HRM

Question 1

The organizational function of managing and handling one of the most valuable assets of the organization – its employees.

Answer 1

HRM

Question 2

It tackles various undertakings performed by a business firm to make certain that workers are handled and managed as human beings worthy of respect and compassion throughout their employment life.

Answer 2

HRM

Question 3

Importance of Human Resource Management

Answer 3

-To maintain quality of work life.
-To increase productivity and profit.
-To retain employees and motivate them to accomplish company’s goal
-To recognize merit and contribution of employee.
-To resolve conflicts.

Question 4

HRM objectives are four-folds:

Answer 4

societal, organizational, functional and personal.

Question 5

To be ethically and socially responsible to the needs and challenges of the society, while minimizing the negative impact of such demands upon the organization. The failure of organizations to use their resources for the society’s benefit in ethical ways may lead to restrictions.

Answer 5

Societal Objectives

Question 6

To recognize the HRM exists to contribute to organizational effectiveness. HRM is not an end in itself, it is only a means to assist the organization with its primary objectives.

Answer 6

Organizational Objectives.

Question 7

To maintain the department’s contribution at a level appropriate to the organization’s needs. A department’s level of service must be appropriate for the organization it serves.

Answer 7

Functional Objectives.

Question 8

To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization.

Answer 8

Personal Objectives.

Question 9

He introduced people management through his book The Shop Management, which featured the proper selection and training of employees in a specific way.

Answer 9

Frederick Taylor

Question 10

Frederick Taylor introduced a management approach known as scientific management that focuses on the idea of scientific selection of employees and based on their capabilities. This system provides that workers will be paid additional compensation when they exceed the standard level of output for a given job, with the aim of motivating them.

Answer 10

1890 – 1910

Question 11

Most companies started to develop departmental units focused on maintain the well-being of employees. The field of industrial psychology, together with the beginning of World War I, led to the development of employment tests and selection techniques.

Answer 11

1910 – 1930

Question 12

During this period, the Hawthrone Studies started to have a tremendous effect on management studies and principles such that must attention was given to personal and social interactions in the work-place that affect and influence worker productivity and level of performance.

Answer 12

1930 – 1945

Question 13

This period marked the birth of union membership that gave considerable importance to employee-employer relationships. It was also during this period that pay and benefits programs slid in a very notable value as organized unions bargained for paid work leaves, health and welfare coverage.

Answer 13

1945 – 1965

Question 14

The Civil Rights Act of 1964 reached its highest point when it prohibited discriminatory practices based on an individual’s age, sex, color, religious affiliation, race and physical or mental disabilities. Employers were advised to adhere to equal employment opportunity provisions and take affirmative steps to avoid workplace discrimination.

Answer 14

1965 – 1985

Question 15

Diverse labor force, globalization, and strategic HRM functions were three pressing concerns during this period. Employers, primary aim is to effectively cope with the intense demands and effects of change, competition and job efficiency.

Answer 15

1985 - Present

Question 16

features

Answer 16

1. It is prevalent in nature.
2. It is dynamic.
3. It is individually-oriented.
4. It is employee-oriented.
5. It is forward-looking.
6. It is growth-oriented.

Question 17

continuing process of managing people and their activities at work while squeezing out the best potential from them so they become productive individuals

Answer 17

Human Resource management

Question 18

seven main roles that HRM plays in organizations.

Answer 18

A. Staffing
B. Development of Workplace Policies
C. Compensation and Benefits Administration
. Retention
E. Training and Development
F. Dealing with Laws Affecting Employment
G. Worker Protection
H. Communication

Question 19

states that the State shall afford protection to labor, promote full employment, ensure equal work opportunities regardless of sex, race or creed and regulate the relations between workers and employers (Sec.3). In the same time, our jurisprudence provides for Equal Employment Opportunity laws in order to ensure the equality and avoid discrimination to all workers/laborers.

Answer 19

Presidential Decree No. 442 or the Labor Code of the Philippines

Question 20

Disabled persons are those suffering from restriction or different abilities, as a result of a mental, physical or sensory impairment, which render them unable to perform an activity in the manner of within the range considered normal for a human being;

Answer 20

A. Title II Chapter 1 of Republic Act No. 7277 or “Magna Carta for Disabled Persons”

Question 21

A qualified disabled employee shall be subject to the same terms and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives or allowances as a qualified able-bodied person.

Answer 21

Sec. 5. Equal Opportunity for Employment

Question 22

If suitable employment for disabled persons cannot be found through open employment as provided in the immediately preceding Section, the State shall endeavor to provide it by means of sheltered employment.

Answer 22

Sec. 6 Sheltered Employment

Question 23

Disabled persons shall be eligible as apprentices or learners: Provided, that their handicap is not as much as to effectively impede the performance of job operations in the particular occupation for which they are hired; Provided, further, That after the lapse of the period of apprenticeship, if found satisfactory in the job performance, they shall be eligible for employment.

Answer 23

Sec. 7 Apprenticeship -

Question 24

a. Private entities that employ disabled persons who meet the required skills or qualifications, either as regular employee, apprentice or learner, shall be entitled to an additional deduction, from their gross income, equivalent to twenty-five percent (25%) of the total amount paid as salaries and wages to disabled person
b. Private entities that improve or modify their physical facilities in order to provide reasonable accommodation for disabled persons shall also be entitled to an additional deduction from their net taxable income, equivalent to fifty percent (50%) of the direct costs of the improvements or modifications

Answer 24

Sec. 8 Incentives for Employers –

Question 25

The State shall take appropriate vocational rehabilitation measures that shall serve to develop the skills and potentials of disabled persons and enable them to compete favorably for available productive and remunerative employment opportunities in the labor market.

Answer 25

Sec. 9 Vocational Rehabilitation -

Question 26

The Department of Social and Welfare and Development, shall implement measures providing and evaluating vocational guidance and counseling to enable disabled persons to secure, retain and advance in employment. It shall ensure the availability and training of counselors and other suitably qualified staff responsible for the vocational guidance and counseling of disabled persons.

Answer 26

Sec. 10 Vocational Guidance and Counseling -

Question 27

Section 3 of the said law defines sexual harassment as a request for sexual favor, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have authority, influence or moral ascendancy over another. Sexual Harassment is committed when such a favor is demanded in return for employment or promotion, or if the refusal to grant such favor results in the impairment of an employee’s rights, privileges or employment opportunities.

Answer 27

A. Republic Act No. 7877 or “Anti-Sexual Harassment Act of 1995”

Question 28

happens when a manager demands sexual intimacy from a subordinate or a possible hire in exchange for employment. A manager or supervisor who has the power to employ or terminate can carry out quid pro quo sexual harassment, and that behavior is completely illegal.

Answer 28

Quid pro quo sexual harassment

Question 29

can take place can take place when unsolicited criticisms and actions interfere with the employee’s performance and well-being or has created a disrespectful or insulting work environment for the harassed employee. Other than the employee who is the target of harassment, the rest of the workers who have witnessed or heard about the harassment, are also considered victims and may likewise view the workplace as very unfriendly which could negatively impact their productivity.

Answer 29

Hostile environment

Question 30

The regional minimum wages to be established by the Regional Board shall be as nearly adequate as is economically feasible to maintain the minimum standards of living necessary for the health, efficiency and general well-being of the employees within the framework of the national economic and social development program.

Answer 30

Republic Act No. 6727 or “Wage Rationalization Act”
ART. 124. Standards/Criteria for Minimum Wage Fixing.

Question 31

The Act is meant to protect Filipino workers working overseas, primarily female domestic workers. Section 2(b) stipulates that the State must protect local and overseas labour, and promote full employment and equality of employment opportunities for all. Similarly, the contribution of overseas female workers is recognized as is their vulnerability, and the State must apply gender-sensitive criteria in the formulation and implementation of policies and programs affecting migrants’ workers.

Answer 31

Republic Act No. 8042 or “Migrant Workers and Overseas Filipinos Act of 1995”

Question 32

The intent of the Act is to promote the integration of women as full and equal partners with men in development and nation building. The National Economic and Development Authority is given primary responsibility for carrying out the purposes of the Act. The Act grants women, regardless of their marital status, full legal capacity to act and to enter into contracts. It grants them equal access to membership in all social, civic and recreational clubs as well as the right of admission into military schools. Full-time homemakers shall have the right to participate in government-sponsored social security schemes.

Answer 32

Republic Act No. 7192 or “Women in Development and Nation Building Act”

Question 33

Major Purposes of Human Resource Management

Answer 33

1. Utilization
2. Acquisition
3. Development
4. Maintenance

Question 34

is the function embraces by the HR in order to set plans assessing the future and ensures that the organization has the right number and kind of people in the right places at the right time, doing the things for which they are economically most useful.

Answer 34

1. Utilization

Question 35

entails the hiring of workers most likely to help a company attain its goals. This includes job analysis, recruitment, selection and placement.

Answer 35

2. Acquisition

Question 36

function encompasses the training of workers to perform their tasks in accordance with company strategy. This includes training and development and performance appraisal.

Answer 36

Development

Question 37

is concerned with maintain employee’s commitment and loyalty to the organization. This includes wage and salary, compensation and benefits, labor relations and collective bargaining agreement.

Answer 37

4. Maintenance

Question 38

companies establish policies that will help managers fulfill the staffing needs of the company, eventually leading to recruiting and selecting which was also discussed under acquisition purpose.

Answer 38

Hiring Stage

Question 39

organizations determine the right number and type of people needed to fill up positions in the organization along with their required qualifications. It includes activities performed prior to hiring such as human resource planning and job analysis which will be discussed together with acquisition and utilization, two of the four purposes of human resource management which was discussed in the earlier part of this module.

Answer 39

Pre- Hiring

Question 40

companies carry out certain HRM practices and other productivity programs that enhance employees’ performance level, such as training and development, performance appraisal, compensation and benefits administration, employee health and safety and separation which is the objective of development and maintenance purpose of HRM.

Answer 40

post-hiring stage

Question 41

governing employment practices and labor relations within the jurisdiction. The Department of Labor and Employment (DOLE) is the primary policy-making, programming, coordinating and administrative entity in the field of labor and employment. It is primarily responsible for the promotion of gainful employment opportunities, the advancement of workers’ welfare and promoting harmonious, equitable and stable employment relations.

Answer 41

Rights of laborers/employees under Presidential Decree No. 442
Presidential Decree no. 442 known as the “Labor Code of the Philippines”

Question 42

This applies to employees in private enterprises, by they in agriculture, industry or trade. Employees of religious, charitable, and educational organizations are also covered by the law. The law covers all employees in the government service-national, provincial, municipal, and city or those in government owned or controlled corporations.

Answer 42

3. Republic Act No. 602 or “Minimum Wage Law”

Question 43

provides that it shall be the duty of every employer to give his employees not less than sixty (60) minutes time-off for their regular meals.

Answer 43

Article 85 of the Labor Code of the Philippines

Question 44

provides that every employee shall be paid a night shift differential of not less than ten percent (10%) of his regular wage for each hour of work performed between ten o’clock in the evening and six o’clock in the morning.

Answer 44

Article 86 of the Labor Code of the

Question 45

focuses on enhancement of employees, potential from a long-term perspective

Answer 45

Hrm

Question 46

is concerned with enhancing the capabilities of employees that will result in positive behavior change

Answer 46

Hrd

Question 47

gives attention to the effective utilization of employees and their capabilities

Answer 47

hrm

Question 48

takes decisions on HRD plans

Answer 48

hrm

Question 49

t its center has HRD

Answer 49

Hrm

Question 50

attends to every employee demand resulting in increased satisfaction and productivity

Answer 50

Hrm

Question 51

sees to it that there is continuing opportunities for growth and development

Answer 51

Hrd

Question 52

depends on the decisions of HRM

Answer 52

Hrd

Question 53

The goal of ____ is anchored to the that of HRM, which boils down the benefit of the workers

Answer 53

HRD