Republic of the Philippines

SURIGAO DEL SUR STATE UNIVERSITY

Rosario, Tandag City, Surigao del Sur 8300
Tandag City, Surigao del Sur
Telefax No. 086-214-4221
Website: www.sdssu.edu.ph
GRADUATE SCHOOL

Name of Student: SONORITO N. ADLAWAN Rating: ____________________

Date: _____________________

FINAL EXAM QUESTIONS

1. Critically evaluate the following?

a) In what ways can HR strategies provide the levels of organizational
flexibility required by modern organizations? (15 Points)

Organizational flexibility in any workplace of any kind had provided

balance and maintained the work/life of the employees while addressing the
current requirements posts by the presence and advancement of modern
organizations. HR may initiate flexibility policies and programs to help meet
employee’s need, for instance, the current pandemic, HR may post
flexibilities in work schedules, work locations, and other non-traditional
working arrangements. Through conforming on these strategic and planned
schedules, HR has served its purpose of being timely and relevant in dealing
and answering the needs of a modern organization. According to the National
Study of Employers (2014), workplace flexibility is linked to greater employee
productivity, higher morale, and job satisfaction, decreased absenteeism, and
reduced turnover. Hence, the utilization of this HR strategy is essential in the
life cycle of an organization.

b) Should reward strategies always include an element of performance related

to pay? Justify your answer to both theory and practice. (20 Points)

Reward strategies delivers a motivated and effective workforce. Weiner

(1990) purports the idea that receiving a feedback for an action either
extrinsic (rewards) or intrinsic (goals) usually increases the likelihood that a
positive action will be repeated. However, a strategy of reward that always
relates to pay sometimes allows bias and unequal pay issues to creep in as
observed in a number of organizations. Nonetheless, the idea of reward itself
relating to pay along with the application of a strategy to your pay and
reward efforts can deliver real benefits on the workforce and in the
organization in general. This right reward strategy can help motivate
employees to step an extra mile to contribute towards organizational success
and better results inevitably attracting new talent, and retaining an
organization’s key people. Additionally, organizations can get as much, if not
more, out of non-financial rewards or from financial ones depending on what
is the organization is trying to achieve, what the workers want, what is
affordable, and the structures needed in place to achieve this. They may
utilize personal growth instead or the skills acquired on the job that broadens
 Republic of the Philippines
SURIGAO DEL SUR STATE UNIVERSITY
Rosario, Tandag City, Surigao del Sur 8300
Tandag City, Surigao del Sur
Telefax No. 086-214-4221
the professional opportunities to employees. Overall, striking a balance
between a pay andWebsite: www.sdssu.edu.ph
non-financial form of reward strategy is
GRADUATE SCHOOL

the idea I’m into since it covers two different areas as way to motivate
employees.

c. The option to consider when designing reward strategy? (15 Points)

There are different options to be considered in giving a reward strategy.

An organization must consider and must find out what are targets they need
or try to achieve what the workers want, what is affordable, and the
structures needed in place to achieve this. They may utilize personal growth
instead or the skills acquired on the job that broadens the professional
opportunities to employees. Taking into considerations these essential pre-
requisites along with the foundation of a sound and well-planned reward
initiative would undoubtedly motivate employees to work collaboratively
while competing at the same time.

2. Throughout the many facets of HR function (e.g.., workforce planning, training,

planning for organizational change, compensation, benefits, diversity and
inclusion, selection performance management, recruitment, etc.) tracking metrics
is a key to success. Select of two core areas of HR functions and proposed a “best
practices” initiative that the school could implement that is relevant to that
function. Then, discuss how would you use metrics to determine where the
organization currently stands and how organization might evaluate the outcome of
your proposed initiative over time. ( 50 points)

Throughout the many facets of HR functions, the two functions that I want
to delve deeper and initiate a best practice on would be training and selection of
performance management.
The HR best practice states that organization should invest heavily in
training time and budget for its employees. In this regard, I would encourage the
teachers in the department to list down priority skills or learning targets that they
need or wish to acquire and master as way to ensure that they remain the
frontrunners in the field. This has become relevant today as the rate at which
technology is developing is growing exponentially and that us educators we need to
match our skills with the pace of change. To achieve this, a skill specific form of
training should be initiated with the help of experts in the field. Furthermore, I
would further propose a breakdown of activities that the training will be having
thereby avoiding passivity. Challenging assignments and skills application should be
administered to better see and evaluate the outcomes of the training. Such a
structure and process if followed will eventually yield better results on the teachers’
personal skills, students, and in the learning community as a whole.
 Republic of the Philippines
SURIGAO DEL SUR STATE UNIVERSITY
Rosario, Tandag City, Surigao del Sur 8300
Tandag City, Surigao del Sur
Telefax No. 086-214-4221
Website: www.sdssu.edu.ph
GRADUATE SCHOOL

Secondly, another best practice that I would initiate would be about the
selection of performance management. Being an aspiring school leader, it is deemed
necessary to commend our teachers to the efforts big or small they’ve extended
towards the realization of the school’s mission and vision. As experienced, in my
current station for instance, our Principal made a quarterly recognition program as
way to give credit and honor through giving of certificates to the teachers who’ve
exceled and shared much of his/her time and skills in any aspects may it be
academic or towards the school development. In this way, teachers will get the
feeling of being appreciated thereby replicating same or more positive changes
creating meaningful and beneficial impact in the school community as a whole.
The stipulated initiatives above are just few of the best practices that I wish
to have and fully exercised soon as I get to land the position I greatly desire. All in all,
whatever initiatives we have planned and carried on, may it bring changes and
hopefully will not leave a single goal unchecked.