VALENCIA COLLEGES (BUKIDNON) INC.
Hagkol, Valencia City Bukidnon
2nd Semester AY 2023-2024
SCHOOL OF GRADUATE STUDIES
MGA 207
NAME: VANESSA HINTAPAN QUIBEL SECTION: MGA 1-A
I.
1. Identify and explain the various human resource management practices in the pre
hiring, hire and post hiring stages of the employment cycle.
Pre-Hiring Stage:
In the pre-hiring stage of the employment cycle, human resource management
focuses on workforce planning, job analysis, recruitment, and selection. This includes
identifying future staffing needs, analyzing job roles and responsibilities, and designing
effective sourcing strategies to attract potential candidates. The goal is to establish criteria
and methods for selecting qualified individuals who align with the organization's objectives
and culture.
Hire Stage:
During the hire stage, HR practices revolve around interviewing, selection, offer
negotiation, and onboarding. HR conducts interviews to assess candidate suitability based
on skills, experience, and cultural fit. Job offers are extended, terms negotiated, and new
hires are smoothly integrated into the organization through comprehensive onboarding
processes, which includes orientation and initial training.
Post-Hiring Stage:
In the post-hiring stage, HR focuses on performance management, employee
development, compensation, employee relations, career planning, engagement,
retention, and compliance. This involves setting performance expectations, providing
ongoing development opportunities, managing payroll and benefits, handling employee
relations issues, and promoting employee engagement. HR also ensures compliance with
employment laws and regulations while fostering a positive work environment conducive to
employee growth and retention. These practices are vital for maintaining a motivated and
skilled workforce aligned with organizational goals.
2. Discuss the differences between a Human Resource Management Generalist and
Specialist.
The difference between a Human Resource Management (HRM) Generalist and
Specialist lies in their scope and focus within the HR field. An HR Generalist has a broad
range of responsibilities covering multiple HR functions such as recruitment, employee
relations, performance management, training, and compliance. They possess a versatile skill
set to manage diverse HR tasks effectively and are often found in smaller organizations
where they oversee all HR functions. On the other hand, an HR Specialist focuses on a
specific area within HR, such as recruitment, compensation, training, or compliance.
Specialists have deep expertise in their chosen area, staying updated on industry trends and
best practices. They typically work in larger organizations with dedicated HR teams,
providing specialized guidance and support in their specific HR discipline. In summary,
Generalists handle a wide range of HR tasks broadly, while Specialists offer specialized
expertise in specific HR functions.
3. Using online resources, identify new HRM specialty areas and their effect on HRM
practices.
The evolving landscape of HRM is shaped by key specialty areas that drive
organizational success. People Analytics and HR Metrics leverage data analytics to inform
strategic HR decisions, predict workforce trends, and optimize recruitment, retention, and
performance management strategies. Employee Experience (EX) prioritizes the holistic
employee journey, focusing on engagement, well-being, and satisfaction through
personalized experiences and continuous feedback. Diversity, Equity, and Inclusion (DEI)
initiatives promote inclusivity in recruitment, talent development, and culture to foster diverse
and equitable workplaces. Remote Work and Flexible Work Arrangements adapt HR policies
to support distributed teams, emphasizing virtual onboarding, remote team building, and
work-life balance. Employer Branding and Employee Value Proposition (EVP) strengthen the
organization's brand to attract top talent and differentiate in the job market. Agile HR and
Organizational Agility foster adaptability and innovation through streamlined processes and
teamwork, supporting rapid organizational change. HR Technology and Automation integrate
AI-driven tools to automate tasks, enhance candidate experience, and optimize workforce
management. Embracing these trends enables HR professionals to effectively support
organizational goals with strategic alignment and employee-centric approaches.
II.
Sharon was a clerk in the Accounting Department. She and her boss, Jim, started
dating. Because he was her supervisor, they agreed that they would not tell anyone.
Eventually, the relationship ended. Jim felt uncomfortable working with Sharon so he
had transferred to another department despite her objections. Did Jim do the right
thing? Why or why not? Defend your answer.
Jim's decision to transfer to another department due to feeling uncomfortable working
with Sharon after their relationship ended raises ethical considerations related to workplace
dynamics and professional conduct. When colleagues engage in a romantic relationship,
especially when one is the supervisor of the other, it can create conflicts of interest and
perceptions of favoritism. Keeping the relationship a secret indicates an awareness of
potential challenges and consequences. Jim's discomfort working with Sharon post-breakup
suggests that personal emotions may be impacting professional interactions. However,
instead of unilaterally deciding to transfer without consulting Sharon, Jim could have
explored other options such as discussing boundaries with her, seeking HR guidance on
conflict resolution, or exploring mediation to mitigate any tension in the workplace. Sharon's
objections to Jim's decision to transfer indicate her willingness to continue working together
professionally despite the relationship ending. It's essential for employers and supervisors to
consider the perspectives and concerns of all employees involved in such situations and to
adhere to workplace policies regarding interpersonal relationships. Ultimately, fostering a
respectful and inclusive work environment requires thoughtful consideration of the impact of
personal relationships on professional dynamics and the responsible handling of workplace
challenges.
III
[Link] a human resource manager of an organization of your choice and ask
him/her about the company’s recruitment practices. Give your comments.
The recruitment practices of the Philippine National Police (PNP) follow a
structured process to select qualified candidates for police service. Interested
applicants submit their applications during designated periods, meeting educational,
physical fitness, and other eligibility criteria set by the PNP. Successful candidates
undergo physical and medical examinations to assess their overall health and fitness
for police duties. They also take written tests covering general knowledge and
aptitude. Shortlisted candidates proceed to interviews to evaluate their
communication skills, motivation, and suitability for police work. A thorough
background investigation is conducted, including criminal record checks and
employment history verification. Psychological assessments assess mental and
emotional suitability for law enforcement roles. Candidates who pass all stages
undergo training at police academies before final selection and appointment as
probationary police officers. The PNP's recruitment process aims to select
individuals with integrity, discipline, and a commitment to public service, ensuring
they possess the necessary skills and character traits to uphold law and order
effectively. Specific details and requirements may vary based on PNP policies and
regulations.
2. Search online and look for best recruitment practices of top local and international
companies. Explain.
Aboitiz Power Philippines, a prominent player in the power generation
sector, employs robust recruitment practices to attract top talent and cultivate a
skilled workforce. The company prioritizes employer branding efforts to showcase its
organizational culture, values, and career opportunities, aiming to resonate with
prospective candidates who align with its mission. Aboitiz Power utilizes targeted job
postings across relevant platforms and networks to reach qualified candidates,
supplemented by strategic partnerships with recruitment agencies and social media
channels. Their selection process is comprehensive, encompassing initial
screenings, interviews, assessments, and reference checks tailored to each role's
requirements to ensure competency and cultural fit. Employee referral programs play
a role in sourcing high-quality candidates who are likely to align with the company's
values. Aboitiz Power also emphasizes continuous talent pipeline development
through proactive relationship-building and maintains a focus on diversity and
inclusion in recruitment efforts. By prioritizing a positive candidate experience and
incorporating feedback into continuous improvement initiatives, Aboitiz Power
Philippines aims to build a diverse, high-performing workforce that drives innovation
and sustains its leadership in the industry.
IV
Suppose you are the human resources director of a certain organization, and
the company president has asked you to look at ways to cut costs in the area of
benefits. You are, however, to avoid sacrificing the quality of benefits that your
organization currently offers. You know that cutting costs will require some
compromises, but you are determined that you will not subtract anything from the
present benefits package without also adding something. You are determined that
employees will not feel cheated.
1. Arrange an interview with the human resources director at the organization that
you have chosen to study. Ask for a summary of benefits available, the cost of
organization for each benefit offered, and some of the supporting documentation that
is distributed to the employees.
2. Arrange a separate interview with an employer at the same organization one who
does not work in human resources. Ask the interviewee what he or she does and
does not like about the firm’s benefits package.
Given what you know about the benefits package, how would you approach the task
that your superior assigned to you? Where would you make cuts?
To approach the task of cutting costs in benefits without reducing quality or
employee satisfaction, I would start by analyzing our current benefits package
through interviews with HR and employees to understand costs and utilization rates.
I would prioritize critical benefits like healthcare and retirement contributions and
identify areas for potential cost adjustments, such as negotiating better rates with
providers or revising less utilized benefits. Transparent communication with
employees about the rationale behind changes is crucial. I would also explore
alternative cost-saving strategies like streamlining processes or optimizing vendor
contracts while monitoring feedback and utilization to ensure our benefits package
remains competitive and aligned with employee needs.
VALENCIA COLLEGES (BUKIDNON) INC.
Hagkol, Valencia City Bukidnon
2nd Semester AY 2023-2024
SCHOOL OF GRADUATE STUDIES
MGA 208
NAME: VANESSA HINTAPAN QUIBEL SECTION: MGA 1-A
I.
From the ranks, you were promoted to a managerial position in a company where you
have worked for five years. You have developed good working relationships with
nearly all your co-employees, and who often say something funny that humiliates you
and other employees. Taking into consideration your previous feelings about the
situation, how can you evaluate their performance justly and successful? Explain.
To evaluate the performance of employees who frequently make potentially
humiliating remarks, it's important to assess their job performance objectively based
on defined criteria such as productivity, quality of work, teamwork, and adherence to
company values. Separate personal feelings from the evaluation process and
provide constructive feedback during performance reviews if their behavior is
impacting the work environment negatively. Encourage open communication, offer
support for improvement through training or mentorship, and set clear expectations
regarding professionalism and mutual respect. Monitor progress over time and
document discussions and action plans. Seek HR guidance if behavior issues persist
despite interventions. By focusing on performance and addressing behavior
professionally, you can evaluate their performance justly while fostering a positive
and inclusive work environment.
In addition, assume that you are getting ready for your initial performance feed
backing conference. You want the conference to be constructive and help employee
become more productive. List specific actions you can take to reach you goal. Other
than providing feedback, what other alternatives can you consider to enhance
employee’s job performance? Explain.
To prepare for an initial performance feedback conference aimed at enhancing
employee productivity, start by gathering specific examples of the employee's
performance and its impact on team dynamics. Use the "Sandwich" approach,
offering positive feedback, constructive areas for improvement, and encouragement.
Encourage two-way dialogue and collaboratively set SMART goals to guide
development. Document action steps and provide opportunities for training,
mentorship, job redesign, flexibility, recognition, and wellness initiatives to support
ongoing improvement and job satisfaction. By combining targeted feedback with
proactive strategies, you can create a supportive environment that fosters growth
and maximizes employee potential.
II
Discuss the advantages and disadvantages of adopting a federal type of government
in the Philippines.
Adopting a federal type of government in the Philippines offers advantages such as local
autonomy, regional development, enhanced accountability, and preservation of cultural
diversity. However, federalism also presents challenges including potential fragmentation,
administrative complexity, economic disparities among regions, coordination difficulties, and
risks of power concentration at the regional level. Careful consideration is needed to balance
the benefits of decentralization with the potential drawbacks to ensure effective governance,
national unity, and socio-economic equity in the country's political system.
III
What is the leadership style of Pres. Ferdinand R Marcos, Jr.? How does it affect his
governance. How would you rate is performance vis-à-vis the current conditions of
the country?
As a leader, Bongbong Marcos's approach emphasizes strong central
authority and control, often exhibiting traits associated with assertiveness,
decisiveness, and a focus on national stability and order. This leadership style can
be seen as authoritative and may prioritize centralized decision-making and policies
aimed at maintaining control and order within the country.
In terms of rating President Bongbong Marcos's performance vis-à-vis the
current conditions of the country, it is essential to consider a balanced assessment
based on various factors. This includes evaluating his policies, governance
approach, management of socio-economic issues, respect for human rights, and
commitment to democratic principles.
As a police officer and a Filipino, I would rate President Ferdinand R. Marcos
Jr.'s performance with a score of 6 out of 10. Despite some positive aspects, such as
efforts to address certain issues, our country continues to face challenges. Inflation
remains a concern affecting common goods, the drug industry is recovering, and
tensions with China over the West Philippine Sea jeopardize national security and
economic relations. These ongoing issues highlight areas where stronger leadership
and effective policies are needed to achieve comprehensive improvements for the
country.