week 3 Flashcards
Two important HRM practices in pre-hiring stage:
- Human Resource Planning (HRP)
- task/job analysis.
helps managers identify the right number and type of
people they need to successfully execute their overall plan
within a predetermined period of time
HUman Resrouce Planning
is a methodical way of collecting, interpreting,
and storing information about speci
Job Analysis
. It
deals with policies and procedures used by organizations to fill
an open position due to resignation, retirement, job
abandonment, promotion, or transfer.
The Hiring Stage
Stages and practices in Hiring stage:
- Recruitment
- Selection
serves as a tool to locate and entice job seekers
who are eligible for the job. sources could be
internal or external.
Recruitment
is choosing the best and the most qualified
candidate from the pool of applicants
Selection
HRM practices that will
improve and sustain employee work performance level.
The Post-Hiring Stage
Pratices and stages for Post-hiring stage:
(1) training and development,
(2) appraising and managing performance,
(3) compensation and benefits,
(4) employee safety and health, and
(5) separation
are both learning experiences
designed to enhance workers’ capabilities.
Training and development
provides employees the opportunity to learn and
acquire additional skills and abilities intended for the
betterment of what they are currently doing
Training
prepares employees for possible upward step
to the corporate ladder via intensive management development
programs that will squeeze their potentials and skill levels, thus
improving the overall organizational performance
Development
assessing
employees’ past and present performance levels relative to
certain performance measures
Appraising and managing performance
is to determine whether employee
performance conforms or deviates from organizational standards
appraisal system
consists of the pay (wage or salary) and
benefits received by employees from their employers in
return for their services.
Compensation
Could be either monetary or non-monetary form of
compensation granted to employees over and above their pay.
Benefits
are classified as those mandated by the law (paid vacation or sick leaves)
and those coming from the generosity of the company (clothing
allowance, meal subsidy, employee discounts, etc.).
Benefits
The goal of a compensation scheme is to
motivate and retain the most
qualified and competent workers
measures is not only
the responsibility of employers or of the HR Department, but
that of the entire workforce as well
Employee Safety and Health
occurs when an employee leaves an organization
Separation
resignation or retirement
Voluntary Separation
discharge or dismissal; lay off or
retrenchment Involuntary Separation
Involuntary Separation
an employee in the Philippines is a sensitive and
serious personnel issue.
Terminating
What legal code for governing employment practices and Labor relations
Presidential Decree No. 442 on Labor day, May
1, 1974, by President Ferdinand Marcos
Current Trends in HRM:
(1) An increasing workplace cultural diversity;
(2) An emphasis on work and family issues;
(3) The tremendous growth of part-time and temporary
employees; and
(4) The dynamic upgrading of technology
- commonly found in small or medium
sized organizations. - They perform all HR activities such as HR planning,
preparation of a job analysis including job description and
specification, recruitment, and selection among others
Generalist
- An HR specialist’s job is more focused on a specific HRM task.
This is especially true in larger companies. - For example, an individual may assume the task of a training
and development specialist, or a recruitment officer, a payroll
head, or a job analyst.
Specialist
are statements or rules that determine right
or wrong conduct in the workplace. It is at the core of every
professional.
Workplace ethics
must serve with ethical integrity. They are
encouraged to stick to ethical codes of conduct to direct their
manner of handling people.
HR professionals
should be the main
players and models of ethical behavior
HR professionals and practitioners
