HOLY ANGEL UNIVERSITY
School of Business and Accountancy
Submitted by:
MA-438
Leader:
Velasco, Kate
Members:
Alavaro, Andrhea
Capil, Kristine
Quizon, Hazel
Toquero, Fatima
Submitted to:
Dr. Nancy Megallon
October 21, 2022
HUMAN RESOURCE STRUCTURE
According to the HRM Handbook, the fundamental requirements for the HR
Organizational Structure are defined by HR Management and the HR Model. Each
company has a unique organizational structure that it employs to set the correct number
of administrative layers and the method for engagement between the HR Front Office,
HR Back Office, and HR Centers of Excellence. In terms of how most firms arrange their
HR Functions, there are a lot of similarities.
RECRUITMENT AND SELECTION
The process of hiring someone for a job involves determining the need for the
position, establishing the positions and the job-requirements, holder's advertising the
position, and selecting the best candidate. This procedure' implementation is one of
management's primary goals. In fact, a big part of any company's performance is
determined by the caliber of its employees. A firm can benefit from hiring staff with the
right talents, and it can also cut costs by hiring staff at a wage or pay the company can
afford. As with any other resource, employees should be carefully chosen, managed, and
retained. (Recruitment & Selection - Overview, n.d.)
The following factors were considered in descending order of importance: the
faculty applicants' unique talents, skills, and qualifications; their socioeconomic situation;
the application of Filipino values like "utang na loob"; and recommendations from school
staff, elected officials, civic organizations, and business groups. Additionally, it was
discovered that the other elements only little influenced the decision-making process for
hiring and choosing teachers. It was advised that the norms and processes for hiring and
selecting academics be properly followed and that open positions be advertised or
published to give other candidates a fair shot (Valuenzela, 2019)
According to Miano, L. (2020), Staffing shortages caused by poor recruitment
practices will inevitably harm employee satisfaction and the ability to deliver high-quality
instruction. If the organization uses some recruitment ideas and best practices, serious
consequences for hiring people who are unqualified for the position can be avoided.
TRAINING AND DEVELOPMENT OF EMPLOYEES
Employee training and development refers to an organization's ongoing attempts
to improve its employees' performance. Employers use a variety of educational
techniques and initiatives in an effort to train and develop their workforce (CFI Team,
2022). As a result, in recent years, training and development have become a critical
components of the strategy. More business owners are now aware that investing in
employee training and development not only helps to motivate employees but also helps
the company establish a highly trained staff.
According to (Chand, 2022), training is a fundamental concept in the development
of human resources. It focuses on training and practice to develop a specific skill to the
desired level. Training is a very helpful tool that can put a worker in a position to
accomplish their job accurately, effectively, and conscientiously. In order to perform
certain work and accomplish both short- and long-term goals and objectives, an
employee's knowledge and skill level must be increased through training. In addition to
enhancing knowledge, abilities, and attitudes, training and development also has a
number of other advantages.
The following advantages of employee development are enumerated by
(Carlevatti, 2020): (1) Improve employee retention. (2) Attract Top Talent. (3) Create a
Pipeline of Up-and-Coming Leaders. (4) Improve Workplace Engagement and
Productivity. (5) Remain Competitive in Your Industry (6) Employee empowerment
(GetSmarter 2021). Training and development programs that enhance individuals'
knowledge and skill capabilities make people work more efficiently. Training and
development initiatives that boost employees' abilities and knowledge make them more
productive. Because training produces measurable results, organizations are aware of its
many advantages. Employees are more content with their jobs because of increased
performance and better work dynamics. (Harappa, 2021).
With the emergence of the global pandemic, it is vital that hospitals have the
necessary health and safety measures in place to treat and handle COVID-19 patients.
This occurrence enabled the hospital to send their employees to training and
developmental programs that talk about the guidelines of such protocols.
COMPENSATION AND BENEFITS
HR departments have good incentive to reevaluate their reward offers at this time,
given the COVID-19 pandemic and its impact on where and how employees are working.
It's obvious that businesses need to make changes given these transformations and an
increasingly diverse workforce that is looking for novel methods to rewards (Curcio,
2022). The dynamic and growing heterogeneity of employee choices and perceived
values must be reflected in today's comprehensive compensation programs. Although
competitive pay is crucial, it is only one aspect of the puzzle. It is crucial that businesses
put the needs of the whole person before those of the job and provide the perks that
workers appreciate.
Human resource management includes two essential components: compensation
and benefits. They're both parts of the payment package that employees receive in
exchange for their contributions to the company. They are the primary motivators for
completing the task. (Mlala,2021). Salary is decided by various elements, including title,
skill set, level, location, and more. Individual remuneration plans based on the applicant
are also frequently used by companies. Paying various people, the exact amount doesn't
always make sense because candidates vary so much.
The COVID-19 pandemic has dramatically altered the world of work and has had
a detrimental impact upon the lives of millions of workers worldwide. According to Foley
(2021), Numerous sectors have ground to a halt and many workers have been let go,
while others have been compelled to keep working, often with insufficient safety
mechanisms in place. Migrant workers, particularly those on strictly temporary contracts
and the undocumented, are disproportionately affected by the virus and the ensuing
economic fallout.
PERFORMANCE APPRAISAL AND CAREER MANAGEMENT
Organizations are aware of how crucial employee performance is to their overall
success. They conduct performance appraisals and pinpoint areas that need
improvement to match an employee's performance with company goals. Unmeshi Vasava
and Vaishali Pillai (2021) define a performance appraisal as a periodic evaluation of a
worker's job performance and overall contribution to the company. This is often done once
a year and is used by businesses to provide employees with general feedback on their
job.
Dr. Cross Ogohi Daniel (2019) claims that firms use a variety of performance
appraisals depending on the requirements and nature of the job, work, and company. The
Management-by-Objectives approach, peer review, visual rating scales, critical incident
assessment, and ranking methods are a few of the frequently used appraisal techniques.
These approaches aren't prioritized in any particular order, but it's crucial that the
performance appraisal approach chosen by each firm is suitable and aligned with its
unique performance appraisal objectives.
One of the most challenging responsibilities in talent management is conducting
regular, honest, fair, and objective performance appraisals. According to Dauda and Luki
(2020), it is widely acknowledged that performance appraisal determines employees' pay,
salary increases, and promotions—particularly in companies where pay-for-performance
is the norm and productivity has an impact on promotions. The career development of
employees can benefit from well-managed performance reviews since they help them
understand where they stand, what they need to improve, and what is working for them.
MANAGING LABOR RELATIONS
According to Bercu and Vodă (2018), the phrase "labor relations" refers to the
procedure utilized by management, unions, and employees to reach decisions inside
organizations. The judgments made concern compensation, working conditions, working
hours, workplace security, and grievances. Today's workers expect more than just a
paycheck; they want benefits that will improve their quality of life, make them more
important at work, and make them valuable to the company. The interpretation of a
contract between an employee and an employer is only one aspect of labor relations.
Employees are a company's most valuable resource. In order to improve the
achievement of organizational goals, they should be appropriately engaged. To achieve
successful performance, it is possible to maximize the potential of the workforce. The
most challenging relationship that an HR manager must manage is the one between the
labor and management. By minimizing the inconveniences resulting from labor or union
related issues and conflicts, well-managed labor relations give the company a competitive
advantage. (Juneja, n.d.).
When the objective is to create effective relationships between labor union
representatives and management, fundamental ideas like statutory provisions may not
appear important to many. According to Mayhew (2017), personalities and emotions can
affect how well people get along with one another, some labor unions and employers
think that labor regulations are just formalities that don't really affect relationships.
SAFETY, HEALTH, AND SECURITY
Businesses should be more concerned about staffing issues with security and
safety. Regulations relating to risks are developing quickly. Due to financial restrictions,
many organizations are being forced to downsize, which leaves too few employees to
handle an excessive amount of health and safety-related activities. We must identify ways
to automate tasks related to health and safety. To ensure everyone's health, safety, and
security at work, we must adopt a comprehensive strategy (Palter, 2022)
Effective health and safety programs help lessen workplace accidents, which can
cost you and your employees money, time, and administrative resources. Workplace
security can safeguard your company from theft and your employees' well-being against
violent intruders. Effective health and safety programs and security systems that are in
place satisfy legal requirements, have the support of both management and employees,
and don't interfere with the business's ability to operate efficiently (Shpak, 2019)
By establishing a secure workplace, organizations can improve productivity in a
number of ways. According to research, workers who feel safe at work are more likely to
perform better than those who feel unsafe. By removing potential dangers from the
workplace, safety is increased. In addition, businesses must provide an atmosphere that
is psychologically secure for workers. On the other side, a well-managed and effective
workflow can increase productivity levels by removing duplication of effort when
completing activities (ACT, 2022)
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