Intro to Human Resources (HR)

Chapter 1: Introduction to Human Resources (HR)

• HR emerged after World War II, initially termed the "personnel" department, currently referred to as the "Human Capital" Department.
• Employees are now called "Talents."
• The HR function is to recruit talents.
• Early HR practitioners were often former soldiers reassigned due to injuries.
• Early HR roles were typically back-office.
• Psychology skills are vital for HR when communicating with individuals in the workplace.
• Selection and Staffing entails employing personnel.
• The 1960s and 1970s underscored the requirement for budget literacy within HR. (Science HR).
• HR became integrated into business programs.
• Ramon Medina is known as the "HR Father" in the Philippines.
• Organization Development (OrDev/OD) is the newest HR function.

Organization Development (OD) levels

• Level 1 focuses on people processes and relationships within the company, often resolving conflicts through team building.
• Level 2. Focuses on Techno Structure: HR utilizes organizational charts to refine processes ( example: Pager vs Cellphone as a means of communication), and implements job analysis.
• Level 3 entails Human Resources Intervention, including performance management/appraisal and HR audits.
• Level 4 involves Strategic planning.
• Strategic Planning means HR sets goals, targets, and budgets two years in advance.
• Culture Building is a team-building activity within HR.
• Culture can reinforce new training initiatives.
• Bing Villanueva is the founder of Ordev and holds a degree in English Education.
• Every time a company terminates employees, it pays a separation fee.
• Three HR Functions: Attract talent, retain talent, and remove/terminate talent.
• The quote, "Companies tend to see people as cost than investments" highlights the perception of employees as expenses.

Chapter 2: Hiring and Legal Considerations

• Job Mismatch is when wrong people are hired that do not have the skills for the task/position
• Warm Body Hiring is when companies hire anybody just to fill vacant positions
• Wrong Hire is when a person leaves a company after one week
• Turnover refers to the number of resignations within HR.
• Attrition is a new way of describing resignation.
• Rigid companies tend to become more of what they are today
• Subpar performance can lead to termination, but only after coaching is provided.
• Employers avoid wasting time from interviewers
• 2 files are kept with worker information
• Legal Proceedings: If an individual has a case against their employer, it goes to DOLE.
• "Single Entry Approach" (SENA) which allows employee to appeal to employer by a MEDIATION OFFICER
• Employee vs Employer will result in a "c-counter" case
• The National Labor Relations Commission (NLRC) arbitror is a judge.
• Some companies my not have company policies and that is legal as long as they follow DOLE policies
• DO198-18 is the law for safety and requires a safety officer with first aid skills
• Fair Wage Distribution law ensures Equivalent for Minimum wage law

Chapter 3: Job Analysis and Organizational Structure

• Job Analysis is HR work involved in studying organizational charts to describe the job.
• Salary Structure: an idea of how the salary looks
• 2 or 1 file folder determine if mapromote o hindi
• Vertical promotion requires supervisor position
• A supervisor has Horizontal/lateral promotion, and has people under U (depende sa company)
• Effective behavior training should last 2 weeks and be technical and longlasting
• Line People: people are working under u
• None line: no one is reporting under you
• Org Charts associate level is the lowest; executive level is highest
• Organization structures include salary charts and levels
• Business Unit Manager (BUM) Creates Job Description & Job Specification for HR to hire the right person
• If an applicant submits a false document, both HR and the BUM are responsible
• Job Specifications: Knowledge, Skills, and Attitude/Abilities (KSA)
• HR starts interviews when BUM does not create JobDesc and JobSpecs (In order to create the Job Desc)
• Job Family include teaching (faculties) and non teaching (hr, it, office, etc)
• Employees on the org. chart that not outsource party that found in the agency (guard, janitors, tinderas) are Organic Employees
• Job is a Specific task people do on the operational basis
• Career Planning: HR oversees/predicts people's purpose in the agency
• Succession Planning: A process of ensuring a suitable supply of successors for current and future senior or key jobs

Chapter 4: Recruitment and Selection

• Recruitment is The entire process of attracting people to org
• Acquisition is both recruitment & selection
• To avoid the most wrong hire you must follow 5 steps
• 5 Selection Process: Screening -> Testing & Reviewing -> Interviewing -> Checking References -> Making Selection
• Screening = Paper screening to eliminate
• Resume: Biosketch (narrative)
• Testing: administered by Psychometristian
• Checking References requires permission
• Selection who gets cut
• Ideal HR looks for candidates based of Asking Price and Culture, known as the Brown Shorts Formula
• Recruitment- there are 2 and both are Referral Programs
• Returning On Investment is successful if 1 year becomes regular

Chapter 5: Testing and Interviewing

• Proven Relationship of someone to their Correlation
• Scores correlate with future job.
• Content Validity correlates future jobs with grades (major subjs)
• Application No exam allowed without resume, HR cannot proceed (part of the process of paper screening)
• Series of tests are progressive
• Cognitive tests measure mental faculties
• OCEAN personality test includes: Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism
• 6 Interviews:
• Nondirective: Ask anything under the sun
• Structured: Ask normal standard questions
• Situational: "Have u ever caught ur friend stealing, what did u do?"

Chapter 6: Training Employees

• Training Employees has 2 things: Soft and Technical Skills
• "HR interviews people to customize the program, "ano yung problema sa kumpanya need iaddress"
• Structured Learning Exercise (SLE): Activities designed to address work problems
• Never use words that are not relatable to audience
• Training Methods can be OJT, Lecture, Programmed Training and etc.

Chapter 7: HR Environment

• "Psychological Safety" creating safe work spaces
• "Hybrid Development" using technology to train efficiently
• HR Information System (HRIS) = computer for grades
• "Compensable Factors" Job evaluation to know the salary (difficulty level)
• Reactive and Proactive Change
• Change in the Employment involves doing the right thing even if no one is looking