REVIEWER IN HR THEORIES
Introduction of Human Resource Management
The basic function of the management process is the following:
- Planning
- Organizing
- Leading
Manager is the person responsible for accomplishing an organization’s goals.
Planning is the function of the management process requires a manager to establish goals
and standards and to develop rules and procedures.
Controlling managers use metrics to assess performance and then develop strategies for
corrective action.
Motivating subordinates is an activity associated with the leading function.
Personnel activities associated with human resource management are;
- Orienting and training new employees
- Appraising employee performance
- Building employee commitment
Human resource managers generally exert LINE AUTHORITY within the human resources
department and STAFF AUTHORITY outside the human resources department.
Human capital refers to the knowledge, skills, and abilities of a firm’s workers.
On-demand workers is the term for workforces like those at the company uber, where
freelancer and independent contractors work when they can, on what they want to work
on.
TWO DISTINCT FUNCTIONS CARRIED OUT BY HUMAN RESOURCE MANAGERS
- Line function
- Staff function
TRAINING AND DEVELOPMENT
PERFORMANCE APPRAISAL
Performance Appraisal refers to the process of evaluating an employee's current and/or
past performance relative to his or her performance standards.
The primary purpose of providing employees with feedback during a performance appraisal
is to motivate employees to Remove any performance deficiencies.
Setting work standards is the first step of performance appraisal.
Upward feedback refers to the process of allowing subordinates to rate their supervisor's
performance anonymously.
Employee's direct supervisor is primarily responsible for appraising an employee’s
performance.
360-degree feedback refers to a performance appraisal based on surveys from peers,
supervisors, subordinates, and costumers.
Graphic rating scale is the easiest and most popular technique for appraising employee
performance.
Alternation ranking refers to ranking of employees from best to worst on a trait or traits,
choosing highest than lowest until all are ranked.
JOB ANALYSIS AND TALENT MANAGEMENT
Organizational chart indicates the division of work within a firm and the line of authority
and communication.
Job rotation refers to systematically moving workers from one job to another.
Conducting the job analysis is the sole responsibility of the HR specialist. FALSE
Reactivity is one of the problems with direct observation
Job description – a list of job duties, responsibilities, reporting relationship, working conditions,
and supervisory responsibilities.
Job specification - a list of a job's HUMAN REQUIREMENTS that is, the necessary education, skills,
personality.
Job – the core of every organization’s productivity.
Job analysis – is the study of discovering the right person to be placed in the right job.
Job Analyst – is the knowledge about the jobs and their requirements must be collected through
job analysis.
Environment – the study of relationships between physical attributes of workers and their
environment.
Human Resource Information System – is a software system that provides a variety of
information about the job, job holders and past performance standards. This is usually used a large
organization because it helps in the easy retrieval of employee information.
Job analysis process
Phase 1: Preparation for Job Analysis
Phase 2: Collection of Job Analysis Information
Phase 3: Use of Job Analysis Information
Job Design – is the identification of Job Duties, characteristics, competencies and sequences
taking into consideration.
Difference between Job Enlargement and Job Enrichment
Job Enrichment - means improvement, or an increase with the help of upgrading and
development. In addition, an employee finds satisfaction in respect to their position and personal
growth potential. Job enrichment involves organizing and planning in order to gain more control
over their duties and work as a manager. The execution of plans and evaluation of results motivates
workers and relieves boredom.
Job Enlargement - means to add more duties, and an increased workload. It refers to having
additional duties and responsibilities in a current job description. Due to downsizing, an employee
might feel lucky to have a job at all, despite the fact that his duties and responsibilities have
increased. Another approach is that by adding more variety and enlarging the responsibilities will
provide the chance of enhancement and more productivity
EMPLOYEE TESTING AND SELECTION
Validity refers to the accuracy with which a test fulfills the function for which it was
designed.
Miniature job training refers to training candidates to perform several of the job’s task and
then assessing the candidates’ performance prior to hire.
Uncover false information is the primary reason that firms conduct background
investigations job applicants.
Management assessment center is a multi-day simulation in which candidates perform
realistic tasks in hypothetical situations and are scored on their performance.
360-degree feedback -
Achievement testing refers to assessments designed to measure an individual's
knowledge, skills or competencies in specific areas that are relevant to their job
performance.
Advanced interviewing refers to the strategic approach used by organizations to
thoroughly assess candidate for employment beyond the traditional interview process.
LABOR LAW
LABOR STANDARDS vs. LABOR RELATIONS
LABOR –it is the exertion by human beings of physical or mental efforts or both towards the
production of goods and services.
LABOR LAW – the law that governs the rights and duties of the employer and employees as
to:
- The term and conditions of employment
- Labor disputes arising from collective bargaining or other concerted activities
respecting such terms and conditions.
• LABOR STANDARDS – refer to the Philippine laws that provide the minimum
requirements regarding work conditions work hours, wages, benefits, and other
employment condition that are being implemented by management.
• LABOR RELATIONS
- Defines and regulates the status, rights and duties and the institutional
mechanisms that govern the individual and collective interactions of Ers,
ees or their representatives.
- is to strike the proper balance between the protection of workers' rights
versus the exercise of management prerogatives by the employer in
accordance with law and to achieve industrial peace.
STATE PROTECTION OF LABOR
- SECTION 3. The state shall afford full protection to labor, local and
overseas, organized and unorganized and promote full employment and
quality of employment opportunities for all.
- It shall guarantee the rights of all workers to self-organization, collective
bargaining and negotiations.
- They shall be entitled to security of tenure, human conditions of work and
living wage.
LABOR CODE
ARTICLE 3. DECLARATION OF BASIC POLICY
- The state shall afford protection to labor, promote full employment, ensure equal work
opportunities regardless of sex, race or cred and regulate the relations
between workers and employers.
CONSRUCTION IN FAVOR OF LABOR
ARTICLE 4. Construction in favor of labor. All doubts n implementation and
interpretation of the provisions of this code, including its implementing including its
implementing rules and regulations, shall be resolved in favor of labor.
STATUTORY BENEFITS OF WORKERS
- Minimum wages
- Overtime, holiday, Premium, night shift differential pay
- 13th month pay
- Service leave, maternity/magna carta for women, paternity, solo parent, VAWC
leave
- Retirement pays
- SSS
- Pag-ibig
- PhilHealth
MATERNITY LEAVE (Republic Act. 11210)
- Female employees who gave birth starting 11 march 2019.
- 105 days – paid leave for live birth
- 7 days – leave transferable to labors
- 15 days – additional paid leave for solo parent under RA8972
- 30 days - additional leave without pay optional
- 60 days – paid leave for miscarriage and emergency and crimination of pregnancy
Things to consider determining applicable statutory benefits
- Determine first if there is an employer-employee relationship between the parties
- Determine the number of workers employed, 1-5 workers, 1-9 workers, 10 or
more workers.
- Determine the nature of the employment, agricultural, retail/service
establishment etc.
FOUR-FOLD TEST
- The selection and engagement of the employee
- The payment of ages
- The power of dismissal
- The power to control the employee’s conduct, or the so-called “control test”- it
is the important element.
OVERTIME, HOLIDAY, PREMIUM, NIGHT SHIFT DIFFERENTIAL PAY
➢ Article 87. OVERTIME WORK – work may be performed beyond 8 hours a provided
that the employees (25%)
- Overtime not presumed
➢ Article 93. COMPENSATION FOR REST DAYS, SUNDAY OR HOLIDAY WORK –
where an employee is made or permitted to work on his scheduled rest day, he shall
be paid an additional compensation of at least (30%) of his regular wage.
➢ Article 86. NIGHT SHIFT DIFFERENTIAL – every employee shall be paid an NSD of
not less than (10%) of his regular wage. 10pm-6m.
➢ Article 94. RIGHT TO HOLIDAY PAY – every worker shall be paid his regular daily
wage during regular holidays, excepts in retail and service establishments regularly
employing less than 1 workers.
➢ SALARY DIFFERENTIAL JURISPRUDENCE
➢ 13TH MONTH PAY AND BONUS (Presidential decree no. 851)
- not later than December 24 of every year
- 1/12 of the basic salary of an employee
➢ RIPENED INTO MANAGEMENT PRACTICE
- JURISPRUDENCE – is replete with cases which recognize the right of employees
to benefits which voluntarily given by the employer and which ripened in
management practice.
SERVICELEAVE, MATERNITY LEAVE, MAGNA CARTA FOR WOMEN
CPACE LABOR LAW LECTURE
RECRUITMENT
Any act of CETCHUP
- Canvassing
- Enlisting
- Transporting
- Contracting
- Hiring
- Utilizing
- Procuring Wokers
Persons deemed engaged in recruitment and placement
- Any person entity which, in any manner, offers or promises for a free, employment
to 2 or more persons shall be deemed engaged in recruitment and placement.
- RECRUITMENT AND PLACEMENT under art. 13 of the labor code includes
promising or advertising for employment, locally or abroad, whether for profit or not,
provided, that any person or entity which, in any manner, offers or promises for a
fee, employment to two or more persons shall be deemed engaged in recruitment
and placement.
- PRIVATE RECRUITMENT Art. 16. No person or entity other than public employment
offices, shall engage in the recruitment and placement of workers.
EMPLOYER-EMPLOYEE RELATIONSHIP
EMPLOYER is any person, natural or juridical, domestic or foreign, who carries on in
Philippines any trade, business, industry, undertaking or activity of any kind and uses the
services of another person who is under his orders as regards the employment, excepts
the government and any of its political subdivisions, branches, or instrumentalities,
including corporations owned or controlled by the government.
EMPLOYEE is any person who performs services for an employer in which either or both
mental and physical efforts are used and who receives compensation for such services,
where there is an employer-employee relationship.
ECONOMIC DEPENDENCY (TWO-TIERED TEST)
• Four-fold test – the reputative Er’s power to control the Ee with respect to the
means and methods by which the work is to be accomplished.
• Economic reality test – the underlying economic realities of the activity or
relationship.
The respondents exercised control over petitioner's hour, means and methods of
work.
CONTRACTING
LABOR-ONLY CONTRACTING (Art. 106 labor code)
- Labor-only code, a is an arrangement where the contractor, who does not have
substantial capital or investment.
- PRINCIPAL
- LABOR-ONLY CONTRACTOR
- EMPLOYEE
PERMISSIBLE OR LEGITIMATE JOB CONTRACTING (SUBCONTRACTING) - refers to an
arrangement whereby a principal agrees to put out or farm out with the contractor or
subcontractor the performance or completion of a specific job, work or service.
STANDARD CONDITIONS OF WORK
• MINIMUM WAGE – is a legal mandate for employers to pay their employees a
compensation which should not be less than that prescribed by the regional
tripartite wages and productivity board in the different regions.
- The daily minimum wage in NCR increased from 570 to 610 for the non-
agricultural sector, and 533 to 573 for the agricultural sector.
• HOURS OF WORK
General Rule: the normal hours of work of any employee shall not exceed 8 hours a
day.
EXCEPTIONS:
- HEALTH PERSONNEL - Include resident physicians, nurses, nutritionists,
dietitians, pharmacist, social workers laboratory technicians etc.
- COMPRESSED WORK WEEK - An alternative arrangement whereby the normal
workweek is reduced to less than 6 days but number of work hours pr week shall
remain at 48 hours.
• OVERTIME WORK – it is the service rendered in excess of and in addition to 8 hours
on ordinary working days.
• OVERTIME PAY – the additional compensation of at least 25% on the regular wage
for the service or work rendered in excess of 8 hours a day by Ees or laborers in
employment covered by the 8-hour labor law.
OVERTIME PAY OF WORKER ABOARDA VESSEL
• REST DAY – Every Er give his Ees a rest period of not less than 24 consecutive hours
after every 6 consecutive normal workdays
➢ REST DAY NOT NECESSRILY SUNDAY OR HOLIDAY – ALL ESTABLISHMENTS
AND ENTERPRISES MAY OPERATE OR OPEN FOR BUSINESS ON SUNDAY AND
HOLIDAYS PROVIDED THAT THE EeS ARE GIVEN THE WEEKLY REST DAY AND
THE BENEFITS PROVIDED UNDER THE LAW.
➢ EMERGENCY REST DAY WORK – the Ee cannot be compelled by the Eer to work
on his rest day
• PREMIUM PAY – employee who is made or permitted to work on his scheduled rest
day shall be paid an additional compensation of at least 30% of his regular wage.
• HOLIDAY PAY – is a day designated or set apart by the legislature for a purpose
within the meaning of the term “holiday” to commemorate an important event.
LEAVES
• SERVICE INCENTIVE LEAVE SIL – it is a five-day leave with pay for every Ee who has
rendered at least one year of service whether continuous or broken.
• PATERNITY LEAVE – it refers
TYPES OF EMPLOYMENT
• REGULAR EMPLOYMENT – employee has engaged to perform activities which are
usually necessary or desirable in the usual business or trade of the employer.
• Test to determine regular employment
• CASUAL EMPLOYMENT – employee perform work that is not usually necessary or
primarily related to the employer's business or trade.
• PROJECT EMPLOYMENT – the employment has been fixed for a specific project or
undertaking whose completion or termination has been determined at the time of
the engagement of the employee.
• “DAY CERTAIN” RULE – it states that a project employment that ends on a certain
date but date does not end on an exact date but upon the completion of the project.
It is employment that has been fixed for:
- SPECIFIC UNDERTAKING – a specific project or undertaking the completion
- TIME-BOUND – termination of which has been determined at the time of
engagement of the Ee.
• FIXED-TERM EMPLOYMENT – it's contract of employment for a definite period
terminated by its own terms at the end of such period.
- PROJECT VS. FIXED TERM – there must be a project duration of project. Fixed
term not based on the activity required to perform.
• TERMINATION OF EMPLOYMENT
- TERMINATION BY EMPLOYER -
