Hiring K-12 Graduates in 2018 in the Philippines

An original written work of Engr. Marvin T. Martinez
A DLSU – MBA student
In Partial Fulfillment Of the Course Requirements In Strategic Human Resource Management (HRM603M)

Back then in 2005 after I graduated from College and soon after I passed the board exam of PRC (Professional Regulation Commission), I was already 24 years old. I was no longer a student and I was then part of the new batch of working class, eager to practice what I have learned for the past rigorous six years of college. However, reality retaliates hard enough to shake every new graduate off their feet and give each and everyone a culture shock, as if it was an initiation in entering real life. That reality is the scarce availability of work that is available to everyone and every job interview is a battle field in which one must always have the best foot forward. Using everything relevant and irrelevant such as seminars attended, research projects, thesis reports, extracurricular activities, affiliated organizations and down to the college or university alma mater.

By the start of school year this June 2012, K-12 was implemented in the entire Philippines as the new education system. The K-12 program is different to the past education system by the additional of two more years before graduating. The main purpose of the K-12 program is to prepare the graduates for “tertiary education, middle-level skills development, employment, and entrepreneurship”; as mentioned in the webpage of the Official Gazette. In addition, the first batch of K-12 graduates are expected to join the working class by the year 2018. Simultaneously, the graduates and professionals of vocational schools, colleges and universities that will be part of the working class. All of these graduates will be ambitious in looking for work and jobs that will fit their knowledge and capabilities.

In 2018, whatever the state of economy of the country, companies and corporations will be needing fresh manpower for replacement or expansion of their operations. These companies and corporations will interview a set of applicants that are new graduates but of different age group, a wide gap of four years; 18 years old and around 22 years old for K-12 graduates and college graduates, respectively. As stated in the book, A Code of Ethics for Business by Aquino in 1979, a company must give an equal opportunity to all applicants of a specific work or job classification. By this guideline, the challenge that HR of companies and corporations of today must face in the coming of 2018 is how to create a hiring system for new applicants that will include the new batch of K-12 graduates.

Currently, companies handles new entries to the working class as applicants that all have undergone a tertiary training or education from a different school, college or universities. This need for a tertiary education is due to the current education system that have a gap of two years before reaching the working age of 18 years old. However, with the new K-12 program, 18 years old graduates are already allowed by the Philippine constitution to have a job and requires the companies to accept and give jobs to these new graduates that does not have any tertiary training or education. In addition, as stated in the Journal Article: Profit and More by Andrew Abela in 2001, the Catholic Social Teachings requires that the company must provide jobs in order for an individual to fulfill its right to work, for work is a right and a requirement in life fulfillment and achievement. Hence, it is the responsibility of a company to hire the K-12 graduates even not as required by the law but as a tool in achieving the right of an individual to work.

This new dilemma of hiring graduates with or without tertiary program must be recognized now by the HR management of companies and corporations. They have ample time to prepare and plan a new hiring system and guidelines for the new batch of K-12 graduates. The HR management must then make projections of the necessary or required manpower for the upcoming 2018 along with the necessary specialized trainings needed for hiring of K-12 graduates. The teams or group the new hires will be joining must also be considered and projected in order to assume the probable organization behavior and countermeasures in the company, as mentioned in the book by Judge Robbins about the Essentials of Organizational Behavior in 2009.

Upon reviewing the probable case scenarios of K-12 graduates and given the new dilemma and challenges that companies may face, a good HR management is needed in order to prevent any problems that may arise in the hiring process and organizational behavior of the company in 2018.

The link below is the published material in Business World Nespaper last December 27, 2012.
Business World – Dec 27, 2012


About marvzmartinez
an Engineer

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