Carpio, Jenevive M.

BSBA MM 2-2

Human Resources Management

II. Enumeration: Give the following

A. In matrix form give 5 HR Challenges and provide solutions

HR SOLUTIONS

CHALLENGES

Competition Competition is both the most Competition is both the

significant and dangerous aspect most significant and

in HR as well as the most crucial dangerous aspect in HR

component in business and as well as the most

client interactions. Due to the crucial component in

fact that they must contend with business and client

well-known names and brands interactions. Due to the

when hiring employees, small fact that they must

and medium-sized businesses contend with well-known

find it all the more challenging. names and brands when

hiring employees, small

and medium-sized

businesses find it all the

more challenging.

Change In today's quick-changing, Predicting it and

Management dynamic business environment, preparing your staff for it

change within a company is is the most crucial step in

inevitable. The latter has the managing change

 greatest impact and presents the positively. Not everyone

biggest problems to HR, with is receptive to

reduced employee morale and unexpected change.

satisfaction, self-doubt, attrition, Each employee would

etc., occurring during transition. require a varied amount

This change could be structural, of time to adjust to any

economical, geographical, change. Thus, it is crucial

procedural, managerial, or to convey the shift in a

technical. An organization may clear and straightforward

fail or end due to its employees' manner.

inability to adapt to change.

The failure to adapt to change

may be due to a number of

things, including employee

opposition to change, a lack of

the essential knowledge and

experience to adapt to change,

abrupt yet severe requirements

for change, etc.

Compensation The fierce competition in today's In addition to offering pay

and Benefits corporate world makes it plans that adhere to

challenging for businesses, industry requirements,

especially small and medium- businesses should also

sized ones, to match the pay and provide additional alluring

benefits provided by household advantages. These

 names. Then, finding and cannot, however, be at

keeping employees is really the expense of the firm

challenging. An additional risk to investing twice as much

the development and in human resources.

performance of firms is the rising Offering a variable,

cost of insurance, education, performance-based

taxes, and other human capital component to an

inputs. employee's salary is one

method to ensure return

on investment while

preventing performance-

linked compensation.

Strong incentive and

recognition programs are

very effective at

motivating people to work

hard.

The Health Although it can be difficult to Encourage staff to take

and Wellness establish a wellness culture breaks and refrain from

Hurdle inside an organization, employee overworking as you first

health and well being can have a work to promote a healthy

significant impact on their work-life balance. Give

productivity and engagement. employees access to

HR professionals must adopt a wellness initiatives like

comprehensive approach to yoga or meditation

 employee health and wellness, courses, gym

from promoting healthy memberships, or nutrition

behaviors to addressing mental seminars to help them

health issues. prioritize their health. To

support employees' well

being, put in place mental

health initiatives like

employee assistance

programs or mental

health services.

The Setting goals, giving feedback, To give staff members

Performance and conducting a fair more frequent feedback

Management performance evaluation are just on their work, think about

Predicament a few of the issues that come adopting a system that

with managing employee involves quarterly check-

performance. A more continuous ins. To define goals,

feedback loop must be receive feedback, and

established because the typical construct development

annual review procedure may plans, promote continual

not always be beneficial. communication and

cooperation between

management and staff.

Use technology to

simplify the process and

make it simpler for

 managers to monitor

employee performance,

such as performance

management software.

B. Steps in the job analysis process with relevant example.

Determine the purpose of conducting job analysis - The organization's

strategic goal and success should be related to the purpose. A common

argument in favor of doing employment analysis efforts is the fact that jobs

are now far more dynamic than they have ever been. Reevaluation is

necessary because technology and the demands of a competitive economy

frequently modify the nature of the job.

Identify the jobs to be analyzed - Which jobs should be included in the job

analysis can be decided after the purpose has been established. Contrarily,

time and resource limitations frequently place a cap on the total number of

jobs that may be processed. This study will define the path of the project. For

instance, if the organization has a high turnover rate, the data should be

examined to see which divisions are having the greatest issues. These are

the jobs that lend themselves best to job analysis. When a sizable number of

employees are tasked with the same task, it is vital to decide how many will

be included in the project. This is also the time in the project that staff and

managers start talking to one another. If the number is significant, statistical

sampling might be acceptable. They ought to be provided a general outline of

the process and told what the project's objectives are.

Review relevant background data - The foundation of a good and efficient

job analysis is often made up of earlier work and recently updated data.You

can gather the basic information you need to begin the project by looking at

current job descriptions and organizational charts. Workflow analysis aids in

comprehending the duties of the job and their placement within the overall

work process.

Plan and execute the job analysis project - A successful venture requires

careful planning. The best data-gathering techniques must be chosen, and a

project action plan containing project activities and deadlines must be created.

Write the job description and job specifications - It is necessary to create

textual work outputs, job descriptions, and job specifications after the data has

been gathered and analyzed. These documents should be reviewed by a

sample of the affected employees and their managers before being finalized.

The documents should be modified as needed, and the necessary final

approvals should be obtained.

Periodic review - It is good HR practice to conduct routine, methodical

evaluations of job descriptions and requirements. A rotating process is used

by many businesses, in which one area of the organization is examined

annually, and the entire organization is examined once every three, four, or

five years. During the evaluation, managers in the organization section under

review are required to confirm the accuracy of the job descriptions and job

specifications. The job analysis assessment includes out-of-date job

descriptions if managers flag them as such. A representative sample of

employment is also given for review.

C. Strategies available to HR managers for enriching jobs in an organization

Realize the abilities required: To make resource planning easier, first

determine what knowledge and abilities are actually required for the project.

Understand the types of tasks needed to complete the project and the

essential qualifications needed to complete the project.

Take charge of the group: Make certain that everyone is aware of the

project, their responsibilities, and the goals. Each worker is assigned a

schedule and has a responsibility to do their part. The whole team needs to

be aware of that for that.

Promote participation: To each product, a team is meant to bring

knowledge. Encourage them to participate in the team's planning and

decision-making processes for the project. This adds to the process and

greatly benefits from improved commitments.

Giving critique: Communication between the team and the client is essential.

Giving them feedback would enable them to address problems as they arose

throughout the project. Working closely together significantly improves project

performance.To advance a project, every resource is necessary. The project

can be fully controlled to facilitate and expedite work if these resources are

managed properly. This ensures that any bottlenecks will be anticipated and

effectively speeds up the process.

d. Enumerate the various techniques and its relevance to forecast the HR

needs of an organization

1. The quickest and most straightforward tool for HR forecasting is a ratio-

trend analysis. It entails examining current ratios, such as those between the
organization's workforce and sales revenue, and forecasting future ratios

using this information after allowing for changes the strategic plan anticipates.

For instance, if the company looked over its data and discovered that every

year 10% of its employees left, 5% retired, and 2% were fired, it could

forecast a demand of 17% per year, just to maintain the same level of labor.

2. The amount of labor needed can be determined by using work study

techniques to determine how long particular tasks or operations should take.

For instance, in a manufacturing company, you could conduct a time-and-

motion study to determine how long it takes to complete tasks to produce a

certain volume of output, and then determine how many hours of labor are

required to produce the output the company is aiming for. For the purpose of

determining the required staffing level, businesses frequently combine work

study methods with ratio-trend analysis.

III. Essay. Answer the following questions exhaustively (10 pts each)

Q1 Briefly discuss the implications of change in the profile of people,

technology, and environment on managing people in organization. Suggest

measures to make HR management more effective .

Employees and management must adjust to their new roles or working

conditions whenever an organization goes through a significant change.

Change management is a system of planning, analysis, and implementation

that seeks to lessen both short- and long-term disruption in an effort to make

the transition as painless as possible. HR professionals help with change

management in two main ways by participating in the planning and execution

phases with other managers to ensure that general change objectives are met

and by using their familiarity with the organization's employees to understand

their needs and expectations during a change. Frequently, an HR specialist

acts as the main point of contact between managers of structural changes

and the employees who will be most affected by the changes.

Q2 Why and how HR is superior to physical resource. Elaborate the function

of HRM.

Since human resources (HR) manages a wide range of duties related

to business operations, HR is crucial for any organization with employees.

High-quality employees boost a company's productivity, and HR staff can

assist in attracting and keeping them. In terms of company, state, and federal

regulations, HR also makes sure compliance is maintained. In order to

produce an output, human resources use other resources like land and

physical capital. Since they are not restricted to a particular area or location,

human resources are thought to be superior to other resources. It may

disperse and evolve in new locations.

Q3 Describe vividly the various models used to discuss the application of

strategic management in HRM.

SWOT Model

Strengths, Weaknesses, Opportunities, and Threats, or SWOT, is a

fundamental model of strategic management. Determining growth strategies

requires the use of this technique. Organizations can take advantage of

strengths and avoid threats by assessing opportunities and fixing

weaknesses. Organizations can beat out rivals by using this fundamental

strategic management model.

Model of the Five Forces by Porter

The position of your organization in the market can be impacted by five

forces, in accordance with Porter's Five Forces Model. The threat of

substitutes, new market entrants, supplier and buyer power, and industry

competition are some of these factors. An organization's competitive

environment can be evaluated using this model. These five competitive forces

can be used to develop, modify, and update your business strategy.

Model PEST

This kind of macro-level business model in strategic management aids

organizations in assessing upcoming changes based on four variables:

political, economic, social, and technological. In addition to evaluating growth

strategies for your business, it assists you in analyzing market growth,

standing, and position in relation to your competitors and customers. It aids in

developing strategies based on various geographies, demographics, and

goods and services.

Q4 Discuss the step involved in the strategic management process in detail.

1. Choose your tactical position. The groundwork for all subsequent work is

laid during this phase of preparation. Knowing where you are will help you

decide where you need to go and how you will get there.
2. Prioritize your goals. It's time to decide on goals that will help you achieve

your objectives after you've determined your current position in the market.

The mission and vision of your organization should be in line with your goals.

3. Create a strategy. Now is the time to develop a strategy to achieve your

goals. Choosing the strategies required to achieve your goals, setting a

deadline, and clearly outlining roles are all part of this step. The use of

strategy mapping to visualize your entire plan is highly recommended. With

their top-down approach, strategy maps make it simple to see how business

operations operate and spot areas that could be improved.

4. Implement and oversee the plan. When you have a plan, you are

prepared to carry it out. Share the pertinent documentation with the

organization to introduce the plan. The work itself then starts. By mapping

your processes, you can transform your broad strategy into a detailed plan.

Q5 “Growth of strategic HRM in organization is primarily due to economic

liberalization and globalization.

Agreements relating to the use of foreign technologies, and the

restructuring of business operations in order to achieve survival and growth

have all been made possible by globalization. Human resource management

has been significantly impacted by these developments. The following are a

few examples: reorganizing, personnel services, compensation, and

employment. Joint ventures with foreign companies, mergers and

acquisitions,