49 Questions
Utilization of individuals to achieve organizational objectives.
HUMAN RESOURCE MANAGEMENT
Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives.
STAFFING
All rewards that individuals receive as a result of their employment.
COMPENSATION
Involves protecting employees from injuries caused by work related accidents .
SAFETY
Refers to employees freedom from physical or emotional illness.
HEALTH
Employees who works in a safe environment and enjoys good health are more likely to be productive and bring about long term benefits to the organization .
SAFETY AND HEALTH
In some countries ,a business is required by law to recognize a union and bargain with it in good faith if a company’s staff want the union to represent them. Companies today would rather have a union free environment as dealing with a union often presents difficult problems .
EMPLOYEES AND LABOR RELATIONS
Discipline of dealing with what is good and bad , or right and wrong , or with moral duty and obligation. It is about deciding whether an action is good or bad and what to do about it if it is bad .
ETHICS
It is the concept of equal opportunity in an organization to achieve or maintain fair employment.
EQUAL EMPLOYMENT OPPORTUNITY
It important concept for all employers, employees, and job applicants the unfair and unlawful behavior to discriminate against people for personal characteristics like race, gender or religion when you hire, promote or exit a person from your business.
EQUAL EMPLOYMENT OPPORTUNITY
A comprehensive women’s human right law that seeks to eliminate discrimination against women by recognizing, protecting, fulfilling and promoting the rights of Filipino Women, especially those in the marginalized sectors.
MAGNA CARTA OF WOMEN
1.in the premises of the workplace or office or of the school or training Institutions. 2.in any place where the parties were found, as a result of work or education or training responsibilities or relations; 3.At work or education –or training-related social functions; 4.while on official business outside the office or school or training institution or during work or school or training-related travel; 5.at official conferences, for a, symposia or training sessions; or 6.By telephone , cellular phone, fax machine or electronic mail.
RA 7877-THE ANTI-SEXUAL HARASSMENT ACT OF 1995
Refers to organizational actions that aim to promote greater inclusion of employees from different backgrounds into an organization’s structure through specific policies and programs.
DIVERSITY MANAGEMENT
HUMAN RESOURCE MANAGEMENT FUNCTIONS
- STAFFING
- HUMAN RESOURCE DEVELOPMENT
- COMPENSATION
- SAFETY AND HEALTH
- EMPLOYEES AND LABOR RELATIONS
FOUR STAFFING COMPONENTS
- JOB ANALYSIS
- HUMAN RESOURCE PLANNING
- RECRUITMENT
- SELECTION
SEVEN COMPONENTS OF HUMAN RESOURCE DEVELOPMENT
- TRAINING
- DEVELOPMENT
- CAREER PLANNING
- CAREER DEVELOPMENT
- ORGANIZATION DEVELOPMENT
- PERFORMANCE MANAGEMENT
- PERFORMANCE APPRAISAL
THREE DIFFERENT TYPES OF COMPENSATION
- DIRECT FINANCIAL COMPENSATION
- INDIRECT FINANCIAL COMPENSATION (BENEFITS)
- NONFINANCIAL COMPENSATION
INTERRELATIONSHIP OF HRM FUNCTIONS
- ALL HRM FUNCTIONS ARE INTERRELATED
- EACH FUNCTION AFFECTS OTHER AREAS
FOUR KINDS OF UNFAIR AND UNLAWFUL BEHAVIOR THAT ARE IMPORTANT FOR EQUAL EMPLOYMENT OPPORTUNITY
- DISCRIMINATION
- SEXUAL HARASSMENT
- UNLAWFUL ADVERSE ACTION
- VICTIMIZATIONS
FAIR EMPLOYMENT PRACTICES
- GUIDELINES ON SEXUAL HARASSMENT
- AGE DISCRIMINATION IN EMPLOYMENT ACT
- DISABILITIES ACT
WORKER HEALTH AND SAFETY
OCCUPATIONAL SAFETY AND HEALTH ACT
TEN (10) SUBSTANTIVE ELEMENTS OF DECENT WORK
- EMPLOYMENT OPPORTUNITIES
- ADEQUATE EARNINGS AND PRODUCTIVE WORK
- DECENT HOURS
- COMBINING WORK, FAMILY, AND PERSONAL LIFE
- WORK THAT SHOULD BE ABOLISHED
- STABILITY AND SECURITY OF WORK
- EQUAL OPPORTUNITY AND TREATMENT IN EMPLOYMENT
- SAFE WORK ENVIRONMENT
- SOCIAL SECURITY
- SOCIAL DIALOGUE, WORKERS' AND EMPLOYERS' REPRESENTATION
FOUR (4) STATISTICAL INDICATORS USED TO MONITOR PARTICULAR DECENT WORK ELEMENT
- FEMALE SHARE IN OCCUPATIONAL EMPLOYMENT
- FEMALE SHARE OF EMPLOYMENT IN SENIOR AND MIDDLE MANAGEMENT
- SHARE OF WOMEN IN WAGE EMPLOYMENT IN THE NON-AGRICULTURAL SECTOR
- GENDER WAGE GAP
WHY DOES AGE DISCRIMINATION HAPPEN ON THE PHILIPPINES?
- STEREOTYPING
- COST CONCERNS
- BIAS TOWARDS YOUTH
- PERFORMANCE CONCERNS: LACK OF DIVERSITY HIGH UNEMPLOYMENT RATE
AN ACT PROHIBITING DISCRIMINATION IN THE PAYMENT OF WAGES ON ACCOUNT OF SEX
FAIR PAY ACT OF 2007
IMPLEMENTING RULES AND REGULATIONS OF REPUBLIC ACT NO 10911
ANTI-AGE DISCRIMINATION IN EMPLOYMENT ACT
PRESIDENTIAL DECREE NO. 442
LABOR CODE OF THE PHILIPPINES
SECTION 133; REPUBLIC ACT NO. 8282
SOCIAL SECURITY LAW OF 1997
SEC. 14-A; REPUBLIC ACT NO. 8282
SOLO PARENTS' WELFARE ACT
REPUBLIC ACT NO. 8187
PATERNITY LEAVE ACT OF 1996
REPUBLIC ACT NO. 10524; AN ACT EXPANDING THE POSITIONS RESERVED FOR PERSONS WITH DISABILITY, AMENDING FOR THE PURPOSE REPUBLIC ACT NO. 7277
MAGNA CARTA FOR PERSONS WITH DISABILITY
Organization's plan to help employees develop their skills, ability, and knowledge.
HUMAN RESOURCE DEVELOPMENT
Advocacy to promote the Decent Work Agenda describes decent work as "integral to efforts to reduce poverty and is a key mechanism for achieving equitable, inclusive, and sustainable development.
INTERNATIONAL LABOR ORGANIZATION (ILO)
Decent Work in the Philippines: Equal Opportunity and Treatment in Employment
LABSTAT
Philippines is the only ASEAN country to make it top ten, placing 8th.
GLOBAL GENDER GAP INDEX 2018 (GENDER PAY GAP)
Believe unfairly that all people/things are the same.
STEREOTYPING
Knowing how much different product/services cost, and not wanting to spend more money.
COST CONCERNS
Tendency to think the most important events happened in our youth.
BIAS TOWARDS YOUTH
When employee does not meet specific requirements due to some reasons.
PERFORMANCE CONCERNS
People are excluded from a community, either actively or passively when discrimination/harassment occurs.
LACK OF DIVERSITY
Not able to generate enough job for people seeking work.
HIGH UNEMPLOYMENT RATE
Grant women maternity leaves and benefits, and other financial support after given birth.
PREGNANCY DISCRIMINATION ACT
Local Filipino companies that hire persons with disabilities
- BOUNTY AGRO VENTURES, INC.
- CARAVAN FOOD GROUP, INC.
RA 7877
THE ANTI-SEXUAL HARASSMENT ACT OF 1995
FORMS OF SEXUAL HARASSMENT
- PHYSICAL A. MALICIOUS TOUCHING B. OVERT SEXUAL ADVANCES C. GESTURES WITH LEWD INSINUATION
- VERBAL, SUCH AS BUT NOT LIMITED TO, REQUESTS OR DEMANDS FOR SEXUAL FAVORS, AND LURID REMARKS
- USE OF OBJECTS, PICTURES OR GRAPHICS, LETTERS OR NOTES WITH SEXUAL UNDERPINNINGS
- OTHER FORMS ANALOGOUS TO THE FOREGOING
As a response to the growing diversity of the workforce around the world
MANAGEMENT STRATEGIES
WHAT IS HRM, AND WHY IS IT IMPORTANT?
HRM IS THE PROCESS OF MANAGING THE EMPLOYEES OF AN ORGANIZATION. HRM IS ESSENTIAL TO ENSURE THAT THE HUMAN RESOURCES OF AN ORGANIZATION ARE MANAGED EFFECTIVELY AND EFFICIENTLY.
EXPLAIN WHAT HR MANAGEMENT IS AND NOW IT RELATES TO THE MANAGEMENT PROCESS.
HR PROVIDE TRAINING AND DEVELOPMENT PROGRAMS , PROMOTES EFFECTIVE COMMUNICATION, AND HANDLES DISCIPLINARY ACTIONS. HRM SUPPORTS THE ORGANIZATION'S PEOPLE AND ENSURES THEIR EFFECTIVE MANAGEMENT.
GIVE EXAMPLES OF HOW HR MANAGEMENT CONCEPTS AND TECHNIQUES CAN BE USE TO ALL MANAGERS.
RECRUITMENT AND SELECTION, TRAINING AND DEVELOPMENT, PERFORMANCE MANAGEMENT, EMPLOYEE RELATIONS, COMPENSATION AND BENEFITS. THIS 5 EXAMPLES OF CONCEPT AND TECHNIQUES ARE CAN BE USE BY ALL MANAGERS TO EFFECTIVELY MANAGE THEIR EMPLOYEES AND ACHIEVE ORGANIZATIONAL GOALS.
Test your knowledge on human resource management basics including staffing, rewards, safety, and employee well-being. This quiz covers the utilization of individuals to achieve organizational objectives, ensuring proper staffing, rewards for employees, and workplace safety and well-being.
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