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Module 11:Staffing

It is to determine the number of people on getting the vacant job and selecting the right candidate of
that position and they have the efficient experience of given vacant positio.It is because staffing start
with human resources, mean if you are a manager you have a responsibility to select the right people for
the job to be done, so that your company have a good handler staff and getting more people to select
and aspired to do the good job given to his/her.

Strategic nature of staffing

It is where the people who hired in a vacant position must be plan carefully. If you have the company
doesn't have a organization it became your company have a duplicated. For example you have a
presentation of, let is see a buko juice, you have a info and details of that, you are a company A therefore
a company copy paste your info about buko juice, and thats what happen your company doesn't have a
organization or a group of people who help you to plan. They determine workload and capasity of your
work and the quality of performing well.

The Responsibility for staffing

They started to conducting forecast of human resource needs and the department manager try to match
those information they gather with an inventory of available current personnel. After conducting they
give idea of those possibilities for being promoted and they try to addressed through recruitment and
thats why they give a training and development and it detailed the human resource planning activities.

The foundation of staffing :Job Analysis

Job analysis refers to the collection and analysis of all relevant information and facets about a job that is
done in a systematic and orderly manner. It analize all imformation from staffing(recruitment and
selection ) to job analysis(in dept study of a job) and have a two parts Job description and Job
Specification gather all information like. Relevant task, duties, and responsibilities that a job entails and
its also include the details that where the job located and if they have more people on that place.


Is the process of getting and attracting a pool of qualified applicants to fill a vacant job position where
the recruitment needs attraction for thus employee like encouragement, other people who applied to
that vacant job position there are also main type of selection thus employee.

Hiring regular employees - it is that you get a benefits like, bonus, philhealth, and so on, that you can use
to other company. Hiring regular employees is different to hiring fulltime or part time employees which
is this hiring is when your manager want you to stop. You need to follow because it is the time given to
you or a period given to you to work and your not feasible on that.
An internal recruitment is when the business looks to fill the vacancy from within existing workplace,
while external recruitment is when the busuness looks to fill the vacancy from any suitable applicant
outside the business.

If you are the business Man/women you have to know their skills, so you have to conduct a skill training
and competency to enhance programs. And the purpose of that of that is to leave the employee on how
they do their job very well. And discover their potential on that job, and they have also the coach having
one on one training wherein this person had experience to improve the latters work performance, while
monitoring is another form of coaching wherein a more senior or more experienced staff or manager
and to show what have they learn.

Module 12:Compensation and Reaward

Every organization have n effective compensation policy which is a set of general guidelines established
by the top management of a company in paying and rewarding employees for the work they rendered.
And something that is done of given to make up for damange, trouble of your manager reward you for
being strong to face trouble you encounter to his company, and if shouldn't resolved it expect that the
organization you must lose.


One important part of compensation policy, as earlier discuss a compensation system must have the
ability to attract applicants, motivate employees, and retain them in the long run. As for example, im a
manager i need to motivate my applicants to do there job good and to be a model to my applicants or

Fairness - another important on setting the company's compensation policy is fairness or equity. In
company it is important to have equality to those employee. For example. Employee A do there job as
part as she can and she receive more achievement to that company but employee B promoted by my
manager so they dont have a fairness. So the employee A complain for what had decided of manager
that he promoted him,So it is important to the company by having this fairness in order to didnt loath.

Internal equity - is the comparison of position within your business to ensure fair pay. You must pay
employees fairly compared to coworkers. Employees must also perceive that they are paid fairly
comared to their coworkers.

External equity - is the situation that exists when an organization pay rates are at least equal to market
rates. It is also known as matching strategy an employees goal should be to pay what is necessary to
attract, retain and motivate a sufficient number of qualified employees. An important issue
transferability of their skills.
Market competitive - a good of marketing is to gain customers and thereby earn more money for your
business. In competitive sectors, you must combat the marketing efforts of any business that provides
similar products or services.

Link w/ company performance - employer branding activities must focus on more than attraction and
retention. If they are to deliver sustained and enhanced performance expectations, a well-defined
brand,unites employess and creates a feeling of shared purpose and pride in the organizational that is a
commanding advantage in a copetitive market place.

Direct Competitive - refers to the compensation that an employee receives directly from his or order
place of work. This includes the best salary and any incentive pay. Direct compensation can be in the
form of wages, salaries, commissions and bonuses that an employer provides regularly and consistently.

Reward - a thing given in recognition of ones service effort or achievement, like for example "the holiday
was a reward for 40years'service with the company" a reward is basically a token appreciation given by
the employer to the employee for his/her service to the company. It also leads to higher abd better
performance of employees which has a direct impact on the productivity of the company.

Extrinsic reward - is a tangible and visible reward given to an individual or an employee for
achieving something. They usually have monetary value such as a salary like, bonus, award, or
public recognition. This reward motivate and inspired employees beacause of money or
equivalent rewards are important to most people. For example:A sales person may not be
interested in the product he/she is selling but upon realising that he/she would get a cash
bonus on the completion of sales targets he/she would make an additional effort to complete
his/her targets on or before time. And they are generally given to the individual directly
responsible for the effort. Some employees are average performing, while some others are
intensely hard working, as a result of which they make a huge difference in the company's

Intrinsic reward - are the non physical rewards. They cannot be seen or touched but are
emotionally connected with the employess in other words intrinsic reward can be defined as
the feeling of contentment one finds in the completion of any task. It takes lot of efforts skill
and courage to perform any task and there is no better feeling than the joy one feel seeing his
hard work pay off.

Module 13: Performance Appraisal and Employee Relations

The employee relations department provides a place where both UMW employees and
supervisors can discuss various work. Related situations in order to get help or advis we are
available to advise, provide information and make referrals to valuable resources on and off
Purpose of employee relations

Is an area within the human resources field. The purpose of employee ralations is to strengthen
the employer-employee relationship through identifying and resolving workplace
issues,measuring employee satisfaction and morale, and providing support and input to the
company's performance management system.

Characteristic of a good performance appraisal

A good performance appraisal is a culmination of thorough planning and preparation. Manager

must know a lot of time and effort they comsume for designing and implementing it, and if you
asigned conducting a performance appraisal you must know what makes it good by ensuring
that it embodies the following characteristic.

Clarity of purpose - a performance appraisal must be clear on its objective. This should be well
communicated to the employees to avoid misunderstanding and false expectations on its
process and outcome, and make it sure that the details is clear and process for doing there job.

Well discuss expectations for the job - you should have to discuss every details to avoid
representation by the members pr employee.

Alignment of performance appraisal goals with organisational goals is understood - you must
have to understand other members to your organization to achieve the goal you want to
achieve to yourbusiness and to have more employee with your company.

Employee relations pertain to company effects to enhance and maintain harmonious, peaceful,
and productive relations between the management and its employee.

Collective bargaining - is a process in which the workers who are members of the union meet
with representatives of management to present or discuss and negotiate the specific issues and
proposals to your endurser who buy your product or sign the contract that kind of product they
approved by management.

Module 14: Leadership

- we encounter leaders in our everyday lives, we identify specific persons as leaders because of the way
they act and relate with other people. Leadership can be defined as both the ability and the process of
influencing others to make them understand what needs to be done and to work of their best to
accomplish the shared objectives. Formal leadership is influence over other people because of apersons
appointed or selected position, on the other hand informal leadership influence over other people not
beacause they selected but because they special skills or qualities as a person to be a leader.Every
people you encounter is a leader.

The Nature of Directing

Informal leadership - it is important by ensuring workers have someone whom they could trust to
explain what is going on the company, specially when there are major organizational changes, such as a
merger. Although these leaders are not in a formal position of leadership, they are recognized as leaders
by their peers.While formal leadership is when a person officially designated as the leader of a group.

The five resulting leadership styles are as follows:

1. Impoverished management - the managers w/ this leadership style exist minimum effort to get the
work done by the subordinates, they have concern for both the people and production, and the
function merely to preserve their jobs.
2. Task management - is the process og managing a task through its life cycle. It involves planning,
testing, tracking, and reporting. Task management can help either individual achieve goals, or
groups of individuals collaborate and to be the inspiration to be succeeded in life.
3. Middle of the road - the person who understands both sides of the discussion.
4. Country club - is most commonly located in city outskirts or suburbs, and is distinguished from an
urban athletic club by having substantial grounds for outdoor activities and a major focus on golf.
5. Team management - is the ability of an individual or an organization to administer and coordinate a
group of individuals to perform a task. Team management involves, teamwork, communication,
objective setting and performance appraisal and they resolve problem for being team,the methods
of leadership styles a team manager can take increase personnel productivity and build an effective

Module 15: Motivation Theories

 For a business to succeed, manager must know to motivated the members of their organization for
them to became self-driven to perform consistently well, if im become a business owner someday I
must consider a attitude that i show to my members to motivate them to be succeed in our lives,
and for that case i give someone reason pertains to interval needs and drivens of a person that gives
direction to his or her behavior and determine the level of energy and effort that he or she puts in
his or her work.
 The nature of motivation - when the source of motivation is intrinsic, the work behavior is being
performed for its own inherent value, if when your work delivered very well maybe in your house
within your family you must motivate you by having good attitude. The extrinsic, this the way you
work for you to reward /owner you to pursue yourself to be a good employee and to inspired you in
your job.
 The foundation of staffing:Job analysis
 Job analysis refers to the collection and analysis of all relevant information and facets about a job
that is done in a systematic and orderly manner. It analize all imformation from staffing (recruitment
and selection) to job analysis(in-depth study of a job) and have a two parts : job description and job
specification gather all information like, relevant task, duties, and responsibilities that a job entails,
and its also include the details that where the job licated and if they have more people on that
 Recruitment - is the process of getting and attracting a pool of qualified applicants to fill a vacant job
position. Where the recruitment needs attraction for thus employee like, enciuragement, other
people who applied to that vacant job position. There are two main type of selection thus employee.
1.Hiring regular employees - it is that you can get a benefits like, bonus, philhealth, and so on, that
you can use to your daily life. Hiring regular employees is different to hiring fulltime or part time
employees which is, this hiring is when your manager want you to stop working, you need to follow
either you like it or not you should have to stop working because you have the limitation to your
jobor a job offering to you. And you dont need to angry with them because you know the limits.
An internal recruitment is when the business looks to fill the vacancy from within its existing
workface. While external recruitment when the business looks to fill the vacancy from any suitable
applicant outside the business.
Module 16: communication and Coordination
Communication - it is the ability to convey information to another effectively and efficiently,
business manager with good verbal, nonverbal and written communication skills help facilitate and
sharing of information between people within a company for its commercial benefits.
The following describes why managers need to have good communication skills to lead people in the
1.top managers must communicate to the department heads and to all organization members the
mission, vision, values and strategies of the organization.
2.Middle managers and those with supervisory roles communicate to employees on how to perform
their work properly and efficiently.
Speaker - the source of information or message
Message - the information ideas or thoughts conveyed by the speaker in words or action.
Encoding - the process of converting the message into words, action or order forms that the speaker
Channel - the medium or the means such as personal or non-personal, verbal or nonverbal in which
the incoded message is conveyed.
Decoding - the process of interpreting the incoded message of the speaker by the receive.
Receiver - the recipient of message, or someone who decoded the message.
Feedback - the reactions, responses, or information provided by the receiver
Context - the environment where communication take place.
Barrier - the factors that affect the flow of ommunication.
Verbal - if your friend tells you that the speech you just mode was really verbal, he means you used
too many words, overstated the point, went on too long, were redundant.
Nonverbal - is the nonlinguistic transmission of information through visual, auditory, tactile, and
kinesthetic channels.
Coordination - is the process by coordination to the organization by which employee must have for
this to achieve their want in their lives.