Name:

Mary Ann L. Soriao

Date:February 14,

2015
Professor: Dr. Ma. Nelia N. Cunanan

EDMA 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 wellorganize 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
field
Simulation 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 career

3. 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 dynamics
Laboratory 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 concept
1.2 The 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 personally
The 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 Motivation

1. 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 expectation

MOTIVATI
ON

Effort
(expectancy
)
Performanc
e
(Instrument
ality)
Reward
(Valence)

Effort will result to specific level of performance

Performance will result in specific outcome
Outcome 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., and
5. 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 selfregulation, 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 UNIONS

1. 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

CONFLICT
1. 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 Retirement

1. 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 School

Admiral Village, Talon, Las Pias City

Learning Modules
In EDUC 535

Personnel Management

Dr. Ma. Nelia N. Cunanan

Professor

Mary Ann L. Soriao

Student