Name:Mary Ann L. SoriaoDate:February 14, 2015Professor:Dr. Ma. Nelia N. CunananEDMA 535 Personnel Management

Module 1: Learning Activity (Personnel Management)1. Make a single definition of personnel/human management in your own words.Personnel or Human Management is a systematic approach in managing a unified goal, functions or programs designed to maximize both by the individual and the organization. 2. In any organization, is the management of its human resource important? Why?Definitely yes it is very important, because assessment always starts and end from the human resource; From hiring paying training mediating even firing them.

3. In your own words, show the relationship between management functions and operative functions.Management function and operative functions performs common role of personnel manager. Management and operative functions work in policy making, advisor, counseling and welfare officer.

4. Make your own flowchart indicating how, why, and who benefit from effective and efficient human resource management.

5. How do you dichotomize the functions of personnel management?I think personnel management can be divided into two; the administrative and the operative. The administrative roles are policy making, adviser, counseling / legal consultant this is more on planning and organizing. The second is the operative who will put the plan into action, their roles are recruitment, training and motivation.Module 2: Learning Activity (Procurement)1. Explain comprehensively the steps in manpower planning.There are four steps in manpower planning; First is analyzing the current manpower inventory - Naturally the first step in the process is when the vacancy arises in the company. However before rushing to fill a position you have to consider the following points Do you know why vacancy has arisen? When vacancy arises it is useful to consider whether to redesign or part time work so it generate saving. Second, Is there a potential to appoint/promote an internal candidate to the vacant position and then recruit externally for the lower position. By promoting, employees are motivated that there is potential career path in the company and their loyalty will be solid for the company. Second step is making future manpower forecast - to begin the process for the next step, knowing what it is you want your employees to do is fair and basic requirement and define the job description in place for every position. Never expect that your employees will have the same wavelength as yours when it comes to their job and what results are expected. Job description plays an important role in managing employees performance because this how you can measure the employees contribution and therefore due allowances or credit have to be made to compensate your employee.Third is developing employment program - the purpose of analyzing the vacancy is to have a clear picture in mind of the job requirements and the type of the person you wish to recruit, the important message is not to overlooked the potential applicant already working inside.And finally design training program - training should be regular. Training on a regular basis balances the needs of the company and the individual.

2. Whose responsibility is the recruitment selection and hiring of employee? Enumerate and explain each.The basic recruitment process does not require a detailed description of the job vacancy. The HR recruiter is responsible for finding the right set of skills and competencies on the job market. The basic recruitment process should be always about two rounds of job interviews. HR human resource should do the first round. HR recruiter should select the job candidates, who have the profile and competencies watching the corporate culture. The Hiring Manager should do the second round of interview. The manager should focus on the technical background of the job interviewee and fit with the team. Just HR can issue the job offer. The basic recruitment process has to respect this basic rule. The HR decide about the condition of employment as the internal equity is kept. During induction the HR staff will provide the general orientation relating to the organization and the supervisor should take the responsibility for the basic specific orientation relating to the job.

3. What type should be taken in recruiting, selecting and hiring of employee? Explain each type.In seeking to attract applicant it is important to consider two sources; Internal and External recruitment. It is important ti think about whether the position can be filled internally before looking externally.Internal recruitment include those who are employed in the organization, or those who were in the past employ and would return to the organization like to re-employ. This filling up of vacancies from within is through transfer and promotions. The advantage in looking for external resources is that they provide opportunities for better deployment, it also motivates people through planned promotions when vacancies exists. It reduces the recruitment cost, time and effort and the person promoted from within the company is already known to you therefore they are already familiar with your organization its aims and objective and so on.The other type to be taken is the external recruitment where organization may look for people outside the company. Vacant job are filled by new entrant from the outside. Organization may look for people from the outside sources when; suitable qualified people are not available, merging with the new organization, or when the organization feel the need to impart new blood for fresh ideas. Some sources of external recruitment include the following; websites, local newspaper, recruitment agencies, employment fairs or seminar.

4. Give the importance of manpower planning of a well-organize institution.In a well-organize institution manpower planning is very significant where staffing is the key to managerial functions. Communicating the information about the information about the job, terms and conditions, and the respect they offer and encourage the people who meet the requirement.For efficient utilization, efficient management of personnel therefore staffing marchandled with all seriousness in the interest of individual and organization. As motivation for fairly without any element of discrimination evaluate the job in view of individual differences and capacities with all the incentive plans the employee are inspired to work. Harmonious relationship and camaraderie will be built in the company with constant communication it establishes strong human relation and the result everybody is cooperating.Once you have established performance standard for the company it will serve as the benchmark for quantifying the performance of individual which should be compensated based on the employees contributions to produce more productive individual.

Case Analysis: Give your analysis on the following problem.A relative of a good and trusted worker is applying for a job in your school. Another applicant for the same job is better. Whom would you choose if you were the personnel manager or principal?If I were the principal or personnel manager, I will be very objective in choosing the applicant fit for the job. Relatives are not excuse from individual differences. It must be clear to every personnel manager the purpose of recruiting, it must be for the betterment of everybody and the company. Since there is a HR division, whatever the result of assessment for staffing must compensate properly to ensure the selection process is fair, consistent, legally and professionally executed. That is the essence of proper planning, so I will choose the better applicant.

Module 3: Learning Activity (HIRING, PLACEMENT and INDUCTION)1. Give the importance of the hiring process.Choosing to hire is a significant decision for all organization. Chances are if you are a recruiter you would have more time to respond to emails, more time to vet candidates and more time to communicate with your hiring managers.Having a process in place helps the organization because you will know where each of your candidates stands in regards to hiring steps and what your actions are.The decision the company makes on whom to hire needs to be based on accurate information, prevalent qualifications and ethics, therefore it is important for the organizations to develop a systematic approach to hiring and incorporate the most effective type of interviewing processes. It also essential to avoid common hiring, selection and recruitment mistakes, time savings should be pretty obvious once you are organized.

2. In the light of your experience and readings, explain in your own words the standard procedures adopted by all organizations.In the hiring procedure different methods are used by organizations to gain sight to discover important information about an applicant. The following are the standard procedures adopted by all organizations;2.1 Initial interview - virtually all organizations use interview as a selection device for most jobs. Generally candidate candidates are interviewed by at least two people before being offered a job. An initial interview is just like an interview before the final interview, theyll talk to you and see if you would be good for the job and if they think they will call you back for final interview to see if you are qualified.2.2 Check references - verification usually refers to verify factual matter and about the qualitative matters such as job performance, strong points and weak points. Reference checking helps protect the company and it also confirms the honesty and accuracy of the resume which is a factual document.2.3 Psychological Tests - This test are designed to examine how a candidate react in a certain situation, or to express their character in greater detail. Usually this test will focus in a problem area/situation and the hiring committee would analyze the responses and make conclusion based on the response. Through this test it evaluate, analyze, and infer the inner behavior we are aware and not.2.4 Sample interview for questions for teachers - companies conduct employment interviews for many reasons. An interviews main purpose is to gather information about the potential employee. It does not have to be intimidating or nerve tracking experience. By taking some time to prepare you can achieve the successful result you want for specific job.There are many questions that will be asked during the interview you have you prepare for a variety of question. Recognizing that situations for every candidate vary. The responses to the questions mentioned in this module (Sample interview questions for teachers) will provide you some general guidelines. First and foremost it is important to conduct extensive research on the districts or schools needs in order to respond to interview questions thoroughly and competently. For obvious reason everyone will have different answer, it will depend on your teaching style and past experiences.2.5 Placement - after the employee is hired and oriented, he/she must placed in his right job. Placement is to assigning rank and responsibility to an individual, identifying him with a particular job. If the person adjust to the job and continues to perform per expectations, it means that the candidate is properly place as per aptitude and potential to avoid problem that may arise out of wrong selection or improper placement. Therefore the organization need to constantly review cases of employee below expectations and assess how far they are related to inappropriate placement.Placement is understood as the allocation of people to the job. It is the assignment or re-assignment of an employee to a new or different job. It also includes assignments, promotions, transfer or even demotion of present employees based on their performance and motivation at work.

CASE ANALYSIS: The town mayor of Sto. Nino, where the plant NNC manufacturing company is located, sent to Mr. Garcia, general manager, his private secretary and two former domestic helpers. They arrived at the company compound in a police car, and the secretary told Mr. Garcia that the two maids were compromise recommendees of the mayor. What would you do if the general manager referred to you?In that case, I will do what is necessary in hiring procedure since, the general manager trusted me to perform my duty as a hiring officer I will talk to the recommendees and will inform them the requirement and the procedure they need to accomplish in entering the company. They have to pass their resume and will proceed to interview. They have to perform the step by step procedure so I can assess their potential for the said position. Even if they are recommended by the mayor it doesnt mean they are already permanently hired, thats why they have to follow the standard operating procedure in hiring maybe it is their edge already that the mayor is their recommending officer but during the five month probationary period they will be evaluated, their performance for this period will be their make or break if they will be given a permanent position.

Module 4: LEARNING ACTIVITY (TRAINING and DEVELOPMENT)1. Explain in your own words the importance of training.Training presents a prime opportunity to expand the knowledge base of all employees, but many employees find the development opportunity expensive. Employees also miss out in work time while attending training sessions, which may delay the completion of project despite the potential drawbacks, training and development provide both the company as a whole and the individual employees both benefits that make the cost and time a worthwhile investment.The qualities of employees and their development through training and development are major factors in determining a long term stability of any company. If you hire and keep good employee, it is a good policy to invest in the development of their skills, so they can be more productive for the company.Training is not only for new employees, on-going training for current employees helps them adjust to rapidly changing job requirements. Employees training include seminars, workshops and courses to make the most out of staff. Through these it addresses employees weaknesses with training it allows you to strengthen this skills that each employees need to improve so it brings all the employees to a higher level. It also improved employees performance for they become more aware and confident because they have stronger understanding of the industry and the responsibility of his job, so they are more competent. Consistent experience and background knowledge is relevant to every company. All employees need to be aware in the expectations and procedure of the company and employees satisfaction is best achieve and create a supportive workplace. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs.

2. Explain in detail each of the training methods for employees.Employees frequently develop a greater sense of self- worth, dignity and well-being become more valuable to the company and to the society. They received greater share of the material gains that results from their increase in productivity.Some of the methods which are usually used for training of employees are On the job training, off-the-job training, apprenticeship training, and orientation. These method selected should be best suited to a specific organizations needs. There are advantages and disadvantages for each method. Training methods for employees include;*LECTURES. it can facilitate large group communication however, it decline the interest of the employee. It encourage one way communication therefore the lecturer must make a conscious effort to become aware of the problem. Lecture is the oldest method of training, training is basically incomplete without the lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes or methods that will be used in training that means the trainer is using the lecture method which can be interactive while some are not.*ROLE PLAYING AND SIMULATION. Is a simulation in which each participant is given a role to play. Role playing is an effective learning method because it increases learning retention, provides hands on training and enables better teamwork and communication. Role playing has more benefits to employees such as it enables brainstorming and team building, role play exercises help develop conflict resolution and team efficiency, also it analyzes problems from various perspectives. Often seeing something from a new perspective leads to a learning opportunity and it increase employees self-confidence. In a day to day situation experiences is always the best learning. Role playing and simulation helps develop communication skills, conflict resolution, group decision making and develop insight into ones own behavior and its impact on other fieldSimulation is the most famous and core among all of the job training methods. Where trainees will be trained on the especially designed equipment or machine seem to be really used in the field or job. This method is mostly used where very expensive machinery used for performing job.*AUDIO VISUAL METHOD. Audio visual based training techniques like DVD, films, power point presentations, audio and video tapes can be very effective and are widely used. It is more expensive than lecture type but offer more advantages of course the audience tend to be more interesting.*JOB ROTATION. This type of training involves the movement of the trainee from one job to another, where the trainees receives job knowledge and gains experiences from his trainer/supervisor in each of different job assignments. Though this method of training is common in training managers for general management position trainees can also be rotated from job to workshop jobs. So this methods gives an opportunity to the trainee to understand the problem of employees on the jobs and respect them.*APPRENTICESHIP. Give employers the opportunity to shape inexperience worker to fit existing and future jobs. This program young worker the opportunity to learn a trade or professions and learn a modest income, the employment opportunity is the most basic requirement. It is a win-win situation because it offers benefits to the apprentice and the employer. Some of the benefits are;1, Apprentice earn while they learn. They learn a skilled trade while earning a good wage and have a sense of job security.2. Apprenticeship often serves as an entry point into a career3. Serving an apprenticeship provides a person with a lifetime skills and comprehensive knowledge of the trade.4. The skills apprentices learn are transferable from one employer to another and generally from one area to another.The objective of such training is to make the trainee all round crafstmen.*INTERNSHIP and ASSISTANSHIP. An intern or assistant is recruited to perform a specific time bound job or project during the educational process. It may consist of a part of these educational goal.* PROGRAMMED LEARNING. Also known as scheduled learning or program instruction method. Under this method the trainees are made to reply to the job oriented questions, problems, concepts, cases, and facts as part of learning job skills as soon as process is over, the trainees are provided with feedback that detect the accuracy of their answer. The learning maybe conventional, used of textbook, paper and pencil as tool of learning, it can also be a computer aided one, with the used of video disc, light pen and microcomputers.The major benefits of this technique are it can shorten the training time, it allows the trainees to learn the subject matter at their own speed as they learn individually and the use of computer facilitates the storing and presentation of an extensive variety of learning situations to the trainee.*LABORATORY TRAINING. Essentially unstructured small group situation in which participants learn from their own actions and evolving dynamics about such issues such as personal growth, leadership and group dynamicsLaboratory training began in 1946 when Kurt Lewin, a prolife theorist, researcher, and practitioner in interpersonal, group, intergroup and community relationship widely recognized as the founding father of Organizational Development (OD).Feedback about group interaction was a rich learning experience and the process of group building had potential for learning that could be transferred to Back-home situations.

3. Would you consider the requirement for training development for a prospective hiree a form of harassment? Why? Elucidate your answer.Harassment can be a form of discrimination. Yes It can be a form of harassment if the conflict of interest arise when his position makes it possible for him to advance his own interest. In any policies, it is important to consider the philosophy and mission of the company. It should be the way you treat your staff should reflect the way you want the participants to be treated.

4. Prepare a case study on hiring procedure of your school that you are familiar with or have read about. Comments on the practice on the training program of employees and show the effects.Hiring procedure for new applicant starts at school. In our school we have the selection committees, they are the selected Head Teachers from different departments. Whatever the outcome of the screening the ranked applicant will be the basis of the principal for endorsement to the division office. They are evaluated from their credentials, certificates, seminar attended, Masteral units, working experiences and all they will be interview by the committee. And applicants are ranked according to this criteria.For a newly hired teacher, The department Head do the orientation. He established guidelines, set rules and expectations. Since Im in a science department, my Head Teacher is highly organize, objective and committed in his work. Therefore he effectively present the school mission and vision, rules and regulations based on the civil service commission and the department objectives and plan.

5. Interview a training officer on how to evaluate a training and development program. Study their evaluation form and make your comment.Every time we have our INSET (in-service training) happens every semestral-break and summer break. The department head will solicit the needs of the teacher for training and development and they will scan the top 3 needs of the teacher and they will lay out the program and arrange the schedule to materialize the program. Every time the talk ends, they provide us the feedback form to rate the speaker, the program and the organizer and for the purpose of making the next program more fruitful and meaningful.With organized leader s in our school, the performance of individual teachers has push to its limit. Setting harmonious relationship between the employer and the employee is really a big relief to minimize the barrier making us feel more comfortable for learning and development and changes that always goes our way. Module 5: (Performance Appraisal)1. What common feature do the following appraisal systems have?1.1 The concept1.2The process

Performance appraisal is a formal system of measuring, evaluating, and influencing an employees job related attributes, bahaviour and outcomes. The objective is to determine how productive an employee is and/or to determine if an employees productivity can be improved. As such, performance appraisal serve as an important purpose in managing people and meeting company goals.The tendency to make judgment about oneself or about people one is working with and can be universal so without a careful and structured system of appraisal and evaluation, people will judge the performance of the co-workers-subordinates, superiors and peers informally. This tendency to judge without systematic procedure can create ethical and legal problems with the company, because structured appraisal system is lawful, fair, valid, and reliable.In performance appraisal system whether the concept or the process both the employee and the employer will benefit from it. Both appraisal systems provide; 1. A feedback mechanism. It offers a rare chance for a supervisor ad subordinates to have a bias out for a one-on-one discussion of important work issues.2. For performance improvement. Performance appraisal can have a profound effect on the levels of employee motivation and satisfaction. The strength and prevalence of natural human desire for individual recognition should not be overlooked so that the momentum on their work will not stop.3. Training and development needs. Performance appraisal offers an excellent opportunity upon individual training and development needs. Performance appraisal can make the need for training more pressing and relevant by linking it performance outcomes. It can also provide a regular and efficient training needs for the entire organizations.4. Placement. Appraisal data can used to monitor the success of organization and monitor the effectiveness of the newly hired employee from no assignment.5. Detection of external factor influencing for performance, job design or even detection. Since evaluative and developmental priorities frequently clash, performance appraisal basically is the process of examining and evaluating the performance of an individual. The need to encourage and develop them can be balanced if there may be an acceptable middle ground where the need to evaluate can be done objectively.It is possible to assess whether the general quality of the workplace is improving, staying steady or declining through these appraisal system.

2. How does job evaluation relate with performance appraisal?Performance appraisal is used for measuring the merit of performance of an employee and comparing it with that of others in the same group. It rates the man not the job while the job evaluation is used as a basis of wage structure. It determines the worth of the job to demonstrate the relative worth of all jobs to one another.3. Secure any two performance appraisals form of any school or organization and make an evaluation of each.The RPMS for Teacher I, II and III (The Result-Based Performance Management System) provide the members of the organization with opportunities to Link their individual achievements and make meaningful contribution to attain the institution vision and mission Promote individual and team growth, participation and commitment Grow professionally and personallyThe RPMS shared the undertaking between the superior and the employee that allows an open discussion of job expectations, objectives and how these align to the overall departmental goals. It provides venue for agreement on standards of performance and behaviors which lead to professional and personal growth in the organization.Performance management is a systematic approach for continuous and consistent work improvement and individual work. RPMS is very specific. Teacher who do not meet all expectations within three years period are ineffective. Therefore, growth and improvement for teachers performance help the teacher to move forward to achieve all expectations. This kind of appraisal system guide the teacher in reflecting his performance and doing something to achieve his goal, Thus he will perform his duties and obligations and measure his effectiveness and growth. This cant be manipulated because it needs document that will prove the goal of the teacher. It possess the characteristics of an appraisal system.The Performance Appraisal System for Teacher (PAST) is provided in assessing teachers overall proficiency rating. Where teachers are rated on each of the expectation based on the specific criteria and plus factor area for other related work. It is divided into three; occupational competence, professional and personal characteristics and attendance and punctuality. The performance appraisal system for teacher is the teachers performance from SEC to RBEC curriculum, while the RPMS is the redesign appraisal. A redesign of the assessment instrument and process for evaluation became necessary due to Teacher Professional Expectation that form the foundation for defining the functional levels of teachers proficiency.

Module 6: (Compensation)1. Differentiate between the three types of compensation.Compensation is the total reward earned by employee in return by their labor. Compensation can be linked to employee retention, motivation, performances, feedback and satisfaction. For employees compensation signifies not how much they are paid, but how they are valued. These include;DIRECT COMPENSATION is an employees base wage which can be annual salary or hourly wage plus any performance base pay an employee receives such as profit-sharing bonuses.INDIRECT COMPENSATION is far more varied. It includes everything from legally required public protection programs such as social security system, health insurance, retirement program, paid leave and PAGIBIG housing. NON MONETSRY COMPENSATION this is any benefit an employee receives from an employer or job that does not involve tangible value. These includes career and social rewards such as job security, flexible hours, praise and recognition, task enjoyment and friendship.

2. Do you believe in the phrase equal pay for equal work or an employees pay should commensurate to his efforts? Justify your answer.YES. Its only right that work receives equal pay. The pay an employee receives from his employer is the primary reason for his being on job. He works to earn a living. His pay provides him a strong incentive to do his job well. An employees pay must commensurate with his efforts. In laymans term, what the employee does is what the employee get for equality reason and self-satisfaction. One way to retain assets employee is to compensate their hard work to keep their morale high. This is how employees feel about equitableness of their pay which motivates them to perform better.

3. What important factor should be considered regarding compensation? Explain your answer.For me an important factor that you consider regarding compensation include the nature and scope of the responsibilities and duties that are expected of the employee. Their productivity and competiveness also considered when evaluating performances as one of the component of giving compensation to determine whether it will commensurate his effort. And another is when an employee is hired looked at their education. Educational background is also important because an employer can set his expectation based on the employees education.

4. When do we say that compensation program of an organization is able to realize its objectives?When the company or organization practice equity and fairness that results to high morale and high organizational effectiveness. The goal of any compensation program must be to provide a system that is perceived as fair and can attract and retain quality employee. It must also motivate those employees who produce and contribute extra efforts to achieve a high level of performance.The compensation program alone is not the total responsibility of any one group in the organization. Top management must be involved in establishing the goals and policies of compensation. The compensation staff provides the expertise and can do the technical aspects of compensation. The supervisors are the people who see that the system is perceived a fair and motivates their employees. All of them are directly related and must be working hand in hand to achieve the goal.

5. What are some of the principles of pay salary determination? Are these applicable to your present job? Why?Determining the fair salary range for a position is essential to attracting and keeping quality employees at your company. Selecting salary range is another side of story. There are few considerations you can make to help you determine an appropriate salary range for a job. Before you determine the appropriate salary , you must clearly define it and its responsibilities. Research similar position. Trying to find direct comparison will give you the best result of the salary of the position with the actual salary of the other positions. Analyze your budget. Even if you have the best intentions to offer an outstanding salary for a position, it must fit within your companys budget. Consider the benefit package. A good benefit package is extremely an attractive offer when paired with average salary. Insurance leave credits, retirement program and other extras make the job more attractive than others without such offer. Give yourself flexibility. Select a salary range that provides you with flexibility for hiring a candidate that ay not have been what you expected or an extremely qualified candidate that you want to offer an increased salary.

I must say that yes these are applicable to all National Teachers/ employees. We have the salary grade based on the position in the company, and we are receiving step increment every three years as an incentive for staying longer in the company aside from the loyalty pay after 10 years and every five years after. We are also entitled for mandatory benefits such as GSIS share, Pag-ibig Housing, and Phil-health. In terms of additional compensation it based on our school activity or program such as field trip and selling manuals to students we get percentage from these depends on the principals decision on how much. Aside from these we have the productivity, clothing allowances, mid-year and year-end bonus we are also receiving the PBB incentive based on the performance of the school as a whole that include the student performance, teachers performance and the administration staff. Only that teachers are not well compensated in elementary and high school. It is not enough to live a good life. I think there should be a review on the salary increase of the teachers to compensate the work and hardship of all teachers.

Module 7: Human Resource Its Nature and Motivation1. Discuss Maslows Hierarchy of needs.Maslows hierarchy of need is a theory a Theory of Human Motivation.Maslows theory is portrayed from physiological needs which are the physical requirements for survival. Human must met all these significant needs such as air, water, food, sleep, shelter, clothing and the human sexual instinct. These are the most basic need that is vital to survival. Followed by security needs for safety it is important for survival but not as demanding as physiological needs. It includes personal, financial, health and well-being, and safety against accident or illness and a desire for steady employment. Next, is the social need the essence of love, belonging and affection. If a person has already met his basic needs for survival and has a job security and other safety needs are fulfilled, the next level involves the feeling of belongingness that has a great impact to every individual. Ability to form and maintain emotional relationship such as friendship, family and romantic. Every human need to feel the sense of belonging and acceptance in the social group depending on the strength of the peer pressure. After the first three needs have been satisfied, esteem need is increasingly significant. Some every individual have a need to feel respected that include the personal worth, social recognition and accomplishments. It is a typical human desire to be accepted and valued by others. And the highest level is the self-actualization, it is the desire to accomplish everything that one can, to become the most that one can be. Where human is less concerned with the opinion of others, but interested fulfilling their potential.The first four levels are considered the deficiency needs. The lack of satisfaction causes a deficiency that motivates people to meet these needs. The highest level is the self-actualization or self-fulfillment. In this level behavior is not motivated by deficiencies but rather ones desire for personal growth and the need to become all the things that a person is capable of becoming according to Maslow.The hierarchy show from basic to more complex needs. Once the lower needs have been met, people can move to the next level of needs until the highest level which is the process of growing and developing as a person in order to achieve individual potential.2. Compare and contrast job-based theories and job characteristics theory. Justify your answer.For job characteristic theory it describes the relationship between job characteristic and individual responses to work. It specifies the task conditions in which individuals are predicted to prosper in their work. Designed by Hackman and Oldham based on the idea that the task itself is the key employee motivation. It states the 5 core job characteristics such as skills, variety, task identity, task significance, autonomy and feedback.Job based theory hold that the key to motivation is within an employees job itself. Generally this theory says that the job can be motivating by their very design. The key to finding motivation through ones job is being able to derive satisfaction from the job content.Job characteristic theory is more refined job based theory. Where job based theory attempts to define the association between core job dimension- the characteristics of a persons job and core job dimensions are linked directly to the critical psychological states.Job based theory are closely related to need based theory due to the fact that satisfaction is often offered as an explanatory mechanism linking job content and motivation. It proposed that the key to understanding motivation lies in the content of employees job. 3. Develop an expectancy model diagram of expectationEffort will result to specific level of performancePerformance will result in specific outcomeOutcome can be positive or negative value to employee.Expectancy is the need to achieve the level of tasks (self efficacy)Instrumentality the work outcome that will be received as a result of the performamce (trust, control, positive)Valence/outcome how high the value of work outcomes that give satisfaction to employee (need and goal)High motivation, high effort, high expectancy. Your confident that you can do work thats required your confident that you will get the outcome if you do work. You really want the outcome high. You value the reward.

4. Summarize Banduras Social Cognitive Theory.Banduras Social Cognitive Theory integrate huge quantity of discrete ideas and concepts and processes into an overall framework for understanding human functioning. There are five central concepts describe in social cognitive theory;1. Observational learning/modeling. According to this theory people learn through observation. This process is also describe as modeling because learning is s result of watching the behavior and consequence of models in the environment. Live demonstration of a behavior/ skills demonstrated by a teacher is a type of notion of medeling. There are different types of model. Mastery models are proficient when demonstrating a skills, Coping models struggle, make mistake and only eventually show proficiency, Abstract modeling occur when the skills/knowledge being learned is conveyed only indirectly and cognitive modeling occur when a model verbalized her thoughts while demonstrating a cognitive process or skills.Observational learning is dependent on inter-related processes involving attention, retention, production and motivation.2. Outcome expectations. Reflects individual beliefs about what consequences are most likely to follow if particular behaviors are performed, overcome. Expectation are important because they shape the decisions people make about what actions to take and which behavior to suppress. The frequency of behavior increases when the outcome expected are valued. On the other hand, behavior associated with unfavorable or irrelevant outcomes will be avoided.3. Self-efficacy. It reflects individuals beliefs about whether they can achieve a given level or successfully at a particular task. An employee with greater with self-efficacy are more confident in their abilities to be successful.4. Goal setting. Goals reflect cognitive representation of anticipated desired or preferred outcomes., and5. Self-regulation. It is dependent on other processes including goal setting and self-efficacy. The skills needed to manage ones behavior, as well as beliefs and attitudes that serve to motivate self-regulation, can be obtained through modeling.Banduras social learning theory stresses the importance of observational learning, imitation and modeling. This theory integrates continues interaction between behaviors, personal factor and environment.

5. Explain how all personnel management functions influence motivation.To retain good staff and encourage them to showcase their best while at work requires a strong motivational force. Hence the management/ personnel must act as a source of information about and a source of inspiration. It takes two to tango in able to achieve equilibrium between employer and employees goals and needs.Motivation is a goal oriented characteristics that helps a person achieve his objectives. It pushes an employee to work hard and achieve his goal therefore a personnel manager must have the right traits to influence motivation. Actually both the employee and the employer must possess motivational traits and an employer must be self-motivated, only then he can motivates others to achieve their goals and harmonious relationship with their employees.

Module 8: LABOR UNIONS1. What are the underlying principles that give rise to labor union?Union arises as a response to industrial factory system. Unions were born out of hard, bitter and often violent struggle between capital and labor. The focal point of this struggle was the discussion of labors product into wages and profits. As long as the capitalist could deal directly with individual workers, the workers were helpless. Thats why workers united into unions.

2. When does labor dispute occurs?Labor dispute is a conflict which arises over the terms negotiated in collective bargaining agreements mediated by a union.Labor dispute can occur while the union is working with the employer to negotiate an agreement, or when an already established agreement is violated. When the conflicts arise, they can develop into strikes until the conflict is resolved.The origin labor dispute lie in any number of disagreements about the terms of an agreement. Labor dispute can also occur as a result of violations of the agreement which results in a report to the union.

Case Analysis:The President/owner of the company was so disgusted over the unreasonable demands of the union. He was also incensed by the arrogant behavior of the union officers. A day before the start of the CBA negotiations, without consulting his Board of Directors, he decided to lockout all the employees, close shop, stop the entire business operations of the company. Is the lockout legal or illegal? Why?I think it is illegal, employer have a right to lockout workers if a dispute cannot be resolved. The procedure in resolving the conflict is not yet started yet the employer decided already to lockout all of his employees this is unjust even if the employer is fed up by the arrogant behavior of the union officers, he must not make decision as such. Instead of resolving the conflict he just created another conflict. The best way to solve the conflict is to have a negotiation and follow certain procedure mediated by CBA but the employer disallow the chance of resolving the conflict. Maybe the employer is forcing his employees to accept changed condition in the company thats why he is using the threat of lockout just to convince the union to back down.

Module 9: COLLECTIVE BARGAINING AND MANAGEMENT OF CONFLICT1. How can organization avoid or eliminate the confrontational labor management relations?Better labor management relation when it worked with the union. It put together a joint Declaration of Labor and Management it is document which embodied their mutual readiness and strong determination to learn from their mistakes and to never allow such unfortunate events to happen again.Collective bargaining interactions. The collective bargaining negotiations between labor unions and corporate employees constitute a specialized area in the field of general negotiations.Communication and Transparency. Union members are conditioned to be management and workers build trust to operate with transparency open up workers has access to information.

2. Stress usually rocks the relationship between employer and the employees when collective bargaining negotiation begins. Do you think there is a need for mediator to settle their disputes? Explain your answer.Yes there is a need, if negotiating parties encounter difficult topics that neither sole can surrender without firm less of fail. If they are unable to obtain a mutual acceptance outcome, they can call for the contractual grievance- arbrituation procedure and ask an outside mediator to decide the matter. With that the labor and management responsibilities can continue with their relationship without unnecessary harshness and bitterness. When collective bargaining negotiation begins it is a need to have a mediator, they are the neutral intermediary whose role is to help the participants reach a settlement, because they are going to assists both parties exploring settlement options.

3. Explain in your own words the conflict resolution vs. conflict management.Conflict resolution requires analytical problem solving approach it is a long process addressing the issues and concern while conflict management is managing or controlling a conflict. If resolution seems to be impossible managing the conflict to intervene ways making the conflict beneficial and less damaging for both parties and the organization.

4. If you are the personnel manager, how are you going to manage conflict in your organization? Elucidate your answer.If I am the personal manager in the organization I have to accept the fact of the individual differences which can be one of the causes of conflict in the organization. During this unnecessary situation I have to be aware of the conditions leading to conflict and take appropriate pre-emptive actions. I will be the mediator during the communication between the two conflicting parties and after identifying the conflict it need to be remove and I will proposed an idea that will be acceptable and fair for both parties. It is important to manage conflict properly and effectively so not to be damaging to the welfare of the employee and his environment. As a teacher I am the manager of the class, students has never ending conflict from peer pressure, teacher pressure and personal problem. For this type of client it has always been my practice to magnify my rules inside and outside the class, at first month of adjustment it is very hard for them to follow but after two or three months of adjustment period it is already in their system. Communication and listening is very essential in understanding their conflict so they do the same also if it is my turn to give suggestion to the problem they listen and internalized consequence of their actions.

Case Analysis: In the quality control department of a non-unionized pharmaceutical company, three good chemist and pharmacist resigned citing as reason in their exit interviews the highhandedness of their manager. If you were the HR manager, what would you do? Explain comprehensively.Even if they are determined to leave the organization I still need to talk to these employees to hear their story and get their side. And I will also do the same to the person concerned their manager. But will give them first the pre-emptive action such as work in opposite schedule of the manager. So I could assess the root of the conflict and from there I could make a suggestion for both parties for the good employees not to leave the company and for the manager to be sensitive about the emotions of his subordinate maybe he need to undergo trainings on personality development and management so he could apply humanistic approach in dealing with his subordinates. Everybody deserves second chances agreement between the two parties will be very helpful. And I will improve policies procedures and rules before I will do some movement in their current position.

Module 10: Separation, Layoff, Registration and Retirement1. In your own opinion, what problems are associated with separation, layoff, and resignation? Justify your answer.When the employee decides to leave the organization, one of the problems associated with resignation is when you are no longer happy with your current job due to several factors most importantly when you found the better job. Once you are not happy in your job you will no longer be productive for the company and for yourself. Happiness is our motivating power to be productive once you lost it greatly affect your performance.In separation, health problem is the most common problem. For instance, permanent disability causing them to unfit to the demanding work.One problem associated with layoff is when the company is in need to relocate/move to another place/country due to end of business contract , like INTEL in the Philippines move to other country due to low salary and tax compared to the Philippines. But they give separation pay to all their Filipino employees.

2. Give your own opinion/assessment of the retirement process in your own school.When the employee gets the retirement age in the case of government employee 65 years is our compulsory retirement age. The teacher will file a request to retire at the division office, then the employer will accept and assess his papers and will process his benefits at the gsis for the computation of his retirement benefit and he will accomplish his clearance and when everything is ready the employees last day of service in the organization will be exactly his birthday and that is his is retirement day.This process looks simple but in reality this is complicated, papers that will be process will take a long time before they will put actions on it, you have to follow it up every now and then and start your retirement process one year before your actual retirement date. In government this is the system that need to be abolished sometimes when you are claiming your retirement pay from the GSIS you will be surprise you will get unexpected pay because of loan interest. This is the only insurance a teacher can have in the government due to very low salary.

Saint Francis of Assisi SchoolAdmiral Village, Talon, Las Pias City

Learning ModulesIn EDUC 535Personnel Management

Dr. Ma. Nelia N. CunananProfessor

Mary Ann L. SoriaoStudent