The document discusses problems encountered by manpower agencies in Metro Manila. It begins with background information on manpower agencies and their role in matching employers to employees. Common problems include a lack of flexibility in work schedules and worker resistance to rigidity. The study aims to determine these problems by surveying 50 employees from selected manpower agencies. It will analyze the demographic profile of respondents and identify the key problems as well as actions taken to address them. The findings could benefit agency owners, job seekers, researchers and future researchers. The scope is limited to manpower agencies in Metro Manila.
Entrepreneurship 2: Executive Summary & Business PlanBernard Leong
Lecture 2 focus on the executive summary and business plan, providing some basic outline to how one can construct the elements of the business plan: introduction, technology/product/service, team, marketing, business strategy, operations, financials & exit strategy. This is a series based on a course "MPS 812: Entrepreneurship" I have been teaching in School of Physical & Mathematical Sciences, Nanyang Technological University.
Entrepreneurship 2: Executive Summary & Business PlanBernard Leong
Lecture 2 focus on the executive summary and business plan, providing some basic outline to how one can construct the elements of the business plan: introduction, technology/product/service, team, marketing, business strategy, operations, financials & exit strategy. This is a series based on a course "MPS 812: Entrepreneurship" I have been teaching in School of Physical & Mathematical Sciences, Nanyang Technological University.
Types of business registration in the philippinesPnjg Consulting
In this presentation, we are describing about business registration in the Philippines. These should be very beneficial if you are thinking about business in the Philippines.
A design document is like a training plan contract. A design document should be used as a tool to capture and refine your initial thoughts, align them with stakeholders and to get sign off on the plan in order to avoid unnecessary re-work. Use this template, customize it to your needs and good luck with your training initiative!
This template is beneficial for especially for trainers, instructional designers and anyone who needs to align a training plan with stakeholders.
Opportunity Seeking In Entrepreneurship, Spotting Business OpportunitiesJorge Saguinsin
This is a lecture for entrepreneurship elective in Ateneo Graduate School in the Philippines, a leading school in MBA education. The presentation has been uploaded at slideshare for the convenience and ease of access of present and former students for the said elective. Since the presentation has been updated, the students get the newest and latest.
The most difficult part in any entrepreneurial venture is determine which business to get into. This is often stymied mostly, by seeming overcrowding and lack of opportunity in the market place. The presentation says that there are many ways to seek for those opportunities.
Business Model for Companies & Personal Life
http://anggriawan.web.id/2014/02/business-model.html
References:
- "Business Model Generation" by Alexander Osterwalder & Yves Pigneur
- "Business Model You" by Timothy Clark
Management Aspects, project management value engineeringDr Naim R Kidwai
The presentaion aims to cover management aspects from engineering students perspective.It covers basics of management, functions of management, project management, project evaluation, decision making process and value engineering
A Purpose-Driven Approach to Business Model Design (Version 2.6 - Mar 2018)Social Venture Lab@NUS
The Business Model Canvas (BMC) by Alex Osterwalder and Yves Pigneur has been widely used as a tool for analyzing, designing and visualizing the business model of new and existing for-profit business ventures. However, the analytic framework of BMC is incomplete when one is trying to develop the business model for a social venture that seeks to achieve specific social impacts as a primary goal, with financial viability as a secondary, albeit important, consideration.
This presentation introduces "A Purpose-Driven Approach to Business Model Design", developed by Professor Wong Poh Kam of the NUS Entrepreneurship Centre, that puts the achievement of social impact as the primary design goal, and adapts the BMC to more effectively explore how different business models can be developed to achieve those impacts. This design approach also highlights how the financial requirements of a business model can be met with different financing models, and shows how the tensions between achieving social impacts and meeting financing requirements can be resolved through the design of an appropriate stakeholder model that generates a “shared-purpose” between the social entrepreneur and other stakeholders.
It uses concrete examples of actual social ventures to illustrate how social impacts and financial viability are achieved in practice using this purpose-driven approach to business model design. Viewers are invited to apply this holistic analytical framework to examine their own social venturing ideas, and to share their new learnings.
Find out more about what we do at http://enterprise.nus.edu.sg/entrepreneurship-outreach/social-venture-lab
Types of business registration in the philippinesPnjg Consulting
In this presentation, we are describing about business registration in the Philippines. These should be very beneficial if you are thinking about business in the Philippines.
A design document is like a training plan contract. A design document should be used as a tool to capture and refine your initial thoughts, align them with stakeholders and to get sign off on the plan in order to avoid unnecessary re-work. Use this template, customize it to your needs and good luck with your training initiative!
This template is beneficial for especially for trainers, instructional designers and anyone who needs to align a training plan with stakeholders.
Opportunity Seeking In Entrepreneurship, Spotting Business OpportunitiesJorge Saguinsin
This is a lecture for entrepreneurship elective in Ateneo Graduate School in the Philippines, a leading school in MBA education. The presentation has been uploaded at slideshare for the convenience and ease of access of present and former students for the said elective. Since the presentation has been updated, the students get the newest and latest.
The most difficult part in any entrepreneurial venture is determine which business to get into. This is often stymied mostly, by seeming overcrowding and lack of opportunity in the market place. The presentation says that there are many ways to seek for those opportunities.
Business Model for Companies & Personal Life
http://anggriawan.web.id/2014/02/business-model.html
References:
- "Business Model Generation" by Alexander Osterwalder & Yves Pigneur
- "Business Model You" by Timothy Clark
Management Aspects, project management value engineeringDr Naim R Kidwai
The presentaion aims to cover management aspects from engineering students perspective.It covers basics of management, functions of management, project management, project evaluation, decision making process and value engineering
A Purpose-Driven Approach to Business Model Design (Version 2.6 - Mar 2018)Social Venture Lab@NUS
The Business Model Canvas (BMC) by Alex Osterwalder and Yves Pigneur has been widely used as a tool for analyzing, designing and visualizing the business model of new and existing for-profit business ventures. However, the analytic framework of BMC is incomplete when one is trying to develop the business model for a social venture that seeks to achieve specific social impacts as a primary goal, with financial viability as a secondary, albeit important, consideration.
This presentation introduces "A Purpose-Driven Approach to Business Model Design", developed by Professor Wong Poh Kam of the NUS Entrepreneurship Centre, that puts the achievement of social impact as the primary design goal, and adapts the BMC to more effectively explore how different business models can be developed to achieve those impacts. This design approach also highlights how the financial requirements of a business model can be met with different financing models, and shows how the tensions between achieving social impacts and meeting financing requirements can be resolved through the design of an appropriate stakeholder model that generates a “shared-purpose” between the social entrepreneur and other stakeholders.
It uses concrete examples of actual social ventures to illustrate how social impacts and financial viability are achieved in practice using this purpose-driven approach to business model design. Viewers are invited to apply this holistic analytical framework to examine their own social venturing ideas, and to share their new learnings.
Find out more about what we do at http://enterprise.nus.edu.sg/entrepreneurship-outreach/social-venture-lab
PDF Road flood sensor with web and mobile application supportMark Anthony Muya
RoadFloodPH is a web and mobile application that provides the water level information of a flooded road in the Philippines through the use of a flood sensor, gsm module, SMS API, cloud web server, website and mobile application.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
summer internship report - sourcing and recruitmentSwetaSaroha
this file is all about process of sourcing and recruitment by recruitment agencies. how they select candidates from various job portals and how they screen the resumes. each detail is mentioned in this report.
Problems faced by both the interviewer and the interviewee during an intervie...Azas Shahrier
This report was prepared to identify the core problems faced by both the interviewer and the interviewee during an interview session and how to resolve it.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
The Savvy Interviewer’s Guide to Conducting Successful InterviewsOpenView
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Download ful version here:
http://labs.openviewpartners.com/ebook/conducting-successful-interviews/
IntroductionWe all know that the four factors of producti.docxvrickens
Introduction
We all know that the four factors of production are land, labor, capital and entrepreneurship. By skillfully combining all of the above factors, we have been able to create goods and services which in turn have created economic value.
Through this presentation we would like to provide some impetus on the second factor of production i.e.Labor.
The basic definition of labor can be stated as the human effort of one or more individual which is required to create goods and services. It is the responsible of the entrepreneur to bring together the labor resources so as to be able to create value. (Unknown)
-Contd
Labor as a factor of production can mean different things in different circumstances. For example a doctor treating patients in his clinic can be considered an entrepreneur as well as labor. On the other hand, a receptionist hired by the same doctor would be considered labor.
The doctor hires some support staff to be able to perform his or her tasks more efficiently while being able to maximize returns after paying the salaries for the staff. This can only happen if the staff is qualified and can work according to the expectations of the employer.
In this context, it becomes necessary to properly assess the hiring process for any organization so that they can maximize returns while controlling costs.
Hiring Best Practices
Here are some of the best practices that we believe, all employers should employ
Identify Need – The first step towards hiring somebody is for an individual in charge of hiring to identify a need. This may seem easier than it sounds but in many cases we have seen that organizations being overstaffed, carrying high salary costs and having highly unproductive resources.
Define Job description – Once a need has been identified, the employer must spend time to define what tasks are expected to be done by the prospective employee. Failure to do this causes friction between the employer and employee and may hamper performance of the employee.
Best Practices - contd
Plan the Hiring – Once the description and requirement have been established, it is necessary to outline how the process is expected to be completed right from the time of posting the job on various platforms to the point of onboarding the employee. It is helpful to identify the internal resources which are responsible for driving the process to completion and make sure they know the expectations.
Market Availability – Once all the internal planning is in place, the firm must actively market the open position. It is often experienced that openings go unfulfilled due to the lack of awareness among the job seekers. The firm should aggressively market the position on various job portals, newspaper classifieds, social media as well as their own website. The more awareness created, the more applicants and higher chances of fulfilling the position.
Best Practices - contd
Review CV’s – A strong marketing campaign would ...
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Similar to Problems encountered by selected manpower agency in metro manila:an assessment (20)
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using Deplo...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Generating a custom Ruby SDK for your web service or Rails API using Smithyg2nightmarescribd
Have you ever wanted a Ruby client API to communicate with your web service? Smithy is a protocol-agnostic language for defining services and SDKs. Smithy Ruby is an implementation of Smithy that generates a Ruby SDK using a Smithy model. In this talk, we will explore Smithy and Smithy Ruby to learn how to generate custom feature-rich SDKs that can communicate with any web service, such as a Rails JSON API.
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
3. TABLE OF CONTENTS Title Page CHAPTERS I. THE PROBLEM AND ITS BACKGROUND Introduction Background of the Study Statement of the Problem Significance of the Study Scope and Limitation of the study Conceptual Framework Definition of terms
4. II. REVIEW OF RELATED LITERATURE AND STUDIES Related Literatures Foreign Local Related Studies Foreign Local III. RESEARCH METHODOLOGY A. Research Design B. Statistical Treatment C. Respondents of the Study D. Documentary / Statistical Analysis
6. Introduction Recruitment Agency have the unique honour of being one of the saviours of job seekers and one of the largest problems faced by them. Our recruitment agencies section is here to help you, the job seeker, prepare yourself before dealing with recruitment agencies. The lack of flexibility in work schedules is a defining feature in many workplaces. Workers are often expected to function in accordance with highly structured timelines and schedules, as well as firm guidelines and expectations.
7. With only a minimal regulatory apparatus, such as the family and medical leave act, flexibility in most jobs is a function of the nature of work processes and protocols, values of management, and the needs of workers. When the demands of personal and family life come up against rigidity, workers often feel compelled to manoeuvre around these formal bounds, thus allowing them opportunities to attend to and resolve emergencies, crises, and unexpected, yet important, family and personal matters. The myriad ways in which workers respond to these external demands invites further exploration of how worker agency unfolds within the context of inflexibility at the worksite.
8. Although the term “worker agency” is a recent coinage, “free will”, the underlying idea, is fundamental to organizational psychology and the sociology of work. Frederick W. Taylor, in his seminal 1911 book on “scientific management”, provides an early example of how “worker agency” impacts management decisions. He describes an employer’s dilemma in setting productivity expectations for workers. In large part it arises because workers have “the deliberate object of keeping their employers ignorant of how fast work can be done.” (Roscigno, V.I & Hodson, R, (2004). Socioligical Review, 69,1: 14-39). The organizational and social foundations of worker resistance. American)
9. Background of the Study Nowadays we Filipino used to work abroad to earn bigger money, that’s why there are lots of recruitment agency is operating to our country today. Are you familiar with the Manpower Agency? How does it help people go abroad? This agency is very popular to us for it can really give job to those people willing to work abroad. But then does it come to our mind that this agency has also some problems being encountered? And they do not just earn money from their employees.
10. We Filipino used to be cheated by others, which are why some think that some recruitment agencies are fake. There are many problems that can encounter by manpower agency especially on recruiting someone. Manpower agency is an organization which matches employers to employees. In all developed countries there is a publicly funded employment agency and multiple private businesses which also act as employment agencies.
11. There are designed specifically for this purpose, for recruiters by recruiters and which is an essential tool for any consultant wanting to succeed over and above their own expectations. It isn’t a piece of software, client can’t download it, and it doesn’t have a USB port. These have great recruitment schemes for clients to remain at the top of game, ability to plan, manage, and time the day correctly. Time is the worst enemy of these recruiters, and so they give best to get the most out of each and everyday.
12. These are hardback Manpower Agency that improve time management skills and give the ability to analyze quarter from beginning to end. These motivate clients when time gets tough, help discipline when times are quiet and increase placements for the quarter. These have a step by step guide taking clients from day one, through to day till clients do not get the job and help analyze clients work, plan time and succeed above best quarter to date. These also provide free lunches in recruitment.
13. These succeed, inculcate the determination to be the best as possible and be disciplined enough to follow some very basic, very simple planning tips which need to be followed clearly defined daily practices within the planner, it will increase clients billings. These also help to succeed beyond own expectations with a money back guarantee. A client just needs to purchase and use our schemes for an entire quarter, fill out all the sections as explained within the planner that add the facility to simply return the completed planner to them if not satisfied and they we give money back but this situation does not arrived at all once in their history.
14. Client don’t have to change any aspect of their work how to organize the day, all is done by them. These help to take what client already knows and do, then streamline activities to turn more of what to do for successful placements. They have specialist jobs site providing resources and recruitment jobs for recruitment consultants whether for recruitment consultants looking to progress career or a recruitment agency looking to advertise at highly competitive rates. This study will determine the Problems Encountered by Manpower Agency in Metro Manila.
15. Statement of the Problem This study is about the Problems Encountered by Manpower Agency in Metro Manila: An Assessment. Specifically, the researchers seek to answer to the following questions: 1. What is the demographic profile of respondents in terms of: Age Gender Civil Status 2. What are the problems encountered by manpower agency? 3. What are the actions take to solve these problems?
16. Significance of the Study This study benefits the following: Owner of Manpower Agency This study benefits them the additional learning and information for them to be able to analyze the problems they can encounter on the future. Job Seeker This study benefits them the information and ideas about manpower agency where they will be able to have ideas on the problem of manpower agency.
17. Researcher/s This study benefits them on learning and additional knowledge about manpower agency where they can apply o their studies and work in the future. Future Researcher/s It will provide them on information that will serve as basis of references for their studies with regards to the loyalty to the management.
18. Scope and Limitations This study scopes the information about the Problems Encountered by Manpower Agency in Metro Manila. The researcher chooses fifty (50) respondents who are the employees of staff of selected manpower agency here in Manila. The respondents will be able to answer the survey questionnaire prepared by the researcher.
20. Definition of Terms Personnel Management- refers to the management of the company or the person who manage the people. Recruitment- refers to get another employees or to recruit. Recruitment Process- refers the process of hiring, selection and employing workers of the company. Selection Process- the process of choosing applicants for a job. Training- refers to the trained or managed or teach the people in different ways or technique in their respective job.
22. Local Literature According to Guzman (2005), these recruitment agencies include placement, system integration and consultingacross various companies spanning across vertical markets like telecommunications, manufacturing, retail, IT Consulting. These present a plausible and sensible model of how the program will work under certain environmental conditions to solve identified problems. These deal with the elements of the logic model as resources, activities, outputs, short,intermediate and longer- term outcomes. Their objective in this search is to find candidates who are sensitive to both the businessculture of the home company and to that of the local customers and staff.
23. According to Lopez (2006), Manpower Agency also recruits foreign managers who have strong track records of management while effectively reaching local customers and employees in a comforting way. These never use any other recruitment company to find candidates through which these are able to deliver excellent candidates with the same level of efficiency and quality of service that is expected in clients home countries. They assist in duties covering Recruitment and Selection, Training and Development, Salary & Benefits Administration, Job Evaluation, Employee Relations and Staff Welfare.
24. Recruitment related support for all Singapore based positions including sourcing of candidates , filtering of resumes, liaising with search agencies and advertising agencies, interview coordination for staff & executive level, post and draft recruitment advertisement, process work pass applications for expatriates & foreign employees, prepare appointment letters, conduct exit interview, compensation & benefits, organize staff functions, administration of and providing briefing on the various incomplete and asymmetric information when a principal hires an agent, such as the problem of potential moral hazard and conflict of interest, in as much as the principal is presumably hiring the agent to pursue its, the principal’s interests.
25. Various mechanisms may be used to try to align the interests of the agent in solidarity with those of the principal, such as piece rates/ commissions, profit sharing, efficiency wages, performance measurement (including financial statements), the agent posting a bond, or fear of firing. The principal agent problem is found inmost employer/employee relationships, for example, when stakeholders hire top executives of corporations. Numerous studies in political science have noted the problems inherent in the delegation of legislative authority to bureaucratic agencies.
26. As another example, the implementation of legislation (such as laws and executives directives) is open to bureaucratic interpretation, which creates opportunities and incentives for the bureaucrat-as-agent to deviate from the intentions or preferences of the legislators. Variance in the intensity of legislative oversight also serves to increase principal-agent problems in implementing legislative preferences.
27. According to Chanco (2009), advises for the company needs to make an extensive plan to create a robust manpower for deployment; the Human Resource System must be embedded as part of the program. With this, employment would be the central attraction to create more Philippine jobs, not just jobs but the good production and trainings of Human Resource in the different industry.
28. According to Campos (2006),a manpower agency is provided to companies dealing with manpower problems. It ranges from small to large industries. Manpower Agencies provide the needed manpower solution of certain companies, with the aim of enhancing their clients’ satisfaction. As for the jobseekers, manpower agencies help them choose the right career opportunity which will fit in their personal characteristics and educational traits. An expertise in the agencies’ part is needed to understand the needs of the clients.
29. According to Herrera (2006), reveals what could be the reason why Article 23 was included I the Universal Declaration of Human Rights that says, “Everyone has the right to work, to free choice of employment, to just and favourable conditions of work and to protection against unemployment”. The basic foundation for full employment is the 1987 Philippine Constitution protecting the right to full employment in the following provision: Article 13, Section 3, “The State shall afford full protection to labor, local and overseas, organized and unorganized, and promote full employment and equality of employment opportunities for all.”
30. From here, we can safely assume that both able and disable bodies have the natural right to earn a living by a meaningful occupation, a job worthy of the free and thinking person. This basic human right to work and earn a legitimate means of livelihood entails a solemn duty on the part of private business sector and the government to provide ample opportunities for adequate work and full employment. Jobs are not enough. It should be adequate and full regardless of how beautifully some pundits explain various theories of underemployment.
31. Foreign Literature According to Alchian (2006), recruitment agencies are companies that help businesses find employees to fill their positions. These agencies comb through a number of applicants and, in theory, only send the best candidates to a business with a position to fill, cutting down on the time they have to spend looking for new hires. While this sounds great on the surface, there are several problems with using recruitment agencies, both as a employer and employee. Businesses that employ a recruitment agency are looking for someone to do the “dirty work” of separating the applicants and sending them the good ones.
32. If your company’s human resources department is involved in this, you can guarantee it will be done in a timely manner. However, since an employment agency deals with many companies, your company may not be first on their mind, leaving you to wonder what is going on with your job search. Depending on what you are looking for and the type of applicants they get, you may not be their first priority. Also, as a job seeker, you may feel like you are not a priority to the agency, especially if you have a varied background and may be a bit difficult to place. These companies don’t get paid unless they deliver and will only deliver easy to place candidates.
33. According to Demsetz (2005), in political science and economics, the principal-agent problem or agency dilemma treats the difficulties that arise under conditions of closely as is optimal the information available about employees performance, and the compensation for that performance. Because of differences in the quantity and quality of information available about the performance of individual employees, the ability of employees to bear risk, and the ability of employees to manipulate evaluation methods, the structural details
34. of individual contracts vary widely, including such mechanisms as piece rates, discretionary bonuses, promotions, profit sharing, efficiency wages, deferred compensation, and so on. Typically, these mechanisms are used in the context of different types of employment: sales people often receive some or all of their remuneration as commission, production workers are usually paid an hourly wage, while office workers are typically paid monthly or semi-monthly (and if paid overtime, typically at a higher rate than the hourly rate implied by the salary). The way in which these mechanisms are used is different in two parts of the economy which Doeringer and Piore called the “primary” and “secondary” sectors.
35. According to Drago and Garvey (2007), use Australian survey data to show that when agents are placed on individual pay for performance schemes, they are less likely to help their co-workers. This negative effect is particularly important in those jobs that involve strong elements of ‘team production’, where output reflects the contribution of many individuals, and individual contributions cannot be easily identified, and compensation is therefore based largely on the output of the team. In other words, pay for performance increases the incentives to free ride, as there are large positive externalities to the efforts of an individual team member, and low returns to the individual.
36. In providing a manpower agency, the manpower agencies’ goal is to set a harmonious relationship between the jobseekers and potential employers. It is also the agencies’ concern to provide their clients with candidates who are ethical, eligible, and very much capable of meeting their standards. The agencies also do help the candidates to distinguish and unleash their hidden talents, and then gradually assist them in picking the right career option for them.
37. According to Villanueva (2005), through a manpower solution, manpower agencies help two parties: the employers and the job seekers. For the part of the employer, the agencies help them save time and money because the agency helps in providing the services which are usually done by the human resource department of each company. On the workers’ part, they are given the benefit of having a broader chance of getting a job, and of being able to market them better. There is also a possibility for them to have an edge over other candidates through the training services offered in manpower agencies.
38. According to Mackholm (2009), interpose that the Filipino people must also persevere in organizing workers both regulars and contractual into unions and various kinds of associations or movements in their workplaces, in agencies that supply contractual or n communities. These organizations must defend workers’ rights, which include demanding higher wage increases and the regularization of employment. It is crucial for the toiling masses, all progressive forces and the entire Filipino people to unite with support the difficult struggle of the working class against labor “flexibilization” policies. They must forge and widen the path of struggle for decent jobs, living wages and workers’ right, and mobilize even the toiling masses that are unemployed as well as other democratic sectors that are supportive of the interests of workers.
39. LocalStudies According to Cruz (2007), while numerous companies and people do not believe in turning to manpower agencies, there are as many companies and people who gain benefits from the services offered by these kind of agencies. These services are indeed of great help in bridging the gap between the prospective employers and employees. The employers get the eligible candidates to work for them, and the candidates obtain the job they have long been looking for.
40. According to Peñaflor (2004), the economy is bad, workers are declared redundant. When they get laid off, the mounting pressure to provide for practical needs of the family can push the worker to a suicidal job placement. Getting a job too soon by not reviewing job policies offered by a recruitment agency may be a bane instead of a experience. Personal account can attest to the agency’s seriousness in delivering its commitment to you. Not all of fairness is lost to the manpower recruitment world; you just have to find one that will keep its share of commitment. And when you do, stick to that recruitment agency for good.
41. According to Dela Peña (2006), a manpower recruitment office may be just the place you need to go for a good direction in your work and career. For many years, manpower recruitment has made it possible for the best talents and the best employers to meet. The result is a mutually beneficial synergistic existence that benefits the worker, the company, and the economy. Even with technologies and innovations a plenty, human resource is still the best asset a company can ever have. And there is a never-ending quest to find the right person for the job.
42. According to Limpod (2007), manpower recruitment helps companies find the right person by understanding the job requirement and relentlessly scouring the globe for that one person who can bring in the company’s desired results. With the right person on the job, the company’s growth is assured. For the jobseeker, manpower recruitment is a great ally. It provides qualified jobseekers with endless possibilities to get hired and always advance into his career. Jobseekers do not need to pay manpower recruitment agencies for helping them get hired. Employers are the ones who pay, with the manpower recruitment agency serving as outsourced recruitment arm. This set up is definitely a take all for the jobseeker.
43. According to Milan (2005), the important thing to remember when choosing a manpower recruitment firm to process your application is the legitimacy of the organization. Check with government listing of recruiters and check for accreditations with legitimate bodies. Also, some manpower recruitment agencies handle payroll and benefits administration for the recruit. Know your rights and demand a service contract before you sign in.
44. Foreign Studies According to King (2005), line managers often do not understand the whole process of recruitment. Managers involved in the recruitment should not hire employees that should start as soon as possible. This habit leads to poor recruitment and mis profiling of individuals who will in turn become part of the problems in the system. Recruitment at an officer and managerial level should be done effectively and one should remember hat once you make the mistake it takes sometime before that mistake is corrected. It may be costly to the organization.
45. According to Yoder (2005), many people we see in organizations today are in the wrong jobs and as a result, they are not utilizing their full potential. This is compounded by the fact that some companies have built a tradition of hiring people based on personal connections when the person is not qualified for the job. This is a vivid case in the most organization today. From the author’s experience, most recruitment that involves managers is done during discussions at lunch hour, at social clubs or during the coffee break time. All the other processes that follow will only be a formality as the decision would have been made by line managers involved in the process.
46. This practice suffocates the organization for professionalism and to some extend leads to obsolete policies. Many of those appointed may not have the necessary skills and competencies to carry out the functions competently. Also they may not have proper qualifications in the field they are working. Such people will not have much desire toymaker any contributions in terms of growth and development. Their contributions are marginal if any; they are just passengers in the system and are protected by those who recommenced them.
47. According to Chruden (2006), most managers are technically minded and therefore require guidance in this operation. Absence of a plan leads to chaotic recruitment that leads to a bumper harvest of unqualified applicants resulting in more unnecessary work for the staff in the recruitment. If you start the process without a systematic approach, you can rush your decision and end up with a mismatched person who will not be suited to work in the organization. This is a typical case in some organizations. There is a need to have a system that assists to assess candidates throughout. This reduces the odds that you will have to repeat this extensive, time consuming process.
48. According to Flippo (2006), to terminate a poorly recruited employee especially at managerial level is a costly failure to the organization, considering the cost involved in recruitment, selection, training, etc. Wrong placement at officer level can lead to stagnation within the system. This may also affect production at one point or the other during the times of change.
49. According to Lane and Hendy et al. (2005), point out those small firms is less able to sustain internal labor markets. As a consequence, they may struggle to retain key staff and are more vulnerable to changes in the external labor market. Other commentators (Thatcher, 2006) suggest that these factors have serious recruitment implications for small firms, since they are therefore unlikely to be able to attract as high a calibre of balm. When you’re rushing to get hired, please brush up on these tips on picking the right recruitment agency to avoid future problems.
50. 1. Make a throughout background check. The last thing you ever need at this time is to be victimized by a bogus recruitment agency. Check for those which are accredited by a government body, and those which are members of employment agencies associations. The latter is important because a membership to associations means the recruitment agency is regulated for employment policy. 2. Review the fine prints carefully. The service contract between you and the recruitment agency may have fine prints which you may not easily understand. Demand transparency and never fear to ask questions until all is settled and you can really say you know where you are sticking your head into.
51. 3. Know your worth. The tendency for most abusive recruitment agencies is to lower your salary, compared to the prevailing salary. While this is understandable, because of course, a recruitment agency also needs to earn its own profit, but remember that salary grades are established by the government for the basic level, and that your skills and knowledge are definitely worth the price. A recruitment agency appreciates a long term relationship with you and the employer, and this is only possible with a fair treatment.
52. 4. Rely on word of mouth. Credibility and trust ranking of the recruitment agency are paramount. For the best and most objective report, you can find out if you know someone who has been recruited by the agency before and ask him about his employee as large firms. Indeed Atkinson and Meager (2005) argue that it is only when businesses cease to become small that recruitment problems can be resolved. They also point out that for the small business; the engagement with the external labor market is different from that of a large one.
53. It is likely to be less frequent, “less predictable and less capable of systemization”. Moreover, a single event of recruitment is likely to have more effect because of the smaller size of the business. Indeed, as Atkinson and Meager, note, “the smaller a business is, the more critical is its engagement with the external labor market likely to be, and recruitment is likely to be the most critical aspect of it”.
55. This chapter presents the research design, statistical treatment, respondents of the study and statistical analysis. A. Research Design The study utilized the descriptive method of investigation. This method is used to measure the existing phenomenon, and if there is no need to take into accounts the relationship between variables. In this study, the researcher attempted to encounter the problems of manpower agency in metro manila. The researcher accordingly identified the variables that they wished to determine among the respondents of the study.
56. B. Statistical Treatment The gathered data were recorded, classified, and studied. Then a through analysis and interpretation were made for purposes of presentation. In the statistical treatment of data gathered, the researcher used the Percentage Method. Formula: P= f/n x 100 Where P= percentage F= the frequency of responses N= the total number of respondent 100= the total constant variable
57. Average Weighted Mean Arithmetic Mean computed by considering relative importance of each items. To give due importance to each item under consideration, we assign number called weight to each item in proportion to its relative importance. Formula:
58. Where: Stands for weighted arithmetic mean. Stands for values of the items and Stands for weight of the item T-Test There is no significant difference between the profile of respondents and the problems encountered by selected manpower agency in metro manila.
59. C. Respondents of the Study The sampling design method of research makes use of several instruments in gathering data. But for this study, the researcher chose the Questionnaire Method or Survey in obtaining responses from the respondents. The questions were prepared and then given to the presumption respondents for them to fill up and answer.
60. Documentary / Statistical Analysis Before gathering the primary data for the study, the researcher prepared the Survey Questionnaire to obtain responses for the study. A week in advance these questionnaire where given to the intended respondents for them to properly fill up and answer the questions. After they were collected and arranged to attain the best results using the statistical treatment.
61. These results were assisting by informal interview with the 50 respondents. To plan questions were made to be used on the interview. Still the additional data were attaining from periodicals, newspapers and books follow from the library, as well the information gathered from the internet.
62. SAMPLE QUESTIONAIRE PROBLEMS ENCOUNTED BY SELECTED MANPOWER AGENCY IN METRO MANILA: AN ASSESSMENT General Instruction: This questionnaire is intended to gather information about the problems encountered by Manpower Agency in Metro Manila. Part I: Personal Profile Name (Optional)________________________ Gender_____ Age ______Civil Status_________ Educational Attainment____________________ Length of Service_________________________ Position or Designation____________________ No. of Years with present position________________________________