Don Mariano Marcos Memorial State University OPEN UNIVERSITY SYSTEM La Union Philippines SUBJECT: COURSE: PROFESSSOR: STUDENT:

DATE: MODULE: Public Personnel Administration Masters in Development Administration LAPDE Dr. Remedios Corpuz Myrianne Shieltyle S. Felipe May 26, 2012 II

LESSON 1 Objectives, Policies in an Organization LEARNING ACTIVITY 1 1. DIRECT READING b. What are the different factors that affect the personnel within the organization? Explain each. ANSWER There are many different factors that affect the personnel within the organization such as the working environment, benefits given, salary, workload and many others. On the working environment, personnel have to consider the workplace if it is a healthy environment, the machineries if those were up to date technologies. On the case of employees/fringe benefits, it may also be a factor it is enough, helpful for the living of the personnel for sometimes other benefits may not really beneficial to the part of the personnel. Salary? Of course the personnel take a big part on his/her financial stability or either that would maintain or provide his/her needs and wants. Lastly the workload, it may also be a factor in cases that salary is not equivalent to the workload for it should also equalize. Module II page 1

As a conclusion, there are factors of personnel intrinsic and extrinsic thereby affecting within the organization. 2. RESEARH ASSIGNMENT Write a position paper on a government policy related to human resource. ANSWER The government has many policies pertaining to the human resource. Some of these policies may be favorable to the employers or the other way around, however, labor laws should be construed in favor of the employees or laborers. Under Book Four, Title I , Chapter I, Article 159 of the Labor Code of the Philippines, states that The physician engaged by an employer, in addition to his duties under this chapter, develop and implement a comprehensive occupational health program for the benefit of the employees of his employer. Within this article, the government gives emphasis to the healthy and safety f the employees of an employer. Aside from the benefit earned by an employee form the PHILHEALTH the government still put additional emphasis to the health of the employees. Additional benefits on this matter were not really implemented on the actual market, form employers only takes into consideration to the fringe benefits given to the employees which is the PHILHEALTH remittances. I am not saying that all employers are not giving this such kind of benefit but most of employers are not aware about this provision of the law either they just neglect because some employees were unaware too. The rationale of this is the government aside from passing provisions of the law they must also monitor and disseminate the information so that citizens of the Philippines may be aware in times that they will be employed for work.

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LESSON 3 Policies and Strategies of Government LEARNING ACTIVITY 2 1. Comment on the policies and strategies of government toward industrial peace. 2. Answer the case study on page 19 (Anabel Payawal) CASE STUDY Anabel Payawal, the production manager of Able Construction and Development, Inc., after being aware of the large percentage of labor turn-over or resignation from employment of employees working in her department decided to see the Personnel manager for some assistance. From the talks between Anabel Payawal nd the Personnel Manager, Jaime Abad, the following information were gathered: 1. An average of twenty-five (25%) percent of workers in the Production Department resigned monthly to work with other companies within Metro Manila or abroad. 2. Employees complained of too much overtime work. Presently, employees in the Production Department work 12 hours daily; Mondays through Fridays. There is no work on Saturdays and Sundays. 3. Production work is usually done in projects requiring workers to stay in the work site until the projects are completed. 4. The pay scale for the employees is ten (10%) percent higher than the industry pay scale for the different jobs. Questions: 1. As Personnel Manager analyze what is wrong or lacking in the Production Department and/or its manager, Anabel Payawal. 2. What improvements would you offer Anabel Payawal? Justify your proposed improvements or solutions.

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3. What suggestions would you propose to management to solve the problems encountered t the Production Department? Answer (query 1) The last five years have seen the Philippine government intensifying the pace of its policy and action reforms in order to accelerate the growth and development of the economy, the alleviation of poverty and the inauguration of greater equity in Philippine society. Key to these reforms has been the emphasis on employment creation and the promotion of harmony in industrial relationsthe means for giving poor people access to the fruits of production and allowing growth to proceed at a more rapid pace. It is the governments hope that, through the success of these programs, the attainment of the nations overriding goals of eradicating poverty, speeding up growth and improving equity can be hastened. Although the pace of employment generation has broadly been satisfactory, the shortfalls in the achievement of the productivity and competitiveness objectives of policy call attention to some aspects of the governments policies and strategies on human resource development. Particularly relevant at this point are those components of policies and strategies that call for, among others, the design of education and manpower training programs for providing employable skills to and upgrading the marketable skills of the labor force, the strengthening of the linkages between education/training institutions and industry to ensure the minimization of mismatches, the provision of incentives to the private sector to enable it to assume a greater role in skills development, and the enhancement of the capabilities of Local Government Units to initiate and deliver appropriate training services to the various sectors that need them. The thoroughness and speed at which these programs are being implemented clearly have a bearing on the pace of productivity growth, enhancement of competitiveness, and employment generation in general. The establishment in 1993 of a two-track human resource development program consisting of a formal sector headed by the Department of Education, Culture and Sports (DECS) and an informal sector headed by the Technical Education and Skills Development Authority (TESDA) was intended to enable the country to respond to the rapidly changing needs of the Module II page 4

economy for various types of manpower. The formal system was to focus on ideas and theories, generating scientists, managers, and other high-level professionals while the informal system was to focus on the application of these ideas and theories at the level of the workplace, emphasizing the training of highly skilled and skilled workers. The two systems are in active pursuit of their mandates at the present time. The reinforcement of linkages between education/training institutions and industry has been under discussion among responsible authorities in the last twothree years in several of the countrys regions. In a few cases plans for cooperation have actually been prepared. TESDA is currently developing programs of collaboration with the private sector in the production of appropriately trained manpower for some segments of industry. In some cases it has transferred entire training programs to the private sector. Under the program of decentralization and devolution envisioned under the Local Government Act, LGUs enjoy considerable autonomy from the national government. At present they are administering various programs devolved to them by national departments or agencies. To the extent permitted by their resources as well as by their management capability, they are implementing social programs, including some on training for skills, for various members of their constituency. It seems clear that whatever these programs have accomplished, they can accomplish more. Where the challenge is strongest is in the areas of enhancing productivity and competitiveness precisely the areas where achievement is falling below target. The efforts to strengthen linkages of education/training institutions and industry, the policy of inducing the private sector to shoulder a larger share of the burden of training, and the thrust of extending to LGUS assistance for the maximization of their contribution to employment planning and employment generation need to be carried out with greater vigor. . A more active stance in the pursuit of these schemes will give a push to the full realization of the employment component of the national development plan.

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Answer (Case study) (query 1) As a Personnel Manager, the lacking in the production Department and/or its manager, Anabel Payawal are first is the lacking of proper communication among the department head and the staff so as to understand the side of the company in implementing those policies. Second is the attainment of personal needs and enjoyment of the comforts of life among employees. Third is the improper dissemination of workload among employees and toxic working hours. (query 2) The improvements that I may offer to Anabel Payawal are the proper disseminations of workload among employees. Proper dissemination may be done through a shifting schedule or adjust the working days into Monday to Sunday bt have still a one day off per week. She may also ask the company management to increase the overtime salary pay to employees so as to meet the comforts of and basic needs of the employees. These improvements may help her to relate with her subordinates in order to understand the fast turnover of labor. (query 3) In order to solve the problems encountered by the Production Department of Able Construction and Development, Inc., I propose to create some policies that are within the bounds of the personal and company goals. Some of these proposal is the increase of overtime ay among employees under the production department however this may also depend upon the financial stability of the firm in order the encourage them to remain employed in the company. Another is the adjustments of working days among the employees in order not to make them toxic on the number of working hours. Next is the creation of grievance machinery for the employees to have a voice on some board meetings. The creation of grievance team will allow them to have a labor union or a cooperative to help them to enjoy the comforts of life.

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Any proposal could do provided that it will meet both the company and personal goals of both sides without sacrificing the financial stability of the firm. Further Readings/References: a. Enumerate and explain five (5) Theory X assumptions and five (5) Theory Y assumptions ANSWER Theory X and Theory Y represent two sets of assumptions about human nature and human behavior that are relevant to the practice of management. Theory X represents a negative view of human nature that assumes individuals generally dislike work, are irresponsible, and require close supervision to do their jobs. Theory Y denotes a positive view of human nature and assumes individuals are generally industrious, creative, and able to assume responsibility and exercise self-control in their jobs. One would expect, then, that managers holding assumptions about human nature that are consistent with Theory X might exhibit a managerial style that is quite different than managers who hold assumptions consistent with Theory Y. According to McGregor the conventional approach to managing was based on three major propositions, which he called Theory X: 1. Management is responsible for organizing the elements of productive enterprise-money, materials, equipment, and people-in the interests of economic ends. 2. With respect to people, this is a process of directing their efforts, motivating them, controlling their actions, and modifying their behavior to fit the needs of the organization. 3. Without this active intervention by management, people would be passive-even resistant-to organizational needs. They must therefore be persuaded, rewarded, punished, and controlled. Their activities must be directed. Management's task was thus simply getting things done through other people. The first of these assumptions is that individuals do not like to work and will avoid it if possible. A further Module II page 7

assumption is that human beings do not want responsibility and desire explicit direction. Additionally, individuals are assumed to put their individual concerns above that of the organization for which they work and to resist change, valuing security more than other considerations at work. Finally, human beings are assumed to be easily manipulated and controlled. Both the classical and human relations approach to management which depend this same set of assumptions. McGregor put forth assumptions, which could lead to more effective management of people in the organization, under the rubric of Theory Y. The major propositions of Theory Y include the following: 1. Management is responsible for organizing the elements of productive enterprise-money, materials, equipment, and people in the interests of economic ends. 2. People are not by nature passive or resistant to organizational needs. They have become so as a result of experience in organizations. 3. The motivation, potential for development, capacity for assuming responsibility, and readiness to direct behavior toward organizational goals are all present in peoplemanagement does not put them there. It is a responsibility of management to make it possible for people to recognize and develop these human characteristics for themselves. 4. The essential task of management is to arrange organizational conditions and methods of operation so that people can achieve their own goals by directing their efforts toward organizational objectives. Theory Y has at its core the assumption that the physical and mental effort involved in work is natural and that individuals actively seek to engage in work. It also assumes that close supervision and the threat of punishment are not the only means or even the best means for inducing employees to exert productive effort. Instead, if given the opportunity, employees will display self-motivation to put forth the effort necessary to achieve the organization's goals. Thus, avoiding responsibility is not an inherent quality of human nature; individuals will actually seek it out under the proper conditions. Theory Y also assumes that the ability to be innovative and creative exists among a large, rather Module II page 8

than a small segment of the population. Finally, it assumes that rather than valuing security above all other rewards associated with work, individuals desire rewards that satisfy their self-esteem and self-actualization needs. LEARNING ACTIVITY 3 As: a. b. c. d. Stockholder A customer A labor union official A competitor

Give your stand on the policy of some organizations of giving their employees wages or salaries that enable them to meet their basic needs and wants plus enjoy the comforts and security of modern living. ANSWER a. As a stockholder of a company, it would be favorable and unfavorable for me the policies of giving the employees salaries that would meet the basic need needs and comforts of life. Favorable because I may lessen the labor turnover among employees in corporation where I am into. On the view of not favorability, it lessens my stock earnings since the salaries increases the expense of the corporation which has a great effect on the income statement and later on affect the whole financial position of company. Therefore, it may be favorable or unfavorable depending on the financial stability of the corporation. b. As a customer, it is a great positive for me because I personally want employees that are already known to me form the start wherein I used to buy goods and services unto them. Known employees to me is favorable since it would be easier for me to addressed the proper needs and meet them t the same time by the employees.

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c. As a labor union official, it would be favorable on my part if the company I am into gives credit to our sacrifices as employees. Giving credit in such a way that allowing us to a have salary o wage that will suffice our needs and enjoy the benefit of modern living. The company also may not only give us the proper wage but they may also help us push through our dreams by giving us incentives and the like. d. As a competitor, I would say it would create a negative impact on us because if a competitor company will give such kind of policy it would not help us t get manpower that are skilled and properly trained by other companies.

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