Isabela Colleges Inc.

Cauayan City Isabela

BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION

HUMAN RESOURCE MANAGEMENT

Felipe C. Concepcion Jr
Abigail Makiraptanan
Mary Faith Ramirez

BSBA-III

RESUME & CV (Curriculum Vitae)

CV (Curriculum Vitae)
 A CV is an in-depth document that can be laid out over two or more pages
 It contains a high level of detail about your achievements, a great deal more than just a career biography.
 The CV covers your education as well as any other accomplishments like publications,
 awards, honors etc.
  The document tends to be organized chronologically and should make it easy to get an overview of an
individual’s full working career.
 A CV is static and doesn’t change for different positions, the difference would be in the cover letter.
Resume
 A resume, is a concise document typically not longer than one page as the intended the reader will
not dwell on your document for very long.
 The goal of a resume is to make an individual stand out from the competition.
 The job seeker should adapt the resume to every position they apply for.
 It is in the applicant’s interest to change the resume from one job application to another
 and to tailor it to the needs of the specific post.
 A resume doesn’t have to be ordered chronologically, doesn’t have to cover your whole career like
and is a highly customizable document.
Differences
• As stated, three major differences between CVs and resumes.
• length,
• the purpose &
• the layout.
• A resume is a brief summary of your skills and experience over one page, A CV is more detailed and can
stretch well beyond two pages.
• The resume will be tailored to each position whereas the CV will stay put and any changes will be in the
cover letter.
• Resume Used when applying for a position in industry, non-profit, and public sector. CV Used when
applying for positions in academia, fellowships and grants.
• A CV has a clear chronological order listing the whole career of the individual whereas a resume’s
information can be shuffled around to best suit the applicant.

What information should I include on my Resume?

• Contact information
• Clear objective
• Education
• Work experience
• Achievements
• Training and Workshop
• Skills
• Language Proficiency
• Extra-Curricular activity References
Personal details
 It may sound obvious, but you’d be surprised how many people forget to include their name, email,
contact phone number and address.
 To avoid any awkward moments, make sure these are clearly presented at the top of your Resume.
 “Resume” is an unnecessary title – your name is not.
Personal statement/Objective
 As it’s the first thing that’s shown on your Resume
 A statement is an essential part of standing out from the crowd.
 It explains who you are, what you’re offering, and what you’re looking for.
 Aim to prove why you’re suitable in one short and succinct paragraph.
Private Information
 Private information is different from personal information and should not be included on your
resume.
 Don't list your age, race, sex, political preferences, religious affiliations, marital status, Social
Security number, driver's license number, test scores on your resume, advises the University of
Minnesota.
Work experience:
• This section should include all of your relevant work experience, listed with the most recent first.
Include your job title, the name of the organization, time in post, and your key responsibilities.
Education:
 Your educational experience and achievements should be listed here, along with dates, the type of
qualification and/or the grade you achieved – although the specific parts of education that you include in
your Resume will depend on your individual situation. For example, if you have more educational
achievements than work experience, placing an emphasis on this section is a good idea.
Achievements
 This is your chance to show how your previous experience has given you the skills needed to make
you a suitable candidate. List all of your relevant skills and achievements (backing them up with
examples), and make it clear how you would apply these to the new role.

Skills
 The usual ones to mention are languages (good conversational French, basic Spanish), computing (e.g.
"good working knowledge of MS Access and Excel, plus basic web page design skills" and driving
("full current clean driving license"). If you are a mature candidate or have lots of relevant skills to offer,
a skills-based CV may work for you.

References
 Many employers don’t check references at the application stage so unless the vacancy specifically
requests referees it's fine to omit this section completely if you are running short of space or to say
"References are available on request." Normally two referees are sufficient: one academic (perhaps
your tutor or a project supervisor) and one from an employer (perhaps your last part-time or summer
job).
What should I leave out?
 When it comes to your CV, there are certain words and phrases you should try to avoid and they mostly
consist of overused clichés.
  Not only could using them risk mildly irritating the person in charge of hiring, you could also end up
blending into a sea of similar candidates.
What makes a good Resume?
 It is targeted on the specific job or career area for which you are applying and brings out the
relevant skills you have to offer.
 It is carefully and clearly laid out: logically ordered, easy to read and not cramped.
 It is informative but concise.
 It is accurate in content, spelling and grammar. If you mention attention to detail as a skill,
make sure your spelling and grammar is perfect!

HUMAN RESOURCE MANAGEMENT

What is Human Resource Management?
HUMAN RESOURCE MANAGEMENT
- Refers to the Skilled Workforce Refers to limited Availability or Refers how to optimize and make
in an Organization Scarce best use of such Limited Scarce
resource so as to meet the
Organization goal

HRM - can be defined as – “employing people, developing their resource, utilizing maintaining and compensating
their services in tune with the job and organizational requirements

The Role in the Organization

1. Recruitment & Employment
 the process of searching for prospective employees and stimulating them to apply for jobs in the
organization
- Interviewing -Test -Recruiting -Temporary Labor Coordination
Stages of Recruitment
Stage 1. : Define Requirements
Stage 2 : Attract Potential Employee
Stage 3. :Select Right people

B. External Source
1.Direct Recruitment
Source of Recruitment
A. Internal Source C. Modern Technique
1. Transfer 1. Walk-in
2. Promotion 2. Consult inn
3. Employee Referral 3. Head Hunting
4. Body Shopping
5. Business Alliance

2. Training And development

Orientation of new and temporary employee, Performance Management training, and productivity enhancement
3. Wage and Salary Management
A. Job evaluation
B. Wage and salary survey
C. Executive Compensation
4. Benefits Administration
 Vacation and sick leave Administration
 Insurance
 Stocks plan
 Retirement plan assistance program
5. Employee Service and Recreation
 Bus Service / Transportation
 Relocation
 Housing / Accommodation
6. Community Relations
• Public and Community projects and Relations
7. Record Management
• Employment records.
• Information system
• Performance Record
8. Health And Safety
• Training Safety Inspection
• Dental medical Services
• Drug testing.
9. Strategic Management
• Collaborative planning
• Outsourcing manpower research
• Organizational planning

The challenges of Human Resources

 The challenges of the global community
 The Stockholders challenge
 The Challenges for Productivity
The link of high Productivity
 The human Resource and Productivity
 New technology and opportunities
 Efficient Work Structure and company policy
Contributing Growth Factors
 Increasing complexity of Business operation
 Government regulation and labor laws
 Growth of labor Union
 Influx of new concepts in management

Different between Personnel Management and Human Resource management

Personnel Management HRM

 Mgt of people employed  Mgt. of employees skills, Knowledge, abilities

 Employees are treated as economic man as
his service are exchanged with salary
 Employee are viewed as tool, Equipment
 Employee are treated as cost center.
Therefore, mg controls cost of labor
 Employees are treated as economic, social &
psychological man
• Employee are treated as a resource
 Employees as treated as profit center.
Therefore, invest in human resource.

 Short term perspective  Long term perspective

Problem and Difficulties of HRM

1. Common Misconception about his role and function.
2. Inadequate Recognition by Management of the Proper role of the HR manager in the Org.
3. In the Area of labor Relation.
4. Jealousy of the other Executives regarding the Duty And Authority.

HR Manager
 Who is a Member of the top Executive Group
 Responsible for formulation of Personal policies and program
Qualities of HR manager
1. Can communicate Effectively.
2. Possesses an above Average intelligence.
3. Enjoy working with People.
 4. Grasp the Implication of the Given Situation.
5. Aggressive, mature and Capable of giving sound advice.
6. Possesses Integrity, Industry and Courage
7. Pleasing personality and personal warmth.

Skills needed by today’s HR professionals

1. Higher degree of Knowledge on management practics and process.
2. High degree of human and public relations
3. Great knowledge of human Psychology and social relations.
4. Plan out strategic approaches to problem and their solutions.
5. A Community Relations officer.

Reward and Benefits of a HR manager

1. Big companies offer competitive salaries and attractive benefits or “PERKS”

2. Aside from mandated by labor law ( SSS, Pagibig, Philhealth,13th month pay).
Other benefits
3. Car plan or free use of Company Transportation.
4. Unlimited/limited use of Gasoline and Free maintenance. (Transportation allowance)
5. Company Cellular phone (Communication allowance)
6. Representation /Meal Allowance.
7. Education Scholarship/Attending Conventions and Seminars.
Career Advancement / other professional options.
1. College professor
2. Vice president of the Company
3. Chief Executive officer (CEO)
4. Politician
5. Entrepreneur
6. Businessman
The Career path to HRM
Entry level
- A new College graduate Student may start as a personal assistant.
The following skills are Necessary;
1. Assisting in Interview applicant
2. Giving Tests And scoring test results
3. Assisting employee orientation and training program
4. Record keeping

Supervisory Level –
A promotion to a higher level Depend on the Ability and Capability of the personnel assistant.
The Traits and Skills Are;
1. Skills in Writing job Description
2. Knowledge to employee Benefits Program
3. Skills in Interviewing applicant
4. Skills in Interpreting Test Result.
5. Job Evaluation and Wage Administration
6. Skills in determining training needs and develop training modules
7. Skills in basic research related to manpower

Managerial Level
At this level of practitioner has Acquired the above skills.
Manager personnel Activities;
1. Leadership and Conceptual ideas visioning
2. Analytical of the facts as basis for decision making
3. Compliance administration and control
4. Interpersonal team work