I.

4 Major Tasks/Roles of Human resource management in the organization, discuss:

o Integrative – tries to fit the employees’ actions to the organization objective of the different
departments and divisions
o Advisory – it keeps all levels of management informed and appraised about personnel policies and how
such policies would be implemented for the good of both the personnel and the organization
o Developmental – at times human resource development (HRD) is used to refer the training aspect of
HRM
o Coordinative – brings together the viewpoints of the employees and the supervisors in the effort to get
the most effective workers through the various selection process in the organization.
II. Discuss 2 major functions of Human Resource Management and give 4 examples for each function
o Management Functions – the basic functions in general management of the organization which are the
following:
Planning
- refers to the job of determining a proposed mode of action based on a full
understanding of the factors involved, and directed at specific objectives. It involves
looking ahead to anticipate possible stumbling blocks, and eliminating them before they
occur.
- The objective is to create a favorable climate in the organization. Planning enters in the
formulation of personnel policies, programs, and activities directed to achieve the goals
of the organization. The human resources (HR) manager is appointed by top
management to assist and aid line management in the implementation and
coordination of their policies and programs.
- Planning involves the ability to analyze projected programs and policies in the light of
conditions related to objectives.
Organizing
- Refers to the arrangement and relationship of jobs and positions, which are necessary
to carry out the personnel program as determined by top management. It establishes
line of responsibility, authority and communication. The division of work allocated to
proper working groups, each of which knows its assignments and its relationship with
other groups. The purpose of organizing is to ensure the smooth operation of the
various activities required to achieve the objectives i.e., to get the work done at
specified time, to utilize the best means to conserve effort, to create understanding and
motivate employees in the tasks at hand.

Directing
- Concerned with the guidance of all efforts toward a stated objective. It provides a
means of putting plans into action through effective supervision, work rules, and
procedures. The technique of good communication is utilized in carrying out the task of
directing.
- If workers know their duties and responsibilities, they can work with greater efficiency
and accomplish more, in getting things done, the effective manager uses the principles
of leadership, motivation and human relations that make the worker perform his work
with enthusiasm.
Coordinating
- a method of getting people in an organization to work together harmoniously to
achieve a common goal with minimum expenditure of effort and materials. This
provides the orderly synchronization of efforts through correct timing and sequence of
execution, resulting in harmonious and unified action in pursuit of common objectives.
 - Coordination is a fundamental function of management, providing an orderly
arrangement and execution of activities involving personnel policies and programs in
the various departments and levels of organization to achieve their objectives.
- The proper implementation of personnel policies and programs must be well
coordinated
Controlling
- Keeping all efforts within the channels prescribed by management as shown in the
personnel plan for the entire organization. The purpose is to ensure that the
organization is accomplishing its objectives. When the program is being implemented,
changes and deviations may have to be made. The control system will show whether or
not the personnel program is being carried out satisfactorily as planned.
o Operative Functions – which cover the daily activities of the business such as human resource or
manpower planning, procurement/hiring of employees, placement and utilization of employees,
motivating, giving of compensation and benefits, giving rewards and recognition, and evaluating the
performance of employees.
- The operative functions of HRM cover the detail of the responsibilities and tasks
necessary to carry out policies and programs related to personnel. To wit:
a. Manpower planning
b. Recruitment, induction, and personnel movements, i.e., promotion, transfer,
demotion, separation
c. Appraisal
d. Training and development
e. Rewards and recognition
f. Employee relations
g. Personnel information statistics
III. Discuss Human Resource Planning, give 3 objectives
Human Resource Planning is the continuous process of systematic planning ahead to achieve
optimum use of an organization’s most valuable assets, the employees
It ensures the best fit between employees and jobs while avoiding manpower shortages or
surpluses
It is an important investment for any business as it allows companies remain both productive
and profitable
o 3 objectives of HRP
Ensures adequate supply of manpower as and when required
Ensure proper use of existing human resources in the organization
Forecast future requirements of human resources with different levels of skills
Assess surplus or shortage, if any, of human resources available over a specified period of time
Anticipate the impact of technology on jobs and requirements for human resources
Control the human resources already deployed in the organization
IV. Job Analysis, 3 important uses and rationale of Job Analysis
Job Analysis is a detailed examination of:
o Tasks that make up a job (employee role),
o Conditions under which an employee performing his/her job, and
o What exactly a job requires in terms of aptitudes (potential for achievement), attitudes
(behavior characteristics), knowledge, skills, educational qualifications and the physical working
conditions of the employee

3 important uses and rationale of Job Analysis

o Recruitment and Selection (Creating a Right Fit b/w job and Candidate)
  Helps in determining what kind of person is required to perform a particular job
 It points out the educational qualifications, level of experience and technical, physical,
emotional and personal skills required to carry out a job in desired fashion
 The objective is to fit a right person at a right place
o Performance Analysis (Evaluation and Appraisal)
 To check if goals and objectives of a particular job are met or not
 It helps in deciding the performance standards, evaluation criteria and individual’s
output
 On this basis, the overall performance of an employee is measured and he or she is
appraised accordingly
o Training and Development Need Analysis
 Be used to assess the training and development needs of employees
 The difference between the expected and actual output determines the level of training
that need to be imparted to employees
V. Discuss training and Development, whose responsibility, is training an investment or an expense
o Training – the formal and systematic modification of behavior through learning which occurs as a result
of education, instruction, development and planned experience
o Development – any learning activity, which is directed towards future needs, rather than present needs,
and which is concern more with career growth than immediate performance
Whose responsibility?
- Employee training is the responsibility of the organization. Employee development is a
shared responsibility of management and the individual employee. The responsibility of
management is to provide the right resources and an environment that supports the
growth and development needs of the individual employee.
Training an investment or an expense?
- Expense is simply the cost required for something-it’s the money spent. An investment,
however, it is the action or process of investing money with the expectation of profit or
a worthwhile result
- When you treat training as an expense, the business will treat you only as a cost center
and minimize your budget and efforts. But if you can’t get the support to invest in your
employees, your risk losing them to a company who will.
- Training is an investment for two main reasons:
a. It brings out of your people’s talents and, ultimately, helps you retain your staff.
b. It’s a chain reaction
- Importance of training and development
a. Improved employee performance
b. Improved employee satisfaction
c. Addressing weaknesses
d. Consistency
e. Increase productivity and adherence to quality standards
f. Increased innovation in new strategies and products
g. Reduce employee turnover
h. Enhances reputation and profile

VI. Cite at least 4 situations when you as a supervisor or manager would send your subordinates to training
o New Skill or New Knowledge
New technology, tools and equipment
New procedures or modification of the current ones
New employees
 o Evaluation Deficiencies
When there is a lack of basic skills
When there is lack of application of their knowledge
o Address skill gaps within the existing workforce
It is not rare to have within your organization talented employees who can be trained to take on
additional responsibilities to learn the ropes of a higher position
o Provide Specialized Customer Support
You will want your customer-facing executives or sales personnel to learn the skills or stock up
on the knowledge to serve customers better.
o Raise the bar on performance
You have to provide training to your employees to bridge the skill and/or knowledge gap
o Meet new compliance regulations
New legislations or policies and improved safety guidelines that have been put into place
necessitate training your employees
VII. Job Description vs. Job Specification, discuss the difference
BASIS FOR COMPARISON JOB DESCRIPTION JOB SPECIFICATION
Meaning A concise written statement, The statement which explains
explaining about what are the the minimum eligibility
major requirements of a requirements, for performing a
particular job. particular job.
Lists out Job title, duties, tasks and Employee qualification, skills
responsibilities involved in a job and abilities
What is it? It expresses a prospective It expresses what an applicant
employee must do when he will must possess for getting
get the placement selected
Prepared from Job Analysis Job Description
Describes Jobs Job Holders
Comprises of Designation, place of work, Educational qualifications,
scope, salary range, working experience, skills, knowledge,
hours, responsibilities, reporting age, abilities, work orientation
authority etc. facts, etc.

VIII. Recruitment of Employees vs. Selection of Employees, discuss the difference

BASIS RECRUITMENT SELECTION
MEANING It is an activity of establishing It is a process of picking up
contact between employers and more competent and suitable
applicants employees.
OBJECTIVE It encourages large number of It attempts at rejecting
candidates for a job. unsuitable candidates.
HURDLES The candidates have not to Many hurdles have to be
cross over many hurdles. crossed.
APPROACH It is appositive approach It is a negative approach
SEQUENCE It proceeds selection It follows recruitment
ECONOMY It is an economical method. It is an expensive method
TIME CONSUMING Less time is required. More time is required.

IX. Discuss what is qualification standards in the government setting, and its importance in recruitment, selection
and hiring of employees
Qualification Standards under the CSC
 Government is now using the program CBRQS or Competency-Based Recruitment Standards which
recognizes that hiring and retaining the best employees will lay the foundation for developing high
performing, competent, and credible civil servants.

o Eligibility – pursuant to RA No. 1080

 Automatically granted to passers of bar examination conducted by the Supreme Court
and of licensure examinations administered by the PRC
o Education
o Experience
 Relevant experience, as a requirement in the QS Manual, refers to experience within the
same level of positions which will enable the candidate to successfully perform the
duties and responsibilities of the position to be filled up
o Training
o Competencies
 Set of observable, measurable, and vital skills, knowledge, and attitude that translations
of capabilities deemed essential for organizational success.

Its importance to recruitment, selection and hiring of employees

o It serves as objective guide in the assessment of candidates; hence it improves accuracy in

assessing candidate’s fitness to a particular job
o Minimizes hiring errors as it helps prevent interviewers and selectors from assessing
interviewees on the basis of characteristics that are not relevant to the job or from making
hasty decisions.
o It leads to a standardized or structured selection process since the same metrics are used to
assess all applicants to the same position.
o It provides clarity for the recruiters and candidates as well about the requirements for the
vacant position to be filled
X. Discuss the following:
o Promotion
Transfer of an employee to a new position which commands higher pay, privileges or status
compared with the old one. It is a vertical move in rank and responsibility
Objectives
- Provide an incentive for initiatives, and ambition
- Make the best use of skills and ability
- Reduce discontent and unrest
o Demotion
Reassignment of an employee to a lower job involving fewer skills and responsibilities, which
may not involve a reduction in pay but a reduction in status or privileges.
The alternative to demotion should be re-training or re-orientation on the job and attitude
towards work, or as a last resort, termination of employment if no improvement is achieved.
o Reassignment
Transfer of an employee to a job with similar pay, status, duties, responsibilities. This involves a
horizontal movement from one job to another.
Transfer may occur within same department or unit in a firm where the employee works, or to
another work shift, or from one department or unit to another in the company.
The right to transfer employees is part of management’s inherent powers or prerogatives.
o Job Rotations
Management approach where employees are shifted between two or more assignments or jobs
at regular intervals of time in order to expose them to all verticals of an organization
 A pre-planned approach with an objective to test the employee skills and competencies in order
to place him or her at the right place
Reduces the monotony of the job and gives them a wider experience and helps them gain more
insights
o Probationary Status
Probationary employment shall not exceed six months from the date the employee started
working
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
An employee who is allowed to work after a probationary period shall be considered a regular
employee