Personnel Administration 1.

Discuss the history of Personnel Administration in the Philippines and How Personnel Administration evolved to Human Resources? >> Organizations have many operational functions. HRD is one of the functions that is engaging with the tasks of an organization. In early 70 s there was no division called as Human Resource Department or Division. By that time there was only a division called "Personnel" engaged with the labor related in the organization. Personnel Management was introduced by the end of 19th century. At that time, this was focused on the welfare of labors in the organizations. According to the tasks they have done, the officers at Personnel Department was called as "Welfare Officers". The special thing was, the employee welfare tasks were done by women at that time. During the period of 1914-1939, many organizations has showed a quick growth and quick changes in needs and wants of the operations. Therefore the tasks done by women shifted to the men's, because of the complexity of tasks. These officers has called as "Labor managers" at that time. After Second World War, during the period 1945 - 1979, this has grown up and changed to "Personnel Management", and Personnel Management was focus basically on employee administration and the legislation. At late 70 s the economic of the world changed gradually and organizations started to consider labors work as an important resource. At the decade of 80 the concept of "Human Resource Management" was started and then it has shown growth gradually in decade of 1990. Finally the tasks and operations of personnel management was shifted to the Human Resource Management and it is functioning now in broad way in the organizations than Personnel Management. 2. Discuss the following functions of human resources management. 2.1 Job Organization and Information >> In most organization, a well-organized workforce translates to greater efficiency, productivity, and revenue. The first goal of personnel administration, therefore, is to organize all employees in such a way that allows them to cooperate and complete tasks in the best way possible. Examples of issues in this area include how many departments are necessary, how many individuals should be in each department, what the manager to employee ratio should be, and what alternate chains of command should be used when managers cannot be contacted. Organization also deals with how to assign individuals to specific projects, as well as keeping the employees healthy and safe in the work environment. 2.2 Acquisition of human resources >> Acquisition of human resources entails the hiring of workers most likely to help a company attain its goals. The development function encompasses the training of workers to perform their tasks in accordance with company strategy. This activity also involves company efforts to control

and change employee behavior via reviews, appraisals, incentives, and discipline. 2.3 Salary Administration >> Compensation, the third major HRM function, refers to HRM duties related to paying employees and providing incentives for them. HRM professionals are typically charged with developing wage and salary systems that accomplish specific organizational objectives, such as employee retention, quality, satisfaction, and motivation. Ultimately, their aim is to establish wage and salary levels that maximize the company's investment in relation to its goals. This is often successfully accomplished with performance based incentives. In particular, HRM managers must learn how to create compensation equity within the organization that doesn't hamper morale and that provides sufficient financial motivation. Besides financial compensation and fringe benefits, effective HRM managers also design programs that reward employees by meeting their emotional needs, such as recognition for good work. 2.4 Personnel Development >> Refers to performance appraisal and training activities. The basic goal of appraisal is to provide feedback to employees concerning their performance. This feedback allows them to evaluate the appropriateness of their behaviour in the eyes of their co-workers and managers, correct weaknesses, and improve their contribution. HRM professionals must devise uniform appraisal standards, develop review techniques, train managers to administer the appraisals, and then evaluate and follow up on the effectiveness of performance reviews. They must also tie the appraisal process into compensation and incentive strategies, and work to ensure that federal regulations are observed. 2.5 Research >> Public administration refers to two meanings: first, it is concerned with the implementation of government policy; second, it is an academic discipline that studies this implementation and prepares civil servants for working in the public service. As a "field of inquiry with a diverse scope" its "fundamental goal... is to advance management and policies so that government can function." Some of the various definitions which have been offered for the term are: "the management of public programs"; the "translation of politics into the reality that citizens see every day";and "the study of government decision making, the analysis of the policies themselves, the various inputs that have produced them, and the inputs necessary to produce alternative policies." 3. Cite a situation where you can prove that the principles of Personnel Administration are practice by the School Administrator in their field of work. >> Principles of Personnel Administration exist at almost all academic institutions. School Administration provides a broad range of services to schools and

in particular school administrators. The School Administration department is directly responsible to the Director of School Administration. The functions of the School Administration department include staffing and administrative appointments, day-to-day operational issues of schools, the evaluation, identification, recruitment and professional development of current and aspiring school administrators, community-based educational supports, international students, and safe schools. 4. As a future principal, how will you implement the transparency policy of the Pinoy government in terms of values and integrity? Considering the legal rules considering the legal rules presented under R.A. 3019 and R.A. 6713 and Code on professional ethics for teachers. >> Being a school principal is balanced between being rewarding and being challenging. It is a difficult job, and like any job there are people that are just not cut out to handle it. Taking into consideration the legal rules under RA 3019 and RA 6713, I believe I can implement the transparency policy of Pinoy government in terms of values and integrity by all means of having the professional requirements needed to become a principal, there are several traits that good principals must possess to do their job effectively. Each of these characteristics manifests themselves in the daily duties of a principal. The best principals possess each of these seven qualities. A principal must exhibit leadership, a principal must be adept with people, a principal must balance tough love with earned praise, a principal must be fair and consistent, a principal must be organized and prepared, a principal must be an excellent listener, and a principal must be a visionary. Having all these traits, I can be of good examples to my teachers. And it would be easy for me to implement Pinoys government (in my working environment and my subordinates) in terms of values and integrity. 5. Critique the five areas of concern of Educational Administration >> Educational administration is a discipline within the study of education that examines the administrative theory and practice of education in general and educational institutions and educators in particular. The field ideally distinguishes itself from administration and management through its adherence to guiding principles of educational philosophy. 6. Name some common Filipino values and how these values affect good leadership in the Department of Education. >> The Filipino value system or Filipino values refers to the set of values or the value system that a majority of the Filipino have historically held important in their lives. This Philippine value system includes their own unique assemblage of consistent ideologies, moral codes, ethical practices, etiquette, and cultural and personal values that are promoted by their society. As with any society though, the values that an individual holds sacred can differ on the basis of religion, upbringing and other factors.

As a general description, the distinct value system of Filipinos is rooted primarily in personal alliance systems, especially those based in kinship, obligation, friendship, religion (particularly Christianity), and commercial relationships. These above mentioned values of Filipinos affect good leadership in the Department of Education. DepEd has been doing its best in providing a good curriculum in the Philippines, a curriculum thatll not only hone the knowledge and skills of our learners but also develop their spiritual and holistic growth. DepEd aims to preserve the Filipino values, and it is evident through the values integration in our educational system. 7. In administering personnel or teachers, which do you think the most difficult aspect of the job and explain on how to countenance it? >> as a head or principal, I think the most difficult aspect in administering teacher is when you have to be able to connect with each person that you deal with on a daily basis. You have to find common ground and earn their trust. There are so many groups of people that principals deal with daily including their superintendent, teachers, support staff, parents, students, & community members. Every group requires a different approach and individuals within a group are unique in their own right. You never know what is going to walk into your office next. People come in with a variety of emotions including happiness, sadness, and anger. You have to be able to deal with each of those situations effectively by connecting to the person and showing them that you care about their unique situation. They have to believe that you will do whatever you can make their situation better.