Name: Sutchie Bolo Gallardo Date:

M613 HRM with HBO/OB Dr. Marte Emperio

1. Discuss the importance and role of Human Resource Management in Public and Private
Organization. (25pts.)
Public sector human resource management is the application of human resources principle to the
public sector. The practice of public sector human resource management includes tasks like the
recruitment of employees, the training of employees, the remuneration of employees. It also
involves the termination of employees. It also involves termination of underperforming
employees with a view of improving the quality of employee output. Other tasks that public
human resource management handles include such issues as labor disputes, employee diversity,
and sexual harassment and welfare packages.
Core function on public sector human resource management includes the recruitment of
employees by arranging for interviews and other recruitment efforts. It is their responsibility to
instruct the employees who require further training by making arrangement, providing materials
and coordinating the logistics for their skill are most needed, and it will also continue evaluating
the employees to make sure they are performing according to expectation; human resources may
transfer them to another department or terminate their employment.
It’s main difference with private sector human resource management.
Unlike the public sector, the private sector has been able to flourish in many ways without the
benefit of human resource collaborations since private companies have a ability to judge
performance through profits and performance-delivery. The economic difference gives the
private sector an advantage in that it can pinpoint problems of inefficiency by reason of the
financial losses it entail. It must be emphasized that under-performance is a ‘no-no’ in private
firms. It is easier to ‘fire’ such individuals in private firms than in the public sector where
individual performance record shall first have to be thoroughly reviewed. Although this seems to
be an advantage, the term ‘profitability’ should be used in the loosest definition. Is it really an
advantage to hire and then look for financial losses? Obviously, the private sector could enjoy
increases through collaboration with human resource management.

2. Briefly explain the different human resources management function. (25pts)

Human Resource Management (HRM) is the utilization of individuals to achieve organizational
objectives. Consequently, managers at every level must concern themselves with HRM.
Basically, managers at every level get things done through the efforts of others; this requires
effective HRM. Individuals dealing with human resource matters face a multitude of challenges
ranging from a constantly workforce to ever-present government regulations, to a technical
revolution and the effects of man-made and natural disasters. Further, global competition has
forced both and large organizations to be more conscious of costs and productivity. Because of
the critical nature of human resource issues, these matters receive attention from upper
management. Human resource functions.

STAFFING - the process through which an organization ensures that it always has the proper
number of employees with the appropriate skills in the right jobs, at the right time to achieve
organizational objectives. Staffing involves: Job analysis, Human Resource Planning,
Recruitment and Selection.

HUMAN RESOURCE DEVELOPMENT (HRD) is a major HRM function which consists of:
Training, Development, Individual Career Planning, Organization Development, Performance
Management and Appraisal
COMPENSATION - the total of all rewards provided employees in return for their services. The
rewards may be one or a combination of the following: Direct Financial Compensation: wages,
salaries, commissions, bonuses, Indirect Financial Compensation (Benefits) paid vacation, sick
leave, holidays, and medical insurance and lastly Nonfinancial Compensation: Satisfaction a
person receives from the job itself.

SAFETY AND HEALTH - Safety involves protecting employees from injuries caused by work -
related accidents. Health refers to the employees' freedom from physical or emotional illness.
These are concerns HRM must be very concerned with in order that employee remain productive
and yield long term benefits to the organization.

EMPLOYER AND LABOR RELATIONS - Despite the decrease in private-sector union

membership, a business is required by law to recognize a union with it in good faith if the firm's
employees want the union to represent them.

3. What are the factors that determine Human Resources management plans? Discuss each
factor. (25pts.)

LABOR MARKET
Potential employees located within the geographic from which the employees are recruited
comprise the labor market. Since new employees are hired from outside the firm, the labor
market is considered an external environment.

A LEGAL CONSIDERATION
Another significant external force affecting HRM relates to Congressional legislations and the
many Court decisions interpreting these legislations. In addition, presidential executive orders
have had a major impact on HRM. These legal considerations affect virtually the entire spectrum
of human resource policies.
SOCIETY
When a firm responds effectively to social interests, it is said to be socially responsible. Social
responsibility is the implied, enforced, or felt obligation of managers, acting in official capacity,
to serve, protect the interests of other groups other than themselves.

UNIONS
A union is compressed on employees who have joined together for the purpose of dealing with
their employer. Unions are treated as an environmental factor because, essentially, they become a
third party when dealing with the company.

SHAREHOLDERS
The owners of a corporation are called share- holders. Because shareholders or stockholders,
have invested money in the firm, they may at times challenge programs considered by
management to be beneficial to the organization especially when costs and profit are the main
concerns.

COMPETITION
Firms may face intense competition in both their product or service and labor markets. By reason
of the existence of a free market or enterprise, a firm must maintain a supply of competent
employees in various career fields if it is to succeed and prosper.

CUSTOMERS
The people who actually use a firm's goods and services are a major part of the environment.
Because sales are crucial to a firm's survival, management has the task of ensuring that it's
employments practices do not antagonize the customers that it serves.

Customers constantly demand high quality products and after-purchase service. Therefore, a
firm's workforce should be capable of providing top-quality goods and services. These
conditions relate directly to the skills, qualifications, and motivations of the organization's
employees.

TECHNOLOGY
In the field of HRM, technology has made a crucial change in the organization towards reducing
cost and increasing efficiency of its employees. It also helps reducing administrative expenses. It
enables the organization in data management which is useful for making important decisions. It
allows the company to improve its internal processes, core competencies, and organizational
structure as a whole (profilesasiapacific.com)
4. What are the major significant challenges confronting the human resource management
officer, and how will you expect to continue such challenges? (25pts.)

BIGGEST CHALLENGES FACING HR DEPARTMENTS

The HR function has been changing over the years. More businesses are realigning the role of
HR so they can best manages and grow their company cost effectively. Some companies have
decided that it’s best to outsource some functions to third parties so that internal resources can
focus more time on strategic issues. It’s safe to say that companies today are constantly
examining their HR function with a goal of figuring out best practices and best allocation of
time. HR deals with many issues, but probably the biggest challenges facing HR Departments
today are Recruitment, Retention & Motivation, Leadership Development and Corporate
Culture. As HR works to move to a more strategic role, addressing these issues has become a
continual and time-consuming process. Here’s why.

RECRUITMENT, RETENTION AND MOTIVATION

This may be the most challenging issue that challenges HR today. Human Resource
professionals anticipate that retaining the best employees will be the greatest HR challenge in
2022, according to a November 2012 poll by the Society for Human Resource Management.
59% of respondents ranked this factor in their top three challenges, compared to 51% in 2010.
Predictions indicate there will be a lot of people looking for new jobs when the economy
improves. There is always the perception that the “grass is greener on the other side of the
street”. In times of economic slowdown and periods when growth is slow, employees become
more open to considering other employment options.
Employers today must find new methods to attract talent through social media, postings on job
boards and even other traditional methods such as attending job fairs and sending out
promotional mailings to generate interest. The new generation employees are looking for jobs
that provide a balance between employment and family, and desire autonomy and the ability to
make a difference within the organization. Companies are well advised to search for diversity
that can generate new ideas, better productivity and a sense of equality that builds teamwork.
Lack of technical talent has made it difficult for companies to fill specialized positions. Even
during periods of high unemployment, technical and technology-driven companies find a
shortage of employees with the training and competencies to perform in niche jobs.
Retention has become tougher than any time in the past and has become a heightened issue.
Companies sometimes need to offer more in terms of benefit packages or incentives, because
people increasingly look for jobs that reduce their risks in tough economic times. Employers are
advised to identify their key employees from entry-level to upper-level management and take the
appropriate steps that are unique to their businesses to retain these individuals. Employers should
consider merit pay increases, projects that increase an employee’s responsibilities, and other
benefits like flex time, telecommuting, or technologies to keep employees happy.
Building a workplace where employees are motivated is an ongoing issue confronting HR
professionals. Offering positive reinforcement and feedback to team members has become an
ongoing initiative for HR. Company managers must inspire employees and coach them to
become top performers. HR professionals need to understand what motivates company
employees and incorporate them into compensation or rewards systems. Finding out why people
are leaving and addressing the issues is a role HR also plays.

LEADERSHIP DEVELOPMENT
The SHRM poll and a similar one in 2010 by PricewaterhouseCoopers both indicated leadership
development as a key challenge for HR. 52% of respondents indicated this factor was a concern,
a significant increase over 29% in 2010. The workforce is aging quickly, leading many HR
teams to consider putting formal succession plans in place and to begin more emphasis on
developing future leaders. As companies grow and expand, developing leaders has become a
major initiative. Successful companies that work on leadership development will also make
strides with better employee retention.
Employees repeatedly say that poor leadership as a reason for leaving jobs. They also want a
more active leadership role in decisions within their jobs, which may necessitate training.
Unfortunately, businesses sometimes struggle to produce the budgets necessary for strong
employee training and development programs that emphasize leadership and growth.

CULTURE
Research has proven that culture influences organizational performance, whether performance is
defined in terms of customer satisfaction, attendance, safety, stock price or productivity. Human
Resources play an active role in the development of an organizational culture. Great workplaces
with a great corporate culture are more financially successful than their peers. Great workplaces
have lower employee turnover than their competitors and can recruit top talent that fits their
culture and needs. The result is they provide top quality customer service and create innovative
products and services that contribute to their overall financial success. There is a strong
relationship between cultures and hiring that comes into play with employee sourcing, selection,
and retention. Cultural fit is the makeup of someone. It’s who they are and what they bring to the
table. Generally, it can’t be taught. If your corporate culture is not in synch with your candidate,
it will be difficult to change them. Most people can pick up new skills with relative ease if you
have the time to train them. Most companies pay relatively little attention to culture despite its
importance. It has been proven that actively managing and developing culture through hiring can
significantly improve employee retention and performance. In the end, this directly influences
organizational profitability and growth. As companies recognize the need to evolve the HR
function to address Recruitment, Retention & Motivation, Leadership Development and
Corporate Culture challenges, outsourcing some or all of these functions allows them to take a
strategic approach to these challenges while cost effectively growing their company. For
assistance with any or all of your Human Resource needs, HR Affiliates provides solutions that
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