ELEC 1 - STRATEGIC HUMAN clear performance goals, providing

RESOURCE MANAGEMENT REVIEWER regular feedback, and recognizing

achievements to motivate and
Introduction to Human Resource encourage employees to excel.
Management
● Human Resource Management 4. Employee Relations - HRM fosters
(HRM) is the strategic and positive employee relations by
comprehensive approach to creating a fair and supportive work
managing people in an organization. environment. It handles employee
Its primary objective is to ensure that grievances, promotes open
an organization's human capital is communication, and ensures that
effectively utilized to achieve employees feel valued and
organizational goals. HRM plays a respected.
crucial role in optimizing employee
performance, productivity, and Shift from Administrative to Strategic Role
engagement, ultimately contributing 1. Traditional HRM - Previously, HRM
to the overall success of the was largely administrative, focusing
organization. on tasks such as payroll, benefits,
and record keeping. It was seen as a
Importance of HRM (TEPE) support function rather than a
1. Talent Acquisition - HRM plays a strategic partner.
crucial role in attracting, recruiting,
and selecting the best talent for the 2. Strategic HRM - Modern HRM has
organization. By implementing evolved into a strategic function,
effective recruitment strategies, HR directly contributing to the
ensures that the organization hires organization's success. HR
individuals with the necessary skills professionals are now actively
and qualifications to contribute to its involved in strategic planning,
success. aligning HR practices with the
organization's overall goals and
2. Employee Development - HRM objectives.
focuses on developing employees'
skills and knowledge through 3. HR as a Strategic Partner - Today,
training programs, mentoring, and HR is viewed as a strategic business
career advancement opportunities. partner, working closely with other
This helps employees grow departments to drive organizational
professionally and enhance their growth and achieve business
contributions to the organization. objectives. HR professionals
contribute to talent management,
3. Performance Management - HRM organizational development, and
implements performance innovation.
management systems to monitor,
evaluate, and improve employee Key Functions of HRM (TEPC)
performance. This involves setting
 1. Talent Acquisition - Identifying, Personnel management focused on
attracting, recruiting, and selecting maximizing efficiency and productivity. It
qualified candidates for open aimed to reduce labor costs and ensure
positions within the organization. smooth operations within the organization.
● Scientific management principles
2. Employee Development - Providing ● Time and motion studies
training, development, and career ● Workforce optimization
advancement opportunities to
employees to enhance their skills
and knowledge. Evolution of HRM (SF,ER,ED.EE)
1. Shifting Focus
3. Performance Management - Setting ● During the 1950s and 1970s, the
performance goals, providing focus of HRM shifted from purely
feedback, evaluating performance, administrative tasks to employee
and recognizing and rewarding relations and development.
employees for their contributions.
2. Employee Relations
4. Compensation and Benefits - ● Recognizing the importance of
Developing and administering positive employee relations, HRM
competitive compensation and started addressing issues such as
benefits packages to attract and employee morale, communication,
retain top talent. and conflict resolution.

Evolution of HRM: Personnel Management 3. Employee Development

1. Early 1900s (HSAM) ● Investing in employee development
Personnel management emerged as a became a priority. Training
distinct function in organizations during the programs, performance reviews, and
early 1900s, primarily focusing on career development initiatives were
administrative tasks. implemented to enhance employee
● Hiring and firing employees skills and knowledge.
● Setting wages and salaries
● Administering employee benefits 4. Employee Empowerment
● Maintaining employee records ● There was a growing emphasis on
empowering employees and giving
2. Industrial Revolution (ILN) them more autonomy and control
The Industrial Revolution led to the growth over their work. This led to the
of large-scale factories and the need for a emergence of participative
systematic approach to managing management styles and employee
employees involvement programs.
● Increased workforce
● Labor relations issues Evolution of HRM Strategic HRM
● Need for standardization
Era: 1990s
3. Emphasis on Efficiency (STW)
Key features: Aligning HR with and implementing new initiatives to enhance
organizational strategy HR effectiveness.
Focus: Business performance and
competitive advantage Main Trends in HR Profession (EDRD)
1. Employee Well-being
Era: Emphasis on talent management ● Focus on mental health and work-life
Key Features: Attracting, retaining, and balance making sure employees feel
developing top talent good mentally and emotionally, while
Focus: Innovation, agility, and adaptability also ensuring they have enough time
for both work and their personal life.
Era: Data-driven decision-making It’s about reducing stress, preventing
Key Features: Using data and analytics to burnout, and helping people
measure HR effectiveness maintain a healthy balance between
Focus: Continuous improvement and their job and things like family,
optimization hobbies, and rest. This makes
employees happier, healthier, and
Aligning HR with Organizational Objectives more productive.
(SCDC)
1. Strategic Planning 2. Diversity & Inclusion
HR professionals actively participate in ● Creating a workplace where people
strategic planning, ensuring that HR from different backgrounds, cultures,
practices align with the organization's goals genders, races, abilities, and
and objectives experiences are welcomed and
valued. Diversity refers to having a
2. Collaboration mix of different people, while
HR collaborates with other departments, Inclusion means making sure
such as finance, marketing, and operations, everyone feels respected,
to ensure that HR initiatives support the supported, and able to contribute
organization's overall strategy. equally, no matter who they are. It’s
about building a fair environment
3. Data-Driven Insights where everyone has equal
HR uses data and analytics to measure the opportunities.
effectiveness of HR programs and identify
areas for improvement. This data-driven 3. Remote Work
approach helps ensure that HR practices ● Leading and coordinating a group of
are contributing to the organization's people who work remotely, often
success. from different locations. Since team
members aren’t physically together
4. Continuous Improvement in an office, managers use
HR is constantly evolving and adapting to technology like video calls, chat
meet the changing needs of the apps, and project management tools
organization. This includes staying informed to communicate, assign tasks, and
about industry trends and best practices track progress. The goal is to keep
everyone connected, productive,
 and working well together, despite 4. Employee Engagement Tools
being in different places. It also (SCRW)
involves making sure the team feels ● Surveys and Feedback Tools:
engaged, supported, and clear about ● Communication Platforms:
their goals.. ● Recognition and Rewards Systems
● Wellness and Engagement Apps
4. Data-Driven HR
● Making decisions in Human HRIS (Human Resource Information
Resources (HR) based on facts, System)
numbers, and analysis, rather than
just intuition or guesswork. HR What is HRIS?
collects data about employees, such ● A system for managing HR activities
as performance, attendance, job and data.
satisfaction, and turnover rates. This ● Automates payroll, employee data
data is then analyzed to understand management, attendance, and
trends, make better decisions about performance tracking.
hiring, training, promotions, and to ● Improves accuracy, saves time, and
improve employee well-being. Using enhances decision-making
data helps HR teams be more
efficient and make smarter choices Benefits (CIES)
that benefit both the company and ● Centralized data storage
its employees. ● Improved compliance with
regulations
Applications of IT in HR (RPTE) ● Enhanced reporting capabilities
1. Recruitment and Talent Acquisition ● Streamlined HR processes
(JAVS)
● Job Posting: Online platforms HR Dept Organizational Charts
● Applicant Tracking Systems (ATS)
● Video Interviews
● Social Media and Networking

2. Performance Management and

Appraisals (PAC)
● Performance Tracking Tools
● Automated Appraisals:
Self-Assessment and Peer Reviews
● Continuous Feedback:

3. Training and Development (EVM)

● E-Learning Platforms
● Virtual Training Sessions
● Mobile Learning
Summary
● HRM has evolved from
administrative tasks to strategic
roles.
● IT and HRIS play critical roles in
modern HR management.
● Organizational charts clarify HR’s
structure and functions within an
organization.
Job Analysis 2. Required Knowledge, Skills, and
Abilities
The Importance of Job Analysis ● Job analysis determines the specific
● Job analysis is crucial for skills, knowledge, and abilities
understanding the requirements and required for successful job
responsibilities of a job. It provides performance.
valuable insights for organizations to ● This helps in defining the
design effective recruitment, training, qualifications and experience
and performance evaluation needed for a particular job.
processes. By conducting thorough
job analysis, organizations can 3. Work Environment and Conditions
ensure they are attracting and ● Job analysis examines the physical
retaining the right talent. environment, working conditions,
and hazards associated with a job.
Definition of Different Job Terms ● This helps in understanding the
1. Job Description workplace setting and ensuring
A detailed overview of the responsibilities, employee safety and well-being.
tasks, and requirements of a specific job
position. 4. Performance Standards and
Expectations
2. Job Specification ● Job analysis helps set clear
A document outlining the essential performance expectations and
qualifications, skills, and experience needed standards for each job role.
for a job ● This provides a framework for
evaluating employee performance
3. Job Evaluation and ensuring alignment with
This is about determining the value of the organizational goals.
job in the company, which helps decide how
much the job should be paid Uses of Job Analysis Information (RTPC)
1. Recruitment and Selection
4. Job Title ● Job analysis guides the
The formal name given to a specific job development of job descriptions,
position within an organization. ensuring that only qualified
candidates are attracted and
selected.
Specific Information Provided by Job
Analysis (ERWP) 2. Training and Development
1. Essential Duties and Responsibilities ● It helps identify training needs and
● Job analysis identifies the core develop customized training
tasks, responsibilities, and duties of programs to enhance employee
a specific position. skills and knowledge.
● This information helps in defining the
scope of the job and its primary 3. Performance Evaluation
functions.
 ● Job analysis provides objective interviews, observation, and
criteria for evaluating employee questionnaires.
performance, aligning performance
goals with job expectations. 3. Data Analysis
● Review and organize the collected
4. Compensation and Benefits data to identify key duties,
● Job analysis information is used to responsibilities, and required skills.
establish fair and competitive
compensation packages based on 4. Job Description
the value of each job. ● Write a detailed description outlining
the job's responsibilities,
Methods used in Job Analysis (OIQW) qualifications, and working
1. Observation conditions.
● Directly observing employees
performing their tasks to gather 5. Job Specification
information about their job ● Create a document specifying the
responsibilities. required skills, experience, and
qualifications for the job.
2. Interviews
● Conducting structured interviews Writing the Job Description (SOSDI)
with jobholders, supervisors, and 1. Start with a Title
other stakeholders to gather insights ● Begin with a clear and concise job
about the job. title, reflecting the specific position.

3. Questionnaires 2. Outline Responsibilities

● Distributing surveys to employees to ● Detail the core duties and tasks of
collect data about their job duties, the job, using action verbs.
skills, and work environment.
3. Specify Qualifications
4. Work Diaries ● List the essential skills, experience,
● Requesting employees to maintain a and education required.
log of their daily activities and tasks
to gain a detailed understanding of 4. Describe Work Environment
their job. ● Highlight key aspects of the
workplace and working conditions.
Steps in Conducting Job Analysis (JDDJJ)
1. Job Identification 5. Include Company Information
● Clearly define the specific job ● Provide a brief overview of the
position you're analyzing. organization and its mission.

2. Data Collection New Jobs and Hot Jobs for the 21st Century
● Gather information about the job 1. Data Scientists (1M+)
using various methods like
 ● Analyze vast datasets to uncover
insights and drive informed decision
making.

2. Cybersecurity Specialists (500K+)

● Analyze vast datasets to uncover
insights and drive informed decision
making.

3. Artificial Intelligence Engineers

(200K+)
● Develop and implement AI-powered
solutions.

4. Renewable Energy Engineers

(100K+)
● Design and develop sustainable
energy systems.

Writing the Job Specifications (DIOM)

1. Define Essential Qualifications
● Specify the minimum requirements
for the job, like education and
certification.

2. Identify Required Experience

● Determine the specific work history
needed for success in the role.

3. Outline Desired Skills

● List the technical and soft skills that
are important for the position.

4. Mention Other Factors

● Include additional details like
language proficiency or travel
requirements.
Recruitment of Employees experience. This can significantly
improve the employer's brand
Recruitment of Employees reputation and increase the
● Recruiting the right employees is a likelihood of attracting top talent to
critical component of any successful apply for open positions.
business. Effective recruitment
strategies can help organizations Tips to Applicants to Avoid Illegal
attract top talent, build strong teams, Recruitment
and drive long-term growth. In this 1. Research the Employer
comprehensive guide, we will ● Before applying for a job, thoroughly
explore the key aspects of research the company or
recruitment, from leveraging online organization to ensure it is legitimate
platforms to crafting compelling job and complies with all local labor laws
postings and evaluating applicants. and regulations.

Recruitment on the Internet 2. Verify Job Postings

1. Reach a Wider Audience ● Be wary of job postings that seem
● The internet has revolutionized the too good to be true, promise
recruitment landscape, allowing unrealistic benefits, or require
organizations to reach a vast pool of excessive personal information or
potential candidates beyond their upfront fees. Verify the authenticity
local geographic boundaries. Online of the job posting through official
job boards, social media platforms, company channels.
and company websites make it
easier than ever to advertise open 3. Understand Your Rights
positions and connect with qualified ● Familiarize yourself with your rights
applicants. as an applicant, including the right to
a fair and transparent recruitment
2. Streamline the Application Process process, protection against
● Digital recruitment tools enable discrimination, and the right to
candidates to submit their resumes refuse any unlawful demands.
and cover letters electronically,
simplifying the application process 4. Seek Assistance
and making it more efficient for both ● If you suspect any illegal recruitment
job seekers and hiring managers. practices, seek assistance from
Automated screening and applicant reputable labor organizations,
tracking systems can help government agencies, or legal
organizations manage high volumes professionals who can provide
of applications. guidance and support.

3. Enhance Candidate Experience Recruitment Process/Recruitment Plan

● A well-designed online recruitment 1. Job Analysis
process can provide job seekers ● Thoroughly analyze the
with a positive, user-friendly requirements, responsibilities, and
 qualifications for the open position to Writing a Resume
ensure the recruitment process is 1. Highlight Achievements
targeted and effective. ● Focus on quantifiable
accomplishments and contributions
2. Sourcing Candidates that demonstrate your value to
● Utilize a variety of channels, such as potential employers.
job boards, social media, employee
referrals, and professional networks, 2. Emphasize Relevant Education
to reach a diverse pool of qualified ● Showcase your academic
applicants. qualifications, including degrees,
certifications, and relevant
3. Screening and Evaluation coursework.
● Implement a standardized screening
process to objectively assess the 3. Showcase Relevant Experience
skills, experience, and fit of each ● Provide a clear and concise
applicant, including resume reviews, overview of your work history,
interviews, and skills assessments. highlighting the skills and
responsibilities that align with the
Sources of Applicants target position.
1. Job Boards
● Posting job openings on reputable 4. Demonstrate Key Skills
online job boards, both general and ● Identify and showcase the specific
industry-specific, can attract a wide skills, both technical and soft, that
range of qualified candidates. make you a strong candidate for the
role.
2. Social Media
● Leveraging social media platforms, Websites for Philippine and Overseas Jobs
such as LinkedIn, Twitter, and 1. JobStreet - One of the leading job
Facebook, can help organizations portals in the Philippines, offering a
reach passive job seekers and build wide range of local and international
their employer brand. job opportunities.

3. Employee Referrals 2. JobsDB - A popular job search

● Incentivizing current employees to platform that connects job seekers
refer qualified candidates can be a with employers in the Philippines
highly effective way to find top talent and across Southeast Asia.
with a proven track record.
3. Indeed A global job search engine
4. Professional Networks that aggregates job listings from
● Engaging with industry associations, various sources, including both local
alumni organizations, and and international opportunities.
professional networking events can
help organizations connect with 4. LinkedIn The world's largest
experienced candidates. professional networking platform,
 which can be used to search for job
openings and connect with potential
employers.

Conclusion
● Effective recruitment is a critical
component of any successful
business. By leveraging online
platforms, implementing a
well-structured recruitment process,
and providing guidance to
applicants, organizations can attract
top talent, build strong teams, and
drive long-term growth. Remember
to stay vigilant against illegal
recruitment practices and prioritize
the rights and well-being of job
seekers. With the right strategies
and tools, you can build a thriving
workforce that will propel your
organization to new heights.
Development of Human Resources improve service, and stay
competitive.
Development of Human Resources ● Regular training enhances employee
● Human Resource Development adaptability, problem-solving skills,
(HRD) is essential to equip and customer satisfaction. By
employees with the skills, keeping skills current, organizations
knowledge, and confidence to meet ensure that employees are prepared
workplace demands, adapt to for market shifts and customer
changes, and drive the needs, maintaining a competitive
organization’s success. This section edge.
covers core aspects of employee
development, from orientation and 3. Training Process
continuous training to the use of ● The training process consists of four
diverse methods for learning and critical steps to ensure training
growth. meets organizational goals and
employee needs effectively:
A. Training and Development
1. Employee Orientation a. Needs Assessment: First, HR
● Employee Orientation is a structured identifies skills and knowledge gaps
program for new hires, designed to by evaluating current employee
help them understand the capabilities and comparing them to
company’s culture, policies, and organizational needs. This helps
their specific roles. It helps prioritize areas for improvement.
employees feel informed, connected,
and valued right from the start, b. Design: Once needs are
which can lead to higher established, training content and
engagement and job satisfaction. objectives are developed. Effective
● A comprehensive orientation design considers learning outcomes,
program promotes a smooth content relevance, and appropriate
transition into the organization, materials.
potentially reducing turnover,
improving productivity, and fostering c. Delivery: The training is conducted
a sense of belonging that increases using chosen methods like
commitment to the organization. workshops, on-the-job training, or
e-learning. Delivery mode depends
2. Using Training to Deal with on factors such as the nature of the
Competitive Challenges content, budget, and time
● Training enables organizations to constraints.
keep pace with industry trends,
emerging technology, and d. Evaluation: After training, HR
competitive demands. Investing in assesses its effectiveness using
skill-building directly impacts a performance metrics, feedback, and
company’s ability to innovate, assessments to measure
 improvement and alignment with internal HR resources to focus on
organizational goals. other priorities.

4. Training Options 6. Training Methods

● Training can be conducted through a. Traditional Classroom Instruction:
various formats, each tailored to Ideal for theoretical learning with
different learning needs and goals: direct interaction between instructors
and employees.
a. On-the-Job Training:Hands-on
experience where employees learn b. Simulation and Role-Playing:
in real-time under supervision. Engages employees in practical
scenarios for problemsolving and
b. Workshops and Seminars: In-depth skill application.
sessions that allow for focused
learning on specific topics. c. E-learning: Digital training platforms
allow flexible access to content and
c. Simulations and Role-Playing: self-paced learning.
Practice-based learning to simulate
real-world scenarios. d. Hands-On Training: Provides
real-world experience, making it
d. E-learning: Online courses providing particularly effective for technical
flexible, self-paced learning and manual skills.
accessible from any location.
7. Distance Learning or E-Learning in
e. Mentoring Programs: Guidance and the Philippines
support from experienced ● In recent years, distance learning
employees to foster knowledge has become widely adopted in the
transfer and skill development. Philippines, offering flexibility and
accessibility to employees who can’t
5. Outsourcing the Training of participate in on-site training. It has
Employees been particularly useful in reaching
● Some organizations opt to outsource geographically dispersed teams or
training to external experts or employees with nontraditional work
training firms. Outsourcing provides schedules.
access to up-to-date industry ● E-learning platforms allow
knowledge, specialized instructors, employees to learn at their own
and custom programs that might be pace, reducing the need for physical
challenging to provide internally. presence. Training content can be
easily updated, and platforms often
● Outsourcing can be more track employee progress, making it
cost-effective for specialized easier to assess learning outcomes.
training, bringing in the latest
information and skills, and allowing B. Performance Review and Appraisal
1. Why Measure Performance? effectiveness for personal and
● Identifies Strengths and professional growth.
Weaknesses: Regular measurement
of performance highlights 3. Objectives of Performance Appraisal
employees' strong areas and points ● Provide Constructive Feedback:
out where they need to improve, Appraisals give employees insights
benefiting both the employee and into their work, offering specific
the organization. guidance on how to improve.

● Tracks Progress Toward Goals: ● Enhance Performance: Through

Monitoring performance ensures that feedback and a structured
employees are on track to meet both improvement plan, employees are
individual and organizational encouraged to work toward
objectives. achieving their best.

● Supports Growth and Development: ● Support Promotions and Career

Measuring performance provides a Development: Performance
basis for guiding promotions, appraisals help identify high
rewards, and developmen performers who may be ready for
opportunities, motivating employees more responsibilities or roles.
and aligning their goals with the
company’s. ● Motivation and Engagement: Clear
goals and recognition for
2. Early Approaches to Performance achievements help to boost
Appraisal employee morale and engagement.
● Traditional performance appraisals
were often top-down and ● Determine Training Needs:
standardized, with supervisors Appraisals reveal skill gaps, helping
assessing employees based on a organizations plan effective training
fixed set of criteria. programs for employee
development.
● Early methods, like trait-based
appraisals, rated characteristics like 4. Performance Criteria
attitude and reliability without ● Criteria vary but commonly include:
tailoring to specific job roles, which ○ Productivity: Quantity and
led to rigid assessments that often timeliness of work.
missed the nuances of individual ○ Quality of Work: Accuracy,
performance. consistency, and impact of
output.
● These methods lacked employee ○ Adherence to Timelines:
input and did not fully address Reliability in meeting
individual and dynamic workplace deadlines.
needs, which limited their
 ○ Teamwork and Collaboration: ● Advantages: Simple to use and
Ability to work with others understand; effective for comparing
effectively. employees against standardized
○ Innovation and Initiative: criteria.
Willingness to take on
challenges and bring new ● Drawbacks: Ratings can be
ideas. subjective, with potential for bias if
criteria aren’t clearly defined or
● These criteria are aligned with evaluators aren’t trained to apply
organizational goals and tailored to them consistently.
each job role, ensuring that
assessments remain relevant and 2. 360-Degree Feedback: This method
meaningful. gathers comprehensive feedback
from multiple sources, including
5. Who Should Evaluate Performance? supervisors, peers, subordinates,
● Direct Supervisors: They have the and sometimes even customers.
most insight into an employee's
day-to-day work. ● Advantages: Provides a
well-rounded view of an employee’s
● Peers and Subordinates: In performance from multiple
360-degree feedback, input from perspectives, reducing bias from any
multiple perspectives offers a single evaluator.
comprehensive view of an
employee’s strengths and areas to ● Drawbacks: Can be time-consuming
improve. and may lead to mixed or conflicting
feedback, requiring careful
● Self-Evaluation: Allowing employees interpretation.
to assess themselves fosters
reflection and accountability. 3. Behavioral Observation Scales
(BOS): BOS rates employees based
● The choice of evaluators depends on the frequency of specific,
on the organization’s goals and the observable behaviors linked to
level of depth required for the effective job performance. Rather
appraisal. than rating general traits, this
method focuses on measurable
Performance Appraisal Methods actions.
1. Rating Scales: Rating scales are ● Advantages: Increases objectivity by
among the most widely used focusing on specific behaviors; helps
methods. They involve rating employees understand which
employees on specific performance actions are valued.
dimensions, such as quality of work,
timeliness, or teamwork, on a scale ● Drawbacks: Requires extensive
(e.g., 1 to 5). observation and detailed
 record-keeping, which can be where they can focus their efforts to
resource-intensive. grow.

Seven Tips for Creating a World-Class 6. Regularly Review and Update the
Appraisal System Process:
1. Align with Organizational Goals: ● As organizational goals or market
● Ensure the appraisal process conditions evolve, ensure the
supports the organization's strategic appraisal system reflects these
objectives. For instance, if changes. Regular reviews help keep
innovation is a key goal, include the process relevant and aligned
criteria that measure creative with current needs.
problem-solving and initiative\
7. Train Managers on Effective
2. Be Transparent and Fair: Appraisal Techniques:
● Establish a clear, fair process, and ● Equip managers with the skills to
communicate it to all employees. conduct fair, consistent, and
Transparency around how supportive appraisals. Training
performance is evaluated builds trust should cover identifying bias,
and reduces feelings of favoritism. providing constructive feedback, and
handling difficult conversations.
3. Use Clear, Measurable Criteria:
● Set specific criteria that can be Performance Appraisal Problems and
objectively measured. Vague terms Solutions
like “good attitude” are open to 1. Bias
interpretation; instead, use clear ● Problem: Personal biases (e.g.,
standards like “meets project favoritism, recency bias) can skew
deadlines consistently.” evaluations.

4. Involve Employee Input ● Solution: Implement training on

● Allow employees to participate in recognizing and reducing bias.
goal setting and self-evaluation. This Standardizing criteria and
not only fosters engagement but introducing multiple evaluators (e.g.,
also provides a fuller understanding through 360-degree feedback) can
of the employee’s perspective and also help balance subjective
self-identified areas for growth. opinions.

5. Offer Constructive Feedback: 2. Unclear Criteria:

● Feedback should be specific and ● Problem: Vague or poorly defined
actionable, addressing both criteria lead to inconsistent ratings
strengths and areas for and make it difficult for employees to
improvement. Constructive feedback understand how they’re being
motivates employees by making evaluated.
clear what they are doing well and
 ● Solution: Use specific, measurable been a challenge. Let’s discuss how
criteria tailored to each role. to prioritize tasks effectively.”
Managers should work with
employees to ensure there’s a ● Goal Setting: Work together to set
shared understanding of achievable, measurable goals
expectations. aligned with the employee’s
strengths and development areas.
3. Lack of Follow-Through:
● Problem: Without follow-up, ● Follow-Up Plan: Agree on next
employees may not take appraisal steps, including additional training if
feedback seriously, resulting in necessary, and set a date to check
missed improvement opportunities. on progress.

● Solution: Develop a structured C. Changes in Personnel Status

follow-up plan with milestones to
track progress. A coaching or 1. Promotion
mentoring program can also provide ● Promotion serves as a reward for
ongoing support. employee achievements and
recognizes their skills, commitment,
Feedback or Appraisal Interview and potential to take on greater
1. Purpose of the Appraisal Interview: responsibilities. It generally includes:
● Appraisal interviews are key to the ○ Increased Responsibility:
performance management process. Promotions often involve
They offer a platform for discussing managing larger teams,
strengths, addressing areas for handling more complex
improvement, and setting goals for tasks, or making decisions
the future. Ideally, these sessions with greater impact.
should be a two-way conversation,
where the employee feels ○ Authority: With promotion,
comfortable sharing thoughts and employees typically gain
asking questions. more authority to make
decisions, contributing
2. Structure of an Effective Appraisal directly to departmental or
Interview: organizational goals.
● Preparation: Review performance
data and prepare specific examples ○ Higher Compensation:
of both successes and areas Promotions usually come
needing improvement. with a salary increase and
sometimes additional
● Constructive Feedback: Focus on benefits.
behaviors, not personalities. For
example, instead of saying, “You ● Promotions can significantly improve
need to be more organized,” say, “I morale and engagement, as
noticed that meeting deadlines has employees feel their efforts are
 acknowledged. This can reduce ○ Organizational Needs:
turnover, as employees are more Transfers may be necessary
likely to stay when they see clear to balance workforce
career progression paths demands, address skill gaps
in other areas, or adjust to
2. Demotion structural changes.
● Demotion may be necessary if an
employee consistently ○ Employee Development:
underperforms or if the organization Transfers can offer
undergoes restructuring. Demotions employees new challenges,
involve: help them expand their skill
○ Reduced Rank and sets, and provide exposure
Responsibilities: The to different aspects of the
employee might be organization.
reassigned to a less
demanding role that aligns ○ Personal Reasons:
better with their skills. Employees may request
transfers for personal
○ Reduced Pay: Demotions reasons, such as relocation
often involve a salary or seeking a role better
decrease, reflecting the suited to their career goals.
change in job responsibilities.
● Types of Transfers:
● Considerations: ○ Lateral Transfer: Movement
○ Supportive Approach: to a similar position at the
Demotions can be difficult for same level of responsibility.
employees, so organizations
often handle these transitions ○ Promotional Transfer: A
carefully to minimize move accompanied by
negative impacts on morale. increased responsibility and
possibly higher pay.
○ Alternative Solutions:
Organizations may explore ○ Relocation Transfer: A
additional training or support transfer to another location,
for employees before often for business needs or
considering demotion. personal circumstances.

3. Transfer 4. Employee Separation

● Transfers involve moving an ● Separation refers to the formal
employee to a new role or process of an employee leaving an
department, either within the same organization. This can be:
level of responsibility or sometimes ○ Voluntary: Initiated by the
to a different level. Transfers can be employee, such as through
driven by: resignation or retirement.
 ○ Involuntary: Initiated by the give advance notice or offer
employer, such as through severance pay.
termination or layoffs
○ Just Cause: In cases of
● Importance of Process: misconduct, employers must
○ Exit Interviews: Conducting follow a fair process,
exit interviews can help the ensuring that employees are
organization understand given a chance to respond to
reasons for departure and allegations.
identify areas for
improvement. 2. Closure and Reduction of Personnel
○ Ensuring Compliance: (Layoffs)
Separation processes must ● Reasons: Layoffs may happen due
comply with labor laws and to financial constraints, restructuring,
company policies to ensure or redundancy.
fair treatment and prevent
legal issues. ● Legal Requirements:
○ Notice and Severance Pay:
Governing Laws Regarding Separation from Labor laws often require
the Service advance notice for affected
● Employee separations are regulated employees and provide
by labor laws that protect guidelines on severance pay
employees’ rights and outline the to support them during the
responsibilities of both the employer transition.
and employee. Here are the ○ Non-Discrimination:
common types of separations and Employers must ensure
relevant legal considerations: layoffs are nondiscriminatory
and based on objective
1. . Termination by Employer criteria (e.g., tenure, skills).
(Dismissal):
● Reasons: Termination can occur due 3. Termination by Employee
to misconduct, poor performance, or (Resignation):
organizational restructuring. ● Definition: Resignation is a voluntary
decision made by an employee to
● Legal Requirements: leave the organization.
○ Due Process: Employers
typically need to provide ● Legal Requirements:
warnings, documented ○ Notice Period: Employees
performance issues, and are often required to provide
evidence of attempts to notice (typically 2–4 weeks)
support improvement. to allow the organization to
find a replacement or
○ Termination Notices: In many manage workload
jurisdictions, employers must adjustments.
 ○ Exit Process: Employers may ● Legal Obligations: Employers are
conduct exit interviews, responsible for ensuring full-time
collect company property, employees receive statutory benefits
and settle final payments like health insurance, overtime pay
during the resignation (where applicable), paid leave, and
process. other protections.

4. Retirement: ● Common Examples: Corporate

● Retirement is a planned, often roles, retail managers, government
voluntary, separation when an employees, and educational staff.
employee reaches a certain age or
years of service. 2. Part-Time Employment
● Part-time employees work fewer
● Legal Requirements: hours than full-time staff, often less
○ Retirement Benefits: Many than 35 hours a week. Their hours
labor laws mandate may vary based on the employer’s
retirement benefits, including needs.
pension plans and healthcare
options. ● Benefits: They might not receive the
○ Preparation Programs: Some same benefits as full-time
companies offer employees, though some companies
pre-retirement counseling or offer limited benefits, such as paid
support to help employees time off and retirement contributions.
prepare for life after work.
● Legal Obligations: Laws vary, but
5. Types of Employment many countries require part-time
● Employment types vary in terms of workers to receive at least pro-rated
hours, responsibilities, benefits, and benefits or protections based on
legal obligations. Here’s a closer hours worked.
look at the different employment
types, each of which serves unique ● Common Examples: Retail
organizational and employee needs: associates, restaurant staff, and
support roles in corporate settings.
1. Full-Time Employment
● Full-time employees typically work a 3. Contract or Temporary Employment
set number of hours per week, often ● Contract or temporary employees
between 35 to 40, depending on the are hired for a specific period or
company and country regulations. project. Their employment ends
when the project is completed or the
● Benefits: They usually receive contract expires.
comprehensive benefits, such as
health insurance, paid leave, ● Benefits: They usually receive few or
retirement plans, and other perks no benefits, though some companies
offered by the employer.
 may provide health benefits if self-employed and are not part of an
required by law or internal policies. employer’s permanent workforce.

● Legal Obligations: Contracts ● Benefits: Freelancers do not receive

typically outline specific terms, traditional employment benefits, as
including job duties, payment, and they are responsible for their own
duration, ensuring clarity for both taxes, insurance, and retirement
employer and employee. They may plans.
also be entitled to minimum wage
and workplace protections. ● Legal Obligations: They are subject
to contract agreements and are
● Common Examples: Project protected under fair labor practices.
managers, consultants, and event Freelancers have flexibility but also
staff must manage their financial and
legal responsibilities independently.
4. Seasonal Employment
● Seasonal employees are hired to ● Common Examples: Graphic
meet business demands during designers, writers, web developers,
specific times of the year, such as and consultants.
holidays, summer, or harvest
seasons.

● Benefits: Benefits are usually limited,

though some companies may offer
basic health and holiday pay if
employment spans long enough.

● Legal Obligations: Seasonal workers

are entitled to minimum wage and
applicable protections, including safe
working conditions and appropriate
compensation for overtime.

● Common Examples: Retail staff for

holiday sales, agricultural workers,
and lifeguards in summer.

5. Freelance or Independent
Contractor
● Freelancers and independent
contractors work on a
project-by-project basis, often for
multiple clients. They are