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FINAL EXAMINATION IN DEM 408

HUMAN RESOURCES MANAGEMENT IN EDUCATION

Student Name: NACIONAL, EDLYN A. Student no.: 20142736-C

1. Define the following: Human, material and Physical resources,

and Human Resources. What is the difference between
personnel management and human resources?
o Human- relating to or characteristic of people or humanity.

o Material resources are materials found in the natural world

that have practical use and value for humans. Material
resources include wood, glass (which comes from sand),
metals, edible plants, and plastics (which are made from
natural chemicals). Renewable material resources, like
glass, can be re-created easily.

o Physical resources are tangible items that are used in the

operation of the business. Some of the resources are used
to operate the business or provide products and services.
Some of the most common physical resources include raw
materials, buildings and facilities, machinery, energy, and
supplies.

o Human resources is used to describe both the people who

work for a company or organization and the department
responsible for managing resources related to employees.
The term human resources was first coined in the 1960s
when the value of labor relations began to garner attention
and when notions such as motivation, organizational
behavior, and selection assessments began to take shape.
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Personnel management is a little old and a more traditional way of

handling employees at a workplace; whereas human resources
management is a more modern and a more specific approach
to managing human resources in an organization. Their focuses are
different for example personnel management focuses on the
administration of the organization along with the welfare of employees
and maintaining relationships with the labor. However, human resources
management concentrates on maintaining human resources by
acquiring, developing and motivating them.
The two terms have a huge gap in their understandings for
example personnel management does not provide the employees
with grate training and development opportunities, they restrict
the employees to minimum training and development opportunities;
whereas human resources management believes in giving the
employees the opportunity of growing and developing by giving them
more and more training and development opportunities to help them
and the organization grow and reach the organizational goals.

2. How to Manage people? In DEPED and in an office?

Managing people is a unique craft, a craft that you will continue to
develop and refine for your entire working life. Managing people is for
people who are passionate about helping others to succeed, who can
bring out the most in their organization. In managing people in DepEd
and in office, you have to be passionate about three things, people,
your customers or clients in education, and the organization itself. A
leader who is passionate about their people will tend to create a work
environment where their people are able to flourish and do their best
work. 
Managing people is an activity reserved exclusively for those of us
who are emotionally stable. The best leaders remain calm in all
situations while the worst managers allow their emotions to control their
behavior. Emotional decisions are poor decisions. If you yell you will
lose the respect of your people and without respect you cannot lead. So
to manage people wisely, you have to keep your emotions in control.
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Also, in managing people, communication is the key. You need to
provide significantly more communication than your people need to
do their job. You need to create a sense of purpose for your people,
providing reason and context for their work. Then there is our
“innate need” to know what is going on around us, so let your people
know what other parts of the organization are doing, only then will
they feel like a part of the management. To ensure that your
employees all receive a consistent message you need to align your
communication messages with your actions.

Planning is an essential part of the management. Your challenge,

as the leader, is to find the right balance between too much and too
little planning. Prepare the right amount of planning. In most planning
sessions the peer bravado of the executive leads them to commit to
too many initiatives. You need to set objectives. Choose what seems
like too few initiatives and when they are done.

Strategic Management in DepEd enables the organization to focus

on long-term directions and interface with the internal and external
environment and stakeholders. The DepEd is responsible for
providing the department with economical, efficient and effective
services relating to strategic and operational planning, program
development, policy (re)formulation and research coordination and
sector monitoring and evaluation.

3. Why there is a need to separate from the service? What

benefits a teacher may receive once they want to separate in
the service as a teacher?
Teachers sometimes need to separate from the service because
of challenging physical conditions, emotional stress and unrealistic
expectations to health and personal reasons. A teacher has this
schemes when separating from the service.
 Resignation – It is the relinquishing of one’s position from an
agency or department.
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 Dropping from the Rolls – It is where officers and employees
who are either habitually absent or have unsatisfactory or poor
performance or have shown to be physically and mentally unfit
to perform their duties may be dropped from the rolls.
 Retirement - refers to the time of life when one chooses to
permanently leave the workforce behind. The traditional
retirement age is 65, it have some kind of national pension or
benefits system in place to supplement retirees' incomes.

The benefit is a monthly basic pension guaranteed for five years.

After the 5 year period, the retiree will receive a basic
monthly pension for life. Lump sum payment however, is discounted
at the rate of 6%. Available to those who are 60 years old w/ less
than 15 years of service. But for retirees who are experiencing poor
health, or are unwilling to take risks or are in immediate need of large
sums of money, they should consider the retirement options offered
under RA 1616 but they should be forewarned that the payment of
their gratuity benefits is contingent on the availability of funds. CY
2000 and 2001 appropriations for retirement benefits are only thirty-
one per cent (31%) of CY 1999 appropriation.

4. How do you treat a problem of teachers? Is it immediately fired

out?
Teachers like all people have encountered different problems.
When dealing with a teacher’s personal problem, keep calm, it
doesn’t need to immediately fire out. In any case, when you become
aware of the problem of a teacher, it is your responsibility as his/her
superior to assist the teacher in restoring instructional effectiveness.
As a leader, you should be a good listener but not be lured into
playing psychiatrist. You need to be able to show empathy and care.
How far you will go in using listening skills, confronting skills, and
supporting skills when dealing with a teacher’s problem is a matter for
objective professional judgement. Be sensitive to the words you use
and their possible effect on the person. Listen respectfully and don’t
interject with advice or resolutions until he or she is done filling you in
on as much as is
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comfortable. Be compassionate to the situation, but be careful to stick
to the facts and avoid blurring the lines between boss and confidante.
If work is the problem, confronting it head-on may help you to avoid
losing a good teacher. Keep it professional.

5. How do you maintain the healthy working environment, safety

and good employees’ relations?

A healthy workplace environment is ideal when it comes to

maintaining a positive outcome in a stressful atmosphere. The most
important thing that influences employee motivation and happiness,
and how productive and efficient they can be, all goes down to their
working environment. A healthy workplace environment improves
performance and reduces costs related to absenteeism, turnover,
workers’ compensation, and medical claims.
A healthy workplace environment also involves the physical
environment of the office or workshop and the occupational health &
safety of your employees. Reduce the worry of your employees by
looking into the safety of the workplace. Simple things such as
ensuring that all electric cables are covered or taped down with a
cable tray to prevent employees from tripping over them are one of
the issues, which your employees should not be worried about.
Nobody wants to sit underneath a cracked ceiling! So, allow your
employees to come to a safe workplace environment.
Employees will care for the company they are working for if they
know that they are being looked after. Employees are the best asset
of every organization, and putting effort into employee wellness can
encourage better teamwork, increased productivity and reduce sick
leave and workplace accidents. You can help your employees to
develop and maintain healthy lifestyle practices and drop any
unhealthy and/or risky habits that they may have. Having weekly
yoga sessions or zumba nowadays is timely yet effective exercise
practices or evening runs with the team are one of those activities
that promote and encourage a healthy lifestyle. Team building
activities not only
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bond employees closer but also motivate them, creating a positive
workplace environment. These activities help improve internal
communication and productivity, boosting morale at the workplace
and in helping employees get to know each other better.

It’s clear that personal relationships with your employees are

key to creating a work environment that is positive, inspiring and
gives them a boost of energy to go the extra mile in their work. Every
workplace has a combination of characters, and what works to
motivate a particular employee, may not necessarily help others. Get
to know your employees and find out whether a hands-on approach
or more independence will help them. That’s how you could have a
good relationship with your employees. A fair employee policy
regardless of their position should be apply. Being simultaneously a
kind person and a respected boss isn’t easy to achieve, but once you
do, you’ll be on your way to creating a work atmosphere that will
positively impact the engagement and productivity of your employees.
Working hard on improving your relationships with employees is
definitely worth the effort.