Staffing In the Organization

1. What is the purpose of human resource management? What are its essential
aspects?
The purpose of human resource management is to; first, make the capacity of the organization
as efficient as possible; second, achieve and understand the laws and ethics to meet the organization’s
goals; third, focus on the assets that bring benefits and advantages; fourth, fulfill and satisfy the needs
of the staffs or employees; and fifth, manage the changes or transformation that will be on the way.
Some of the essential aspects of HRM are the workplace, designs and the workflow of it, the great
authority and partnership, the policies and procedures, especially the working conditions, and the
employees’ good health and well-being.

2. How do the various aspects of human resource management contribute to

ensuring the efficiency and effectiveness of an organization?
The essential aspects of human resource management contribute to ensuring the efficiency and
effectiveness of an organization by; first, keeping the firm’s goals intact; second, identifying the
employees’ skills and knowledge; third, letting the people acquire behaviors that will support the aims of
the organization; fourth, driving the profits to business; and fifth, making the work processes secure to
success. These grounds help HRM to achieve not just the organizational objectives, but the personal one
as well. Even so, this is a continuous process, all these should be done accordingly to maintain the
developments, power, and the value of the organization.

3. In what way do the two aspects of human capital management (talent and
knowledge management) complement each other?
The two aspects of human capital management complement each other by the way the talent
management helps with recruiting, developing and engaging the people who can improve on the
information and processes involved, while the knowledge management helps with recording and sharing
information and processes that exist within the organization. The former aspect requires resources to
execute and deploy the strategies in which people should assess skills and thorough training for them to
get credentials, while the latter requires the management of the database, distribution of the internal
processes and resources, and utilization of it thereafter. They both have a relation with each other
because the knowledge management can be a great instrument for the talent management.
Key Terms:
1. Promotion - to advance in station, rank, or honor.
2. Manpower Complement - requiring special or technical skills not available in
the employing agency, to be accomplished within a specific period, which in no case
shall exceed. one year, and performs or accomplishes the specific work or job, under
his own responsibility with a minimum of direction and supervision from the. hiring
agency.
3. Premium Pay – refers to the higher wages given to employees who work fewer
desirable hours. This includes holidays, weekends, vacation days or anything over eight
hours a day. 
4. Job Analysis – is the process of gathering and analyzing information about the
content and the human requirements of jobs, as well as, the context in which jobs are
performed. This process is used to determine placement of jobs.
5. Simulation – is an approximate imitation of the operation of a process or system
that represents its operation over time. It is also used with scientific modelling of
natural systems or human systems to gain insight into their functioning, as in
economics.
6. Contingent Pay – are arrangements where some or all of employees' earnings are
dependent on some measure of performance.
7. Transfer – is the movement of assets, funds, or ownership rights from one place
to another. It is also used to describe the process by which ownership of funds or assets
are reassigned to a new owner.
8. Holiday Pay – is any form of paid time off, such as a government-declared
holiday, maternity leave, or sick time off.
9. Walk-in Applicants – are people who do not apply online or through mail, but
instead come into an office in order to apply for a job.
10. Vacation Leave – is paid time off from work for you to use for your personal activities
and to create a healthy balance between your work and personal life.
11. Merit Increase – is to reward the most productive and the highest-performing workers,
which in turn incentivizes others to do better.
12. Virtual Reality – refers to a computer-generated simulation in which a person can
interact within an artificial three-dimensional environment using electronic devices,
such as special goggles with a screen or gloves fitted with sensors.
13. Paternity Leave – is the right for a father, partner of a pregnant woman, surrogate
parent or someone who has been matched with a child by an adoption agency, with 26
weeks' service as an employee, to take up to two weeks' leave in one block.
14. Background Check - is a process a person or company uses to verify that an individual is
who they claim to be, and this provides an opportunity to check and confirm the validity
of someone's criminal record, education, employment history, and other activities from
their past.
15. Mental Ability Test - A mental ability test, also known as a mental aptitude test,
analyses the overall potential of a student and helps determine their strengths and
weaknesses. It evaluates different skill sets through various types of questions, which
are based on multiple abstract topics and need to be answered within a specific time
frame.
16. Lecture - A lecture is an oral presentation intended to present information or teach
people about a particular subject, for example by a university or college teacher.
17. Recruitment - refers to the overall process of identifying, attracting, screening,
shortlisting, and interviewing, suitable candidates for jobs within an organization.
Recruitment can also refer to processes involved in choosing individuals for unpaid
roles.
18. Resignation - is the formal act of leaving or quitting one's office or position. A
resignation can occur when a person holding a position gained by election or
appointment steps down, but leaving a position upon the expiration of a term, or
choosing not to seek an additional term, is not considered resignation.
19. Compensation - refers to the act of providing a person with money or other things of
economic value in exchange for their goods, labor, or to provide for the costs of injuries
that they have incurred.
20. Employee Code of Conduct - defines how a company's employees should act on a day-
to-day basis. It reflects the organization's daily operations, core values and overall
company culture. As a result, every code of conduct is unique to the organization it
represents.
21. Equal Employment Opportunity - is equal opportunity to attain or maintain
employment in a company, organization, or other institution.
22. Temporary Applicants - refers to an employment situation where the working
arrangement is limited to a certain period of time based on the needs of the employing
organization.
23. Development - is a process that creates growth, progress, positive change or the
addition of physical, economic, environmental, social and demographic components.
The purpose of development is a rise in the level and quality of life of the population,
and the creation or expansion of local regional income and employment opportunities,
without damaging the resources of the environment.
24. Performance Appraisal - is a regular review of an employee's job performance and
overall contribution to a company. Also known as an annual review, performance review
or evaluation, or employee appraisal, a performance appraisal evaluates an employee's
skills, achievements, and growth--or lack thereof.
25. Aptitude Test - is an exam used to determine an individual's propensity to succeed in a
given activity. Aptitude tests assume that individuals have inherent strengths and
weaknesses, and have a natural inclination toward success or failure in specific areas
based on their innate characteristics.
26. Demotion - is a compulsory reduction in an employee's rank or job title within the
organizational hierarchy of a company, public service department, or other body, unless
there is no reduction in pay.