HUMAN RESOURCE MANAGEMENT

BACHELOR OF SCIENCE IN LEGAL MANAGEMENT | FIRST YEAR | SECOND SEMESTER

PROFESSOR: PROF. ANTONIA JOSEFA A. TAGUINOD, MBM

LESSON 4
MAINTAINING A QUALITY WORKFORCE

“It is not enough to hire and train workers to meet an organization’s immediate needs. They must be
successfully retained, nurtured and managed for long-term effectiveness. If talented workers leave
to pursue other opportunities, the resulting costs for the employer can be staggering.” According to
a survey, the most effective tools for maintaining a quality workforce were good benefits, competitive
salaries, flexible work schedules and personal time off, and opportunities for training and
development.
LEARNING OUTCOMES
Be sure you can:
a. Define the terms career plateau and work life balance
b. Discuss the significance of each term for the human resource management process
c. Explain why compensation and benefits are important elements in human resource
management
d. define the terms labor contract, labor union and collective bargaining
e. Compare the adversarial and cooperative approaches to labor-management relations.

CAREER DEVELOPMENT

What is career?
Career is a sequence of jobs and work pursuits that constitutes what a person does for a living. A
career begins on an anticipatory basis with our formal education - - then into an initial job choice and
any number of subsequent choices that may involve changes in task assignments, employing
organizations and even occupations.

OBJECTIVES OF CAREER DEVELOPMENT

1. To meet the immediate and future HR needs of the organization on a timely basis
2. To inform the organization and the individual about potential career path within the
organization
3. To utilize existing HR programs to the fullest by integrating the activities that select, assign,
develop, and manage individual careers with the organization’s plans

LOGICAL FLOW OF EVENTS IN DEVELOPING A CAREER

[1] FINDING A SUITABLE FIELD [2] FINDING A JOB

[3] ESTABLISHING CAREER GOALS AND CARREER PATH

[4] SELECTING RELEVANT CAREER ADVANCEMENT STRATEGIES

[5] SWTICHING CAREER IF THE NEED ARISES [6] RETIREMENT PLANNING

ACTIVITY: DESCRIBE “LIFETIME LOYALTY MODEL” AND “SELF-DIRECTED CAREER MODEL”

To better understand the lifetime loyalty model and the self-directed career model, let us look in this
perspective. Lifetime loyalty model relies on extrinsic factors and programs that affects employee
retention in the company, this means that the decision of the employee to remain in the organization
(to be loyal in an exact definition) relies on the programs being employed and factors observed within
the company. Let’s put it in this way:

There is no solid or objective model in regards to the approach of acquiring and maintaining the
loyalty of the employee to an organization or company, hence, it is bendable according to the
approach employed by the employer. An objective - lifetime loyalty model takes into account the
Socio-demographic profiles of the employees, the opinion of the employees in lieu with their work,
which also includes the measurement of the commitment of the employee to their work.

This factors is observed to affect the employee performance, form which, the company may design
approaches to measure it and if it is below their expected outcome, the company or organization may
strike by ensuring that the employee is satisfied by giving recognitions, rewards in any manner
possible. This then increases their performance and cut the employee turnover - the total number of
workers who leave a company over a certain period. Hence, retaining employees or motivating
employees to stay in the company.

Self-directed career model as related in career planning, relies on the reasons or factors being
observed by the employee himself, which may depend on his personal opinion on the work that he is
doing and the workplace he currently belongs to. To put it simply, the employee is the one who
decides and plans what should his career be and what should it look like, by determining his capacity,
his talents or potentials, his interest, values and set of skills that shall determine if he will stay in the
company he is in or switch for greener Pasteur.

WHAT IS A CAREER PLANNING?

Career planning is the process of systematically matching career goals and individual capabilities
with opportunities for their fulfillment. It involves questions as “Who am I?” “Where do I want to go?”
and “How do I get there?”

It is also important to have self-assessment (use of information by employees to determine their

career interests, values, aptitudes, and behavioral tendencies)
Self-assessment can help employees consider where they are now in their career fits with their
current situation and available resources.
SELF-ASSESSMENT EXERCISE
Perform this activity and submit on Monday, August 16, 2021. We will discuss it on Tuesday, August
17, 2021

Step 1: Where Am I? (Examine current position of life and career)

Think about your life from past and present to the future. Draw a time line to represent
important events.
Step 2: Who am I? (Examine different roles.)
Identify your different roles
Step 3: Where would I like to be and what would I like to happen? (This helps in future goal setting.)
Consider your life from present to future. Write an autobiography answering three questions:
1. What do you want to have accomplished?
2. What milestones do you want to achieve?
3. What do you want to be remembered for?
Step 4: An Ideal Year in the Future (Identify resources needed.)
Consider a one-year period in the future. If you had unlimited resource, what would you do?
What would the ideal environment look like? Does the ideal environment match step 3?
Step 5: An Ideal Job (Create current goal.)
In the present, think about an ideal job for you with your available resources. Consider your
role, resources, and type of training or education needed.
Step 6: Career by Objective Inventory (Summarize current situation)
What gets your excited each day?
What do you do well? What are you known for?
What do you need to achieve your goals?
What should you do now to move toward reaching your goals?
What is your long-term career objectives?
Three major aspects of a Job Campaign:
1. Job Hunting Tactics
2. Preparing a resume
3. Performing well in an interview
Job Hunting Tactics
1. Identify objectives
2. Identify potential contribution
3. Use multiple approaches and tactics
4. Use networking
 Potential Sources of Contacts through Networking
a. Friends
b. Parents and other family members
c. Faculty and Staff
d. Former or present employer
e. Community groups, churches
f. Trade and professional education
g. Career fairs
5. Persist
6. Take rejection in stride
7. Avoid common mistakes such as:
a. Not knowing what type of work one wants to do
b. Not taking the initiative to generate job leads; and
c. Having a poor resume

WHAT IS A CAREER PATH?

A career path is a sequence of jobs held overtime during a career. Career paths vary between those
that are pursued internally with the same employer and those pursued externally among various
employers

Establishing Career Path

It involves analyzing work and information flows, the type of tasks performed across jobs, similarities
and differences in working environments, and the historical movement patterns of employees into
and out of the jobs (where in the company employees come from and what positions they take after
leaving their job).

CAREER SWITCHING

This is the shift from one career to another because they have no other choice due to forced
retirement, layoff, or boredom in their present job. (It can also be because of skills deficiencies or
obsolescence)

CAREER STAGES

1. Growth stage – the period from birth to age 14, where the adolescent develop preliminary
ideas about what his or her interests and abilities are

2. Exploration stage – (15-25) explores various occupational alternatives, matches alternatives

to interests and abilities

3. Establishment stage – (26-44) the heart of most people’s working lives/ involves creating a
meaningful and relevant role in the organization.

4. Maintenance stage – (45-60) the person receives her/his place in the world of work and most
efforts are now directed at maintaining that place. At this stage, the individual should already
prepare for the next stage while preparing to cope with becoming plateaued.
 5. Decline or disengagement stage – (60 and above) the prospect of having to accept reduced
levels of power and responsibility and learn to accept and develop new roles as mentor and
confidant for those who are younger. Then, there is the more or less inevitable retirement,
after which the person finds alternative uses for the time and effort formerly spent on his/her
occupation

Late Career Stage

The aging workforce and the use of early retirement programs to shrink companies’ workforces have
three implications:
1. Companies must meet the needs of older employees
2. Companies must have taken steps to prepare employees for retirement
3. Companies must be careful that early retirement programs do not discriminate against older
employees.
DEVELOPMENT NEEDS DURING LATE CAREER
1. Senior leadership roles
2. Productivity
3. Effective retirement
ORGANIZATIONAL ACTIONS DURING LATE CAREER
1. Understanding older employees
2. Performance standards and feedback
3. Education and job restructuring
4. Establishment of flexible work patterns
5. Development of retirement planning programs
6. Early retirement

WHAT IS A CAREER PLATEAU?

A career plateau is a position from which someone is unlikely to move to a higher level of work
responsibility.
- The point in a career where the likelihood of additional hierarchical promotion is very low
- A plateaued employee may not desire additional responsibilities
- Plateauing becomes dysfunctional when the employee feels stuck in a job that offers no
potential for personal growth.

ACTIVITY: IDENTIFY THE CAUSES OF CAREER PLATEAUS AND DISCUSS THE POSSIBLE REMEDIES.

In the study of Kreuter, 2004, it is further postulated that in organizations that have fewer diversity,
employees have to stay in the same job and same level. This situation can lead to frustration and
reduction of motivation of employees. The feeling of job dissatisfaction leads to stagnation and there
arises career plateau.
The causes for the plateauing or stagnation of the career development of an employee can
consummate into the following, which may be resolved accordingly through the corresponding
remedies for the specific causes:
[1] The employee may experience career plateauing when an organization does not see or have not
yet assessed thoroughly the capacity of an employee, believing that the employee lacks the necessary
capability to move in a higher position within the organization. With this, the employee may not be
given additional responsibilities in the work place, hence, a career plateau where an employee is
stagnated within his or her position in an organization.
[2] The employee’s lack of capacity or knowledge in the workplace, hence, causing his disallowance
to move upwards in the organizational ladder, can stem from the restrictions within the organization
itself in terms of the availability of resources and training for them.
[3] In content career plateau, the employee may encounter the lack of varied works and activities
within the company, which restricts the capacity or the opportunity of the employee to learn further
in order to enhance his or her mobility in the structural ladder. Or;
[4] Simply, the employee, leaning to his or her personal choices in regards with the workplace, he or
she may opt not to move up in the organizational structure because he or she does not want to have
additional responsibilities or stress in the workplace, because bigger work means bigger
responsibility, hence, more people to oversee.
The management through the following approaches can remedy plateau in the career:
[1] The challenge consummates in knowing the reasons why the employee’s career is going into
spiraling stagnation, take this as a perspective of seeing the target first before striking, otherwise, we
cannot resolve the plateau without seeing what’s seemingly goes in the wrong direction.
[2] Understand also that the mobility of the employee in the organization does not always have to go
upwards, the organization may device an approach where they allocate their employees horizontally
or laterally, by moving them in different departments to fulfill a different role.
[3] Employ reward system in order to retain and encourage employees to go beyond their duties and
obligations in the company in order for them to unleash what is being hidden especially if it is in line
with their potentials in their chosen field.

QUESTION: What are the actions that management can do to manage the employee’s
plateauing process?

Assignment :
1. What is work-life balance?
2. Know the minimum wage in Region II across industries and identify the mandated
benefits both for government and private employees.

WORK-LIFE BALANCE
-it involves balancing career demands with personal and family needs (a very important retention
issue)
Concerns:
● The unique needs of single parents
(Who must balance parenting responsibilities with a job?)
● Dual-career Couples (Who must balance the career needs and opportunities of each partner)
● The special situations of both working mothers and fathers
Complex demands of job and family responsibilities have made work-life balance programs
increasingly important in human resource management.