1.

Recommendations for problems encountered in promotion, reduction and retrenchment:

Promotion:

Two-Factor Theory, Frederick Herzberg (1959)

- Frederick Herzberg developed the Two-Factor Theory on his book, The Motivation of Work
(1959). Herzberg and his acquaintances tried to determine which work-related factors people
liked about their hobs, and what people disliked about their jobs. The factors that lead to job
dissatisfaction are isolated and distinct from job satisfaction production. According to Herzberg,
job satisfaction is not opposite to job dissatisfaction, but rather no job satisfaction. In addition,
job dissatisfaction is not opposite with job satisfaction, but instead no job dissatisfaction.

AMO: Abilities, Motivation, Opportunities, Thomas Bailey (1993)

- The AMO model asserts that the performance of an organization must be served by an HR
scheme that attends to the abilities, motivation and the opportunities of the employees in their
job. In Thomas Baiey’s AMO model, he proposes that the organization’s overall performance is
dependent on the abilities, motivation and opportunities in the job of the employees. This
model is the foundation of the HR activities in the organization.
Hiring/Retrenchment:

Competence-Based Employability, Claudia van der Heijde and Beatrice van der Heijden (2006)

- The Competency-Based Employability model was designed in order to identify and measure the
levels of employability among the employees for the purpose of enhancing flexibility amongst
jobs. Claudia van der Heijde and Beatrice van der Heijden’s theory is based on the concept in
which a person’s employability is an important requirement to have a consistent competitive
advantage at the company level as well as professional success at the individual level. Heijde
and Heijden (2006) defined employability as ‘the continuous fulfilment, acquisition and creation
of work opportunities through the optimal use of personal competencies.’

The Happiness Factory, Maurits Bruel and Clemens Colson (1998)

- The Happiness Factory model is a guide for organizations to identify on what is their idea of the
company’s future. Basically, the happiness of all stakeholders is dependent on the good fit
between the organization’s needs and goals, and personal needs and goals.

2. How have demographic and cultural shifts affected HRM?

a. Discuss your organizational structure

Fidelis Senior High School

ARNOLD I. CATAPANG
Principal

ARNALDO D. MENDOZA
Assistant Principal
b. Your position, duties and responsibilities

c. Related to employee rights issues