WEEK 2

Day 2: Valuing/Integration
The best method for hiring and recruitment of several employees would be a job
advertisement. It is an announcement of an open job position. It can be printed in a newspaper,
journals, magazines, bulletin boards and the most convenient way is thru internet in which
many people can see that. The main goal of a job advertisement is to inform potential job
candidates about a new opening and attract them to apply. It is written in an engaging tone and
it contains information not only about the job position, but also about the company and the
benefits that can be offer.

Day 3: Application
Strengths

 I'm very creative. I often impress clients with a new perspective on their brands.
 I communicate well with my clients and team.
 I have the ability to ask key questions to find just the right marketing angle.
 I'm completely committed to the success of a client's brand.
Weaknesses

 I have a strong, compulsive need to do things quickly and remove them from my "to do"
list, and sometimes the quality of my work suffers as a result.
 This same need to get things done also causes me stress when I have too many tasks.
 I get nervous when presenting ideas to clients, and this fear of public speaking often
takes the passion out of my presentations.
Opportunities

 One of our major competitors has developed a reputation for treating their smaller
clients poorly.
 I'm attending a major marketing conference next month. This will allow for strategic
networking, and also offer some great training seminars.
Threats

 One of my colleagues, is a much stronger speaker than I am, and he's competing with
me for the position.
 Due to recent staff shortages, I'm often overworked, and this negatively impacts my
creativity.
  The current economic climate has resulted in slow growth for the marketing industry.
Many firms have laid off staff members, and our company is considering further
cutbacks.

Post Assessment
Workforce planning connects recruiting, hiring, employee development, and talent
management by identifying needed skills, assisting recruiters in targeting the right candidates
with those skills, and assisting managers in charting internal employee growth pathways.
Workforce planning is about more than just hiring new employees; it is also about bridging the
gap between what you have and what you need. If done correctly, you can determine who is
capable of stepping into new roles with training and development and who may not be able to
stay in a job because the required skill set is changing. Workforce planning is concerned with all
types of movement—up, down, in, out, and across the organization.

WEEK 3
Day 2: Valuing/Integration
1. The ability to endure an unpleasant situation is the most important quality HR managers
look for in a candidate. Because turnover can be costly for the company, HR prefers to
hire someone who is dedicated and willing to stick around for a long time. Another
quality is trustworthiness. This is the most important trait to look for in a candidate. A
reliable employee will provide long-term benefits to the organization and is likely to
remain with the company for a long time. Companies prefer to hire multi-tasking
employees as competition grows across all industries. This quality not only benefits the
company but also improves the individual's job profile. Businesses frequently cut costs
by hiring fewer employees who can multitask. As a result, being a multi-tasked can help
you land that job. Everyone wants an asset in their kitty rather than a liability, so
motivated and self-driven individuals are the best bet for any organization. Employees
who are naturally ambitious work hard and strive to outperform their own performance
at work. Organizations are full of various beings; some are afrai of competition, while
others are too relaxed to bother. As a result, a team player's role is critical in
maintaining the balance. A person who demonstrates a high level of perseverance and
gratitude to work is a good candidate for employment. Finally, maintain a positive
attitude. A positive attitude attracts winners, so organizations seek employees with a
positive attitude. A person with a positive attitude is more likely to be hired because
they can face failure and competition with confidence.
 2. Integrity means living in accordance with your deepest values, being honest with
everyone, and always keeping your word. Integrity is a highly valued characteristic,
particularly among leaders. You are more likely to be considered for important
promotions and leadership positions if you live with integrity. Workplace integrity is
beneficial not only to businesses, but also to individuals. You will gain respect and trust
from your peers and managers if you demonstrate that you are an honest and
dependable person, which can also play a significant role in your career growth,
progression, and overall success.

Day 3: Application
For the Salesperson, Screening sales tests are typically divided into sections such as sales
skills, personality profile, and aptitude. A questionnaire in which job seekers rate their skills, a
sales scenario test, and a test to measure reasoning, analytical skills, language, and basic math
may all be included. A sales skill assessment, also known as a sales talent assessment, is a test
that determines how well a sales job candidate can complete the tasks assigned to them.
Candidates may be required to act out a client phone call, submit a writing sample, conduct
client research, and other tasks. For the experienced supervisor, we can use Cognitive Ability
test and Work Sample test. These tests are used by employers to predict a candidate's ability to
perform various job functions and learn new skills. Cognitive ability tests, also known as General
Mental Ability or GMA assessments, can be used to provide a quick assessment of a job
candidate's overall reasoning, memory, and perception. Work sample tests require applicants
to complete tasks or activities that are similar to those performed by employees on the job. For
example, applicants for Administrative Assistant positions may be required to use a word
processor to transcribe an internal memo or to accurately file a stack of paperwork.

Post – Assessment
1. The qualifications and competencies for the position is that the applicant must be a
Bachelor’s degree holder in History, Humanities or any related Business course. She/He
must have at least 1 year work experience in events management, office work or in
retail. He/She must have a good communication skills, must have a good attention to
details, good time management skills and ability to work with minimal supervision.
He/She is willing to travel outside Metro Manila and work long hours. The salary
package of Php. 15,000 awaits the candidate.

2. The suitable for the job is Jenny. Although she did not have any working experience due
to be a Fresh Graduate; she had a on the job training in a certain foundation which is in
line with preserving Spanish Artwork and related to a staff of the museum. The salary
expectation is within reach. She has a good English communication skills and scored high
 on intelligence test. The other two applicant doesn’t match the job qualification dues to
some inconsistencies and the mismatch.

WEEK 4
Day 1: Pre – Assessment
Don't lower your expectations to meet your performance. Raise your level of performance to
meet your expectations. Expect the best of yourself, and then do what is necessary to make it a
reality. -Ralph Marston
You were so determined to walk that your success mechanism went through several iterations:
try; error; adjust; error;. success and walk! Your expectations of success influenced what you
accomplished even before you could think in words.

Day 2: Valuing/Integration
Last semester has been challenging but fruitful for me because I have had to work hard
so far, but I have made significant progress in my learning and believe I have been successful
thus far. In this regard, my failures are as important as, if not more important than, my
successes because I have learned more from my failures than from my successes. As a result,
the main lesson I have probably learned is that I should not rejoice when I succeed, but rather
stay aware and focused on my progress in order to perform well and succeed in my learning.
After reviewing my performance throughout the semester, I believe I was quite successful to a
large extent. In this regard, it is worth noting that I completed seven essays during the
semester, almost all of which were quite successful, as I received grades on the majority of
them. I was pleased with my performance, but I am constantly concerned with receiving grades
for my work, as this is the only acceptable grade for me. I am a person who is driven by success.
By the way, I believe research skills became especially important for me this semester because I
conducted research before writing my papers. I noticed that I wasn't particularly enthusiastic
about researching topics that I thought I was well-versed in. However, when I began my
research, I discovered many important and noteworthy facts that I had never known before.

Day 3: Application
Marie must provide a fair and balanced assessment of an employee's performance annually,
semi- annually, quarterly, depending on her preferences. Analyze the satisfaction levels and the
self- perception of productivity of employees from their business. Increase in satisfaction can
lead to increase in productivity. Marie must learn to communicate organizational
accountability for meeting those goals, track individual and organizational performance results.
It involves of planning, coaching and reviews. Marie must provide fair and balanced
assessment of employee's performance and business policies. She must provide business
mission, vision, goals and objectives for the succession of their business. She also needs to
analyze employees satisfaction, for an increase of satisfaction may lead to increase in
productivity.
Post – Assessment
Your criteria for judging employee performance should include quantitative elements such as
their goals and target achievement. While much of a performance appraisal is qualitative and
subjective, the goals and achievement element is objective and measurable in clear numbers.
Employee performance is defined as how an employee fulfills their job duties and executes
their required tasks. It refers to the effectiveness, quality, and efficiency of their output.
Performance also contributes to our assessment of how valuable an employee is to the
organization.