You are on page 1of 6

Handouts for Human Resource and Global Management

1. Discuss the role of Human Resource manager in providing strategic


A world-class leader is someone whose actions, with the ability to communicate,
have the most profound consequences on other people’s lives. Communication is
an invincible strategy necessary for world-class leadership. This sharing
profound knowledge, for better or worse, impacts their lives forever. This ability
to communicate effectively makes an enormous difference in employees’
attitudes toward the total organization.
“Really effective leaders/managers: set mutual expectations clearly; make sure
everyone has very clear objectives and performance measures and check that
they understand them; are good at planning and at communicating the steps
between where the team is now and where it needs to be; give continuous
feedback; give people very stretching goals to achieve, but ensure they have all
the support they need from the manager and their colleagues; make sure that
achievements are recognized, both within and outside the team; encourage and
establish team members’ sense of self-belief” (Cutterback & Hirst, 2002, p53).
Noting that communication impact every key component of an organization, a
strategy for an effective communication program is key for an organization to
achieve world-class status. Communication will impacts worker morale, worker
productivity and performance, organizational change, corporate identity. A
quote from John Darling (1999) nicely supports this statement. “Communication
creates meaning for people in organizations, or at least it should. It is a primary
way any group of individuals, small or large can become aligned behind the
overarching goals of an organization. Getting the correct and intended message
across at every level is an important key” (Darling, 1999).

2. Discuss emerging trend: Global leadership and team developments.


It is a degree of change in leadership profiles from past or present to the future
that has interesting implication for leadership and team development.
5 emerging characteristics of Global Leadership and Team Development
 Thinking globally – understanding the economic, cultural, legal, and
political ramification
 Appreciating cultural diversity - defined as diversity of leadership style,
industry style, individual style, individual behavior and values, race and
sex.
 Development technological savvy – understanding the use of technology to
help the company; recruit, develop and maintain a network of technically
competent people; know how to manage investments in new technology; be
positive role models in leading the use of new technology
 Building partnership and alliance – the ability to negotiate complex
alliances and manage complex networks of relationships is becoming
increasingly important
 Sharing leadership – sharing a leadership may be a requirement, not an
option. In an alliance structure, telling partners what to do and how to do it
may quickly lead to having no partner
3. Staffing, training, compensation and performance management are important Human Resource
Management function: How can each of this function help companies success in meeting global
challenges.
Training may improve deficient skills, performance appraisal techniques may
emphasize and measure quality improvement, and compensation practices may
be used to reinforce needed change. Diverse work force, low skill levels of entry-
level workers could be helped by training and performance management
techniques. Obviously, using selection processes that are fair and
nondiscriminatory while selecting the best employees is important. And again,
compensation systems that reward the acquisition of needed skills could help
here.

The work systems challenge necessitates that employees adjust to working in


team structures (training and selection), that they receive higher-level and basic
skills training, and once again that compensation and performance management
systems are used to motivate and reinforce appropriate behaviors. Finally, the
global challenge may produce the organizational need for employees who speak
multiple languages, who are trained to adjust to new cultures and who are
sensitive to cultural differences. Employees with the flexibility and skills needed
to work in various cultures or with individuals of diverse backgrounds may be
selected or developed through training. Appropriate rewards will maintain these
valuable employees
4. Discuss the issues on the equal employment opportunities and safety in Philippine setting.
Labor Code of the Philippines: Presidential Decree no. 442 states that labor and
social laws to afford protection, promote employment and human resources
development and insure peace based on social justice.
 Bureau of Employment Services
 Article 18 Sec 2: Ban on direct hiring
 Article 21. Foreign Service role and participation
 Article 38. Chapter 3: Illegal Recruitement
 Article 39: Penalties
Magna Carta for Disabled Persons – an act of providing for the rehabilitation, self-
development and self-reliance of disabled person and their integration into the
mainstream of society and for other purposes.
Sex Harassment
Discrimination

5. Discuss workflow analysis and design work


Workflow analysis refers to the process by which you can take a close look at your
company and determine where its strengths and weaknesses lie. It is important to
conduct this type of analysis on a regular basis because it can ensure that you will
be able to pick up on inconsistencies and inefficiencies throughout the
organization right away and make the appropriate changes as soon as possible.
This will help you get your business back on track towards success, both in terms
of its reputation and popularity as well as in its finances. Neglecting to conduct a
workflow analysis, on the other hand, can result in problems that become chronic
and are difficult to resolve, potentially causing your organization to fall behind the
competition and become obsolete or lose too much money to turn itself around.
Any company and any businessperson can benefit from a workflow that ensures
the highest level of efficiency so that the least amount of time and the fewest
resources are used to accomplish a task. This, in turn, enhances productivity,
resulting in more products and services getting out the door to consumers to keep
them coming back. Whether you are an artist, an entrepreneur, or a manager,
learning how to analyze the various processes within a business, from marketing
to production and customer service, will definitely help you improve performance
throughout all departments within the company.

Job Analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a given
job. Job Analysis is a process where judgements are made about data collected
on a job.

The Job; not the person An important concept of Job Analysis is that the
analysis is conducted of the Job, not the person. While Job Analysis data may be
collected from incumbents through interviews or questionnaires, the product of
the analysis is a description or specifications of the job, not a description of the
person.

Purpose of Job Analysis

The purpose of Job Analysis is to establish and document the 'job relatedness'
of employment procedures such as training, selection, compensation, and
performance appraisal.

Determining Training Needs


Job Analysis can be used in training/"needs assessment" to identify or develop:

 training content
 assessment tests to measure effectiveness of training
 equipment to be used in delivering the training
 methods of training (i.e., small group, computer-based, video,
classroom...)

Compensation
Job Analysis can be used in compensation to identify or determine:

 skill levels
 compensable job factors
 work environment (e.g., hazards; attention; physical effort)
 responsibilities (e.g., fiscal; supervisory)
 required level of education (indirectly related to salary level)

6. What are the approaches in measuring performance of the employees in the organization?
Productive employees are the lifeblood of every recruiting business, but
how do you assess their performance levels? Do they understand your
goals and expectations? Are they meeting their personal objectives?

Every company should continually monitor and evaluate their employees;


here are seven easy ways to quickly gauge performance and ensure your
firm is on the right track:

Punctuality: Employees who regularly arrive late for work or are frequently
absent from the office are unlikely to be meeting their performance
objectives. The underlying issue needs to be addressed here – have they
received adequate training? Do they get along with their co-workers and
manager? Issues with punctuality mean an employee is not doing their job
to their full potential and a negative attitude may also be affecting their
colleagues.

Quality of work: The timely completion of projects to the desired standard


is a key indicator in measuring employee performance. Is the work being
carried out average or outstanding? Are they committing maximum effort
to projects? Is their attitude affecting their ability to meet your
expectations? Do they understand their personal performance objectives?
The answers to those questions will help you to understand the root causes
of any problems.

Observe personal habits: Perpetual bad habits can detract from employee
performance. This may include indulging in office gossip, taking
unauthorized breaks, disruptive behavior and the use of computers for
personal reasons (such as social media, online shopping). In order to
prevent these habits from being adopted by their co-workers, you must be
clear on what is acceptable in your business and issue an appropriate
behavioral code.

Check their attitude: A bad attitude will often manifest itself in


insubordinate behavior. Again, this is indicative of an individual who is
unlikely to be meeting their performance objectives. Typically, these
employees will not comply with company policies and are likely to display
disrespect for your company and co-workers.

Review personal presentation: Most firms have a professional dress code


appropriate to the job and company culture. Employees who disregard your
expectations and present a disheveled or careless appearance reflect
badly on your image. It’s likely that their performance will be failing to meet
your expectations too.

Carry out a client survey: The consequences of poor employee


performance will ultimately manifest themselves in customer service. A
client survey can quickly identify issues with individuals. A positive
response means your employee performance is meeting or
exceeding expectations. What is the overall customer service experience
of your recruiters and representatives?

Carry out random checks: Depending on the nature of your business


consider implementing random checks against quality standards. This may
include reviewing telephone calls and checking records. While your
employees may be aware of this policy, the random nature of the checks
can motivate staff to put in a consistent performance.

Evaluating employee performance should be carried out on an on-going


basis and encompass all areas of their work ethic and individual
achievements. Remember too, that poor performance or negative
behaviors can also be symptomatic of an underlying problem with your
organization’s culture, so have a plan in place to address any issues you
discover.

7. Identify activities that manifest discrimination. How does it affect the organizational
performance?

Discrimination" means unequal treatment. Title VII of The Civil Rights Act of 1964 says that no
person employed or seeking employment by a business with more than 15
employees may be discriminated against due to his or her race, color, religion,
sex, or national origin. While there are federal laws concerning discrimination,
most states have enacted laws that prohibit it. These laws may have different
remedies than the federal laws and may, in certain circumstances be more
favorable than the federal laws. There are four major types of employment
discrimination, and other types can usually be dealt with in regard to one of them.
They are:

 race
 sex
 age
 disability

It affect the organization through:

Job Satisfaction and Motivation

Discriminatory practices affect the job satisfaction of all employees -- not just those who are
discriminated against. Promotions, bonuses and benefits should be awarded based upon the
candidate's qualifications and performance on the job. If an employee consistently sees
promotions being given on the basis of gender, race, age or other discriminatory factors, his drive
to advance within the organization or perform to the best of his ability is negatively affected.
Commitment, Loyalty and Turnover

Staff who observe regular discrimination are more likely to leave the business, increasing your
turnover levels. Although some involuntary turnover -- firing poor performers, for example -- is
beneficial for the business, if your company's voluntary turnover is high you are probably losing
skilled, competent workers. Recruiting and training replacements is costly to the organization
and affects productivity. If an employee believes there is no future for him within the
organization, he will be less invested in the job. Although he may not have found another
position, the fact he doesn't intend to stay permanently means he is less committed and loyal to
the business than someone who plans a long-term career with the company.

Reputation and Recruitment

Discriminatory practices affect your company's reputation within the community it serves.
Discrimination may affect clients directly if your company provides inferior service to a certain
group of people based upon particular demographic criteria, such as race. But customers can also
be indirectly discriminated against. For example, if the entrance to your store is only accessible
with steep steps, you are unintentionally preventing disabled customers from accessing the
services you provide. Don't underestimate the effect of unhappy employees on your reputation
and recruitment success. Disgruntled workers will complain to their family and friends -- who
may take their business elsewhere. Savvy jobseekers will research the company before applying,
and a workplace facing several discrimination lawsuits, or a company with employees who
openly voice their dissatisfaction, will have a chilling effect on your recruiting abilities and cause
the top candidates in the industry to look elsewhere.