HRM

Question 1

a collection of practices and procedures used for planning and distributing company-wide compensation programs for employees. These practices include employees at all levels and are usually handled by the company’s accounting department
a process by which wage and salary levels and structures are determined in organizational settings

Answer 1

Wage and Salary Administration

Question 2

is a direct compensation received in return for direct labor of blue-collar or skilled workers. The payment for labor services rendered is usually expressed and refers to the hourly rate or daily rate

Answer 2

Wages

Question 3

paid to white-collar job; paid at specified intervals; paid to employees whose contribution cannot be measured (clerical, administrative, and professional employees)

Answer 3

Salary

Question 4

What are the examples of company’s way of compensation for their employees

Answer 4

15/30 payment
ATM, PAYCHECK which are governed by law

Question 5

What is the meaning of ACA

Answer 5

Alternative Courses of Action

Question 6

also known as “pay”
refers to all forms of financial returns and tangible benefits that employees receive in exchange for their time, talents, efforts, performance, and results
under Philippine Law, wages are renumerations or earnings for services rendered. Employers and employees may agree on the rate but should not fall below the minimum wages set by the “Regional Tripartite Wages and Productivity Board” (RTWPB) which has jurisdiction over the place of work

Answer 6

Compensation

Question 7

What are the nature of wage and salary administration

Answer 7

the basic purpose of wage and salary administration is to establish and maintain an equitable wage and salary structure

the wage and salary administration is concerned with the financial aspect of needs, motivational, and rewards

to minimize the chances of favoritism

employee should be paid according to the requirement of their job: highly skilled job are paid more compensation than low skilled job

Question 8

What are the characteristics of wage and salary administration

Answer 8

1. Payment of wages is in accordance with the tends of the contract between the employer and the worker
2. The wages are determined on the basis of the time-rate system or piece-rate system
3. Wages may be paid weekly, fortnightly, hourly or on a monthly basis
4. Wages is the reward paid to the workers for the services rendered by them
5. Wages create utility

Question 9

are the additional non-cash items or services that nonetheless have financial value and therefore are sometimes referred to as indirect pay

Answer 9

Benefits

Question 10

Examples of benefits

Answer 10

• retirement plan
• health insurance
• subsidized meals
• company housing/paying for relocation
• discounts against goods and services provided by the company may also apply

Question 11

What are the mandated benefits?

Answer 11

• SSS
• PAGIBIG FUND
• PhilHealth
• 13th month Pay

Question 12

an act granting paternity leave of 7days with full pay to all married male employees in the private and public sectors for the first 4 deliveries of the legitimate spouse with whom he is cohabiting

Answer 12

RA. 8187

Question 13

an act of increasing the maternity leave period to 105days for female workers with an option to extend for an additional 30 days without pay, and granting an additional 15 days for solo mothers

Answer 13

R.A 11210

Question 14

the employee must have been working for at least a year to be entitled to a special solo-parent leave, which allows him to 7 working days of leave in a year

Answer 14

R.A 8972

Question 15

An act amending article 287 of presidential decree no. 442, as amended, otherwise known as The Labor Code of the Philippines, by providing for retirement pay to qualified private sector employees in the absence of any retirement plan in the establishment

Answer 15

Retirement and Pension (RA 7641 & ART 287, LCP

Question 16

granted by the management on its generosity: a unilateral decision. (ex. Educational Loan)

Answer 16

Voluntary Benefits

Question 17

worked out thru collective bargaining (ex. Faculty Associations, Unions)

Answer 17

Negotiated benefits

Question 18

means evaluating an employee’s current and/or past performance relative to his or her performance standard (based on duties and responsibilities)

Answer 18

Performance Appraisal

Question 19

What is the Performance Appraisal Process

Answer 19

STEP1: Setting work standards
STEP2: Assessing employee’s performance relative to standards
STEP3: Providing feedback to the employee

Question 20

Why appraise performance?

Answer 20

Performance management means continuously ensuring that each employee’s performance makes sense in terms of the company’s overall goals

• most employers base pay, promotion and retention decisions in large part on the employee’s appraisal

• appraisals play a central role in the employer’s performance management process

• appraisals lets the manager and subordinate develop plans for correcting deficiencies, and reinforce strengths

• appraisals provide an opportunity to review the employee’s career plans in light of his strengths and weaknesses

• appraisals enable the supervisor to identify if there is training need, and the training required

Question 21

Who should do the appraisal?

Answer 21

• Peer appraisal
• Self-rating
• Appraisal by subordinates
• 360-degree feedback

Question 22

• An appraisal that it too open for interpretation
• It might well result in unfair appraisals because the traits and degrees of merit are ambiguous
• The way to fix this problem is to include descriptive phrases that define or illustrate each trait

Answer 22

Unclear Standards

Question 23

• The influence of a rate’s general impression on ratings of specific ratee qualities
• In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits
• Being aware of this problem is a step toward avoiding it. Supervisory training can also alleviate the problem

Answer 23

Halo Effect

Question 24

• A tendency to rate all employees the same way, such as rating them all average
• It distorts the evaluations, making them less useful for promotion, salary, or counseling purposes
• Ranking employees can limit this problem

Answer 24

A central tendency

Question 25

• The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low
• The employers can recommend that supervisors avoid giving all their employees high (or low) rating
• To require a distribution-that say, about 10% of the people should be rated “excellent,” 20% “good,” and so forth

Answer 25

Leniency or strictness

Question 26

letting what the employee has done recently blind you to what his or her performance has been over the year
the main solution is to accumulate critical incidents all year along

Answer 26

Recency Effects

Question 27

What is the checklist of best practices for administering fair performance appraisal?

Answer 27

• base the performance review on duties and standards from a job analysis

• try to base the performance review on observable job behaviors or objective performance data

• make it clear ahead of time what your performance expectations are
• use a standardized performance review procedure for all employees

• make sure whoever conducts the reviews has frequent opportunities to observe the employee’s job performance

• include an appeals mechanism

• document the appraisal review process and results

• discuss the appraisal results with the employee

• let the employees know ahead of time how you’re going to conduct the reviews

• let the employee provide input regarding your assessment of him or her

• indicate what the employee needs to do to improve

• train the supervisors who will be doing the appraisals. Make sure they understand the procedure to use, how problems (like leniency and strictness) arise, and how to deal with them

Question 28

the term denotes all aspects of an employer-employee relationship that involve concerted action on the part of the workers. It is usually associated with all the ramifications of unionism, collective bargaining and negotiations, and concerted activities such as strikes, pickets, mass leave, and the like

refers to everything related to how workers and their employers interact and work together. This includes things like joining unions, negotiating as a group, and taking action together, such as going on strike or organizing protests. It’s all about how workers come together to make sure their rights and interests are protected in the workplace.

Answer 28

Labor Relations

Question 29

to adjust and align the conflicting interests between labor and management to deter the incubation of industrial dispute which may inevitably lead to convulsive strife

Answer 29

Purpose of Labor Relations

Question 30

What are the parties in Labor Relations Case

Answer 30

• the employees
• the management
• the public
• the state

Question 31

What are the information written on (A. It is the policy of the state)

Answer 31

a. Emphasize the importance of free collective bargaining and negotiations, including voluntary arbitration, mediation, and reconciliation, for resolving labor disputes.

b. Promote free trade unionism as a means to strengthen democracy, promote social justice, and contribute to development.

c. Encourage the voluntary formation of a strong and unified labor movement.

d. Educate employees about their rights and responsibilities as union members and workers.

e. Establish an efficient administrative system for the prompt resolution of labor disputes.

f. Strive for a stable, yet dynamic and fair, state of industrial peace.

g. Ensure the involvement of workers in decision-making processes that impact their rights, duties, and well-being.

Question 32

What is written in Letter B?

Answer 32

To encourage a truly democratic method of regulating the relations between employers and employees by means of agreements freely entered into through collective bargaining, no court or administrative agency or official shall have the power to set or fix wages, rates of pay, hours of work or other terms and conditions of employment, except as otherwise provided under the Code.

To make sure employers and employees can agree on things like wages, work hours, and job conditions, no court or government agency can decide them, except as mentioned in the Code.

Question 33

means any union or association of employees which exists in whole or in part for the purpose of collective bargaining or of dealing with employers concerning terms and conditions of employment.

Answer 33

Labor Organization

Question 34

means any labor organization duly registered with the Department of Labor and Employment, and includes any branch or local thereof.

Answer 34

Legitimate Labor Organization

Question 35

A federation, national union or industry or trade union center, or independent union shall acquire legal personality and shall be entitled to the rights and privileges granted by law to legitimate labor organizations upon issuance of the certificate of registration based on the following requirements:

Answer 35

Registration of Labor Organization

Question 36

What are the requisites of Registration of Labor Organization

Answer 36

a. Registration fee;

b. Officer names, addresses, principal address of the labor organization, meeting minutes, and list of participating workers;

c. For independent unions, names of members representing at least 20% of employees in the targeted bargaining unit;

d. If the union has existed for a year or more, copies of annual financial reports;

e. Four copies of the union’s constitution and by-laws, along with adoption or ratification minutes and a list of participating members.

Question 37

What are the requisites of Rights of Legitimate Labor Organization

Answer 37

a To act as the representative of it members for the purpose of collective bargaining;

b. To be certified as the exclusive representative of all the employees in an appropriate bargaining unit for purposes of collective bargaining;

c. To be furnished by the employer with its annual audited financial statements

d. To own property, real or personal, for the use and benefit of the labor organization and its members;

e. To sue and be sued in its registered name; and

f. To undertake all other activities designed to benefit the organization and its members, including cooperative, housing, welfare, and other projects not contrary to law.

Question 38

any controversy arising between a worker and an employer or trade union and employers in respect of the application of the law, collective agreement, work rules, employment contract, or customary rules and also any disagreement arising during collective bargaining or in connection with a collective agreement
These are the results of unresolved workplace conflict, where the dispute or conflict has escalated to a high level, and usually where there is a threat of lost work time, disruptions, and/or work bans.

Answer 38

Labor Disputes/Conflicts

Question 39

What are the most common reasons for labor disputes

Answer 39

• non-payment of salaries;
• wording of the reason for dismissal;
• transfer to another job;
• refusal of employment;
• refund of money;
• granting vacation;
• imposition of disciplinary penalty;
• issuance and use of overalls, special footwear, and other personal protective equipment.

Question 40

can take place in grievances and discipline situations relating to a single employee

Answer 40

Negotiation

Question 41

the negotiation, administration, and interpretation of a written agreement between two parties, at least one of which represents a group that is acting collectively, that covers a specific period of time.

Answer 41

Collective Bargaining

Question 42

It is defined by the collective bargaining agreement. Generally speaking, it is any difference or dispute between an employee or the union, and the employer with respect to the interpretation, application, or of compliance with any terms and conditions of the contract.

Answer 42

Grievance Machinery

Question 43

refers to the process of facilitating a settlement of labor and employment issues

Answer 43

Counciliation-Mediation

Question 44

refers to the mode of settling labor-management disputes by which the parties select a competent, trained, and impartial person who shall decide on the merits of the case and whose decision is final, executory, and binding.

It is a way to resolve conflicts between workers and management. It involves choosing a fair and unbiased person who has the expertise to make a final decision on the issue. This decision must be followed and cannot be changed. It’s a method of resolving disputes that both sides agree to accept as the final and binding outcome.

Answer 44

Arbitration