Human Resource in Agribusiness PDF

Human Resource in Agribusiness Prof. Kenith E. Mirafuentes, MPM-RD College of Agriculture REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CI...

Human Resource in Agribusiness Prof. Kenith E. Mirafuentes, MPM-RD College of Agriculture REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY  RECRUITMENT AND SELECTION PROCESS: Intro: This lesson focuses mainly on aspects which includes, recruitment and selection processes. The Recruitment Process: Begins with consideration of the number and type of vacant posts needed to be fi lled. Source of personnel or skills needed for fi lling them. (Source can be internal and external) Short Listing: Due to large number of applications it may not be possible to invite every applicant to an interview due to time and fi nancial constraints. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Preliminary Interview: Can be conducted either after a short-listing, or in a place of short- listing exercise. It enables the employers or their recruitment offi cers to see the applicants personally (physical and emotional disposition can be assessed. Employment Interview: Also called the final interview. At the short-listing or preliminary interview stage, almost al the unqualified or the undesirable must have been eliminated, yet the number of qualified ones are still large than the required. This is the final stage of selection for placement, and almost the most difficult stage in the selection process REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Continuation: Above average IQ, Educational Attainment, Skills, and Experience will be checked thoroughly in order to select the MOST SUITABLE. USE OF STRUCTURED (GUIDED) and UNSTRUCTURED QUESTIONS (UNGUIDED) Guided Questionnaires: are suitable for untrained interviewers Unguided on the other hand is for the experienced and well-qualified interviewers REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing: 1.First impression and physical make-up 2. Qualifications and Expectations 3. Brains and Abilities 4. Motivation and 5. Adjustment REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing by Edwin Flippo (1980): 1. Preparation 2. Setting 3. Conduct of the interview 4. Close and 5. Evaluation REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing by Edwin Flippo (1980): Preparation- all interviews require careful planning or preparation. Interviewers must determine the basic objectives of the interviews. Interviewer must have basic knowledge about the interviewee in order to have meaningful conversation. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing by Edwin Flippo (1980): Setting- the physical and mental. The interview hall or physical environment must be attractive (untidy and inconvenient physical environment may put off prospective candidates). On the other hand: A candidate’s shabby appearance may put-off interviewers, while a smart-looking candidate would ignite interest. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing by Edwin Flippo (1980): Conduct of the interview- The interviewer must create rapport or relationship between him and the interviewee. Interviewer must present the questions straight and easy to understand. Close- an important stage. Knowing when to end the conversation and determining the following sort of future action. Key is to end the interview on a positive note. Candidates must be informed when to know the result and outcome of the interview. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  RECRUITMENT AND SELECTION PROCESS Principles of Interviewing by Edwin Flippo (1980): Evaluation- Must be done right after the interview while the details are still fresh in the interviewer’s mind. Using jotted down points during the interview process. Selection- done after thorough evaluation. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 INDUCTION OF PERSONNEL: Intro: This lesson focuses mainly on aspects which includes meaning of induction, nature and scope of the induction process. Induction of Personnel: Induction (orientation or socialization) defi ned as a systemic organizational eff ort to minimize problems confronting new personnel so that they can contribute maximally to the work of the organization while having personal position satisfaction. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 INDUCTION OF PERSONNEL: Nature of Induction: 1. More than just making the new employee feel at home. 2. Formally introduce them to the system on how the organization operates. 3. This removes insecurities and anxiousness Note: You can spend a lot of money in the recruitment and waste it all if newly hired personnel is not properly inducted. Usually, the fi rst few days are the most diffi cult for new employees. Many mistakes and embarrassing situations can be avoided though proper induction. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 INDUCTION OF PERSONNEL: Scope of the Induction Program: New Staff must be received by the Department Head or the Deputy 1. Must be informed about the terms and conditions of employment. 2. Must be given information about the community in which the department is situated (geography of the area, transport facilities, customs and taboos, religious organizations, attitude of the community towards the organization) 3. Must be educated about the organization he has come to serve (facilities and equipment and its VMGO’s, and its governing rules and regulations) 4. Needs to know his fellow employees REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 INDUCTION OF PERSONNEL: Objectives of the Induction Process: 1. Information- a process which enables the newly hired employee from caretakers to chief executives about every aspects and details of the organization and its function in the industry. 2. Need Satisfaction- newly hired employees must feel they are an integral part of the organization. 3. Position Compatibility- Eff ective performance of individuals is a long-term consequence of induction 4. Assistance- assistance in understanding goals or in developing attitudes and skills 5. Development- position satisfaction and growth must be self- directing REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 INDUCTION OF PERSONNEL: Objectives of the Induction Process: 6. Acceptance- colleagues must accept the neophyte. Thus, his/ her (assignment, duties and responsibilities must be well defi ned) 7. Assimilation- Newly hired employee/s must have a positive attitude towards the system. 8. Adjustment- the sooner the new employee can adapt the sooner the he and the system benefi ts 9. Orientation- it is in the best interest of the organization to provide the new employee with fi rsthand facts, with credible information about the system conditions. 10. Retention- the purpose of doing above activities is to retain the newly hired employee/s. 11. Security- both for the job seeker and the organization. 12. Continuity- for sustainability goals REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  REWARD SYSTEM IN ORGANIZATION: Intro: This lesson focuses mainly on the aspects of reward system, wages and salary as well as job evaluation. Reward System: Having the right people in the right jobs at the right time is only one part of management’s responsibility to develop and maintain eff ective personnel policies REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  REWARD SYSTEM IN ORGANIZATION: Wage and Salary Administration: People want more from their jobs than just a wage or salary. Pay provides more than a means of satisfying physical needs. It provides recognition and a sense of accomplishment. People object to being underpaid. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  REWARD SYSTEM IN ORGANIZATION: Aspect of Wage and Salary Administration: There are 4 closely related aspects of wage administration: 1. Wage and Salary Surveys –this is done to determine wage level 2. Job Evaluation- establishes relationship between wages on various jobs in the organization 3. Merit Rating, and- as the employee gains profi ciency and seniority he advances through merit rating 4. Incentives- given for going the extra mile REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  STAFF DEVELOPMENT: Intro: This lesson focuses mainly on the meaning and signifi cance of staff development. Types of Staff Development (Training): 1. In-service courses for staff- staff s should be given opportunities to attend relevant useful courses. 2. Staff Seminar- these are seminars on selected topics for staff members. 3. Induction Courses- these are conducted to introduce newly hired personnel to their job assignment. 4. On- the Job Training- actual experience 5. Off-the Job Training- Theoretical 6. On-Off the Job Training- Combination of 4 and 5 REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  STAFF DEVELOPMENT: Types of Staff Development (Training): 7. Vestibule Training- an OJT for the specifi c use of machines and materials they will operate in working environment. 8. Refresher Courses- for knowledge updating 9. Conference Training- done during conferences (workshops) 10. Role Playing- where employees assume roles or positions they are expected to occupy in the future. 11. Sensitivity Training- for behavioral aspects 12. Supplementary Training- back up from previous trainings participated REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  STAFF DEVELOPMENT: Evaluation of Training: 1. Participants’ Reaction or Changes in the Trainees Reaction 2. Changes in the Trainees Knowledge 3. Changes in the Trainee’s Attitude 4. Change in Job Performance 5. Organizational Performance or result REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  STAFF DEVELOPMENT: Advantages of Training: 1. These courses enable employees to improve on their jobs 2. They can better handle and operate machineries and equipment thus reducing damages 3. Induces satisfaction to both employees and the organization 4. Increases employees value in the organization 5. Makes employees updated on the new ways on job performance REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Intro: This lesson focuses mainly on transfer and promotion in organization. Meaning and scope of transfer: In the process of transfer a staff is either PROMOTED or DEMOTED The idea of staff transfer is geared towards positive change in the organization. The idea is to fill in vacant position and boost the productivity of the organization. Expand employee job experience (serves as another way of training). REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Conditions for Transfer: Transfers are done to control conflicts in the organization Transfers would leas to redrawing organizational charts and functions To prevent this from happening office factions must be discouraged Inform newly hired employees that transfer become necessary if personal issues will be put first rather that the goals of the organization Note: Conflicts are natural in an organization but persistent occurrence means there is something wrong with the system. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Conditions for Transfer: Constant transfer of staffs and heads is not good for the system because it affects them psychologically ( and would affect performance) Guidelines of minimum period of service prior to transfer must be imposed. Transfer procedures must be established ( employee must understand the purpose of the transfer) REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Reasons why Transfers are made: As a disciplinary action for behavioral problem or weakening personal relationship among employees Transfers can be requested personally by the employee ( to broaden his/ her learning about the organization or other personal reasons) REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Meaning of Promotion: A positive way of rewarding people for their efforts and services. Promotion means increased responsibilities, more prestige and status, and increased wage. Helps boost morale and motivates staffs to work harder (resulting to increased productivity and efficiency) On the other hand, lack of promotion leads to (low morale, frustration, resignation and premature retirement) REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TRANSFER AND PROMOTION OF STAFF IN ORGANIZATION: Principles of Merit Performance: 1. Work Eff ectiveness (in assessing: the level of diffi culty is considered 2. Participation & Eff ectiveness in department activities & responsibilities 3. Work Attitude 4. Academic Qualifi cations & Work Experience 5. Present salary & last promotion 6. Judgement & Qualities of Leadership 7. Creativity (organizing people and projects) 8. Responsibility and work load REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  MORALE, MOTIVATION AND PERFORMANCE IN THE ORGANIZATION: Intro: This lesson gives an insight into the signifi cant role motivation and morale play in the progress of an organization MORALE, MOTIVATION AND PERFORMANCE: Employees who are the bedrock of any organization need to be treated fairly well in terms of prompt settlement of their entitlements and enjoyments of other benefi ts enjoyed by other public servants. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  MORALE, MOTIVATION AND PERFORMANCE IN THE ORGANIZATION: MORALE OF EMPLOYEES: Morale is the emotional reaction of a person to his job. - courage, zeal, discipline enthusiasm and willingness to endure hardship Morale also mean confi dence in attaining goals. Felt by leaders, subordinates, and individually. Morale can be high or low. Morale cannot be seen or isolated. However it is possible to determine the quality of morale by observing how a person acts. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  MORALE, MOTIVATION AND PERFORMANCE IN THE ORGANIZATION: MORALE OF EMPLOYEES: Example: A relationship can be found between low morale and high rate of absenteeism in an organization. Example: Excessive time away from the work at hand and constant bickering are signs of dissatisfaction with the job. On the other hand, PROMPTNESS, ENTHUSIASM, DEPENDABILITY and COOPERATION are indications of HIGH MORALE. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  MORALE, MOTIVATION AND PERFORMANCE IN THE ORGANIZATION: MORALE OF EMPLOYEES: The present EXODUS of personnel at all levels of our system to greener pastures, especially the private sector and politics , is a clear indication of the growing dissatisfaction that plagues the profession. CAUSES OF LOW MORALE AMONG EMPLOYEES: 1. Poverty 2. Disregard by society 3. Lack of Incentives 4. Lack of Security REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  MORALE, MOTIVATION AND PERFORMANCE IN THE ORGANIZATION: BOOSTING THE MORALE OF STAFF: 1. Eff ective Administration 2. Provision of effi cient and suffi cient working tools 3. Creating conducive environment growth 4. Warm and consonant environment for growth 5. Enthusiastic Leadership 6. Respect for colleagues 7. Being approachable and listen to their point of view REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: Intro: This lesson describes what job analysis entails and sheds light on the means by which it can enhance job performance. JOB ANALYSIS AND DESCRIPTION: Job analysis and job description is always involved in the work aspect thus it’s imperative to discuss its relevance to job performance. It is a vital task that management performs and so it is signifi cant for us to know what it entails. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: 1. TASK- Refers to a distinct work activity which has an identifi able beginning and end. 2. DUTY- Means several task which are related to the performance of events. 3. POSITION- A collection of tasks and duties which are performed by one person. 4. JOB- Refers to one or more positions within an organization. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: 5. JOB SPECIFICATION- Means the minimum skills, education and experience necessary for an individual to perform a job. 6. JOB CLASSIFICATION- Grouping or categorizing of jobs on some specifi ed basis such as by the nature of work performed or by the level of pay. Sometimes referred as the simplifi ed method of analysis 7. JOB DESCRIPTION- A written summary of tasks, duties and responsibilities of a job. 8. JOB ANALYSIS- Is an important personnel function because it gathers information to be utilized in writing job description or making job evaluation. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: 8. JOB ANALYSIS- determines the minimum and the desirable qualifi cation necessary to perform a job. Such information is crucial in putting together a recruitment plan. Indicates what tasks, duties responsibilities the job will entail. It yields what must be learned to completer a job successfully. Helps management to determine an equitable pay system. Management can fi nd out exactly what tasks are performed on each job and can compare individual tasks for similar jobs across the organization. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: GOOD JOB ANALYSIS SYSTEM- is important to the personnel function; the primary focus is to maintain a high level of employee performance, productivity and effi ciency. JOB SATISFACTION AND PERFORMANCE: Job is the composition of tasks, roles, responsibilities, interactions, incentives and rewards. Job satisfaction is the quality, state, or level of satisfaction which is the result of various interests and attitudes of a person. JOB SATISFACTION OF EMPLOYEES- is measured from the eff orts made by the employees themselves, and department heads towards the actualization of the organization’s goals. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: JOB SATISFACTION- seen as a measure between organization’s performance and the needs satisfaction of employees which is greatly infl uenced by the prevailing organizational climate in the organization. Organizations cannot be eff ective unless employees fi nd satisfaction in their work Jacobson (1973) There is a clear-cut evidence indicating that an employee’s satisfaction with his job and his eff ectiveness of performance are related. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: JOB SATISFACTION FACTORS: 1. Good Pay 2. Regular Payment of Salary 3. Attractive Fringe Benefi ts 4. Conducive Work Environment 5. Friendly/ Understanding Colleagues REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: JOB PERFORMANCE APPRAISAL- a system of measuring workers output or productivity or effi ciency either qualitatively or quantitively. Performance Appraisal is imperative in an organization because as the organization grows and expands, it becomes large and complex so much so that the managerial functions of the head become very cumbersome and diffi cult. Performance Appraisal is usually an integral part of management for more productivity and effi ciency in organizations. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  JOB ANALYSIS, JOB SATISFACTION AND PERFORMANCE: Performance Appraisal will be eff ective if jobs and duties are clearly defi ned and summary of duties are well spelt out. Individual Staff must be assigned to the right jobs or else the question of accountability becomes diffi cult if not impossible. Common method of performance appraisal consists of an annual evaluation through a standardized or structured form REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: Intro: This lesson specifi cally focuses on safety, security and health services of staff in the organization. STAFF SERVICES: SAFETY, SECURITY AND HEALTH SERVICES IN ORGANIZATION: Personnel management is a broad but necessary aspect of the organization if it must survive to achieve its aims. SUPERIOR and SUBORDINATE relationship is ESSENTIAL. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: Employee services therefore, are the SERVICES that EMPLOYER should render to his employee in the organization. Services to include: 1.Making employee share in the decision making process 2.Assist him in improving his productivity REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: SAFETY AND SECURITY SERVICE: ***Many organizations especially the non-industrial ones, underestimate the importance of STAFF SAFETY AND SECURITY. Some of the things that make the staff FEEL SECURE are the SATISFACTION of his BASIC NEEDS (Food, Clothing, & Shelter) ***these are the foremost reason people look for jobs REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: SAFETY AND SECURITY SERVICE: The management should therefore see the importance of money to the employees which has a dominating influence on them especially in the early stage of their career. The management should make sure EMPLOYEE SALARIES are PAID ACCURATELY, REGULARLY, PROMPTLY and if it can’t be given on time (the employee must be properly informed). **do not DELAY as much as possible. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: SAFETY AND SECURITY SERVICE: SALARY DELAYS causes insecurities. Management should ensure that staff s are duly PROMOTED. Promotion gives staff an ADDITIONAL SECURITY in terms of MONETARY REWARDS that follow the promotion. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: When Security is established management must take into account next the SAFETY NEEDS: **What happens to a member of staff if he/she gets sick? **How is he protected from the work environment hazards? - PROTECT STAFF FROM: Bodily Harm, Danger, Loss of Job, deprivation or threat. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1 TAFF SECURITY: SAFETY, SECURITY AND HEALTH SERVICES: HEALTH SERVICES: Health is HIGHER than PRODUCTIVITY or PERFORMANCE The state of both physical and mental well-being of the employees should be the major concern of the employer. REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 1  THANK YOU REPUBLIC OF THE PHILIPPINES MINDANAO STATE UNIVERSITY GENERAL SANTOS CITY 14