EXERCISES

I. Identify the concept being described. Write your answers in your notebook.

1. A set of activities created to attract qualified applicants for job positions

opportunities in an organization.

2. It implies to recruitment outside sources.

3. It refers to recruitment done within the organization

4. It is a good resource for young applicants or new graduates

5. Recruitment through websites, newspapers, radio, etc.

II. Identify the following methods of recruitment (External or Internal). Write

your answers in your notebook.

1. Advertisements
2. Promotion
3. Internet Recruitment
4. Professional Associations
5. Transfer
6. Labor Union
7. Educational Institutions
8. Executive Search Firms Quarter 2 Week 10– A
9. Demotion
The learner analyze the process of recruiting,
10. Employee Referrals
selecting and training employes

REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
Writer:
A.DC, Benjamin, R. (2016) ARIEL D. DOMOYONG
https://theinvestorsbook.com/sources-of-recruitment.html Layout Artist:
https://theinterviewguys.com/top-10-job-interview-questions/
https://www.patriotsoftware.com/blog/payroll/what-is-compensation/ KRISHEA MAE P. JARUDA
https://www.payscale.com/compensation-today/2020/01/what-are-the-different- EPS I - Mathematics
types-of-compensation
https://theintactone.com/2019/03/01/hrm-u4-topic-2-factors-affecting-
KIM S. ARCEÑA, EdD
employee-compensation/
 GENERALIZATION In external recruitment , outside sources are considered the process of
locating potential individuals who might want to join the organization and
The emergence of the digital era has facilitated the candidates to find new encouraging them to apply for actual and anticipated job vacancies.
jobs, anytime and anywhere easily. Even the companies have access to better
Methods in External Sources of Recruitment
talent acquisition and a broader scope of searching for new talent from around the
world. The organization have to wisely select a source of recruitment to make the 1. Advertisements – recruitment through websites, newspapers, radio, etc.
recruitment process effective. 2. Unsolicited Applicants - received by employers from individuals who may or
WHAT IS RECRUITMENT? not be qualified for the job opening.
3. Internet Recruiting - independent job boards on the Web commonly used by
Recruitment is a set of activities designed to attract qualified applicants
job seekers and recruiters to gather and disseminate job opening
for job positions vacancies in an organization. Recruitment is a core function of
information
the Human Resource department. It is a process that involves everything from
identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and 4. Employee referrals - recommendation from the company’s present
onboarding employees. employees.
5. Executive Search Firms - help employers find the right person for a job.
Recruitment as a Process
6. Educational Institutions - good sources of young applicants or new
An efficient recruitment process is an organization-specific sourcing model graduates.
that aims to find the right fit for the right job at the right time. It is a step-by-step
7. Professional Associations - may offer employment services to their members.
approach to bringing in talented people who can help the company grow. The
recruitment process not only reflects the company’s professionalism but also helps 8. Labor Unions - source of applicants for blue-collar and professional jobs.
attract the right kind of candidates while saving the time and money spent on 9. Public and Private Employment Agencies – public employment agencies
identifying, attracting, engaging, recruiting and retaining talent. usually offer free services while private ones charge fees from both the
applicant and the employer.
In internal recruitment is done within the organization. Recruitment can
be done through promotions or transfer of employees who are already part of
the organization
Methods in Internal Sources of Recruitment
o Promotion - taking over higher position.
o Demotion - lowering the position of underperformers.
Importance of a Strong Recruitment Process o Transfer - filling a vacancy in a different location but with same status.
External Sources of Recruitment
Any well-planned recruitment process is typically targeted towards
Advantages Disadvantages
attracting qualified candidates and encouraging maximum possible job seekers to Wider Scope Expensive
apply. A well-planned and thoughtfully crafted recruitment process helps the Fresh Talent Time Consuming
hiring team filter the right candidates faster while staying focused on engaging the Fair And Impartial Employee Turnover
eligible candidates for maximum conversions. Organizational Growth Needs more training
Sources of Recruitment Internal Source of Recruitment
Advantages Disadvantages
Many organizations outsource their recruiting needs, while some
Reliability May cause conflict
companies rely exclusively on advertisements, job boards, and social media Already Comitted to business No new ideas brought in
channels to recruit talent for new positions. Many companies of today, use Less training required Leaves another vacancy behind
recruitment software to make their recruitment process more effective and Cheaper and Quicker Encourage Favoritism
efficient. Recruitment may either external or internal. Motivation to employee Limited Scope
EXERCISES EXERCISES
Answer the following questions in your notebook. Answer the following questions in your notebook.
1. What is Recruitment? 1. Differentiate internal and external sources of recruitment.
2. Do you thiink recruitment plays an important role in achieving 2. What external method/s do you think is best as source of recruitment?
company's goal and objectives? Why? Why?
 EXERCISES
Write TRUE if the statement is correct and FALSE if it is
incorrect. Write your answers in your notebook.

1. Employee selection in human resource management is crucial to a

company's success
2. Developing a strong HR selection process is guarantee that the
company hires incompetent, passive employees.
3. Selection is the process of choosing individuals who have requisite
qualifications to fill present and anticipated job openings
4. Via initial interview other characteristics of applicants may be
uncovered which may affect his or her job performance.
5. Background checking is performed to make sure that the applicant
has good moral character.
6. The final step in the selection process is fulfilling the application
form.
7. Skills must also be contemplated depending on the job position in
the organization.
8. Applicants are deemed to be most fitted for the job belongs to this
short list through the employment test.
9. Having a healthy body and mind is important for good job
performance.
10. There is no perfect way to opt for a firm's human recourses.

Quarter 2 Week 10– B

The learner analyze the process of recruiting,

selecting and training employes

REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros, Writer:
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html ARIEL D. DOMOYONG
https://theinterviewguys.com/top-10-job-interview-questions/ Layout Artist:
https://www.patriotsoftware.com/blog/payroll/what-is-compensation/
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
KRISHEA MAE P. JARUDA
types-of-compensation EPS I - Mathematics
https://theintactone.com/2019/03/01/hrm-u4-topic-2-factors-affecting- KIM S. ARCEÑA, EdD
employee-compensation/
 GENERALIZATION The selection process typically includes the following steps:
A company’s selection process is the best way to achieve success in the
1. Establishing the Selection Criteria - It must be based on the objective
business world. Human resource should decide carefully on the requirements of
analysis of position requirement and must meet both organizational and individual
the job and the type of person who should be able to fulfill them. Implementing
needs. Skills must also be considered depeding on the job position and its position
more effective processes to select from the candidates the best and the brightest
in the organization.
will improve one’s ability to meet one’s organization’s human resource needs.
2. Completing the Application Form – provides the needed information about
What is Selection?
the applicant that will be basis whether the applicant meet the minimum
Selection is the process of choosing individuals who have required requirements
qualifications to fill present and expected job openings. The selection process can
be defined as the process of selection and shortlisting of the right candidates with 3. Initial Interview – It identifies more promising applicants. shortlisting of
the necessary qualifications and skill set to fill the vacancies in an organization. applicants is prepared; applicants are deemed to be most fitted for the job
belongs to this shorter list.
Importance of the Selection Process
4. Employment Test - The purpose of employment tests is to determine
Employee selection in human resource management is critical to a
whether the candidates have the necessary skills and abilities that can be
company's success. This is particularly true in small businesses, where employee
appropriately utilised in accordance to the job’s requirements.
contributions have a higher level of impact on the company's fortunes.
Developing a strong HR selection process can help ensure that a company hires
5. Final Interview – Through formal interview other characteristics of
competent, loyal employees who help to reach the organization goals.
applicants may be revealed which may affect his or her job performance. This
step could be a good parameter to judge the overall personality of the potential
candidate.

6. Background Checking - This process mainly aims at garnering reassurance

regarding candidates’ experiences and abilities in their past. It is also done to to
make sure that he or she has good moral character.

7. Physical and Medical Examination – having a healthy mind and Healthy

body is imporatant for good job performance. it make sure that applicants is
physically and mentally fit to perform their duties and responsibilities.

8. Selection Decision - This is the final step in the selection process. After the
candidate has successfully passed all written tests, interviews and medical
examination, the applicant wil be informed verbally or in writing regarding his or
her hiring.
In reality, there is no perfect way to select a firm's human recources.
Predicting performance is difficult as there is a difference between what
individulas can do at present and what they will do in the future. This is because a
person's need and wants change, and so do an organization's environment. But if
the process did not turned out as what is being expected the company should
keep in search of what could be done to improve the present selection process.
EXERCISES
EXERCISES
Answer the following questions in your notebook.
1. What is Selection? Answer the following questions in your notebook.
2. What will be the benefits to the company if the Human Resource has strong 1. Imagine yourself as the human resource of a company, how can you
and effective selection process? make sure that you will have an effective selection process?.
2. Which among the steps is crucial in selecting a qualified applicant. Explain
your answer.
 EXERCISES

I. Identify the concept being described. Write your answers in your

notebook.

1. Determining of an applicant’s qualification to gauge his ability to do

the job.
2. Typically, are standardized devices designed to assess skills, intellect,
personality, or other characteristics, and they yield a score, rating,
description, or category.
3. The interviewer asks the applicant to answer a set prepared question
4. Intended to reveal the applicant’s personal characteristics and ability
to relate with others.
5. Created to measure the applicant’s mental capacity, test his cognitive
capacity, speed of thinking, and ability to perceive relationships in
problem situations.

II. Answer the following questions in your notebook.

1. What skills do you think must a job interviewer have?

2. How do you think should a job applicant behave in job interviews to
be hired?

Quarter 2 Week 10– C

The learner analyze the process of recruiting,

selecting and training employees

REFERENCES
Principles of Organization and Management, Serrano, Angelita O.
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros, Writer:
A.DC, Benjamin, R. (2016)
https://theinvestorsbook.com/sources-of-recruitment.html
ARIEL D. DOMOYONG
https://theinterviewguys.com/top-10-job-interview-questions/ Layout Artist:
https://www.patriotsoftware.com/blog/payroll/what-is-compensation/ KRISHEA MAE P. JARUDA
https://www.payscale.com/compensation-today/2020/01/what-are-the-different-
types-of-compensation EPS I - Mathematics
https://theintactone.com/2019/03/01/hrm-u4-topic-2-factors-affecting- KIM S. ARCEÑA, EdD
employee-compensation/
 GENERALIZATION DOs and DON’Ts for an Interview

According to McFarland, “an interview is a purposeful two-way exchange

of information between the participants. Both learn things of vital importance to
their mutual decision, some intended, and others not intended.”

WHAT is an INTERVIEW?
Interview is determining of an applicant’s qualification in order to gauge
his or her ability to do the job. “Interview” means “deliberate, active listing with a
purpose to draw the other person out, to discover what he really wants to say,
and to give a chance to express himself/herself freely.”
https://www.slideshare.net/sahikomal/types-of-interviews-44125845
Importance of Interview
It assists to reveal, examine and assess the capabilities, qualities and EXERCISES
traits of an individual to be selected for the job in an organisation. Interview
technique is quite complex in substance and difficult to use property. Its scope 1. If your going for a job interview, what preparation will you do?
includes measuring all the relevant characteristics and integrating and classifying 2. In your own opinion, which among the types of job interview is more
all other information about the applicant. effective? Explain your choice.

How to Make an Employment Interview Effective?

EMPLOYMENT TEST
 Interviews are a two-way process. During the process, the potential candidate
Employment tests usually are standardized devices designed to
also assesses whether your company is the right fit or not. So, be courteous,
measure skills, intellect, personality or other characteristics, and they yield a
respectful and sell the benefits of the job role and the organization.
score, rating, description or category.
 Prepare questions that give you deep insights into every job applicant’s
professional background to assess whether they might be a good fit for your PURPOSE OF EMPLOYMENT TESTING
open role. 1. Elimination of incompetent and unsuitable candidates becomes easily possible.
 Refrain from asking abstract questions to check your candidate’s reaction; 2. Psychological, mental and analytical capabilities of a person are identified.
rather, keep your questions relevant to the role. 3. It can be used as a tool to understand the nature of a person and their career
development.
Types of Job Interview 4. Analytical, rational and objective comparison between the candidates is
 Structured Interview – the interviewer ask facilitated.
the applicant to answer a set prepared
Types of Employment Tests
questions – situational, job knowledge, job
simulation, and worker requirement  Intelligence Test – designed to measure the applicant’s mental capacity; test
questions. his or her cognitive capacity, speed of thinking , and ability to see relationships
in problem situations
 Unstructured Interview – the interviewer
has no interview guide and may ask  Proficiency and Aptitude test – test his or her present skills and potential for
questions freely. learning other skills
 One-on-One Interview – one interviewer is  Personality tests – designed to reveal the applicant’s personal characteristics
assigned to interview the applicant. and ability to relate with others.
 Panel Interview – several interviewers or a  Vocational test – tests that show the occupation best suited to an applicant.
panel interviewer may conduct the
interview of applicants; three to five
EXERCISES
interviewers take turns in asking
Answer the question in your notebook.
questions..
1. Is it necessary to have an employment test as part of selection process? Why?
 EXERCISES
Identify the concept being described. Write your answers in your
notebook.

1. Denotes to learning given by the organizations to its employees that

assembles on short-term job performance and attainment of job-
related skills.
2. Implies to learning given by the organizations to its employees that is
pitched toward the individual’s acquisition and expansion of his skills
in preparation for future job appointments and other responsibilities.
3. It offers an opportunity for new employees to become acquainted to
their new company, department, colleagues, and work expectations.
4. A treaty between a person who wants to learn a skill and an employer
who needs a skilled worker who is earning while learning.
5. A type of training that occurs to ensure employees are safeguarded
from injuries triggered by work related accidents.
6. A method that allows teams to enhance decision making, problem
solving, and team development skills to realize business result.
7. Centers on developing vigilance of diversity issues and making
available the skills of employees that need to work with others who
are different from them.
8. Formal or informal process for more experienced workers to share
their knowledge on business to achieve the business goals of the
organization and personal goals of the individual.
9. It involves an observer following another more experienced employee
in the workplace during normal work situation with a chance for Quarter 2 Week 10– D
feedback and reflection on actions.
The learner analyze the process of recruiting,
10. Prepares employees for new responsibilities and more tricky positions.
selecting and training employees.

Writer:
REFERENCES ARIEL D. DOMOYONG
Principles of Organization and Management, Serrano, Angelita O. Layout Artist:
Organization and Management for Senior High School, Cabrera, HM. F, Altajeros,
A.DC, Benjamin, R. (2016) KRISHEA MAE P. JARUDA
https://www.businessmanagementideas.com/human-resource-management- EPS I - Mathematics
2/interview-process/interview-in-hrm/20406
https://corehr.wordpress.com/performance-management/performance-
KIM S. ARCEÑA, EdD
appraisal-methods/
 GENERALIZATION
Both the training and development are the key measures and a very
important aspect for every organization for the overall development of business
as well as the employees. Employees training help to know the process and
follow the rules which lead to productivity, while the development is the overall
improvement of the employees in terms of work.
TRAINING AND DEVELOPMENT
Training refers to learning given by the organizations to its employees
that concentrates on short-term job performance and acquisition or
improvement of job related skills.
Development refers to learning given by the organizations to its
employees that is geared toward the individual’s acquisition and expansion of his
skills in preparation for future job appointments and other responsibilities.
Training undergoes four phases. The first phase of training begins with
need assessment to identify the jobs, people and departments for which training
is necessary. Phase two is about designing the training program with reference
to the conducted need assessment. Training objectives and content are crafted
in this phase. In phase three, decisions about the training methods to be used
and whether the training will be provided on-the-job or off-the-job are
considered. During phase four, training effectiveness is evaluated. Measures of
effectiveness like employee reaction through surveys, learning through tests,
improved behavior on the job and bottom-line results such as increase in sales
or reduction in defects after the training are used for evaluation.
Purpose of Training and Development
1. Improving quality of workforce – help in improving the quality of work
produced by the workforce of organization.
2. Enhance employee growth – employees are able master the work of their
jobs and that’s how they develop and grow themselves in a professional
way.
3. Prevents obsolescence – it helps employees to adjust themselves in a new
trends in latest technology, which reduces the chances of termination of the
job.
4. Assisting new comer – it helps new employee to adjust themselves in a new
working environment, culture and technology. They feel themselves as
regular employees of that organization.
5. Bridging the gap between planning and implementation – it helps
organizations to easily achieve their targets and goals what they actually
planned for.
6. Health and safety measures – it clearly identifies and teaches employees
about the different risk involved in their job, the different problems that can
arise and how to prevent such problems. This helps to improve the health
and safety measures in the company.
Types of Training Programs
Different types of employee training programs can be offered by
number of business, often based on the needs of that company and the
resources available. Here are some commonly used types of training programs:
1. Employee Orientation – is the process of introducing employees to their
new jobs and work environment. Orientation provides an opportunity for
new employees to become familiarized to their new company; department,
colleagues, and work expectations.
2. Apprenticeship – is an agreement between a person (an apprentice) who
wants to learn a skill and an employer who needs a skilled worker who is
earning while learning.
3. Health and safety – it is a type of training that occurs to ensure employees
are protected from injuries caused by work related accidents. Safety-
training is especially important for organizations that use chemicals or other
hazardous materials in production.
4. Team Training – teaches employees how to work together and facilitates
their instructions. Team training is a process that allows teams to improve
decision making, problem solving, and team development skills to realize
business result.
5. Diversity training – centers on forming alertness of diversity issues and
making available the skills employees need to work with others who are
different from them.
6. Mentoring and Coaching – mentoring is a formal or informal process for
more experienced workers to share their knowledge about business to
achieve the business goals of the organization and personal goals of the
individual. Coaching and mentoring of trainings by managers involved
advice, suggestions and guidance.
Types of Development
1. Work experiences
With varied work experiences, employee’s perspectives are broadening
which make them think of the big picture. Work shadowing is a trendy program
on development. It entails an observer following another more experienced
employee in the workplace during normal work situation with an opportunity for
feedback and reflection on actions. This method promotes employee
development through a sharing of experience.
2. Formal education
Finishing a formal education prepares employees for new
responsibilities and more challenging positions. More corporations are sending
their managers to executive development programs to learn the latest in
business and management techniques and practices from experts. Due to the
advancement in technology, most companies are increasingly relying on long-
distance learning to formally educate and develop their employees.
Answer the following questions in your notebook.
1. Give the difference between training and development.
2. What is the advantage to have training and development program in an
organization?
 ANSWER KEY ANSWER KEY

QUARTER 2 QUARTER 2

WEEK 10– A WEEK 10– C

Exercise Exercise
Test I
1. Recruitment Test I
2. External Recruitment 1. Interview
3. Internal Recruitment 2. Employment Test
4. Educational institutions 3. Structured Interview
5. Advertisements 4. Personality Test
5. Intelligence Test
Test II
1. External Test II
2. Internal Answers may vary.
3. External
4. External
5. Internal
6. External
7. External
8. External
9. Internal
10. External WEEK 10 – D
Exercises
WEEK 10 – B
Exercise 1. Training
1. True 2. Development
2. False 3. Orientation
3. True 4. Apprenticeship
4. False 5. Health and safety
5. True 6. Team training
6. False 7. Diversity training
7. True 8. Mentoring
8. False 9. Work shadowing
9. True 10. Formal education
10. True