Exercise 1

Name: Kristine S. Parafina Score:__________

Course& Year: BS PSYCHOLOGY 3A Date:___________
Answer the following question in no fewer than 3 sentences and no more than 10
sentences.
1. State arguments for and against the following statement: there are other things
more valuable in an organization besides the people who work there.

Organizations require finance to operate their business activities. A

company's capital is an asset that aids in the accomplishment of its goals and the
production of profits. Products, machinery, money, and plants are just a few
examples of capital. For example A retail store will use inventories and registers,
for instance, whereas the manufacturing sector will use the plant. In order to
make sure their capital is working for them, all businesses regardless of the
industry they are in need people as assets. The human capital of an organization
is its workforce. The knowledge and abilities possessed by a person that are
essential to advancing a company's objectives are referred to as human capital.
Notwithstanding the significance of all other forms of capital, human capital is still
necessary to accomplish the desired results. So, the value of people in an
organization cannot be surpassed.

2. Of the seven tasks an HR manager does, which do you think is the most
challenging? Why?

Base on my opinion, I think retention may be the most difficult of the seven
duties an HR manager completes. Increasing employee retention requires
encouraging them to work for the company for as long as possible. Finding
common ground for the management is difficult because employees are naturally
varied and may form a complex workforce.

3. What are your perceptions of what an HR manager does on a day-to-day basis?

Research this job title and describe your findings. Is this the type of job you
expected?

They help to resolve conflicts or complaints by facilitating communication

between a company's managers and employees. They also give executives
advice on appropriate workplace conduct policies. These managers also
collaborate with leaders to manage personnel and make sure that workers are
providing the greatest value. Also, they supervise everyday activities, assign
daily responsibilities to workers, resolve issues as they arise, and generally
organize the workplace.
 These are part of what managers should be required to do on a regular basis,
according to my research. Management of human resources, goal-setting,
interaction with stakeholders, and employee motivation are additional
responsibilities.

4. Research the various generations: baby boomers, Generation X, and the Y

Generation (millennials). Compare and contrast five differences between the
generations. How might these differences impact HRM?

Those born between 1946 and 1964 are known as baby boomers. Despite the
fact that they were born after the Second World War, they desired equality and
peace, and as a result, they actively participated in protests for reform. This
generation is recognized for having modest incomes and being able to live more
opulently than previous ones. the generation Xers, who were born between 1982
and 1994. This generation is renowned for incorporating technology into their
daily life, as seen by their transition from the analog to the digital world. Also,
between 1995 and 2010 saw the birth of generation Z. With internet usage, they
can be easily detected. First, compared to other generations, baby boomers
prefer to perform their financial transactions with cash, which makes their
banking habits unique. Gen X, on the other hand, prefers personalized
transactions and conducts internet study on money management. As a result,
they show their commitment to a single brand. Millennials have less brand
loyalty. Second, these generations are clearly marked by shaping events. Baby
boomers experienced the aftermath of World War II, Generation X experienced
the end of the Cold War and the emergence of computing, and Generation Y
experienced the internet-driven technical advancement. Finally, gen Y uses
streaming services and mobile devices. Baby boomers use traditional media like
radio and magazines. Gen X has optimized these media to be more digital. Third,
baby boomers have more money and are more concerned with retiring well,
whereas Gen Xers are more concerned with starting kids, paying off debt, and
attempting to secure a stable future. The Millennial generation is looking for work
and has unsteady finances. Fifth, the average age of Gen Y is between 24 and
39 years old, Gen X is between 40 and 55, and Baby Boomers are between 56
and 74.

5. Review news articles on the current state of the economy. Which aspects of
these articles do you think can relate to HRM?

The Covid-19 epidemic contributed to the majority of employees' mental

health issues. The observation was made on the fifth day of September 2020 to
note the rise in suicidal employees. In order to reduce the number of employee
suicides, managers ask human resources to implement programs and facilities
within their organizations that address depression and other psychological
issues. The majority of businesses offer free or heavily discounted mental health
benefits to their staff members through their department's human resources.
 Exercise 2
Name: Kristine S. Parafina Score:__________
Course& Year: BS PSYCHOLOGY 3A Date:___________
Answer the following question in no fewer than 3 sentences and no more than 10
sentences.
1. What is the difference between HR plans and HRM strategic plans? How are
they the same? How are they different?

Strategic planning and institutional policies are closely related to human

resource management. It serves as the primary instrument for linking the
initiatives and objectives of human resources to those of the organization. Unlike
the HR strategy, the HRM strategic plan is different. Consider the strategic plan
for human resources management as the organization's main goals, and the HR
strategy as the specific plans to make sure the goals are met.

2. Of the areas of focus in HRM, which one do you think is the most important?
Rank them and discuss the reasons for your rankings.

The culture of an organization can be developed, reinforced, or changed with

the use of human resources. HR is responsible for several crucial aspects of
organizational culture, including compensation, performance management,
training and development, hiring and onboarding, and reinforcing company
values. Your productivity and growth will be maximized if you hire candidates
who are in line with the culture and values of your company. Understanding the
hiring requirements of various departments is a requirement for your HR team to
find the best applicants.

3. Of the parts of HR planning, which do you think is most difficult, and why? Which
would you enjoy the most, and why?

For me retention may be the most difficult of the seven duties an HR manager
completes. Increasing employee retention requires encouraging them to work for
the company for as long as possible. Finding common ground for the
management is difficult because employees are naturally varied and may form a
complex workforce. The I would be enjoying the most as an HR is to have a good
relationship and got to know every workers
4. Why is it important to plan your staffing before you start to hire people?

Planning your staffing is important because it enables you to evaluate,

analyze, and plan activities that will move your business from where it is to where
it should be. Assessing the current situation is the next step in the process after
identifying your objectives. Identify the possibilities and constraints internal and
external—that can help or impede achieving those goals. Next, create action
plans for your goals before starting and implementing them.

5. What is the significance of training? Why do we need it in organizations?

Through training, workers can develop new skills, polish those they already
have, perform better, boost productivity, and become better leaders.
Organizations should do everything in their power to ensure that people perform
at the highest level because a firm is the culmination of what individuals
accomplish individually. Training is crucial, especially for new hires. This can be
done by a firm employee and should act as a platform to introduce new hires to
the business' procedures and fill in any skill gaps.