DEFINITION OF TERMS
Motivation
Encouraging employees to meet organizational
goals.
LESSON 1
Human Resource Planning
It is concerned with the determination of the
number of personnel required in an
organization.
Job Analysis and Design
Job analysis study of job roles to understand
their nature and the ideal candidates for them.
Job design is process of determining the
specific tasks and responsibilities that make up
a job.
Recruitment and selection
Recruitment is the process of finding and
encouraging qualified individuals to apply for job
openings in an organization
Selection is the process of choosing the most
suitable persons out of all applicants.
Orientation and placement
Involve providing newly hired employees with
essential information about an organization,
including its rules
Training and Development
Involve providing employees with necessary
knowledge and skills to enhance their job
performance.
Communication
Sharing ideas, information, and emotions
among individuals to enhance organizational
management.
OPERATIVE FUNCTION
These functions include activities like
procurement, development and compensation
of employees.
Procurement
This is the first main operative function of
personnel management. It is related to the
sufficient number of competent persons for
performing business tasks.
Training and Development
Concerned with the development of employees
by increasing their skills and proficiency in work.
Compensation
The employees must get adequate and
equitable remuneration for the work done.
Personnel Records
They should keep sufficient records relating to
employees’
training,
development,
achievement, transfer, promotion, etc.
Maintenance
Performance Appraisal and Job Evaluation
Personnel manager has to look after the health
of the workers at work and off work.
Is the evaluation of an employee's work and
growth potential on a specific job.
Managerial Functions
Employees and Executive Remuneration
It involves planning, organizing, directing, coordination, and controlling
Involves HR managers designing and
implementing a fair pay structure for the benefit
of employees
Planning
This involves determining the future human
resource needs, setting objectives, and creating
policies and programs.
Organizing
Seasonal Variations
It's about allocating tasks among team
members, specifying how duties are divided,
and establishing lines of authority and
responsibility.
Covers firms who manufacture seasonal
products and hire temporary workers for a
temporary increase in demand like Christmas.
Directing
This function assesses the effectiveness of
motivation plans and policies.
Coordination
Ensuring that all activities within the
organization work together harmoniously to
achieve its goals.
Controlling
This function monitors and evaluates workers'
performance to ensure it aligns with
predetermined standards and plans
LESSON 2
Cyclical Variations
Predictable changes in demand occurring over
a year or more.
Random Variations
Unpredictable and irregular workforce demand
fluctuations.
Demand
Number of employees required to achieve
organizational objectives.
Supply
The source of workers, either internal or
external, to fulfill demand requirements..
Net Needs
Human Resource Planning
The additional personnel required beyond the
current workforce to meet company objectives.
Is the process of ensuring the right people are
in the right place at the right time to achieve
organizational goals.
LESSON 3
Manpower Forecasting
Recruitment
The first step in manpower planning, predicting
workforce needs and availability to identify
shortages or surpluses.
Is the process of finding and hiring potential
candidates to fill job vacancies in an
organization.
Deficit
Job posting
A shortage of human resources, requiring the
recruitment of new employees when demand
exceeds the available supply of workers.
involves advertising job openings within the
company.
Surplus
When there are more workers available than
needed, leading to layoffs, retirements,
transfers, or other means.
Employee referrals
Allow current employees to recommend friends
or relatives for job openings.
Previous applicants
Are those applicants who have applied for jobs
in the past.
Advertisement
Space Relation Tests
Announcement of a job vacancy through
various media with a specific job description
and requirements.
Assess ability to visualize objects from images.
Talent search process
is where you decide how to attract and retain
the ideal candidates.
Proficiency or Achievement Tests
Measure job-related skills and experience.
Vocational Interest Tests
Identify work-related interests
Job description
Dexterity and Manipulation Tests
Job description helps you know what to look for
in potential candidates.
Are given to applicants for jobs requiring
manual skills and uses of fingers.
Structured Interview
Personality Tests
Have predetermined questions in a set order.
Measure personality traits important for job
success, especially in leadership positions.
Unstructured Interview
Is the most flexible type of interview
Semi-Structured Interview
LESSON 5
Are a blend of structured and unstructured
interviews.
Training
LESSON 4
Selection
Is the act of choosing the most suitable
candidate for a job.
Selection Process
is the organized procedure by which people
learn knowledge and/or skills for a definite
purpose.
Development
is a process that creates growth, progress,
positive change, or the addition of physical,
economic,
environmental,
social,
and
demographic components.
Is the series of steps used by companies to hire
the best workers, including reviewing
applications and conducting interviews
Case Study Method
Mental Alertness Test
Lecture
Also called intelligence and verbal reasoning
tests, assess a person's ability to learn quickly.
This will be a suitable method when the number
of trainees is quite large.
Clerical Aptitude Test
Coaching
Measures speed and accuracy in handling
clerical tasks.
Trainees work closely with a supervisor who
serves as a training coach and offers feedback.
Shop Arithmetic Test
Job Instruction
Evaluates mechanical abilities, whether natural
or acquired.
Also known as step-by-step training, where the
trainer explains tasks and corrects mistakes.
This method makes use of cases in which the
trainer requires the trainees read and analyze.
Conferences
MENTORING
Is a group meetings to discuss various subjects,
with participants analyzing and discussing
related issues.
Helps new members bring together successful
senior employees with less experienced
members
Business Games
OFF-SITE/ OUTSIDE DEVELOPMENT
Trainees are divided into groups to simulate
activities and functions of an imaginary
organization.
Allows individuals to focus solely on learning
away from their regular job.
Direct Manager
FORMAL EDUCATION
The individual responsible for overseeing
employee training.
Includes attending seminars and training
programs organized by consultants and
agencies.
Induction Training
TEAM BUILDING
Orientation for new recruits to familiarize them
with an organization's internal environment,
procedures, and policies.
The employees are organized into team and
solve common problems related to relationships
LESSON 6
DEVELOPMENT
CASE STUDIES
Cases are either through the use of multi-media
or case problems that are developed similar to
those existing in the work environment.
ROLE PLAYING
Refers to formal education, job experiences,
relationships, and assessments, of personality
and abilities.
Requires trainees to act out specific roles in
given scenarios.
IN-HOUSE/COMPANY SITE
SIMULATION
Refers to development activities within the
company during work hours.
Involves business games to analyze and make
decisions in various situations.
MANAGEMENT COACHING
Involves a supervisor coaching an employee to
enhance specific job functions.
COMMITTEE ASSIGNMENTS
Involve assigning promising employees to
important committees for broadening their
understanding of the organization.
JOB ENLARGEMENT
Adding challenges or responsibilities to an
employee's current role.
LESSON 8
Gain sharing plans
These are company-wide group incentive plans
that provide additional pay to employees-based
o group performance.
Employee Stock Ownership plan
Some organizations offer company stocks as an
incentive to employees for good performance
Piece-rate system
Pays employees based on units produced.
Individual Incentive Plan
Designed to motivate individual employees to
perform beyond standard requirements
Group Incentive Plan
Are those designed to reward work teams,
project members or departments.
Incentive Compensation
Are rewards given to employees for performing
beyond the standard requirements
Commission
Is a form of incentive usually paid to sales
employees.
Bonuses
Is an extra payment given to employees for
good performance
Merit Pay
An individual pay increases based on the rated
performance of individual employees in a
previous time period.
Deferred plans
Where the individual’s shares in the profits are
distributed at retirement