2nd Semester, AY 2017-2018

>>>>>>>>
MGT 108
Strategic Human Resource
Management
-Chapter 5

Ms. Jennifer B. Atienza

Instructor
Human resource management - function of
attracting, developing, and retaining enough
qualified employees to perform the activities
necessary to accomplish organizational
objectives. Three main objectives:

1) Providing qualified, well-trained

employees for the organization.
2) Maximizing employee effectiveness in
the organization.
3) Satisfying individual employee needs
through monetary compensation,
benefits, opportunities to advance, and
job satisfaction.
• What Is Human Resource Management
(HRM)?
– The policies, practices and systems that
influence employees’ behavior, attitudes and
performance.
– One of the most important functions that need
to be discussed in strategic management and
business policy.
• Employment and Recruiting
• Training and Development
• Compensation
• Benefits
• Employee Services
• Employee and Community Relations
• Personnel Records
• Health and Safety
• Strategic Planning
>>>>>>>>
Strategic Human Resource
Management
Process of encouraging, inducing, or
influencing applicants to apply for a
certain vacant position
1. Studying the different jobs in the
company and writing job descriptions and
specifications (Job Analysis)
– Job description. Duties and responsibilities of a
particular position
– Job specification. Specific qualifications required; A
list of knowledge, skills, abilities and other
characteristics (KSAOs) that an individual must have
to perform a job
2. Requisition of new employee
3. Actual recruitment of applicants
 Colleges and Universities -
campus placement services
Internal Sources - Public & Private
Faster, cheaper, Employment Agencies -
more certainty headhunters, can be
expensive

External Sources - JOBS

JOBS
New ideas and
approaches Electronic Recruiting -
the Internet

Direct Applicants
and Referrals - Newspaper Advertising -
self selection, large volume, low
low cost quality recruits

McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights resrved.

Process of getting the most qualified
applicant from among different job
seekers
1. Reception of applicants.
– Screening. Process by which the applicants are
being interviewed and classified under two
categories – those to be given examinations and
further interviews and those who should not be
considered at all
2. Preliminary Interview
– Find out how qualified the applicant is for the
vacancy
– Give the applicant the information he needs in order
to decide to take the job if offered to him
– Create goodwill for the company
3. Application form
4. Employment test
5. Final Selection by immediate supervisor
or department head
6. Physical and Medical Examination
7. Hiring
8. Orientation/Induction/Indoctrination
 Interviews
Honesty Tests
and Drug Tests References and
Biographical Data

Work Samples
HR
JOBS
Physical Ability
Tests

Personality
Inventories Cognitive Ability Tests

McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.