PAMANTASAN NG LUNGSOD NG MUNTINLUPA

University Road Poblacion, Muntinlupa City

College of Business Administration

Study and Discussion Questions

1. In formulating strategies, which method will you take, the

quantitative or the qualitative? Support your answer.
Personally, the method that I will be going to use to formulate strategies is the
qualitative approaches. I think the best way to have effective strategies is to have
concrete data or information needed on the process of predicting the demand for
employees. There is what we called Delphi technique, a qualitative forecasting
method used by most of the employers seeking for ideas and opinions of experts
within or outside the organization. There will be set of questions used to ask them
and the conclusion or result of that method will be the basis of the organization’s
decision. Meaning to say, before deciding or planning something the organization
needs to accumulate enough information so it will have high possibility of
success. It’s much better to know all the necessary information before coming up
with a plan or decision like in job recruitment you need to make sure that the
information is ready in an instance, it applies in job qualification and job
description.

2. Identify steps a firm may take to show the relationship between

supply and demand of labor. Discuss your answer.
In my way of thinking, a firm or organization usually see the relationship between
supply and demand of labor when in terms of pre-hiring, hiring and post-hiring
stage particularly in recruitment and selection process. The first thing that the
organization must do is to see or determine the situation of the manpower if
there are urgent needs of supply of manpower based on the demand of the
company. After determining the demand of labor, the company gets a better

Human Resource Management BSBA-2K

 PAMANTASAN NG LUNGSOD NG MUNTINLUPA
University Road Poblacion, Muntinlupa City
College of Business Administration
picture and concrete data like the number and type of
positions it will need to execute the work

at a specific time. Followed by organization’s decisions will then be finalized on

which positions will be filled on a certain future time. These two is inseparable to
one another, both of them are the primary basis in terms of labor. Without the
other one, you can’t conduct recruitment or job hiring which is one of the basic
functions of human resource management. A firm needs to have proper planning
and strategies starting on regulating the supply and demand of labor.

3. Due to some undesirable effects of layoffs, what other alternatives can

employers consider to deal with oversupply of personnel?
Oversupply of manpower is there are more workers than jobs. When this
situation occurs in the organization, the employers may suspend job hiring,
selecting and recruitment, may conduct job sharing, reduce employee’s salary
and swap employees or lend them to another company. It’s important to a
company or organization to have a network; a good relationship with other firms
by forming an alliance or merging so in times like this, they have a backbone that
is ready to help them anytime. Plus, the fact that the organization doesn’t need to
reduce employees, reduce their salaries or even set an overtime because they
already have other option or job waiting for them. Additionally, to avoid this kind
of problems the organization should know how to balance especially in hiring
employees. They need to select only the most qualified people based on the needs
of the manpower.

4. Identify solutions an organization may do to resolve undersupply of

personnel.
There are a lot of solutions that the organization may use to resolve undersupply
of manpower such as encouraging their employees to do some overtime, creating
another work shift, job reassignment and strengthen retention program. But I
think the best and effective way is that, the company may conduct or implement
recruitment both external and internal process. External recruitment may help
the organization to find, entice and trace possible and qualified people that are
suitable for that specific job position. If the organization wants to have a larger or
wider source of manpower, it is the perfect option for them. Also, conducting
external recruitment may be a big help if the company wants to have new
employees that has so many new things to offer. People who have potential
strengths, capabilities, skills and knowledge that will possibly help the
organization to attain their objectives and goals. While internal recruitment, it is
the alternative of the organization if they want to have people with experienced.

Human Resource Management BSBA-2K

 PAMANTASAN NG LUNGSOD NG MUNTINLUPA
University Road Poblacion, Muntinlupa City
College of Business Administration
The company may entice or select people out of their
current manpower if the needs of personnel are immediate and necessary. They
may fill it in anytime as long as that employee is qualified and already know the
culture, process and how the organization works.

For employers’ perspective, it is less hassle and less cost. They no longer have to
withdraw large amount of money for recruitment cost like their advertisement
because internal recruitment may take place anytime and anywhere within the
organization. While on the other side, on the employee’s perspective is high chance
of promotion. If they conduct internal recruitment meaning to say, there is a
possibility of job vacancy and employee promotion. Employees will be more
productive doing their job because they know that there is an opportunity waiting for
them; it’s their decision if they grab it or not. Moreover, these two processes of
recruitment should be balance to one another.
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Human Resource Management BSBA-2K