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

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.

(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)

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)

ACT. (2022, January 12). The Connection Between Workplace Productivity & Safety |

Advanced CT. Advanced Consulting and Training. Retrieved October 21, 2022,

from https://advancedct.com/the-connection-between-workplace-productivity-

safety/

Palter, J. (2022, August 3). Why is Health, Safety, and Security Important in the

Workplace? Retrieved October 21, 2022, from

https://www.realtimenetworks.com/blog/why-is-security-health-and-safety-

important-in-the-workplace?hs_amp=true

Shpak, S. (2019, February 12). Workplace Health Safety & Security Procedures. Small

Business - Chron.com. Retrieved October 21, 2022, from

https://smallbusiness.chron.com/workplace-health-safety-security-procedures-

2608.html

Miano, Leomar. (2020). Recruitment And Selection Process Vis-á-Vis Practices of A State

University in Quezon Province: Implications for Effective Hiring Process.

Recruitment & Selection - Overview. (n.d.). Business | Tutor2u. Retrieved October 21,

2022, from https://www.tutor2u.net/business/reference/recruitment-selection-

overview

Valenzuela, Alberto, Recruitment and Selection Process of Faculty in Higher Education

Institutions in the Philippines (August 30, 2019). Available at SSRN:

https://ssrn.com/abstract=3445566 or http://dx.doi.org/10.2139/ssrn.3445566
CFI Team. (2022, May 03). Employee Training and Development. Retrieved October 20,

2022 from https://corporatefinanceinstitute.com/resources/careers/soft-

skills/employee-training-and-development/

Chand, S. (2022). Training: Meaning, Definition and Types of Training. Retrieved October

20, 2022 from https://www.yourarticlelibrary.com/human-resource-

development/training-meaning-definition-and-types-of-training/32374

Carlevatti, J. (2020, Sept 22). Benefits of Offering Employee Training and Development.

Retrieved October 21, 2022, from

https://corporatetraining.usf.edu/blog/benefits-of-offering-employee-training-

and-development

GetSmarter. (2021, May 20). Employee Training and Development: The Benefits of

Upskilling or Reskilling Your Team. Retrieved October 21, 2022 from

https://www.getsmarter.com/blog/employee-development/employee-training-

and-development-the-benefits-and-why-its-important/

Harappa. (2021, Feb 3). Benefits Of Training. Retrieved October 21, 2022, from

https://harappa.education/harappa-diaries/benefits-of-training-and-

development/

Curcio, A. (2021, July 27). Rethinking the total rewards and strategy. Retrieved October

20, 2022, from: https://www.strategy-business.com/article/Rethinking-total-

reward-strategies

Mlala, N. (2021, June 21). Compensation and Benefits. Retrieved October 20, 2022, from:

https://www.thehumancapitalhub.com/articles/compensation-and-benefits
Foley, L., & Piper, N., (2021). Returning home empty-handed: Examining how COVID-19

exacerbates the non-payment of temporary migrant workers’ wages. Retrieved

October 20, 2022, from:

https://journals.sagepub.com/doi/full/10.1177/14680181211012958

HRM Handbook. (n/d). Common Human Resources Organization Structure. Retrieved

October 21, 2022, from https://hrmhandbook.com/hro/org-structure/

Vasava, U., & Pillai, V. (2021, May 5). “A STUDY ON PERFORMANCE APPRAISAL OF

EMPLOYEES.” International Journal of Creative Research Thoughts (IJCRT).

Retrieved October 21, 2022, from

https://ijcrt.org/download.php?file=IJCRT2105645.pdf

Daniel, C. O. (2019, January). Analysing the Concept of Performance Appraisal System

on Employees Development. ResearchGate. Retrieved October 21, 2022, from

https://www.researchgate.net/publication/342068938_Analysing_the_Concept

_of_Performance_Appraisal_System_on_Employees_Development

Dauda, Y., & Luki, B. N. (2020, December). A Comparative Review of Performance

Appraisal and Performance Management. ResearchGate. Retrieved October 21,

2022,fromhttps://www.researchgate.net/publication/347948725_A_Comparative_

Review_of_Performance_Appraisal_and_Performance_Management

Bercu, A. M., & Vodă, A. I. (2018). Labor Relations: Contemporary Issues in Human

Resource Management. IntechOpen. Retrieved October 21, 2022, from

https://www.intechopen.com/chapters/55186
Juneja, P. (n.d.). What is management? Management Study Guide.

https://www.managementstudyguide.com/what_is_management.htm

Mayhew, R. (2017, November 21). Effective labor-management relationships. Small

Business - Chron.com. Retrieved October 21, 2022, from

https://smallbusiness.chron.com/effective-labormanagement-relationships-

59440.html