CBA 102 - HRM - Modules

Colegio de San Juan de Letran
College of Business Administration and Accountancy

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COURSE MODULE
CBA102: Human Resource Management
Course This course is the study of varied social and psychological

Overview factors present in any employer-employee relationship. This
should include the processes of recruitment, selection, training,
career development, performance management, compensation,
benefits, occupational and safety administration and labor laws.
The course includes also the study of ethical principles and their
application to life with emphasis on the professional rights,
duties, and roles of employees.
Course After completing this course, STUDENTS SHOULD BE ABLE TO:

Intended
Learning 1.Explain the differences between functions and areas of HRM.
Objectives 2.Analyze the different HRM practices in the workplace.
(CILO) 3.Describe the nature of labor relations
4.Understand the International HR practices
5. Participate in creating positive change in the community
through COMSERVE in the context of HRM
Rationale:
The objective of this module is substantially an asynchronous type
of teaching and learning activity. This module concentrates on the
formative and authentic learning as well as assessments for a self-
directed learner. Collegiate students are encouraged to explore,
learn, and be creative in the appreciation of this material that will
guide and enhance them in their attainment of the required basic
course competencies.
Learning After the completion of this module, the student shall be able to:
Competencies 1. Explain how the environmental factors affect HRM
Required: 2. Describe the functions of HRM and the HRD structure
3. Explain the employment laws
4. Illustrate the Selection Process
5. Explain the principles of training and developing employees
6. Discuss the importance of Career Development and
Performance Management
7. Describe and explain the processes involved in designing
compensation
8. Describe Labor Relations in the Workplace
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Module 1: HRM in a Changing Environment
Lesson 1: HRM: Introduction and its Environment

Objectives:
At the end of this lesson, the learner will be able to understand the
environments of HRM and the effects of the cultural environments and
other HRM challenges on its different practices.
Introduction Human Resource Management is a vital part of any organization. All

: organizations are required to have this department. The department
helps with increasing the morale of workers by working on relations
between employees and their employers and constantly striving to
make them better.
The HR department also provides the support employees need to

assist them in improving their performance. Understanding the
behavior of people within the organization, requires in depth knowledge
of the Human Resource Environment which includes the concept,
viewpoints, work culture, attitudes, efficiency, skills, productivity, nature
and behavior of HR, employees' demand and supply, motivational
aspects, compensation methods and industrial relation concerning
HR practices.
Activating Fundamentals/Principles of Management discusses HRM as one of

Prior the areas of Management together with Finance, Marketing,
Knowledge Operations/ Production. People are the most important resource of
any organization. They could make or break the organization.
Understanding people is the key to the success or failure of the
organization
For further recall on the basic topic of HRM, check out this video link:
https://www.youtube.com/watch?v=A2HFusWQIeE
Analysis Based on the video previewed and your prior knowledge of HRM,
submit your answers to the following questions using the font style of
Times New Roman and a 12-font size on August 20, 2021:
on
1. Discuss the effects of the different roles of HRM on company
policies and procedures.
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2. Describe the different activities of Talent Management in the

manufacturing industry.
These requirements will help you better understand the importance of

HRM environments.
Acquiring PART 1: Introduction to HRM and its Environment

New
Knowledge Definition of HRM
Human resource management (HRM) involves all management

decisions
and practices that directly affect or influence the people or human
resources, who work for and with the organization (Fisher, C)
HRM can usefully be understood as a set of activities aimed at

building individual and organizational performance. (Boxall, P. and
Purcell, J)
HRM pertains to the policies and practices involved in carrying out the
“people” or human resource aspects of a management position,
including acquiring, training, rewarding, and appraising employees
and attending to their labor relations, health and safety and fairness
concerns.
For the organization to succeed, and attain competitive advantage, it

must be able to perform well the HRM goals, to wit:
✔ Attract
✔ Hire
✔ Train and develop
✔ Motivate
✔ Retain
Employees who are skilled and can adapt to the different kinds of
environment
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Interconnection of the HRM Goals
HRM BY Decenzo and Robbins
HRM operates in a global business environment, hence, it must be

able to prepare its employees to adapt to different settings and
situations of different countries:
✔ Values
✔ Morals
✔ Customs
✔ Political, economic and legal systems
Checkpoint #1: Discuss the interrelationship of the HRM goals. How

are these goals affected with the internal and external environment of
HRM.
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PART II The Changing world of technology and other HR challenges
Technology brings a major impact to HRM. Employees can access

information with ease. It is also changing the skill requirements of
employees.
Technological changes have made it imperative for HRM to adapt and

make necessary changes in its practices of staffing, training,
motivating, maintaining employees as well as its dealings with the
external
stakeholders.
Global workforce composition has dramatically changed. Now, it is

composed of a mixture of women, immigrants, minorities and white
males.
A shortage of skilled labor is estimated in different parts of the world

as a result of the inverted pyramid in population as well as the labor
participation rate in different countries.
The shortage in labor as a result of different changes requires HRM to

be creative and sophisticated in its recruitment, retention strategies as
well as having the knowledge and wisdom in understanding human
behavior
HRM operates in a constantly changing environment:
✔ 1st Revolution/ Globalization 1.0

✔ 2nd Revolution/ Globalization 1.0
✔ 3rd Revolution / Globalization 1.0
✔ Globalization 4.0
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urban-hub.com
HRM by Decenzo
Modern globalization (1.0) began in the 19th century in tandem with

the Industrial Revolution. Globalization 1.0 ended with World War I.
Globalization 2.0 began following World War II.
Globalization 3.0 – also called the era of hyper-globalization – began
in the early 1990s. Globalization 4.0 is the name for what’s coming
next. And it is actually already here, it reflects the impact of
the technological megatrend of the 4th Industrial Revolution – 4IR or
Industry 4.0.
“Globalization 4.0 has only just begun, but we are already vastly
underprepared for it. Clinging to an outdated mindset and tinkering
with our existing processes and institutions will not do.”
(Klaus Schwab, Founder, The World Economic Forum)
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Checkpoint #2: Discuss the changes in HRM practices brought about

by technology.
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Application To assess your understanding of this lesson, answer the following

questions and submit your answers in google classroom using the font
style of Times New Roman at 12 font size on August 20, 2020:
1. Discuss HRM challenges facing the employees and the

organization as a result of the pandemic.
2. What are some issues contingent/temporary workers create for

HRM? Discuss possible solutions to the challenges identified.
Module 2: HRM Functions and Strategies

Lesson 1: The Core Concepts of strategic human resource management and their
importance
Objectives: At the end of this lesson, the learner will be able to discuss the concepts
of strategic human resource management and characterize how
management practices affect human resource management.
Introduction: Strategic human resource management encompasses the traditional
human resources functions of recruiting, screening, interviewing, and
hiring employees, but also works with the overall organizational strategy
to achieve success
The organization faces a number of challenges both in the internal and

external environment as discussed in the previous module. Achieving
organizational goals requires that HRM adapts and gives needed
direction to the employees.
People make the company. A successful company is the result of

efficient and effective people/ employees.
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Happy and contented employees stem from effective human resource

management.
Activating In Fundamentals of Management, emphasis was given to the M’s of

Prior Management. Man, as one of the resources, plays a vital role in the
Knowledge achievement of goals by applying the POLC/ POSDiCon functions.
Man(employee) manages the different resources of the organization.
Employees, being able to adapt to challenges in the environment, should

be able to make the necessary changes/ improvements in the
organization.
HRD should take the lead in managing people, performing both a line
and staff functions.
Analysis The employees can make or break the organization. HRM plays a major
role in making sure that the employees would exude happiness in and
out of their jobs.
The HR department should be able to get the right people and conduct
training for the right skills.
The HR department may get the best employee in the labor market but
it does not mean that It could retain the best. Maintaining and retaining
the
best would depend on the practices of HRM.
Based on your prior knowledge of Management and the functions of

HRM, answer the following questions and submit your answers in google
classroom using the font style of New Times Roman and a font size of
12 on August 27,2021
1. Discuss how service organizations can get the right employees

when there are shortages of skilled people in the labor market.
2. How should a company perform the staffing function when the
compensation package is not competitive?
Acquiring PART 1: HRM Functions

New
Knowledge Strategic HRM and its Importance
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Employees come from different backgrounds, different

cultures, have different likes and dislikes, etc ; for the organization to
achieve its goals and aspirations, the HR department must be effective
in the management of its people and be able to adapt to the changes
happening around in the domestic and international arena. It must be
able to prepare its people to accept changes within and outside the
walls of the company.
HRM also helps bridge the gap between employees'

performance and the organization's strategic objectives. Moreover, an
efficient HR management team can give firms an edge over their
competition.
Organizations now recognize the importance of people meeting

their goals. Hence, HRM must be able to balance its primary
responsibilities; assisting the organization in its strategic direction as
well as representing and taking care of its employees.
Robbins and Decenzo
The HR policies and decisions must be aligned with the mission-vision

as well as the strategies of the organization. This is to be able to support
the
organization in the achievement of its goals. HRM must be a strategic
business partner and represents employees.
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Four Strategic approaches
✔ customer differentiation
✔ product differentiation
✔ Customer intimacy
✔ Customer/market focus
These four have the corresponding implications for HRM
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Four basic functions
✔ Staffing
✔ Training and development
✔ Motivation
✔ Maintenance
Staffing function starts with Recruitment and ends with the

Selection and hiring the most qualified applicant
Training and development refer to the improvement of the KASH

so that employees are effective and efficient in performing present and
future jobs.
Motivation is stimulating, encouraging and injecting passion in

people/ employees so that they perform well and achieve goals
Maintenance is the function relating to keeping people in the

organization and preventing high turnover.
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The four functions are interrelated. Failure in one may mean

failure
of HRM and the organization.
Checkpoint #1: Discuss how HRM could perform its dual function to
achieve the goals of the organization.
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PART II: External Influences and Structure of HRM
The external influences affect the functions of HRM. What happens

outside the organization impacts the policies and practices of HRM.
The economic situation as a result of the COVID 19 pandemic affects
how HRM responds to the downturn; should it be lay off or force leave;
should the basis be seniority or should it be another criteria? Anything
happening outside the company merits a response within the company.
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External Influences
HRM by Robbins
Management Thoughts include principles, theories and practices.

Scientific Management, Hawthorne Studies, 14 principles of
management, to name a few, affect HRM
Dynamic environment pertains to the constant changes in the domestic

and international market such as globalization and workforce diversity.
Laws and regulations in the domestic and global arena impact the
organization and HRM.
Labor Union is an association of employees; responsibility is to protect

and represent the employees in collective bargaining.
Movement in the external environment could positively or negatively

affect the organization, hence HRM must respond accordingly to arrest
the impact to the company.
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Structure of the HR Department:
✔ Training and development

✔ Compensation/benefits
✔ Employee relations
✔ Employment
HRM Robbins and Decenzo
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Application Based on your readings and your prior knowledge of HRM, submit your
answers to the following questions via email or thru the google
classroom using the font style of New Times Roman and a font size of
12 on August 30, 2021
1. Describe how the dynamic environment affects some HRM
policies and decisions. Be specific in your answer.
2. What particular training and development programs would you
recommend to the manufacturing industry in this time of
pandemic?
These requirements will help you better understand the

importance of HRM functions and its environments.
Module 3: Employment Laws
Lesson 1: Laws affecting Employment

Objectives: At the end of this lesson, the learner will be able to understand the
different laws that affect pre -employment until post-employment of
people. This will help the learner in the analysis of cases pertaining to
conditions of employment, labor relations, etc.
Introduction
: “And what would help minority workers are the same things that would
help
white workers: the opportunity to earn a living wage, the education and
training that lead to such jobs, labor laws and tax laws that restore some
balance to the distribution of the nation's wealth.” Barack Obama
Laws are made and implemented to ensure that people are protected
whether it is the employer or the employee.
The importance of laws cannot be overstated – employment (or labor)

laws provide the foundation for our economic system! Over the years
they have grown to reflect the values we hold as a society and in our
ideal of the equality of all people. When a business violates a law there
can be devastating consequences through governmental fines and legal
actions, so it is crucial that businesses include best practices to ensure
the wellbeing of the company and its employees.
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Activating
Prior The Constitution of the Philippines protects and safeguards the rights
Knowledge of the people. Part of the Constitution is the protection of employees
of any organization. People are the most important resource of any
organization. Hence, the country knowing this, makes sure that their
rights are protected. Understanding these laws would make people,
whether part of management or rank and file, behave accordingly.
For further recall on the basic laws, please click this video link
https://www.youtube.com/watch?v=VtgnVEx36HY
https://www.youtube.com/watch?v=W_olkBT4oTc
Analysis Based on the video previewed and your prior knowledge to basic
employment laws, answer the following questions and submit your
answers in google classroom using the font Times New Normal and font
size 12 on September 3, 2021:
1. There are a lot of people out there with a good case. But should you
sue your employer? Why or why not?
2. Discuss some reasons for the employer to sue the employees.

understanding laws.
Acquiring Employment laws governing the employer and employee
New
Knowledge The Labor Code of the Philippines stands as the law governing
employment practices and labor relations in the Philippines. It was
enacted on Labor day of 1974 by President Ferdinand Marcos, in the
exercise of his then extant legislative powers. It prescribes the rules for
hiring and termination of private employees; the conditions of work
including maximum work hours and overtime; employee benefits such
as holiday pay, thirteenth month pay and retirement pay; and the
guidelines in the organization and membership in labor unions as well
as in collective bargaining.
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In order for the students to be guided with the lessons, Assign online
reading thru websites relating to employment laws. The following links
have to be viewed and understood:
https://hrnation.ph/laying-off-an-employee-dos-and-donts/
https://blr.dole.gov.ph/2014/12/11/labor-code-of-the-philippines/
https://iclg.com/practice-areas/employment-and-labour-laws-and-
regulations/philippines
https://www.youtube.com/watch?v=D2LVnEp5ReA
https://www.youtube.com/watch?v=NHS0LohJhHI
HRM operates in a global business environment, hence, it must be able

to prepare its employees to adapt to different settings and situations of
different countries
Checkpoint #1:Discuss how the employee can complain at work but

be able to prevent retaliation from the boss.
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Application To assess your understanding of this lesson, a summative assessment

will be posted to your Google Classroom using Google Forms. In the
case of inaccessibility to the assessment, let your instructor know
immediately for an alternative.
In addition, write an essay on due process in laying off employees during

these trying times. Submit your essay using the font style of Times New
Roman and a font size of 12 on September 3, 2021 in the google
classroom.
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Module 4: Staffing and Training and Development
Lesson 1: Hiring and Preparing People

Objectives:
At the end of this lesson, the learner will be able to describe the hiring
process and differentiate the kinds of training and development activities
needed by the employees.
Introduction
: The objective of the staffing function is to be able to have the right
quantity and quality of people when and where they are needed. This
should be followed by putting the employees in the training and
development programs necessary for their growth in the company.
No matter how good the employee is in the previous company,

this is not an assurance that he will perform well in the current company
due to a number of factors.
Activating The different functions of HRM are vital for the success of the organization. All
Prior have to be properly implemented. Absence of one would affect the operations of
Knowledge HR and the whole organization.
Question: How is the staffing function connected with training and

development function?
For further recall on the staffing function, please watch and understand
what is happening in this interview
https://www.youtube.com/results?search_query=%23DanLok
https://www.youtube.com/results?search_query=%23InterviewQuestion
s
Tell Me About Yourself - A Good Answer To This Interview Question
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Analysis Based on the video previewed and your prior knowledge to basic staffing
function, answer the following in google classroom on September 10,
2021 using the font style of Times New Roman and a font size of 12:
1. What preparations are needed during the interview phase of

a prospective employer/?
2. Discuss techniques in answering questions during the
interview stage.
staffing.
Acquiring PART 1: Recruitment

New
Knowledge Definition
Recruitment is a motivation or an inducement for qualified applicants to

apply in a certain vacant position in the organization.
It pertains to informing the public of the vacancy in the organization and

inviting qualified applicants to apply.
This is a matching of the job and the job seeker. The applicant
must have the qualifications to perform the job.
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Recruiting Goals
Unqualified for the job are discouraged from applying so as not to

waste the time, efforts, resources of both parties.
Sources of applicants:
✔ Internal sources
✔ Employee referrals
✔ External sources
✔ Online and alternatives
A Global Perspective
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Your Own Job Search
Job searching takes effort, training, time, commitment, support

from a number of people as well as endurance. It is recommended that
you search well first before planning to start your work in any
organization. One cannot just hop from one company to another if one
does not like the work or is not comfortable with the chosen company.
In order for the students to be guided with the lessons. The following
link has to be viewed and understood:
https://www.youtube.com/watch?v=Z5RLRLuyG7c
Corporate Management - Recruitment and selection process
Checkpoint #1: Which is better for the company, internal or external

sources of applicants for a managerial position? Justify your answer.
Submit your answer in google classroom on September 17, 2021 using
New Times Roman at 12 font size.
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PART II: Selection Process
Definition
Selection is the process of getting the best applicant from a host

of recruits. The process of selection must include screening activities
to check the ability of the applicant to perform the job.
It is the process of selecting a qualified person who can successfully

do a job and deliver valuable contributions to the specific department
where the job is.
The selection system should depend on job analysis. This ensures that
the selection criteria are job related and will provide meaningful
organizational value.
The Steps in the Selection Process
✔ Initial screening
✔ Completed application
✔ Employment test
✔ Interview
✔ Conditional job offer
✔ Background investigation
✔ Medical/physical examination
✔ Permanent job offer
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HRM Decenzo
The 8 steps in the Selection Process:
✔ Initial screening
✔ Completed application
✔ Employment test
✔ Interview
✔ Conditional job offer
✔ Background investigation
✔ Medical/physical examination
✔ Permanent job offer
Initial screening pertains to sight screening including initial interview to

check the correctness of the submitted resume.
Employment tests include mental ability tests and aptitude.
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Series of interviews are conducted by the HR as well as the supervisor

or manager of the department where the vacancy is to check the ability
of the applicant and his compatibility in the department.
Conditional job offer is given to the applicant upon passing the tests
and interviews.
Background investigation is done to check family background, work

ethics, etc of the applicant.
Medical and physical examinations are given to check if the applicant is

physically fit to perform the job.
HRM by Decenzo
PART III: TRAINING AND DEVELOPMENT
Definition
HRM training & development
training & development is any attempt to improve current or future

employee performance by increasing an employee's knowledge, ability
to perform through learning, usually by changing the employee's
attitude or increasing his or her skills and knowledge.
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It pertains to the improvement of the
K - knowledge
A - ability and attitude
S - skills
H - habits
An employee who understands what working is about in the

organization will be able to become efficient and productive. Thus, he
becomes an asset to the company.
The Purpose of New employee Orientation
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Training Methods
On the Job Training
✔ Job rotation
✔ OJT
✔ Apprenticeships
✔ Internships
Off the Job training
✔ Classroom Lectures
✔ Multi-media Learning
✔ Simulations
✔ Vestibule training
International Training and Development Issues
The employees expatriate in branches located in other countries must

be given the necessary training for them to be assimilated in that
country.
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Application
To assess your understanding of this lesson, a summative assessment

will be posted to your Google Classroom using Google Forms. In the
case of inaccessibility to the assessment, let your instructor know
immediately for an alternative.
In addition, make a Research on the different selection programs in the

service industry plus the training and development given to the employees.
Submit your research (including the ones on the Google Forms) on
September 24, 2021 in google classroom using the font style of Times
New Roman and a font size of 12.
Module 5: Career Development and Performance Management
Lesson 1: HRM: Career and Performance

Objectives: At the end of this lesson, the learner will be able to explain who is
responsible for managing employee career, its importance, and its
effective management. The learner will also be able to identify the
purposes of performance management, its process, as well as its costs
and benefits.
Introduction
: Understanding the behavior of people within the organization, requires
in-depth knowledge of how managers adapt to the different changes in
the external and internal environment of the firm and manage the career
and performance of the people as the result of these changes.
Big companies are closing down their branches in different parts of the
world to be able to survive and remain competitive.
How can the companies adapt and survive as well as focus on career
development and performance management in this time of pandemic?
How can they focus on the welfare of the employees and the organization
as well?
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Activating It has always been said that people are the most important resource of
Prior an organization. But when the organization is bombarded with so many
Knowledge problems/challenges, in and out of the country, how can it still prioritize
the welfare of the employees?
Training and development of its employees have always been given

focus by almost all organizations. But companies also accept the fact
that success of the organization does not end with training and
development, career development in the organization has to be made
and performance has to be directed for the success of the company
and motivation of its employees.
For further recall on this topic of HRM, check out this video link
https://www.youtube.com/watch?v=josBNfsFtU4 for your viewing and
understanding.
Analysis Based on the video previewed and your prior knowledge to HRM and
career development, a discussion board has been posted in your Google
Classroom. Submit your answers in google classroom on October 15, 2021
using the font style of Times New Roman and a font size of 12:
1. Discuss envision, plan and commit in terms of setting career

goals.
3. How can an employee capitalize on career opportunities?

HRM environments.
Acquiring
New PART 1: Career Development
Knowledge
Definitions
Career refers to the design of work-related experiences that span the

course of a person’s life.
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Based on this definition, career success is described objectively, in

terms of promotion or subjectively in terms of satisfaction of the
employee.
Career development, from an organization’s standpoint, involves

tracking career paths and developing career ladders. From the
individual’s point of view, career development focuses on assisting
individuals to identify their major goals and how to achieve them.
https://managementhelp.org/careers/resumes.htm
http://associationdatabase.com/aws/NCDA/pt/sp/home_page
Importance of Career Development
✔ Guarantees needed talent will be available when and where

needed
✔ Improves the firm’s ability to attract and retain skilled employees
✔ Confirms that women and minorities get opportunities for growth
and development
✔ Decreases employee frustration
✔ Improves cultural diversity
✔ Encourages organizational goodwill
Career Stages
✔ Exploration/ preparation for work

✔ Organizational entry/ Establishment
✔ Early career
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✔ Mid career
✔ Late career/ Decline
Amit Kumar et al
Checkpoint #1: Trace the stages of Career Development.

Differentiate by citing examples. Submit answer in google classroom on
October 18, 2020 using Times New Roman at 12 font size.
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PART II Performance Management
Definition
Performance management is a continuous process of

communication between a superior and a subordinate throughout the year,
in support of achieving the strategic goals of the organization.
The communication process comprises clarifying expectations,

setting objectives, identifying objectives, providing feedback, and swotting
results.
Purpose of Performance Management System
✔ Serves as the strategic purpose of the company
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✔ Provides information for reward system

✔ Facilitates HR decisions
✔ Gives feedback to employees
✔ Serves as organizational developmental purpose
✔ Serves as maintenance purpose
✔ Support HR decision to meet legal requirements
Performance Management contributes a lot to the success of the

organization. The employees are motivated to perform well and are
able to increase their self-worth to the organization.
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Contributions of Performance Management
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Performance Management Process
Checkpoint #1: Describe how performance management has affected

the employees and the organization.
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Application To assess understanding of this lesson, a summative assessment will be

posted to your Google Classroom using Google Forms. In the case of
inaccessibility to the assessment, let your instructor know immediately
for an alternative.
In addition, answer the following questions and submit your answers

(including the ones on the Google Forms) in google classroom on
October 22, 2021 using the font style of Times New Roman and a font size of
12 :
1. Write a Reflective Diary on Mentoring Programs for Women and

Minorities as part of ethical issues in HRM. Please include an
Abstract, Introduction, Body, Conclusion and Reflection.
2. Discuss the Factors that distort appraisal of employees.
Module 6: Compensation, Benefits and Health and Safety
Lesson 1: Employee Compensation

Objectives:
At the end of this lesson, the learner will be able to explain different
classification of rewards, its importance, and its benefits and pitfalls. The
learner will also be able to understand the importance of employee
benefit, as well as differentiate the mandatory from the voluntary
benefits.
Introduction
No matter how much an employee loves the job given by the
company, if there is no equity between the job and the compensation,
such employee will be tempted to look for greener pastures outside the
organization. Or worse, if there is no compensation, no employee will
stay just for the love of the job or the company.
Appreciating compensation and benefits
"I want to be paid fairly for the work that I’m doing. That’s what every
single woman around the world wants. We want to be paid on parity with
a man in a similar position." —Felicity Jones
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One of the reasons why big companies are closing down their
branches in different parts of the world is because of compensation and
benefits. There has to be a competitive compensation package to
motivate and retain the employee.
Activating Just to stress on the importance of human resources of an

Prior organization, firms exert a number of efforts to motivate and retain
Knowledge them, an attractive compensation package must be dangled in front of
them on top of the other motivators.
Although pay is not the sole motivator of behavior, as seen in many

researches, still, we cannot discount its importance for money is
needed by all to survive and improve his standard of living.
The company though, must be able to strike a balance between the

compensation it gives and the profit it wants to retain.
For further recall on this topic of HRM, check out this video link on
Compensation Strategies: Finding the right balance between rewarding
individuals and spending wisely,
https://www.youtube.com/watch?v=oQQYhUa3oo4
for your viewing and understanding.
Analysis
Based on the video previewed and your prior knowledge to HRM and
COMPBEN, a discussion board has been posted in your Google
Classroom or you can submit your answers to the following questions via
google classroom on November 5, 2021.
1. How can a company strike a balance between high

compensation and spending wisely to earn more profit?
2. Discuss the benefits and costs of over paying labor.
This will help you better understand the importance of HRM

environments.
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Acquiring PART 1: Compensation

New
Knowledge Definitions
Compensation refers to the money received by an employee

from an employer as a salary or wage.
Compensation is the total cash and non-cash payments that

you give to an employee in exchange for the work they do for your
business.
Compensation is more than an employee's regular paid wages.

It also includes many other types of wages and benefits
To motivate the employees to perform and give their best to

their job and to the company, pay must be link with performance.
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Linking Pay and Performance

https://www.youtube.com/watch?v=t7frLZ_2iJM
Pay for Performance Part 1: Theory and Practice

https://www.youtube.com/watch?v=NTtCAyBe6Ak
Although companies exert efforts in giving the right

compensation to a particular position, a number of factors have to be
considered to make the pay competitive.
External factors that influence the pay structure
✔ Geographic differences
✔ Labor supply
✔ Competition
✔ Cost of living
✔ Labor union
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Checkpoint #1: discuss the effects of a competitive compensation

package on the employees.
.
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PART II Employee Benefits
Definition
Employee benefits are defined as a form of compensation paid

by employers to employees over and above regular salary or wages.
It is something that produces good or helpful results or effects

or that promotes well-being.
Offering benefits to your employees is important because it

shows them you are invested in not only their overall health, but their
future.
A solid employee benefits package can help to attract and

retain talent. Benefits can help you differentiate your business from
competitors.
Importance of Employee Benefits
✔ Increased loyalty
✔ Increased focus and productivity
✔ Increased attendance
✔ Improved recruiting
✔ Lower turnover
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Examples of Employee Benefits
✔ Paid time off, such as PTO, sick days, and vacation days.
✔ Health insurance.
✔ Life insurance.
✔ Dental insurance.
✔ Vision insurance.
✔ Retirement benefits or accounts.
✔ Healthcare spending or reimbursement accounts.
✔ Long term disability insurance.
Employees prefer to work in a company which give the benefits

that are perceived as important.
A number of researches show that they tend to stay longer with

the company even when the pay is not that competitive.
Video links on employee benefits

https://www.youtube.com/watch?v=5fX9eQubzEE
https://www.youtube.com/watch?v=0yIZEWVzl-o
A ppt presentation will be attached thru your Google Classroom for

better understanding.
Checkpoint #1: Describe how company benefits have affected the

employees and the organization.
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Application To assess your understanding of this lesson, Decision Analysis

Scenarios on the ethical consideration in compensation will be posted
to your Google Classroom. In the case of inaccessibility to the
assessment, let your instructor know immediately for an alternative.
In addition, conduct a Research on problems encountered by different

companies on COMPBEN (group work) submit your answers in google
classroom (including the ones on the Google Forms) on November
12,2021, 2021 using the font style of Times New Roman and a font size
of 12:
Module 7: Workplace Safety, Employee rights and CBA
Lesson 1: Safety and Rights

Objectives:
At the end of this lesson, the learner will be able to describe the proper
workplace that promotes health and safety of employees as well as
identify the rights of both the employer and employees and labor
relations.
Introduction
: Workplace safety is of paramount importance to the organization.
Nowadays, workplace health and safety measures are vital for the
security of both employees and employers because human injury is
incalculable and insufferable. As, such death or injuries can employ
major loss to the families.
This could also mean loss on the part of the company in terms of
expenses which have to be shouldered or lawsuits which have to be dealt
with.
Although all companies in any industry face safety risks, nevertheless,

safety measures have to be put and follow safety precautions required
in the industry.
What could be the behavior of the employees if there are no safety nets
in the company?
“Safety isn’t expensive, it’s priceless.” – Author Unknown
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This is part of the rights of the employees, a right which would also
protect the employer.
Activating HRM is not effective if it is not able to focus its attention on the health,
Prior safety and rights of both the employer and employees.
Knowledge
Since people are the most important resource of a company, hence, they
should be well taken care of. Protecting them is equivalent to protecting
the company. Keeping them happy is tantamount to making the
company prosperous.
One cannot separate one from the other; they go hand in hand for the
success of the company.
For further recall on this topic of HRM, check out this video link on
Introduction to Basic Health and Safety
https://www.youtube.com/watch?v=v2FNbuPR01Y
for your viewing and understanding.
Analysis Based on the video previewed and your prior knowledge to HRM and
Safety and rights, a discussion board has been posted in your Google
Classroom or you can submit your answer to the following requirement
in google classroom on November 19, 2021 using the font style of Times
New Roman and a font size of 12:
Draft a wellness program based on the issues on employee health and

safety of a particular manufacturing company. Include a discussion on the
rights of the employer and employees in your paper.
This will help you better understand the importance of HRM

environments.
Acquiring PART 1: Health and Safety
New
Knowledge Definition
Health and safety pertain to a set of rules whose purpose is to protect

people from illness or injury caused by their work
Occupational health and safety refer to programs, guidelines and

procedures that protect the safety, welfare and health of any person
engaged in work
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https://www.youtube.com/watch?v=URVdpjb9454
The Importance of Health and Safety in The Workplace
https://www.youtube.com/watch?v=lfoTLeFooR4
Construction Safety Training Video
Department of Labor and Employment

OCCUPATIONAL SAFETY AND HEALTH STANDARDS
The objective of this issuance of DOLE is to protect every working man

against the dangers of injury, sickness or death through safe and
healthful working conditions, thereby assuring the conservation of
valuable manpower resources and the prevention of loss or damage to
lives and properties, consistent with national development goals and with
the State’s commitment for the total development of every worker as a
complete human being.
https://www.dole.gov.ph/php_assets/uploads/2019/04/OSH-Standards-
2017-2.pdf
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These health and safety issues affect the wellbeing of the

employees. The organization must be able to come up with programs
that would make the employees adapt and correctly respond.
The employee is faced with a number of stressors/ challenges

that may affect his performance in the organization.
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The company must be able come up with an assistance program

that would address the health and safety issues of employees.
Assistance program of the company that would address the concerns of

employees is a Wellness Programs
Wellness Programs
✔ Programs to keep employees healthy; include smoking cessation,

physical fitness, weight control, etc
✔ Designed to cut employer health costs and lower absenteeism
✔ Employees must view programs as valuable
✔ Top management support
✔ Provide services of the family of the employees
✔ An opportunity for the employee to give his contributions
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International Safety and health

https://www.dole.gov.ph/php_assets/uploads/2019/04/OSH-Standards-2017-
2.pdf
We have a borderless economy where goods and services move fast

from one country to another. Though this is considered a benefit, we
have to take note also of the International concerns and issues that go
with being global.
International Health Issues/ needs
✔ Up to date health certificate for the employees including

vaccinations given.
✔ General first aid kit to include common medicines
✔ Emergency plans to help expats anticipate medical needs and
look for resources
✔ Travel alerts
✔ Security concerns
Checkpoint #1: discuss the how the private sector could partner with
the government in addressing concerns and challenges facing the
expats
.
PART II Employer and employee Rights
What are the rights of employees in the Philippines?
Equal work opportunities for all. The State shall protect labor, promote
full employment, provide equal work opportunity regardless of gender,
race, or creed; and regulate relations between employees and
employers.
Male and female employees are entitled to equal compensation for work
of equal value and to equal access to promotion and training
opportunities. Discrimination against female employees is unlawful. It is
also unlawful for an employer to require a condition of employment that
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a woman employee shall not get married, or to stipulate expressly or

tacitly that a woman employee shall be deemed dismissed upo
The minimum age of employment is 18 years for hazardous jobs, and 15

years for non-hazardous jobs. But a child below 15 may be employed by
parents or guardians in a non-hazardous job if the employment does not
interfere with the child’s schooling.
The government more often than not sides with the employee in terms
of disputes with the employer.
The employer more often than not has the prerogative to enforce its
rights and policies crafted for its protection. Employees violating these
are terminated after due process.
Employee rights, an Introduction

https://employment.findlaw.com/employment-
discrimination/employees-rights-101.html
Employment law covers all rights and obligations within the employer -
employee relationship, including not only current employees but also
former employees and job applicants. Many of the legal disputes
involving businesses are related to employee rights and regulations.
Because of the complexity of employment relationships and the wide

variety of situations that can arise, employment law involves legal
issues as diverse as:
✔ Discrimination
✔ Wrongful Termination
✔ Wages
✔ Overtime
✔ Workplace Safety
Individuals have always protected their rights. They look up to laws that
could protect them and help in making sure that the constitution is alive.
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Video links on employee benefits

Employee and Employer Rights
https://www.youtube.com/watch?v=_M4q-xTLPAM
A ppt presentation will be attached thru your Google Classroom for

better understanding.
Checkpoint #1: Describe how the employee is protected by the

government in terms of his rights
PART III Labor Relations and Collective Bargaining
Definition
Labor Relations pertain to the relationship between the management of

a company or organization and its workforce.
This focuses on the relations between management and labor,

especially in terms of the preservation of agreements, collective
bargaining, etc
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Collective bargaining agreement (CBA) is a written

legal contract between an employer and a union representing the
employees.
The CBA is the result of an extensive negotiation process between the

parties regarding topics such as wages, hours, and terms and
conditions of employment and other things.
Labor Union Organizing procedure
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Labor Relations and Collective Bargaining

https://www.slideshare.net/Wisnudewobroto/chapter-14-labor-relations-
and-collective-bargaining
Contract Administration in collective bargaining is the implementation,

interpretation, and monitoring of the negotiated contract between
management and employees.
✔ Information dissemination
✔ Implementation
✔ Interpreting the contract and grievance resolution.
✔ Monitoring activities during contract period
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Checkpoint #1: Describe how labor unions can partner with the
employee to achieve its goals faster.
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Application
To assess your understanding of this lesson, Decision Analysis
Scenarios on the ethical consideration in dealing with Labor Union will
be posted to your Google Classroom. In the case of inaccessibility to
the assessment, let your instructor know immediately for an alternative.
In addition, make a Reflection Paper on the benefits and costs of Labor

Union encountered by different companies. Submit your answers in
google classroom (including the ones on the Google Forms) on
November 26,2021, 2021 using the font style of Times New Roman
and a font size of 12:
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Module Human Resource Management is taking care of the company through

Summary its human resources. It is very important for human research
management to transform from being primarily administrative and
operational to a strategic partner. The reason is because the human
resource department plays a crucial role in determining the culture of
an organization.
Human resources promote and implement policies and procedures.

The key areas are hiring practices, compensation, management
relations and employee conduct and behavior. The decisions made by
the human resources department will affect an organization in a
positive or negative way. The areas that will feel the impact or
challenges will be creating awareness, compensation plans, hiring
practices and behavior.
Human resource management pertains to the process of recruiting,

selecting, motivating, retaining and developing a company's workforce.
The HR department is concerned with identifying needs in the
company, advertising for positions, evaluating potential candidates,
and hiring top talent.
The company must have the right quantity and quality of people when
and where they are needed. It is the responsibility of HR to identify
and fill in talent gaps by hiring the best talent.
People management is and will always be affected by the external and

internal environment of the company. HRM must be flexible and
proactive to be able to grab the opportunities and lessen negative
impacts to the firm.
Human Resource Management is affected and will always be affected

by the internal and external environment of the company. The bottom
line is for HRD to cope, adjust, and adapt through its human resources
for prosperity and sustainability of the company.
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References: Beachler, D. W., & Shevory, T. (2014). When Good Companies Go

Bad: 100 Corporate Miscalculations and Misdeeds. Santa Barbara,
CA: ABC-CLIO.
Clegg, Steward R. Et. Al. The Sage Handbook of HRM. Volume 2
Sage Publications 2010
Corpuz, Crispina R. Human Resource Management. Rex Publishing
Decenzo, Verhuist & Robbins. Human Resources management. 11th
ed.,
J. B. Ciulla (Ed.). (2014). Ethics, the Heart of Leadership 3rd ed.
Santa Barbara,
CA: Praeger.
Wendleton, K. (2014). The Five O’Clock Club®. Mastering the Job
Interview and
Winning the Money Game, 5th ed.. Boston, MA: Cengage Learning
PTR.
Wiley and Sons Publishing 2013
Kohn, Stephen E. 6 Habits of Highly Effective Teams.
Mabey, Christopher. Management and Leadership Development.
Robbins, Stephen. HRM. Prentice Hall.
E books
Gleeson, S. (2016). Precarious Claims: The Promise and Failure of
Workplace Protections in the United States. University of California
Press.
Portolese-Dias, L. (2012). Human relations. Open Textbook Library.
• Principles of management. (2019). OpenStax.
• von dem Knesebeck, J. (2011). The Roma Struggle for
Compensation in Post-War
Germany. University of Hertfordshire Press.
E-Journals
• Accident Compensation Corporation MarketLine Company Profile
• Benefits & Compensation Digest
• Benefits & Compensation International
• Canadian Benefits & Compensation Digest
• Compensation & Working Conditions
• Compensation & Benefits Management
• Compensation & Benefits Report
• Compensation & Benefits Review
• Compensation & Benefits For Law Offices
• HR Specialist: Compensation & Benefits
• Journal of Compensation & Benefits
• Journal Of Deferred Compensation
• State Compensation Insurance Fund MarketLine Company Profile
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• Tax Management Compensation Planning Journal

• Workers Compensation Monitor
• Workers' Compensation Report
Video
➢ Compensation and benefits in animation (Video)
➢ HR Basics: Building a Compensation Plan (Video)
➢ Human resource: Compensation &
Web Link
https://www.urban-hub.com
https://www.patriotsoftware.com/blog/payroll/why-are-employee-
benefits-important-purpose/
http://www.southwest.com/careers/culture.html
http:www.hp.com/hpinfo/abouthp/diversity/sharedvalues.html
http://www.google.com/corporate/culture.html
http://walmartstores.com/aboutUs/321.aspx
https://blr.dole.gov.ph/2014/12/11/labor-code-of-the-philippines/
https://iclg.com/practice-areas/employment-and-labour-laws-and-
regulations/philippines
https://www.slideshare.net/Wisnudewobroto/chapter-14-labor-
relations-and-collective-bargaining
https://employment.findlaw.com/employment-
discrimination/employees-rights-101.html
Video Link
https://www.youtube.com/watch?v=W_olkBT4oTc
https://www.youtube.com/watch?v=VtgnVEx36HY
https://www.youtube.com/watch?v=D2LVnEp5ReA
https://www.youtube.com/watch?v=NHS0LohJhHI
https://www.youtube.com/watch?v=Z5RLRLuyG7c
https://www.youtube.com/watch?v=5fX9eQubzEE
https://www.youtube.com/watch?v=0yIZEWVzl-o
https://www.youtube.com/watch?v=_M4q-xTLPAM
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Faculty Member ASSOC. PROF. MARY ROSALEEN B. AGATON
CONSULTATION Email Address maryrosaleen.agaton@letran.edu.ph

SCHEDULE
Consultation MTH
Time and Venue 1 -2 PM/ Online
PREPARED BY RECOMMENDING APPROVAL APPROVED BY
________________________________ ___________________________ _______________________________

ASSOC. PROF. MARY ROSALEEN B. ASSOC. PROF. VIRGINIA V. ASSOC. PROF. KENJI M. ASANO, JR.,
AGATON SALONGA, DBA CPA, CMA, MICB, RCA, CAT, DBA
Faculty Chairperson Dean
DISCLAIMER
Please take note that these course plan and syllabus are intended for use of students
enrolled under CBA 102, Second Semester Academic Year 2021-2022. Furthermore, this
module, an educational material, is a property of the Colegio. Reproduction, distribution,
and sharing in any form, without the proper consent of the Colegio, shall be strictly
prohibited. Also, may we ask you to revisit the enhanced student manual / handbook for
further clarifications.
Thank you and Arriba!
55

CBA 102 - HRM - Modules

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Colegio de San Juan de Letran

College of Business Administration and Accountancy

CBA102: Human Resource Management

Course This course is the study of varied social and psychological

Course After completing this course, STUDENTS SHOULD BE ABLE TO:

Module 1: HRM in a Changing Environment

Lesson 1: HRM: Introduction and its Environment

Introduction Human Resource Management is a vital part of any organization. All

The HR department also provides the support employees need to

Activating Fundamentals/Principles of Management discusses HRM as one of

2. Describe the different activities of Talent Management in the

These requirements will help you better understand the importance of

Acquiring PART 1: Introduction to HRM and its Environment

Human resource management (HRM) involves all management

HRM can usefully be understood as a set of activities aimed at

For the organization to succeed, and attain competitive advantage, it

Interconnection of the HRM Goals

HRM BY Decenzo and Robbins

HRM operates in a global business environment, hence, it must be

Checkpoint #1: Discuss the interrelationship of the HRM goals. How

PART II The Changing world of technology and other HR challenges

Technology brings a major impact to HRM. Employees can access

Technological changes have made it imperative for HRM to adapt and

Global workforce composition has dramatically changed. Now, it is

A shortage of skilled labor is estimated in different parts of the world

The shortage in labor as a result of different changes requires HRM to

HRM operates in a constantly changing environment:

✔ 1st Revolution/ Globalization 1.0

Modern globalization (1.0) began in the 19th century in tandem with

Checkpoint #2: Discuss the changes in HRM practices brought about

Application To assess your understanding of this lesson, answer the following

1. Discuss HRM challenges facing the employees and the

2. What are some issues contingent/temporary workers create for

Module 2: HRM Functions and Strategies

The organization faces a number of challenges both in the internal and

People make the company. A successful company is the result of

Happy and contented employees stem from effective human resource

Activating In Fundamentals of Management, emphasis was given to the M’s of

Employees, being able to adapt to challenges in the environment, should

Based on your prior knowledge of Management and the functions of

1. Discuss how service organizations can get the right employees

Acquiring PART 1: HRM Functions

Employees come from different backgrounds, different

HRM also helps bridge the gap between employees'

Organizations now recognize the importance of people meeting

Robbins and Decenzo

The HR policies and decisions must be aligned with the mission-vision

Four Strategic approaches

These four have the corresponding implications for HRM

Four basic functions

Staffing function starts with Recruitment and ends with the

Training and development refer to the improvement of the KASH

Motivation is stimulating, encouraging and injecting passion in

Maintenance is the function relating to keeping people in the

The four functions are interrelated. Failure in one may mean

PART II: External Influences and Structure of HRM

The external influences affect the functions of HRM. What happens

Management Thoughts include principles, theories and practices.

Dynamic environment pertains to the constant changes in the domestic

Labor Union is an association of employees; responsibility is to protect

Movement in the external environment could positively or negatively

Structure of the HR Department:

✔ Training and development