Académique Documents
Professionnel Documents
Culture Documents
Submitted to
Dr. Desiderio N. Noveno, Jr.
Graduate School,
University of the Immaculate Conception,
Davao City
GRACELDA T. PANGANTIHON
October, 2016
effectively. It is not just the typical records keeping, organizing socials and
firefighting to head off trouble in the organization. HRM also involves advising on
policies and procedures or doing expert and professional service in the various
general managers view that HRM involves all management decisions and actions
Employees are the human resources of the organization. They are the most
versatile resources available to the industry. Human resources is the only resource
resource which has a will of its own. It has to be treated with due regard for human
values. It is the organizations greatest resource. One quote says that: the
organizations quality of product and services are only as good as the people
who produce, market and support them. The nature of the employees in an
Blanchard and Terry Waghom, HRM involves getting the right people into the
Industrial peace and productivity is the main focus of HRM. To achieve this,
HRM must keep the balance of satisfying the organization and employees. HRM
must support the organizational goals while keeping the individual employee
bigger issues in organization which involves: (1) leadership development, (2) team
building, (3) change management, (4) culture management, (5) total quality
management. On the other hand, HRM function involves tasks in maintaining the
compensation and benefits, (2) safe and healthy environment, (3) job security, (4)
with leadership and management qualities needed to perform the role of the
have positive outlook towards people, high self-confidence level, mature and
ability and have a sense of urgency. These are some of the human skills which HR
realigns them to fit current business realities and goals and then develops plans to
Designing the organization will start by defining its vision and mission. The
company objectives. The VISION is the picture of the organization in the future,
when the goals are achieved and when the mission are accomplished. It is the
statement of the organizations reason for being. The MISSION are the steps,
actions or strategies which are meant for the realization of the organizations vision.
is the strategic arrangement of the positions in the organization showing the inter-
relationships of the component parts. The company has to change its structure
constantly as it can cover gaps in the organization and it can use the full potential
organizational culture can effectively change its culture because its employees are
committed to a work-team structure and their teams desire to shift the culture to
focus on new products or services, they might follow the team. They will have to
adjust to new ways that the company will organize itself and position itself in the
aligned member will work towards the attainment of the organizations vision.
are less committed and less aligned members. They are pulling the organization
Resources. Thus, HR manager has to cooperate closely with the top management
and it has to analyze the entire organization as it delivers right proposals for the
structure.
which will result to the attainment of the organizations vision. In the education
sector, our services cannot be on its best quality without adequate number of well
trained, qualified and experienced human resources --- the faculty and staff.
Human Resource Planning is the process that links the human resource
involves determining the number of the needed employees and their and their
select the most appropriate people to fill its job needs. It is pertinent to note that
Education programs must be a full-pledged master degree holder in the field of IT.
evaluating and deciding who should be employed or hired for the short and long-
term interests of the individual and the organization. In other words, it is the
process of getting the best of most qualified candidates from the pool of job
Human resources department can plan to anticipate what new positions and
skills the organization will need to remain competitive. The decisions of putting the
right man to the right job at the right time is a very crucial function of HR. The
recruitment and selection process must be done in proper way. The Staffing
process does not end after the best fit for the job is already selected. Orientation,
placement, training and development will follow. HR can also plan to improve the
Processes are always divided into the functional areas and the HR Managers are
are grouped into logical HR areas as they provide the value added to the internal
and external clients. The main HR Process Areas are: (1) recruitment and staffing,
(2) compensation and benefits, (3) training and development, (4) career
controlling.
systematic way of storing data and information for each individual employee to aid
planning, decision making, and submitting of returns and reports to the external
agencies.
Many companies have taken the steps to transform the ways by which HR
tasks are performed in attempts to keep up with rising employee counts and the
accurate and up-to-the minute records, allowing them to better prepare for future
mentioned advantages of an HRMIS is that you enter information only once for
many HR-related employee tasks. And, similarly, you need to update only one
system can talk to each other allowing more meaningful reporting and analysis
capabilities, including internal evaluations and audits and preparation of data for
outsiders. HRMIS improved accuracy is likely assuming data are entered and
manipulated correctly. On the other hand, security is one of the biggest worries.
confidential data and also the unintended publication of such information. This
typically required many compartments and many levels of authority for access,
all of which have to be monitored and maintained. Then there is the cost factor.
Especially for smaller companies, this can pose a problem. With any system, there
are acquisition costs and maintenance costs. With larger installations, theres
This is actually the purpose of evaluating jobs. HR managers can use job
or rating of job to determine their position in job hierarchy. The evaluation may be
rating method for essential job requirements such as skill, experience and
responsibility."
type, skills and knowledge required, value is evaluated based on each job's
After determining the content and value of each job through job evaluation
process, the wage and salary differentials can be established. The content and
Specification. Job Evaluation helps to determine wages and salary grades for all
perform. Remuneration must be based on the relative worth of each job. Ignoring
this basic principle results in inequitable compensation and attendant ill effects on
the people who hold them but a perception of inequity may de-motivate an
employee. By openly involving your team in the process, you may prevent
negative feelings toward it that could, in turn, affect morale and performance.
The completion of job evaluation does not signal the end of the wage and
salary determination process. The next step is job pricing setting an amount
values depending on the job that the employees are performing in the organization.
Job pricing takes into account the job description and the relative industry and
value. For example, a manager's salary across industry would be at a certain level
in different organizations. But it may vary in different countries or regions within the
same country.
References:
the organization, that is, for doing their job. The most common forms of
compensation are wages and salaries. It is usually provided as basic and variable
pay. Base pay is based on the role in the organization and the market for the
expertise required to conduct that role. Variable pay is based on the performance
of the person in that role, for example, for how well that person achieved his or her
goals for the year. Incentive plans, for example, bonus plans, are a form of variable
pay. Some people might consider bonuses as a benefit, rather than a form of
compensation.
may include group insurance (health, dental, vision, life etc.), disability income
alternative work arrangements. Benefits are forms of value, other than payment,
that are provided to the employee in return for their contribution to the organization,
that is, for doing their job. Worker's compensation is really a worker's right, rather
than a benefit.
benefit program that helps employee assist with personal problems and/or work-
emotionally well-being.
Most employees dont just work for the love of their job. Most people also
want a decent salary and other incentives that will reward them for their hard work.
would get that just been paid feeling at the end of the month and Christmas
employees are rewarded fairly and in the most cost-effective way for the company.
This in turn then motivates employees to sustain their performance. This will also
attract new people to the company. Salary and incentive packages are one of the
main reasons why people apply for specific jobs. Also, the more attractive
positions.
References:
together the social partners, labor and capital, in the attainment of their mutual goal
just and equitable pay and treatment and fair return of investments. Most
labor relations. The overall goal for HR is to make sure that employees are in the
right position, are in a good and safe environment, have all the rules and training
An HR officer has the pleasure of dealing with any kind of employee or labor
and management, educating the employees on the rules of the company, providing
employees clear notice of job descriptions, salary and benefits, and ensuring the
work rules, employment laws, legal issues and any work contract situation. HR
should train all employees on employment laws and have them available in all
On the other hand, the good employee relations is the key to trust, working
holds everything together. It is not a simple selling process, but more the
environment within which employees feel valued for their contribution and
intelligence.
place can make a decisive difference when employees are voting to accept a
organizations partnership with peers. Our acceptance is not based simply on how
smart we are, but how smart we are in projecting our smartness and the way in
which we are committed to their (functional peers) interests and working with them.
---Jim Goodnight
objectives and overall contribution to the organization. More than just an annual
feedback to ensure that employees are meeting their objectives and career goals.
employee effectiveness.
performance.
development focuses on both training employees for their current jobs and
seriously. Invite all your employees on a common platform and highlight the
importance of trainings and how such initiatives would help employees grow both
activities. Make them believe that the future of the organization lies in their
shoulders only. Make them feel important. Encourage them to upgrade their
existing knowledge from time to time to become indispensable resources for the
organization.
References:
improve through change in policies, power, leadership control or job redesign. The
main focus is to improve the efficiency and effectiveness within the organization.
process. Organizational climate refers to the overall mood of the company due to
employee attitudes and beliefs. The mood or personality of the company can
leadership roles, conflict resolution, etc. The second key idea of organizational
development has to do with organizational culture, which deals with the norms,
values, and behaviors of the employees. Organizations can have cultures that are
Certain types of cultures work best for certain organizations. The third section of
are the core of the development process as they help companies promote change.
something that works well and those strengths can be the starting point for creating
sounds easy but it requires an important shift from our usual, problem-centered
INTERESTS PERSONALITY