Mikaela R.

Seminiano MBA 305 - HUMAN RESOURCES MANAGEMENT

1:30PM – 4:30PM

TOPIC: HUMAN RESOURCES and ORGANIZATIONAL COMPETITIVENESS

REFLECTION:

Human Resources play an important role to achieve organizational competitiveness. The

management choose the right people for the post and manage their capabilities and time that primarily
affects the organization’s performance.

There are key considerations to individual / organizational relationships. First is psychological

contract that deals with unwritten agreement on compensation, work flexibility and career
development. There is an also generational difference that selects people in organization depends on
their age and the years of service they can rendered on the company. As Human resources, evaluation is
done to measure’s one performance that results to positive state of Job Satisfaction. Organizational
commitment defines as employee’s belief towards organizational goals that ay results to remain with
the organization.

Individual Employee performance organization helps clarify why people might leave a job,
as does satisfaction, loyalty, and commitment. This performance can be affected by motivation,
competence, employee’s ability, role perception, resources and work environment. And managers play
a role in motivating employees in their individual performance.

There are certain myths about retentions of human resources such as Money is the main
reason people leave, if you train people; you are only training them for another employer, etc.
Characteristics of the employer, job design and work, career opportunities, rewards and
employee relationships are drivers for retention. Absenteeism was also discussed having two
types the voluntary and involuntary. This can be controlled by disciplinary approach such as oral
warning, suspension, etc. Positive reinforcement can be done in giving rewards for perfect
attendance and more. Turnover was also discussed having different types such as involuntary,
voluntary, functional, dysfunctional, uncontrollable, and controllable. Turnover may occur cost
such as separation cost, replacement cost, training cost and hidden cost.
Mikaela R. Seminiano MBA 305 - HUMAN RESOURCES MANAGEMENT
1:30PM – 4:30PM

TOPIC: STRATEGIC HUMAN RESOURCE PLANNING

REFLECTION:

Strategic Human Resource planning was identified as use of employees to gain or keep a
competitive advantage. It may be important to identify competitive advantage opportunities
that evaluate the existing employees or to assess strategic alternatives given the current
capabilities of organizational human resources.

There are 4 steps in planning. First is Assessing current HR capacity for example the Skills
Inventory template that classified one’s talent and ranks its performance. Next is forecast HR
requirements , in identifying what should be improve or whom should be hire . Third is GAP
analysis, especially during recruitment, managers should make necessary actions in order to fill
in the GAP until vacancy was occupied. Last step is developing HR Strategies to support
organizational strategies. These consist of restructuring, training and development,
recruitment, outsourcing and lastly collaboration strategies.
Mikaela R. Seminiano MBA 305 - HUMAN RESOURCES MANAGEMENT
1:30PM – 4:30PM

TOPIC: GLOBAL HUMAN RESOURCE MANAGEMENT

REFLECTION:

Global Human Resource Management was discussed as umbrella term that includes all aspects
of an organization’s HR, payroll, and talent management processes operating on a global scale. Talent
management was managing the ability, competency and power of employees within an organization.

There are 7 main functions in Global HRM this includes recruitment, training, professional
development, safety, employee relations and total rewards. In recruitment HR attracts job seekers with
different competitive benefits, short period of recruitment, etc. Training was done to help the employees
acquire skills and knowledge to perform their jobs effectively that will prepare them for higher level of
responsibilities. Professional development differs from training as it was developing employee individually
enhancing their proficiency. Safety deals with workplace of employees that seeks to reduce injuries and
other incidents. An employee relationship is harmonious relationship between the employee and
employer in achieving organizational goals. And lastly total rewards that motivate and attract and retain
employees.
Mikaela R. Seminiano MBA 305 - HUMAN RESOURCES MANAGEMENT
1:30PM – 4:30PM

TOPIC: DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY

Reflection:

Equal employment was defined as all individual have an equal treatment in any employment
concerns. Diversity is having employees from a wide range of background. In order to have equity in the
workplace it must embrace or understand the diversity within the workplace, give equal employment
opportunity ad lastly make an affirmative actions. In order to embrace diversity necessary trainings
must be done having goal of acceptance and understanding of people with different backgrounds. In
diversity there are advantages and disadvantages in the workplace.

Managing equal employment opportunity it must initially address the discrimination in the
organization. There are types of discrimination such as racial/ ethnical discrimination that treating
others differently because of their skin color or race. Sex Discrimination deals treating individuals
differently due to their gender. Within this topic sexual harassment was discussed that comes with
different types. Quid pro quo comes with sexual favour resulting to the employment advantages. Hostile
environment is affecting employees by intimidating or offensive working conditions.

Lastly we have age and religion discrimination. In age discrimination, age limits the opportunity
to work especially those who are beyond 40 that reinforce them to retire early. Believes and traditions
limits an individual to have an employment opportunity.
Mikaela R. Seminiano MBA 305 - HUMAN RESOURCES MANAGEMENT
1:30PM – 4:30PM

TOPIC: IMPLEMENTING EQUAL OPPORTUNITY

REFLECTION

Within our country there are only limited laws for equal opportunity. This is Republic act no.
10524 an act expanding the positions reserved for with disability , amending with the purpose republic
act no 7277, as amended otherwise known as magna carta for person with disability. Within this law it
gives opportunity to those who are with disability. Allotting at least 1% in all government offices and in a
private company that have 100 employees are encouraged to a lot 1% of all positions for persons with
disability. And in all offices , facilities must be accessible by any person with disability and must not
neglect any job seekers with disabilities.