Human Resource Management Reviewer!

Resume. This is the most commonly used among the three (3) as it is ideally a summary of one's
education, skills, and employment when applying for a new job. This contains only the specific skills
customized to the target job profile. It also includes the Career Objective placed at the beginning of the
document. A resume is usually one (1) or two (2) pages at maximum and is usually written in the third
person for a more objective and formal tone.

Curriculum Vitae (CV). This means "course of life" in Latin. This focuses on the credentials or a
comprehensive (lengthy) listing of the applicant's experience, education, affiliations, and memberships,
which fresh graduates mostly use. It is used to highlight the candidate's general talent rather than
specific skills for a specific position. This is more detailed than a resume, generally two (2) to three (3)
pages, or even longer as per the requirement.

Biodata. The focus of biodata is on personal particulars such as date of birth, gender, religion, race,
nationality, residence, marital status, and the like. The list of the person's education and experience
comes after but only to show what the person has done and not for the purpose of the job.

Employment Centres or Agencies – These are agencies that charge a fee for each applicant they
place.

Campus Recruitment. This is a primary source of entry-level job candidates. This is usually coordinated
with the university or college placement centres.

Internships. This is a professional learning experience that offers meaningful, practical work related to
a student's field of study or career interest (UMBC, n.d.). Internships can help students apply and
improve the skills and knowledge they acquired from years of study. On the other hand, this can help
employers evaluate their interns for possible full-time employment.

Jobs Fair. This is an employment facilitation strategy aimed to fast-track the meeting of job seekers and
employers in one venue at a specific date to reduce cost, time, and effort, particularly on the applicant
(DOLE, n.d.).

E-recruitment. This technology provides accessibility to a wider range of applicants for the job and is
usually used to communicate job vacancies and application procedures.

E-selection. This technology can reduce the time and effort involved in selecting the most qualified
applicant for the job, including using and interpreting test results.

Employment Kiosk. This service is a web-delivered application that can assist employees who have
access to the Internet, modify their personal information, and resolve any issues quickly, easily, and
conveniently.

Electronic Performance Support System (EPSS). This provides managers a very effective tool to
communicate and establish key results areas (KRAs), objectives, and required employees' competencies.

Emphasis on Learning. – Whether it's personal or professional development, employees who feel
their employer supports their growth will be more engaged, motivated, and productive (Beaty, 2020).
Better Onboarding. – When there is the urgency to fill a vacant position, HR creates skill gaps that can
be filled in by good training modules and updated onboarding processes in-tune with the "why's" of the
company, such as mission, vision, and values.

Focus on Workplace Experience. The HR trend shifts away from the paternalistic toward a new
human-centered interaction, empowering employees, and encouraging responsibility.

Health Advocacy Program. Health insurance costs are reduced as employees become aware of
managing their health and lifestyle.

Use of Artificial Intelligence (AI). Companies incorporate more AI tools into everyday operations for
better efficiency and workflow.

More Remote Employees. During the COVID-19 pandemic, the work-from-home (WFH) set-up, and
Flexible Working Arrangement were viewed as alternatives to continue working and coordinate tasks
without the need to meet physically.

Organization of Virtual Team Buildings. Team building is one of the traditional activities that can
creatively help team members bond through online conferences in shorter periods than physical
meetings.

Automation of Tasks. HR people have a lot on their plate, and automation of tasks is of big help in
efficiently using their time and energy. Automating major tasks like payroll, employee benefits
management, and records management could be handy and accessible on work-from-home set- ups or
overseas business meetings.

Data-Driven Strategies. Using metrics and analytics removes the guesswork and provides meaningful
decisions for the company backed up by records and information.

Job analysis. determines the tasks inherent in the position as well as the qualifications needed to fulfill
the responsibilities.

Recruitment. is the process of finding and engaging the people the organization needs.
Selection. is that part of the recruitment process concerned with deciding and choosing which
applicant or candidate to fill the vacant jobs.

Placement. is the process of assigning selected applicants to specific jobs or positions that match their
skills and abilities.

Recruitment. is the process of finding and engaging the people the organization needs (Armstrong,
2014). Proactive employers try to obtain a competitive advantage in recruitment by establishing
themselves as employers of choice through employer branding.

Collective Bargaining. is a process by which the firm’s management team and employee
representatives discuss and negotiate terms of their relationships.

Discipline. refers to the actions taken by a manager to enforce the organization’s standards and
regulations.
Complaints and Grievances. differ in the way that complaints are an informal form of any accusation,
allegation, or charge in oral or written form, while the grievance is a formal complaint raised by an
employee to an employer on terms and conditions of employment.

The Acquisition Function. It is concerned with hiring a competent workforce in the company. It
ensures that the organization has the required number of qualified persons performing the right jobs in
the organization.

The Development Function. It is related to upgrading human resource capabilities and skills in order
to make employees capable of performing challenging tasks. The development function is necessary for
the personal and career development of employees and for the growth of the company.

Maintenance Function. It aims to earn honesty and loyalty from its employees and make them stay in
the company for a long time.

Utilization Function. is concerned with maximizing employees’ competitiveness by aligning their

careers to achieve high performance and productivity.

Departmentalization. It refers to the way the organization structures its jobs to coordinate work.
Delegation. A concept when a senior gives or delegates certain specific tasks or duties to a subordinate
along with some powers to take decisions.

Span of Control. The number of individuals who report to a manager.

Chain of Command. It refers to a line of authority.
Job Analysis (JA). is the process of obtaining job-related information to establish a basis for an
accurate description and to determine the specification and requirements of a specific job (Aguiling,
2009). it is a process of studying and collecting information relating to the operations and
responsibilities of a specific job.

Position. It is a work assignment having a specific set of duties, responsibilities, and conditions different
from those of other work assignments. It is a group of positions that are similar to the kind and level of
work.

Job. It refers to work performed by an individual, whether such work differs from the work assignment
of other individuals or not. It is a group of tasks assigned to one individual.

Occupation. It is a group of jobs that are similar (closely related) as to kind of work having common
characteristics.

Job Description. It is an organized, factual statement of the duties and responsibilities of a specific job.
Job Specifications. It is a written explanation of the minimum acceptable human qualities necessary
for the effective performance of a given job.

Job Classification. it refers to groupings of jobs on some specified basis, such as kind of work or pay.
Job Evaluation. It is a systematic and orderly process of determining the worth of a job in relation to
other jobs.

Tasks. These are coordinated and aggregated series of work elements used to produce an output.
O*Net. It is an online resource that has replaced the Dictionary of Job Titles—a list of job requirements
for a very large number of jobs.

Observation. This is the method where a Job Analyst gathers information about the job and its
workplace by observing workers while performing the job.

Questionnaires. In this method, each employee is given a set of questions describing his job,
operations, his duties, and responsibilities and later be checked by his supervisor to ensure
completeness and accuracy of the information provided.

Interview. This is the method where a Job Analyst obtains information about the job by personally
conferring with the worker or the supervisor and preferably with both either in the workplace or the
supervisor's office.