AZRIEL MAE BAYLON (BSED SS 3-C)

“ MODULE 3 “
ACTIVITY:
1. STRATEGIC HR MANAGEMENT
2. EQUAL EMPLOYMENT OPPORTUNITY
3. STAFFING
4. TALENT MANAGEMENT AND DEVELOPMENT
5. TOTAL REWARDS
6. RISK MANAGEMENT AND WORKER PROTECTION
7. EMPLOYEE AND LABOR RELATIONS

ANALYSIS:
 Change Agent Role- A change agent will promote, champion, enable, and support the
implementation of change in an organization. They assist an organization, or a portion of
an organization, in changing the way it operates by inspiring and influencing others.
 Employees Champion Role- The employee champion evaluates the current state of affairs
in the company and determines how to improve it. An employee champion role allows an
engaged employee to share their enthusiasm for a particular aspect of their job with
others.
 Strategic Partner Role- The strategic HR partner is in charge of developing and
communicating the organization's strategy with the company's senior leadership. to create
and direct an HR agenda that supports and drives the organization's overall goals A
strategic HR partner, in other words, bridges the gap between the work of the HR team on
the ground and the mission of the C-suite.

APPLICATION:
A Human Resources Manager, also known as an HR Supervisor, is in charge of coordinating all
administrative activities pertaining to an organization's personnel. Their responsibilities
include developing recruitment strategies, putting in place systems for managing employee
benefits, payroll, and behavior, and onboarding new employees. Human resources' primary
responsibilities include recruiting and hiring new employees, managing training and
development initiatives, tracking employee performance, managing and improving
communication, managing organizational and company culture, creating a safe and inclusive
work environment, overseeing and managing benefits and compensation, and dealing with
conflicts, disciplinary actions, and terminations.

ASSESSMENT:
1. HUMAN RESOURCES MANAGEMENT- Human Resource Development (HRD) is a framework
for assisting employees in the development of personal and organizational skills,
knowledge, and abilities. The implications for human resource policies are that properly
utilizing human capital can result in employee engagement, job satisfaction, and, most
importantly, an impressive bottom line.
2. STRATEGIC HR MANAGEMENT- Strategic human resource management promotes the
following benefits by developing systems to improve organizational performance. Lower
turnover, absenteeism, job satisfaction, and employee commitment are all examples of
HR-related outcomes.
3. STAFFING- In human resource management, staffing is the function of employee
recruitment, screening, and selection carried out within a company to fill job openings.
Because staffing is a leadership function, this corresponds to directing in management.
4. TALENT MANAGEMENT AND DEVELOPMENT- Talent management strategies are intended
to attract, develop, retain, and use employees who have the necessary skills and aptitude
to meet the current and future needs of a business.
5. TOTAL REWARDS- For years, human resource managers have experimented with total
reward strategies that combine monetary and non-monetary awards. They discovered
that HR total rewards programs produce significant results, ranging from improved
individual and business performance to increased employee job satisfaction, loyalty, and
morale.
6. RISK MANAGEMENT AND WORKER PROTECTION- Risk management plays an important
role in keeping the organization and its employees happy and on track with the company's
goals. As a result, it is critical to focus on managing risks related to compliance, the hiring
process, and employee growth in order to achieve organizational success.
7. STRATEGIC PARTNER ROLE- Strategic partners pool their resources to help each other
develop their employees and gain a competitive advantage in the marketplace. For
example, a digital camera manufacturer and a computer printer manufacturer can
collaborate to develop more efficient methods of printing high-definition prints of
photographs.
8. CHANGE AGENT ROLE- Change agents are essential in the lean transformation process.
They provide both technical know-how and social support to managers and front-line
teams as they learn and implement new lean practices.
9. ADMINISTRATIVE ROLE- An administrator's primary responsibility is to ensure that all
departments in an organization operate efficiently. They serve as a liaison between senior
management and employees. They motivate the workforce and help them understand the
organization's goals.
10. EMPLOYEES CHAMPION ROLE- The employee champion HR role, also known as the change
champion in HR, is a person or team in charge of assessing employee morale at work.

• The most important thing I learned from this lesson was about the various
terminologies used in human resource management. I learned about HRM's applications,
functions, and importance to the company, as well as the various critical roles it plays. I
learn about its significance to the organization, which makes me realize how important it
is to study the nature of human resource management in depth, because as a future social
studies teacher, I will be expected to study and comprehend more about the things and
situations that occur within the organization. You should be familiar with the various
terms used in human resource management as a professional teacher. This will allow you
to assess your own job-related abilities.
• I unlearned the positive and negative implications of human resource
management within the firm, as well as the factors to consider in order to effectively
implement or practice the many roles in human resource management, which were topics
I missed out on in this module.
• I relearned- I'd like to brush up on my understanding of human resource
development and implementation. I wanted to become more acquainted with the various
terms used in human resource management in order to gain a better understanding of the
field. I believe that having a thorough understanding of this course can assist individuals in
developing their knowledge, skills, and abilities in order to contribute to the growth of the
organization.