UNIVERSITY OF CEBU (UC)

GRADUATE SCHOOL
Sanciangko St., Cebu City

REACTION PAPER IN
HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT (BM 212)
Academic Term: First Semester SY 2019-2020

STUDENT’S NAME: KRISTOFFER T. PANGUE SIGNATURE: ____________________

REPORTER’S NAME: Jay Mark Engalla DATE REPORTED: AUGUST 3, 2019
TOPIC/S DISCUSSED: PERFORMANCE TARGET, REVIEW, EVALUATION AND APPRAISAL

SUMMARY

Performance appraisal as defined in the discussion is the process by which organization

evaluates employee job performance. It has two valuable purposes, one for the employee and employer
perspective. It helps achieve administrative purposes such as documentation of personnel decisions,
identifying poor performance and personnel planning. It helps achieve developmental purposes live
providing feedback regarding performance, assist goal identification and improve communication. The
designing of an appraisal system should involve managers, employees, HR professionals, and both
internal and external customers in making decisions. There are six (6) primary criteria on which the value
of performance may be assessed and these are quality, quantity, timeliness, cost-effectiveness, the need
for supervision and interpersonal impact. In this topic, both traditional and modern method of appraisal
was discussed, each one were emphasized and identifies as to its effectiveness in the process.

REACTION

This chapter covered the process of managing employee performance. What I have learned is
that this will allow us, as an HR professional, to become better managers in the organization, that the
concept of performance management is a continuous process, not a once-a-year evaluation of
performance, thus improving our relationship with our employee in term of communication and being a
leader. The reporter even provided actual examples of their organization’s performance evaluation and
appraisal review which I find very education because I am learning how they are doing it outside my
company, taking tips on how to improve our process even more. We then proceed through a discussion
of steps in the performance appraisal process and why we even do them, and looked at what we
evaluate – Traits, behaviors, and results – and identified and then discussed how the evaluation is
typically done using various assessment methods and forms. In the report, I have learned also the option
of who can complete the appraisal, why we would choose one option over the other and when does a
360° evaluation is valuable for the organization.
 UNIVERSITY OF CEBU (UC)
GRADUATE SCHOOL
Sanciangko St., Cebu City

REACTION PAPER IN
HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT (BM 212)
Academic Term: First Semester SY 2019-2020

STUDENT’S NAME: KRISTOFFER T. PANGUE SIGNATURE: ____________________

REPORTER’S NAME: AGNES C. AMPO DATE REPORTED: AUGUST 3, 2019
TOPIC/S DISCUSSED: CHANGE IN PERSONNEL STATUS

SUMMARY

In this topic, the reason for the change in the status of an employee was discussed thoroughly.
As a summary: Promotion is the advancement of an employee’s rank or position in an organizational
hierarchy system. Demotion is the compulsory lowering of an employee’s job rank, job title, or status. A
transfer is a lateral shift causing movement of individuals from one position to another usually without
involving any kind marked change in duties, responsibilities, skills needed or compensation. Job rotation
involved an employee changing positions within the same organization and eventually returning to the
original position. Employee separation is the termination of employment as a result of resignation, lay
off, or discharge.

REACTION

In this chapter, I have learned the possible changes in the status of an employee and the causes
of these change from the time he/she is hired until separation or retirement of his/her service to the
organization. I find this very useful to the organization because these are one of the very prominent
circumstances that would eventually happen in an organization, it may be a good change like promotion,
or sometimes reassignment, or unfortunate circumstances, like a demotion. In here conclusion of the
previous chapter kicks in, the outcome of the appraisal or evaluation conducted by the HR
managements would play a vital role in the change of the status of the employees. I could say that the
traits, behavior, and competency of an employee can hugely determine the course of his status in the
organization and it is the responsibility of the Human Resource to find a way to effectively and efficiently
utilize these talents and further develop them. Also, find this topic and motivation somehow
interconnected with each other. On the technical aspect, the reporter also emphasizes the procedures
that need to be observed in the promotion, transfer, demotion or termination of the employee and
makes us understand the provisions of law regarding these changes and how they can be protected
from abuse of power.