ARTICLE XIV ( EDUCATION, SCIENCE AND TECHNOLOGY,
ARTS CULTURE AND SPORTS-1987 PHIL.CONSTI.)
Make education accessible to all
Free public education
Scholarship grants, subsidies, and other incentives
Include study of constitution as part of curricula
REPUBLIC ACT # 8187-PATERNITY LEAVE ACT OF 1996
given to married employees whose legal wife underwent
delivery or miscarriage
applies to all male employees
7 days of leave credits with full pay
Art.218, Family Code of the Phil.
the moment a child is enrolled in a school, the parent places
the child under the effective authority of the school
the administration, teachers, or the individual engage in child
care have special parental authority and responsibility for the
minor child while under their supervision/ custody
Art.34a p.2 of RA 386- ACT TO ORDAIN AND INSTITUTE THE
CIVIL CODE OF THE PHILIPPINES
-school authorities and teachers are considered a substitute
parent or one who stands in loco parentis, shall exercise
substitute parental authority
2 ASPECTS OF NEGLIGENCE IN SCHOOL
1. NEGLIGENCE OF TEACHERS TO STUDENTS
- teachers have a duty of care to students to provide adequate
supervision
2. NEGLIGENCE OF SCHOOL AUTHORITIES
- may arise where the grounds/ equipment are unsafe, and a
student is injured
WHAT DO TEACHERS NEED TO DO IF THERE IS AN
ACCIDENT?
1. Follow the school child protection policy
2. Document as many details as possible
3. Document must be signed and dated and a copy kept.
4. If a teacher/ school authority is sued, that matter must only
be discussed w/ the defendant’s lawyer
RA # 10157 KINDERGARTEN EDUCATION ACT
-provide equal opportunities for all children to avail of
accessible mandatory and compulsory kindergarten education
- kindergarten will be an integral part of the basic education
system
- vital to the academic and technical development of the filipino
child for it is the period when the young minds absorptive
capacity for learning is at its sharpest
MEDIUM OF INSTRUCTION-mother tongue of the learner
RA 896 ELEMENTARY EDUCATION ACT OF 1953
enrol the child in a public school compulsory
EXCEPTIONS:
child enrols / transfers to private school
distance from the home of the child to nearest public school
child is mentally/ physically defective
child cannot afford to be in school
RA 11650( INCLUSION AND SERVICES FOR LEARNERS
WITH DISABILITIES)
no learner shall be denied admission based on their disability
all schools, whether public or private shall ensure equitable
access to quality education to every learner w/ disability
1987 CONSTITUTION ARTICLE XIV SECTION 1-5
SECTION1- right of all citizens to quality education, make
education accessible to all
SECTION2 – free public education in elem. And HS levels
elementary educ. Is compulsory for all children
SECTION3 – system of scholarship grants, subsidies and
other incentives available to deserving students in both public
and private schools
SECTION4 – encourage non- formal, informal and indigenous
learning system as well as self- learning
SECTION5 – provide adult citizens, disabled and out-of-school
youth with training in civics, vocational efficiency and other
skills.
HOUSE BILL#5735 STUDENT DISCIPLINE AND TEACHER
PROTECTION ACT
- state shall accord special protection to children from all forms
of abuse, exploitation, cruelty and other conditions prejudicial
to their development
- student manual which is a written document of schools rules
and regulations to be observed by students
- rights and responsibilities of students in relation to school
rules and regulations
EXECUTIVE ORDER # 356 ALTERNATIVE LEARNING
SYSTEM
- provide opportunities for out-of-school youth and adult
learners to develop basic and functional literacy skills, and to
access equivalent pathways to complete basic education
- aims to open more educational opportunities for Filipino
citizens of different interests as well as addressing the needs
of marginalized groups
- test items are based on the learning strands of the ALS
Curriculum
RA # 10533 ENHANCED BASIC EDUCATION ACT OF 2013
-1 yr. kindergarten, 6 yrs. elem, 4 yrs. JS and 2 yrs.SH
Kindergarten – 1 yr. of preparatory education for children
atleast 5 yrs. old as pre- requisite for grade 1
Elem-Education- second stage of compulsory basic education.
Entrant age is six years old
Secondary- third stage of compulsory basic education
CURRICULUM DEVELOPMENT
- learner- centered, inclusive and developmentally appropriate
- relevant, responsive, research- based
- culture sensitive, contextualized
-use pedagogical approaches that are constructivist, inquiry-
based, reflective, collaborative and integrative
- use spiral progression approach to ensure mastery of
knowledge and skills
RA 8980 ( ECCD ACT) Early Childhood Care and
Development
- full range of health, nutrition, early education and social
services programs that provide for the holistic needs of
children 0-6 yrs. old
- the state to promote the rights of the children to survival, -State shall protect, foster and promote the right of all citizens
development and special protection with full recognition of the to affordable quality education at all levels and shall take
nature of childhood and its special needs appropriate steps to ensure that education shall be accessible
to all.
AIMS
A. enhance the physical, social, emotional, cognitive, RA 4670( THE MAGNA CARTA FOR PUBLIC SCHOOL
psychological, spiritual and language development of young TEACHERS)
children
B. enhance the role of parents and other caregivers as the - to promote and improve the social and economic status of
primary caregivers and educators of their children from birth public school teachers, their living and working conditions, their
onwards. terms of employment and career prospects in order that they
LIABILITY FOR ACTS OF OTHER PERSONS AND CAMPUS may compare favorably with existing opportunities in other
SECURITY AND PROBLEMS walks of life, attract and retain in teaching profession more
4 TYPES OF LIABILITY people with the proper qualifications, it is being recognized that
1.defamation advance in education depends on the qualifications and ability
2. search and seizure of the teaching staff and that education is an essential factor in
3. corporal punishment
the economic growth of the nation as a productive investment
4. negligence
Teacher as acting in place of parents should: instruct, of importance
supervised, provide safety for students
CAMPUS SECURITY
- Teacher and administrator should make sure school buildings
and groups are safe for students used
- school grounds should be accessible and safe for all
authorized visitors
SCHOOLS CAN BE HELD LIABLE FOR:
INTENTIONAL TORTS
- Assault
- Battery
- Defamation
- False imprisonment
- Trespass to personal property
UNINTENTIONAL TORTS
- Negligence
EDUCATIONAL MALPRACTICE
- when a teacher has unprofessional conduct or lack of
sufficient skill in the performance of professional duties
REPUBLIC ACT 7796 (TECHNICAL EDUCATION AND
SKILLS DEVELOPMENT ACT OF 1994)
- the state to provide relevant, accessible, high quality and
efficient technical education and skills development in support
of the development of high quality Filipino middle-level
manpower responsive to and in accordance with Philippine
development goals and priorities
- promote and strengthen the quality of technical education and
skills development programs to attain international
competitiveness
- focus technical education and skills development on meeting
the changing demands for quality middle -level manpower
REPUBLIC ACT NO. 7722 ( HIGHER EDUCATION ACT OF
1994)

EMGT-215 HUMAN RESOURCE IN MANAGEMENT IN
ORGANIZATION
STRATEGIC HUMAN RESOURCE PLANNING
-process that helps an organization identify current and future
human resources needed to achieve the end goals.
PURPOSE:
1. ensure adequate human resources to meet strategic goals
2.keep up with the trends that impact on human resources in
your area
3. remain flexible so that your organization can manage
change
STEPS IN STRATEGIC HUMAN RESOURCE PLANNING
1.ASSESSING CURRENT HR CAPACITY
- knowledge, skills and abilities of your current staff need to be
identified
2. FORECASTING HR REQUIREMENTS
-determining the needed staff to realized the strategic goals of
the organization
-determining the type of job to be filled and the skills that
people will need
3. GAP ANALYSIS
- identifying the needed jobs, required skills
- assessing if the present employee have the required skills
- determining the number of managers and supervisors
4.DEVELOPING HR STRATEGIES TO SUPPORT
ORGANIZATION STRATEGIES
5 HR STRATEGIES
A. TRAINING AND DEVELOPMENT
-provide staff with training to take new roles and with
development opportunities to prepare them for future use
B. RECRUITMENT STAGE
- recruiting new staff with the skill that your organization will
need within the future
- considering all the available options for strategically
promoting job openings and inspiring suitable candidate to use.
C. OUTSOURCING STRATEGIES
- includes external individuals or organizations to undertake
and try to do some task
D.COLLABORATION STRATEGIES
- through collaboration with other organizations you may have
better success at dealing with a shortage of certain skills
E. RESTRUCTURING STRATEGIES
- reducing staff either by termination or attrition
- regrouping tasks to create well design jobs
- reorganizing units to be more efficient
EMPLOYEE PRODUCTIVITY
PRODUCTIVITY
- A measure of economic performance that compares
the amount of goods and services produced (output)
with the amount of inputs used to produce those
goods and services
EMPLOYEE PRODUCTIVITY
- sometimes referred to as workforce productivity
- is an assessment of the efficiency of a worker or group of
workers
- it is important because the amount of money a company
spends on employee wages should be less than what the
employee earns the company through their work.
HOW PRODUCTIVITY EVALUATED?
- In terms of the output of an employee in a specific period of
time
TIPS ON MEASURING PRODUCTIVITY
1. CONCENTRATING ON PROFITS
- monitor the profitability and sales of the organization
2. GETTING THE JOB DONE
- refers on how many tasks are completed by the workforce.
- management is less concerned about the time that’s needed
to complete tasks instead their focused on completing the final
product
- may need to break up projects into smaller tasks and assign
to each employee to ensure that the full project is completed
by the specified deadline
3. TIME MANAGEMENT
- monitor the time you take to complete a task using a
productivity measuring software or online programs
- the advantage of this method is that modern software allows
companies to break down time into minutes and even seconds
to ensure that labor is being use effectively
4. FEEDBACK AND PEER ASSESSMENT
-if a small team of employee interacts regularly, you may
implement productivity measurements based on peer
assessment and feedback
- you assess each employee’s productivity according to
feedback they get from others about their performance
5. COMPARING LABOR TIME TO GOODS PRODUCED
- this is a popular method for measuring productivity in a
factory setting, companies can calculate a ratio that shows
them how efficiently their employees are working
6.MONITOR EMPLOYEE PROGRESS
- these allows us to stay on top of the work being done and
make changes or set new goals when necessary
- one method is the daily check-in or team meeting which
involves meeting with your team daily to discuss workflow,
issues and new developments
7. CUSTOMER SATISFACTION
- a popular way of measuring productivity in a company
offering services to customers is to use customer feedback.
- this approach enables you to get a more accurate sense of
how productive the work you and your colleagues are doing
MANAGEMENT PRACTICES TO IMPROVE EMPLOYEE
PRODUCTIVITY
1. SET ECONOMIC INCENTIVES
- lower level team members who work diligently toensure
success of your business should be provided with financial
incentives for all the good work they do, it may be costly but
you will see return on your investment as your employees be
happier and more productive
2. CONSTRUCTIVE FEEDBACK
- feedback is an essential tool all leaders should take
advantage of – they should provide candid feedback from time
to time. The focus should be on empowerment, not
discouragement
- your employees must feel motivated to work hard for your
company while receiving continuous feedback from your
management team.
- feedback must be given in a positive attitude
3. GIVE AND SHOW RESPECT
- no matter what kind of job an employee handles they deserve
your respect
- management must have excellent team-building skills and
leave a positive impact on every person.
- showing respect and understanding is a vital step to increase
employee productivity
- to ensure the success of your business, it is essential to show
genuine respect to everyone working with you
4. TRAIN YOUR MANAGEMENT TEAM
- once all of your leaders are trained on their responsibilities,
they will be able to manage their teams with confidence and
accuracy. It is one of the best tactics to enhance the
productivity of an entire organization
- allow employees to be accountable for their time worked by
investing in employee time clock software
5. PROVIDE SUPPORT WHEN NEEDED
- good support must always be provided to boost morale and
build relationship of mutual respect
6.EFFECTIVE COMMUNICATION
-communication is the key to a productive and efficient
workforce
- to ensure the success of your employees and your business,
you must set clear goals for them to achieve, set attainable
deadlines
7. SET A CLEAR AND FOCUSED GOALS
- to attain high productivity from your employees, it is essential
to set clear and attainable goals for them
- set SMART goals for employees – Specific, Measurable,
Attainable, Realistic and Timely
WAYS TO BECOME MORE PRODUCTIVE AT WORK
1. FOCUS ON ONE TASK AT A TIME
- focusing on one time at a task may help you more productive
-concentrating on one task until it is complete can help you
increase your productivity because you are setting a single
objective at once instead of many
2. TAKE REGULAR BREAKS
- neglecting to give yourself a time- out for a few minutes can
harm your overall productivity by resulting in fatigue or burn –
out. Short breaks can allow you to recharge, clear your mind
and get ready for the next task
3. FOCUS ON YOUR BIGGEST TASKS FIRST
- this can help you stay more focused than working on smaller
and shorter tasks first
4. SET SMALL OBJECTIVES
- consider planning small objectives throughout your day, you
may use these short objectives as milestones to measure your
progress toward a larger goal
5. USE TO TWO- MINUTE RULE
- it involves completing tasks that are two minutes or less as
well as taking two minutes to get started on small tasks that
you may have been putting off
- practicing these can allow you to focus on those small tasks
in between the time it takes to work on larger and more
complicated tasks.
EMPLOYEE ATTITUDES AND JOB SATISFACTION
EMPLOYEE ATTITUDE
- It is the positive or negative display of motivation an
employee show
- Can be displayed toward individual job duties,
products or services, coworkers or management, or
the organization as a whole
WHY IS IT IMPORTANT TO HAVE POSITIVE MENTAL
ATTITUDE?
- It helps you unlock your full potential and achieve
your goals.
- Sets ambitious goals and is confident in reaching
them and sees challenges as opportunities
- The mind is powerful that your mindset can affect
your health
- Positive mental attitude strengthens your ability to
navigate uncertainty and deal with stress
FIVE CHARACTERISTICS OF A POSITIVE MINDSET
1. RESILIENCE -it is being able to recover from stressful and
challenging life events
2. COURAGE – allows you to go after what you want without
fearing failure, rejection and other mind- made fears
- they embrace failure as an opportunity to learn
3. OPTIMISM -it is not about thinking happy thoughts and
dismissing problems, it is about challenging negative thought
patterns and reframing them into positive ones.
4. GRATITUDE
- being thankful even for the smallest joys in life are happier
and healthier
- show and feel an appreciation for the good things in life
5. ACCEPTANCE
- this mindset allows us to take the best course of action in any
situation
RECRUITMENT INTERVIEW
- The heart of the employment process because it is a
systematic and scientific process use in the employee
selection which helps to acquire the needed
information with regard to candidate capabilities and
interest.
PURPOSE/ OBJECTIVES OF RECRUITMENT INTERVIEW
1. OBTAINING INFORMATION – recruiters can verify the
information obtained through application forms and tests
2. GIVING INFORMATION
- it provides an applicant the information and the necessary
facts about the job and the organization
3. MOTIVATION
-it establish a mutual understanding between the applicant and
the organization
TYPES OF JOB INTERVIEWS
1.BEHAVIORAL -use to assess how you have handled specific
employment related situations in your previous job which will
help them evaluate your future performance
2. CASE – you will be given a situation and asked how you
would manage that specific situation and or solve business
problem
3. STRESS – use to assess how you respond to stress and
under extreme pressure
4. COMPETENCY-BASED
Also known as structured interviews and use by hiring
managers to assess your soft skills and interpersonal
competencies.
5. GROUP INTERVIEWS
- means multiple candidates are being interviewed at the same
time and use if the company is hiring more than 1 position
6. PANEL
- you will be interviewed by multiple interviewers from the same
organization. This is done to maximize the risk of a bad hire
SELECTION PROCESS
- Refers to the steps involved in choosing people who
have the right qualifications to fill a current or future
job opening.
IMPORTANCE OF SELECTION
1. Good talent
- proper selection enables the organization to appoint talented
persons for various activities which leads to improvement in
productivity and profitability of organization
2. BETTER EFFICIENCY
-selection of right person to the right job will surely produce
better quality of work and may facilitate faster achievement of
objectives
3. REDUCED COST OF TRAINING AND DEVELOPMENT
- better selection of candidates reduces the cost because
qualified personnel have better grasping power
4. REDUCED TURNOVER
- this will help the organization to minimize recruitment cost
SELECTION PROCESS AND STEPS
Interview
Reference checking
Medical examination
Final Selection
Employment interview -it is a process in which one- on- one
session is conducted with the applicant to know a candidate
better
CHECKING REFERENCES- a process of verifying the
applicant’s qualifications and experiences with the references
provided by him
- This will help the interviewer understand the conduct,
attitude and the behavior of the candidate as
individual
FINAL SELECTION – final process which proves that the
applicant has qualified in all the rounds of the selection
process
STRATEGIC HUMAN RESOURCE MANAGEMENT
PLANNING PROCESS
1. UNDERSTAND YOUR BUSINESS GOALS
- understand the business goals whether it’s increased market
penetration, expansion into new markets, once goal is set you
can formulate the strategies
2. EVALUATE YOUR TEAM
- you can evaluate your current team to see how their skills
contribute to the objectives you’ve set
3. ANALYZE YOUR HR CAPABILITIES
- is your HR equipped and prepared to perform the job of
strategic human resource management? Do the team
members have enough knowledge in training?
4. EXAMINE EACH DEPARTMENT
- the purpose of these is to discover each departments unique
needs and how HR can provide talent to bring performance up
to 100 percent
5. BEGIN HIRING TO SATISFY DEPARTMENT NEEDS
RESPONSIBILITIES OF HUMAN RESOURCE MANAGERS
A. Assessing and staffing
B. Managing employee performance
C.Providing employee training that reinforces a company’s
culture
D. Monitoring competitor’s strategies for hiring and retraining
employees
E. Evaluating the results of HR efforts
ESSENTIAL SKILLS FOR HUMAN RESOURCE MANAGERS
1. PROBLEM- SOLVING – managers must be able to
anticipate and work through organizational issues and to help
employees address their concerns
2. COMMUNICATION- requires the ability to listen and
respond to employee questions and work with corporate
leaders across various business areas
3. DISCRETION – HR managers must be mindful when
handling confidential employee and organizational issues
4. CONFLICT MANAGEMENT – they play key role in helping
employees and departments work together to overcome
differences
5. CULTURAL COMPETENCE- this allows HR managers to
promote and implement programs that value employees
practices and attitudes