Boom Boom Midterm
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izrah romatanBoom Boom Midterm
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izrah romatanRepublic of the Philippines
GRADUATE SCHOOL
URDANETA CITY UNIVERSITY
Urdaneta City
HUMAN CAPITAL MANAGEMENT
PAM 105
MIDTERM EXAMINATION
1. Differentiate the terms: Personnel Management, human Resource
Management and Human Capital Management.
Personnel Management is an administrative function of an organization
that exists to provide the personnel needed for organizational activities and
to manage the general employee-employer relationship.
Personnel Management has something to do with obtaining, using and
maintaining a satisfied workforce. It is an imperative part of management
which is concerned with employees at work and with employees relationship
to the organization.
Human Resource Management is likewise an administrative function
which involves the management of people in an organization, which may
include the functions relative to Personnel Management and Human Capital
Management. It exists to ensure that the organization has the human capital
it needs to accomplish or to conduct business operations.
Human Resource Management includes the staffing or hiring of employees,
setting compensation and benefits, and assessing management performance.
Human Capital Management refers to the function of managing
organizations employees for them to contribute significantly in the overall
productivity of an organization. It includes the process of acquiring, training,
managing, retaining employees for them to contribute effectively and
efficiently in the processes of the organization.
Human Capital Management has something to do with upgrading the existing
skills and bringing the best out of an employee.
2. Name at least two (2) major roles of the Personnel/Human
Resource/Human Capital Manager and explain the main feature of
each role.
Two major roles of a Personnel Manager, among others are:
a) Personnel Manager plans and analyzes the jobs within
organization and determines the organizations current
future labor needs. The Personnel Manager recruits
employees with knowledge, skills and abilities that
organization needs.
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b) Personnel Manager acts as mediator between the employee and
the organization. He is often the intermediary between
employees and the organization. He manages aspects of
employee-employer relationship, like handling employee
grievances.
Two major roles of a Human Resource Manager, among others are:
a)
The Human Resource Manager has the function of ensuring that
the organization is properly staffed. He sets standards in hiring
employees and screening the applicants for job positions in an
organization.
b) The Human Resource Manager develops the compensation, benefits
and rewards plan of an employee in the organization. He develops
the compensation system, including pay and fringe benefits of
employees.
Two major roles of a Human Capital Manager, among others are:
a) The Human Capital Manager develops training and education
programs to keep employees up-to-date on the skills and
knowledge they need.
b) The Human Capital Manager has the duty to maintain a safe and
healthy work environment for the employees and develops policies
to make sure that the organization complies with all occupational
health and safety regulations.
3. Why are people considered the most important resource in an
organization?
People are the most important resource in an organization because the
success or failure of an organization depends highly upon them. The
organizations success is brought by people working together. Without the
smart and hardworking individuals or people, the organization cannot
progress and prosper.
To achieve the goals or perform activities effectively and efficiently, an
organization needs the right people with the requisite skills, qualifications and
experience.
4. What is the difference between a career and a non-career position in
government service?
In the government service, civil service positions are currently classified into either
1) Career and 2) Non-career positions.
Career Positions are characterized by: (1) entrance based on merit and
fitness to be determined as far as practicable by competitive examinations,
or based on highly technical qualifications; (2) opportunity for advancement
to higher career positions; and (3) security of tenure.
Positions that do not fall under the career service are considered Non-career
Positions, which are characterized by: (1) entrance on bases other than
those of the usual tests of merit and fitness utilized for the career service;
and (2) tenure which is limited to a period specified by law, or which is coterminus with that of the appointing authority or subject to his pleasure, or
which is limited to the duration of a particular project for which purpose
employment was made.
Unlike career positions, non-career positions do not have security of tenure.
5. What do you understand by the phrase, Equal pay for equal work"?
Equal pay for equal work means that persons who work with substantially
equal qualifications, skill, effort and responsibility, under similar conditions,
should be paid similar salaries or compensation.
This phrase is an honored principle of law, which has become a public policy
that proscribes inequality and discrimination in a workplace. There must be
fair wages and equal remuneration among the workers, for work of equal
value.
