Undergraduate Thesis
Bachelor of Science in Business Administration Major in Human Resources Development Management
University of Rizal System, Rodriguez, Rizal
2018

The study aimed to determine the implementation of Ethical Recruitment
Perspective in the Teleperformance Telstra Supersite in Fairview Quezon City
The respondents of the study were
thirty (30)
randomly selected employees of
Teleperformance Telstra Supersite Fairview Quezon City consisting of ten (10)
CSR employees
(Customer Service Representatives), ten (10) TSR employees
Technical
Support
Representatives), and ten (10) Administrative Staff consist of
S (6)
Operations
Management staff and four (4) team leaders
The research used the descriptive research method with the questionnaire
checkiot as the main tool in gathering data, which was deemed more appropnate
for this study For the statistical treatmernt of the data, Frequency Percertage and
Ranking Distribution was used in terms of their age, sex. educational atiairment
Civil status and department. Weighted mean was used to determine the leves o
implementation of Ethical Recruitrnent Persoective. A qualitative nteriew was
conducted to answer the problems met in the promotion syste of he
implementation of Ethical recruitment Perspective
From the gathered data, the folowing were the findings Most of thie
respondents' ages ranged from 30 - 39 with a frequency of 17 or 56 67 percent
Females dominated males wherein the former had 17 or 56 67 percent and the
latter has 13 or 43 44 percent In that of educational atainment most were
bachelors' degree holders with a frequency of 21 or 70 00 percent in ferms of
Civil status, there were 16 single or 5333 percent and 11 or 3667 percent
married In terms of department. most of them were assigned as Customer
Service and Technical Support with the same frecquency of 10 or 33 33 percent
On the Legal Mandates, specifically the RA 7192 Women's Develooment
on Employment, RA 7277 - Discrimination on Employment and PD Decree 442
Rights of Workers where perceived implemented with average means of 3 88
412 and 42 respectively On Company Human Resource Policy Charter the
average mean was 3.9 and verbally interpreted by respondents implemerted
Top among the problems were discriminatian on the basis of the
candidates s0x, maritai status, family status, sexuai orientation, religion, age
disetaty race, the lack of training and deveiopment and poor communication
Sklie basis for initial recruitrnent, company protocol assessment in imecate