Pulido, Ivy R.

Human Resource and Behavior Management

Final Exam July 18, 2021

Question #1:
What is work-life balance? Explain the role of job design in maintaining work-life balance.
Discuss flexible work hours as a component of a work-life balance program. Identify, explain,
and evaluate at least five other work-life balance activities/processes. (15 pts)
Answer #1:
Work-life balance is effective management of both work and no-work without compromising
any aspect and performing all roles with satisfaction.
Job design when properly planned and implemented will improve the quality of work life
balance of an employee through systematic methods and procedures which will effectively
managed the time of an employee. Job design aims to maximize the potential and time at
work of an employee without compromising his life outside work which will result to job
satisfaction. When an employee is satisfied with his job, he has enough time to perform his
non-work role without being bothered.
Flexible work hours is of the activities to have work-life balance because employees can
adjust their daily rhythm according to their individual needs and will therefore have more
freedom for family, free time, rest, etc. A flexible work environment has been shown to
decrease stress, boost levels of job satisfaction and help employees maintain healthier habits.
5 Other work-life balance activities
1. Healthy workplace – The employer should provide a conducive and safe physical
workplace such as proper lighting, job protection gears, working tools, noise
protection, good climate and enough work area to promote protection against
injury, sickness or death. Physically healthy workplace encourages quality work
and increased performance of employees.

2. In-house childcare – Parents sometimes are forced to have parental leave because
no one will look after their kids when there is no available baby sitter. Providing
an in-house childcare will relieve the burden of employees with children in
providing proper care for their children. They can easily spend time with their
children during work breaks.

3. Exercise opportunities – Physical activity is beneficial to release stress and

promote physical and mental wellness. Concentration and focus of employees will
be improved when they are physically active. Sports events, gym at work or
membership privileges, stretching and aerobics programs will encourage
employees to sweat out.

4. Sabbaticals – Granting longer holidays or vacation leave for employees will allow
them to spend more time with family, take care of necessary matters, and be
revitalized and motivated. This ideal for employees suffering bereavement,

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Final Exam July 18, 2021

maternity and paternity leave, or when they are burnt out. They will be able to
sort things out in order establish balance of non-work and work life.
5. Healthy supply of food – Providing work canteen where employees can access
healthy and nutritious food will have positive impact on employees’ physical
health. In this manner they will not go further outside work premises to satisfy
their hunger. Giving free food to employees will also add value to employees that
the employer is looking after their physical well-being. When employees feel
valued, they are motivated and productive.

Question #2
What is job analysis? Compare and contrast job analysis, job design, and job evaluation in terms
of their purposes, processes, and outcomes. Discuss the relationship of job analysis with each of
the following HR functions: hiring and placement; training and development; job performance
appraisal; job design; and job evaluation. (15 pts)
Answer #2
Job analysis is examining the details of a job. It is the process of obtaining information and
systematic exploration of the activities within a job. Job analysis identifies what the employee
does, what equipment tools and supplies necessary to perform a job, what skills and behavior
involved, what supervision is required, and what is the existing work condition. Job analysis is
outlining the task, duties, responsibilities, qualifications, methods and relationships required to
perform the given set of a job.
Job analysis answers the question “what is to be done?” while job evaluation answers “how
much the job would cost”, job design answers “what tasks to be done, how are the tasks done,
how many tasks to be done, and what are the order of tasks done”.
Job Analysis Job Design Job Evaluation
Purpose To establish basis for To sustain and To give fair pay to
recruitment and improve both employees, regular
selection, employees’ and periodic pay
compensation, motivation and increase, and be able
discipline, productivity and to to retain and attract
performance review, understand the job quality employees
and training needs and provide the
necessary
competencies and
capacities
Process Interview, Identify what tasks to Identification of job
observation, and be done as part of a for evaluation,
questionnaire job, how the tasks are Gather relevant data
performed, how such as knowledge,
many tasks are done, effort, education,
and what are the experience

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Final Exam July 18, 2021

order of tasks done, responsibility, work

organize the tasks, condition, conduct
implement and evaluation method
evaluate either ranking,
classification, factor
comparison, points
system or market
comparison
Design compensation
scheme
Implement and
evaluate
Outcome Job Specification Reduced employees Fair Compensation
Job Description dissatisfaction, Scheme
enhanced motivation
and engagement at
the workplace,
maximize resources,
high customer
satisfaction

Job analysis is very useful in hiring and selection because it helps in determining what kind of
person is required to perform a particular job. It points out the educational qualifications, level of
experience and technical, physical, emotional and personal skills required to carry out a job in
desired fashion. The objective is to fit a right person at a right place.

Job analysis can be used to assess the training and development needs of employees. The
difference between the expected and actual output determines the level of training that need to be
imparted to employees. It also helps in deciding the training content, tools and equipment to be
used to conduct training and methods of training.

Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in
deciding the performance standards, evaluation criteria and individual’s output. On this basis, the
overall performance of an employee is measured and he or she is appraised accordingly. The job
description becomes the basis of performance appraisal.

Job analysis is necessary before job designing because it gives information as to what are the
tasks done before organizing on how should it be done.

Job analysis plays important role in job evaluation because compensation will be based on the
content of job specification and description such as duties and responsibilities, qualification, and
position.

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Final Exam July 18, 2021

Question #3

Explain the purpose of HR policies. Discuss the process of HR policy formulation,

implementation, and evaluation. Prepare a policy with implementing guidelines for Voluntary
Resignation. (15 pts)
Answer #3
The purpose of HR policies is to serve as guidelines of people management, ensure that human
resource related issues are dealt consistently in accordance to organizations values and
principles, set rules of conduct and principles to govern human resource, and established guide
on anticipated misunderstanding in the organization between employees’ rights and obligations.
The process of HR policy formulation includes identification of areas the policies are necessary
such as recruitment and selection, training and development, compensation, employee discipline,
and other areas necessary. Then relevant data are collected in facilitating the policy formulation
like company’s past records, practices, top management policies, organizational goals and
objectives, organizational culture, and employees’ aspirations. Once relevant data are available,
various policy alternatives will be designed, discussed, and examined. The proposed policies
will be communicated to employees for comments and discussion before it will be approved by
the top management. The approved policies will then be communicated and explained to all
employees. The policy will be evaluated on regular and periodic intervals to ascertain its
effectiveness. If it is not effective, then revision is necessary.

Voluntary Resignation Policy

1. Notify the employer through the direct supervisor and human resource office by writing
30 days prior to effectivity of the resignation. In the event of emergencies and special
circumstances, shorter notices maybe approved the work is not compromised and
approved by the direct supervisor.

2. No separation pay will be granted for employees who resign voluntarily.

3. The resigning employee should properly endorse matters relating to the job to the
replacement employee. In the event that no replacement is assigned and the resignation
becomes effective, endorsement will be given to the direct supervisor.

4. The resigning employee must comply the exit clearance and interview requirements on or
before resignation effectivity.

5. Final pay will be paid to the employee on the regularly scheduled pay date for the period.

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Final Exam July 18, 2021

Question #4

Identify and explain the just and the authorized causes for employee dismissal. Discuss the
circumstances when separation pay must be given. What is the meaning of procedural due
process in the Philippine context? Will you dismiss an employee for failure to follow
instructions? Explain. (15 pts)
Answer #4

An employee maybe dismiss on ground of just cause which are controlled by the employee and
must go through due process before implemented such as serious misconduct, willful
disobedience, gross and habitual neglect of duty, fraud or breach of trust, commission of a crime
or offense against the employer, his family or representative, and other similar causes. These are
commission or omission on the part of the employee.

Authorized cause are grounds of dismissal which are uncontrollable on the part of the employee
namely; installation of labor-saving devices, redundancy, retrenchment to prevent losses, closure
or cessation of business and disease/illness.

Separation pay is given to employees separated from the employer due to authorized causes as
these employees are not at fault since their employment was terminated due to legitimate reasons
on the end of the employer. But no separation pay is given when the employee was dismissed
due to just cause and voluntary resignation.

Procedural due process in the Philippine context differs to the cause of termination.

In a termination for just cause, due process involves the two-notice rule:

a) A notice of intent to dismiss specifying the ground for termination, and giving said employee
reasonable opportunity within which to explain his or her side;

b) A hearing or conference where the employee is given opportunity to respond to the charge,
present evidence or rebut the evidence presented against him or her;

c) A notice of dismissal indicating that upon due consideration of all the circumstances, grounds
have been established to justify termination.

B. In a termination for an authorized cause, due process means a written notice of dismissal to
the employee specifying the grounds at least 30 days before the date of termination. A copy of
the notice shall also be furnished the Regional Office of the Department of Labor and
Employment (DOLE) where the employer is located.

When an employee failed to follow instruction, it will depend on what is the instruction or the
motive of failure. If the failure to follow is willful disobedience or gross negligence of duty, then
it can be a just cause of dismissal.

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Final Exam July 18, 2021

Question #5

Discuss how to develop and maintain a highly motivated, committed, well-disciplined, and
productive workforce. Include concepts, theories and principles on the biblical and secular nature
of man, human behavior, motivation, life-work balance, teambuilding, and leadership. (20 pts)

Answer #5

The workforce who are highly motivated, committed, well-disciplined, and productive is a
promising resources of an organization. Understanding the nature of man on a secular and
biblical perspective will help the organization on how to deal with the workforce. On a biblical
view, man is created after the image of God and has the freedom of choice, ability to create,
reason and socialize. The employees are not robots who will follow without thinking, when they
refuse to follow policies and regulation, they have their sets of reason which should also be given
attention. The capacity of man to create and socialize should be develop and trained by the
organization because the every individual has different potentials which might be beneficial to
the company. As a creation after the image of God, man reflects his creator who is the lord of the
work, therefore he dispenses his duties in a godly manner to the most that he can.

One of the secular views of human nature is that man has innate sense of right and wrong. The
reason why internal controls are implemented in an organization is on the assumption that
employees might exercise their innate evil nature when there are no safeguard measures. Also,
the influenced of society might alter the values of man and on how he relates to changes in
environment which will drive him to commit wrong actions. Disciplinary measures serve as
guide in order to maintain order in the organization and try to establish values consistent to one
of the organization.

Human behavior is the manner and reason of one’s actions. In order to get the desired employees
behavior, first step is to hire the right values and attitude, communicate and model the desired
behavior, be observant and reinforce the right behavior. Understand the cause and motive of every
behavior, respond consistently, and inspire others. In spite of the diversity of workforce, discipline
is possible when the human behavior is well understood and dealt accordingly. Observe and
monitor employees’ behavior. Every day there are behavioral cues you should pay attention to in
order to manage and lead others more effectively. We learn to do what’s right by following other
wo do what’s right, and similarly, we learn to do what’s wrong when those we follow do wrong.
Employees are more likely to behave in the ways you want when your leaders do.
You can’t have two sets of behavioral expectations in an workplace. Like good parents do with
their children, everyone in a supervisory or leadership role must “parent” their work group by
setting the example and guiding good behavior.

Motivation is one of the most essential factors in influencing human behavior and performance.
Every individual has different motivating factor in performing work. Man works in order to
satisfy his needs of physiological, safety, belongingness, esteem and self-actualization.
Employees needs recognition and appreciation in order to continue in doing good. The work
poorly perform should also be corrected in order to set a motivation to do better. Because if good
actions be left unrecognized, it will come to a point to stop. When employees are given the sense

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Final Exam July 18, 2021

of responsibility and meaning at work, they will be empowered and engagement which will be
seen in their attitude and output. Also, when career advancement is promoted in workplace
workers will drive to achieve more and grow personally.

Employees with good work-life balance are more motivated, productive, and committed. Studies
shows that work life balance benefits the organization through reduced stress among the
employees, better communication, measured increase in productivity, accountability, and
commitment, and the organizations morale is improved. Work life balances creates happy and
satisfied employees and happy satisfied employees are motivated and productive. They are more
focused on their job while working and not bothered with personal matters because they have
enough time to attend to non-work matters. When the work and life are balance, the conflicts are
reduced and there is harmony within the organization.

Team Building is a management initiative aiming to improve efficiency and performance,

increased productivity and achieving corporate goals. The whole organization is a team as a
whole and the goal will not be achieved by the top management alone, in the same way, the
subordinates neither. Therefore, team work is necessary to reach the organizations goals and
objectives. The mutual trust and understanding and bond among the team members is a key in
moving towards the same goal even with different personalities of employees in the team. Team
building can be done daily interaction or structured activities that will strengthen the bond among
members of the team.

One of the leadership skill is to be able to motivate people. Leaders are also example of highly
motivated, committed, well-disciplined, and productive in the organization. An effective
management leads by example because subordinates are looking up to them. Leaders who value
and inspire subordinates are respected and followed therefore discipline is observe in the
organization. When the leadership is transparent, the followers are committed to the
organizations values and perform the job productively.

Question #6

Bobby, the treasurer of Valen Sia Hospital, has asked Romy, the HR manager, to terminate
Kathy who works as cashier. Romy notices that Bobby fired two other cashiers, Tom and Ben,
in the past year. When Romy reviews their files, he sees that Tom and Ben each received two
written warnings from Bobby for major cash shortages (over Ҏ5,000) from their cash register
drawers before being fired for a third shortfall. Kathy’s drawer has been short only once and for
a much lesser amount. And when Romy asks Bobby about this apparent inconsistency, Bobby
says that Kathy seems distracted at work since having her baby, and he is convinced that she will
have further cash shortages if he keeps her on. (10 pts)

Answer #6

Statement of Problem: Inconsistent and insufficient grounds of termination

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Final Exam July 18, 2021

Areas of Consideration:

Materiality and frequency of cash shortage – In order for a cashier’s shortage be considered for
grounds of termination, it should be material in amount.

Grounds of termination policy – In order for the policy be reliable and effective, it should be
implemented consistently and fairly without stereotyping on individuals.

Alternative Courses of Action

1. Retain Kathy

Advantages

a. No need to hire another personnel thus save hiring and selection cost and time

b. Kathy is given the chance of improvement and gives value to an employee

c. Consistent implementation of termination policy will add authority, reliability and

effectiveness

Disadvantages

a. Possibility of cash shortage recurrence

b. Bobby might be upset when his proposal is not followed

Terminate Kathy

Advantage:

a. Kathy can spend more time with her baby

Disadvantage

a. Possible legal sanctions since the occurrence of cash shortage is the 1 st and there is
inconsistency of the termination practices

b. Additional recruitment and selection cost in terms of money and time

Decision

After weighing the advantages and disadvantages of alternatives, I suggest to retain Kathy as
cashier.

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Final Exam July 18, 2021

Implementation of Action

Conduct internal control procedures to prevent any possible losses and fraud in cashiering

Train and develop cashiering skills and maximize the potential of Kathy to focus at work and not
be distracted by her personal life.

Evaluate performance of Kathy based on 360-degrees appraisal

Question #7

Some non-performing old equipment lie in the stockroom awaiting sale by bid at the end of the
month. The guard reported that Sandro, a valued medical technologist who is few months from
retirement, slipped a microscope from the table and put it in his car before the day of the sale.
(10 pts)

Answer #7

Statement of the problem: Unauthorized removal of company property

Areas of consideration:

Disposal of obsolete and nonperforming equipment – The statement that the stockroom contains
nonperforming equipment to sell by bid at the end of the month signifies that it has established
procedure of equipment disposal which should be complied. The nonperforming equipment is no
longer considered as asset since it is already due for disposal.

Security guard’s report of removal of company property – The timing of removing the
microscope a day before the sale indicates that it was not granted to Sandro rightfully. The
guard’s report is considered reliable as they are authorized personnel and it is their tasks to
secure the properties and premises of the company. If Sandro will refute the accusation, he has
the burden of proof on noncommitting of the allegation.

Alternative courses of Action

1. Require Sandro to pay the microscope

Advantages

a. Sandro will not be embarrassed

b. Sales from nonperforming equipment

Disadvantages

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Final Exam July 18, 2021

c. Becomes a precedence and other employees may follow taking equipment without
permission

2. Require Sandro to return the microscope and suspend him for unauthorized removal of
company equipment

Advantages

a. Strict implementation

Disadvantages

a. Microscope might not be sold and remain in stockroom

b. Possible legal sanctions for illegal suspension

Decision

Require Sandro to pay the microscope

Implementation of Action

Compute value of nonperforming microscope and require Sandro to pay and issue receipt

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