MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.

San Narciso, Zambales

COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

Module No. 2
Course Title Human Resource Management
Course Code ELE 2 (SOCIAL STUDIES MAJOR – BSED 3)
Class and Schedule WEDNESDAY - THURSDAY (4:30 pm – 6:00 pm)
Instructor SUNSHINE A. ACADEMIA
Name of the Student RONETH U. ESMAEL

PRE – ASSESSMENT / INTRODUCTION

Activity 1. Search an organization’s strategic plan? What areas does the plan address?

URL of the SEARCHED STRATEGIC PLAN:

https://www.spmvv.ac.in/ecell/docs/business-models/1.pdf

The Following are the Areas that the Plan Addresses:

 Consumer’s Beneficial

 Partners, Sponsors and Advertisers’ Beneficial

 Trends - number of trends that are converging to make Pipedream.com the ideal marketing solution for the sports

industry

 Market Size & Revenue Potential

 Competitions

 Alliances

 Management Team

 Public Relations

RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)

 MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.
San Narciso, Zambales
COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

Module No. 2
Course Title Human Resource Management
Course Code ELE 2 (SOCIAL STUDIES MAJOR – BSED 3)
Class and Schedule WEDNESDAY - THURSDAY (4:30 pm – 6:00 pm)
Instructor SUNSHINE A. ACADEMIA
Name of the Student RONETH U. ESMAEL

TEACHING – LEARNING ACTIVITIES (TLAs)

Activity 2. HR – HRM

1. What is the difference between HR plans and HRM strategic plans? How are they the same? How are they
different?
- Strategic planning is the process of figuring out why the organization is in business and what long-term goals
it wants to achieve with its available resources. Human talent is one of those resources, so there's a direct link
between strategic and human resources planning – neither one can exist without the other. Strategic HR
management is defined as: Integrating human resource management strategies and systems to achieve the
overall mission, strategies, and success of the firm while meeting the needs of employees and other
stakeholders. While Human resource planning enables businesses to meet their current and future demands
for talent, allowing human resource managers to anticipate and develop the skills most valuable to an
organization, and providing the enterprise with the optimal balance of staff in terms of available skill-sets and
numbers of personnel.

2. Of the areas of focus in HRM, which one do you think is the most important? Rank them and discuss the reasons
for your rankings.
1) Staffing- is very important, because without it an organization wouldn’t be able to exist.
2) Training and Development – allows employee to create new career and skill
3) Compensation and Benefits – determine pay scales and other benefits. Staying current on salary trends is
critical to attracting and retaining top employees.
4) Employee Relation – A workforce of engaged employees can have a high correlation to increased
productivity and improve the bottom line. This suggests that having a plan to develop and sustain good
employee relations is an important aspect of the HR management function.
5) Employee Satisfaction – Monitoring employee satisfaction is important for understanding the employee’s
perception of how well the organization is managed. It asks the question, “how are we doing managing
the operation?” Employees on the front line do the work and have a unique perspective of not only how
things are done, but also how the customer views the organization’s products and services.
6) Labor Laws and Legal Compliance – Healthy and successful organizations spend time and resources to
develop a strong HR program that supports employees. Employees who understand what is expected of
them, are given the tools to perform the job and get rewarded for doing a good job to make customers
happy.

Activity 3. Plans… Plans… Plans…

1. Of the parts of the HR planning, which do you think is the most difficult, and why? Which would you enjoy the
most? And why?

- The most difficult part of human resources planning is conducting: Demand forecasts (determining how many
and what type of people are needed).
- I think I will enjoy compensations because pay scale will be tackled in there!

2. Why is it important to plan your staffing before you start to hire people?

- When your business is facing significant growth, it's crucial to get ahead of the need for talent. A staffing plan
backed by a methodical process helps to ensure that your organization has the right people with the right skills
to achieve your growing business objectives.

3. What is the significance of training? Why do we need it in organization?

RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)

 MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.
San Narciso, Zambales
COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

- A training program allows you to strengthen those skills that each employee needs to improve. A
development program brings all employees to a higher level so they all have similar skills and knowledge.
This helps reduce any weak links within the company who rely heavily on others to complete basic work
tasks. So that, a well-trained employee usually shows greater productivity and higher quality of work-output
than an untrained employee. Training increases the skills of the employees in the performance of a particular
job. An increase in the skills usually helps to increase both quantity and quality of output.

Activity 4. It’s the Law

1. What are some ways an HR manager can keep up on legislative changes? Do a web search and list specific
publications that may help keep the HR manager aware of changes?

- Changes in a strategic plan and in goal setting are necessary as the internal and external environments change.
An HR manager should always be aware of changes in forecasts, for example, so the plan can change, too.
- Legislative changes may impact strategic plans and budgets as well. It’s important to make sure HR managers
are keeping up on these changes and communicating them.

2. Why is it important to be able to measure strategic plans? What might happen if you don’t?

- As has been the theme throughout this chapter, any HRM plan should be directly linked to the strategic plan
of the organization. Also, A plan should be constantly updated and revised as things in the organization
change. A good strategic plan provides tools to determine whether you met the goal. Any plan should have
measurable goals so the connection to success is obvious.

RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)

 MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.
San Narciso, Zambales
COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

Module No. 2
Course Title Human Resource Management
Course Code ELE 2 (SOCIAL STUDIES MAJOR – BSED 3)
Class and Schedule WEDNESDAY - THURSDAY (4:30 pm – 6:00 pm)
Instructor SUNSHINE A. ACADEMIA
Name of the Student RONETH U. ESMAEL

ASSESSMENT TASKS (ATs)

Activity 5. Case Study

We Merged…Now What?

Earlier this month, your company, a running equipment designer and manufacturer called Runners Paradise, merged
with a smaller clothing design company called Active Leak. Your company initiated the buyout because of the excellent
design team at Active Leak and their brand recognition, specifically for their MP3-integrated running shorts. Runners
Paradise has thirty-five employees and Active Leak has ten employees. At Active Leak, the owner, who often was too
busy doing other tasks, handled the HRM roles. As a result, Active Leak has no strategic plan, and you are wondering if
you should develop a strategic plan, given this change. Here are the things you have accomplished so far:

 Reviewed compensation and adjusted salaries for the sake of fairness. Communicated this to all affected
employees.
 Developed job requirements for current and new jobs.
 Had each old and new employee fill out a skills inventory Excel document, which has been merged into a
database.

From this point, you are not sure what to do to fully integrate the new organization.

1. Why should you develop an HRM strategic plan?

- Strategic HR planning is an important component of strategic HR management. It links HR management

directly to the strategic plan of your organization. Most mid- to large sized organizations have a strategic plan
that guides the organization in successfully meeting its mission. Organizations routinely complete financial
plans to ensure they achieve organizational goals and while workforce plans are not as common, they are just
as important. Even a small organization with as few as 10 staff can develop a strategic plan to guide decisions
about the future. Based on the strategic plan, an organization can develop a strategic HR plan that will allow
to make HR management decisions to support the future direction of the organization. Strategic HR planning
is also important from a budgetary point of view so that you can factor the costs of recruitment, training, etc.
into your organizational budget.

2. Which components of your HR plan will you have to change?

- Definitely integrate a more strategic HR plan to the new company. The manager should review existing
HR policies and set up a training date to go over the changes with the new and old employees. Using the skills
inventory database that was filled up, the company can create a plan to see if enough people were hired to
address the supply and demand culture of the company. It also gives the company a bigger picture perspective
and see what the employees have right now and see if they meet industry standards. If not then, proper
training must be done to make sure that the employees are up to date with the changing times.
A comprehensive recruitment strategy should be talked about after knowing what the baseline
requirements are and what other skills the employees are lacking. Aside from developing the job requirements
of the current and new jobs, there should be a strategy in place on how to communicate these job
opportunities to the right individuals. Once the recruitment strategy is in place, a selection process of how to
screen new employees should be implemented. An interview process should be created to determine if the
employee is a good fit for the company and allows the employee to see what the company is really all about.

3. What additional information would you need to create an action plan for these changes?

- Target Dates
RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)
 MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.
San Narciso, Zambales
COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

- Precise Personal Information about employees

- Capabilities of the whole HR Team
- Compensation (which is very sensitive subject)

Activity 6. Company Tour

1. Choose a company and perform a SWOT analysis on that organization. Be prepared to present in class.

Company Name: Anvaya Cove Beach and Nature Club, Inc.

STRENGTHS WEAKNESSES

 Popularity – Since they are under  Poor Management – When it comes

Ayala Companies, it is the only to their staff, hence, employees
Golf Course in Bataan. often not stand out or not
 Exclusivity – Only members and perform well in their duties due
their guests are allowed to enter to unethical control of
the club. management.

OPPORTUNITIES THREATS
 Work Experience – Employees has  Lay-Off – Since, we are still
the chance to give their service under the Pandemic COVID19,
to well – known personalities not almost all industries globally
only in the Philippines, but also were affected, biggest threat is
in foreign countries (Foreign when the pandemic continued, the
Members). Also, they are exposed companies may totally lay-off
to high – end industry, that’s their staff under agency, to cut
why, being an employee there, has their expenses and still be able
an edge when compared to other to operate even in least
hotel or golf course industries. probability.

2. Based on the SWOT analysis you performed in the first question, develop new objectives for organization.

NEW OBJECTIVES FOR: Anvaya Cove Beach and Nature Club, Inc.
- Ensure operational viability and financial stability through
prudent conduct of operations
- Upgrade Employee’s service and operational competencies through
training.
- Promote employees’ welfare by maintaining proper working
conditions, adopting a performance – based compensation policy
and providing equal opportunities for growth and development
- Define and Protect environmentally sensitive areas
- Ensure customer service efficiency through the use of technology
- Ensure employee’s camaraderie.

RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)

 MAGSAYSAY MEMORIAL COLLEGE OF ZAMBALES, INC.
San Narciso, Zambales
COLLEGE DEPARTMENT
2nd Semester, Academic Year 2020-2021

Module No. 2
Course Title Human Resource Management
Course Code ELE 2 (SOCIAL STUDIES MAJOR – BSED 3)
Class and Schedule WEDNESDAY - THURSDAY (4:30 pm – 6:00 pm)
Instructor SUNSHINE A. ACADEMIA
Name of the Student RONETH U. ESMAEL

STUDENT REFLECTION
How would you handle this? Compensation is a Touchy Subject

Workers Compensation is a very touchy subject to many that have had to deal with a work-related injury.
Workers Compensation is a highly technical insurance that most individuals in today’s society find hard to grasp.
Although workers compensation is required for most by law, many people still do not receive the necessary coverage that
is so desperately needed; therefore, people must become more educated in the workers compensation area.

Some people feel too uncomfortable to even mention their paycheck to a coworker or friend, while others have no
problem discussing compensation openly. Knowing what others in your industry are making can help you feel more
confident you’re being paid appropriately or help encourage you to ask for more. But the risk of finding out you’re being
paid less than your peers might be enough to scare you away from asking in the first place.

While employees shouldn’t be restricted from asking managers about raises when they feel appropriate, your
organization should have an established schedule for evaluating employees’ salaries. Many companies choose to do an
annual salary review to make sure an employee’s salary is reflecting current market value and their growth and
development over the course of a year. Depending on your industry, it may feel appropriate to conduct salary reviews
more or less frequently, but an employee’s anniversary is a great place to start and an easy way to stagger salary
adjustments throughout the year.

The number one rule for any type of conversation surrounding compensation is to be prepared. As an employee,
whether you are negotiating salary, asking for a raise, or discussing a bonus, you need to walk into the conversation
prepared to clearly state what you are asking for and why you think you deserve it. Here are some tips for how you can
prepare for compensation conversations you will probably encounter.

Negotiating Salary. At some point in an interview process you will be asked what salary you are seeking. Don’t
be caught off guard when your interviewer asks. Indeed, outlines three ways to help you prepare for this conversation:

Know Your Worth. If you’re changing cities, positions, or careers for a new job, it can be hard to know what your
market value is. Luckily, it is easy to figure out with help from salary calculators on sites like Glassdoor and Payscale.
With just a short survey, you can find a general range for how much others with your experience, in your area, and in a
position similar to yours are making. This range should give a good baseline of where you should set your salary request.

Give a Range. Rather than give a specific number, you can provide a salary range for the employer to consider.
Once they come back with a specific number, then you can negotiate salary, but there is no need to negotiate until you
have an official offer. During salary negotiations, be sure to cite specific market research and evidence of your skill that
back up your claim on what fair pay is for the position.

Take Time. If you’re asked about salary expectations before you’re ready to answer, it’s okay to ask for more
time if you don’t think you know enough about the position or organization. Explain that you need to understand the
position better, but that you are looking for a competitive offer. But you only get one “get out of jail free” card. If you’re
asked about salary expectations again, you need to answer to the best of your ability.

RONETH U. ESMAEL (BSED – III SOCIAL STUDIES) ELE 2 (2ND SEMESTER)