This reaction report is in regard to chapter 11 which deals with human resource

management, finding and keeping valuable employees. As you may know today there

seems to be very little employee to company or company to employee loyalty anymore.

This is something that needs to be dealt with in today society and it is the job of human

resource managers to facilitate the process. First to understand what the role of a human

resource manager plays in a company of today we need to know what and who they are.

Human resource management is the process of determining human resource needs

and then recruiting, selecting, developing, motivating, evaluating, compensating and

scheduling employees to achieve organizational goals. Motivation as you remember was

talked about in chapter 10. Today human resource management is receiving major

attention due to the fact that the philippines. economy has experienced a major shift form

traditional manufacturing industries to service industries which require the workforce to

be willing to be reeducated if necessary and work in a fast changing environment, which

would also require constant education..

Some people have called people the ultimate resource and I would have to say

they are right. If companies did not have an educated work force and the people who

need to have the know how of keeping people motivated did not have those skills we

would still be in a corporate stone age so to speak. Let’s now take a look at the human

resource challenge. First there are shortages in people trained to work in the growth areas

of the future, such as computers, biotechnology, robotics and sciences. In 2002 it is

estimated that half a million pilipino IT jobs went unfulfilled. There is also a huge
population of workers skilled or unskilled workers form industries such as steel,

automobile making and the garment industry who are unemployed or underemployed.

Underemployed workers are those who have more skills or knowledge then their current

jobs require. Believe it or not but today there are a growing number of people who are

also undereducated. There are also a complex set of laws that involve safety,

unionization, equal pay amongst other things, that take companies beyond a profit

orientation to more fair and socially conscious.

Human Resouce Manager also need to go through a process of determining their

needs. There is a five step process to determining needs. The process is as follows: first

you need to prepare an inventory of the organizations employees. The inventory needs to

contain names, ages, education, capabilities and so forth. Next you would need to

prepare a job analysis. A job analyses is a study of what is done by employees who hold

various job titles. Such analyses are necessary in order to recruit and train good

employees. To find the right employees many companies place job descriptions with the

classifieds of papers, magazines and the internet. Human resource managers also need to

assess future human resource demands. Since technology changes rapidly, training

programs must be started long before they’re needed. Proactive managers will be able to

anticipate these needs and have the people ready for them. Going hand in hand with

future demand is assessing future supply. Since the labor force is constantly changing,

people get older and people move, this means there could be times of over and
undersupply. Lastly a strategic plan needs to be made. This plan will need to address

recruiting, selecting, training and developing amongst other things the human resources.

Once these employees are obtained, they need to be kept. To do this employees

must be praised, compensated, also additional hiring or firing may be needed. To have ay

type of performance appraisal, standards must be set up and met. This is a crucial step.

Next those standards need to be communicated in such a way that every employee

understands. Employee performance also needs to be evaluated otherwise it is

impossible to know if they need more training or if they need to be praised raised or fired.

Remember information and knowledge is the keys to anything.

The institution

 ensures that policies and programs facilitate the continuing development of staff

MANAGER

 work with staff to:

o assess and provide feedback on their skills and interests

o select learning and development activities that match their career development

objectives and job needs

 use The Career Place site as a tool to tell employees about learning and development

opportunities on campus or company and to create an annual development plan

 stay informed of current policies and practices that support employee development

 follow up with employees after a learning activity to integrate new skills and knowledge

into their responsibilities

The employee

 takes initiative to assess skills and interests and seek development activities that match

needs

 works with you to identify learning and development objectives

Most employee learning and development programs fall under the following categories:

 Management Development

 Career Development

 Basic Skills

 Professional Skills

 Technical Training

 Supervisory Skills

 Tuition Reduction

Your support of learning and development creates a "win" for the employee and for your

workplace. You will have:

 Employees with upgraded skills, working to their full potential and equipped to deal with

the changing demands of the workplace

 Employees with higher morale, career satisfaction, creativity, and motivation

 Increased productivity and responsiveness in meeting departmental objectives

Management Development

The management and leadership development process is flexible and continuous, linking an

individual's development to the goals of the job and the organization. Management development

programs on campus give you the opportunity to develop a broad base of skills and knowledge

that can be applied to many jobs on campus or company. The overarching goal is a

comprehensive curriculum for managers and supervisors to develop the necessary core

competencies to become excellent leaders. The Employee Relations Unit also provides training

for managers and supervisors, along with performance management tools. Expanding

management core competencies will enable campus managers to keep pace with the demands of

a changing organization.

Guiding Principles

Management development activities can:

 Encourage growth and career development of employees

 Improve skills and knowledge that can be immediately applied at work

 Increase motivation and job satisfaction

 Create a network of colleagues for problem-solving and support

 Promote communication and planning throughout campus and department networks

Summary

The challenges associated with the changing nature of work and the workplace environment are

as real. Rapid change requires a skilled, knowledgeable workforce with employees who are

adaptive, flexible, and focused on the future.

As a manager, one of your key responsibilities is to develop your staff. states that you can:

"Encourage growth and career development of employees by coaching, and by helping

employees achieve their personal goals and beyond...[you can develop] human resources by

providing adequate training... encouragement of staff development, and opportunities for

growth."

The company recognizes that employee development requires a shared responsibility among the

institution, you, and the employee.

 Business
Ed.5
Submitted by :
Mark Anthony Martirez

Submitted To:
Mr. Ramon Daludado