director, or their
representatives, to conduct preliminary examinations ex parte to assess if non-licensee
activities pose a threat to national security or exploit job seekers. If such dangers are
confirmed, written closure orders may be issued for establishments engaged in illegal
activities.

Section 8 mandates the implementation of closure orders by serving them to the offender
or the person in charge of the establishment. Closure is carried out by sealing the
establishment and posting a notice of closure conspicuously. Law enforcement agencies
may be requested to assist if necessary.

Section 9 requires submission of a report on closure order implementation, detailing the

proceedings, to the Director-LRO or relevant Regional Director within two days.

Section 10 permits the Secretary, Administrator, Regional Director, authorized

representatives, or aggrieved individuals to initiate criminal action against offenders.
Complaints filed with the Administration proper for preliminary investigation are
forwarded with supporting documents.
 Section 11 stipulates that motions to lift implemented closure orders must be filed with the
Licensing and Regulation Office (LRO) within ten days, stating grounds and attaching supporting
documents. Motions failing to meet requirements will be denied.

Section 12 specifies who may file motions to lift closure orders: the building owner or
representative, building administrator or representative, the subject of the closure order or
representative, or any other entity operating within the premises independently of the activities
prompting closure.
Section 13 outlines the grounds for lifting or re-opening a closure order:

a. If the closed office is not the subject of the closure order.

b. If the lease contract with the building owner or administrator has been cancelled or
terminated, supported by an affidavit ensuring the premises won't be used for recruitment
without proper licensing.
c. If the office is shared with a person or entity not involved in illegal recruitment.
d. Any other valid and meritorious ground deemed by the Administration. Lifting a closure
order doesn't prevent the filing of criminal complaints against individuals engaged in illegal
recruitment.

Section 14 allows for an appeal to the Secretary within ten days if the POEA Administrator
denies the motion to lift.

Section 15 states that if a re-opened office is found to be involved in illegal recruitment again,
a new closure order will be issued, which cannot be lifted.
Thank you
very much!