Professional Documents
Culture Documents
Organizational Chart
Agency
Director
Recruitme
nt
Manager
Recruitm
ent
Specialis
Staffing
Specialis
t
Recruiter
s
Specialis
Staffing
Specialis
t
Account
Manager
Payroll
Assistant
Payroll
Assistant
Liason
Officer
Legal
Adviser
Recruiting agencies offer a vital service to their clients by giving them the tools
they need to entice and employ the most talented prospects in their respective industries.
The agency's organizational structure defines both the hierarchy of responsibilities within
the company and the division of tasks for each worker. The hierarchy determines who
develops the company's vision and who carries out the missions to achieve those goals,
while the division of tasks casts each employee into the most productive role.
Staffing Requirements
Position
No. of Employees
Basic Salary
Agency Director
Recruitment Manager
Account Manager
Recruitment Specialist
Staffing Specialist
Payroll Assistant
Liason Officer
Legal Adviser
1
1
1
2
2
2
1
1
36000
30000
30000
22500
22500
12000
10000
36000
30000
30000
45000
45000
24000
10000
Tabulated above are the required personnel in the recruitment agency. The head is
the agency director with two managers the recruitment manager and the account manager.
There are two recruitment specialists to aid in the recruiting phase. There are two staffing
specialists for the selection part and where to place the candidate. A liason officer is
needed for mails, for forwarding SSS, PagIBIG or Phil Health Contributions and other
related jobs. The legal adviser will only be a consultant for the agency for legal aspects.
The agency director acts as the primary supervisor for the entire agency. The
primary duties of the agency director are to oversee the company's daily operations,
coordinate its financial management tasks and develop plans to achieve its overall vision.
The director may also go under the title of "president" or "general manager". The director
may be an owner-operator or act on behalf of the owner.
Qualifications:
has sound technical skills, analytical ability, good judgement ans strong
operational focus
being
the
point
of
contact
for
onboarding
executives.
They improve the efficiency and effectiveness of the talent acquisition processes in order
to create competitive advantage. They determine talent acquisition needs, designing tools,
testing, templates and measures of success in order to recruit top talent. They develops
consistent, standardized processes for sourcing, screening, interviewing and developing
competitive
offers
in
attracting
top
talent.
Qualifications:
Qualifications:
Proven ability to manage multiple projects at a time while paying strict attention
to detail
Qualifications:
Management
Has 5 years experience in the industry
Phone Skills
Good in recruitment and interviewing skills
Good interpersonal and communication skills
Has expertise in Labor Law
Ethical and has high degree of professionalism
Qualifications:
Management
Has 5 years experience in the industry
Good staffing skills
Good interpersonal and communication skills
Has expertise in Labor Law
Ethical and has high degree of professionalism
They establish an effective communications system to keep the site team informed
and maintain good relationships with the tenants and construction team. They are
working to establish accommodation needs and review future office requirements. They
act as messenger of the entity mailing and delivering necessary documents.
Qualifications:
Regeneration, Tenant and Resident Liaison Officer jobs usually state the
ability to insure the immediate flow of information so a high level of
communication, negotiation and excellent listening ability is required.
You will also need to be sensitive to the people you are dealing with and
have good problem solving skills. Each job is unique and you will need to
have knowledge in your area e.g. a residential liaison officer will have a
Qualifications
periods shall be the duty of every employer to give his employees not less than sixty
(60) minutes time-off for their regular meals.
Day off shall be the duty of every employer, whether operating for profit or not, to
provide each of his employees a rest period of not less than twenty-four (24)
consecutive hours after every five (5) consecutive normal work days.
The contributions of the employers and employees are based from the SSS
and EC Table.
Pag-IBIG
The employer and the employee will have equal contribution.
Night Shift Differential
According to Article 86 of the Labor Code of the Philippines,
every employee shall be paid a night shift differential of not less than ten
percent (10%) of his regular wage for each hour of work performed
between ten oclock in the evening and six oclock in the morning.
Holiday Pay
Article 94 of the Labor Code of the Philippines stated that, (a)
Every worker shall be paid his regular daily wage during regular holidays,
except in retail and service establishments regularly employing less than
ten (10) workers; (b) the employer may require an employee to work on
any holiday but such employee shall be paid a compensation equivalent to
twice his regular rate; and (c) As used in this Article, holiday includes:
New Years Day, Maundy Thursday, Good Friday, the ninth of April, the
first of May, the twelfth of June, the fourth of July, the thirtieth of
November, the twenty-fifth and thirtieth of December and the day
eight hours on a holiday or rest day plus at least thirty percent (30%)
thereof.
Sick Leave
A sick leave form shall be submitted to the Agency Director for approval.
Legal Aspect
o
o
o
o
o
o
Mayors Permit
Certificate of Registration
Fire Safety Inspection Certification
Sanitary Permit to Operate
Monthly Percentage Tax return (BIR Form 2551M)
Monthly Remittance Return of ____ Income Taxes Witheld (Expanded)
BIR Form 1601-E
References:
Sison, Perfecto S., Personnel and Human Resource Management. 5th edition