STI West Negros University

School of Graduate Studies

Bacolod City

MASTER IN PUBLIC ADMINISTRATION

1st Semester, AY 2022-2023

MPAD 202 – Public Human Resource Management

Prelim Examination
Professor - Dr. Yasmin Pascual-Dormido, DPA
Submitted By: Milljan B. Delos Reyes

1. Among the biggest challenges for Human Resource Management in 2022 are talent
retention, embracing inevitable change, engaging the workforce, diversity in the
workplace, managing relationships and employee health and well-being. Select only four
(4) challenges cited above that are present in your respective organizations and how
these are being handled.

As a fresh graduate a few months ago, I just recently experience the

reality of the thing we called work for adults. I barely have enough experiences
that I could relate to this scenario. I think the four biggest challenges that are
rampant in our organization was the talent retention, embracing inevitable
change, engaging the workforce, and managing relationships. First, regarding
talent retention is that it’s a very common behavior in our industry such as in
construction that every time there is a newbie or a fresh graduate including
myself; the management would give them the bare minimum of the benefits
and salary because they are assuming that we newbies would just leave the
company when an ample of experience was obtained. This is not true because
we only leave a certain organization if it is not producing so much that would
suffice our needs mentally, physically, and monetarily. This has been the
culture in our organization for a long time that is not being confronted and
addressed by the actual owner of our company. It’s just sad to say that I am
not that optimistic about the company changing its approach toward this. The
aspect of embracing inevitable challenges is also connected with the first one.
Our organization is a design and build construction company, to stay
competitive in the industry we must always be updated on the current trends
of software, updated design and build techniques, updated equipment, and
updated techniques for dealing with the employees. Unfortunately, the
company has always failed to address all these issues, it’s not that our HR does
not listen to us employees, it’s just that the owner is not willing to change.
Third is engaging the workforce, in this aspect I could say that our organization
is doing well. We never had a problem in terms of our work-related
engagements since the construction industry is booming in our local region.
Lastly is managing the relationships, in any organization, different characters
need to mend together to excel. But there are some times that these different
people conflict with each other, and I can say that our company is doing fair in
this aspect. Our HR has devised a plan to mitigate the effects of this
phenomenon by having all these conflicting characters in one team and letting
their characters mend as time goes on until such time after the acclimation
stage they became like best friends. Although it sounds funny it works most of
the time.
This year of 2022 has been a very challenging time for human society,
most especially in the industries that are the backbone of the global economy
in which the workforce in each respective industry has a long time to think of
themselves and realize how they should be treated. Workers in our company
are no exception to this, our manager even complained about the lower
productivity rate in our department. Out of curiosity, I look on the internet on
why this is happening and surprisingly it’s not just in our company that is
happening but around the world. Because of workers’ realization within the
organization about how we are treated. This led to the trend among workers
especially millennials and gen z, but what is Quiet quitting? It's about carrying
out the minimum requirements of your job and not spending more time, effort,
or enthusiasm than is necessary. As such, it's a misnomer, since workers don't
leave their jobs and continue to receive wages. In the early 2020s, largely
driven by social media, silent abandonment became a popular trend in the
United States and elsewhere. However, some observers have questioned its
prevalence and whether it is a new phenomenon ( (DAUGHERTY, 2022). This
means this has become a wake-up call for all the management around the
world on how they would improve their relationships with their subordinates. I
believe that to have a successful company, everyone in managerial positions
should always put in the shoes of their employees to better understand their
needs, you can’t just sprawl around rules and regulations without knowing
how this would impact the lower levels.
2. The Human Resource Department (HRD) manages five main duties or functions: talent
management, compensation and employee benefits, training and development, compliance and
workplace safety. Define and discuss each task or function and relate to your present
organization and how these duties are being handled or performed. Are you satisfied with how
your HRD or HR manager is handling these duties? Justify your answers and cite examples to
illustrate your arguments.

The Human Resource Department has five main duties or functions, the
first one is talent management. Talent management is a set of integrated HR
processes. This means that talent management activities are larger than the
sum of the individual departments. It also means that a talent management
strategy is needed to take advantage of its full potential. Attract, Grow,
Motivate and Retain. Talent management involves all key areas of HR, from
recruitment to employee onboarding and from performance management to
employee retention. The goal of talent management is to increase performance.
It aims to motivate, engage and retain employees so that they are more
productive. This is why the importance of talent management is so important.
When done right, companies can create a sustainable competitive advantage
and outperform the competition with an integrated system of talent
management methods that are hard to copy and/or imitate. As a leader that
has Talent Management, you should be able to understand that there are
strategies for taking advantage of your management skills and doing it the
right way. You should know your company’s goals and measure the progress of
your organization. You should be able to check from time to time your metrics
if you are getting to the point of objectives, if you can’t even retain your star
employees then you can’t get to your objectives. As our organization is very
young, the owner is very conservative and still in the stage of learning but very
capable of handling people’s talent. The sad thing is that she would let his
emotions ahead of his rational personality to the point that everyone freaks out
and I think that would be nice if she would tame it. Compensations are the
remuneration awarded to an employee in exchange for their services or
individual contributions to your business. The contributions can be their time,
knowledge, skills, abilities, and commitment to your company or a project. It is
one of the most powerful drivers to the motivations of all workers by having
them think that after a day of hard work labor they would money to get. It is
one of many factors why employees leave their respective organizations for the
one that gives a higher compensation. As I’ve said earlier, I’m a fresh graduate
so the compensation and salary are not the main factors but the experience is.
Although I am being paid a minimum wage for our region it feels like it’s not
enough for our effort, and also the worst thing about being a fresh graduate
was that I forgot that we have labor laws that I can depend on. I am currently
contented with the compensation of our company but in the larger picture, I
am unconsciously wishing to have a better one. For example, is that we don’t
get double pay during official holidays which is very nasty for us employees. I
could say that our organization doesn’t do well in terms of employee
compensation. Employees’ benefits, training, and development Training, and
development programs are educational activities organized by employers for the
benefit of employees. These training programs are designed to continuously
provide employees with the skills and knowledge needed to better perform their
duties. HR and people development teams use employee training and
development to help their workforce gain the knowledge and expertise needed
to grow professionally. Companies that invest in these methods of learning and
development understand that it is more profitable to invest in developing the
skills of their existing workforce than finding new talent. There are many
reasons why you might want to adopt a training and development strategy.
There are also countless strategies you can use to improve your employees'
skills. Whichever strategy you choose, you should always follow these key steps
to create a training program in your workplace. Unfortunately, in our
organization, we don’t get proper training and guidance from someone very
professional and competent in their job because they have different careers,
taking the job only because of high salaries which are not good in our
organization. I believe that our company should give training and development
to retain and develop talents that would out ways the expenses with the
results. For example, in my previous company where I did an OJT, the
management there is very generous in terms of training and development you
could have high morale and competent employees working there. Wherein they
retain their talents for a longer time than the average. Compliance and safety
work is not something that a company should neglect because it could backfire
horribly on the organization’s credibility and might cause a sudden or gradual
downfall. Compliance does not only mean that you do what is the bare
minimum requirements in the industry, it is essential that you go beyond that
to have a conducive workplace. All workplaces must meet certain criteria by
law to ensure the safety of employees, contractors, visitors, or anyone else who
may be in the facility. Failure to comply can not only endanger lives but can
also lead to severe legal penalties. However, the laws and responsibilities
surrounding health and safety compliance in the workplace are often complex.
No two workplaces are alike and therefore they do not share the same risk
factors and compliance issues. Good workplace compliance is structured
around knowing and assessing the risk factors and problems that may arise in
your unique workplace and developing a plan to minimize and remediate them.
them to manage. While each workplace, its risks, and the compliance issues it
may experience are unique, they will share many common strategies for
handling the planning, mitigation, and legal responsibilities of workplace
health and safety. In this article, we will provide the ultimate guide to
workplace health and safety compliance. We will cover the different areas of
compliance, the law that enforces them, and some strategies for the
implementation of safeguards. Complying with Workplace Health and Safety
laws and regulations such as Prescribing Basic OSH Training Course for Safety
Officer 1 (SO1) (Under Section 3 (n) of RA 11058 and Section 3 (v) of DO 198-
18). That’s why every company is required to have a safety officer to oversee the
compliance of companies to the prescription of laws. Involves taking steps to
ensure that everybody who works or enters your workplace is as safe as they
possibly can be. Compliance legislation is not only designed to protect
employees, but customers, clients, contractors, visitors, or anybody else who
may be involved with your business's operations. Essentially, to comply with
occupational health and safety laws, you must continually assess your
workplace for new and existing safety threats, and work to reduce, eliminate or
fix them.
Exact compliance obligations vary by industry and work environment, so
you should seek advice about your specific obligations. However, in principle,
provides a safe working environment, Mitigate or eliminates risks when
discovered, performs a continual assessment to discover new or evolved risks,
provides information and training to employees on their WHS obligations and
how to comply with them, verifies safeguards and risk elimination or reduction
methods when dealing with dangerous substances, materials, or machinery
and provide up-to-date insurance and compensation policies for accidents and
injuries. Because our company was new to the industry, we are still in the
process of obtaining compliance from the government which would allow us to
operate on a large scale safely. And frankly speaking, I see how these
compliances would affect the company. The company complying with the
standards of our laws gives the employees assurance that they are working
safely. Their morale is also higher, knowing that no matter what happens
during the work; their company would surely have their back. For now, I am
just hoping that our company could finally have all these compliances, because
for now; even basic benefits are still absent such as pag-ibig, Phil health, and
SSS. I understood that our company is still a new player, but I hope they look
to the other competitors and have a realization that employees are people that
have needs. Not just in terms monetarily but also emotionally and having a
future-proof and future-proof life would be a great perk in motivation during
work. Chain of custody has long been a concept in occupational health and
safety law. Essentially, the concept is that each person in the management
chain is legally responsible for violations that occur in a certain area they have
overseen. Although the law focuses on heavy-duty vehicles and their drivers,
many of the provisions applicable to the workplace in general. In addition,
recent changes to the chain of custody of products mean that employers need
to be more proactive in reducing and eliminating risk factors. Previously, legal
action could only be taken if an incident had occurred. However, under the
new laws, the mere presence of an unresolved risk is enough to attract legal
sanctions. This change means that employers need to be much more proactive
if they want to avoid breaking health and safety laws in the workplace.
3. The term bureaucracy refers to a complex organization that has multilayered systems
and processes. These systems and processes that are put in place effectively make
decision-making slow. It is said that these systems and processes are designed to
maintain uniformity and control within the organization. But the bureaucratic process
lends itself to criticism and is synonymous with redundancy, arbitrariness and
inefficiency. What does redundancy, arbitrariness and inefficiency mean? Can you relate
these to your present or previous organization? Why is that so? How do/did these affect
human resource in the public/private sector?

Bureaucracy has been the foundation of most governments around the

world, this is most common in democratic countries in which they use it as one
way to deter a power vacuum in one organization or a person. Although it is
great for the safeguarding of the law and organization, it is also notorious for
having a redundant mechanism. Redundancy refers to a situation in which
something is unnecessarily needed but the rules and regulations mandated
you to do so leading to a repetitive scenario. In my current workplace
redundancy was not that a big problem. Maybe because we are a private sector
and we don’t need a safeguard against a possible power vacuum to one person
because the owner is already absolute in terms of decision making, although
we are still bound by the law of the land. Though there are some scenarios in
our companies in which redundancy would be a hurdle in our work, for me as
a Draftsman and Designer in our company I would normally get approval from
the client and the boss, then let the Office of Building Official sign the
documents needed. In the office of Building Official which is a government
agency, the so-called redundancy kick in. They would let you wait for hours or
days and then tell you to go to the other department to get a sign only to be
passed again to the previous person for the sign. This has been a very rampant
problem in the construction industry, together with a plague of corruption and
redundant rules and regulation it creates a hazardous situation in which
incomplete and unsafe plans just get through the Office of Building official via
bribery because of redundancy that leads to delay on the constructions.
Unfortunately, redundancy affects the public sector more than the public
sector. Although our government here in our country is very resilient against
dictatorship and autocracy. Fear of having one man or organization that takes
so much power in their hands has led to a stagnant economy. In terms of a
broader scale, redundancy in a national disaster needs a solution as soon as
possible. One of the main reasons why investors choose other countries is
because of our tape, although the anti-red tape law has been signed by the
previous administration; it is still a rampant problem that needs national
attention. Without a proper and permanent solution from the government,
redundancy would continue to cause social interruption among the populace
and pull our economy down. Arbitrariness refers to the quality of
being based on chance rather than being planned or based on reason. In
simple terms is that arbitrariness basing your decisions on chances rather
than from factual and rational information that is usually needed in decision-
making. This phenomenon does not occur in my workplace, because we are a
private sector our HR base his decisions on hiring by criteria and information
that the candidate would honestly give them in hiring. Our managers and the
owner would not also take chances on decision-making but always decides
based on existing data that is related to the current situation. I think it has
little impact on the Human Resource management of the private sector because
mostly they don’t have the unconscious mandate of hiring based on
connections and family background. They should still stick to meritocracy in
which you choose someone based on merits and competency, basing their
criterium on hiring someone competent for the job openings. Unlike in Public
sector Human Resource Management there are always under the mercy of the
current duly elected official that could fire them anytime they want, they don’t
have the luxury of hiring based on meritocracy but they base on loyalty and
connections within the elected officials which puts a strain on the credibility of
Human Resource Management of the private sector. I am not I’ll speak against
them but I pity them because they inherit a culture that’s always become the
subject of scrutiny in every Filipino household. Although this is also a
consequence of democracy in every people should not be barred from
participating in government functions, I hope that the government would pass
a law that prohibits this practice because it’s damaging the Philippines’
credibility, especially our competent Human Resource Management. Last is
inefficiency, which refers to the lack of ability to do something or produce
something without wasting materials, time, or energy. There is always
inefficiency in any organization, this might materialize in different things but it
is present. In our organization, inefficiency manifests in the financial aspect.
The most notable example is that as a design and build company we would
need to secure a budget from the client to start the construction of their house
or establishment. Unfortunately, the long process of banking hinders the whole
team to the point of entirely stagnating the whole department just because of
one issue, the company suffers by paying the employees that do nothing; not
because they are lazy but stopping because of one inefficient mechanism.
Inefficiency doesn’t even end in the office; it creeps down to the bottom level of
the company. This has also affected those exact people who build the houses
for the clients, sadly for them; stagnant work means no pay. Our management
is currently devising a plan on mitigating the problem regarding this
inefficiency by having multiple projects that we could work on if the other one
is stagnating. In the public sector, the problem of inefficiency manifests in the
lives of people. Human Resource Management was having a hard time tackling
the inefficiency in their ranks, as I’ve said earlier; they couldn’t just fire
someone if they are not doing their job because they might offend someone in
the higher-up if they do so. At the national level, especially during disasters;
the inefficiency of the government to immediately move according to the
current situation on the ground has been an issue for generations. Take for
example the Yolanda and Odette in which both administrations fail to come to
the people’s rescue at the time. Even media outlets and journalists are first on
the scene. The problem with the public sector is that their leader giving
unrealistic and impractical goals that they just do because it is popular among
the people.
4. The 1987 Constitution, the fundamental law of the land, is often lauded for its
progressive stance on labor. There is even a saying that goes, “The law of the land is in
favor of the laborer,” which every HR manager must take to heart. What does this line
mean? Discuss why is the Philippine Constitution’s stance on labor is seen as
progressive and laudable. What do you think are the reasons why the Constitution’s
stand on the laborer leans toward the worker?

There may be a view that, even though the Labor Code is one-sided and biased
in choose of hard work (workers), it'd nonetheless be valid, now no longer
unconstitutional, due to the fact it's miles a few social rules enacted through
Congress in pursuance of police electricity. This view continues that the police
electricity of the State justifies the favoritism that hard work legal guidelines
have for employees due to the fact they deliver greater legal guidelines to the
ones who've much less in life. This is an exercise of police electricity in addition
to social justice. Although it is clearly stated all laws are bound to protect
everyone regardless of social standing, the labor code still unconsciously
manifests itself as a biased code that only protects the laborer when in reality it
protects both the laborer and employee. And do not confuse the labor laws of
the private and public sectors because the public sector is bound by civil
service law which is treated differently as they have different rights and
obligations, stated in Article VII of Republic Act No. 2260. The labor code in the
Philippines is lauded as a progressive law because it is unique in the aspect of
scope in which it mainly empowers the rights of laborers. The reason why it is
empowering the rights of the laborer was first, the laborer and employer have
never been equal on the playing field. The employers create jobs and control
the management of the company. Also, although the government has laws and
statutory benefits mandating the proper wages and benefits, above all that, it’s
at the employer’s discretion. Next is that the employer has been dictating how
and what will the manner of work will do. If the employer said that he/she
wants this to happen, then it is bound to happen without the discretion of the
employees. The labor law does not necessarily favor the laborer but it is just
leveling the playing field for the laborer. It is the best example of equity in
which you receive something base on your needs, you can’t give the employer a
favorable law when in the first place they are already a juggernaut in the
industries.

5. Human Resource Management is the strategic and coherent approach to the effective
and efficient management of people in a company or organization such that they help
their business gain a competitive advantage. Why is it important for managers or
administrators to be good HR managers? Why must HR managers keep the balance
between making the interest of the organization top of mind while taking care of
employees? What does “taking care” of employees mean?

Employees are the foundation of any successful company. This is why Human
Resources Management (HR) is so important. Human Resources has a variety
of responsibilities and is responsible for making sure employees feel safe,
valued, and well supported. Good talent management keeps your HR
department running smoothly and evolving over time. If this sounds interesting
and you're interested in a career in Human Resources Management, read on to
learn why it's so valuable in the professional world. HR personnel are often the
face of the company to potential new hires. Recruitment, hiring, and training
policies are monitored and improved with the help of HR managers. HR
managers have many tasks, but the health of their employees should always be
their number one priority. HR managers spend a lot of time talking to
employees, listening to their concerns, and building relationships in the
workplace. A key goal of successful strategic HRM is to ensure that employees
are always safe, respected, and heard. Human Resources Management is
designed to protect the company and its employees. As a risk management
specialist, I help manage company risk in ways that include statistical
analysis, knowledge of commercial law, and overall improvement of company
policies and practices. HR managers are often responsible for employee
compensation and benefits. Appropriate leadership within HR includes
negotiating insurance plans, ensuring timely payments, and improving and
developing employee benefits packages. HR is a critical aspect of any
organization, from improving employee benefits to managing risk. Without
proper management, this complex field of work lack’s structure and struggles
to evolve over time. A strong HR department backed by strong leadership is one
of the best ways companies can ensure employee satisfaction, productivity and
future growth. Happy employees are the foundation of a successful business,
and talent management is the glue that holds it together. Therefore, every
company needs an experienced and empathetic manager to lead the HR
department.

References:

Daugherty, G. (2022) What Is Quiet Quittingg? and Is It a Real Trend?

1(6)https://www.investopedia.com/what-is-quiet-quitting-6743910

“OSH LAW”. (2022) An Act Strengthening Compliance with Occupational Safety

and Health Standards and Providing Penalties for Violations
thereof.1(3).https://bwc.dole.gov.ph/osh-law

“REPUBLIC ACT”. (2022) AN ACT TO AMEND AND REVISE THE LAWS

RELATIVE TO PHILIPPINE CIVIL
SERVICE.1(4)https://lawphil.net/statutes/repacts/ra1959/ra_2260_1959.htm
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