Republic of the Philippines

BATANGAS STATE UNIVERSITY

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND
INTERNATIONAL HOSPITALITY MANAGEMENT
Gov. Pablo Borbon Main Campus I
Rizal Avenue, Batangas City

GRADUATE SCHOOL DEPARTMENT

Andal, Sharlaine Mae G. SR Code: 16-52663

Midterms in Human Resource Management MBAN

I.AN INTERVIEW WITH AN HRM SPECIALIST

AKNOWLEDGEMENT
I took this interview with Mr. Moises Soriano Poblete, who is the Assistant HR manager in
DAMCO Philippines Inc. I sincerely thank him for giving me his time and sharing his precious
knowledge with me. I also would like to thank my prof. in charge Mrs. Gina Bonifacio for giving
her support for the completion of this project. THANKYOU VERY MUCH.

Questions that were asked to the HR manager: -

1. How is personnel management different for HRM?

HRM is more focused on talent management. It considers HRM as a business function,

with a goal of effective handling of its talent as a main focus.
PM is rather more focused on managing people and their jobs .Personnel Management is
more of a system that is followed for handling and managing people with profitability as a main
concern.

HRM develops and motivates people to attain their goals rather than company’s goalsand in this
manner becomes more profitable
 1. Qualities and Profiles of a good HR manager

Qualities and profile of a HR manager are as follows: -

1. He should have EMPATHY.
2. LEADERSHIP skills are a must.
3. INSIGHT of each job and related situation
.4. CONCERN for its employees.
5. PERSUASSIVENESS
Profiles of a HR manager are as follows: -
1. Must have attended at least one LEADERSHIP camp.
2. Effective SOCIAL knowledge.
3. MBA in human resources management.
4. MBA from XLRI, TISS and form IIM (L) is an added advantage.

2. What are the Future challenges of HR in Philippines and in corporate world?

The biggest challenge for future of HR in Philippines is its implementation and

penetration in all the industries and family run businesses.
The top class management has to understand its importance so as to give a boost to HR in
corporate Philippines.
The biggest challenge would be to develop such policies and developments so as to
generate maximum employee satisfaction and efficiency by which the corporate Philippines
will become a much happier land to work and progress in.

Technically, the future will see HR in every face of life. A day might come when even a
college and school will have a HR department. Thus at those times IMPLEMENTATION will be
seen as a great challenge.
3. HR = Blessing or an evil?
HR has always being a blessing to almost all organization. A simple example
would be the practicing of HR in TATA’s have made its employees very loyal to
company and jobs. The employees perceive the goals as their own and work hard for it
they consider strikes as a sign of disloyalty towards the company.
Thus HRM has always been to the positive side of the company.
4. What will you rate HR? Good or bad for your organization?
HR cannot only be rated good, but very good for our company .HR has improved
the overall functioning of the company. The workers have developed interest in
performing more accurately and profitably. The working conditions have changed and the
atmosphere has become more amiable.
5. What is the most important aspect of HRM?
The most important aspect of HR is aligning the people’s policy to the business
objectives. It is very important for a HRM to see to it that he is creating an effective
environment that increases employee’s morale and interest. After all in HRM employees
are considered as the customers of the organization.
6. What are the points that are looked while employing people?
Employing is not a line type of a function that can be done by following a basic
procedure. It has various aspects such as: -
A .What does company want?
b. What are the situations in which company needs people?
c. Why does the company need them?
d. For how long does it want to get engaged with them viz. temporary or
permanent?
e. Qualifications needed for the application of the job?
f. Training is needed or not?
g. Personal qualities of the applicant?
h. Job profile
i. Faith of the applicant towards organization and his interests?
The above points are a necessity while recruiting peoples
7. How is your personal experience as a HR manager?

HRM has helped me to understand people in a better manner. The complexity of

human can be well managed with the help of HRM
.HRM is a tool to develop good relationship with every one and in the course of
time acquire leadership qualities.
In short HRM makes oneself realize how people can really be an asset to an
organization.
8. What do you think is the most effective motivator of employees?
HRM gives importance to human relations and thus motivation is also based on
the same grounds, thus we at DAMCO believe in motivating employees by giving them
the perfect job profile which suits them and from which they can get their job
satisfaction.
Though HR gives less importance to money, but still in India money is high
influencer and motivator of the employees.
Thus in DAMCO we make sure that we offer a right mix of motivators because
each individual gets motivated by different means. For example some employee gets a
great boost even if you just pat on his back. While other feels good if he gets some
monetary benefit.
The company always makes sure that the policies that are framed by the company
are kept transparent and the employees are aware of it. Such activities act as an effective
motivator.
9. What are some of the limitations of HR?
The only limitation with HR is that you cannot judge a person accurately andthus
at such times HR fails to work with such people.
10. What qualities do you look for in an employee while selection of an employee?
Qualities that are been looked while employing people are as follows: -
a. Integrity
b. Flexibility
c. Initiative.
d. Foresight.
 e. Understanding
f. Empathy
11. What do you do to keep in touch with the recent HR developments?
The Company has its own library and also research works conducted by
DAMCO gathers lot of information. The company also appoints consultants to help them
in their HR activities. And lastly Internet is one of the biggest sources of information that
helps the HR managers to keep in touch with the recent trends of HRM.
12. What do you do for development of employees?
Development of employees is done through their regular training and making
their concepts more perfect. Mentoring the employees develops a great enthusiasm in
employees and in this way they also learn new and better ways of doing their job.
13. What qualities do seek in a B.M.S student to become a successful HRM?
For a BMS student to become a HRM, He should have a high persuasiveness
towards the attainment of the goals in his life. If he decides to become a HRM he should
put his all efforts and zeal to get his goal i.e. to become a HRM.
14. What are the resent trends in HRM?
Recent trends have made HRM to become more focused on bottom line of the
organisation. Introduction of IT has made all the employees work more efficiently with
lightning speed. HRM considers people as not only assets but as their profits. DAMCO
considers its employees as its customers and its customers as its employees.
CONCLUSION
It is true that HRM is one of the subjects that have to change with times. After meeting
Mr. Moises Soriano Poblete I was made aware with resent HRM concepts and was able to see
the practical application of Human Resources Management. The best part of the interview was
the answer given by Mr. Poblete for becoming a successful HR Manager from an MBAN
student. I was highly influenced by his words and will make sure that I will follow them.
II. GOING GLOBAL WITH MARRIOTT CORPORATION

1.The first action that Marriott can take to making the company the international
employer of choice will be development of a corporate culture that values and promotes diversity
in the workplace. If the corporate culture will be supportive, diverse pool of candidates from
different cultures will not shy to come to Marriott. This should be the topmost priority for
Marriott in terms of recruiting best international talent.
The second action should be to establish a work culture that fosters innovation, creativity,
flexibility and conducive working environment for stress free and productive working
atmosphere in the organization. Marriott should strive to make its workplace very friendly and
conducive for personal and professional growth and development for the employees of the
organization.
The third action for Marriott will be to establish the firm as one of the best firms for
compensation. Marriott will need to offer competitive salaries along with world class benefits,
rewards and recognition to employees. Marriott will need to match best practices pursued by
companies that provide best compensation and rewards and implement such practices in all the
locations across the globe. Further, the expatriate compensation should also be world class and
offer adequate incentive to employees to take up international assignments.
The fourth action for Marriott should be to offer growth and development opportunities
to the employees by providing them challenging global opportunities as well as providing
opportunities for training and education. Global talent will be attracted towards Marriott if they
see a long term future with the organization. Such training and development opportunities will
enhance the loyalty of the employees towards the organization.
2. The top international opportunities for recent graduates are those that provide
challenging opportunities to graduates in their field of study in a cross cultural setting. Recent
graduates can gain a lot by working in challenging and diverse working environment in different
countries, such as emerging countries across the globe.
The problems of expatriate attrition, performance and difficulties in repatriation can be
resolved if companies like Marriott may adequate attention to expatriate compensation, benefits,
training and long term growth opportunities. For example, if expatriates are provided adequate
cross cultural training along with attractive compensation and benefits such as assistance for
settling their families in new country, expatriates will be able to work without any stress and
deliver better performance. Similarly, if expatriates are provided with challenging global
opportunities along with opportunities for personal as well as professional growth and
development, these issues can be effective addressed by the organization.

III. EXERCISE PERMALCO’S RECRUITING CHALLENGE

SCENARIO
 Unorganized storeroom
 Uncomfortable work environment for females
 Large workload
 Noisy environment
 High pay and benefits
 High-tech equipment
 Less professionals
 Lay-offs (30%)
 Void in production leader positions
 High employee discontentment
 Disproportionate representation of minorities

RECRUITMENT PLANNING
 Short-term and long-term strategies
 Measure of success
 Sources of candidates
 Recruiting techniques
 Recommendations for changes to other HR systems.
SWOT ANALYSIS

SHORT-TERM HR STRATEGY
 Hire two people for special projects
 Build and develop them as individuals
 Train them for aluminum smelting
 Proper orientation drives
 Hire from females and minorities

LONG-TERM HR STRATEGY
 Produce production leaders through succession planning
 Balance merit and affirmative action plans
 “Group Think”
 Rethink HR systems
 Solve the root causes of turn-over
 Rethink business model regarding each division being a separate business
RECRUITING STRATEGY

RECRUITMENT CHALLENGES
 Competitors clinch minorities and females in sophomore year
 Perception of work environment at Permalco
 Representation of Permalco by dissatisfied employees 0Sources of candidates
 Less diversity 0Small pool of leaders to consider from 0Clear KASOCs

IV. RECRUITING AT JULIA RICHTER’S “DRESSED FOR SUCCESS

A. 3 Methods To Recommend
1. Internet/ Online Recruiting or E-Recruiting.
2. Advertising.
3. Employment Agencies (lack of time).
B. Cost Benefit Analysis of Job Recruitment
Putting a job vacancy on your own compnay website costs you nothing while putting one
on a job board usually only costs a small amount you can clearly see the cost savings possible
with online recruitment.
C. Use of Headhunters for the Recruitment
• Headhunters are industry terms for a third-party recruiters who seeks out candidates
often when normal recruitment efforts have failed.
• Due to their higher costs, headhunters are usually employed to fill senior management
and executive level roles.

D. Information about the Compensation being considered for the job.

Compensation Benefit for a store manager and sales associate is not necessary. However
the large/upscale retailers provide compensation benefits tot hem
2. What recruitment methods should be implemented to help increase diversity in the
organization?

Diversity Recruiting - (SHRM)

New Studies show that employee referrals, internet and job fairs are especially effective for
diversity recruiting.
3. What would be the appropriate salaries for a store manager and a store associate?

Salaries of a store manager and a store associate

• Store Manager:
Basic salary of $50,000 per year is correct according to the requirement of 5 years of
experience.

• Sales Associate:
The pay $9.50 per hour is correct. Commission is not necessary

Formal Job Description

Yes formal job descriptions are necessary for an organization as it can be used:
• To develop a consistent salary structure based on duties, responsibility and
qualifications of each position in the organization.
• To increase the effectiveness of the employee and Organization.

V. DISCUSS EXTENSIVELY AT LEAST 3 CONTEMPORARY ISSUES/TRENDS IN

HUMAN RESOURCES MANAGEMENT. PLEASE CITE YOUR REFERENCES.

1. . Technology

With the current technological advancement and its projection in the future, it has brought in
new eyes in the face of HRM. A number of computerized systems have been invented to help in
the HRM of which they are seen as simplifier of HR functions in companies. Large or
multinational organizations using some of the human resources information systems are reaping
big. You do not have to stay in a particular location to do your duties but you can do on a mobile
basis. For instance the paper work files are being replaced by HRMIS which may be tailor made
or Off the Shelf. These systems help in handling a lot of data on a chip other than having a room
full of file shelves.
 What HRM is concerned with here is the safety (confidentiality) of the data/information of
staff, and therefore it is at the forefront of having to train personnel in operating such systems
and developing the integrity of such personnel to handle the sensitivity of the matter.
2. Health
With the emergence of the wellness clubs and fitness centers together with the need for
having healthy workforce, it has emerged that HRM has to move to another step like having to
subscribe for its employees to such clubs, paying health insurance services for the staff. This is
not only a productivity strategy but also a strategy used to attract and retain valuable employees.
In the current situation as it is now especially with the outbreak of HIV/AIDS epidemic, it
has been seen to be of value to have infected and affected employees have special attention so
that they can have confidence of support from the employers. With its effect leading to
stigmatization, HRM has to think of counseling and guiding such employee so that despite of the
effect they (employee) remain productive. Cancer is another kind of issue that has seen the
current trend in HRM look closer to health and wellness of employees. Cancers of all types are
endemic to employees. Couple with other communicable and none communicable diseases HRM
has no option other than to advice management to invest in health care packages that will
revitalize the performance of the affected and infected employees’
Therefore for HRM to continue showing relevance it has shifted to providing health services
to staff through health insurance, sensitization, and free medical treatment bills. This has seen
high results in not only in performance but also in attraction and retention of highly qualified
personnel.
3. Family work life balance
Over a long time now in HRM history it has been a big debate about family life work
balance. Employees have been on toes of the employers to see if there could be justice done and
on the other hand employers have been keen to minimize the effect of the same. The fact is a
happy family is equal to a happy workforce. With the current trend HRM have to work it out that
every employee’s family to some extent is a happy one. Therefore investing in what may seem
out hand for the organization is inevitable. It is time HRM to convince management to organize
family day out for the staff and their families, sacrifice sometimes for days off to enable
employees to attend to their family issues.
 The employment laws unlike from the past now allow family leaves and above all you have
parental leave (paternity and maternity). In this moment the member of the family is not missed.
Time off your duty is to enrich one with family chore which help identify the employee with the
organization. From break of family affairs of course an employee is rejuvenated and recognizes
that the employer values him so much to the extent that he/she is allowed to visit, stay and enjoy
family bond.
Still it is realized that the family bond is a cost to employer in terms of time but it is a great
motivator the employee. Which leads to high productivity. Therefore the HRM has to stay tuned
the the dynamics of family needs of employees and go a step ahead to provide development
assistance like loans to meet family needs and social development.
4. Confidentiality
The current trends have been seen as new challenges in the terms of costs especially in the
short run but for organization to strive well in this competitive market to together with the labor
mobility it is imperative important to rethink the HRM in terms of the current trends at all levels.
It goes without say that as longer as there is no clear defined human resource management
strategies in the given organization there is definitely a problem boiling in the same organization
or an explosion is bound to happen. With the current trend in managing the most valued
organization resource, organizations have to dig deeper to maintain

Reference: https://www.linkedin.com/pulse/15-current-trends-human-resource-management-
rutaihwa-aristides-andrew