Top 10 HR Problems in the Philippines

Top 10 HR Problems in the Philippines

With news of unemployment and underemployment being a constant echo of the country’s economic status, it’s probably no surprise that being an HR professional in the Philippines isn’t the easiest job in the world. Below we list down the top problems faced by HR professionals and how these lead to problems that affect the Philippine employment landscape as a whole.

#10. Localization

The Philippine workforce is divided into several industries and markets, making recruitment a challenge for most organizations. In Metro Manila, this becomes a bigger challenge because many workers are from the provinces. HR has to contend with the cultural nuances that non-local employees face and help them settle in so that they become productive members of the organization. The success of a business will also depend on its target markets, and diversity is the name of the game here when dealing with more than one market segment at once. Developing localized market strategies for each segment is a must for better audience engagement.


#9. Inclusion

Due to the diversity of the Philippine population and cultural differences between regions, fostering an atmosphere of inclusivity can be a challenge. Closing the gap between employees of different cultures while ensuring that everyone receives equal pay, equal benefits, and reasonable work arrangements is not always cut and dried–and because of the skills gap, there’s no easy way to show them that they are actually getting what they should.

The goal is to set up programs that will help find the balance between diversity and inclusion so that employees feel uniquely valued and free to contribute what they can. This will ensure that employees–and the organization they work in–are set up for success.


#8. Going digital

Taking the digital route requires a certain level of commitment; there’s no going halfway. An organization will have to review its current business model and see how it can be migrated into a digital framework. With the transformation brought about by the digital age, the HR function has transformed together with the businesses themselves. Going digital was a boon for many industries and the business landscape in general, but a number of businesses find it a challenge to migrate to a digital business mindset.


#7. Maintaining work-life balance

Work-life balance has been a buzzword for some time now because it’s a concept that varies depending on the individual and the organization he or she works with. Unfortunately, for HR professionals, this buzzword has become a metric for workers for whether a company is worth staying in or not. It’s not always easy to foster an environment that’s agreeable to everyone, though. Empowering and trusting employees is key to employee retention and maintaining harmony within the organization.


#6. Conflict resolution in the workplace

Diversity in the workplace helps in keeping perspectives fresh and targeting different market segments, but it’s a challenge when it comes to conflict resolution. When dealing with people coming from different backgrounds, it can be hard to find the middle ground. Even if the circumstances are favorable, handling conflicts in the workplace is always uncomfortable because people aren’t used to it. In these situations, it’s best to let the concerned parties understand that it isn’t a “me or you” situation but a “we” situation.


#5. Dealing with bad managers

Having employees that don’t fit the culture or are underqualified for the position can be frustrating, but nothing can beat a bad leader. Even if you hire the best workers, having someone incompetent at the helm will overshadow the talent and hamper overall productivity. It’s vital to find a leader that can motivate employees and help enhance productivity; someone who knows how to deal with different people and tackle a problem through a variety of approaches.


#4. Demotivation

When employees don’t feel a sense of purpose, they start losing the drive to perform and improve in the workplace. They also start to complain about the little things and begin to dislike the work environment in general. Setting up programs and systems that will help provide a sense of job satisfaction and fulfillment will go a long way in ensuring that employees remain productive and happy.


#3. Low workplace productivity

Low productivity doesn’t necessarily mean there’s a lack of talent in the workplace; often, it’s just a matter of finding ways to optimize the workflow and maximizing the pool of available talent. Productivity is vital to every business because, at the end of the day, their goal is to be profitable. If productivity is low, it is the responsibility of HR to determine if the culprit is a lack or misappropriation of resources or a flawed workflow. Communicating closely with team managers is vital to see if any employees need mentoring or if there’s a need to change the current workflow.


#2. Payroll issues

Payroll issues are one of the few hitches that can negatively affect employee satisfaction. This is why HR should be very careful when it comes to the payroll because employees expect them to be proactive in ensuring that there are no issues when it comes to their salary and other benefits. Doing your employees’ payroll in-house and in advance is one way you can have more control and easily address payroll delays and disputes.


#1. Recruitment

Not surprisingly, recruitment is the main problem of HR professionals in the Philippines. In fact, 7 out of 10 HR professionals are willing to adopt digital solutions to help facilitate their recruitment process. In the recent State of HR in the Philippines 2017 report of technology startup, Sprout Solutions, more than half of respondents (51.4%) admitted to still using manual HR and payroll processing. Embracing online solutions like Facebook Ads and other “social recruitment” tools is key in future-proofing HR processes and addressing common pain points.


Today, tech startups like FindWork are providing more HR solutions to address these common pain points via innovative mobile apps. The FindWork app provides an avenue for both employers and job hunters wherein they can find what they need without much effort.

Featuring a chat feature, employers can conduct impromptu interviews so they won’t have to waste time and resources on candidates that aren’t the right fit for their organization. Unqualified candidates will also become a thing of the past with the app, as employers will immediately see via the candidates’ profiles if they have the necessary skills and qualifications for a specific job posting.

Ultimately, the goal of FindWork is to create a bridge that will connect employers and job hunters so that they can find a win-win situation wherein both will be mutually benefited. Try the FindWork app today and create a painless HR process!