Quintos, Paul Emmanuel

BSMA 3102
Summative Evaluation No. 1

Learning Materials No. 1:

The Role of Human Resource

In this learning module and in the given set of videos referring to the roles of an
HR, I have learned that human resource management is the process of employing
people, training them, compensating them, developing policies relating to them, and
developing strategies to retain them. Due to this process, as an HR manager there are
seven main roles in order to become a successful HR. The first role is about staffing.
In this role it involves hiring a new employee that is qualified in the given standards
for a specific task or work vacant. In this role, it includes all the necessary ideas in a
recruitment process and selection process. The second role is about developing
workplace policies. A role where an HR manager provides policy that will govern the
work place. This will help the organization to have a better ambiance and to have a
better place to work with. The next process is about compensation and benefits
administration. This role aims to have a fair benefits between each employees and
which was based mostly on employees work performance. The fourth role is about
keeping and the ability to motivate every employee to stay the company. This role is
called employee retention. In here, HR should be able to motivate them in order to
lessen the cost of hiring a new one. The next role is the dealing with laws affecting
employment which is needed to know by an HR manager. As it is needed in order to
prevent disobeying the government rules. Meanwhile, the next role is all about worker
protection. As an HR manager it is your duty to keep your employees in good hand,
safe and healthy. And the last role is about awareness of external factors. This role is
important since mostly there are a lot of things that is happening outside the company
which mostly might affect the company not only financially but the employees as
well. Behind those roles given, an HR is also expected to be skillful not only in their
craft but also as an individual. It is necessary for an HR manager to have a set of skills
that will help them to overcome possible challenges that might happen on the way.
However, with all of these being given, we still can not assure the best for every HR
manager. This is because challenges are unpredictable and unforseenable. That is why
this module also tells us some challenges of HR in today’s generation. In here, I
learned the essence of being able to add value starts with understanding some of the
challenges of businesses and finding ways to reduce a negative impact on the
business. In this case, the challenges always vary depending on the effect of it on the
company.
Learning Materials No. 2:
Recruitment

In recruitment process it is not only about choosing new employees but being
able to find an applicant which suits the specific job vacant. It also a process of
identifying and attracting job seekers in order to build of qualified applicants. As
being said, recruitment doesn’t just pick whoever is available but it follows a steps in
order to come up with one who best suits the work. There are 5 steps related in
recruitment. Planning, Strategy development, searching, screening and evaluation and
control.
It is necessary to check whether a company is in need of a new employee. As an
HR manager, you don’t just create a “Job hiring” because job hiring is too costy. In
that part, a proper staffing plans and forecasting to determine whether they company
is looking for an employee is implemented. The basis can be regarding to expansion,
production demand etc. If this requirements had presented, the company can now start
a job opening. At this moment, HR manager made already the job analysis and the job
description. Job analysis is a formal system developed to determine what tasks people
actually perform in their jobs. It helps a company to ensure creation of the right fit
between the job and the employee and to determine how employee performance will
be assessed. Two types of job analyses can be performed: a task-based analysis and a
competency- or skills-based analysis. A task-based analysis focuses on the duties of
the job, as opposed to a competency-based analysis, which focuses on the specific
knowledge and abilities an employee must have to perform the job.The information
gathered in job analysis will be used in developing both the job description and job
specification. A job description is a list of tasks, duties, and responsibilities of a
job. Job specifications, on the other hand, discuss the skills and abilities the person
must have to perform the job.
There are three main types of recruiters. Executive search firm which are focused
on high-level positions, such as management and CEO roles. Temporary recruitment
or staffing firm and a Corporate recruiter. Each of them uses similar sources to recruit
individuals, such as professional organizations, websites, and other methods. As a
recruiter, they should be excellent at networking and usually attend many events
where possible candidates will be present. Recruiters keep a constant pipeline of
possible candidates in case a position should arise that would be a good match.
There are couple of recruiting methods such as campus recruiting, professional
associations, websites, use of social media, referrals and many more.
Learning Materials No. 3
Selection

The selection process refers to the steps involved in choosing people who have

the right qualifications to fill a current or future job opening. Just like recruitment
process, selection process is expensive also that is why we need to limit the cost we
will incurred. In this process, there are five distinct aspect we should know. The first
one is the criteria development. Criteria development means determining which
sources of information will be used and how those sources will be scored during the
interview. The criteria should be related directly to the job analysis and the job
specifications. This process usually involves discussing which skills, abilities, and
personal characteristics are required to be successful at any given job. By developing
the criteria before reviewing any resumes, the HR manager or manager can be sure he
or she is being fair in selecting people to interview. The next aspect is the application
and resume review. In this part, the developed criteria will be the tool in checking the
applicant’s resume. After this, interviewing part will happen. If there are a lot of
qualified applicants, different interviewing types is done. Test administration part is
where number of tests are being done. Examples are drug test, physical test etc. The
last part is the making the offer. From the word itself, it is where the compensation
and benefits were offered in to the selected candidate. This can be done through e-
mailing, letter sending etc.