HRM Learning Module (Updated)

LM-BACC
0113
Learning Module
Human Resource
Management
Knowledge Area Code : BSBA-HR

Course Code : BACC0113
Learning Module Code : LM-BACC0113
Human Resource Management
Learning Module 01
Human Resource Management and Planning
First Edition, 2020
Copyright. Republic Act 8293 Section 176 provides that “No copyright shall subsist in any work of the
Government of the Philippines. However, prior approval of the government agency or office wherein the
work is created shall be necessary for exploitation of such work for profit. Such agency or office may,
among other things, impose as a condition the payment of royalties. “
Borrowed materials included in this module are owned by their respective copyright holders. Every effort
has been exerted to reach and seek permission to use these materials from their respective copyright
owners. The University and authors do not claim ownership over them.
Published by the Bataan Peninsula State University

President: Gregorio J. Rodis, PhD
Learning Module Development Team
Writer:
Olivia H. Perdio, Associate Professor 4
Evaluators:
Carina D. Moises, Assistant Professor 3

Lovely C. Manalili, Assistant Professor 1
Quality Management Team:
Arlene I. Pascual
Focal Person, University Gender and Development
Cristina G. Rivera
Chair, Oversight Committee on Curriculum Development
Arlene D. Ibañez
Chair, Oversight Committee on Textbook and Instructional Materials
Jesselyn C. Mortejo, EdD

Director, Quality Assurance Office
Emmanuel C. Macaraeg, PhD, CESE

Vice President for Academic Affairs
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Leaning Module: Human Resource Management
Netiquette Guide for Online Courses
It is important to recognize that the online classroom is in fact a classroom, and certain
behaviors are expected when you communicate with both your peers and your instructors.
These guidelines for online behavior and interaction are known as netiquette.
Security
Remember that your password is the only thing protecting you from pranks or more serious
harm.
 Don't share your password with anyone.
 Change your password if you think someone else might know it.
 Always log out when you are finished using the system.
Appearance
Bear in mind that you are attending a class, dress appropriately.
General Guidelines
When communicating online, you should always:
 Treat your instructor and classmates with respect in email or any other communication.
 Always use your professors’ proper title: Dr. or Prof., or if in doubt use Mr. or Ms.
 Unless specifically invited, don’t refer to your instructor by first name.
 Use clear and concise language.
 Remember that all college level communication should have correct spelling and grammar
(this includes discussion boards).
 Avoid slang terms such as “wassup?” and texting abbreviations such as “u” instead of
“you.”
 Use the prescribed font Palatino Linotype and use a size 10-point font.
 Avoid using the caps lock feature AS IT CAN BE INTERPRETTED AS YELLING.
 Limit and possibly avoid the use of emoticons like :) or J.
 Be cautious when using humor or sarcasm as tone is sometimes lost in an email or
discussion post and your message might be taken seriously or sound offensive.
 Be careful with personal information (both yours and other’s).
 Do not send confidential information via e-mail.
Email Netiquette
When you send an email to your instructor, teaching assistant, or classmates, you should:
 Use a descriptive subject line.
 Be brief.
 Avoid attachments unless you are sure your recipients can open them.
 Avoid HTML in favor of plain text.
 Sign your message with your name and return e-mail address.
 Think before you send the e-mail to more than one person. Does everyone really need to
see your message?
 Be sure you REALLY want everyone to receive your response when you click, “reply all.”
 Be sure that the message author intended for the information to be passed along before you
click the “forward” button.
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Message Board Netiquette and Guidelines

When posting on the Discussion Board in your online class, you should:
 Make posts that are on topic and within the scope of the course material.
 Take your posts seriously and review and edit your posts before sending.
 Be as brief as possible while still making a thorough comment.
 Always give proper credit when referencing or quoting another source.
 Be sure to read all messages in a thread before replying.
 Don’t repeat someone else’s post without adding something of your own to it.
 Avoid short, generic replies such as, “I agree.” You should include why you agree or add
to the previous point.
 Always be respectful of others’ opinions even when they differ from your own.
 When you disagree with someone, you should express your differing opinion in a
respectful, non-critical way.
 Do not make personal or insulting remarks.
 Be open-minded.
(Source: http://teach.ufl.edu/wp-content/uploads/2012/08/NetiquetteGuideforOnlineCourses.pdf)
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About the Faculty
About the Faculty
MS. OLIVIA H. PERDIO is a graduate of Two-Year Junior Secretarial Course. Upon

landing on a job, she decided to pursue a degree course, Bachelor of Science in Business
Administration major in Accounting. She is also a Professional License Teacher as a graduate
of Bachelor in Secondary Education major in Mathematics. Continuing her education for
professional development, she finished a Master’s Degree in Master in Business
Administration. She had also finished academic requirements in Doctor of Philosophy major
in Business Administration.
In her almost twenty seven years of stay in Bataan Peninsula State University, she had
handled different positions. She became the Head of the BSA/BSBA Department at the time
BPSU was still Bataan Colleges. When Bataan Colleges was converted into Bataan Polytechnic
State College (BPSC), she was the Dean of the Institute of Business Administration. BPSC was
then converted to Bataan Peninsula State University, and still she was the Dean of the College
of Business and Accountancy and concurrently performing as the Acting Registrar of BPSU-
Balanga Campus. Since the position was only a designation, her term as the Dean of the College
of Business and Accountancy ended, and she assumed a new designation as the Director for
Student Affairs. She was then transferred to BPSU – Main Campus supervising the Offices of
Student Affairs for all campuses of the University. After her term as the Director of Student
Affairs, she then came back to BPSU-Balanga Campus, again as the Dean of the College of
Business and Accountancy. The administration changes and the choices differs. With the long
years of services she had rendered and contributed to the university, she decided to perform
her duties and responsibilities as a full time faculty as stated in her appointment.
As the Dean of the College of Business and Accountancy, she was a part of the Merit,
Selection and Promotion Committee, whenever there is a need for hiring an Instructor under
the College.
With the different positions she had handled, she gained a lot of experience in dealing,
communicating and working with different kind and types of people, from the students, to the
parents, to the employees as well as to the key officials of the university and other school
linkages.
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Table of Contents
Table of Contents
Course Overview
Key Learning Competencies
Course Details
Learning Management System

 Assessment with Rubrics
 Final Requirements with Rubrics
 Course Policy
 Grading System
Module Overview
Introduction
Learning Outcomes
Minimum Technical Skills Requirement
Learning Management Systems
 Duration
 Delivery Mode
 Module Requirements with Rubrics
LEARNING MODULE 01 – HUMAN RESOURCE MANAGEMENT
Learning Module 01 - Packet 01 – Introduction to Human Resource Management
Introduction
Objectives
 Duration
 Delivery Mode
 Requirements with Rubrics
 Readings
Major Components of Learning Module 01 – Packet 01
1. Definition of HRM
2. Nature of HRM
3. Scope of HRM
4. Objectives of HRM
5. Role of HRM
6. Functions of HRM
7. The Value of HRM for Employees and Organization
8. HRM’s Contribution to Profitability, Efficiency &
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Effectiveness
9. Types of HR Managers, Duties & Responsibilities
Introduction
Table of Contents
Pre-Assessment
Lesson Proper:
2. Nature of HRM
3. Scope of HRM
4. Objectives of HRM
5. Role of HRM
6. Functions of HRM
Effectiveness
9. Types of HR Managers, Duties & Responsibilities
Course Packet Discussion

 Activity
 Post Assessment
References
Assessment
Assignment
Learners Feedback Form
Learning Module 01 – Course Packet 02 - Human Resource Planning
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
Major Components of Course Packet 02
1. Definition of Human Resource Planning (HRP)

2. Nature of HRP
3. Objectives of HRP
4. Importance of HRP
5. Factors Affecting HRP
6. HRP Process
7. Barriers to HRP
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Introduction
Pre-Assessment
Table of Contents
Lesson Proper
2. Nature of HRP
3. Objectives of HRP
4. Importance of HRP
5. Factors Affecting HRP
6. HRP Process
7. Barriers to HRP
References
Activity
Assessment
Assignment
LEARNING MODULE 02 - RECRUITMENT, SELECTION AND RETENTION OF HIGH

QUALITY TALENTS
Module Overview
Introduction
Learning Outcomes
Learning Management Systems
 Duration
 Delivery Mode
 Module Requirements with Rubrics
Learning Module 02 – Course Packet 01 – Job Analysis and Job Design
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
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1. Job Analysis: A Basic HRM Tool

2. Nature of HRM
Table of Contents
3. Job Design
4. Flexible Work Schedule
Introduction
Pre-Assessment
Lesson Proper
1. Job Analysis Defined
2. Uses of Job Analysis
3. Steps in Job Analysis
4. Components of Job Analysis
5. Job Analysis: A Basic Human Resource Management Tool
6. Job Analysis: Importance and Purpose
7. Job Analysis: Foundation of all HR Practices
8. Approaches to Job Analysis
9. Job Design
10. Approaches to Modern Job Design: Motivational Approach
11. Job Redesign
12. Five Core of Job Dimensions
References
Activity
Assessment
Assignment
Learning Module 02 – Course Packet 02 – Recruitment: Attracting the Right Talent
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
1. Definition of Recruitment
2. Finding Talent in the External Labor Market
3. Finding Talent Internally
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Introduction
Pre-Assessment
Table of Contents
Lesson Proper
2. What is Recruitment Policy?
3. Sources of Recruitment
4. Boomerang Employees
5. A New Approach to Internal Mobility
6. Online Recruitment
7. Methods of Recruitment
8. The Recruitment Process
References
Activity
Assessment
Assignment
Learning Module 02 – Course Packet 03 – Selection, Placement and Job Fit
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
1. Who should you select?

2. Selection Process
3. Individual Differences
4. Job Interview
Introduction
Pre-Assessment
Lesson Proper
1. Definition and Meaning of Selection
2. Difference between Recruitment and Selection
3. Purpose of Selection
4. Factors to Consider in Candidate Selection
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6. Personality
7. Self-Efficacy vs. Self-Esteem
8. Employee Selection: Personality Testing, Interviews and Values
Table of Contents
9. Selection Tests
10. Interview
11. Types of Interview
12. Preparing for Interview
13. Dressing for Success
14. Interview Do’s and Don’ts
References
Activity
Assessment
Assignment
Learning Module 02 – Course Packet 04 – Compensation and Incentives
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
1. Work Dynamics, Performance and Motivation

2. The Motivational Role of Pay and Rewards: A Psychological Framework
3. Pay Structures
4. Compensation and Incentives
5. Employee Communications
6. Compensation: Challenges and Opportunities
7. HR Laws Governing Compensation
Introduction
Pre-Assessment
Lesson Proper
1. Definition and Meaning
2. Objectives of Compensation
3. Purpose of Compensation
4. Total Compensation
5. Compensation Strategy
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6. Salary and Wages
7. Incentives: Drivers in Attracting the Best Employee
8. Classification of Rewards
Table of Contents
9. Components of Financial Compensation

10. Implementing Effective Incentive Plan
11. Non-Financial Compensation
12. Equity and Motivation of Employees
13. Relationship Between Equity and Motivation
14. Equity Theory of Motivation
References
Activity
Assessment
Assignment
Learning Module 02 – Course Packet 05 – Benefits and Benefit Administration
Course Overview
Course Details

 Duration
 Delivery Mode
 Readings
1. Strategic Importance of Benefits

2. Mandatory and Voluntary Benefits
3. Benefits Program and Design Administration
4. Benefits Administration and Technology
5. Communicating Employees Benefits
6. Recent Development in Benefits and Benefit Administration
Introduction
Pre-Assessment
Lesson Proper
1. Benefits
2. Employee Benefit Administration
3. Importance of Employee Benefits
4. Four Major Types of Employee Benefits
5. Mandatory and Voluntary Benefits
6. Flexible Benefits
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7. Benefits Administration Technology
8. Communicating Employee Benefits
9. Employee Benefits Trends 2020
Table of Contents
References
Activity
Assessment
Assignment
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Course Overview
Course Overview
Introduction
This course deals with the study of the phases of human relation and personnel administration
with emphasis on the methods and techniques and procedures for effective personnel
utilization. Adequate consideration is given to the operation phases concerning procurements,
compensation, maintenance, development and utilization of human resources. A general
appreciation and understanding of job classification, employee testing, job measurement, as
well as the health, safety, morale and general welfare, efficiency of personnel are emphasized.
The application of these methods, procedures, and techniques to the industrial, commercial,
and financial organization is made to appreciate their values and effectiveness of personnel.
The course develops a critical understanding of the role and functions of the various human
resource activities in an organization, providing students with a comprehensive review of key
HRM concepts, techniques and issues. Topics include job analysis and design, recruitment and
selection, evaluation, performance management, occupational health and safety, and the
strategic contribution of HRM to organizational performance and evaluating HRM
effectiveness. Working with contemporary case studies, students not only engage in
collaborative and individual work processes but use communication and discourse
characteristic of the HRM context and environment.

At the end of course, students should be able to:
1. Apply the principles and techniques of human resource management to the discussion of major
personnel issues and the solution of typical case problems.
2. Devise tools for recruiting and selecting high quality talent.
3. Develop HR techniques, strategies and planning tools for delivering high-performance work
systems.
Course Details:
 Course Code: BACC0113
 Course Title: Human Resource Management
 No. of Units: 3 units
 Classification: Lecture Based
 Pre-requisite / Co-Requisite: None
 Semester and Academic Year: 1st Semester AY 2021 - 2022
 Schedule:
 Name of Faculty: Olivia H. Perdio
 Contact Details
Email: ohperdio@bpsu.edu.ph
Mobile Number: 09209489697
Viber: 09209489697
Messenger: Olivia Perdio
 Consultation
Day:
Time:
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Join the class intended for Human Resource Management AY 2020-2021 in Google Classroom. The
access code depends on the section you are enrolled in.
Course Overview
YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Be sure to use your full name (not alias or nickname) as you sign in with Google Classroom.
Assessment with Rubrics

There will be two major examinations such as Midterm and Final Examinations. The coverage of the
Midterm Exam is from Lesson 1 to Lesson 5 while for the Final Exam is from Lesson 6 to Lesson 11.
Usually, these examinations are multiple choice theory and essay questions which are scheduled at week
9 and week 18, respectively. Scoring: Numerical scores
There will be also course assessment based on the course outcomes.
Final Requirement with Rubrics

In the case of the final course requirement, a rubric for the output/activity shall be used for rating your
submitted output.
Grading System
The following shall be used as basis for giving grades:
 The percentage system is followed in rating the students.
 Sixty percent (60%) passing policy is to be used.
Class Standing Percentage Midterm % Finals %
Written Exam/Quizzes 60% Class Standing 60 Class Standing 60
Exercises and Assignments 30% Term Exam 40 Term Exam 40
Class Participation/ Oral

10% Final Rating
Presentation
Midterm Grade (50%) + Final Grade (50%) =

TOTAL 100%
Final Rating 100%
Course Policy
The following policies are to be implemented and observed:
 Attendance and punctuality must be observed. You are required to attend classes regularly and punctually.
Class attendance shall be checked starting on the first day of classes and not on the date of your enrollment.
Attendance will be taken at every scheduled class meeting. Arriving late (fifteen (15) minutes after the official
class starting time) constitutes a "tardy" and two tardiness are considered as an absence.
 No absences shall be officially excused. To provide, however, for illness and other legitimate emergencies that
are clearly beyond your control, you are allowed to absent for not more than 20% of the required total number
of classes in a given term. You will only be allowed to be excused from class only with the preapproval of the
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instructor or with an acceptable, documented reason. Acceptable reasons include severe illness, family
emergencies, childcare issues, hospitalization or other unavoidable events including dangerous weather
conditions and unavoidable transportation problems.

Course Overview
Acquiring seven (7) consecutive absences for any reason during the semester may result in you being dropped
from the course without warning.
 All assignments and deliverables must be submitted on time. Late assignment/homework or deliverable receives
a 50% penalty. Missed assignment and deliverable due to unexcused absences will result in a score of 0. If you
know you will be absent when an assignment or a deliverable is due, make arrangements with the instructor
for an early or alternate submission method. However, you must present valid documents such as doctor’s note
before your work may be accepted. Likewise, if you missed to submit assignment or deliverable because of some
unavoidable circumstances, you must present valid documents to defend your case.
 As a general rule, no special or make up tests for missed quiz/exams. Missed seatwork and quizzes due to
unexcused absences will result in a score of 0. However, if you know ahead of time that you won’t make the
quiz or exam, discuss the matter with your instructor; arrangements can usually be made. Likewise, if you
missed a quiz or exam because of an unavoidable circumstance, you must present valid documents to defend
your case.
 In case of absence, you are held responsible for lessons taken up in class during your absence, so with any quiz
or other activity you missed.
 In case you are late, you are still allowed to attend the class. If there is a quiz, you can take the quiz but no
extension of time will be given to you.
 Mobile phone and other form of communication devices and gadgets should be on silent mode or turned off
during class except when it is needed in class activity.
 Principle of verifiability shall be observed on results of examinations, quizzes and other requirements.
 Maintain respect, discipline and honesty.
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LM01-BACC
0113
Module Overview
Introduction
Module Overview
This module is designed to cover Introduction to Human Resource Management and Human Resource
Planning
 Topic 01: Introduction to Human Resource Management
 Topic 02: Human Resource Planning
Learning Outcomes
After successfully completing this module, you are expected to:
 Explain the role of Human Resource Management in the success of an organization.
 Discuss the process and importance of Human Resource Planning

As a student in a hybrid online program, you should be comfortable with and possesses the following
skill sets:
 Self-discipline
 Critical thinking skills
 Oral and Written Communication skills
 Basic Technology & Internet literacy

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Be sure to use your full name (not alias or nickname) as you sign in with Google Classroom
Duration
This module is an eight (8) hours of work. This is including the hours of contact time (synchronous /on-
line classroom) and hours of independent study. The total 8 hours is broken down as follows:
 Topic 01: Introduction to Human Resource Management = 4 hours

 Topic 02: Human Resource Planning = 4 hours
Delivery Mode
Blended Learning
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Module Requirement with Rubrics
You are expected to attend online class and be fully prepared by having completed all readings.
Module Overview
Exams: There will be two (2) term examinations. Exam 1 will be taken at the end of the midterm period
and Exam 2 at the end of the final period (Scoring: Numerical Score)
Quizzes: Quizzes combine timed multiple-choice questions, essay questions and may include other
testing elements. Links to the quizzes are in the LMS/Google classroom. (Scoring: Numerical Score)
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Course
LM01-BACC
Packet
01 0113
Learning Module 01
Human Resource
Management
Course Packet 01
Introduction to Human
Resource Management

Learning Module Code : LM01-BACC0113
Course Packet Code : LM01-BACC0113-01
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Learning Module: Human Resource Management
Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113
Course Packet 01
Course Packet 01
Introduction to Human Resource Management
Introduction
HRM is concerned with the human beings in an organization. “The management of man” is a very
important and challenging job because of the dynamic nature of the people. No two people are
similar in mental abilities, tacticians, sentiments, and behaviors; they differ widely also as a group
and are subject to many varied influences. People are responsive, they feel, think and act therefore
they cannot be operated like a machine or shifted and altered like template in a room layout. They
therefore need a tactful handing by management personnel.
In this Packet, we will be discussing the important role of Human Resource Management in the
success of an organization, how it helps the organization in achieving its goals and objectives.
Objectives
At the end of this Learning Module 01 - Course Packet 01, you are expected to:
 Explain the the role of Human Resource Management in the success of the organization
 Understand the basic concepts of Human Resource Management
 Explain what Human Resource Management is and how it relates to the management
process

Join the class intended for Human Resource Management AY 2020-2021 in Google Classroom. The access
code depends on the section you are enrolled in.
YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Duration
Four (4) hours is allotted for this Course Packet 01.
 Topic 01: Introduction to Human Resource Management = 4 hours

(1.5 hours of synchronous/online lecture discussion, 1.5 hours of
self-directed learning with learning activities and 1 hour
assessment
Delivery Mode
Blended Learning (synchronous and asynchronous
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Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113

The assessment tool to be used is a quiz in Google Form. Scoring: Numerical score
Requirement with Rubrics
Course Packet 01
Answers to learning activities; Scoring: Numerical score
Readings
 Reference Books Stated in the Syllabus
 Be sure to read also and study the uploaded Instructional Material No. 1 in our Google
Class prior to the scheduled online class.
 A link may also be provided if any
Key Points:
Major Components of the Learning Module
 Role & Functions of HRM
 Contribution of HRM to an
2. Nature of HRM organization
3. Scope of HRM  HR Managers and its
4. Objectives of HRM Duties and
5. Role of HRM Responsibilities
6. Functions of HRM
Definition of Terms:
Effectiveness Human Resources:
9. Types of HR Managers, Duties & Responsibilities Refers to the talent and
energies of people that are
Introduction available to an organization
as potential contributors to
HRM is the process of managing people of an organization with a
the creation and realization
human approach. Human resources approach to manpower enables of the organization’s
the manager to view the people as an important resource. It is the mission, vision, values, and
approach through which organization can utilize the manpower not goals.
only for the benefits of the organization but for the growth, Human Resource
development and self-satisfaction of the concerned people. Thus, Management:
The art of procuring,
HRM is a system that focuses on human resources development on developing and maintaining
one hand and effective management of people on the other hand so competent workforce to
that people will enjoy human dignity in their employment. achieve the goals of an
To appreciate and understand the importance of Human Resource organization.
Management, we should be aware of its role and functions.
Hazard Alerts:
A ten minute break maybe
In this packet, we will also be discussing the value of HRM for given to answer questions in
employees and the organization and how HRM contributes to the relation to the discussion.
profitability, efficiency and effectiveness of an organization as well
as the types of managers and their corresponding duties and
responsibilities.
Pre-Assessment
1. In your own understanding define HRM? Discuss its
functions and objectives?
2. Elaborate about the nature of HRM and its relevance in
present scenario.
3. Explain the role of HR manager in HRM
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Course Packet 01
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LESSON PROPER
Course Packet 01
DEFINITION OF HRM
Human resources management (HRM) is a management function concerned with hiring,
motivating and maintaining people in an organization. It focuses on people in an organization.
Human resource management is designing management systems to ensure that human talent is
used effective and efficiently to accomplish organizational goals.
NATURE OF HRM
HRM is a management function that helps manager’s to recruit, select, train and develop members for an
organization. HRM is concerned with people’s dimension in organizations.
The following constitute the core of HRM

1. HRM Involves the Application of Management Functions and Principles.
2. Decision Relating to Employees must be Integrated
3. Decisions Made Influence the Effectiveness of an Organization
4. HRM Functions are not Confined to Business Establishments Only
SCOPE OF HRM
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Course Packet 01
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OBJECTIVES OF HRM
Course Packet 01
FUNCTIONS OF HRM
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ROLE OF HRM
Course Packet 01
According to Dave Ulrich HR play’s four key roles:
1. Strategic Partner Role

2. Change Agent Role
3. Employees Champion Role
4. Administrative Role
CURRENT CLASSIFICATION OF HR ROLES
Strategic HR
Administrative Operational Organizational/b
Personnel Actions usiness strategies
practices Managing
HR strategic or
Legal compliance employee
planning
forms and relationship issues
Evaluation of HR
paperwork Employee advocate
effectiveness.
THE VALUE OF HRM FOR EMPLOYEES AND THE ORGANIZATION

How does human resource add value to an organization?
1. People and Performance
2. Talent acquisition and Retention
3. Protection from Lawsuits
4. Participation in Strategic Planning
THE VALUE OF HR TO AN ORGANIZATION

1. Strategic Management
2. Wages and Salaries
3. Analyzing Benefits
4. Safety and Risk Management
5. Minimizing Liability Issues
6. Training and Development
7. Employee Satisfaction
8. Recruitment and Onboarding
9. Hiring Process
10. Maintaining Compliance
HRM’s CONTRIBUTION TO PROFITABILITY, EFFICIENCY & EFFECTIVENESS

1. The Human Factor: Obtaining, Training, and Retaining the Right People
2. Beyond Boundaries: Generating a Culture of Innovation
3. Cutting Costs
4. Helping to Generate Revenues
TYPES OF HR MANAGERS, DUTIES AND RESPONSIBILITIES
Labor Relations Payroll Recruiting

Managers 5|Page
Directors Managers
Course Packet 01
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Course Packet 01
References:
1. Instructional Materials Uploaded in Google Classroom
2. Human Resource Management: Current Directions and New Challenges with Overview
of International HRM. Ernesto H. Mendoza, Ph.D. and Lorma S.P. Garcia, DBA, Ph.D.
(Copyright 2019)
3. Human Resource Management. Cynthia A. Zarate, 2014
4. Fundamentals of Human Resource Management. David A. Decenzo, Stephen P. Robbins
(9th Edition)
5. Human Resource Management Local and Global Perspective, Diamante, Genevieve
Ledesma Tan, 2007
6. Noe Hollenbeck Gerhart Wright, 2015. Human Resource Management (9 th Edition)
7. Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright (5 th Edition)
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Course Packet 01
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Activity Sheet 1
Activity 1
Activity Sheet 1
Pick a partner in a class and do the following:

1. List down 5 typical tasks of an HR Manager
2. Discuss each with your partner for better understanding
3. Relate these functions to HR contribution to profitability,
efficiency and effectiveness
(Maybe presented to the class for comments and reactions)
Activity 2
Finding the Right Fit

The main function of Human Resource Management is to find the right
type of job for a specific need.
Please refer to the example below:
Example of Situation Ex. Of who to call Reasons why

There is a hostage situation Policemen This is a security issue
and the gunman threatened and thus, policemen are
to kill his hostages if his mandated to serve and
demands are not met. protect. They are the
ones that can handle
this situation.
Having given the example above, answer the columns below:
Situation Who to Call Reasons Why

You put up a pizza parlor
business. One of the things
you need is for the pizza to be
delivered on time and fast.
You were driving your car on
the highway when suddenly,
the engine conked out and the
car stop.
You have a laptop which you
use to do assignment in
school. You were in the
middle of doing an
assignment when the screen
went blank and it stopped.
7|Page
Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113
Activity Sheet 1
Activity Sheet 1
Situation Who to Call Reasons

You planned to celebrate your
birthday at home next month
but you don’t want to bother
yourself with cooking,
serving, washing the dishes
and all other arrangements.
8|Page
Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113
Assessment 1
Assessment 1
Instructions: Answer the following review questions:
I. Answer the following questions
1. Discuss the role of human resource management in the attainment of the company’s
vision, mission, goals and objectives?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. Discuss how human resource management contribute to profitability, efficiency and

effectiveness of an organization?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
3. Differentiate the duties and responsibilities of human resource managers based on its
type.
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
4. Given the chance to be a Human Resource Manager, which type would you choose?
Why?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
II. Quiz in Google Form
9|Page
Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113
Assignment
Assignment
Read and study Instructional Materials for Lesson 2 – Human Resource Planning uploaded in
our Google Classroom. You may have a further readings on this topic in the references stated
in the Course Syllabus.
10 | P a g e
Course Packet 01
Course LM01-BACC
Packet
LM01-BACC
01 0113
Learner’s Feedback Form

Name of Student: ________________________________________________________________

Program : ________________________________________________________________
Year Level : ______________ Section : ________________________
Faculty : ________________________________________________________________
Schedule : ________________________________________________________________
Course Packet : Code: ____________ Title : _____________________________________
How do you feel about the topic or concept presented?

 I completely get it.  I’m struggling.
 I’ve almost got it.  I’m lost.
In what particular portion of this course packet, you feel that you are struggling or lost?
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Did you raise your concern to you instructor?  Yes  No
If Yes, what did he/she do to help you?

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
If No, state your reason?

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
To further improve this course packet, what part do you think should be enhanced?
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
How do you want it to be enhanced?

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
11 | P a g e
Course Packet 01
Course LM01-BACC
Packet LM01-BACC
Packet
01
02 0113
Learning Module 01
Human Resource
Management
Course Packet 02
Human Resource Planning

Course Code : BACC-0113
Learning Module: Purposive Communication 3

Course LM01-BACC
Packet
2 0113
Course Packet 02
Human Resource Planning

Introduction
It is difficult to imagine how a company can continue functioning without Human Resource
Planning (HRP). To accomplish its mission and vision statements, a company should
effectively employ and utilize human resources – manpower – in all aspects of its operations.
HRP means devising plans, strategies and tools to provide the right number of people with the
right skills and qualifications at the right time. It is critical to highlight the link between human
resource planning and the overall strategies of the organization.
In this Packet, we will discover how Human Resource Planning sees to it that the company can
achieve its mission and vision by having the right people, with the right skills deployed in the
right departments at the right time. We will learn to appreciate the importance of HRP in an
organization. But before we can have a good HRP, there are a lot of factors we have to consider.
The HRP process is influenced by overall organizational objectives and environment of
business.
Objectives
 Understand the nature and need of HRP

 Acquire knowledge about different factors that affect HRP
 Explain the HR process and the pre-requisites for successful HR process
 Realize the importance of human resource planning in current organizational scenario

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Duration
 Topic 02: Human Resource Planning = 4 hours
assessment)
1|Page
Course Packet 02
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Packet
2 0113
Delivery Mode
Blended Learning (synchronous and asynchronous)


Readings
Major Components of the Learning Module Key Points:

2. Nature of HRP  HRP Process
3. Objectives of HRP  Nature & Objectives of
4. Importance of HRP HRP
5. Factors Affecting HRP  Barriers to HRP
6. HRP Process Definition of Terms:
7. Barriers to HRP
Human Resource
Introduction Planning:
The process of forecasting
As discussed in Learning Module 01-Packet 01: Human Resource an organization’s future
Management has started to play a significant role in the overall strategic demands for and supply of
development of the organization. At present HR strategies are designed the right type of people in the
in tune with the overall business strategy of the organization. HR strategy right number.
should sub serve the interest of the organization, translating firm’s goals
and objectives into a consistent, integrated and complimentary set of Environmental Scanning:
programs and policies for managing people. It refers to the systematic
First part of Human resource strategy is HRP – Human Resource monitoring of the external
Planning. All other HR activities like employee hiring, training and forces influencing the
development, remuneration, appraisal and labor relations are derived organization.
from HRP. HR planning is important in a wide variety of industries and
firms. HR planning affects what employers do when recruiting, selecting, HR Demand Forecast:
and retaining people, and of course these actions affect organizational The process of estimating
results and success. The challenges caused by changing economic the future quantity and
conditions during recent year’ show why HR workforce planning should quality of people required to
occur. meet the future needs of the
organization.
Pre-Assessment
HR Supply Forecast:
1. What is Human Resource Planning?
Determines whether the HR
2. Give some barriers to HRP. Explain how it affects HRP. department will be able to
3. What is the role of HR professional in human resource procure the required number
planning process in an organization? of workers.
Hazard Alerts:
given to answer questions in
relation to the discussion
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LESSON PROPER
DEFINITION OF HUMAN RESOURCE PLANNING
According to Vetter:
“HRP is the process by which management determines how the organization should move from
its current man power position to desired manpower position. Through planning, management
strives to have the right time, doing things which result in both the organization and individual
receiving maximum long run benefits”.
According to Gordon Mc Beath:

“HRP is concerned with two things: Planning of manpower requirements and Planning of
Manpower supplies”.
HRP is a Four-Phased Process.

1. The first phase involves the gathering and analysis of data through manpower
inventories and forecasts.
2. The second phase consists of establishing manpower objectives and policies and gaining
top management approval of these.
3. The third phase involves designing and implementing plans and promotions to enable
the organization to achieve its manpower objectives.
4. The fourth phase is concerned with control and evaluation of manpower plans to
facilitate progress in order to benefit both the organization and the individual.
OBJECTIVES OF HRM
1. Forecasting Human Resources Requirements
2. Effective Management of Change
3. Realizing the Organizational Goals
4. Promoting Employees
5. Effective Utilization of HR
NEED FOR HRP IN ORGANIZATIONS

1. Employment-Unemployment Situation
2. Technological Change
3. Demographic Change
4. Skill Shortage
5. Governmental Influences
6. Legislative Control
7. Impact of the Pressure Group
8. Systems Approach
9. Lead Time
IMPORTANCE OF HRP
1. Future Personnel Needs
2. Part of Strategic Planning
3. Creating Highly Talented Personnel
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4. International Strategies
5. Foundation for Personnel Functions
6. Increasing Investments in Human Resources
7. Resistance to Change
8. Uniting the Viewpoint of Line and Staff Managers
9. Succession Planning
10. Other Benefits
FACTORS AFFECTING HRP
HUMAN RESOURCE PLANNING PROCESS
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REQUISITES FOR SUCCESSFUL HRP

1. HRP must be recognized as an integral part of corporate planning
2. Support of top management is essential
3. There should be some centralization with respect to HRP responsibilities in order to
have co-ordination between different levels of management.
4. Organization records must be complete, up to date and readily available.
5. Techniques used for HR planning should be those best suited to the data available and
degree of accuracy required.
6. Data collection, analysis, techniques of planning and the plan themselves need to be
constantly revised and improved in the light of experience.
BARRIERS TO HRP
1. HR practitioners are perceived as experts in handling personnel matters, but are not
experts in managing business.
2. HR information often is incompatible with other information used in strategy
formulation.
3. Conflict may exist between short term and long term HR needs.
4. There is conflict between quantitative and qualitative approaches to HRP
5. Non-involvement of operating managers renders HRP ineffective. HRP is not strictly
an HR department function.
References:
1. Instructional Materials Uploaded in Google Classroom
2. Human Resource Management: Current Directions and New Challenges with
Overview of International HRM. Ernesto H. Mendoza, Ph.D. and Lorma S.P. Garcia,
DBA, Ph.D.
(Copyright 2019)
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4. Fundamentals of Human Resource Management. David A. Decenzo, Stephen P.
Robbins (9th Edition)
Ledesma Tan, 2007
Raymond A. Noe, John R. Hollenbeck, Barry Gerhart, Patrick M. Wright (5 th
Edition)
6|Page
Course Packet 02
Course LM01-BACC
Packet
2 0113
Activity Sheet 2
CRITICAL THINKING/EXPERIENCIAL EXERCISES

(Pick a pair from your classmates and discuss the following situation)
1. Because of globalization, there is a directive from HR that the number of staff in a hotel
(such as clerks and receptionists) will be reduced gradually to about thirty percent in
the next three years. You are from HR and you are to spread the 30% reduction within
three years’ time. The total number of staff is 80. The clerks and receptionists are
working in the different branches nationwide. The four branches have 20 staff
members each. The split is 10 clerks and 10 receptionists. Retirement is three percent
per year. The voluntary turnover is 1% per year. All the branches have equal
percentage of voluntary turnover and retirement. Based on the data, provided, do you
foresee a labor shortage or surplus? Discuss.
2. Imagine that you are a part of management and your company is about to undergo a
major cut in the workforce. In short, you are to lay off employees. Thirty percent of the
workforce will be affected. One major reason is the P/10 million worth of equipment
that your company will purchase in six months’ time. How will you discuss this
decision to the employees who will be affected by the layoff?
3. Oppose this statement: Human resource planning is just a waste of time and effort for
a company’s operating in a highly volatile environment.
7|Page
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2 0113
Assessment 2
I. Instructions: Answer the following review questions:
1. What is the importance of resource planning in the overall achievement of the

company objectives?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
2. Why is forecasting important in human resource planning?

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
3. What are the forecasting methods in internal labor supply?

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
4. Why are labor equilibrium scenario considered rare?

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
8|Page
Course Packet 02
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Packet
2 0113
Assignment
I. CASE STUDY: HRM INCIDENT IN HUMAN RESOURCE PLANNING
Caught by Surprise
(This case is for classroom discussion only and is not intended to show correct or incorrect management
of the case)
Stigma Pharmaceuticals is a market leader in the selling of over-the-counter drugs,
capsules, injections, and prescription medicines for cardiovascular and lung infections. It is
also proud in taking care of is stakeholders (employees, suppliers, board of directors, and
customers). To date, it has already received much recognition from various award-giving
bodies. These accomplishments helped in catapulting the company to becoming one of the
most trusted pharmaceutical firms in the country. It is also an advocate of the “Green
Environment” as it tries to monitor its own waste and to ensure that it complies with the
standards set by the authorities in its two plant sites in Cavite and Batangas.
Ben always takes his coffee break with Aldo Cruz, the finance manager.
Ben, the HR Manager, was surprised at what he heard from Aldo.
“Hey Ben, we are really excited with what Mr. Tomas told us in our recent meeting!”,
Aldo blurted out.
Mr. Tomas is the chief executive officer of Stigma Pharmaceuticals.
Ben, still puzzled, asked, “What was taken up during your meeting?”
“The expansion in Laguna! It will be our biggest plant. Well, you will really be busy
the coming weeks”, Aldo said excitedly.
Ben went back to his office and kept on thinking about what Aldo had said.
Specifically, this statement kept flashing through his mind: “Recruitment will start in a few
weeks!”
Several things began to bother him.
“I didn’t know about the expansion. Recruitment will start very soon! Should I go to
Mr. Tomas and ask him “What exactly is the expansion all about?” Ben asked himself.
Questions:
1. What is the involvement of the HR department, particularly in HR planning regarding
the expansion?
2. What should Ben do with the proposed expansion?
3. What should have been done prior to the meeting on the proposed expansion?
4. What should be done so that nobody will be caught by surprise in the future?
II. Read and study Instructional Materials for Lesson 3 – Job Analysis and Job Design uploaded
in our Google Classroom. You may have a further readings on this topic in the references
stated in the Course Syllabus.
9|Page
Course Packet 02
Course LM01-BACC
Packet
2 0113

Name of Student: _____________________________________________________________
Program : _____________________________________________________________
Year Level : ______________ Section : _____________________
Faculty : _____________________________________________________________
Schedule : _____________________________________________________________
Course Packet : Code : _________ Title : __________________________________

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________

_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
10 | P a g e
Course Packet 02
LM02-BACC
0113
Module Overview
Introduction
This Learning Module 02 is designed to cover Recruitment, Selection and Retention of High Quality
Talents
 Topic 01: Job Analysis and Design
 Topic 02: Recruitment: Attracting the Right Talent
 Topic 03: Selection, Placement & Job Fit
 Topic 04: Compensation and Incentives
 Topic 05: Benefits and Benefit Administration
Learning Outcomes
After successfully completing this module, you are expected to:
 Gain insights on job analysis and job design as the foundation of all HR practices
 Discuss how to recruit internally and externally and the challenges associated with
recruitment
 Identify the parameters to be used in selection and placement based on job.
 Explain how compensation and incentives motivate employees
 Identify the strategic importance and challenges associated with a benefits package

As a student in a hybrid online program, you should be comfortable with and possesses the following
skill sets:
 Self-discipline
 Critical thinking skills
 Oral and Written Communication skills
 Basic Technology & Internet literacy

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Be sure to use your full name (not alias or nickname) as you sign in with Google Classroom
11 | P a g e
Course Packet 02
LM02-BACC
0113
Duration
This module is a twenty one (21) hours of work. This is including the hours of contact time (synchronous
/on-line classroom) and hours of independent study. The total 8 hours is broken down as follows:
 Topic 01: Job Analysis and Job Design = 4 hours

 Topic 02: Recruitment: Attracting the Right Talent = 4 hours
 Topic 03: Selection, Placement & Job Fit = 5 hours
 Topic 04: Compensation and Incentives = 4 hours
 Topic 05: Benefits and Benefit Administration = 4 hours
Delivery Mode
Blended Learning
Module Requirement with Rubrics

You are expected to attend online class and be fully prepared by having completed all readings.
Exams: There will be two (2) term examinations. Exam 1 will be taken at the end of the midterm period
and Exam 2 at the end of the final period (Scoring: Numerical Score)
Quizzes: Quizzes combine timed multiple-choice questions, essay questions and may include other
testing elements. Links to the quizzes are in the LMS/Google classroom. (Scoring: Numerical Score)
12 | P a g e
Course Packet 02
Course LM02-BACC
Packet
01 0113
Learning Module 02
Recruitment, Selection
and Retention of High
Quality Talents
Course Packet 01
Job Analysis and

Job Design

Learning Module: Human Resource Management 3

Course
Packet
LM02-BACC
01 0113
Course Packet 01
Course Packet 01
Job Analysis and Job Design

Introduction
Job Analysis is a systematic exploration, study and recording the responsibilities, duties, skills,
accountabilities, work environment and ability requirements of a specific job. It also involves
determining the relative importance of the duties, responsibilities and physical and emotional
skills for a given job. All these factors identify what a job demands and what an employee must
possess to perform a job productively.
In this packet, we will discover the importance of job analysis as the foundation of all HR practices
and learn the process of job analysis. Employees can work and be motivated by changing their job
design. Nowadays, employees can be allowed to vary their arrival and departure times from work, or
choose the days that they work in a flexible work schedule. Can this flexible work schedule be of an
advantage or disadvantage on the employees and employer?
Objectives
 Know the purpose and importance of job analysis as the foundation of all HR practices
 Explain the job analysis process
 Appreciate the importance of job description and job specifications
 Know what it means to work on a flexible schedule
YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Duration
Four (4) hours is allotted for this Course Packet 01.
 Topic 01: Job Analysis and Job Design = 4 hours

assessment)

Course
Packet
LM02-BACC
01 0113
Delivery Mode
Course Packet 01


Readings
Major Components of the Learning Module Key Points:

1. Job Analysis: A Basic HRM Tool
2. Nature of HRM  Job Analysis: A Basic HM
Tool
3. Job Design
 Product of Job Analysis
 Approaches to Modern
Job Design
Introduction
Manpower planning is concerned with determination of quantitative and Definition of Terms:
qualitative requirements of manpower for the organization.
Determination of manpower requirements is one of the most important Job Analysis:
The procedure through
problems in manpower planning. Job analysis and job design, provide
which you determine the
this knowledge. Before going through the mechanism of job analysis and duties and nature of the jobs
job design, it is relevant to understand the terms which are used in job and the kinds of people (in
analysis and job design. terms of skills and
Job: A job may be defined as a “collection or aggregation of tasks, duties experience) who should be
and responsibilities which as a whole, are regarded as a regular hired for them
Job Description
assignment to individual employees,” and which is different from other Job description is the
assignments, immediate product of job
Task: It is a distinct work activity carried out for a distinct purpose. analysis process; the data
Duty: It is a number of tasks. collected through job
Position: It refers to one or more duties performed by one person in an analysis provides a basis for
job description and job
organization, There are at least as many positions as there are workers in
specification
the organization; vacancies may create more positions than employees. Job Specification
Job: It is a type of position within the organization. The job specification states
Job Family: It is group of two or more jobs that either call for similar the minimum acceptable
worker characteristics or contain parallel work tasks as determined by qualifications that the
job analysis. incumbent must possess to
perform the job successfully.
Occupation: It is a group of similar jobs found across organizations.
Career: It represents a sequence of positions, jobs, or occupations Hazard Alerts:
that a person has over his working life Flexible Work break
A ten minute Schedule
maybe
Allow
given all employees
to answer to vary
questions in
Pre-Assessment their arrival
relation to theand departure
discussion.
times from work, or may
1. Define Job Analysis
choose the days that they
2. Discuss the components of job analysis prefer to go to work.
Learning Module: Human Resource Management Hazard Alerts: 2

relation to the discussion.
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3. Explain the importance of job analysis

Course Packet 01
LESSON PROPER
JOB ANALYSIS DEFINED
Job analysis is the procedure through which you determine the duties and nature of the jobs and
the kinds of people (in terms of skills and experience) who should be hired for them.’ It provides
you with data on job requirements, which are then used for developing job descriptions (what
the job entails) and job specifications (what kind of people to hire for the job). Some of the
definitions of job analysis ate given as follows, to understand the meaning of the term more
clearly:
According to Michael L. Jucius:
“Job analysis refers to the process of studying the operations, duties and organizational aspects
of jobs in order to derive specifications or as they called by some, job descriptions.”
According to DeCenzo and P. Robbins:

“A job analysis is a systematic exploration of the activities within a job. It is a basic technical
procedure, one that is used to define the duties, responsibilities, and accountabilities of a job.”
According to Herbert G Herman:

“A job is a collection of tasks that can be performed by a single employee to contribute to the
production of some product or service provided by the organization. Each job has certain ability
requirements (as well as certain rewards) associated with it. Job analysis process used to identify
these requirements.”
Flippo has offered a more comprehensive definition of job analysis as:

“Job analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of the analysis are job descriptions and
job specifications”

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Course Packet 01
USES OF JOB ANALYSIS

As summarized in Figure 3.2 the information generated by the job analysis is used as a basis of
several interrelated personnel management activities
STEPS IN JOB ANALYSIS
The six steps of job analysis are shown in figure 3.3:
Figure 3.3: Job Analysis Process

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Course Packet 01
COMPONENTS OF JOB ANALYSIS
The outcome of job analysis has two components:
JOB DESCRIPTION
Job description is the immediate product of job analysis process; the data collected through job
analysis provides a basis for job description and job specification.
Job Description:
 It is a written record of the duties, responsibilities and requirements of a particular job
 It is concerned with the job itself and not with the job holders.
 It is a statement describing the job in such terms as its title, location, duties, working
conditions and hazards.
WRITING JOB DESCRIPTION

A Job description is a written statement of what the job holder actually does, how he or she does
it, and under what conditions the job is performed. This information is in turn used to write a job
specification.
This lists the knowledge, abilities, and skills needed to perform the job satisfactorily. While there
is no standard format you must use in writing a job description, most descriptions contain at least
sections on:
1. Job Identification
2. Job Summary
3. Duties and Responsibilities
4. Supervision
5. Relation to Other Jobs
6. Machine
7. Working Conditions
8. Social Environment
JOB SPECIFICATION
The job specification states the minimum acceptable qualifications that the incumbent must
possess to perform the job successfully. Based on the information acquired through job analysis,
the job specification identifies the knowledge, skills, and abilities needed to do the job effectively.

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01 0113
Individuals possessing the personal characteristics identified in the job specification should
perform the job more effectively than individuals lacking these personal characteristics.
Course Packet 01
COMPONENTS OF JOB SPECIFICATION:
i. Physical characteristics, which include health, strength, endurance, age, height, weight,
vision, voice, eye, hand and foot co-ordination, motor co-ordination, and color
discrimination.
ii. Psychological and Social Characteristics such as emotional stability, flexibility, decision
making ability, analytical view, mental ability, pleasing manners, initiative, conversational
ability etc.
iii. Mental Characteristics such as general intelligence, memory, judgment, ability to
concentrate, foresight etc.
iv. Personal Characteristics such as sex, education, family background, jobs experience,
hobbies, extracurricular activities etc.
JOB ANALYSIS: A BASIC HUMAN RESOURCE MANAGEMENT TOOL
Job Analysis performs an important role in all HR functions and activities.
How and Why?
Job analysis is the foundation of which HR practices ae built. In the absence of a straight-out and
thorough awareness, appreciaion, and discernment as to hows jobs are supposed to be
performed, efective HR practices would be difficult and may even be impossible to accomplish.
When is Job Analysis Used?

 Personnel Selection
 Recruitment – postularing accurate job data
 Management Compliance
 Peformance Appraisal
 Identification of job similarity for easy transfer
 Job Evaluation

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01 0113
 Job Re-design and Reengineering

Course Packet 01
Intentions behind job analysis is to answer questions such as:
 When Where
What? How?
 ? ?
JOB ANALYSIS: FOUNDATION OF ALL HR PRACTICES
APPROACHES TO JOB ANALYSIS
 The central focus is on the actual task involved

WORK
in a job
ORIENTED
 Generally concentrates on duties, functions
APPROACH
and responsibilities involved in a job
 The focus is on examining of human attributes

EMPLOYEE
needed to perform the job accordingly.
ORIENTED
 Human attributes have been classified into
APPROACH
knowledge, skills, attitude and other
characteristics.

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01 0113
Course Packet 01
Job Design
 A systematic attempt to organize tasks, duties, and responsibilities into a unit of

work to achieve a certain objectives
 Determining job tasks and responsibilities employees are expected to perform
Job design is the process of:

 Deciding the contents of the job
 Deciding methods to carry out the job
 Deciding the relationship which exists in the organization
KEYS TO CONSIDER
 Which tasks should be highlighted?
 How minimal or intricate are these tasks?
 How many tasks can employees realistically perform?
 How flexibility is given to employees?
APPROACHES TO MODERN JOB DESIGN: MOTIVATIONAL APPROACH
1. CHANGING JOB TASKS

Ways on how to modify jobs to make it less boring and more satisfying
 Job Simplification
 Job Rotation
 Job Enlargement
 Job Enrichment
2. INCREASING RESPONSIBILITY AND PARTICIPATION

 Empowerment
 Participation
 Voice
3. EMPLOYEE TEAMS
 Work Team
 Parallel Team
 Project Team
 Self-Managed Team
JOB REDESIGN
 A process of “restructuring” the elements of a job such as tasks, duties and responsibilities.
This is normally done to make the job more…
Encouragin Inspiring
Interesting Exciting
g

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LM02-BACC
01 0113
Course Packet 01
KEY STEPS IN JOB REDESIGN
KEY STEPS IN JOB

REDESIGN
Revising the Job Content
Analyzing Job-related Information
Altering Job Elements
Reformation of Job Description and

Job Specification
Reshuffling the Job-related Tasks and

Duties
FIVE CORE JOB DIMENSIONS:
1. Skill Variety
2. Task Identity
3. Task Significance
4. Autonomy
5. Feedback
FLEXIBLE WORK SCHEDULE

Allow employees to vary their arrival and departure times from work, or choose the days that
they work. For example, an employee might be allowed to come in any time between 9 am and
11 am, and leave any time between 5 am and 7 pm. Or, they might be allowed to take off Friday
if they agree to work Sunday.
REASONS FOR WORK FLEXIBILITY

1. Role of Technology
A. Communication
B. Information access
2. Generations Priority
a. Baby Boomers
b. Generation Y
ADVANTAGES

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1. Productivity Increases
2. Employees are less stressed
3. Absenteeism decreases
Course Packet 01
4. Employees are healthier—and happier

5. It saves money
6. It builds trust
CATEGORIES OF WORK SCHEDULE
References:
(Copyright 2019)
(9th Edition)
Ledesma Tan, 2007

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Activity Sheet 3
Activity 1
Activity Sheet 3
Student’s Job
Very few really equate the fact that being a student is actually having a “job” just like any who is
employed with the company.
Answer the columns below:
Standards/Deficiencies Implications Things to do Target

to Improved Timeframe
Punctuality – reporting
late in class
Passing Requirements –
failure to submit term
paper, assignments,
projects, others
Be presentable when
reporting to class –
smelly and dirty when
reporting to class
Follow instructions –
failure to follow
instructions when taking
an examination
Pass tests and quizzes –
failure to pass quizzes for
the third time
 Failure to satisfy these standards which can have far reaching implications up to the point
of not graduating is no different from that of an employee who can get fired for similar
failures.
 Pick a partner in class and discuss your output.

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Activity Sheet 3
Activity Sheet 3
ACITIVITY 2
SKILLS SET
As a student, surely you have gone around the university and have observed the different sports
events. This time, more than just observing, you will be required to identify the skills set needed
by every player in a given sports. This may need some research so you are guided in doing this
activity.
Example: If you want to play volleyball, you have to develop the following basic skills set:
 Passing  Spiking  Digging
 Setting  Blocking  Serving
Let us apply this to the following:
Sports Skills Set Needed What you need to develop

these skills
Basketball
Track and Field
Lawn Tennis
Swimming
 This is very akin “to any employee who is employed in any corporation. To survive in the
job, he needs to develop skills set – just like anybody who choose to play and excel in a
preferred sport.
 Discuss your output with a partner and then submit to your professor

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Assessment 3
Assessment 3
Instructions: Answer the following review questions:
III. Answer the following questions
1. Discuss the purpose and importance of job analysis as the foundation of all HR practices.
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
2. Explain the job analysis process
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
3. Determine the various motivational approaches to modern job design
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
4. Distinguish between :
a) Job description and job specification

b) Job enlargement and job enrichment
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

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5. Define flexible work schedule and explain its advantages.
_________________________________________________________________
Assessment 3
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
6. Discuss the different categories of work options
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
IV. Quiz in Google Form

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Assignment
Assignment
I. Case Study
Reyes Department Store
Based on the review of the store, Nicole, the general manager concluded that one of the
first things she had to attend involves developing job description of her store supervisors.
During her first weeks on the job, Nicole found herself asking one of her supervisors, Jet,
why he was violating what she knew to be part of the company policies and procedures.
Jet’s only response was that he was not aware of that policy and was not aware it was
part of his job.
Nicole knew that job description, along with a set of standards and procedures that
specify what was to be done and how to do it, will go a long way toward alleviating the
problem.
Discuss the process that Nicole should follow to solve this problem.
II. Read and study Instructional Materials for Lesson 4 – Recruitment: Finding the Right
Talent uploaded in our Google Classroom. You may have a further readings on this
topic in the references stated in the Course Syllabus.

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Name of Student: ________________________________________________________________

Program : ________________________________________________________________
Year Level : ______________ Section : _________________________
Faculty : ________________________________________________________________
Schedule : ________________________________________________________________
Course Packet : Code: _________ Title : _____________________________________

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________

________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________

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Learning Module 02
Quality Talents
Course Packet 02
Recruitment: Attracting the

Right Talent


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Course Packet 02
Course Packet 02
Recruitment: Finding the Right Talent

Introduction
Many of the company owners take the process of recruitment for granted and choose people
based on their availability and the salary demand, thinking that they would train them later. But
what actually happens is that the company invests its time, money and efforts to train them and
gets a resignation from their side once these newbie employees are satisfied enough to learn from
the experienced people of the industry.
In this Learning Module 02 – Packet 02, we will learn how to find the right talent, with the right
qualifications for the right job. The various sources of recruitment are generally classified as
internal source and external source. Revolutionizing a culture to foster internal mobility should
be seen as part of a grander systematic approach to talent management. It commences with a
conscious mindset that one of the most successful techniques to promote, retention, career
ambition, and internal mobility is to advocate it and build it into the culture of the organization.
External sources refers to the practice of getting suitable persons from outside. The Internet has
quickly become one of the primary recruitment tools for both internal recruitment and talent
acquisition committees and third-party talent search companies. With readily available public
and niche electronic job boards, social media, specialized business networking sites, and other
forums, the size of the potential candidate pool has increased exponentially for organizations
everywhere.
Objectives
 Define various strategies used in finding talent in the external labor market
 Identify challenges associated with recruiting talent
 Discuss how to attract talent internally and externally
 Connect the link between recruitment and the HRM process
 Recognize the methods for finding internal talent

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B

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Duration
 Topic 02: Recruitment: Finding the Right Talent = 4 hours
(1.5 hours of synchronous/online lecture discussion, 1.5 hours of self-
Course Packet 02
directed learning with learning activities and 1 hour assessment)

Delivery Mode


Readings
 Be sure to read also and study the uploaded Instructional Material No. 1 in our Google Class prior
to the scheduled online class.

Key Points:
2. Finding Talent in the External Labor Market  Recruitment &
3. Finding Talent Internally Recruitment Policy
 Sources of Recruitment
Introduction  Recruitment Process
Successful human resource planning should identify our human resource Definition of Terms:
needs. Once we know these needs, we will want to do something about
Recruitment:
meeting them. The next step in the acquisition function, therefore, is
Recruitment means search
recruitment. This activity makes it possible for us to acquire the number and of the prospective employee
types of people necessary to ensure the continued operation of the to suit the job requirements
organization. as represented by job
specification–a technique of
Hallett says, “It is with people that quality performance really begins and job analysis.
Recruitment Policy:
ends.” Robert Heller also says,
A recruitment policy
“If people of poor caliber are hired, nothing much else can be accomplished comprises the distinct
and Gresham’s law will work: the bad people will drive out the good or strategies, standards, and
cause them to deteriorate.” guidelines adopted by an
organization for employee
Recruiting is the discovering of potential candidates for actual or anticipated recruitment.
organizational vacancies. Or, from another perspective, it is a linking Hazard Alerts:
activity-bringing together those with jobs to fill and those seeking jobs. A ten minute break maybe
Recruitment is one of the most critical human resource functions for given to answer questions in
organizations. Attracting the right people, with the right blend of skills and relation to the discussion
experience into the right jobs, and aligning this to the organization’s overall
objectives is crucial to organization success.

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Pre-Assessment
1. What do you understand with the term recruitment?
2. Name some sources of recruitment.
Course Packet 02
LESSON PROPER
DEFINITION OF RECRUITMENT
Recruitment means search of the prospective employee to suit the job requirements as
represented by job specification–a technique of job analysis. It is the first stage in selection which
makes the vacancies known to a large number of people and the opportunities that the
organization offers. In response to this knowledge, potential applicants would write to the
organization. The process of attracting people to apply in called recruitment.
WHAT IS RECRUITMENT POLICY?

A recruitment policy-construed either as one specific policy or as the set of policies utilized-
provides a framework for the sequencing, integration, management and oversight of recruiting
efforts. Essential recruitment policy requirements include full compliance with governmental as
well as in-house regulations and standards, some measures of policy effectiveness, a review and
revision mechanism, clearly formulated objectives and awareness of the nature and scope of
available recruitment resources.
A recruitment policy comprises the distinct strategies, standards and guidelines adopted by an
organization for employee recruitment. A perfect recruitment policy document helps an
organization integrate its employee-retention measures, thereby fostering positive growth for
itself.
SOURCES OF RECRUITMENT:
The various sources of recruitment are generally classified as internal source and external source.

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A) INTERNAL SOURCES
 This refers to the recruitment from within the company. The various internal
Course Packet 02
sources are promotion, transfer, past employees and internal advertisements.

B) EXTERNAL SOURCES
 External sources refers to the practice of getting suitable persons from
outside. The various external sources are advertisement, employment
exchange, past employees, private placement agencies and consultants,
walks-ins, campus recruitment, trade unions, etc.
BOOMERANG EMPLOYEES
 Employees who depart from an organization only to come back at some point later
 A boomerang employee is an employee who leaves a company they work for, but then
later returns to work for the company once again.
CATEGORIES OF BOOMERANG EMPLOYEES
A NEW APPROACH TO INTERNAL MOBILITY
ONLINE RECRUITMENT
Online recruitment is the process of using the Internet to actively seek out and recruit talented
candidates for an organization. The Internet has quickly become one of the primary recruitment
tools for both internal recruitment and talent acquisition committees and third-party talent search
companies. With readily available public and niche electronic job boards, social media,
specialized business networking sites, and other forums, the size of the potential candidate pool
has increased exponentially for organizations everywhere.
CHANNELS OF ONLINE RECRUITMENT

 Career Websites
 Job Boards
 Social Media

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 Search Engine
THE RECRUITMENT PROCESS

Course Packet 02
The Recruitment program is designed to attract more and more applicants such that the pool of
candidates applies for the job, and the organization has more options to select the best out of
them.
References:
DBA, Ph.D.
(Copyright 2019)
Ledesma Tan, 2007

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Activity Sheet 4
Activity Sheet 4
ACTIVITY 1
SOURCING YOUR CANDIDATES
Tips have been given on how you can effectively source candidates. These are presented
below and you are to do the following:
1. Read and review of the tips
2. Answer the questions in the two columns after the tip
3. If you do not agree, use the next column to make a suggestion that will replace the
tip you did not agree to and explain your suggested option.
4. After completion, pair with a classmate and compare your output. Submit it for
grading.
Tips of How to Source Discuss Advantages of Since you disagree,

Talents this Strategy if you suggest and discuss
Agree your alternative option.
Post job description on
online boards
Check out social media
Gather referrals
Attend job fairs
Examine your existing pool

of candidates.
Join a recruiting network

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Assessment 4
Assessment 4
1. Define recruitment and identify the various factors which affect recruitment.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
2. Discuss the steps of recruitment process. How will you reconcile the internal
and external sources of recruitment?
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
3. Discuss various sources of recruitment.
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
4. Write short notes on following.
a. Advantages and disadvantages of internal sources of recruitment.
b. Advantages and disadvantages of external source of recruitment
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________

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5. If you are the one in charge of recruitment what would you choose “traditional
or online recruitment? Why and why not?

Assessment 4
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________
_____________________________________________________________________

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Assignment
Assignment
I. Case Study
Recruiting a New Production Manager
3RMO’s Enterprises manufacture a variety of food products. Mary Ann Escudero

had been the production manager for the past two years after being promoted to the
position. Unfortunately, she is failing in her job. She has been with the company
since it started 18 years ago and because of her exceptional performance record, she
had promoted many times.
3RMO’s Enterprises started as a family business and has followed a policy of
promotion from within to motivate employees and give them new opportunities to
learn and grow.
The company is continuing to expand into foreign markets and it is essential that the
production department adopts the latest technology and production processes.
Top management is convinced that the job demands someone who has been educated
in manufacturing technology and who has at least two years of experience.
They are divided, however, on how to handle this problem.
One executive thinks the job should be given to one f the production supervisors who
is bright and capable and could probably acquire the knowledge and skills needed to
be a good production manager and still preserve the company’s tradition of
promoting from within.
Another executive thinks the company should advertise the job to solicit a large
number of applicants with excellent qualifications.
Answer the following questions:
1. How valuable is the tradition of promotion from within and how disruptive will
it be to deviate from the tradition? What are the advantages and risks of
promoting from within in this situation?
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
_________________________________________________________________________
2. As a head of HR, how are you going to handle the problem of the incumbent
production manager, Mary Ann Escudero, considering she rose from the ranks
because of exceptional performance records.
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________

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3. If the company decides to recruit from outside, what are the best external
recruiting sources for finding a new production manager?
_______________________________________________________________________
Assignment
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
_______________________________________________________________________
II. Read and study Instructional Materials for Lesson 5 – Selection, Placement and Job
Fit uploaded in our Google Classroom. You may have a further readings on this topic
in the references stated in the Course Syllabus.

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Name of Student: __________________________________________________________
Program : __________________________________________________________
Year Level : ______________ Section : __________________
Faculty : __________________________________________________________
Schedule : __________________________________________________________
Course Packet : Code : _________ Title : ________________________________

__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________

__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________

__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________

__________________________________________________________________________
__________________________________________________________________________
__________________________________________________________________________

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Learning Module 02
Quality Talents
Course Packet 03
Selection, Placement and

Job Fit


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Course Packet 03
Course Packet 03
Selection, Placement and Job Fit

Introduction
Selection, placement, and the job fit are common roles taken on by the Human resource division.
This process is considered to be the most crucial and challenging role within the organization. If
the wrong applicant is hired it will negatively impact performance, quality, and productivity of
the company. The first thing to consider when making a selection is individual differences. Things
like mental abilities, personality traits, and confidence are all examined during this process. The
next is human capital, which are made up of knowledge, skills, and abilities. Education is a huge
factor along with prior training, and job experience.
In this Course Packet 03, we will learn the parameters of what managers should select for based
on job requirements. The selection process needed in order to select the right employees, for the
right job.
Objectives
 Understand the parameters of what managers should select for based on job
requirements
 Identify the importance and impact of job interview in the hiring process
 Associate selection and job fit on employee motivation, morale, productivity and
retention
 Recognize and appreciate individual differences among applicants

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B
Duration
 Topic 03: Selection, Placement & Job Fit = 5 hours
(2 hours of synchronous/online lecture discussion, 2 hours of self-
Delivery Mode

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Course Packet 03

Readings

1. Who should you select Key Points:
4. Individual Differences  HRP Process
5. Job Interview  Nature & Objectives of
HRP
 Barriers to HRP
Introduction
Recruitment is one of the most critical human resource functions for Definition of Terms:
organizations. Attracting the right people, with the right blend of Human Resource
skills and experience into the right jobs, and aligning this to the Planning:
organization’s overall objectives is crucial to organization success. The process of forecasting
an organization’s future
Human resource selection is the process of choosing qualified demands for and supply of
the right type of people in the
individuals who are available to fill positions in an organization. In
right number.
the ideal personnel situation, selection involves choosing the best
applicant to fill a position. Selection is the process of choosing people Environmental Scanning:
by obtaining and assessing information about the applicants with a It refers to the systematic
view to matching these with the job requirements. It involves a careful monitoring of the external
screening and testing of candidates who have put in their applications forces influencing the
organization.
for any job in the enterprise. It is the process of choosing the most
suitable persons out of all the applicants. The purpose of selection is HR Demand Forecast:
to pick up the right person for every job. The process of estimating
the future quantity and
Pre-Assessment quality of people required to
1. Before you were enrolled in the university, what are the meet the future needs of the
organization.
processes you have undergone?
2. Give some barriers you have encountered. HR Supply Forecast:
3. What are the documents you prepared for the admission? Determines whether the HR
department will be able to
LESSON PROPER procure the required number
of workers.
Hazard Alerts:
relation to the discussion

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DEFINITION AND MEANING

Course Packet 03
SELECTION
To select means to choose. Selection is a part of the recruitment function. It is the process of
choosing people by obtaining and assessing information about the applicants (age, qualification,
experience and qualities) with a view of matching these with the job requirements and picking
up the most suitable candidates. The choices are made by elimination of the unsuitable at
successive stages of the selection process.
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

1. Difference in Objective
2. Difference in Process
3. Technical Differences
4. Difference in Outcomes
FACTORS TO CONSIDER IN CANDIDATE SELECTION

1. Skills
2. Personality
3. Desire
4. Attitude
5. Communication
SELECTION PROCESS

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PERSONALITY TRAITS
Course Packet 03
SELF-EFFICACY vs. SELF-ESTEEM: WHAT’S THE DIFFERENCE?

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EMPLOYEE SELECTION: PERSONALITY TESTING, INTERVIEWS, AND VALUES

VALUES
Course Packet 03
Dynamic relations among the values

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SELECTION TESTS
1. Aptitude Test
2. Personality Test
Course Packet 03
3. Interest Test
4. Performance Test
5. Intelligence Test
6. Knowledge Test
7. Achievement Test
8. Projective Test
INTERVIEW:
An interview is a procedure designed to get information from a person and to assess his potential
for the job he is being considered on the basis of oral responses by the applicant to oral inquiries
by the interviewer.
TYPES OF INTERVIEW

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Course Packet 03
PREPARING FOR AN INTERVIEW

 Prepare copies of resume
 Do not forget to bring a pen
 Review your work history
 Make a research on common interview questions and prepare how to answer such
in case you’re asked similar questions on the big day. Rehearse your answers.
 Know something about the company and the position you’re applying for.

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 Be prepared or any surprise questions that may arise. This is in case of “grace
under pressure”. Response with your best poise and composure.
Course Packet 03
INTERVIEW DO’s and DON’Ts
DO’s DON’Ts
 Arrive on time or earlier

This will give you enough stretch to  Don’t be late
freshen up and relax your nerves.
 Project confident body language  Do not slouch or cross your arms as
Sit straight, make an eye contact, this makes you seem hesitant or closed
smile and nod when necessary. off.
 Do not panic or ramble your answers.
 Stay poised and relaxed
Think before you answer
 Listen attentively
 Do not interrupt the interviewer.
Make sure you understand what the
Chances are, you would be given some
interviewer is saying. Do not make
time to ask questions before the end of
mistake of giving the right answer
the interview
to the wrong question.
 Do not pretend just to look good.
 Be honest as much as you can Never pretend to have the skills you do
not have.
 Do not speak ill of your past
 Always be positive employers. It will only make you look
bitter, unprofessional, and a risky hire.
 Be yourself
Discuss your strengths and how
 Avoid personal issues
you can contribute in case you’re
hired.
 Do not chew gum during the
interview. Also, do not bring any
 Be professional and observe proper
family member or friends to
manners.
accompany you to help you answer
questions.
 Do not do the following during the
 Remember names of those involved
interview:
in the interview process. Smile and
 Tapping your fingers on the table
project an aura of being happy to
 Biting your nails
be there. Show your enthusiasm
 Playing with your hair
but do not overdo it.
 Clicking your pen
 Do not answer a call and definitely
don’t call anyone for advice on how to
 Turn off your phone or at least put
answer difficult questions.
it in silent mode
 Lastly, do not use your phone to take a
selfie with the interviewer.

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Course Packet 03
References:
(Copyright 2019)
(9th Edition)
Ledesma Tan, 2007

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Activity Sheet 5
Activity Sheet 5
ANSWERING INTERVIEW QUESTIONS:
Pretend you’re an applicant for an entry level position in a well-known company. Below are some usual
questions asked during the interview process, how would answer them?
1. Tell something about yourself.
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
2. How did you hear about the position?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
3. What do you know about the company?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
4. Why do you want this job and why should we hire you?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
5. What are your strengths and weaknesses?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

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6. What is your greatest achievement so far?
___________________________________________________________________________________
Activity Sheet 5
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
7. Where do you see yourself five years from now?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
8. How would others describe you?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
9. How do you deal with pressure or stressful situations?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
10. What are your salary expectations?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

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Assessment 5
Assessment 5
III. Instructions: Answer the following review questions:
1. What do you understand by selection process? Discuss various steps involved in it.
2. What is application blank? What purpose does it serve? Explain the contents of an
application blank.
3. Explain various types of tests used in the selection process.
4. What is an interview? What purpose does it serve? Discuss various types of interviews.
5. Discuss various guidelines to be followed for an interview.
6. Explain various steps involved in the selection of personnel.
III. Quiz in Google Form

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Assignment
Assignment
I. Case Study: HRM INCIDENT IN RECRUITMENT, SELECTION, AND PLACEMENT
A Turnover Problem at the front Desk/Reception in the Fort Hotel
The Fort Hotel is located south of Metro Manila. Because of the increased number of guests
and tourists, check0ins, and inquiries, bookings increased greatly. This created a need for
front-desk receptionists. In addition, there is also a growing competition with two newly
constructed hotels and an expanded hotel-apartelle in the area.
The advertisement for the front desk representative is placed in a major online job website.
The starting salary for the front desk representative is a little over the minimum wage and the
work schedule is six days a week on an eight-hour shift.
The bulk of the job of the front desk receptionists includes calls from room service from the
guests, whether for laundry, housekeeping, or food service. But these are rare cases, because
the hotel is known for its quick service delivery. Nevertheless, the management has
recognized this and has given incentives to those in the food and beverage, housekeeping,
laundry, service and other sectors except the front-desk receptionists who are considered as
mere caller-takers and not actual service providers.
The hotel has successfully recruited new front-desk receptionists in recent months but turn-
over has also increased significantly.
The table below shows the data on recruitment sources for the last three years.
Recruitment Total Potentially Interview/ Qualified Accepted Six-

Source Number of Qualified Exam and Job Month
Applicants Offered Survival
Job
Website 450 78 64 56 53 24
Newspaper 115 32 20 17 11 5
Walk-In 31 20 14 9 7 3
Referral 37 19 7 7 7 6
Total 633 149 105 89 78 38
Within six (6) months, 51% of the front-desk receptionist resigned from the hotel

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Questions:
1. How would you assess the recruitment data in the last three years? What is the trend?
Assignment
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
2. On the basis of the scenario, what concrete efforts and strategies can you devise in the
recruitment of the next batch of front-desk receptionists who will work for the hotel?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
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3. What will be your advice to the management regarding the handling of the next batch of
hires in the front desks?
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II. Make a clippings on ENDO (End of Contract)
III. Read and study Instructional Materials for Lesson 6 – Compensation and Incentives uploaded
in our Google Classroom. You may have a further readings on this topic in the references
stated in the Course Syllabus.

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Name of Student: ________________________________________________________________
Program : ________________________________________________________________
Faculty : ________________________________________________________________
Schedule : ________________________________________________________________
Course Packet : Code : _________ Title : _____________________________________

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Learning Module 02
Quality Talents
Course Packet 04
Compensation and
Incentives


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Course Packet 04
Course Packet 04
Compensation and Incentives

Introduction
Most companies want to hire the most qualified employees and keep those employees loyal and
productive. To attract and keep their best employees, companies provide a “package” that includes
compensation (money), incentives (special perks or rewards for good work), and benefits (valuable
options such as health insurance and paid vacation).
Because each employee is unique, larger corporations offer a wide range of mix-and-match options
to suit individual needs and preferences. As a manager, you may have the option of offering your
team members specific incentives based on their type of work and particular areas of interest and
need.
In this Packet, we will discover how salaries and incentives help the organization maintain its
highly qualified employees. We will know what the compensation package that will attract and
motivate employees.
Objectives
 Define the factors involved in motivating employees

 Identify the challenges and opportunities involved in compensation
 Explain the role of pay structure in an organization
 Recognize and appreciate the role of compensation in motivating employees

YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B

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Duration
 Topic 04: Compensation and Incentives = 4 hours
(1.5 hours of synchronous/online lecture discussion, 1.5 hours of self-
Course Packet 04
Delivery Mode


Readings
Key Points:
Major Components of the Learning Module  Compensation and
1. Work Dynamics, Performance and Motivation Incentives
 Pay Structure
2. The Motivational Role of Pay and Rewards: A Psychological
 Motivational Role of
Framework Compensation
3. Pay Structures
4. Compensation and Incentives Definition of Terms:
5. Employee Communications Salary:
Regular money received by
6. Compensation: Challenges and Opportunities
an employee from an
7. HR Laws Governing Compensation employer on a weekly,
biweekly or monthly basis
Introduction Wages:
Payment for a labor or a
Smart employers know that keeping quality employees requires worker especially
providing the right compensation and benefits package. remuneration on an hourly,
daily or weekly basis or by the
Compensation includes wages, salaries, bonuses and commission
piece rate
structures. Employers shouldn't ignore the benefits portion of Compensation:
employee compensation and benefits, because the benefits sweeten The sum of all forms of
employment contracts with the priorities that most employees need. payments or rewards provided
to employees for performing
Defining a compensation strategy is an important activity for all tasks to achieve organizational
objectives.
companies, including startups. Your compensation strategy must be
Equity Theory of
structured to best meet your unique business circumstances. As a Motivation
startup, you may not be able to compete with large companies on In the equity theory of
salary. Therefore, you should consider a combination of options to motivation, employee’s
attract and retain key employees. motivation depends on their
perception of how fair is the
compensation and treatment
Pre-Assessment
for their work input
1. What do you understand with the word compensation?
Hazard Alerts:
Learning Module: Human Resource Management relation to the discussion
2
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2. How important is the amount of salary you will receive when

you apply for a job?
3. What do you think are the things that motivated an employee?
Course Packet 04
LESSON PROPER
DEFINITION AND MEANING
SALARY
 Regular money received by an employee from an employer on a weekly, biweekly or
monthly basis.
 It includes employee benefits such as health and life insurance, saving plans and Social
Security.
WAGES
 Payment for a labor or a worker, especially remuneration on an hourly, daily or weekly
basis or by the piece rate
Many employees are motivated by two goals?
Earning a paycheck and doing a work that

1.
makes them proud
An offer of additional rewards gives an

2. 1.
employee that extra motivation to above
and beyond current level of performance
COMPENSATION
 The sum of all forms of payments or rewards provided to employees for performing tasks
to achieve organizational objectives.
 Compensation is the process of providing adequate, equitable and fair remuneration to
the employees.
OBJECTIVES OF COMPENSATION
There are four basic objectives of compensation: focusing your employees’ efforts, attracting
quality employees, retaining top performers, and motivating your employees. These objectives
can be referred to with the acronym FARM: focus, attract, retain, motivate.
 Focus
 Attract
 Retain
 Motivate

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PURPOSE OF COMPENSATION
Course Packet 04
TOTAL COMPENSATION
The term total compensation is used to describe all forms of monetary payments to an
employee. For existing employees, this can include both base pay as well as incentives. For
newly-hired employees, the total compensation in the year hired may also include a sign-on
bonus.
Calculation
Total Compensation = Base Salary + Incentive Compensation
Explanation
Total compensation can also be used to describe the total value an organization offers
employees. For example, this might include job perks that have a monetary value, as well as the
benefits provided by the employer. Vacation time, holiday pay, health insurance, dental plans,

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life insurance, and tuition reimbursement plans are all benefits that can be considered part of an
employee's total compensation package.
Course Packet 04
A strict definition of total compensation would include two components:

 Base Salary: the minimum annual money received, or the standard salary that an
employee receives for doing a specific job.
 Incentive Compensation: the portion of an employee's salary that is related to
performance, and not a guaranteed payment. Incentive compensation is additional
money, or other rewards of value such as stock options, that are supplementary to
base salary.
COMPENSATION STRATEGY
Your compensation strategy must be structured to best meet your unique business circumstances.
As a startup, you may not be able to compete with large companies on salary. Therefore, you
should consider a combination of options to attract and retain key employees.
INCENTIVES: DRIVERS IN ATTRACTING THE BEST EMPLOYEES

Compensation can be divided into salary, benefits and incentives. While salary and benefits
must be competitive, incentives are the most likely drivers of attracting and retaining the best
employees in startups.
 Base Pay
 Incentive Pay
 Paid Leave
 Health and Dental Insurance
 Life Insurance
 Short- and Long-Term Disability Insurance
 Retirement Contributions
 Wellness Programs
 Unique Compensation
CLASSIFICATION OF REWARDS

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COMPONENTS OF FINANCIAL COMPENSATION

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EQUITY AND MOTIVATION OF EMPLOYEES

Pay Equity (also Distributive Fairness)
 An employee’s perception that compensation received is equal to the value of the work
performed.
 A motivation theory that explains how people respond to situations in which they feel they
have received less (or more) than they deserve.
 Individuals form a ratio of their inputs to outcomes in their job and then compare the value
of that ratio with the value of the ratio for other individuals in similar jobs.
RELATIONSHIP BETWEEN EQUITY AND MOTIVATION

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EQUITY THEORY OF MOTIVATION

In the equity theory of motivation, employee’s motivation depends on their perception of how
fair is the compensation and treatment for their work input. Equity Theory states that the
Course Packet 04
employees perceive what they get from a job situation (outcomes) about what they put into it
(inputs) and then compare their inputs- outcomes ratio with the inputs- outcomes ratios of others.
DETERMINANTS OF COMPENSATION
EXTERNAL AND INTERNAL FACTORS AFFECTING EMPLOYEE COMPENSATION
Internal Determinants of Compensation:

1. Compensation Policy of the Organization
2. Employer’s Affordability
3. Worth of a Job
4. Employees’ Worth
External Determinants of Compensation:
1. Labor Market Conditions
2. Economic Conditions
3. Prevailing Wage Level
4. Government Control
5. Cost of Living
6. Union’s Influence
7. Globalization
8. Cross Sector Mobility
EMPLOYEE COMMUNICATION
Communication channels are the means through which people in an organization communicate
and interact with each other. Without the right communication channels in place, it becomes
extremely challenging to align employees with the business goals, break down silos, and drive
innovation in the workplace.

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Hereunder are the kinds of communication channels that can be used to inform employees of
developments about their benefits and others.
1. Open Meeting
Course Packet 04
2. E-mails
3. One on One
4. Create a Receptive Atmosphere
5. Communication Via Training
6. Use Visuals
7. Listen to you Employees
8. Act out Your Message
9. Use Power Point Presentation
10. Encourage Feedback
ENDO (End of Contract)

What is "endo?"
It's Filipino slang, short for end of contract. Others call it 5-5-5. In the Philippines, it is mandated
by law that after six months of working for a company, an employee automatically becomes
regularized.
In Article 281 of the Labor Code, it says that: Probationary employment shall not exceed six (6) months
from the date the employee started working, unless it is covered by an apprenticeship agreement stipulating
a longer period. The services of an employee who has been engaged on a probationary basis may be terminated
for a just cause or when he fails to qualify as a regular employee in accordance with reasonable standards
made known by the employer to the employee at the time of his engagement. An employee who is allowed to
work after a probationary period shall be considered a regular employee.
Regularization means the employee will finally get to enjoy the benefits of a regular employee like
leaves and 13th month pay, among many other things. Many companies try to avoid this by the
scheme of endo — only hiring workers for five months, and ending their contracts to avoid having
to regularize them. Most victims of endo are minimum wage earners and student workers.
References:
(Copyright 2019)
(9th Edition)
Ledesma Tan, 2007

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Activity Sheet 6
Activity Sheet 6
ACTIVITY 1
Motivational Assessment
Pay attention to the questions in the table and answer them truthfully and sincerely. Once
done, follow through with a program on how you will pursue improvements in areas you
identified.
Analyze Each of the Provide a Truthful and Identify Areas of

Question Sincere Answer Improvement
1. Describe your overall
performance as a student
2. What situation/level
would you want to attain
as a student?
3. Are there bad habits that

prevent you from
achieving your goals as a
student?
4. Identify small challenges

that will help you achieve
your goal.
5. What target timeframe

you will have to progress
as a student towards your
set goal?

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Assessment 6
Assessment 6
1. Differentiate salary, wages and compensation.
2. What is compensation structure/package? Discuss its importance in the
performance of employees.
3. How does companies compete with one another in relation to their compensation
and benefits packages?
4. How can reward policies and practices support the company’s business goals?
5. Discuss the importance of communication channel.
6. How do you think the practice of ENDO will end? Explain your answer.

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Assignment
Assignment
I. CASE STUDY: HRM INCIDENT IN COMPENSATION AND BENEFITS
Executive Perks and More
(This case is for classroom discussion only and is not intended to show correct or incorrect management of
the case)
Many employees believe that no other company in the manufacturing industries takes care of its
employees better than the CBA Company. For the last 50 years, it has been successful in selling
many of its product categories, specifically shampoos, deodorants, feminine washes, sanitary
napkins, colognes, powders, and the like.
This recognition is due to the new CEO installed a few weeks ago. He is Mariano Marin, a graduate
of a reputable university who earned his master’s in business in the U.S. He is known for his vast
experience in sales and marketing. However, managing people is not on top of his list. All costs
are kept under strict scrutiny. He believes that employees have to work hard since they are paid
well with their salaries are among the highest in the industry.
The benefits enjoyed by the employees were approved by the top management under the term of
its former CEO who retired at the age of 65.
Employees believe that the time to update the salaries and benefits package, if only to keep up
with the industry has arrived. The HR has recently received its subscription on the latest salary
surveys and understood fairly well that compensations should be adjusted, specifically with rank-
and-file employees up to supervisors.
However, Mr. Marin issued a memorandum regarding salary upgrades only of managers up to
top executives including himself without consulting the HR.
Supervisors and some rank-and-file employees were disappointed and disgusted. They went to
the HR and complained angrily. The HR director, Sue Venzuela, together with her managers, tried
to calm them down. Sue promised that she would talk to Mr. Marin and discuss the concerns of
the employees.
Questions:
1. Should the CEO make a decision regarding compensation without consulting the other
members of top management such as the HR Director? Explain.
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2. Given the scenario, what should Sue do?

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Assignment
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3. What is the right process in making decisions on compensation adjustments?

______________________________________________________________________________
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______________________________________________________________________________
II. Read and study Instructional Materials for Lesson 7 – Benefits and Benefit Administration
uploaded in our Google Classroom. You may have a further readings on this topic in the
references stated in the Course Syllabus.

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Name of Student: ________________________________________________________________
Program : ________________________________________________________________
Faculty : ________________________________________________________________
Schedule : ________________________________________________________________
Course Packet : Code : _________ Title : _____________________________________

________________________________________________________________________________
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________________________________________________________________________________

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Learning Module 02
Quality Talents
Course Packet 05
Benefits and Benefit

Administration


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Course Packet 05
Course Packet 05
Benefits and Benefits Administration

Introduction
The benefits administration process flow begins with HR managers and relevant executives
determining what kinds of benefits will be offered to employees. This includes what kind of
insurance coverage is offered to employees at what levels, along with what retirement benefits
are offered, and PTO policies. Employee benefits administration should take into account
employees at various levels, including full time, part time, temporary, and contracted. Each
employment type will likely offer different benefits packages.
Those involved in the benefits administration process flow should ensure that benefits plans
conform to current federal regulations. This may involve regularly reviewing the policies and
checking them against government regulations, which may change over time.
This packet will cover the benefits that should be received by employees. The mandatory and
voluntary benefits given by the companies. Benefits received by employees will also vary on
the organization they are working. Trends on benefits and benefits administration is changing
due to technologies and the present environment.
Objectives
At the end of Learning Module 02 - Course Packet 05, you are expected to:
 Identify the strategic importance of benefits
 Identify the organizational challenges associated with a benefits package
 Differentiate mandatory and voluntary benefits
 Discuss what can be included in a flexible benefits plan
YR/SECTION CODE
MM1A
MM1B
HRM 1A
HRM 1B
OM 1A
OM 1B

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Duration
 Topic 05: Benefit and Benefits Administration = 4 hours
Course Packet 05

assessment)
Delivery Mode


Readings
 A link may also be provided if any Key Points:
Major Components of the Learning Module  Benefits Program &

Design Administration
1. Strategic Importance of Benefits  Mandatory & Voluntary
2. Mandatory and Voluntary Benefits Benefits
3. Benefits Program and Design Administration  Benefits Administration &
4. Benefits Administration and Technology Technology
5. Communicating Employees Benefits
Definition of Terms:
6. Recent Development in Benefits and Benefit
Administration Benefits:
An indirect compensation
Introduction given to an employee or
group of employees as a part
Companies provide benefit plans for their employees. Benefit of organizational
plans vary among companies, organizations, and industries. membership
However, most benefit plans include medical insurance, life Benefits Administration:
Determining and managing
insurance, and retirement and investment programs.
of benefits offered to the
Additionally, a company can offer various options from which an employees at a company.
employee can choose for one or more of the available plans. Benefit administration
systems generally determine
Effective benefits administration can serve as a competitive which benefits employees
advantage for many organizations in attracting, hiring, and qualify for
retaining top talent, as well as cutting operational costs. When an Hazard Alerts:
organization analyzes the needs of its employees and chooses A ten minute break maybe
benefits to meet those needs, employees often feel heard and given to answer questions in
appreciated, which can increase employee engagement. Likewise, relation to the discussion
candidates are often more likely to apply at and work for an
organization that has competitive and meaningful employee
benefits. Finally, evaluating current benefits programs and
industry trends as a part of the benefits administration process can

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help an organization save money by cutting underutilized

programs and negotiating for the best plans and rates.
Course Packet 05
Pre-Assessment
1. As a student in this university, what are the benefits you are enjoying?
2. Give some of employees’ benefits you are familiar with.
LESSON PROPER
BENEFIT
An indirect compensation given to an employee or group of employees as a part of
organizational membership.
EMPLOYEE BENEFITS ADMINISTRATION

Employee benefits administration means determining and managing of benefits offered to the
employees at a company. Benefit administration systems generally determine which benefits
employees qualify for, including health, dental, disability, retirement accounts and 401K,
vacations and paid time off, sick leave, and parental leave. The benefits administration process
is typically the responsibility of an organization’s human resources department.
IMPORTANCE OF EMPLOYEE BENEFITS

 Increased loyalty
 Increased focus and productivity
 Increased attendance
 Improved recruiting
FOUR MAJOR TYPES OF EMPLOYEE BENEFITS

1. Medical
2. Life Insurance
3. Disability Insurance
4. Retirement Plans
MANDATORY AND VOLUNTARY BENEFITS
MANDATORY BENEFITS
Mandatory benefits are benefits that the government mandates, or requires, that employees
receive from employers as a matter of law. Let's look at the primary mandatory benefits
provided to employees:
 Social Security System (SSS)
 Home Development Mutual Fund (HDMF)
 Philippine Health Insurance Corporation (PhilHealth)
VOLUNTARY BENEFITS
Voluntary benefits are non-wage compensation that the employer chooses to offer employees.
They mainly focus on health, wellness, welfare, wealth management, and retirement. These
benefits would typically be extremely expensive for employees if they purchased them outside

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the group plans provided by their employers. Even if employees must cover part of the cost,
by banding customers together, you can get high-quality benefits and perks at lower costs.
Course Packet 05
FLEXIBLE BENEFITS
Flexible benefits schemes are structured systems that allow employees to choose the benefits
that suit their particular circumstances from a selection provided by their employer.
Flexible benefits schemes can help boost employee recruitment and retention by increasing the
range of benefits available to employees. Sarah McCarthy highlights 10 benefits that employers
commonly offer in a flex scheme.
1. Buying or selling annual leave
2. Bicycle loans/cycle to work scheme
3. Childcare vouchers
4. Pension contributions
5. Private medical insurance
6. Gym membership
7. Healthcare cash plan
8. Life assurance
9. Health screening
10. Dental insurance
Again, employees pay the premiums themselves but prices can often be lower than in the
marketplace.
BENEFITS ADMINISTRATION TECHNOLOGY

Comprehensive solutions that brings an end to hours of tedious paperwork and administrative
hassles. Implement a paperless benefits system that integrates with your current payroll carrier.
Technology has become more than a tool for work, it has become a way for administration to
improve the success of individual employees and keep them engaged. When that happens, the
company succeeds.
3 Ways Technology Is Changing Employee Benefits

1. Go Digital to Improve Efficiency
Using digital platforms to manage employee benefits will protect your employees from
the hassle of accessing paper benefits information or filling out forms to make changes
to their benefits.
2. Streamline the Benefits Experience
With online enrollments, employees have more access and control over exploring their
options.
3. Ease Compliance with Technology
Integrating all of that data on a digital platform is a huge help. It’s now much easier
for employees to assist in compliance by taking ownership of their own data.
COMMUNICATING EMPLOYEE BENEFITS

Based on experience, effective communication is the key consideration and is extremely
essential if the employee package is going to achieve the role it was designed to so in the
production floor.

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Unum Group, a leading provider of employee benefits products and services come up with a
Workplace Communication Blueprint on how to effectively communicate employee benefits.
Course Packet 05
In their communication blueprint, it cited the following 5 action points in undertaking the said
activity:
1. Go back to basics
Understand what you want your benefits to achieve.
2. Know your audience
Educate yourself on the motivations and behavior of your workforce.
3. Think external, act internal
Engage with employees as you would customers or clients.
4. Don’t just communicate with employees, engage them
Build trust through an open, two-way dialogue.
5. Create social norms
Enable a culture in which talking about, signing up for benefits and measuring benefits
is typical behavior.
HOW TO COMMUNICATE YOUR EMPLOYEE BENEFITS

A good benefits package, communicated well, can help to manage - and reduce - bottom line
costs, and help to build a loyal and more productive workforce. Which method you use will
depend on your company.
Here are a few suggestions:

 Company-wide emails
 Company-wide presentations
 Individual sessions with staff
 Via a company handbook
 Via a dedicated employee benefits microsite/company intranet
 On noticeboards
EMPLOYEE BENEFITS TRENDS IN 2020

1. Health benefits will need to take holistic wellbeing into account
2. Benefits will become central to the employee value proposition
3. Gathering quantifiable data on the impacts of benefits will be the norm
4. 2020 will be about educating on – and not just providing – employee benefits
5. Flexible working will gain momentum with employee benefits trends like the four-day
workday.
References:
DBA, Ph.D.
(Copyright 2019)

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Ledesma Tan, 2007
5. Noe Hollenbeck Gerhart Wright, 2015. Human Resource Management (9th Edition)
Course Packet 05

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Activity Sheet 7
Activity Sheet 7
ACTIVITY 1
CADET ENGINEERS
One multinational company in the Philippines has a “Cadet Engineers Program”. Features of
this program are as follows:
1. The company attracts the to 5 graduates of leading universities in the country
2. Once a part of the program, these top graduates who engineers of different fields
(electrical, mechanical, industrial, mining, geology) shall attend one-year training
about the company, its operations, financial standing, benefit packages and overall
management.
3. After completing the training, each of these top graduates shall serve the company a
minimum of 5 years in exchange for the cost of training required.
Initially, the program was successful in attracting the top graduates targeted by the company
but unsuccessful however, in retaining these top graduates to complete the 5 years period.
Reason for this is the following:
 50% of the top graduates who completed the training left the company because of
dissatisfaction in benefits received especially flexible working conditions which the
company did not allow.
 35% of these top graduates were pirated by other companies and lured them,
sometimes, with double their salaries offerings.
 10% opted to leave to pursue higher education.
 Only 5% stayed to complete the 5-year term.
Pick a classmate and pair each other in analyzing this program. Discuss and propose measures
to correct the problem and explore how benefits administration can help solve the problem.
ACITIVITY 2
TALK TO YOUR WORKING FRIENDS
In the local scene, flexible working conditions are on the rise in the Philippines. This is brought
about by the traffic crisis in Metro Manila and other factors affecting mobility and ease in
travelling.
The House of Representatives approved House Bill 6152 on August 27, 2017, which will allow
employees to work for 4 days a week at 12 hours a day. This is compressed work week policy
aims “to promote business competitiveness, work efficiency and labor productivity”.
Each student is required to go back to their neighborhood and interviews 3 of his friends who
are currently working. Ask each on the advantages and disadvantages of House Bill 6152.
Write the points highlighted in the space below.
(Note: This flexible working conditions is now being implemented in our locality based on the
pandemic that we are experiencing.)

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Name of Respondents Advantages Disadvantages

Activity Sheet 7
Once done, summarize and compare your output with that of your classmates and spot the
differences on opinions expressed. Submit it for grading to your professor.

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Assessment 7
Assessment 7
1. Discuss the strategic importance of benefits.
2. Differentiate mandatory and voluntary benefits.
3. Differentiate mandatory and voluntary benefits
4. To become more successful, should companies provide additional voluntary
benefits on top of government mandated ones? Justify your answer.
5. What are the challenges of benefits package?
6. If you are the HR of a company, what should you include in your flexible
benefits plan?
7. Being an HR of a company, how would you communicate your benefits and
benefit administration to your employees? Give at least three (3) channels of
communication and justify your answer.

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Assignment
Assignment
I. CASE STUDIES:
Instruction:
Below are the companies facing problem on benefits administration. From the stated
problem recommend possible solution and outcome of your solution.
1. High Technology Company
IN A DYNAMIC INDUSTRY, WE HELPED AN EVOLVING COMPANY RESET ITS

BENEFITS PACKAGE AND CONTINUE TO ATTRACT PRIZED EMPLOYEES.
The problem
A large technology company was reconfiguring its organization, divesting business
units and reducing its labor force. The reduction also affected the benefits support staff,
significantly increasing the workload among the remaining personnel. The issues we
focused on included:
 reducing benefit costs
 stabilizing budget forecasts
 shifting benefit administration tasks to a capable third party.
2. University
A SHARP PREMIUM HIKE LEFT A NON-PROFIT LOOKING FOR HELP. OUR

PLAN SAVED IT MILLIONS OF DOLLARS.
The problem
A university was facing a 36 percent renewal increase to their long-term disability
program. We were engaged to:
 analyze the cost drivers
 determine the validity of the increase proposed
 negotiate the best possible terms.
3. Start-up Company
A YOUNG FIRM TURNED TO US FOR A PLAN TO ACCOMMODATE ITS RAPID

EMPLOYEE GROWTH.
The problem
A CFO of a large client moved to a small start-up company and needed assistance to
design and implement a brand new employee benefit plan. The company was starting
with four employees but needed to plan to accommodate the hiring of up to 75 within
a year.

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4. Manufacturing Company
OUR PLAN TO REIGN-IN MEDICAL COSTS CHANGED A TREND AND

Assignment
ALLOWED EXPANDED BENEFITS FOR COMPANY EMPLOYEES.
The problem
A publicly traded manufacturing company with a high blue collar demographic was
experiencing a run-up in medical costs. The group was 60 percent male with an average
age of 48. Historically, cost shifting to employees had been employed to offset the
rising cost as it affected the employer and its thin profit margins.
II. Read and study Instructional Materials for Lesson 8 – Performance Management
uploaded in our Google Classroom. You may have a further readings on this topic
in the references stated in the Course Syllabus.

Course
Course
Packet
LM02-BACC
Packet
03
05 0113

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HRM Learning Module (Updated)

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HRM Learning Module (Updated)

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LM-BACC

Knowledge Area Code : BSBA-HR

Published by the Bataan Peninsula State University

Learning Module Development Team

Olivia H. Perdio, Associate Professor 4

Carina D. Moises, Assistant Professor 3

Quality Management Team:

Jesselyn C. Mortejo, EdD

Emmanuel C. Macaraeg, PhD, CESE

Message Board Netiquette and Guidelines

MS. OLIVIA H. PERDIO is a graduate of Two-Year Junior Secretarial Course. Upon

Key Learning Competencies

Learning Management System

Minimum Technical Skills Requirement

Learning Management Systems

LEARNING MODULE 01 – HUMAN RESOURCE MANAGEMENT

Learning Module 01 - Packet 01 – Introduction to Human Resource Management

Learning Management System

Major Components of Learning Module 01 – Packet 01

Course Packet Discussion

Learners Feedback Form

Learning Module 01 – Course Packet 02 - Human Resource Planning

Key Learning Competencies

Learning Management System

Major Components of Course Packet 02

1. Definition of Human Resource Planning (HRP)

Learners Feedback Form

LEARNING MODULE 02 - RECRUITMENT, SELECTION AND RETENTION OF HIGH

Minimum Technical Skills Requirement

Learning Management Systems

Learning Module 02 – Course Packet 01 – Job Analysis and Job Design

Key Learning Competencies

Learning Management System

1. Job Analysis: A Basic HRM Tool

Learners Feedback Form

Learning Module 02 – Course Packet 02 – Recruitment: Attracting the Right Talent

Key Learning Competencies

Learning Management System

Major Components of Course Packet 02

Learners Feedback Form

Learning Module 02 – Course Packet 03 – Selection, Placement and Job Fit

Key Learning Competencies

Learning Management System

Major Components of Course Packet 03

1. Who should you select?

Learners Feedback Form

Learning Module 02 – Course Packet 04 – Compensation and Incentives

Key Learning Competencies

Learning Management System

Major Components of Course Packet 04

1. Work Dynamics, Performance and Motivation

9. Components of Financial Compensation

Learners Feedback Form

Learning Module 02 – Course Packet 05 – Benefits and Benefit Administration

Key Learning Competencies

Learning Management System

Major Components of Course Packet 05

1. Strategic Importance of Benefits

Learners Feedback Form

Key Learning Competencies

Assessment with Rubrics

Final Requirement with Rubrics

Written Exam/Quizzes 60% Class Standing 60 Class Standing 60

Exercises and Assignments 30% Term Exam 40 Term Exam 40

Course Packet : Code: Title : _________________________

Course Packet : Code : _ Title : __________________________