Bulacan State University

College of Social Sciences & Philosophy

Public Administration Department

Chapter 5 Activity (Managing Human Resources)

Name: Josep, Anngeline S. Date:_____

Year/Section: BPA-3A

Enumerate and brief explain the following: (100 points)

1. Three (3) internal sources of employees:

 Promotion

Employees' cadres are upgraded through evaluation of their performance in the

organization, which is referred to as promotion. It's the process of moving an employee
from a lower-level position to a higher-level position with additional responsibility, pay,
benefits, and status. Internal promotions are used by many businesses to fill higher-level
unfilled jobs.

 Recruiting Former Employees

Recruiting previous employees is an internal source of recruitment procedure in

which former employees are rehired based on the position's requirements. This method
is both cost-effective and time-saving. Another important advantage of hiring former
employees is that they are very familiar with the job's functions and responsibilities,
requiring less training and development on the part of the company.

 Internal Advertisements (Job Posting)

Internal job posting/advertising is a method of posting/advertising jobs within a

company. This job ad serves as an open call to all employees within the company to
apply for the open jobs. It ensures that all employees in the company have equal
opportunity. As a result, recruitment will take place within the firm, saving a significant
amount of money.

2. Four (4) most popular method of appraising employees performance:

  Employee Performance Appraisal

Organizations must use the employee performance appraisal process to increase staff
productivity and outcomes. Performance appraisals are an annual process in which an
employee's performance and productivity are assessed against a set of goals.

 Performance appraisal

Existing performance appraisal approaches fail to internalize employee performance

results, hence they are rarely used effectively. HR managers should modify their existing
process and consider employing one of the six modern performance appraisal
methodologies described below to avoid performance appraisals becoming nothing
more than hollow jargons.

 A future-focused employee performance appraisal method

Choosing the correct performance appraisal method is more important than ever
because it indicates your attitude toward your employees and how concerned you are
about their morale. Once you've selected the best performance review approach for
your purposes, the following step is to effectively execute it to close important
performance gaps and solve pressing issues that have an influence on Returns.

3. Four (4) methods of job evaluation:

 Point factor comparison

This method divides jobs into compensable elements discovered during the job analysis.
The factors are given points, and a pay structure for the post is constructed. The
highest-paying jobs are those with the most points. By comparing the jobs, the
importance of each one may be determined.

 Factor comparison
The element comparison approach is a hybrid of ranking and points factoring
techniques. To establish benchmarks, jobs with similar responsibilities are identified
inside the organization. Identifiable factors for benchmark occupations are prioritized
during factor analysis and then compared to market rates to give each compensable
factor a monetary value. This method has the advantage of being consistent and less
subjective, but it is also the most difficult and expensive.

 Job ranking
This is the simplest way, and it's appropriate for smaller businesses with a limited
number of job titles. Job ranking creates a ranking of jobs within the point factor system
 by placing them in a hierarchy of their importance to the firm. The positions are often
graded based on a single factor, such as the level of difficulty or the level of education
required to execute the work well. The most significant level in the hierarchy is the top;
the person who sits at the top has the most power.

 Job classification
This is a system of grading. The job categorization approach involves creating
descriptions for each class of occupations and assigning a grade to each one based on
the job's skill and complexity that best matches the class description. As a result,
positions may fall into more than one grade level, depending on the level of
responsibility, abilities required, and physical exertion required to do the job.

4. Five (5) components of a compensation system:

Job descriptions- are an important part of both pay and selection systems because they
spell out the responsibilities, requirements, functions, duties, location, atmosphere, and
other features of a job in writing. Work descriptions can be written for individual jobs or
entire job families.
Job analysis - the method of studying jobs in order to create job descriptions.
Interviews, surveys, and observation are examples of job analysis techniques.
Job evaluation- a method for comparing jobs in order to determine suitable pay levels
for specific occupations or job parts. Ranking, classification, factor comparison, and the
point method are the four main strategies.
Pay Structures- compensation processes can be standardized with this tool. The
majority of pay structures have multiple grades, each having a minimum salary/wage
and either step increments or a grade range. When it comes to union jobs, step
increments are prevalent because the salary for each job is pre-determined through
collective bargaining.
Salary Surveys- salary and market statistics are gathered. Average salaries, inflation
indicators, cost of living indicators, and salary budget averages may all be included.
Companies can either buy the results of survey vendors' polls or conduct their own
compensation surveys. When acquiring the results of salary surveys conducted by other
vendors, keep in mind that the surveys could be conducted within a single industry or
across industries, as well as within one geographical location or across multiple
geographical regions. Before comparing the wage findings to your organization,
determine which industry or geographic location the results apply to.

5. Give four (4) types of compensation:

Hourly- is a unskilled or semi-skilled labor has historically been awarded hourly

remuneration. Hourly wages are also used to compensate temporary, part-time, or
contract workers, although salaries are more frequent for staff who have been hired on
a long-term basis.
Salary - employees who are paid on a salary are usually those who are more educated
or who work in management roles.
Commision- the most frequent kind of commission-based pay is in sales, where it is
calculated as a percentage of goals achieved (or quota). The amount of commission paid
typically rises as the goal rises. The commission's objectives can be based on a variety of
factors. Some sales targets, for example, are based on revenue. Commissions can also
be calculated based on gross earnings or profit margins, with the higher the price you
charge for a product or service, the more money you make. There may also be
commission fees, often known as placement fees, which pay out a set amount for each
unit sold.

Bonuses- differ from one another. Bonuses are a type of variable pay that can be used
by anyone other than salespeople. Year-end bonuses are a frequent example, in which
employees are paid a lump payment, or a percentage of a lump sum, based on the
company's performance, the individual's achievement of defined incentive-based
targets, or at the discretion of the manager. Bonuses can be given out on a more regular
basis, such as quarterly.

Good Luck
drjpr/aom2021