2. Selection – exam, interview
3. Assessment -evaluation; to know if they are applying their job description to their job specification
4. Rewarding – consist of 2
a. Monetary – additional pay/bonus
b. Benefits – promotion
-also overseeing organizational leadership with employment and labor laws.
Regular Holidays – 100% (double pay)
Overtime – beyond 8 hours, minimum of 1 hour, 25%
of basic salary
2. For recruitment and selection of applicant
3. Determining the rate of compensation (salary/wages, mental is higher than physical)
4. Performance appraisal; evaluation
6. Career planning and development
8. Labor relations
4. Employee records
2. Job Status – composed of 4
a. contractual, seasonal, there is due date
b. probationary, 6 months you become regular
c. full time
d. part time
3. Job Identification – dept, division, information
4. Job Summary – brief description about the job; it covers most important description
5. Working relationship, responsibilities, and duties performed
6. Authority of incumbent – telling supervisor
7. Competency requirement
8. Educational Attainment – special skills, working conditions, location of the job, characteristics of the job
2. Interpersonal Requirements – i.e. willing to work outside of the Phils.
3. Educational Requirements
4. Knowledge, skills, and abilities
2. Searching for job applicants – involves two methods
a. traditional recruitment method – through media, newspapers, magazines, campus recruitment, billboards
b. modern recruitment method – through the internet
c. screening applicants – eliminating individuals who are not qualified for the position
d. maintaining an applicant pool – reserve applicants; individuals who have expressed an interest in pursuing a job
2. Attracting potential employees – through compensation (salary and benefits)
3. Selecting appropriate people for the job – internal and external sources
2. Job objective
3. Personal background
4. Educational attainment
5. Special skills
6. Work experience
7. Reference (at least 3 people, name, address, contact info)
2. It is costly to recruit and hire employees
3. Company objectives are better achieved by workers who have been properly selected
4. An incompetent worker is a liability to the company
5. Applicants have the degree of intelligence, attitudes, and abilities
6. Labor laws protect employees, making it difficult to terminate or dismiss an incompetent employee
2. Employment interview – 2 methods
a. unstructured – questions are based on the resume’
b. structured – questions are uniform or the same for all applicants
3. Employment testing – 4 types
a. test of cognitive abilities – includes the general reasoning and specific mental abilities
b. test of motor and physical abilities – strength and stamina testing
c. measuring personality and interest – interests and character questions
d. achievement test – proficiency test, training then test
4. Background investigation and reference – personal, education, employment
5. Final interview
6. Selection decision
7. Physical exam
8. Placement on the job
2. Development – training and development, performance, and coping with changing technology
3. Maintenance – wage, salary, benefits, and services, labor relations, collective bargaining, discipline and complaints
4. Utilization – human resource planning and career development
– considered as an investment to the company
– upgrading; motivation
2. Departmental and Job Specific orientation – topics about the department function and the duties and responsibilities of the newly hired employees, policies and procedures, rules and regulations, tour of the department, and introduction to department employees.
2. Effectiveness in the present job.
3. Create more favorable attitudes, loyalty, and cooperation.
4. Help employees in their personal development and by helping them acquire additional qualifications.
5. Help the organization respond to dynamic market condition and changing consumer demands.
6. Safety of human resources planning requirements.
2. Quality challenge – TQM
3. High performance work system challenge – Technology
a. Interviews – conducted by the HR specialist
b. Survey questionnaire
c. Observation – monitoring the work of employees
d. Focus group – determine the skills and knowledge needed by the employees
e. Documentation examination – measure those absenteeism
2. Designing training programs – has 3 categories:
a. Instructional objective – principles, concepts, facts
b. Organizational and department objectives – absenteeism, tardiness, how to improve productivity, who to reduce the cost
c. Individual and growth objective – forum
3. Validation – introduce the training program to your participants
4. Implementation – training itself
5. Evaluation – open forum; has 4 methods:
c. Behavior – to evaluate behavior; statistical analysis; evaluate after 6 months
d. Results – level of improvement in their performance
a. Hands on method – refers to training methods that requires the trainee to be actively learning, ex. OJT, role playing, team building
b. Apprenticeship training – provides beginning work comprehensive training in the practical and the size of work required in a highly skilled occupation, ex. pilot, co-pilot, apprentice
c. Simulated training – the trainee learn the job in the environment that serves as a real office
d. Off the job training – give you a questionnaire, ex. lecture, discussion, audio visual technique, seminar
2. Technological method – consists of 3:
a. Multimedia training – combination of computer based and audiovisual training
b. Computer based training – all the learning materials by the computer
c. Virtual reality – the trainee, through 3D
2. Provides an opportunity for the supervision and subordinates review and identify the strengths and weaknesses of his subordinates.
3. Basis in identifying training needs of employees.
4. Help the firm career planning process cause it provides a good opportunity to review the career plans.
5. For easy monitoring and supervision.
6. Help to evaluate individuals in achieving the organization rules.
7. Provides information to evaluate effectiveness of selection and placement decision.
2. Freedom from contamination – away from economic condition; poor equipment; raw material shortage.
3. Reliability – evaluation
2. Personal Data – absenteeism, tardiness
3. Judgement of others – from other people or co-employees
2. Individual Evaluation Method
2. Pair comparison – evaluator asks one question to two individuals or do the same task
3. Force distribution – giving performance
2. Critical Incident method – quality then there is a checklist
3. Checklist and weighted checklist – weighted average, checking, pointing system
4. Behaviorally anchored rating scale – behavior
5. Management by objectives (MBO) – method of performance appraisal by which management and subordinates plan, organize, control, communicate, and to jointly established specific measurable goals and periodically provides feedback.
6. Narrative essay – permits connecting on the employees unique characteristics (abnormal); time consuming
7. Multi-rater/360 degree feedback
8. Visual 360 – software
9. 360 Performance appraisal computer system – producing of high level self knowledge
10. Work standard approach
2. Set departmental goals.
3. Discuss the goal to all employees.
4. Define expected results.
5. Performance reviews
6. Provide feedback