HUMAN RESOURCES MANAGEMENT

1. What is an HR plan? How does it link to the company’s mission/vision and values
statement? Identify the elements that are necessary to include in the plan.

2. Basic HR staffing involves recruitment, selection and retention. Distinguish each

function.

3. Should the qualifications for elected officials in the Philippine Government be

amended given the proliferation of political dynasties? If yes, what should be the
constitutional amendments? What additional policies to complement the
constitutional mandate must be put into place in the executive and legislative
branches?

4. What are the basic information that must be included in an orientation program?
Rationalize.

5. Compare and contrast HR training and HR development.

HR Development is a function of management that registers, traces and insures individual
progress through continued job proficiency, career growth and individual guidance.
Competencies are upgraded and expertise is developed in this “broadening” phase of people
management. Some traditionalists equate development with training reflecting a limited
concept of the term “development”. Others interchange hr development with hr management.
The former is only of the five functions of the latter.
Whereas, HR Training is one of the three programs together with career planning and
counselling covered in HR development. Further, HR Training refers to the teaching
period. This is where lectures and Discussion will undertake. This can be either in the
classroom discussion type or can be the Hands-on type training. This is where all the
concepts and ideas about the assigned position will be placed.
Contrary to HR Development this refers to the alleviation of the learnings being taught,
in short application of the trainings. In this phase, the management can know what are the
full potentials, capabilities, knowledge and skills of the employee if he or she is appropriate
for the job position. This is where creativity will start in the developmental process.
Take for example, me as an employee in ………………………………………………………

6. What is an HR strategy? Strategic HR?

Strategic Human Resource is an alignment in fitting all the HR functions namely job
organization and information, acquisition, maintenance, development and research on human
resources. Whereas HR strategy entails to have a strategy for a specific function or areas in the
Human resource industry.
7. When should a company build a training program? When should it buy a training
program?
When the following conditions occur, training may be imperative when there is
substandard work performance, decreased productivity, high wastage or scrappage of
resources, high accident rate, untapped potentials that are promising and reasons like drop in
motivation or unpleasant management-labor relations.
Depending on the organization’s goals, needs and resources, this program comes in various
types like orientation, on-the-job training where an employee is given a hands-on approach to
actual methods, problems and solutions right on the job, and vestibule training where an
employee is prepared for the principal position he desires to assume. This is appropriate for
tenured employees who would like to be moved upward or transferred to other lateral positions.
Training program in the company is one of the relevant functions in attracting and
Retaining employees. A company can either build or buy a training program based on the
financial status of the company. Of course, when analyzing things financial management must
take into consideration before indulging into that kind of practice. If ever the financial status
of the company is good or have an average performance then the company buy training
program. If the company is in dire need in cost cutting, then building and creating a training
program would be better. Also when the company wants to buy a training program, its
advantage would be to have new ideas, concepts on how to train their employees eagerly.
However drawbacks for it will be unfamiliar faces or trainings that might employees be
reluctant to change. Since the most common concept for employees would be “too tired to
follow that rules”. In terms of creating training program one advantage would it can save
expenses. If familiar faces are in the training room then employees might not be reluctant to
open and share ideas to everyone, this would and can boost their morale and be motivated
enough to work for the company eagerly.

8. What is Job Analysis? Cite various utilization of the results of Job Analysis.
This is consists of the determination of the duties, responsibilities, working conditions and
working relationships of and between jobs and the qualifications of the employee who
should man each job. This method and procedure utilizes observation, interview,
questionnaire survey or a combination of the three techniques.
Job analysis has two phases: job description and job specification. While job description
or position description gives the what in a job, job specification identifies who should
qualify for the job.
Job analysis is the assessment of the job performance of an employee. This could entail
how the employees behaves in a manner that the employer or the management understands. It
has an important role in developing a compensation program, since it is the bases in computing
wages and salaries for a specific person. This would indicate proper analysis of the job being
taken.
 The collected information will be used in creating a right fit between job and employee, to
assess the performance of an employee, to determine the worth of a particular task and to
analyze training and development needs of an employee delivering that specific job.

9. Prepare a basic Job description for a clerical position and company driver. The
description must include title; summary; duties and responsibilities; and job
qualifications.

Job Description:
Clerical Staff Company Driver
Summary: Main responsibility is to assist the people
Is the one who is responsible for the in the management team in delivering them
compilation and arrangement of files, data to their designated location. It is the one
and documents including the confidential who is responsible for the safety of the
data (corporate file). employees during the traveling period.
Job duties and responsibilities:
 Responsible for filing and  Responsible in giving the
arrangement of data. management the available
 Responsible for the booking of transportation and vehicle for them
flights for the management or for to arrive at the right time and at the
the corporate side. right place.
 Responsible to coordinate the  Able to coordinate with the clerical
company drive time in and time out staff to know the schedules of time
the management during in a in and time out the employees in
meeting and seminars attended. the management side.
 Responsible to keep all information  Always available anytime and
confidentiality. anywhere.
 Other miscellaneous activities
assigned.
JOB QUALIFICATIONS:
 Graduate of any four year course,  Graduate of at least a two-year
having a bachelors’ degree holder. vocational course.
 Experienced in the clerical works is  Have a driver’s license with a non-
an advantage professional is a must
 Willing to render long working  Always ready anytime and
hours. anywhere
 Willing to work on Saturdays and  Willing to render long working
Sundays. hours
 Willing to go to any location being
requested for
 Knows the different routes in the
City.
10. Identify various compensation strategies. Link these strategies to the company’s
business cycle and industry profile.
Compensation is the equivalent in any form that is given to the individual for his
work. This recompense is also called job reward which could be intrinsic or extrinsic.
Intrinsic these are rewards like opportunities for personal growth, participation in decision
making and diversity of activities that will affect an employee’s mind set towards work.
Extrinsic rewards on the other hand refers to tangible rewards may it be direct
compensation, indirect compensation or non-financial compensation. The first are rewards
that directly affect the employee’s salary and benefits like performance bonus on doing a
job well-done that significantly contributed to the growth of the company. The second is
affecting the employee’s welfare like protection program such as health insurance that the
employee can use when it needed the most. Lastly, it refers to the employees’ we could say
convenience and comfortability at work. The employee may be given the discretion on
work assignment, assigned parking lot, or preferred lunch. This rewards would entail
processes that needed to realign in acquiring the total compensation packages. This
strategies have a positive relationship in the company’s business cycle and industry profile
since it can have an important impact on the employees’ performance that could affect the
brand image of the company itself. In terms of business cycle if the transaction of the
business has a low or below average performance this would indicate that the compensation
strategy must be adjusted to address if there are needed to be addressed.

11. What is performance management?

It is the management of the employee performance within a specified time or
period.
This would entail to know whether the employee has an above average, average or
below-average results. In short it is the job evaluation of your performance in a company.
In metro bank, we practice this kind of performance management annually. Wherein, we
are called to have a one-on-one talk with our supervisors and after to out branch manager.
The discussion of the branch manager heavies a lot since it summarizes our performance
in a year. We are shown figures of the things what we’ve cross-sell, our car and home loan
production. However, still the managers confronts us in a cool that doesn’t make our ego
to drop by. It is through this performance management system where in we can also
evaluate our and officers verbally in our branch heard, what are the things needed to
improve and the things needed to minimize and or reduce. Through this annual activity of
ours, I as an employee needed to picture out or needed to increase my performance by
showing new skills and capabilities to clients and as well to our superiors.

12. Distinguish sexual harassment from acts of lasciviousness. What are the company
requirements in the implementation of the sexual harassment law?
Sexual harassment is an act of abuse in power and or authority in threatening
employees or people to do sexual acts. While lasciviousness is doing sexual acts without
abusing the power or authority. Any people who are caught doing sexual harassment from
 its subordinate will be sanctioned to imprisonment for at least six to three months with fee
of ranging from 1000-10,000 and this will never be an excused since this is crossing the
line between the morale and dignity of the victim.

13. What is due process? What is the hot stove rule? How significant is it for the company
in the correct application of the disciplinary based on the labor law?
Due process is a method in handling employees who have committed grievous acts
in disobeying the company’s policies and regulations. It is a method wherein the employee
will have his side to speak or explain his side. First sanction that the employee will be given
is the verbal warning from its supervisor (one on one talk). Second sanction would be the
written waring wherein the employee will be given a memo for doing such acts. Third
would be the second written warning however, indicating and explaining to the supervisor
why he did commit the said act. The fourth will be suspension it is based on the discretion
of the HR department the days of its suspension. And lastly if the employee didn’t meditate
and reflect on his behavior then termination will follow.

14. Distinguish redundancy from streamlining. What are the bases for each program?
Redundancy is laying off employees while streamlining is the process of rearranging
or restructuring the level or rank of its employees. Redundancy may take place when two
or more people have the same task or role in the given position. This will also take place
when the employers are having cost cutting.
15. Discuss employment at will. How different is it in removing a manager from an
employee?
When we say employee at will it is the voluntary at will of the management to
employ or to promote a certain people based on the credentials and skills that would fit the
desired position at the right time. However, removing a manager from an employee would
be in a different case scenario, where in the employer wanted to remove an employee to
fill up the vacant position it is usually based on seniority level when the proceeding
employee leaves or being promoted, you are the next in line to fill up that position.