Chapter 1 Changing Perspectives of Human Resource Management

• Human resources management is the art and science of acquiring, motivating, maintaining and
developing people in their jobs in light of their personal, professional and technical knowledge,
skills, needs and values and in synchronization with the achievement of individual, organization
and society’s goals.

Human Resource and Information Technology (IT)

 Use of job boards and other similar web based recruitment (e-recruitment)

Provides accessibility to a wider range if applicants for the job and usually communicates job vacancies
and application procedures.

 E-selection

Uses technology to help organizations more efficiently manage the process of identifying the best job
candidates-those who have the right knowledge, skills, and abilities for each job and who may best fit
the organization.

 Employment kiosk

Provides updates on employee status and other pertinent information initiated and made by the
employees themselves. This employee self-service delivery system ensures that the employee data is
updated.

 Electronic Performance Support System (EPSS)

Provide online coaching and mentoring services. Managers and employees can access organizational
information through an EPSS application.

 Salary and payroll administration

Most companies is now linked to performance management systems, time and attendance, and other
employee benefits, and pay systems. This ensure timely release of salaries, wages, bonuses, and other
similar compensation.

 Growth of social networking sites like FB and Twitter

With the increasing popularity of the use of intranets, wikis, blogs, and social networking sites, among
others, employees now use these stockpile information and share opinion and project progress.

 Use of email (electronic mail)

Email has emerged as the heart and soul of corporate communication.

 Use of IT to foster customer involvement

Because of the popularity of social media, companies started using different social networking sites
where they can post company updates, service offerings, or just to let the users of the account know
their company exists.

 Telecommunicating/Teleworking
Any form of substituting information technologies (such as computers) to establish remote or virtual
office- the act of moving work to workers instead of moving the workers to work.

Benefits of Teleworking/Telecommuting

Employer Benefits

• Employee increased productivity

• Decreased turnover because employee morale is higher.

• An opportunity to tap new labor pools such as parents with young children, persons with
disabilities, and the like.

Employee Benefits

• They save money on fuel, car maintenance, and insurance.

• A large reduction of stress.

• More time for their families; more participation in their communities

Human Resource Information System (HRIS)

 HRIS is a database system that keeps important information about employees in a central and
accessible locations.

Purposes of HRIS

 To improve the efficiency with which data on employees and HR activities are compiled.
 To provide HR information more rapidly and more easily to be used in management’s decision
making.

Chapter 2 Job Analysis

Acquisition of Human Resource
  Job Analysis

Job analysis is conducted to determine the responsibilities inherent in the position as well as the
qualifications needed to fulfill its responsibilities.

Job Description Job Specification

-title, position and location -Education, work experience, skills,

-duties, reporting -Responsibilities, trainings

-machines, workplace environment -Personal and emotional characteristics

Importance of Different Job Terms

• Position – consists of the responsibility and duties performed by an individual. There are as
many positions in a firm as there are employees.

• Job – group of positions that are similar in their duties. In some instances, only one position may
be involved, simply because no other similar position exists.

• Occupation – group of jobs that are similar as to kind of work and are found throughout an
industry.

Bank personnel – Teller/Sorter/Bank Manager – Roving teller/Fronliner/Back office

teller/Insurance partner/Bank manager

Educator/Faculty --- Teacher/Professor --- Ass.Prof 1 or Instructor 1 or Dean or Teacher 1

Accountant- Chief accountant/accounting analyst – Ass. Accountant/Bookkeepper/Senior

accountant

HR-Personnel – HR Director/HR representative – HR Manager/HR Payroll/HR attentandce/HR

Training/HR-IT

• Job Analysis – the procedure used for determining/collecting information relating to the
operations and responsibility of a specific job. The end results are job description and job
specifications.

• Job description – organized, factual statements of the duties and responsibilities of a specific
job.

• Job specifications– a written explanation of the minimum acceptable human qualities necessary
for effective performance of a given job. It designates the qualities required for acceptable
performance.

Job Specification – Qualifications

• Job classification – grouping of jobs on some specified basis such as kind of work or pay. It can
refer to a grouping by any selected characteristics but preferably used most often in connection
with pay and job evaluation.

Job classification – manager- and regular employee and the compensation of the two

• Job evaluation – systematic and orderly process of determining the worth of a job in relation to
other jobs. The objective is to determine the correct rate of pay.

• Tasks – coordinated and aggregated series of work elements used to produce an output.
• Job evaluation – Blue collar & white collar jobs

• Tasks – job activity or extra job

Specific Information Provided by Job Analysis

• Job title and location

• Organizational relationship

• Relation to other jobs

• Job summary

• Information concerning job requirements

Uses of Job Analysis Information

• Preparing the job description and writing the job specification

The result of job analysis provides a complete description that contains job summary, the job
duties and responsibilities, machine and equipment used, and some indications of the working
conditions.

• Recruitment and selection

Job analysis information is useful when searching for the right person to fill the job.

• Determining the rate of compensation

Job analysis information is also essential for estimating the value of and appropriate
compensation for each job.

• Performance appraisal

It involves comparison of actual versus planned output, Job analysis information is used to
identify the standards and performance objectives and specific activities to be performed against
which employees are evaluated.

• Training

Job analysis information is used to design training and development programs because the
analysis and resulting job description show the skills and therefore the kind of training that is
required.

• Career planning and development

The movement of individuals into and out of positions, jobs, and occupation is a common
procedure in organization. Job analysis provides clear and detailed information to employees on
career movement.

• Safety

The safety of a job depends on the proper layout, standards, equipment, and other physical
conditions.

Methods Used in Job Analysis

• Interview
 • Observation

• Questionnaires

• Employee Recording/Use of Logbook

Writing the Job Specifications

The information contained in a job specification usually includes the following basic criteria:

• Knowledge

• Skills

• Ability

• Personal Characteristics

• Credentials

• Technical Requirements

Chapter 3 Recruitment of Employees

Recruitment

• Is the search for potential applicants for actual and anticipated vacant positions in the
organization.

SOURCES OF APPLICANTS

Internal Sources/Recruitment

• it is a process for attracting job applicants from those currently working for the firm.

Job posting – is a method of internal recruitment in which a job vacancy notice is posted and all
qualified employees may bid. The notice describes the job, the salary, work schedule, and necessary
qualifications. The most qualified applicants are chosen for interview.

Referrals- Employee referrals is a method of recruitment in which organizations ask their employees
to solicit applications from qualified friends and associates.

• it is a process of attracting job applicants from outside the organization. It is undertaken when
no suitable candidates are available from within the organization.

METHODS OF EXTERNAL RECRUITMENT

• Job advertisement – placement of help-wanted advertisements in newspaper, trade and

professional publication, or on radio and television.

• Applicant-initiated recruitment is a method of external recruitment in which an organization

accepts unsolicited applications or resumes from individuals interested in working for the
organization.

• Campus recruiting is an external recruiting method in which the organization’s recruiters visit
various college and university-campuses to recruit individuals for positions requiring a certain
degree.
• Internships - For employers, they can use their interns to make useful contributions while they
are being evaluated as possible full-time employees.

• Job fairs/Special events recruiting - joining or sponsoring employment fairs.

ALTERNATIVES TO RECRUITING

• Subcontracting/Outsourcing – Subcontract work to another organization loses some of its

control over work that is outsourced.

• Overtime – used to avoid the incremental costs of recruiting and hiring additional employees for
a short period of time.

• Temporary help – use of temporary help services to fill the needs of companies on a temporary
basis. When the company is downsizing, temporary employees create a flexible staff that can be
laid off easily and recalled when necessary. Contractual basis 6 months and below, avoiding
permanency

• Employee leasing – similar to temporary help agency but employees are not temporary. Leasing
companies issue the worker’s paychecks, take care of personnel matters, ensure compliance
with workplace regulations, and provide the required employee benefits. Seeking help to Job
Agency

WRITING A RESUME

• A curriculum vitae/resume is a document that describes your qualifications, including but not
limited to your profile, goals, skills, education, and professional experience.

DIFFERENT PARTS OF RESUME

• Name, Address, and Telephone Number – these should be on top for companies to remember
your name.

• Job Objective – This is crucial because it informs the employer if there is a match between the
job vacancy and what you can offer.

• Education – List your educational experience in reverse chronological order. Include a high
GWA.

• Skills – highlight the main skills required of the position you are seeking. By doing so, you
increase your chances of creating a match in the employer’s mind.

• Work experience – List in reverse chronological order. Play up your work if it is career-related or
requires skills you want to emphasize.

• Achievements/awards and seminars and trainings attended – List in reverse chronological

order. Include any honors or awards received and the trainings and seminars attended in the
last 3-5 years.

• References – Choose them carefully. It is better to use every precious inch of space to promote
yourself.