Bookbind HRM

Chiang Kai Shek College Page |1
Chiang Kai Shek College

School of Business, Accountancy, and Hotel and Restaurant Management
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Submitted to:
Ivy B. Lim, DBA
Functions of Human Resource Management

TABLE OF CONTENTS
TOPICS PAGE NUMBER
I. Workforce Planning and Selection 4
II. Selecting Process 17
III. Job Analysis 39
IV. Orienting, Training & Development 57
V. Compensation Benefits 84
VI. Performance Appraisal & Employee Relations 106

LIST OF FIGURES
TOPIC FIGURE NUMBER PAGE NUMBER
Planning and Selection Theoretical Framework: Figure 1.1 7
Planning and Selection Conceptual Framework: Figure 1.2 8
Selecting Process Theoretical Framework: Figure 2.1 24
Selecting Process Conceptual Framework: Figure 2.2 24
Job Analysis Theoretical Framework: Figure 3.1 45
Job Analysis Conceptual Framework: Figure 3.2 46
Training and Development Theoretical Framework: Figure 4.1 64
Training and Development Conceptual Framework: Figure 4.2 67
Compensation Benefits Theoretical Framework: Figure 5.1 90
Compensation Benefits Conceptual Framework: Figure 5.2 91
Employee Relations Theoretical Framework: Figure 6.1 116
Performance Appraisal Theoretical Framework: Figure 7.1 118
Employee Relations Conceptual Framework: Figure 6.2 118
Performance Appraisal Conceptual Framework: Figure 7.2 119

PLANNING AND SELECTION
I. HOW IS PLANNING AND SELECTION ARE IMPORTANT TO HUMAN

RESOURCE MANAGEMENT?
Planning of HR management is important to all managers because it helps the

organization workforce to its overall strategy resulting to a direct connection between the two
factors that will result to an effective and efficient way to achieve the organization’s goals. . It
also involves listing the specific skills needed for each current and future position inside the
company for the future employees to have prepared and successful recruitment. On the other
hand, the selection of HR management is also important to all managers because by selecting
right employee in the right time in the organization. Combining these two, they surely can make
a difference particularly in the recruitment process and by providing an asset to a company that is
why they are important to all managers. These will also help the managers to organize and have a
proper procedure in looking for a right employee that can bring a good reputation to the
organization.
II. INTRODUCTION
Human resource management is an organization’s department that focuses on everything

related to the workforce in a particular organization, company or institution. The human resource
department handles every single employee that is working in the organization. Included in their
responsibility is to ensure that the organization recruits and selects the most qualified person
among the pool of applicants and that those employees are trained to ensure that the business
meets its goals to earn more profit. When an employee performs poorly, due to substandard work
ethic or skills mismatch, the entire organization will eventually suffer. All organizations need to
establish policies and procedures to ensure that the right person is selected for each job within
the company.
A selection process is used by the human resources management to filter out the most
qualified applicant who can achieve greater success in the job among the other applicants. The
selection process consists of interviewing and evaluating candidates for a specific job based on
criteria set by the organization itself such as qualifications, skills, and experience. The selection

of employees can range from a simple process to a complicated process depending on the firm
hiring and the position. Certain employment laws must be obeyed during the process of selection
of employees. Developing a strong and effective selection process can help ensure the company
hires competent, loyal employees who will contribute to the success of the business.
After selecting the qualified employees for the job, the human resources department starts
to plan how the workforce will achieve the overall strategic plan of the organization. Human
resource planning uses a process so that they can identify the future needs in selecting the right
employees. Its goals and to determine as to how the existing human resource capacity of the
organization can be utilized to attain to these needs. Human Resource Planning is responsible for
arranging and gathering the right people for the right job from all the available sources the
organization has. The human resources planning also focuses on developing the skills of an
existing employee through training programs that are set by the organization, with the intention
to make them ready for future requirements, and also for the achievements of the organization’s
objectives.
Both human resources selection and planning are important 9especially to the
contribution to the success of an organization. Effective and efficient use of selection and
planning process would result to it being cost effective, the organization can anticipate the
shortage and surplus of manpower and can control it before it becomes a complication, and that
may become unmanageable or very expensive for the organization. Planning ahead for employee
development, would improve the skills of the existing employees by giving them accurate and
efficient training and development opportunities.
III. RELATED LITERATURE AND STUDIES
According to Petersen (2019), employee selection in human resource management is

critical to a company's success. This is particularly true in small businesses, where employee
contributions have a higher level of impact on the company's fortunes. Developing a strong HR
selection process can help ensure that your company hires competent, loyal employees who help
you to reach your business goals.
According to Seidel (2019), Employees can make or break a company, it's that simple.
Human resource experts use several steps to find applicants and bring suitable people on board.

But the importance of selection isn't just about choosing candidates based on experience, skills
and personalities that mesh with the company; it's about cutting costs and avoiding legal issues,
too.
According to Norman (2019), Human resource planning is important to cope with the
change associated with the external environmental factors. It helps assess the current human
resources through HR inventory and adapts it to changing technological, political, socio-cultural,
and economic forces.
Norman also added that another purpose of HR planning is to recruiting and selecting the
most capable employee to fill occipied job vacancies. It determines human resource needs,
assesses the available HR inventory level and finally recruit the personnel needed to perform the
job.
According to Pratap (2017), Organizational success depends on having a appropriate

diversity of human resources and that is true. Having the right people in your organization makes
your organization efficient and productive. You want to have people that are effective at doing
their jobs and who can achieve their targets. Recruitment and selection process enables you to
achieve this goal. Top organizations focus a lot on the hiring process. It is because they are not
hiring just the talented but they are hiring people who fit in the positions they are hired for. It is
important to have the right person in the right seat inside your organization.
According to Fajana, Human resource planning is a vital ingredient for the success of the
organization in the long run. There are procedures to be followed by an organization which
ensures that it has the right number and kind of people at the right place and time to enable
achieve its objectives.
According to University of London (2019), Selection tests that help assess a candidate’s
ability to perform specific tasks are often called ‘work sample’ tests. These types of tests aim to
replicate actual job tasks or situations to assess if the candidate has the skills, experience or
qualifications to carry out the work. Certain types of skills (such as IT skills) can be more readily
measured by tests than by interview. Work-samples tests can also give candidates an idea of
what they may be required to do in the job.

According to Korsten (2003) and Jones et al. (2006), Human Resource Management
theories emphasize on techniques of recruitment and selection and outline the benefits of
interviews, assessment and psychometric examinations as employee selection process. They
further stated that recruitment process may be internal or external or may also be conducted
online. Typically, this process is based on the levels of recruitment policies, job postings and
details, advertising, job application and interviewing process, assessment, decision making,
formal selection and training.
Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He conducted
his research on HR manager and company officials of 319 companies in Europe regarding HR
practices and policies of their respective companies and discovered that employment security,
training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices
IV. THEORETICAL FRAMEWORK
Figure 1.1

The Attraction-Selection-Attrition theory implies that individuals are attracted to

organizations whose members are similar to themselves in terms of personality, values, interests,
abilities and other attributes; organizations are more likely to select those who possess
knowledge, skills, abilities and also their values and personality which are the basis of needs of
the organization. Over time, individuals who discover that they do not fit in well are more likely
to leave and when the organization itself determines an individual is not succeeding, they are
most likely to be terminated. This theory interrelates to the selection and recruiting are essential
to human resource planning. Owing to these three factors, the managers can simply choose better
employees to avoid them leaving or being terminated. Th to make them more productive so they
could contribute to the organization
V. CONCEPTUAL FRAMEWORK
Figure 1.2
The paradigm above shows the importance of workforce planning in Human resource
management. In order to impose proper workforce planning, proper recruitment and selection of

employees should be done by the managers through a significant process made by the
organization.
Under recruitment, there is a standard of policy wherein managers have to set criteria to
all possible employee that might apply in their company. Another thing is the process of
recruitment. It must have a proper step in recruiting employees on order to achieve and generate
skilled employees.
In selection, there must also have a selection process that includes both behavioral and
technical tests. By achieving these function of HR Managers, it can have a good impact on
company’s productivity, profitability, efficiency, and effectiveness.
.
VI. CONCLUSION AND RECOMMENDATION
The researchers concluded that proper planning and selection of HR managers has
impact to the following:
 Company’s Productivity. Proper planning and selection has a positive effect to

the productivity of a company because by being able to hire the correct,
skilled, and best employee, a company will achieve the efficient use of time in
performing tasks inside the organization. In short, they will have no time to
waste in performing all the tasks needed.
 Company’s Profitability. Both will also have a positive effect in the profit of
the company. Due to the fact that if employees can perform well, then they
can achieve, produce or render quality products or services depending on what
a company offers.
 Company’s Efficiency. A company would be efficient, competitive,
proficient, or productive since the HR managers would be able to hire
employees who are knowledgeable on how to sufficiently manage time and
execute tasks properly.
 Company’s Effectiveness. Due to proper planning and selection, effective
employees can be hired. By having them, a company would be able to sustain,
maintain, or improve the performance that most employees imply.

Chiang Kai Shek College P a g e | 10
The researchers also recommend that HR Managers must effectively use

workforce planning since it will benefit the company in terms of the performance of the
employees. If HR Managers would be able to plan very well on how to handle their
employees will be effective, then overall performance of a company would increase.
APPENDICES
VII. REFERENCES
Blakely, R. (2019). 4 Reasons Your Job Description Could Make or Break Your
Hiring Process. Recruiter box. Retrieved from https://recruiterbox.com/blog/4-
reasons-job-description-make-break-hiring-process
L. Hordos (2019) In HR Why Is the Selection Process Important? Bizfluent.

Retrieved from https://bizfluent.com/info-8552510-hr-selection-process-
important.html
L. Peterson (2019) Why Is The Human Resource Selection Process Important?
Smallbusiness. Retrieved from https://smallbusiness.chron.com/human-resource-
selection-process-important-14399.html?
fbclid=IwAR2Z99IFwKUYYzEJCrGKlZV0dNlDtOq0mKmnW6CMnLK4AkOCtBP
T6zARarc
Letke A. (2018). 5 Steps To Developing A Strategic HR Plan. Integrityhr. Retrieved
from https://integrityhr.com/hrblog/strategic-hr-plan/
Mandhora A. (2013) How Important Is A Job Description In The Recruitment And
Selection Process? Specialties. Retrieved from
https://specialties.bayt.com/en/specialties/q/36499/how-important-is-a-job-
description-in-the-recruitment-and-selection-process-what-factors-in-a-jd-would-be-
critical-to-selecting-the-right-person/
Norman L. (2019) Significance Or Importance Of Human Resource Planning.
Accountlearning.blogspot. Retrieved from
https://accountlearning.blogspot.com/2013/01/significance-or-importance-of-
human.html?

m=1&fbclid=IwAR2IfJCeWhwO7ELcjokdfyX_cSO67ROrTwUn1hsvpPPwcOvrNb
GN-pRjP7U
No Author. (2010). Why careful selection is important? Citeman. Retrieved from
https://www.citeman.com/8583-why-careful-selection-is-important-2.html
No Author. (2017). Importance of effective recruitment selection. Summit Africa
Recruitment. Retrieved from
https://summitafricarecruitment.co.za/2017/04/13/importance-of-effective-
recruitment-selection/
No Author. (2018). 5 Reasons why every organization needs a recruitment and
selection policy. Yoh. Retrieved from http://www.yoh.com/blog/5-reasons-every-
organization-needs-a-recruitment-and-selection-policy
No Author. (2019). What is Recruitment Plan? Talent Lyft. Retrieved from
https://www.talentlyft.com/en/resources/what-is-recruitment-plan
Paramitha, M. (2014). Introduction : Employee testing and selection. Slideshare.
Retrieved from https://www.slideshare.net/michaparamitha/introduction-employee-
testing-and-selection
Pratap A. (2017) How important it is to plan the recruitment and selection process?
Importance of recruitment planning. Notesmatic. Retrieved from
https://notesmatic.com/2017/03/plan-before-you-hire-think-before-you-jump/?
fbclid=IwAR1Op6AVQ1Rp4txk4aEIpHMFvSTyuRV8uaExvUT5WMTZdYUeZjmC
EQZUXqk
Interview Questions
Name:
Age: Gender:
1. Why do we need resource planning?
2. Why is careful selection important to your company?
3. Why is it important to have a recruitment and selection policy?

4. Why is planning essential for process of recruitment?
5. Why is it important to test select employees?
Alyssa Mae O. Angeles

397 Pasig Street Maypajo Caloocan City
09054795832
alyssamaeangeles1@gmail.com
Personal Information
Birthday: November 15, 1999
Age: 19 years old
Birthplace: Nueva Ecija
Gender: Female
Height: 160 cm
Weight: 60 kg
Civil Status: Single
Religion: Roman Catholic
Mother’s name: Marilyn O. Angeles
Occupation: OFW
Father’s name: Manolo P. Angeles
Occupation: OFW
Educational Background
College: Chiang Kai Shek College
Senior High School: System Plus Computer College
Junior High School: System Plus Computer College

Denis Anne Ghreay C. Ho

956 Vicente Cruz St. Sampaloc, Manila
09560510873
Dnsho27@gmail.com
Birthday: June 27, 2000
Age: 19 years old
Birthplace: Manila
Gender: Female
Height: 161 cm
Weight: 70 kg
Mother’s name: Evelyn C. Ho
Occupation: Owner of Business
Father’s name: Richard C. Ho
Occupation: COO of Business
Senior High School: Philippine Academy of Sakya
Junior High School: Ramon Magsaysay High School

Kirk Raymond L. Chan

4817 Valderama ST. Pio Del Pilar, Makati
09454855310
Kirkchan2@gmail.com
Birthday: October 16, 1999
Age: 19 years old
Birthplace: Mandaluyong
Gender: Male
Height: 165 cm
Weight: 58 kg
Mother’s name: Eliza F. Lagua
Occupation: Employee
Father’s name: Lawrence Chan
Senior High School: None
Junior High School: Paco Citezen Academy

Nicole Hazel R. Xiao

Lot 31 Block 5 Tanigue Street, Dagat-dagatan,
Caloocan City, Barangay 14
09291682758
hazelxiaonicole@gmail.com
Birthday: May 06, 2000
Age: 19 years old
Birthplace: Manila
Gender: Female
Height: 170 cm
Weight: 65 kg
Religion: Buddhism
Mother’s name: Jocelyn Xiao
Occupation: Sales Manager
Father’s name: Eddie Xiao
Occupation: President of Garments and textiles
Senior High School: Philippine Academy of Sakya
Junior High School: Philippine Academy of Sakya
Joshua Ivan Teng Sia

1995 Juan Luna St, Pritil Tondo Manila
09176870220

joshuatengsia@yahoo.com
Birthday: February 20, 2000
Age: 19 years old
Birthplace: Manila
Gender: Male
Height: 177.8 cm
Weight: 77 kg
Religion: Christian
Mother’s name: Janice Sia
Occupation: Businesswoman
Father’s name: Jackson Sia
Occupation: Businessman
Senior High School: Chiang Kai Shek College
Junior High School: Chiang Kai Shek College
SELECTING PROCESS

I. Introduction
As students of the subject Human Resource Management, the researchers decided to conduct this
study in order to know why selection is an important function in HRM, since Human resource
management has one of the biggest impact to an organization. The selection process is one of the most
important aspects of running a new and established businesses alike. The right employees can take your
business to new heights. The wrong ones can hurt business by missing sales, turning customers off and
creating a toxic workplace environment. Follow experts' advice on each step of the recruitment and
selection process to put together a team that fits with and enhances your business culture, goals and
objectives. The researchers decided to use McDonalds, a company that belongs to the fast food industry
as an example. The main process of this paper is to be able to understand the meaning of selection and
how will it help hire employees with great qualities. In the end of this paper, the researchers must be able
to understand what selection is and how it is important to an organization.
Selection is the process of picking individuals who have relevant qualifications to fill in an
organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a
balance between what the applicant can and wants to do and what the organization requires. It is also the
process of interviewing the candidates and evaluating their qualities, which are necessary for a specific
job and then selection of the candidate is made for the right position. The selection of right candidates for
the right positions will help the organization to achieve its desired goals and objectives. When selection of
the employees takes place, it is important to ensure that they possess the desired qualifications, skills and
abilities that are required to perform job duties in a well-organized manner.
In the selection process of McDonald’s includes that after you send your application form in-
person or online it is sent to McDonald’s Human Resource. It is then that the regional manager will call
you and set up an interview. If the manager feels the applicant is a fit then they will call you for an
interview. After the interview process the manager will rate the applicant’s responses. A successful
applicant will have demonstrated skills and behaviors that have been identified as being key to the
position. She will also have produced documents to show she or he is eligible to work. Afterwhich, the
company will let you know if you pass the final interview, you will be hired on at your agreed upon rate.
Then, you will be scheduled for your orientation.
The significance of selection is recognized, because it helps choosing the most suitable and
qualified candidates who can meet the requirements of the jobs within an organization. For meeting the
goals and objectives of the organization, it is vital to evaluate the various attributes to each candidate,
such as their qualifications, skills, abilities, experiences, personality, nature and overall attitude. The other

candidates, who have not found to be suitable to carry out the job duties, are eliminated. The organization
is required to follow appropriate manner, the reason being, if the selection is not carried out in an
appropriate manner, then it would impose unfavorable effects upon the organization and loss would be
incurred to the employer in terms of money, time and effort.
II. Related Literature and Studies

The Selection Process and Its Importance
Selection is a process of picking the right candidate with the prerequisite qualifications and
capabilities to fill the jobs in the organization. It is quite complex as it involves a series of steps before
making the final selection (“What is Selection Process”, 2016).
The selection procedure comprises of following systematic steps:
Preliminary Interview
Also called as the screening interview wherein the candidates are eliminated from further
selection process who do not meet the minimum eligibility criteria as required by the organization.
Receiving Applications
Once the applicant is qualified from the preliminary interview he is required to fill in the
application form in the prescribed format. This contains the candidate data such as age, qualification,
experience and etc.
Screening of Applications
Once the applications are received, these are screened by the screening committee who then
prepare a list of those applicants whom are suitable for the interviews.
Employment Test
Employment tests were made in order to check the mental ability and skill set of an individual.
There were several tests conducted such as intelligence tests, aptitude tests, interest tests, psychological
tests, and personality tests.
Interview

Here, the interviewer asks questions from applicant to discover more about him and give him the
accurate picture of the kind a job he is required to perform. Also the briefing of certain organizational
policies is done here which is a crucial aspect in the performance of the job.
Reference Checking
The company usually asks for the references from the candidate to cross check the authenticity
being provided. These references are checked in order to know the conduct and behavior of an individual
and also the potential of learning a new job.
Medical Examination
The physical and mental fitness of the candidate are checked to ensure his capability of
performing the job
Final Selection
The candidate who is qualified in all rounds of selection process is given the appointment letter to
join the firm.
The process may be lengthy but it plays a key role in the success of every organization which is why
in every HR it is important to make sure the process is done right since it can help in attracting top talent
and build a results-driven team (Picincu, 2018). According to Donohoe (2019) in order to understand the
importance of employee selection, the first thing that should be understood is where the selection falls in
the HR management process and which goal does this step achieves. At the same time the importance of
employee selection can be seen in how the choices made will have a major impact on day-to-day
operations in terms of work productivity and quality.
Again, every employee can either make or break the company, and recruiting high-performing
staff is a priority in achieving departmental goals (Stoner & Berg, 2016). Therefore the selection process
is important because it doesn’t only consider the skills, experiences and personalities but also on how to
cut cost and avoid legal issues (Hordos, 2019).
Selection Process of McDonalds
An example of a company that follows a selection process is McDonalds. In Roberts (2019)

article, it was explained that in McDonalds you will be able to apply in person or online via McDonald’s
website. After that the application will be sent to McDonald’s HR. If you applied in a corporate store, the
application is sent to the manager and if they feel that you are fit for the job they will call you for an

interview. Next, the interview process will begin and if you pass the final interview you will now be hired
at your agreed upon rate.
For McDonalds, people are the most important asset. They believe that customer satisfaction
begins with the attitudes and abilities of employees and with committed and effective workers it resulted
to the success of the company. For these reasons McDonald’s efforts to attract and hire best employees to
provide best place to work. (Alberto, 2019)
The Process for Proper Effective, Efficient Selection of Staff
The selection process in human resources is not easy, mostly when there are many qualified
applicants who could do the job. As the role of a good human resource manager they do not want to just
hire any one of the candidates but wants to choose the candidate who will be best for the job. Fortunately,
there are a few human resources selection tools that can help managers to select the ideal candidate in
order to have an effective and efficient selection such as social networking websites, case interviews,
performance evaluations, and external recruitment services (Hordos, 2019). The human resource
manager can also conduct a selection test to have an effective selection, with this it can ensure that the
candidates possess sufficient skills, knowledge and expertise in the job they have applied for. Depending
upon the nature and level of job, organizational culture, number of candidates etc., different types of
selection tests can be used. These are: ability test, personality test, situation test, honesty test and interest
test. Depending upon the jobs, all types of test or only selected test can be applicable. For managerial
employees, almost all types of selection tests can be used whereas for operating level employees, only
selected tests can be sufficient. (Chimoriya, 2016)
It was also stated that to have an effective selection, these following things must be fulfilled as
minimum criteria:
 Clearly mentioned job description

 Clear job specifications for each vacant post
 Scientific selection process defined to different steps to each position.
 Selection standard and validation of selection test
 Understanding legal formalities.
 Large number of applicants for the vacant post.
Types of Selection Tests in HRM
Ability tests

This type of test determines how well the candidate will perform the job. Thus these are the
instruments which ensure the level of performance of selecting employees.
Personality tests
Every personality of managers are important especially to the managerial level jobs facing to
general public consumer and employees.
Situational tests
Situational based capacity is judged by situational tests, these tests are conducted in order to ask
candidates and to respond to the situation’s specific problems.
Honesty tests
Honesty is the degree of accuracy, such tests measure how far a candidate can be honest towards
their job.
(Chimoriya, 2016)
Advantages of Selection
The selection process will be able to help determine the quality of the new hires and it can have
an impact in the daily operations and also to the company’s long term success. Another thing is that it can
boost the morale and organizational performance of the company which can serve as a strategic
advantage. In understanding the role of selection in HRM and the importance of the process it can help
the company make better hiring choices. (Donohoe, 2019). This process varies from one organization to
the next. In general, it's done through interviews and testing- online, face-to-face or both. For Pre-
employment testing, for instance, allows HR managers to assess candidates' skills and how they fit into
the company. Compared to interviews and other selection methods, tests are more objective and reliable.
Additionally, they rely on quantifiable insight and help eliminate bias. (Picinu, 2018)
According to Kokemuller (2019) selection is a proactive human resources approach to identifying

and screening candidates for jobs. And some of these primary advantages of effective selection process
include a strong pool of applicants, accurate qualification screenings, proactive strategic alignment with
company goals reduced turnover and lastly high morale. While Mayhew (2019) stated that effective
recruitment can benefit organizations in multiple ways. Employee engagement, sustained job
performance, employee retention and low turnover are some advantages of best practices in selection

process. With these benefits it have an impact on the company’s bottom line in which it illustrates how
important is selection process to an organization’s workforce and overall business success.
Disadvantages of Selection
Like everything else, this process is not perfect. There are different methods that companies may
use to recruit employees – and each has advantages and drawbacks. For example in pre-employment
testing it rarely gives the whole picture also, candidates may not be honest in answering. To identify the
best candidates, consider using pre-employment tests along with face-to-face interviews, group
interviews, collaborative hiring and other selection methods. (Picincu, 2018)
Another disadvantage is the effect of vocal activity and race of the applicant on job selection
interview decisions. In this case there will be a chance that the interviewer will discriminate the applicant.
According to Hordos (2019) what majority of the applicant doesn’t know is that they have the right not to
reveal their personal information such as age, religion, political preference or sex to avoid discrimination.
The decision to hire/not hire is important to both organizations and prospective employees. Many
complex factors interface with and impact on the decision-making process in hiring. The majority of these
factors are gathered and evaluated during the selection interview. The interview is a specialized form of
oral, face-to-face communication between people in an interpersonal relationship since it belongs to the
genre of interpersonal relationships; the employment interview is subject to some of the same problems
that affected interpersonal relationships. Problems can occur in both interviews and interpersonal
relationships because of bias, which originates from background characteristics, psychological factors,
and behavioral factors pertaining to both parties. And such hypotheses were concluded:
(1) applicants who spoke little during an interview would be viewed less favorably
(2) evaluations of black applicants by white interviewers would be less favorable than those of white
applicants
(3) interviewer evaluations would be a function of the combined effects of vocal activity and race of the
applicants. (Byrd, n.d)
Ways to Improve Selection
According to Petersen (2019) there are ways in order to improve selection and these are the
following:
1. Understand the job role

It is difficult to hire for a position if nobody understands what the person in that position will do.
What is expected from the person and what does he needs to achieve. Work with your team to write
job description, along with some interview questions that are relevant for the needed job
2. Don’t rely on one on one interviews

Feel free to ask multiple people in your office to speak with the candidate. And when possible
have them to interview the candidate multiple times in order to understand them more.
3. Develop a robust onboarding process

Develop a plan for orienting a new hire to your company and culture and also create processes for
training and assessment
Hiring the wrong employee can cost you time and money, which hinders your progress. Make a really
poor hiring decision, and it may cost you more than that , your customers may start leaving you for good.
There is a way to improve and master it, though. The only thing your company needs is a fresh
approach and the following seven hiring hacks.
1. Diversify and Redefine your job requirements

2. Employ a new approach to discovering talent
3. Streamline your background check strategy
4. Start hiring for attitude and training for skills
5. Use tools to eliminate bias and boost efficiency
6. Collect and analyze feedback from candidates
7. Keep optimizing your onboarding program
(Anderson, 2019)
III. Theoretical Framework

Recruitment
(X1)
Employee Employee
placement Performance
Employee
selection (Y) (Z)
(X2)
Figure 2.1 Theoretical Framework (Sahrina, 2017)
According to the study of Sahrina (2017) titled “The Effect of Recruitment and Employee
Selection on Employee Placement and Its Impacts Towards Employee Performance at PT Sriwwijaya
Air” The author’s theory indicated the effect of the implementation of recruitment and selection of
employees on the placement and its impact to employee performance. It was discussed that the
implementation of recruitment affects staffing, the selection of employees affects the placement of
employees then the placement affects the performance of the employees.
IV. Conceptual Framework
The Selection Process

1. Preliminary Interview
2.Receiving Applications good qualities of
3.Screening of Applications new hires which
4.Employment Test will lead to long
Employee 5.Interview term success
Selection 6.Reference Checking
7.Medical Examination
(Donohoe,
8.Final Selection 2019)
("What is Selection
Process", 2016)
Fi
gure 2.2 Conceptual Framework

As stated in the figure above, in an employee selection with the proper use of selection process it will
definitely result to good qualities of new hires which can lead to the long term success of the
organization. Selecting is a process in which the HR will pick the right candidate which is qualified for
that job and in order for this to be successful the organization must be able to follow the proper selection
process. The selection process consists of 8 steps which are the following: preliminary interview,
receiving applications, screening of applications, employment test, interview, reference checking, medical
examination and lastly the final selection. The process may be lengthy but when it is done right the
organization will be able to hire applicants with good qualities that can serve as a benefit to them and
through this it will lead to long term success of the organization.
V. Conclusion and Recommendation
The recruitment and selection process plays a key role in the success of your organization. It
allows you to attract top talent and build a results-driven team. The employees that a business hires are
the main factor when it comes to the growth and success that a business will experience in the future. In
any business the employees are the most important and valuable asset. Without them the business cannot
operate efficiently and successfully.
The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organization. Making the wrong decision in the hiring process can lead to a
lot of extra stress and issues that can hinder the development of a business, because a bad performing
employee will negatively impact the other employees and the firm will also suffer. But if you select the
right person with the right skills, the business will move in a positive direction and will become more
successful in the future.
Employee selection tools are an important thing in any company, perhaps even more important
now than ever before. It can be a challenge determining what the right process is in order to find the right
employees for any position.
Just like in McDonalds, we all know that they are one of the largest companies existing. As stated
in our introduction, it was proven that McDonalds have a proper selection process from sending the
application form until the final interview. With that they were able to hire good employees with great
skills that match the qualities that they need. We recommend that McDonalds must continue to have a
proper selecting process since hiring employees are one of the most important aspects in a business. And
since they are a huge company they must make sure to choose employees wisely. The company must hire

people with an outstanding attitude and tremendous motivation with that it will be able to increase the
organization’s success.
VI. References
Alberto. (2019, September 25). Recruiting, selecting and training for success A McDonald's Restaurants
case study. Retrieved from https://businesscasestudies.co.uk/recruiting-selecting-and-training-for-success-
a-mcdonalds-restaurants-case-study/?fbclid=IwAR0Y1E48Eb9vSrx0_fzi-
3Ik2tVXgByYp09qoRlpzXGAln2iRQbVX9P5gak.
Anderson, K. (2019, August 26). 7 Ways to Improve the Recruitment & Selection Process. Retrieved
from https://coassemble.com/blog/industry/7-ways-to-improve-the-recruitment-selection-process/.
Byrd. (n.d). The Effects of Vocal Activity and Race of Applicant on Job Selection Interview Decisions.
Retrieved from https://eric.ed.gov/?id=ED197235.
Chimoriya, B. (2016, March 15). Employee Selection Process, Methods and Test in HRM. Retrieved
from https://www.wisenepali.com/2016/02/employee-selection-process-methods-and.html.
Donohoe, A. (2019, August 8). The Significance of Employee Selection. Retrieved from
https://bizfluent.com/about-6722274-significance-employee-selection.html.
Hordos, L. (2019, August 8). In HR Why Is the Selection Process Important? Retrieved from
https://bizfluent.com/info-8552510-hr-selection-process-important.html.
Kokemuller, N. (2019, February 11). What Are the Benefits of Recruitment and Selection? Retrieved
from https://bizfluent.com/info-8193510-benefits-recruitment-selection.html.
Mayhew, R. (2019, May 8). The Importance of Good Recruitment & Selection. Retrieved from
https://bizfluent.com/info-8166508-importance-good-recruitment-selection.html.
Petersen, L. (2019, August 8). Why Is the Human Resource Selection Process Important? Retrieved from
https://smallbusiness.chron.com/human-resource-selection-process-important-14399.html.
Picincu, A. (2019, February 11). Advantages and Disadvantages of Selection and Recruitment. Retrieved
from https://bizfluent.com/info-8518707-advantages-disadvantages-selection-recruitment.html.

Sarinah, (2017). The Effect Of Recruitment And Employee Selection On Employee Placement And Its
Impacts Towards Employee Performance At Pt Sriwijaya Air. Jurnal Manajemen Transportasi Dan
Logistik. 3. 101. 10.25292/j.mtl.v3i1.145.
Stoner and Berg (2016) Selecting Resident Assistants: The Relationship Between Candidate Assessment
and Job Performance. http://web.a.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=7&sid=d0947501-
9854-41de-ae9d-60358ab41d27%40sessionmgr4007
What is Selection Process? definition and meaning. (2016, July 9). Retrieved from
https://businessjargons.com/selection-process.html.
VII. Appendices
Questionnaire
Dear Sir/Ma’am
Good Day! We are Marketing Students of CKS College and we are conducting a
capstone paper about the selection process in Human Resource Management. Please take time
and carefully answer this survey
Thank you!
The Researchers
Direction: Please indicate the rating of the items found by encircling the number of each
corresponding items. The questionnaire’s rating will be based on the following scale:
1 – Strongly Disagree 3 - Neither Agree nor Disagree 5 – Strongly Agree
2 – Disagree 4 – Agree
Preliminary Interview
1 Candidates that do not meet the minimum eligibility 5 4 3 2 1

criteria required are eliminated

A candidate’s academic qualifications, skills, family

2
background and their interests plays a significant
5 4 3 2 1
role
3 Preliminary Interview is done first before proceeding 5 4 3 2 1

with a full-fledged selection process
Receiving Applications
4 The process can help the interviewer get the fair idea 5 4 3 2 1
about the candidate
On this stage it helps in formulating questions to

5 5 4 3 2 1
gain more information
Screening of Applications
6 Applicants who are suitable for the job are being 5 4 3 2 1

identified
Employment Test
7 In selection process innovative techniques like 5 4 3 2 1

employment tests plays an effective role
8 Employment tests helps in judging the sustainability 5 4 3 2 1

of the candidate for the job
Interview
9 Interview is conducted in order to gain more insights 5 4 3 2 1

about the candidate
10 Briefing of certain organizational policies is a 5 4 3 2 1

crucial aspect in the performance of the job

11 Candidate’s expectations from the job, 5 4 3 2 1

communication skills, and confidence level is
checked at this stage
Reference Checking
12 References are checked in order to know the conduct 5 4 3 2 1

and behavior of the candidate
13 Reference Checking is required to cross check the 5 4 3 2 1

authenticity of the information provided
Medical Examination
14 physical and mental fitness of the candidate are 5 4 3 2 1

tested to ensure that he is capable of performing the
job
Final Selection
15 The candidate who qualifies all the rounds of a
selection process is given the appointment letter to 5 4 3 2 1
join the firm.

BAUTISTA, MA BERNADETTE
A.
Address: Unit 2122 Grand Espana Residences 2, Sampaloc,
Manila
Mobile: 09567888898
Email: mabernadette6@gmail.com
OBJECTIVE
Bachelor of Science in Business Administration major in Marketing Management student aiming

for internship at your company to help improve my professional knowledge and skills.
EDUCATIONAL BACKGROUND
Tertiary: Chiang Kai Shek College 2015 – Present
Far Eastern University 2014 - 2015
Secondary: Keanney Diaz Educational Institute 2010 - 2014
SKILLS
Knowledge about the current social media platform
Works well with groups or teams
Knows how to use Microsoft office
Attention to Details
Able to translate complex text into easily readable materials
Ability to Plan, Organize and Prioritize Work

SEMINARS ATTENDED
November 23, 2016 An introduction to the Corporate World

CKS College Narra Campus, AVR
March 6, 2018 10th Go Negosyo Filipina Entrepreneurship Summit

World Trade Center
August 7, 2018 Soiree

CKSC College, Narra Campus
July 14, 2018 National Finance Congress 2018

“Navigating through a Changing Financial Landscape”
De La Salle University, Manila
February 13, 2019 Marketing Innovation with Josiah Go

CKSC College, Conference Room, Narra Campus
REFERENCE
Ms. Maribel Chan
BSBA Dean
252-61-61
Ms. Lhay Asana
Professor, OJT Adviser
252-61-61 local 3106
Lhay.asana@cksc.edu.ph

BERNADINE ARIANNA S. CHUA
1193 Mayhaligue St., TondoManila
+639236867406
bernadinechua08@gmail.com
EDUCATIONAL ATTAINMENT
College
2017-2021 Chiang Kai Shek College – Manila
Expected Graduation Date: April 2021
High School Chiang Kai Shek College – Manila
Graduation Date: April 2017
Elementary Chiang Kai Shek College – Manila
Graduation Date: March 2012
AWARDS/RECOGNITION
S.Y. 2008-2009 Grade 3 Third Honors
S.Y. 2009-2010 Grade 4 Fourth Honors
S.Y. 2016-2017 Grade 12 Fourth Honors
ACTIVITIES/HOBBIES
2016 Painting

2015-2016 CKSC School Band
2010 Dancing
SEMINARS ATTENDED
2018 Stock 101: Intro to Trading Psychology and Stock Market
2018 From Nothing To Pwede Na – Chiang Kai Shek College
2018 A Grasp On Train Law For Business Organizations – Chiang Kai Shek College
2018 Soiree – Chiang Kai Shek College
2017 Career Track: The Public Sector of the Accounting Profession – Chiang Kai Shek
College
2017 Growth of Peculiar Presence – Chiang Kai Shek College
2017 Dental Health Concerns Among Students 16 Years Old and Above –Chiang Kai
Shek College
2017 Drug Abuse Prevention and Control –Chiang Kai Shek College
2016 The Golden Symposium Philippines China - Chiang Kai Shek College
2016 How to be a CEO at age 22 by Sean Si- Chiang Kai Shek College 2016 LITUP
Financial Literacy Month Chinito Speak Series: Financial Literacy Advocacy
Seminar - Chiang Kai Shek College
2015 China’s Economy Growth Seminar - Chiang Kai Shek College
2015 Philippine China Relation Seminar - Chiang Kai Shek College

Leanne DC Manalanzan
Blk 7 Lot 4 Urbano St, Quezon City
09272509988
delaleannecruz@gmail.com
College
2018-2022 Chiang Kai Shek College – Manila
High School Gardner College Diliman – Quezon City
Elementary Tandang Sora Elementary School – Quezon City
Graduation Date: March 2011
AWARDS/RECOGNITION

 Youth Chinese Test 1&2 Completer

 Best Children Show Host in UNTV
 PSBank Scholar
ACTIVITIES/HOBBIES
Singing, Theatre, Painting, Playing Piano
SEMINARS ATTENDED
2019 Sales Savings and Investment Learnings April - UST
2019 Go Negosyo – World Trade Center
2017 Jams Artist Arts and Entertainment 37 Tomas Morato Ave. Kristong Hari
Quezon City, Philippines – UNTV
2017 Musikala performing Arts Studio 2017 – UNTV

Harold Bryan S. Ong

1198 Benavidez St, Room 412. Santa Cruz Metro Manila
Contact : 09178913794
Email : Profaix@outlook.com
Educational Attainment
Elementary Chiang Kai Shek College 2007-2012
Secondary Chiang Kai Shek College 2012-2016
Senior High School Chiang Kai Shek College 2016-2018
College Chiang Kai Shek College. 2018-2022
Activities/Hobbies
CKSC Pep Squad
Seminars Attended
2019 7th Global Youth Summit - Mall of Asia Arena
2017 Taipan Youth Summit - Sm Aura Premier
2017 Career Track: The Public Sector of the Accounting Profession - Chiang kai
Shek College
2017 Growth of Peculiar Presence - Chiang Kai Shek College
2017 Dental Health Concerns among Students 16 Years Old and Above - Chiang
Kai Shek College
2017 Drug Abuse Prevention and Control - Chiang Kai Shek College

Daniel Su
Wharton Parksuites 1249 G Masangkay St Sta Cruz Manila
Contact no. 09157003555
Email: Daniel.su@gmail.com
Educational Attainment
School Year Awards
Elementary Chiang Kai Shek Grade 1
(2007-2012) College
Chiang Kai Shek Grade 2
College

College

College
College
Chiang Kai Shek Grade 6 Chinese Fifth Honors

College
Junior High Chiang Kai Shek Grade 7

School (2012- College
2016)
College
Chiang Kai Shek Grade 9 English Fifth Honor

College (2 nd semester)

College

Skills
 Good in Mathematics
 Good in Chinese
 Creative
 Fast learner
 Multilingual in English, Tagalong, Fukien & Mandarin
JOB ANALYSIS

I. WHY IS JOB ANALYSIS OF HR MANAGEMENT IMPORTANT TO ALL

MANAGERS?
Job analysis of HR management is important to all managers because when the applicants have
already been filtered by the HR department, it will definitely help lessen the burden on the part of the
managers especially when the interviews have started. They will surely know that they are already
conversing with people who have enough potential to be hired. This could help save time and effort of the
managers. Job analysis also helps not only the managers but also the HR department when they are
planning for specific trainings and activities that are accurate for the needs of the future employees. Job
analysis helps the managers along with the HR department to create a compensation package based on the
environment and possible hazards that an employee may encounter on his/her job. Managers can also use
job analysis to appraise if an employee’s quality of work is on par with that of the given job analysis
information. (Rasel, 2015)
II. INTRODUCTION
Human resource management is defined as a strategic and coherent approach to the management of
the people working there who contribute to the achievement of its objectives (Armstrong, M.). There are a
lot of branches under human resource management and one of these is job analysis. According to Suthar,
Chakravarthi and Pradhan, job analysis is one of the most important functions of human resource
management. It involves collecting and recording job-related data such as knowledge and skills required
to perform a job, duties and responsibilities involved, education qualifications and experience required,
and physical and emotional characteristics needed to perform a job in a desired manner. In short, this is
the way to determine who is the right fit for a certain job position. This function is useful for candidate
selection. According to David, a job analysis should be the first step in every major human resource
effort. It provides the objective criteria needed for executives to make informed decisions regarding
staffing, selection, performance, succession planning and compensation.
Job analysis is used because it is cost-effective, and it helps the manager create an effective
instruction and training program. Under the job analysis, this includes job description and job
specification. These two plays an essential role in job analysis. Job description covers job related details
like duties and responsibilities, salaries, benefits, working condition, etc. On the other hand, job
specification focused more on the related skills which there are certain requirements or qualifications
needed for the job; it may include the working experience and personal quality of the employees. (Essays,
UK., 2018)

This can be beneficial because organizations are being asked to work leaner and more efficiently
while developing growth and innovation at the same time. It is very crucial that human resource knows
the responsibilities needed to be done for each position especially those that are strategic in nature and
those that deal with customers firsthand.
Companies like Landmark want to make sure that they have a good sample of high performers
who understand the job and will be able to do it well. Senior-level management, direct supervisors and
anyone who has critical knowledge about the job should be included while doing job analysis. Finally,
include those who understand the training and development function, because they are the ones who can
understand where people went wrong after attending a training.
According to Mr. Enrique Cheng, the owner of Landmark, it is important for employees to be
hard working and dedicated to the job. It doesn’t matter if you’re a fresh graduate as long as you will
devote your time and effort just to do well on the job assigned to you. Punctuality is also important; it
shows how responsible and committed you are to your job. Training is one of the crucial parts when
hiring a new employee, it’s something that should not be skipped in order to avoid future complications.
Since training is very important for Mr. Cheng, it does not matter whether you are a family
member or not, he does not accept relatives working under him or taking over the company if they are not
knowledgeable or trained enough to take care of the business. According to him, getting the right people
that you can trust is significant which is why job analysis is also important, it can help you improve the
company and find the right person fit for the job.
III. RELATED LITERATURE AND STUDIES

History of Job Analysis
Job analysis as a management technique was developed around 1900. It became one of the tools with
which managers understood and directed organizations. Frederick W. Taylor, through his interest in
improving the efficiency of work, made studying the job one of his principles of scientific management.
From his ideas emerged time and motion study of jobs. Early organization theorists were interested in
how jobs fit into organizations: they focused on the purpose of the job. (Atchison, Belcher & Thomsen,
2013)
According to Taylor, the Taylorism theory, also known as the scientific management, was the best
way to determine how the worker will do the job, to provide the proper tools and training, and to provide
incentives for good performance. He broke each job down into its individual motions, analyzed these to
determine which were essential, and timed the workers with a stopwatch. With unnecessary motion
eliminated, the worker, following a machinelike routine, became far more productive (Encyclopaedia

Britannica, 2018). It attempts to find the most efficient way of performing any job. He believed that there
were universal laws which governed efficiency and that these laws were independent of human judgment.
The goal of scientific management was to find this “one best way” of doing things as efficiently as
possible.
Advantages and Disadvantages of Job Analysis

In the article of “Job analysis and its advantage” it stated that there are several advantages of job
analysis. Job analysis helps determine the appropriate wage rate for different kinds of job, because wages
are determined by the work characteristics a certain job. For those comparable ones, unequal rates can be
eliminated. Also, to properly recruit, select and place workers, it is a need to understand the content of the
work to be done and the quality of the workers who fill up the work. Information about these two areas is
provided by job analysis. One of the advantages of job analysis is that it can assist the training and
develop program. Provide workers with training in the skills required to complete their work. The job
information provided through job analysis may be beneficial to those who manage the training program as
it helps determine the content and topics needed in the training program. Lastly, Accurate understanding
of the work and working conditions provided by job analysis is needed to address workers' disputes about
their responsibilities and to provide as a basis for assigning new responsibilities to workers (Lodha,
2014).
Based on the article of “How a job analysis can increase your recruiting success” It stated that when
an employer conducts a job analysis, the job posting material can more accurately describe
responsibilities of the job. Hence, recruiters can better understand what they are looking for when
screening applicants. The purpose of job analysis is to gather data about the work tasks and
responsibilities. In job analysis, it should be have a list of job’s responsibilities, in the content; it should
have the educational qualification, license, and the expert or sone industry experience. In conducting job
analysis, there are three methods include, the first method is observation, this option is used when the job
contains observable physical activity, such as the activities of a teacher. The second method is
interviewing, this is for the job that does not have observable physical activity, and it is usually
interviewing the supervisor of employee. The last method is questionnaire; this is the easier method
among the three. But the questionnaire should be clear in order to let employees give reliable answer.
With the data gather in job analysis, it can be more effective in recruiting and selecting employees
(Henckel, 2016).
By creating a job analysis, the company would have a clear idea on who they would hire. The
applicant would also be aware of his/her duties and responsibilities for the position. Job analysis helps an
employee to improve their overall performance by providing them a basis for improvements and possible
changes to their jobs. It also helps managers to create a compensation package based on the environment

and possible hazards that an employee may encounter on his/her job. Managers can use job analysis to
appraise if an employee’s quality of work is equal with that of the given job analysis information. (Rasel,
2015)
On the other hand, the mental abilities of the people such as intellect, emotional characteristics,
knowledge and aptitude cannot be observed directly since these are intangible things and it is a fact that
different people act and think differently. In short, measuring mental abilities cannot be standardized.
Juneja stated that it is also a common issue for job analysts to have personal biases when preparing for the
analysis. It cannot be avoided that they will also involve their preferences while collecting the necessary
data needed.
According to Juneja, if the job analyst does not possess the right skills to do the job properly, it would
only be a waste of time and resources on the part of the company. It is possible that the analyst is not
aware of the objectives of a job analysis process or simply does not possess appropriate skills to conduct
the process.
Why Job Analysis is Important

Job analysis is the common basis for designing a training course or program, preparing performance
tests, writing job descriptions, identifying performance appraisal criteria, and job restructuring. The other
applications of this function in human resource development includes career counselling and wage and
salary administration. Job analysis also answers the questions of what tasks make up a job and how will
you do it in the right manner. (Campbell, 1989).
According to Siddique (2004), job analysis is known as a key practice in systems of high-
performance HR practices. There is a strong and positive relationship between job analysis and
organizational performance which means that job analysis is considered as one of the effective HR
strategies to achieve the expected organizational outcomes and performances. Due to the increasing
competition in the business environment, HR managers tend to focus more on making an effective job
analysis because they believe that it has a potential contribution to company performance. Competency-
based models of job analysis are given to considerations as possible alternatives to more conventional job
analysis approaches. It is changed into a company-wide regular job analysis practice for it can provide
additional benefits by improving performance outcome. Aside from that, the company must keep on
reviewing the skills of their employees and recruitment strategies so that it will create a positive
association between job requirements and employee skills.
Siddique (2004) also emphasized that job analysis serves as an important strategic management
practice to gain a competitive advantage. Since job analysis is crucial because it may achieve more

concrete results on employees’ strengths and weaknesses. It helps in improving HR involvement in

strategic decisions and corporate planning activities. For a company to have an effective job analysis, it is
suggested that they should develop computerized HR systems to properly organize and to use data needed
for job analysis. However, the line managers usually see job analysis to be unnecessary, but employees
considered it as a tool to evaluate their performance which managers may use it to remove employees
who are not performing well.
According to Mayhew (2018), job analysis can help train and develop employees’ skills that would be
able to help them reach their maximum potential. It can also help create a standardized job description for
different positions.
Job analysis is also relevant in showing that a company’s practices are consistent and on track. By
having a job analysis, the company would have a clear idea on who they would hire. The applicant would
also be aware of his/her duties and responsibilities when hired for the position. (Rasel, 2015)
According to Momanyi (n.d.) in conducting a job analysis, not all job information was utilized. Some
examples are workforce, planning, deployment of staff, etc. Job analysis was useful to most human
resource activities although some aspects of job analysis were not adequately taken into consideration
such as identifying physical work environment, designing work relationships, identifying training needs
among others. An effective job analysis should be done by trained personnel so he/she will conduct a
necessary study which in turn will benefit both the individual and the organization. Also, it eliminates the
practices of creating unnecessary positions, hiring the wrong person into the company. It is suggested the
update the job description time to time so that they would be able to identify if it was still aligned with the
changing work environment and practices.
Brookins (2016) stated that job analysis can affect productivity by identifying priorities, targeting
ideal candidates, recognizing necessary resources, empowering employees and more. Employees need to
know which parts of their job are the most important and will help reach success for the company . Job
analysis helps employees prioritize tasks, which can increase their productivity. Through job analysis,
employers would know, in advance, what types of training are needed for the employees and the
resources a new employee will use. Since performing a job analysis gives employers a clear picture of the
types of candidates they need to recruit for a position, human resource managers can readily identify
where to promote job openings. If they are looking for entry-level employees, they can promote the
openings in college boards or at a college job fair.
Methods of Job Analysis

Job analysts who manages the interview is needed to gather information regarding their tasks/jobs and
the way they manage them.
There are two types of interview: structured interview is where the workers are interviewed
accurately and systematically whereas Unstructured interview is carried out as a spoken language with no
specific questions beforehand.
In structured interview "all interviews are being asked the same questions within the same order, the
interview record, compare and evaluate the answer against standardized criteria and the interview process
will remain the same even if the interviewer changes." While the unstructured interview, "interviewees
could receive different/same questions however in numerous orders, interviewers don't continually use
standardized criteria for recording, comparing and evaluating answers, and the interview process varies
depending on the interviewer". (Markovska, 2018)
The questionnaires method requires to fill the forms by the employees, managers and supervisors.
There are different questions such as "open-ended questions, checklists or multiple choice". It's used for
the job analysis to gather data that influences however employment is completed that embrace the
external and internal factors.
These are the most focused areas in questionnaires: "Knowledge, skills, experience and qualifications,
duties performed daily, duties performed less frequently, equipment and materials used for duties, time
spent on different job duties, physical and emotional input, level of job satisfaction, salary and
compensation, work conditions, and lastly additional comments". There are also disadvantages in
questionnaires such as “question misinterpretation, high non-response rates and inaccurate information
given by participants”. (Markovska, 2018)
In observation, job analysts were allowed to observe their workers in their daily routines. The
information that was gathered through observation is very helpful and reliable. It permits the duty analyst
or HR professional to directly acquire the information, whereas alternative job analysis strategies collect
information indirectly. This helps job analysts and HR professionals reach an additional reliable
conclusion. (Markovska, 2018)
IV. THEORETICAL FRAMEWORK

Create a standard Successfully select
Effectively train Support these
method for each and hire proper
Taylorism is job. division of labor, the these
analyzed in terms of theworkers. workers.
structure of control over taskworkers.
performance, and
the implicit minimum interaction employment relationship. (Littler, 1978). Frederick Taylor developed
this theory in an effort to develop a “science” for every job within an organization. According to Taylor,
it was the best way determine how the worker will do the job, to provide the proper tools and training,
and to provide incentives for good performance. The goal of this was to find this “one best way” of doing
things as efficiently as possible.
V. CONCEPTUAL FRAMEWORK
Thoroughly check
Company will be
and analyze
Gather information more effective and
information to
regarding the job efficient with the
have a clear idea
help of job analysis
who to hire
Figure 3.2– Conceptual Framework
VI. CONCLUSION AND RECOMMENDATION

CONCLUSION

Job analysis is a crucial part when hiring employees. Without this process, it would be complicated,
confusing and hard to filter applicants that would be working for your company in the future. There's a
higher chance that the one you picked was not really for the right job or position. The study has found that
job analysis has always been a valuable informational tool in human resource management.
It is not only beneficial for the company, but for all employees and applicants too. The company will
not need to go through a lot of processes when interviewing applicants since they will be able to filter out
unworthy ones and let the deserving applicants move to the next process. According to Campbell (1989)
job analysis also answers the questions of what tasks make up a job and how will you be able do it in the
right manner. In the part of the employees in the company, it is beneficial for them because they can make
sure that their future co-employees will be proper and productive, not just their co-employees but
themselves too. Job analysis helps employees prioritize tasks, which can increase their productivity and
help them reach success for the company, Brookins (2016) stated. While in the applicants’ side, they will
be able to know as early as possible if they are deserving for the position or if they should just apply for a
different job. They would not need to go through all processes before they learn the management’s
decision which will save both their time and effort. It should also help applicants to determine whether
the role is in line with their skill set and whether it is a job they actually want to do.
It helps in clarifying job description and making employees aware of their career development. So,
there is a need to continue job analysis program in a periodic basis. (Sharif, A.M. & Karim, M., 2017).
The researchers have also given emphasis that job analysis serves as an important strategic management
practice to gain an advantage against your competitors. As stated above, since job analysis is crucial, it
may achieve more concrete results on recognizing employees’ strengths and weaknesses.
The use of job analysis in companies is very important. With the stated reasons all throughout this
research, it is highly recommended by the researchers that this process must be continuously used and
adapted to help the hiring process become less complicated. It should also be improved and innovated
from time to time to make sure that the new tasks or responsibilities in a certain job is updated. A list of
clear duties and responsibilities must always be specified according to the position.
The researchers were able to use Landmark as their basis company to help with this research. With
the information gathered, it is confirmed that job analysis is one of the crucial processes that the company
must implement to make sure that they will only be hiring employees that are competent and skillful.
According to Mr. Cheng, the owner of Landmark, job analysis helped them select the right people fit for
the position and helped the company avoid making critical mistakes in decision making.

RECOMMENDATION
1. Employees- The researchers found out that employees would benefit more if the company has
conducted a job analysis since it would help them know if they are fit for that position.
2. Company- It is recommended to conduct job analysis because it can help the company to improve
the overall organization performance and to avoid creating unnecessary positions and processes
during hiring of new employees.
3. Managers- Managers should conduct job analysis because this could make their task easier by
knowing which types of candidates they need to hire and train.
4. Future Researcher- This study was limited to job analysis so it is recommended for the future
researcher to further study the functions of job analysis in HR department and include other
variables related to human resource management.
VII. REFERENCES
Armstrong, M. (2006). Human Resource Management Practice. London, United Kingdom: Kogan
Page Limited.
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VIII. APPENDICES
Good day! Our group is conducting a study regarding the job analysis. We hope you answer this
survey with honesty such that your answer will be very helpful and effective to our research. Thank you!
Survey (Kindly check your answer)

Job Analysis 5 4 3 2 1
Strongly Agree Neither Disagree Strongly
Agree Agree nor Disagree
Disagree
1. Job position plays
a major role if you are
hiring someone
2. Skills are important
for the position
3. Experience is
important
4. Productivity
increased after
conducting job
analysis
5. Screen the habits
of the applicants
before interviewing
them
6. Software utilization
for job analysis

7. Job analysis is
important
8. Job analysis can
reduce employee
turnover
9. Employees are in
the right position after
conducting job
analysis
10. Job analysis
helps update Job
description from time
to time
MICHELLE KATE DE LEON JUMAGDAO
Bachelor of Science in Business Administration
Major in Management
College:
- Chiang Kai Shek College [2018 – present]

- University of Santo Tomas [2015 – 2018]
High School:
- Infant Jesus Academy- Antipolo [2011 – 2015]
SEMINARS ATTENDED
2019 Go Negosyo Sign Up Summit 2019: Lahat Angat sa Digital (World Trade
Center)
Peso-Wise: A Seminar on How to Earn and Save Money Through Summer
Jobs (COMACH-Accountancy, University of Santo Tomas)
How To Survive The Business World (CKS College- Narra Campus)
2018 IFRS vs. US GAAP- Part 1 (Accelera: The Global Professional)
IFRS vs. US GAAP- Part 2 (Accelera: The Global Professional)

2017 Disaster Risk Reduction Management (University of Santo Tomas)
SKILLS
 Knowledgeable in Microsoft Office applications including Word, Excel, and

PowerPoint.
 Excellent writing and verbal skills
 Has great capability to motivate and lead others
 Has the ability to work independently and with a team
 Knowledgeable in oral and written communication skills in Filipino, English
ORGANIZATIONAL AFFILIATIONS
2019 - present CKS College Student Executive Council (Publications Officer)

2017 - 2018 Annyeong Tomasino (Behind-the-Scenes Officer)
2017 - 2018 Society of Business Managerial Accountants, University of
Santo Tomas (Member)
2015 - 2016 Junior Philippine Institute of Accountants, University of Santo
Tomas (Community Development Trainee)
2012 - 2013 Student Coordinating Body (Class Representative)
PERSONAL INFORMATION
 Birthdate: July 27, 1999

 Nationality: Filipino
 Gender: Female

CANDICE ONG CHUA
Major in Marketing Management
College:

High School:
- St. Stephen’s High School [2013 – 2018]
SEMINARS ATTENDED
2019 Marketing Innovation (CKS College- Narra Campus)

7th Global Youth Summit (Mall of Asia Arena)
SKILLS
 Drawing and Painting

 Multilingual (Hokien, English and Tagalog)
2019 - present CKS College Student Executive Council (Programs

Coordinator)

 Birthdate: October 25, 2000

 Gender: Female
ANNIE INFIESTO CALE
College:

High School:
- Philippine Cultural College Main Campus [2013 – 2018]
SEMINARS ATTENDED
2019 Go Negosyo Sign Up Summit 2019: Lahat Angat sa Digital (World Trade
Center)
How to Survive the Business World (CKS College- Narra Campus)
7th Global Youth Summit (Mall of Asia Arena)
SKILLS
 Drawing
 Multilingual (Mandarin, Hokien, English and Tagalog)
2018 - present CKS College Junior Marketing Association (Member)

 Birthdate: October 25, 2000

 Gender: Female
TONY QUITORIO MONTERO
Major in Entrepreneurship
College:

High School:
- Philippine Cultural College Main Campus [2013 – 2018]
SKILLS
 Research
 Translation
 Store Management
 Multilingual (Mandarin, Hokien, English and Tagalog)
2018 - present CKS College Junior Management Society (Member)
 Birthdate: June 27, 1998

 Nationality: Chinese
 Gender: Male
MATTHEW LIAM CHENG SY-SIONG
College:

High School:
- Chiang Kai Shek College [2008 – 2017]

SEMINARS ATTENDED
2019 How to Survive the Business World (CKS College- Narra Campus)
ACHIEVEMENTS:
- Dean’s Lister [Final semester, SY 2016-2017]
- Dean’s Lister [Second Semester, SY 2018-2019]
SKILLS
 Microsoft Office
 Research
 Oral and Written Communication
 Leadership
2018 - present CKS College Junior Marketing Association (Member)

2018 - present CKS College Rotaract Club (Member)

 Birthdate: November 6, 2000

 Gender: Male
ORIENTING AND TRAINING
I. INTRODUCTION
When one runs a company /organization, they would have to spend time looking for and hiring
potential employees since they would need manpower for their business to work. (Mayhew, 2019). Before
an employee starts to work he/she needs to go through different processes of onboarding which are done
by HR personnel and that includes orienting then followed by training. Human resource management
(HRM) was defined by Rouse (2019) as a practice of recruiting, hiring, deploying and managing an
organization's employees and are often referred to simply as HR., They are responsible for many different
functions in an organization that focuses on human capital. Although Human Resource Management has
different functions, this study focuses on orientation and training.
The researchers decided to use Starbucks frontline employees as a basis for the data collected.
The researchers chose this type of industry because Starbucks has built an empire in more than just a cup
of coffee. According to Bhagwandin (2016), employees have to be taught the proper way to act and react
when engaging with guests. They have to be given an arsenal of proper words to use. They need to know
the services you offer backwards and forwards in order to give the best customer service. They have to be
shown how to create the best guest experience possible. and all of these won’t happen without proper
training.
The researchers will gather qualitative data that could help how orientation and training affect its
working employees and how important it is to HR managers.
II. RELATED LITERATURE AND STUDIES
Proper orientation and training are essential to a business since they may guarantee an
organization's success or failure. As the Ontario Chiropractic Association (2019) said, no one who is

new to a job comes to work completely understanding everything they need to do and the ways of how
to do it. A well planned and executed orientation and training program help with this case as it guides
them to transition efficiently into their work and sets the stage for them to have a favourable and
productive experience. Investing time in orienting and training new hires also decreases confusion,
increases productivity, and ensures satisfaction for both the company and new employees, avoiding the
chances of staff turnover.
New employees are naturally inquisitive of the company's expectations from them. They often
research for ideas that they gather from past experiences, from advice, or from the media. However,
these sources are useless if the new employees face a reality that fails to match their expectations. This
is where orientation and training show its full potential. Aside from giving employees a boost in
confidence, better performance and faster skill-building, these programs help employees become
efficient and therefore valuable to employers (Lumenlearning.com, 2019).
Orientation
Businessdictionary.com (2019) defines orientation as an introductory stage in the process of new

employee assimilation and a part of his/her continuous socialization process in an organization. Decenzo
and S.P Robbins said, “An orientation program should familiarize the new member with the
organization’s objectives, history, philosophy, procedures, and rules, communicate relevant personnel
policies such as hours of work, payment procedures and quintiles, fringe benefit, etc”. In the Human
resource professional community, welcoming new employees in a formal orientation process is widely
accepted. It is the employer’s responsibility to welcome their new hire employees through orientation to
give them the tool to meet job expectations. Orientation is when you introduce your new hires to your
company, review workplace policies, explain company goals and outline your expectations to avoid
misunderstanding and unmet expectation (Lewkovich, 2017). It is important that new hires understand the
culture of the company they are joining and figure out how to fit in. Orientation is a stepping stone to
business success. The major purpose of job orientation is to reduce employees' anxiety about the job and
the company (Citeman, 2010). And effective orientation is very important for both the employee and the
organization, it’s about getting their new relationship off on the right foot.
There are examples of the application of orientation and its benefits in many organizations.
Oregon State University's Human Resource Center (2019) states that orientation acts as a starting point
for employees' new career in the department. It briefs the new employee with useful work-related
information. It also helps the new employee to adjust faster to the job tasked for him or her help with the

employee's efficiency and productivity and helps develop the communication between him or her and the
supervisor. If the orientation is not taken, the new employee will feel uncomfortable in the position he or
she has and will take longer to reach his or her maximum potential.
Kat Kadian-Baumeyer from Study.com (n.d.) describes how new employee orientation is useful.
She says that it is vital in human resource management. Some of the benefits of a successful orientation of
employees include the following: less stress to the company, stronger relationships between colleagues,
faster ability to learn the job, and a decrease in the probability of resigning.
Orientations specifically for new employees are designed to help familiarize them with how the
company operates and who they will be working with. It also helps the company do several important
tasks: ensuring that all information concerning each new employee is accurate, assessing if the new
employee will be a good match for the company, assimilating them into the company, and making them
feel welcome and part of the company's future by explaining the corporate vision and goals. (Root III,
n.d.)
Purpose of Orientation:
Orientation serves as a key aspect of the recruitment and retention process, its purposes are
mentioned by Whatishumanresource.com (n.d.):
● To Reduce Startup Costs - Proper orientation reduces costs related to learning the job
by helping employees adjust to their jobs quicker.
● To Reduce Anxiety - Proper orientation helps employees be aware of the company's

guidelines about behavior and conduct, easing their anxieties that stem from being put
into an unknown situation.
● To Reduce Employee Turnover - Orientation assures employees that they are being
valued and being well-provided with necessary tools by the organization, lessening the
chance of any employee turnover.
● To Save Time For Supervisor & Co-Workers - When the employee is given proper
orientation, supervisors and co-workers sparing time to teach them would be
unnecessary, giving them more time to focus on their own work.

● To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction - In

orientations, employees learn the organization's values and attitudes, what is expected of
them, and what they can expect from others. This will make them less likely to commit
unnecessary and potentially damaging mistakes.
Types of Orientation
According to Taylor (n.d), there are a few common examples of new employee
orientation programs that are used to bring new hires onboard.
● Self-directed Employee Orientation Program- during the first week on the job by reviewing a
series of self-directed orientation materials. These items may include new hire orientation videos,
written handouts, or online training modules. During this time period, a supervisor will monitor
and lead the new hire to make sure the information is absorbed and any questions are answered.
Self-directed employee orientation can be a convenient way to learn the basics of a company
mission and what is expected from new hires, but it should never be substituted for real on-the-
job training from management.
● Mentored Employee Orientation Program- Organizations often use a form of peer mentoring
to orient new employees to their work environment and tasks. Employees who have seniority are
asked to oversee new hires for a certain time period and are ultimately responsible for providing
much of the training that will take place at work.
● Formal Employee Orientation Program- New hires are assigned a specific leader who will
guide them through pre-determined lessons and then evaluate their progress every step of the
way. Formal employee orientation programs may also include classroom learning, online and
video learning modules, and hands-on training conducted over a certain period of time. Some
new hires may be required to be part of a formal employee orientation program for as long as a
year before they are allowed to go out on their own. A formal training program is often required
for corporate sales professionals or independent agents, particularly those who work in the field.
Formal orientation programs may also require periodic training sessions as new concepts or
practices are put into place by an organization. While this may seem a bit like micro-
management, it is a very effective way to keep all employees on task and consistent in their
practices.
Training

Most businesses, if not all, require their employees to be trained. This is to enhance their
employees' abilities and capabilities in terms of work performance, and the results of those training
programs would greatly influence the success of the business. Veronika Mazour (2016) states that a
survey conducted by Office Team in 2015 shows that 38% of HR professionals are greatly concerned
with the training and development of employees.
According to Prachi Juneja (2015), training is a never-ending process after the orientation that
assures the quality performance of employees, enriching the employee's skills, capabilities, and
knowledge in doing a particular job to mould them to be more efficient and productive. It produces great
results to both employers and employees in an organization, making it vital to an organization's
development and success.
Training is given in order to:
● Familiarize new candidates with the organization's mission, vision, rules and regulations,
and working conditions.
● Refresh or enhance existing employees' knowledge.
● Keep employees updated on how to use new equipment and work methods when
technological advancement and amendments happen, e.g., purchasing new equipment,
changes in the technique of production, computer implanted.
● Prepare employees to the responsibilities of a higher-level job when promotion and career
growth becomes apparent.
Employee training also helps reduce expenses in companies in the long run. Brian Benton (2014)
describes the importance of employee training. First is the unsatisfactory and unhappy feeling they'd get if
they're untrained. This will cause them to be careless in their work that leads to wasted time, effort, and
money. Second is the quality and speed of the under-trained employees. Their work will be of poor
quality and value because of their lack of skills. The third is their inefficiency. This will cause them to
commit more mistakes and waste more time and effort, leading to losses in company resources and
increases in miscellaneous expenses. Lastly, under-trained employees will scare away customers.
Customers are often keen on the performance of the employees that assist them in different product or
company-related matters. If the employee shows signs of lacking, the customer will feel irked and might
judge the company for its management tactics. Simply put, better-trained employees causes more
productive team members who can serve customers better, and when customers are satisfied, they will
stay and purchase more. This will strongly fuel the growth of the business. (O'Neill, 2018)

Purpose of Training
● Improves the morale of employees- Training gives employees job security and
satisfaction, thereby increasing their morale, making them contributing to
organizational success more likely and employee turnover less likely.
● Less supervision- An employee who is well versed with their job will need less
supervision, lessening wastage of time and effort, at the same time, allowing
managers to focus more on pressing areas.
● Fewer accidents- The more knowledgeable and skilled an employee is, the
fewer chances they would commit accidents in their work and the more adept
they become.
● Chances of promotion- Employees become more eligible for promotions and
valuable to the organization as they develop their skills and efficacy during
training.
● Increased productivity- Training enhances employees' efficiency in the most
productive way, preventing any wastage of time, money, and resources.
There is enormous value in organizing proper training and development sessions for employees.
Training allows employees to acquire new skills, sharpen existing ones, perform better, increase
productivity and be better leaders. Since a company is the sum total of what employees achieve
individually, organizations should do everything in their power to ensure that employees perform at their
peak.
It is said that a company is the total of each employee's achievements, thus, organizations should
ensure that their employees are at the peak of their performance. When ensuring employees' peak
performance, training would play an enormous part. As the founder and CEO of RateGain, Bhanu Chopra
(2015), shared, training helps RateGain with getting employees up to speed with the processes of the
company, tackling their shortcomings, amplifying their strengths, teaching them new skills, and keeping
them up-to-date with technology. At RateGain, they have the method of dividing their employees into
several groups to provide focused training relevant to their development needs, i.e., sales training, first-
time managers, middle management, senior leadership, executive leadership.
Since training programs make a huge effect on a company, managers should plan its
implementation well and seriously, making sure it produces targeted and tangible results for the growth of
the business.

Types of Training
● On the job training- On the job training or the "learning by doing" method is a
basic and cost-effective training method that can turn employees who are not
proficient and semi-proficient into well-trained ones. It is where employees are
placed in actual working scenarios, i.e., job-rotation, coaching, temporary
promotions, etc.
● Off the job training- Off the job training or "vestibule training" method is a
costly method that is only effective when a large number of employees needs
training in a short span of time. This method provides training in a separate area
from the actual working conditions in the event of new employees, i.e.,
workshops, seminars, conferences, etc.
As an example, we have Starbucks who trains its employees according to the jobs assigned to
them. Starbucks is a global brand with more than 28,000 stores in 76 countries, Starbucks serves more
than 5 million customers an unforgettable experience each day, along with their lattes, of course. It’s
evident that their company has found the correct combination to pull customers into their stores again and
again. The secret to their success is their orientation and training program.
According to McIntosh (2015), employee training is crucial to an organization as it keeps

employees' skills up to date and allows the company to gain an edge over competitors in terms of
innovation. Additionally, selective training that focuses on building the employee's strengths shows the
employee that the company values them and their contributions, increasing employee morale, motivation
and loyalty.However, while investing in staff training is important, management training can also have an
enormous effect on the business. Management training improves the result of staff training and shapes
managers to be more effective and flexible in their work. Training also provides them with added
experience and understanding of their role, enabling them to complete future projects easier and more
efficiently.
Managers are an essential part in an organizational structure for they are the ones who connect the
managing director with the customer-facing staff, therefore failing to train them could end with a team
that lacks motivation and is less receptive to innovation. Thus, managers' own professional development
should be prioritized before their staff's personal development not only to boost the morale of their team

but to also enhance their own career progression and the success of the organization. As Mona Malik
(n.d.) said, "Every business should invest in quality management training in order for their company to be
successful."
Management training is a truly efficient investment for organisations. These training help
managers become better equipped with skills, which is critical to the achievement of success in the
business world. Management training boosts the performance of the manager. In turn, the skills learned
by the manager help him or her lead employees to their fullest potential, communicate better with
important stakeholders and build a solid foundation for the next leaders in businesses.
(Managementhelp.net, 2019).
Tankersley (2017) also describes the importance of training managers. The training will be
helpful in helping new managers determine their ability to handle responsibilities and familiarizing
business operations. It will also help senior managers for skill improvement. It is ill-advised to hire
managers without the provision of proper training, as poor management skills could lead to losses to the
company.
In addition, it is also mentioned that there are five beneficial effects of investing in management
skills training. Some of the skills that the manager will learn in training are communication skills, time
management skills, organizational skills, prioritization skills, and motivational skills. Knowing these
skills will help the manager to encourage and motivate his or her employees consistently, to work and
lead more efficiently, to organize and divide tasks among the team equally, and to improve and maintain
the productivity of the team.
III. THEORETICAL FRAMEWORK

Figure 4.1
(Source: https://sbccimplementationkits.org/sbcc-in-emergencies/social-cognitive-learning-theory/)
According to MBA Knowledge Base (n.d.), there are 4 methods of training and development of
employees.
First is the Theory of Reinforcement, this theory focuses on the learning behavior of an
employee and it was stated that person will repeat the behavior which is attached to a positive
outcome or result. Skinner suggested that the training and development programs should be
aligned with the organizational objectives and a positive outcome should be expected with such
training and development programs. Different types of rewards in the form of bonuses, salary
raises, promotion and awarding of certificate after the training program can be associated with
the training and development activities, these rewards would also guarantee a positive outcome.
Followed by the Theory of Learning Types, this theory emphasized the learning of
intellectual skills, a skill rarely found among people. Gagne defined five learning categories in

his theory, namely: intellectual skills, verbal information, attitudes, cognitive strategies and
motor skills. Each of these learning types has internal and external conditions.
The third is the Theory of Experiential Learning, according to Rogers, the wants and
needs of the learner are addressed by this type of learning. Experience gives a person maturity
and increases the learning power along with the knowledge. Due to personal involvement, the
learner is able to conduct a self-evaluation test, which allows him to understand the effect of
learning on his/her attitude.
And lastly the Theory of Social Learning, according to this theory, such programs do not
address all learning types as there are some social elements which cannot be taught. Those
elements are learned by the learner from his/her surroundings. Such type of learning is called
observational learning and this learning is associated with the understanding of different human
behaviors. Observation is the first type of learning defined in this theory of social learning. In an
organization, the environment and surroundings play a very important role. The environment
should be very professional and the surroundings should be in such a way that the people
(employees) learn from them. This theory also suggests that it is not necessary that the behavior
is changed after learning something. It is expected that a person’s behavior changes after
learning something, but it is not in all cases. Furthermore, the theory also explains the mental
states which play a vital role in the learning process. In a situation where a person's mental status
regarding the learning activity is negative, he would not take part in the said learning process. If
he happens to be forced into participating in it, he still would not gain any positive effect from
the process.
In organizational training programs, the mental state of a person regarding the training
and development programs can be made positive by associating the rewards and benefits with
such programs which will increase the employees' motivation and help them build a positive
mental state. The case's company also follows this theory as it allows the employees to learn

from their surroundings and provides an environment where they can learn from their
supervisors/managers and coworkers.
Since we chose this type of industry, behavior plays a big role in the employee since they
will now be working with other people, the researchers will focus on the theory of social
learning.
IV. CONCEPTUAL FRAMEWORK
Figure 4.2
This diagram shows the different variables in this study. Everything begins with new hire
employees being selected, needing to prepare for the start of their jobs, which is when orientation and

training come in. According to Oregon State University’s HR Center (2019), orientation serves as a
starting point for a new employee’s career. In orientation, the company's background needs to be
discussed in order to ensure that the new hires completely understand the culture of the company, its
mission, vision, and how it operates. Rules and regulations are also explained in the orientation program
to outline the dos and don'ts in the workplace. Orientation is the stage wherein the company's
expectations from the employees are made aware to act as a guide for the employees to meet these
expectations and avoid conflicts in the future. Training is what follows after the orientation of the
employees, and according to Prachi and Juneja (2015), it is a process that never really ends after the
orientation. This is where skills and knowledge are being measured in order to improve existing skills and
develop new skills. Training can be done in many ways: through a lecture, seminar, coaching or
sometimes team-building. When orientation and training are successfully conducted it will results into
productivity and efficiency of the employees. In which company will benefit by reducing possible costs.
V. CONCLUSION AND RECOMMENDATION
According to Starbucks' current employees from Indeed.com (2018), Starbucks store managers
and dedicated trainers would first orient the new hire employees through the Starbucks Experience class
which covers the company's history, its legacy of social responsibility, and its culture. After that, they will
now conduct the Barista Basics training program with a barista trainer/coach, consisting of 2 weeks of 1-
on-1 drink-making and another 2 weeks of cashier training, involving both computer-based training and
hands-on training. Starbucks utilizes a 70/20/10 approach in their training programs done by store
managers and dedicated trainers. 70% happens through on-the-job training, 20% from coach feedback and
mentorship, and 10% through online e-learning modules (Panopto.com, 2018).
The researchers conclude that proper orientation and training is a must, especially in a
service type of industry, for lacking orientation and training on employees will bring a huge
problem to the company. HR Managers will be held accountable when such matter occurs
because they are the ones responsible in this area. Without proper orientation and training, the
cost to the company would increase. It is also vital for an employee to be properly oriented and
trained before working on their job so that less time, energy, and resources would be wasted, and
to have an efficient and happy working space.
The researchers recommend that orientation and training should be well applied to HR managers
first, as they are the ones who would handle employees firsthand. If the manager is not properly

accustomed to their work, then surely the employees assigned to him/her will also make the same
mistakes. Human resources are the heart of an organization, without them, a company won't
work, that's why it is important to invest in training them. All managers should also dedicate
time and effort in this training. This will directly help future employees to be more effective in
their jobs, and also by doing this, employee turnover and other losses can be prevented.
The researchers also believe that Starbucks' training could be more consistent, efficient,
and cost-effective. Hence, they recommend using modern technology, more specifically,
instructor-led trainings and social learning videos, for its enhancement.Standardized instructor-
led training videos enables trainers to give the employees the same in-class experience as the
training classes before them. It also ensures that the employees are trained consistently. While,
social learning videos enable employees to share useful hacks with every store location through
uploading it to a central video library accessible to everyone in the company. (Panopto.com,
2018)
VI. REFERENCES
Benton, B. (2014). Importance of Employee Training: 6 Reasons Why It Saves You Money. Retrieved
from https://www.autodesk.com/redshift/importance-of-employee-training/
Businessdictionary.com. (2019). What is orientation? Definition and meaning. Retrieved from

www.businessdictionary.com/definition/orientation.html
Chopra, B. (2015).Importance of training and development in an organization. Retrieved from

https://m.economictimes.com/small-biz/hr-leadership/people/importance-of-training-and-development-in-
an-organization/articleshow/48739569.cms
Citeman. (2010).Orientation Training and Development. Retrieved from https://www.citeman.com/8850-

orientation-training-and-development.html
Indeed.com. (2018). How does training/orientation work?. Retrieved from

https://www.indeed.com/cmp/Starbucks/faq/how-does-training-orientation-work?
quid=1co46rhh45n9r800

Juneja, P. (2015). Training of Employees - Need and Importance of Training. Retrieved from
https://www.managementstudyguide.com/training-of-employees.htm
Kadian-Baumeyer, K. (n.d.). New Employee Orientation: Function & Characteristics. Retrieved from
https://study.com/academy/lesson/new-employee-orientation-function-characteristics.html
Lewkovich, A. (2017) . if you have employees, you need to orientation training. Retrieved from
http://www.yourtrainingprovider.com/blog_main/if-you-have-employees-you-need-orientation-
training
Lumenlearning.com. (2019). Employee Orientation and Training. Retrieved from

https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/employee-orientation-and-
training/
Malik, M. (n.d.). Management Training: Why Management Training Is So Important in a Business?.

Retrieved from https://managementtraining.biz/management_training_Why-Management-Training-Is-So-
Important-in-a-Business.html
Managementhelp.net. (2019). Why is Management Training Important?. Retrieved from

www.managementhelp.net/why.htm
Mayhew, R. (2019). The Impact of Employee Orientation. Retrieved from

https://smallbusiness.chron.com/impact-employee-orientation-2869.html
Mazour, V. (2016). The Importance of Employee Training and Development in HR Management.

Retrieved from https://www.exoplatform.com/blog/2016/06/23/the-importance-of-employee-training-
and-development-in-hr-management/
MBA Knowledge Base. (n.d.). Four Major Theories of Training and Development. Retrieved from
https://www.mbaknol.com/human-resource-management/four-major-theories-of-training-and-
development/
McIntosh, P. (2015). Why is training so important for managers?. Retrieved from

https://www.100pceffective.com/blog/why-is-training-so-important-for-managers/
O'Neill, E. (2018). The Importance of Training Employees for your Business. Retrieved from
https://www.learnupon.com/blog/importance-of-training-employees/

Ontario Chiropractic Association. (2019). Orientation & Training. Retrieved from

https://www.chiropractic.on.ca/members/managing-your-practice/business-resources/human-resources/
orientation-training/
Oregon State University. (2019). Why is Orientation Important?. Retrieved from

https://hr.oregonstate.edu/employees/administrators-supervisors/onboarding-process/why-orientation-
important
Panopto.com. (2018). How Starbucks Does Training To Create An Unforgettable Customer Experience.
Retrieved from https://www.panopto.com/blog/how-starbucks-does-training-to-create-an-unforgettable-
customer-experience/
Root III, G. (n.d.). The Importance of New Employee Orientation for Human Resources. Retrieved from
http://smallbusiness.chron.com/importance-new-employee-orientation-human-resources-10242.html
Rouse, M. (2019). human resource management (HRM). Retrieved from

https://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM?amp=1
Tankersley, J. (2017). Why It’s Important to Train New Managers, Too. Retrieved from
https://www.google.com.ph/amp/s/www.vital-learning.com/blog/benefits-of-new-manager-training
%3fhs_amp=true
Taylor, T. (n.d.). Examples of New Employee Orientation Programs: 3 Common Types. Retrieved from
https://www.brighthub.com/office/human-resources/articles/102302.aspx
Whatishumanresource.com. (n.d.). Orientation of Employee. Retrieved from

www.whatishumanresource.com/orientation-of-employee
VII. APPENDICES
A. QUESTIONNAIRE
1. Why do you want to work for Starbucks?
Answer:
2. What's your favorite Starbucks menu item?
Answer:
3. Where do you see yourself in the next five years?
Answer:

4. What does customer service mean to you?

Answer:
5. How would you deal with an upset customer?
Answer:
6. How would you handle a rude customer?
Answer:
7. This job is repetitive. What would motivate you to do it every day?
Answer:
8. What do you understand by training?
a. Learning
b. Sharing Information
c. Enhancement
d. All of the above
9. Do you feel training is compulsory for the employee?
a. Yes
b. No
c. Can't Say
10. From the following training methods, under which training methods have you been trained?
a. On the job
b. Off the job
c. Both
11. Training is a must for enhancing productivity and performance?
a. Completely agree
b. Partially Agree
c. Disagree
d. Unsure
12. From the following training program, which type of training program you have undergone?
a. Internal
b. External
c. Both
13. Is your organisation conducting training frequently?
a. Yes
b. No
14. How many training sessions have you attended this year?

a. 1
b. 2-4
c. 5-6
d. None
15. What are the skills that trainer should possess to make the training effective?
a. Only technical skills
b. People skills or soft skills are important that technical skills
c. Fond of talking to people
B. CV
Lucio O Chua
1846992586@qq.com
Roxas BLVD Marina Tower 18B
Name of School Yr. and Grade Honors Received
College
Chiang Kai Shek College 2020- 2ndyear College
-
Chiang Kai Shek College 2019- 1st year College
-
Senior High School

福建泉州华侨职校。 2018 - Grade 12

-
福建华侨职校。 2017 - Grade 11
-
Junior High School

福建泉州华侨职校 2016 - Grade 10
-
Shishi Chinese English experimental school.
2015 - Grade 9 -
2014 - Grade 8 -
2013 - Grade 7 -
Elementary
2012 - Grade 6 -
2011 - Grade 5 -
2010 - Grade 4 -
2009- Grade 3 -
2008 - Grade 2 -
2007 - Grade 1 -
Summary of Qualifications
•Graduated in grade 6

Skills/ Traits
•Fluent in Mandarin, Fookien
•Knows how to speak English, Filipino
•Easygoing personality
•import and export trade
•business correspondence
Honors/Awards Received
Award Year Venue
 2016 champion of English business competition in Quanzhou 1000RMB
 2017 champion of English business competition in Fujian. 3000RMB
 2017 represent Fujian join National English Professional Competition third prize.
6000RMB
Seminars/Teaching Attended
Name /Title Date Venue
1.Culminating Activity 2018 Chiang Kai Shek
College
2.K-12 Orientation 2016 Chiang Kai Shek
College
References
Cynthia Isidro, Head of Guidance
Documentation specialist
Coordinator

SHANNA NICOLEEN C. MARTIN

708-8117
snm_chug26@yahoo.com
09458171394
1440 Antonio Rivera St. Tondo, Manila
College
Chiang Kai Shek College 2019- 1st year College Third Honors
Senior High School

Chiang Kai Shek College 2018 - Grade 12 Fifth Honors
Chiang Kai Shek College 2017 - Grade 11 Fourth Honors
Junior High School

Chiang Kai Shek College 2016 - Grade 10 Third Honors

Elementary
Chiang Kai Shek College 2012 - Grade 6 -
Chiang Kai Shek College 2009- Grade 3 Fourth Honors
•Graduated grade 6
•Graduated grade 10
Skills/ Traits
•Fluent in English and Filipino
•Understands Hokkien and Mandarin
Award Year Venue
3rd place in Christmas Carolling 2018 Chiang Kai Shek College
1. Global Youth Summit August 17, 2019 MOA Arena
2. Marketing Innovation February 13, 2019 CKS College
3. Syncretism as Identity September 13, 2019 Chiang Kai Shek College
4. Fire square Road Show September 26, 2019 Chiang Kai Shek College
References
Cynthia Isidro, Head of Guidance Counselor


Sherwin Pedernal, Officer-In-Charge
Senior High School Department
Shirwil Gangan, Faculty
Senior High School Department
CHARINA M. PASTORAL
09267589660
charina97pastoral@gmail.com
576 Juan Luna St.
Binondo Manila
College
2017-2021 Chiang Kai Shek College
High School Camambugan National High School
Elementary Tapon Elementary School

AWARDS/RECOGNITION
S.Y. 2013-2014 Science and Math Competition: 3rd Placer
S.Y. 2003-2004 Grade 1: Sixth Honors
SUMMARY OF QUALIFICATIONS
● Graduated in Grade 6
● Graduated in High School
SKILLS/TRAITS
● Fluent in Filipino and English

● Goal-Oriented
● Pleasing Personality
SEMINARS ATTENDED
2019 JPIA: The Case of Lost Numbers- Chiang Kai Shek College

PAOLO ADRIAN CHUA NG

258-1889
Paolong30@gmail.com
09959575440
1264 4b sanchez ext.tondo manila
College
Chiang Kai Shek College 2020- 2ndyear College -
Chiang Kai Shek College 2019- 1 year College
st
-
Senior High School

Junior High School

Elementary


Chiang Kai Shek College 2009- Grade 3 -
Skills/ Traits
•Fluent in Filipino, Fookien
•Knows how to speak English, Mandarine
•Pleasing personality
Award Year Venue
-
1.NSTP 2018 Chiang Kai Shek College
2.K-12 Orientation 2016 Chiang Kai Shek College
References
Jennifer Mislang, Mathematics Coordinator
Elementary Department
Diane Lee, Faculty

MYP Department

Chiang Kai Shek Col
ANGELICA MICHELLE YAP

962-3057
yapangelica12@yahoo.com
09065423514
206 Cainta Street Maypajo Caloocan City
College
Chiang Kai Shek College 2020- 2ndyear College -
Chiang Kai Shek College 2019- 1st year College -
Senior High School

Junior High School

Elementary


Chiang Kai Shek College 2009- Grade 3 -
Skills/ Traits
•Fluent in Filipino, Fookien
•Knows how to speak English, Mandarine
•Pleasing personality
Award Year Venue
3rd place in group drawing contest 2011 Chiang Kai Shek College
1.NSTP 2018 Chiang Kai Shek College
2.Culminating Activity 2018 Chiang Kai Shek College
3.K-12 Orientation 2016 Chiang Kai Shek College
4. Go Negosyo Program 2019 World Trade Center
References
Jennifer Mislang, Mathematics Coordinator
Elementary Department
Diane Lee, Faculty

MYP Department
COMPENSATION BENEFITS
INTRODUCTION
About China Bank
China Banking Corporation, or China Bank, is said to be one of the pioneers and leading private
universal banks in the country.
Founded by Dee C. Chuan, Don Albino Sycip, and ten other businessmen, China Bank has been
of service since 1920, making them one of the first privately-owned local commercial banks. Its first
branch opened on Calle Rosario, better known as Quintin Paredes St. in Binondo. And having been run
under a modern Chinese organizational structure, its business steadily grew and flourished. However,
during the Second World War, the bank was liquidated by the Japanese authorities. Even so, the bank
reopened in 1945, and has played a key role in the reconstruction and recovery of the economy, by
lending money to several business people struggling during that era. Since then, they have served the
Chinese-Filipino community and have expanded to cover all other market segments (Chinabank.ph, n.d.).
At present, they already have 621 branches all over the country. Among their current products
and services cater to both institutions (i.e. corporate, middle market or commercial, or SMEs) and
individual (i.e.: retail, mass affluent, high net worth) customers. They also offer services like thrift
banking, investment banking, insurance brokerage, to name a few. They also have electronic banking
channels, such as ATMs, TellerPhone, online banking, and a mobile banking app. China Bank is also
listed in the Philippine Stock Exchange as “CHIB”, and is a member of the SM Group (Chinabank.ph,
n.d.).
Compensation, Incentives, and Benefits
With regards the compensation of the employees, Glassdoor.com (n.d.) mentioned that China
Bank offers just about the minimum wage to entry level employees. This was seconded by an interview
with a former employee of the same bank, who added that this amount given would increase by 5 to 10

percent subject to the collective bargaining agreement negotiation held every two or three years. It is also
said that such employees are given sixteen months’ annual salary, inclusive of additional one-month
midyear bonus and additional one-month Christmas bonus. On the other hand, the incentives and benefits
received by the same set of employees are listed as follows:
● Five free sets of uniform

● Overtime pay and meal allowance
● Holiday pay
● Monthly financial subsidy (rice) worth Php 1,200
● Promotion and/or performance merit increase
● Annual health care insurance package worth Php 10,000 and up
● Annual medicine allowance of Php 10,000
● Annual 15-days of vacation leave, inclusive of 5-days compulsory leave
● Annual 20-days of sick leave
● Maternity leave, as prescribed by the law
● Paternity leave, as prescribed by the law
● Anniversary watch given for 10 years of service, and every 5 years thereafter
● Separation or retirement pay after 10 years of service
● Optional early retirement package at the age of 55.
RELATED LITERATURE AND STUDIES
Compensation
Mbaskool.com (n.d.) defined compensation as the “financial sustenance handed to employees or

laborers for giving their labor to an organization”. This may be in the form of salaries, wages, bonuses,
among others. This is said to be a motivating factor among employees to build their careers while
committing to achieving the goals of the company they work for.
Compensation would include four components: completely fixed, some fixed, total variable, and
bonus. Completely fixed are those given on a monthly or annual basis; some fixed meant that there is a
certain variable component, which can be based on an employee’s rating and/or meeting of targets; total
variable is when the entire salary relies solely on the rating during evaluations; bonus is the component
that relies on the company’s overall performance, which can be given either monthly or yearly
(Mbaskool.com, n.d.).

It is essential for a company’s compensation plan to include the following four elements, as cited
from Mbaskool.com (n.d.):
Strategy. Both the company’s strategies and business objectives are important in setting targets.
Performance measures. This can be achieved by setting benchmarks, creating criteria or metrics to assess
employees.
Payout formula. This can be done by identifying the fixed and variable aspects to come up with the
respective gains to be received.
Governance. If there are certain items that are not covered in the compensation plan, this procedure can
help resolve questions and issues (Mbaskool.com, n.d.).
Incentives and Benefits
According to Aaronson (2019), benefits is normally a non-monetary addition to an employee’s

salary. These benefits might include a company pension scheme, private health insurance, childcare
vouchers, and so on. Benefits schemes can be used for a variety of purposes. These might include the
retention of staff and the encouragement of a sense of employee loyalty. Furthermore, an attractive
benefits package can entice employees away from other companies.
Incentives, on the other hand, can be thought of as similar in nature to performance related pay;
they are linked to targets, and the nature of the incentive offered will frequently depend on the
performance of the employee in question. To take a topical example, investment bankers receive an
annual bonus. The size of this bonus, however, depends on the success of the employee during the year
(Aaronson, 2019).
According to Assignmentpoint.com (2018), the advantage of incentive plans typically surpasses

standard salary and benefit agreements, and usually are given in the form of cash bonuses, extra paid
vacation days or gift items of non-monetary value. These can help motivate workers, which increase
efficiency and productivity of the work-flow and work methods. These can create hardworking and
innovative employees, which eventually allow them to become more dedicated, thus decreasing
supervision costs. These can reduce turnover rates and absenteeism. Therefore, these can help establish
positive response within an organization and at the same time improve the employee’s standard of living.

Related Laws
Compensation, incentives, and benefits set by the companies must naturally comply with the laws
of the country. Therefore, a thorough understanding of the following is a must:
With regards wage and its related benefits, Dayanan Consulting (n.d.) has listed all relevant facts
on the matter.
Minimum wage. According to RA 6727, or the Wage Rationalization Act, such minimum wage
rates would vary per region, province, and industry (i.e.: non-agricultural, agricultural, cottage and
handicraft, retail and service sectors). These rates would also depend on the number of employees and the
gross sales of a business and the corresponding industry it falls under. It was said that to earn a minimum
wage, one must work 8 hours a day, exclusive of the mandatory and non-compensated lunch break. In the
recent updating of the Tax Code, minimum wage earners are exempt from paying the income tax.
Overtime pay. This depends highly on when the overtime work took place. If one worked after
his or her regular work day, there would be an additional pay of 25% of the hourly pay rate. If one
worked during his or her rest day, or on a regular or special holiday, there would be an increment of 30%
of the hourly rate on such day.
Premium pay. This is given on non-working holidays, such as rest days or special holidays (i.e.:
Ninoy Aquino Day, All Saint’s Day, and the last day of the year).
Holiday pay. According to RA 9849, there are 3 special non-working holidays and 12 regular
holidays in the country, namely New Year’s Day, Maundy Thursday, Good Friday, Araw ng Kagitingan,
Labor Day, Independence Day, National Heroes’ Day, Eidl Fitr, Eidl Adha, Bonifacio Day, Christmas,
and Rizal Day. With that, an employee is entitled to at least twice his or her basic wage if work is
accomplished on a regular holiday (8 hours). If the holiday is also his or her scheduled rest day, the
employee is entitled to an additional 30% based on the said regular holiday pay.
Night shift differential pay. Employees are entitled to such NSD for work done between 10PM to
6AM. This meant an additional 10% to his regular wage for each hour of work.
Service charges. Employees collecting service charges are entitled to 85% of such, with an
exception to managerial employees. The remaining 15% goes to the management.

Service incentive leave. Employees who have rendered at least one year of service can avail of
such, which is a five-day leave with pay. This can be used for sick or vacation leave purposes. Unused
leaves can be converted to cash using the salary rate at the date of conversion.
Parental leaves. There are three types: maternity leave, paternity leave, and solo-parent leave.
For maternity leaves, each pregnant employee is entitled to a leave benefit of 60 days for normal delivery
or miscarriage, or 78 days for caesarean delivery, for up to 4 pregnancies. For paternity leaves, all married
male employees can avail of a seven-day leave for the delivery or miscarriage of his legitimate spouse
with whom he must live, for up to four pregnancies. For solo-parent leaves, an employee who has worked
for at least a year can avail of the 7-days of leave per year.
13th month pay. This is a mandatory pay given to rank-and-file employees, which is given before
December 24th. This equates to at least 1/12th of the employee’s total basic salary during a calendar year.
Separation pay. Articles 283 and 284 of the Labor Code provides that an employee may claim
such if his contract is ended under authorized causes; otherwise (i.e.: neglect of duties, fraud, crime,
etc…), he or she is not entitled to such pay. This separation pay is a ½ month pay for every year of
service.
Retirement pay. For employees who retire from age 60 up to 63 and has served the establishment
for at least 5 years, this pay is equivalent to half of a month’s salary for each year of service.
Gross benefits and De Minimis Benefits. Gross benefits include the 13 th month pay, Christmas
bonuses, productivity and incentive bonuses, and other benefits similar to the aforementioned ones, which
aim to reward employee performance and give incentives.
Meanwhile, De Minimis benefits include compensation of small amounts, which have the
purpose of promoting the well-being and efficiency of employees. This includes the following:
● Vacation leave (private employees), not more than 10 days

● Medical cash allowance to dependents worth Php 1500 per semester or Php 250 per month
● Rice subsidy worth a maximum of Php 2000 or 1 sack of 50kg per month
● Uniform and clothing allowance, maximum Php 6000 per year
● Actual medical assistance not more than Php 10,000 per year
● Laundry allowance, maximum Php 300 per month
● Employee achievement awards (tangible), worth Php 10,000 annual monetary value
● Gifts given during Christmas or major anniversary celebrations, capped at Php 5,000 annually

● Daily meal allowance (for overtime, night/graveyard shift), not more than 25% basic minimum wage
on a per region basis
● Collective bargaining agreement and productivity incentive schemes, not more than Php 10,000 on
the total of both benefits per taxable year.
Another law includes Act No. 3428, which prescribes for the compensation to be received by
employees for personal injuries, death, or illnesses contracted in performance of their duties. It states that
the aforementioned scenarios would be subjected to compensation from the company he or she is working
for. However, if the injury or illness is done voluntarily, or if the laborer is intoxicated by alcohol, or was
severely negligent of the laborer, they will not be given compensation.
In the same Act, the death of the laborer shall be compensated by his or her employer by giving
one hundred pesos, later on amended to two hundred pesos by Republic Act No. 4119, and in addition,
the employer shall pay according to priority:
a) If the dependent widow or widower, has no children, the employer shall pay forty-five per centum of
the salary or wage of the departed individual
b) If the widow has one or two dependent children, fifty per centum, and if there are three or more
dependent children, sixty per centum. The compensation to the widow or widower shall be for the use
or benefit of the widow or widower and dependent children, and the Bureau may from time to time
adjust the compensation between them in the most equitable manner possible.
c) If there is no widow or widower available, the employer shall compensate forty per centum to the
departed individual’s children for children from one to two and an additional ten per centum for
exceeding children with a maximum of fifty per centum. The compensation shall be divided equally
for the dependent children if more than one.
d) It there are no dependent widow, widower or children but there is a dependent father or mother, forty
per centum to the father or mother if totally dependent, or twenty-five per centum if partly dependent,
and if both parents are dependent; each shall be paid one-half of such compensation. It there is no
parent, but dependent grandparents, the same compensation shall be paid to a father or mother.
e) If there are no dependent widow, widower, child, parent, or grandparent, but there is dependent
grandchild, brother or sister or two or more such, then twenty-five per centum shall be paid for one
dependent and five per centum additional for each additional dependent, up to a maximum of forty

per centum, which shall be distributed share and share alike among the dependents if there be more
than one.
f) If there are no legal dependents, the employer shall pay the amount of one thousand pesos to the
Workmen's Compensation Fund: Provided, That the said Bureau shall have direct control and
supervision over such funds, subject to general auditing requirements, which shall be spent for the
rehabilitation of crippled men in industry.
When several persons are entitled to compensation and there is disagreement concerning the share of
the compensation each should receive, the Commission shall act as a medium and designate the share to
be allotted to each dependent.
THEORETICAL FRAMEWORK
Figure 5.1 – Theoretical Framework
In the venn diagram above, Figure 1 compiled the theories cited by Business Jargons.com (n.d.)
on how compensation plans can be created from.
Reinforcement and expectancy theory. This incorporates that idea of rewards and motivation.
The theory assumes that a person will repeat a reward-earning behavior because he or she is motivated by
the definite reward or outcome in the end, such as if an employee was acknowledged for something, he
will be willing to do the same thing again.
Equity theory. This theory provides that there must be a uniformity in the pay structure when
compensating employees. Otherwise, the employees might lower productivity, increase turnover rate, and

opt for absenteeism once he or she felt that the value one gets from work will not tantamount to the effort
he gives in his work.
The theory adds that the pay structure must follow suit with the three types of equity – internal
equity, external equity, and individual equity. Internal equity explains that the employee bases the said
“fairness” or equity with the nature of the work involved; external equity expounds that employees should
feel that the pay they receive is at par with what other employees in the similar industry receives;
individual equity states that employees perceives variation of payments with respect to what other
employees of the same kind of job within the same organization receives.
Agency theory. This theory views that both the employer and the employee are “stakeholders” of
the company, which meant that the pay the employees receive are considered the “agency costs”. It is said
that the employees tend to have such cost increase on their behalf, while the employee will try to
minimize it. The only way to settle this is to align the interest of both parties (Business Jargons.com,
n.d.).
CONCEPTUAL FRAMEWORK
FIGURE 5.2 – Conceptual Framework
As shown in Figure 2, the flow of the research paper is as follows:
First, the researchers would require the basic information on the compensation, incentives, and
benefits plan received by China Bank employees. This is reliant on the secondary sources of data to be
gathered.

Second, a survey must be conducted to determine the satisfaction of the employees on what they
receive. The questionnaire is intended to ask whether what they receive can be deemed sufficient in their
day-to-day lives.
Finally, the researchers would compare the actual received compensation, incentives, and benefits
to the result of the said survey. This would aim to formulate an improved compensation structure for the
company.
CONCLUSION AND RECOMMENDATION
The purpose of this research is to enhance the compensation, incentives, and benefits plan of
China Bank by conducting a comparison with what they currently offer and what their employees think
about it. Since the goal here is to see if the employees are satisfied, it would be great to also see if the
amounts offered to them are at par with all the aforementioned three theories on compensation (i.e.:
reinforcement and expectancy theory, equity theory, and agency theory). By doing so, the company
would be a step closer to its goals of satisfying and motivating its employees. But why is it important that
employees get the appropriate pay?
As mentioned by Leonard (2019), compensation is crucial to a company’s employees because of
four reasons.
Attracting top talent. Since employees know how much their work and position is valued at, it is
important to ascertain that what they will receive is at least at par with such factors. A possible
recommendation is to research on the salaries and benefits given by the company’s competitors to create a
“benchmarked” amount.
Increased employee motivation. Employees must always feel that they are valued in the company
as this boosts their morale. A good way to do so is to offer bonuses or commissions. Once this is done,
the employee would be more willing to render their work better because of this motivation.
Boost employee loyalty. It can be deduced that once an employee is paid well and happy, it is
likely for them to remain in the company. In the perspective of the company, this saves them the time,
money, and energy in looking for other candidates for the same position.
Increased productivity and profitability. As mentioned earlier, it is important to keep employees
motivated and loyal, because once this is the case, there is no doubt that a company would be productive
and efficient.

Job satisfaction so people stay. For the employees to have a strong job satisfaction, pricing
compensation properly. This will eventually tie up with the aforementioned reasons, which will surely
allow the company to succeed (Leonard, 2019).
Meanwhile, McQuerrey (n.d.) states that incentives must be well-defined, feasible and valuable to
the workload of an employee for it to be effective. The following are the reasons why incentives are
important.
Motivational tool. If the employees are made aware of the incentive plan set by the company,
they would feel that their efforts are acknowledged and rewarded. This can help not only in lessen the
need to look for new candidates for a job, but also this instills motivation in employees to keep pushing
themselves to be even more productive at work.
Promoting teamwork. This applies to incentive plans allotted for teams or groups. By allowing
employees to collaborate with each other, it creates an atmosphere of teamwork and peer pressure (i.e.: to
perform better).
Morale boosters. As previously established, monetary rewards such as incentives increases job
satisfaction. Such satisfaction stems from this morale of encouragement employees get in the company,
which in effect decreases turnover and absenteeism.
Service levels. Given an incentive plan, employees tend to deliver a better service since they
would have set a mental goal to meet the standards of the said plan. Once achieved, it encourages repeat
business, customer satisfaction, positive word-of-mouth and enhanced company reputation (McQuerrey,
n.d.).
With all these taken into consideration, there is no doubt that a company’s employees – China
Bank’s, in particular – would definitely feel valued and inspired to keep excelling at their field of work.
REFERENCES

1. Aaronson , J. A. (2019, September 16). The Distinction Between Benefits and Incentives.
Retrieved from http://www.aboutemployeebenefits.co.uk/distinction-between-benefits-
incentives.html.
2. Assignmentpoint.com. (2017, November 30). Advantages and Disadvantages of Incentive Plan.

Retrieved from https://www.assignmentpoint.com/business/management/advantages-and-
disadvantages-of-incentive-plan.html.
3. Business Jargons.com. (n.d.). Theories of Compensation. Retrieved from

https://businessjargons.com/theories-of-compensation.html?
fbclid=IwAR3g755YPRqvQctOa5cRkPz86vFctaN54WQmy9ERDE8GcuqCRbezc_tnEY8.
4. Chanrobles.com. (n.d.). ACT NO. 3428. Retrieved from

http://www.chanrobles.com/acts/actsno3428.html?fbclid=IwAR0gf-
LCdVXMmNebSdkhxhIPxuBjA0EQE_h9OKRZWsRazdk7UQqkoxbEahA.
5. Chinabank.ph. (n.d.). China Banking Corporation - Company Profile. Retrieved from

https://www.chinabank.ph/about_china_bank.aspx?title=Company
Profile&fbclid=IwAR1xbQ3oqgdloRQbnqEAMV8MLsFMGgG8T-
q90vpAgYfqYjvoRrL7SvdEItE.
6. Glassdoor.com. (n.d.). China Bank Salaries in Philippines. Retrieved from

https://www.glassdoor.com/Salary/China-Bank-Philippines-Salaries-
EI_IE480320.0,10_IL.11,22_IN204.htm.
7. Glassdoor.com. (2019, August 6). China Bank Employee Benefits and Perks. Retrieved from
https://www.glassdoor.com/Benefits/China-Bank-Philippines-Benefits-
EI_IE480320.0,10_IL.11,22_IN204.htm.
8. Lawphil.net. (n.d.). REPUBLIC ACT No. 4119. Retrieved from

https://lawphil.net/statutes/repacts/ra1964/ra_4119_1964.html?
fbclid=IwAR1PjRWafyOj7OOvdIXZ164DIrT-lZVRUAINxWaM5yCrAtopFYjH-W2krk4.
9. Leonard, Kimberlee. (2019, March 01). Importance of Compensation in the Workplace. Small
Business - Chron.com. Retrieved from http://smallbusiness.chron.com/importance-compensation-
workplace-38470.html

10. Mbaskool.com. (n.d.). Compensation Definition: Human Resources (HR) Dictionary. Retrieved
from https://www.mbaskool.com/business-concepts/human-resources-hr-terms/6747-
compensation.html.
11. Mbaskool.com. (n.d.). Compensation Plan. Retrieved from https://www.mbaskool.com/business-

concepts/marketing-and-strategy-terms/14861-compensation-plan.html.
12. McQuerrey, Lisa. (n.d.). Importance of Incentive Plans. Small Business - Chron.com. Retrieved
from http://smallbusiness.chron.com/importance-incentive-plans-75495.html
13. Reynolds, J. (n.d.). 15 Questions You Need to Ask in Employee Satisfaction Surveys. Retrieved
from https://www.tinypulse.com/blog/questions-for-employee-satisfaction-surveys?
fbclid=IwAR2PY1nYG6yp2e0MFQEEU22J5QOGKCz5DWtao2Zd6bMZ2FmWpToVUGzW6T
E.
14. So Go Survey.com. (n.d.). Retrieved from https://www.sogosurvey.com/survey.aspx?

k=SsWUYTsQSVsPsPsP&lang=0&data=&fbclid=IwAR1-UT-
5uGuC4guHZ_0_MOW1fWuGOqhBB8WNXhPxwdXVu6Kkkwk94lF6uDg.
15. Surveyonics.com. (n.d.). Salary Satisfaction Survey. Retrieved from

http://www.surveyonics.com/Survey/salary-satisfaction-survey.aspx?
fbclid=IwAR2ch1ojArMkTt3Lpjm0B43SFHtOWJRogVw4pKdl1fd8YLLDIvDs-UDwykA.

APPENDIX A
Curriculum Vitae
CHUA, PATRICK JULIAN S.
Major in Management
College:
- Chiang Kai Shek College [2018-present]
High School:
- Chiang Kai Shek College [2012-2018]
SEMINARS ATTENDED
2019 Financial Literacy by Sheena Keh Lorenzo (CKS College Narra Campus)
2018 “How to Survive the Business World” (CKS College Narra Campus)
SKILLS
 Communication skills
 Computer skills
 Interpersonal skills
 Decision Making skills
2018 - present Junior Management Society (member)

 Gender: Male
DONG, HUAEN @MONALISA TANG

College:
- Lyceum of the Philippines [2016 – 2018]
High School:
- St.Peter the Apostle School [2012 – 2016]
SEMINARS ATTENDED
2019 Go Negosyo Sign Up Summit 2019: Lahat Angat sa Digital (World Trade Center)
“How to Survive the Business World” (CKS College Narra Campus)
7th Global Youth Summit (<all of Asia Arena)
Marketing Innovations (CKS College Narra Campus)
ACHIEVEMENTS
College:
- Dean’s Lister [SY 2018-2019]
SKILLS
 Oral and Written Communication (Including Chinese)
2018 – 2019 Junior Marketing Association (member)
 Birthdate: January 4,1999

 Gender: Female
FLORES, JOHN ANGEL NICOLE L.
College:
High School:
- Chiang Kai Shek College [2015-2018]
- Philippine Buddhacare Academy [2012-2015]
- Philippine Chen Kuang High School [2011-2012]
SKILLS
 Research
 Leadership
 Volunteering
 Accounting
Present Student Executive Council (Treasurer)
 Gender: Male
SIA, NICOLE ANNE L.
College:


- University of Santo Tomas [2015 – 2016]
High School:
- Philippine Cultural College [2011 – 2015]
SEMINARS ATTENDED
Rotaract District Leadership Training 2019 (Elorde Sports Center)
Rotaract Presidents-Elect, Secretaries-Elect Training Seminar (De La Salle
University)
MadWorld: Unravelling the Art of Influence (MOA Arena)
Marketing Innovations (CKS College Narra Campus)
2018 Marketing on Fleek: What Runs the Millennial World (University of Santo Tomas)
Stock 101: Technical Analysis of Stock Market (CKS College Narra Campus)
Stock 101: Intro to Trading Psychology and Stock Market (CKS College Narra
Campus)
The Future is Now: Technological Advances in Human Resources (University of
Santo Tomas)
Assimilating the Amended Income Tax Law (CKS College Narra Campus)
A Grasp on TRAIN Law for Business Organizations (CKS College Narra Campus)
Digital Marketing Platforms: A Game Changer (University of Santo Tomas)
ACHIEVEMENTS
College:
- CKS College Student Research Colloquium Presenter [April 4, 2019]
- Dean’s Lister [Second Semester, SY 2018-2019]
SKILLS
 Research
 Leadership
 Volunteering
 Accounting
2018 - present Junior Marketing Association (Secretary)
2019 – present Rotaract Club (Secretary)

2018 – 2019 Junior Marketing Association (member)

2018 – 2019 Rotaract Club (Professional Development Director)
2016 – 2018 Junior Philippine Institute of Accountants (member)
2016 – 2017 CKSC Invictus (contributor)
2016 UST College of Science Journal (contributor)
2015 – 2016 UST Microbiology Society (member)
 Birthdate: August 8, 1998
 Gender: Female
VALENCIA, BERNARD JAMES O.

Major in Management
College:
Senior High School:
- Philippine Cultural College [2016 – 2018]
High School:
- Philippine Cultural College [2013 – 2016 ]
SEMINARS ATTENDED

Global Youth Summit ( MOA Arena)
SKILLS
- Microsoft Word
- Microsoft Powerpoint
- SAP Business One System {Computerize Bookkepping}
2018 - present Junior Management Society ( P.R.O.Internal)
 Birthdate: September, 10, 2000
 Gender: Male
YEUNG, ALEXANDER Y.
Major in Management
College:
- Chiang Kai Shek College (2018-present）
Senior High School
- Chiang Kai Shek College (2017-2018)
High School
- Chiang Kai Shek College (2013-2016)
SEMINARS ATTENDED
“Financial Literacy” by Sheena Keh Lorenzo
“Empowering the Millennial Generation for Equality, Justice, and Human Divinity”
SKILLS
- Oral and Written Communication (English, Chinese, Filipino)

- Research
- Microsoft Office
2018 - present Junior Management Society (member)
 Birthdate: April 2, 1998
 Gender:Male
APPENDIX B
Survey Questionnaire

ABOUT THE EMPLOYEE:

Name (optional):
Age:
Gross Monthly Income:
Department:
Position:
Present Job Responsibilities:
Length of Stay in the Career:

Length of Stay in the Company:
ABOUT YOUR JOB:

5 4 3 2 1
Strongly Agree Neutral Disagree Strongly
Agree Disagree
1. I have received the training I
need to do my job.
2. My job responsibilities are
clearly defined.
3. My job utilizes my skills and
abilities as much as it could.
4. The work is evenly distributed
across the department.
5. The amount of work expected
of me is reasonable.
6. I feel valued for my
contributions to the company.

7. The managers value my

feedback.
8. I am happy with my work
environment.
9. The company offers adequate
opportunities for promotions
and career development.
10. I plan to continue working in
the company for the next three
years.
OVERALL SATISFACTION
How satisfied are you 5 4 3 2 1
with: Very Satisfied Satisfie Neutral Unsatisfied Very Unsatisfied
d
1. Your pay?
2. The benefits offered?
3. Process used to
determine annual
raises?
4. Career progression in
the company?
COMMENTS AND SUGGESTIONS:
SOURCES:
 Reynolds, J. (n.d.). 15 Questions You Need to Ask in Employee Satisfaction Surveys. Retrieved from
https://www.tinypulse.com/blog/questions-for-employee-satisfaction-surveys?
fbclid=IwAR2PY1nYG6yp2e0MFQEEU22J5QOGKCz5DWtao2Zd6bMZ2FmWpToVUGzW6TE.

 So Go Survey.com. (n.d.). Retrieved from https://www.sogosurvey.com/survey.aspx?

k=SsWUYTsQSVsPsPsP&lang=0&data=&fbclid=IwAR1-UT-
5uGuC4guHZ_0_MOW1fWuGOqhBB8WNXhPxwdXVu6Kkkwk94lF6uDg.
 Surveyonics.com. (n.d.). Salary Satisfaction Survey. Retrieved from http://www.surveyonics.com/Survey/salary-
satisfaction-survey.aspx?fbclid=IwAR2ch1ojArMkTt3Lpjm0B43SFHtOWJRogVw4pKdl1fd8YLLDIvDs-UDwykA.
PERFORMANCE APPRAISAL AND EMPLOYEE RELATIONS
I. Introduction: How, Where, Why, What and Who?
There have been problems going through different companies, especially when it comes
to human resource department on choosing the right employee for the company. Two of the main
problems that the Human Resource Department experience are the employee’s performance appraisal and
employee relations. The researchers will be conducting a research about the performance appraisal and
employee relations of Sky Dragon company. It is a private company about online gaming and
entertainment mostly for Chinese people.
The researchers will be conducting a qualitative study regarding the importance of

Performance Appraisal and Employee relations to all managers of the company. Under one manager of
each department there are seven leaders, the leader will evaluate the performance of each employee and it
will then be submitted to their manager. The employees are evaluated weekly, and if an employee had a

bad performance, he or she will automatically be dismissed. The type of industry that the researchers
chose to conduct their study is an entertainment business. The reason why the researchers chose to
conduct the research on an entertainment industry because according to a manager from the company:
“Having bad relationship between the managers and the employees have a high possibility that they will
not be able to work efficiently due to missed communication, employees also should be daily evaluated in
order for them to maintain good performance. Unproductive and laziness can cause huge problem within
the company if the employees will not be evaluated by their performance. Having bad performance will
reflect the work and output of the company’s business.” The researchers have conducted this research to
further explain how employee relations affect the working conditions and how to strengthen the
relationship between the employer and the employee by identifying and resolving work issues. Also, to
discuss about the effectiveness and productivity of an employee’s performance, how it helps guide
decision-making with employment actions, personnel planning and training and development.
II. Review of Related Literature
Performance Appraisal:
Why is Performance Appraisal important?
Employee and Job Performance Management
The most commonly referred objective of performance evaluations is to provide the

workers with feedback on how well they meet their expectations and standards. Appraisal reflects a prime
chance to offer criticism to employees productively on aspects of enhanced performance. The interviewer
should create specific suggestions on how to improve and how leadership and the firm itself can assist the
workers to achieve the objectives set in the assessment to bring the best of this chance. (Sisk, 2018)
It’s very important to choose the appraisal process as an opportunity and support the
worker’s strengths and areas of excellence. Workers who constantly or overwhelmingly exceed
benchmarks must be rewarded for their additional efforts. (Sisk, 2018)
Employee Career Development
Most workers are not planning to remain in their present positions. Instead, workers
choose to advance and take more accountability by promoting and advancing careers. A well-structured
worker appraisal method provides a precious chance for the employer to help those workers who are
willing for bigger difficulties. This advantages the company itself as it enhances the faithfulness and
engagement of employees. Use the appraisal process to define the career objectives of the employee and

to schedule for future career development such as extra training, extension courses or new projects. (Sisk,
2018)
Opportunity to provide feedback
The significance of performance appraisals is not restricted to provide the worker with
feedback. It is also a special chance for the firm to enable the worker to provide insight through the
appraisal interview. (Sisk, 2018)
The performance appraisal is very important in the organizations. If there's no system for

performance appraisal, an organization cannot have a clear understanding of its current scenario, so it
definitely can't get the direction and objectives for future improvement and the firm's situation will be
risky. If the performance appraisal system is full of error, it may direct the organization in the wrong
direction of resource inputting, resulting in a loss of long-term competitiveness by the organization. (UK
Essays, 2016)
The importance of performance appraisal to organization is mainly reflected in three aspects:
1. Performance of employees has a huge effect on productivity and competitiveness of the organization. It
can be measured from the outcome of the work, work action and work attitude of employees. (UK Essays,
2016)
2. An important indicator of personnel decisions is by Performance appraisal result. Performance

appraisal offers important credit when an organization makes personnel decisions, such as promotion or
demotion, salary adjustment, etc. (UK Essays, 2016)
3. Proper performance appraisal results to better staff management. It means that a firm can do better
appraisal of staff performance, which results in more reasonable compensation and incentive. It is also
mean that a firm will be able to provide more assistance to the staff since performance appraisal can
discover employees ' ability and assist them to understand clearly on what they should do to achieve
expectations better. (UK Essays, 2016)
7 REASONS WHY YOU SHOULD BE CONDUCTING PERFORMANCE APPRAISALS MORE

OFTEN
1. Make your people feel valued
In order to make the employees feel satisfied, they need to feel they are worth to produce
good work. An honest feedback is the best way to address the employees regarding their work
performance so that it will motivate them to do better and better. Employees really love frequent praise

and appreciation. Letting them see that the manager is very aware of the excellent work that they're doing,
they will help the manager back by working harder on their work. (Fawcett, 2016)
2. Set new goals
The most productive employees are those that who have already set high goals and not
giving up in their pursuit of goals. "During the appraisal, setting achievable objectives helps motivate
staff and empower them. (Fawcett, 2016)
3. Resolve grievances
Managers are always too busy in the daily routine to attain understanding into to the state
of mind of an employee. Performance appraisal is the best way to tackle any concerns that you or the
employee have. (Fawcett, 2016)
4. Strengthen bonds
It is very significant for the unity of the team as well as overall productivity that
managers have good connection with their team. (Fawcett, 2016)
5. Refocusing your team
Appraisal can be used to assist in communicating your vision to squad members. It’s also
an opportunity to manage employees’ promotion expectations. (Fawcett, 2016)
6. Oversight on current projects
As a super busy manager, it can be very hard sometimes to adopt a camera view of on
progress projects An appraisals are a good opportunity to step away from the large amount of everyday
activity and work and reflect upon the overarching direction your team is heading in. (Fawcett, 2016)
7.Assess the training needs of your team
Different employees within the team have different strengths. By using the appraisal
system, it will help evaluate the weaknesses of your staff and defining regions where extra training and
help may be required. Letting the team know that the manager is thinking about their development, it will
inspire a mindset of aspiration, in turn of making business more efficient and inspiring. (Fawcett, 2016)
Companies that uses Performance Appraisal effectively
The CEO of Accenture, Pierre Nanterme has spent his 32 years working with the
company. After growing and developing his ways in the company, he has been sick and tired with the old

generation’s style of performance appraisal. He describes the old style to be “quite boring and simple”
while today’s performance appraisal system to be innovative and efficient. His argues that performance
appraisals should be done in an ongoing basis and not annually because he quotes that “Nobody’s going
to wait for an annual cycle to get that feedback. Now it’s all about instant performance management.”
Because of that, it further increases employee motivation/morale and efficiency inside the company. He
proposes that it should be done in monthly instead of doing one performance review every year.
Furthermore, he wants to change the game by eliminating force rankings in a company because it only
gives them limited outcomes at the end of the day. His style of evaluating his employees would be as he
quotes “We’re going to evaluate you in your role, not vis a vis someone else who might work in
Washington, who might work in Bangalore. It’s irrelevant. It should be about you. How are you
performing now, and do we believe you are prepared to move to another role? We are getting rid of all
this comparison with other people.” (Cunningham, 2015)
At the start of March 2012, after the completion of the company’s annual review,
everything changed when I, Donna Morris, senior vice president of customer and employee experience,
said to the public that traditional performance reviews should be phased out by the company. After that
incident, I talked with my executives and posted a blog regarding my thoughts about the changes in the
performance process. Days later, I receive tons of feedback from hundreds of Adobe employees,
supporting my idea and giving their own suggestions about the changes that needed to be done in the
company. As months passed, I lead the idea with an international group filled with more than 10
individuals that compromised from Vice President to senior manager across all branches and departments
to create a new performance process that we called “Check-In” and demonstrated to all employees from
different branches. Unlike the previous process, this process was a two-way system between upper
management and employees. It includes the following:
 Planning written expectations at the beginning of the year, which will be reassessed regularly.
The company promises to hold quarterly meetings at a minimum. It is used as a goal-setting
standard for employees to focus and maximize their job performances.
 Providing real time feedback through the course of the year. This is done so that the right mindset
and standards can be reinforced.
 Erasing all instructions around time. Methods and written reviews.
 Ensuring a budget for salary raises and equity grants, which happens at a annual process in the
Rewards Check-In, this is implemented so that upper management and leaders can adjust awards
based on their decisions and judgements. There are no ratings, rankings or awards required during
this process.

After these changes were made during 2012, positive effects begin to set for Adobe.
Based on the outcome of the employee surveys, a result of 70-80%, that employees were aligned with the
company’s expectations, received continuous feedbacks from their performances and expressed that their
managers are generous when it comes to feedbacks too. (Morris, 2016)
Reviews of success would not only reflect on how well workers worked, but also on how
they interacted with their colleagues. Employees now needed to demonstrate how they used to exploit
their colleagues ' perspectives and suggestions, and how their efforts had an effect on others '
performance. (Impraise Blog, 2016)
In turn, Microsoft will implement a system based on the skills and competencies of the
worker. Employees will receive real-time feedback through a process called "Connects," which would
help them learn, develop and concentrate on their strengths and key areas of learning. This flexibility
helped managers throughout the year to address quality and progress. Microsoft committed to helping
workers with their professional careers with' Connects.' A full range of job opportunities are being
provided to workers today to help them meet their personal goals. Employees now have the opportunity
either to go deep into their field of expertise or to explore other business opportunities through other
business functions. (Impraise Blog, 2016)
Advantages of Using Performance Appraisal
A performance appraisal is an evaluation done on an employee’s job performance over a

specific time. It is what could be compared to a report card on a worker and how their administrator
surveyed their presentation over the earlier year. Any individual who has worked in more than one
division or at beyond what one association can verify the way that not all presentation evaluation
procedures are the equivalent. (Lotich,2018)
Advantages of performance appraisal
1. Documentation
2. Structure
3. Feedback
4. Annual Planning
5. Motivation

In terms of documentation, a performance appraisal provides an archive document of employee

performance over a particular timeframe. It is a piece of paper that can be set in a representative
document. Furthermore, in structure process it creates a structure where a manager can meet and discuss
performance with an employee. It forces the uncomfortable conversations that often need to happen.
(Lotich,2018)
In terms of input, the employee hunger for criticism, and this procedure permits a director the chance to
furnish the representative with feedback about their presentation and examine how well the worker
objectives were cultivated. It likewise gives a chance to examine worker advancement openings. While in
annual Planning, it gives a structure to thoroughly considering and arranging the forthcoming year and
creating worker objectives. In terms of motivation, the process should motivate employees by rewarding
them with a merit increase and as part of a comprehensive compensation strategy. (Lotich,2018)
Performance appraisals’ major focus on improving the performance of the employees as

it analyses and evaluates the opportunity factors like social process and technology. It helps determine
who need more training as it gives information regarding the strengths and potentials as well as
weaknesses of the employees. It also detects employee deficiency and suggests on corrective measures to
be taken. Furthermore, performance appraisal also helps the management determine which employee is to
be promoted, transferred or rewarded. In conclusion, performance appraisal serves as a tool for the
employees’ career planning and development as it assists in preparing each employee’s SWOT analysis.
(Regoli, 2017)
The performance appraisal is an essential part of the human resources department's

contribution to an organization. An advantage of an appraisal may not only eliminate behavior and work-
quality problems, but also can motivate employee to contribute more. The performance appraisal is the
best opportunity to address long-term. Not only does performance appraisal provide the employee with an
opportunity to be of greater use to an organization, but also make employee feels pleased and valued.
Lighting the way toward a successful career path inspires loyalty and stability and can improve the
bottom line, especially when the employee's first concern is the health of the business. In terms of
Improving decision-making ability, performance appraisal also provides a framework when making
decisions about compensation and layoffs. If the organization becomes the unfortunate party to a lawsuit,
the performance appraisal can support claims. As a result, the effective use of performance appraisals
helps an organization operate efficiently and with focus. (Bigelow, 2019)
Factors Affecting Performance Appraisal

Performance appraisal is the most important factor that pushes employees to give in more
extra effort in their jobs daily. It is done to oversee the performance of the employee and give
compensations accordingly. Although it may not sound as exciting for employees who have not reached
the expectations, nonetheless, it helps in revising the salary and setting goals for the employees. One of
the factors that can affect performance appraisal is the performance. All companies wish to maximize its
profits, and this depends on how employees achieve it. With great contributions, employees can receive a
raise in salary, and as for employees who have not performed well will not be favorable for the company.
Second factor is teamwork. There will be a high possibility for employees who lack teamwork and
spreads negativity in the workplace to have a hard time during their appraisals. Another factor is the
attendance and punctuality for frequent absenteeism can have a great impact on one’s appraisal. And once
an employee lacks tardiness, the manager’s perception will develop a negative image of the employee.
Assertiveness and motivation are also one. The desire of employees to perform good are highly looked
upon by managers, respected by the organization, and are rewarded for their efforts. Lastly, knowledge
can be a great factor in affecting performance appraisal. An employee’s ignorance about the products or
services of the company he/she is in can lessen customer experience and degrade the company’s
reputation. (Pandita, 2019)
Problems with Performance Appraisal
Performance appraisal is done time to time by managers. However, problems may also
occur in doing the appraisal. Problem such as compare or contrast error is commonly seen in many
companies wherein employees are being compared to each other. When a manager starts to compare, it
will be difficult to have a fair review for each employee have their own strengths and weaknesses.
Another mostly encountered problem by managers is the halo effect (a.k.a. horns effect), bias, and
stereotyping. As a manager, it is important to set the personal feelings aside in order to maintain
consistency and achieve the best results. Recency effect is another problem where managers base the
appraisal results on the achievement of an employee before the assessment which is actually unfair for
some and can give inaccurate results. While leniency and severity tendencies can be a common problem
in which managers either give all employees too high or too low appraisals, attribution error may be the
trickiest problem for in this case, managers assume the cause of an employee’s behavior and letting the
assumption influence the judgment. (Bhasin, 2017)
Employee Relations:
Why is Employee Relations Important?

In the article of Why a Strong Employee/Employer Relationship Is Important. It stated

that the employee relation can affect the growth and success of company. Good employee relation is
important and it gives benefit to the company. It says that employer should invest in employee network. A
leader should build good relation with employees because leader is a model of employee success.
Employer should invest in employee network in order for them to build loyalty and employee morale.
Leader should also encourage networking inside and outside the workplace, this is for the employee to
confident in their career goals. They must understand that even professional relationships are not always
mutual and should avoid such negative communication. When employees form alliances with other
people who are supported on the network, they can earn and learn loyalty, which is first obtained from the
employer. Another thing that employer should do is to broaden the scope of employee experience. Don’t
let employees feel bored with their work. Allow the employees to challenge their knowledge. Teach
employee how to do the job of a good leader in order for them to develop the skills. Expanding the scope
of employees' experience allows them to prepare for the next phase of their careers. They will not live up
to expectations and will not feel that their ambitions are ignored by their trusted employers. A strong
employee/employer relationship is critical to the success of the organization. When your employees are
doing their jobs, achieving new goals, or successfully completing their work, they can be rewarded by
networking opportunities. For the employee to put their full effort in job. (Craig,2017)
According to the article of Why Employee Relations are Important in an Organization?. It

stated that the significance of relation between employees and employer in organization is very important.
This is also the key for the organization to be success. The result of good relationship between each other
is also beneficial. It says that if there is a strong relationship in the workplace, it will increase the
productivity and efficiency of the workers. There are some benefits of having a strong employee relation
in an organization. It can increase the loyalty among employees. As the loyalty of employees increase,
there is a chance that employee’s retention will also increase. This will have benefit for organization in
the long run. For most companies with long-term turnover, it often leads to a lot of trouble, so a strong
employee relationship must be established. By increasing the loyalty of employees, one should motivate
their employees. Don't let employees think you are difficult to get along with, always motivate them as
mush as possible. As you motivated them, loyalty will increase. Thus, this creates a good working
environment. If there is a strong employee’s relation, it is better for the overall organization. When the
relationships are great, employees tend to be more satisfied and end up more productivity. (Majumder,
2017)
According to the article of “18 Surprising Employee Relations Statistics” It stated that
bullying and harassment, especially the employee relation can lead employees to leave the company. It

says that 48% of employees report to human resource manager that they experienced abuse at work, but
the human resource manager will just spend at least 24% of their time solving employee relationship
issues. There are also some issues that happen in the work place, such as only 12% of US employers take
action to eliminate bullying in the workplace. 25% of workplace bullying cases has not been investigated.
66% of workers said that their employer has an impact on their job. 48% of American worker report that
they have experienced abuse at work. Human resource manager spend 24%- 60% of their time solving
workplace conflict. Nearly 60% of human resource manager have discovered violent incidents due to
workplace conflict, 22% of employees are less likely to work because of employee relation. To prevent
employee relation to happen in organization, do not ignore what employee want to express and staying
organized is a key (Muller, 2014).
Advantages of Employee Relations
Based on the article of “The advantage of good employee relations”. It stated that
employee’s relation can affect the progress of company. Good employee relation may also have positive
working efficiency. There are several advantages when the business has good employee relations.
Employees who have strong relationship with their employer tend to increase their working efficiency
and capabilities of work. They will do their best to participate in the company’s project. With this, it can
help your organization grow. One of the advantages of good employee relation is it can reduce the
absenteeism of employees. If one company is full of stress and conflict, this kind of situation can increase
the absenteeism of employees and the condition of company will getting worse. If one company also has
good employee relation, it can increase the revenue of one business. If there is a good employee relation
in the workplace, they will do an excellent job and high job performance. Companies should manage
employee relationships in a good way, if they ignore this, this can affect the prosperity and progress of
company. (Picincu, 2018)
Companies that use employee relations effectively
According to PayScale, 86% of Google employees say they are either extremely satisfied
or fairly satisfied with their job. As Google HR boss Laszlo Bock explains in his book, "Work Rules!" the
key to Google's success as a workplace is constantly innovating, experimenting, and keeping things fun.
"What's beautiful about this approach is that a great environment is a self-reinforcing one: All of these
efforts support one another, and together create an organization that is creative, fun, hardworking, and
highly productive," he writes. A major contributor to Google's unique work environment is all the
amazing perks the "Googleplex" has to offer. More than 64,000 Google employees can take advantage of
perks like free healthy and gourmet meals, laundry and fitness facilities, generous paid parental leave, and

on-site childcare. One employee in Mountain View describes Google as "a company that treats their
employees great and in return gets motivate and loyal employees." Employees also report that Google
allows them flexibility to work on passion projects and tap into their creativity. Google also encourages
its employees to become teachers and coach one another to help build a more creative, satisfied, and
intimate community of employees. (Enterprise Management 360, 2019)
Lytx is a spearheading pioneer in the innovation space, searching for approaches to

change driver conduct and make our streets more secure. They accept that their workers have the ability
to spare individuals' lives, so any reasonable person would agree that they pay attention to manager and
representative relations lovely. To keep everybody cooperating in agreement, Lytx puts resources into the
most recent innovation and procedures to help a gainful workplace. Moreover, there's a roomy on location
bistro, dry-cleaning administrations, and a hearty arrangement of coordinated effort instruments for
colleagues to utilize every day. (Enterprise Management 360, 2019)
The progressed and differed innovation from Symphony enables organizations to trade
pivotal data and substance through the web, utilizing cloud-based SaaS models. This business is about
correspondence, which additionally implies that they're flawlessly appropriate for conveying an awesome
relations procedure for their colleagues. Each individual from staff is urged to take responsibility for
explicit vertical that they're most intrigued by. This implies individuals have the opportunity to work in a
domain that they're genuinely enthusiastic about. The technique prompts more noteworthy pride in the
business, more grounded dependability from workers, and better execution generally speaking.
(Enterprise Management 360, 2019)
Problems with Employee Relations
In the article of “5 most common employee relation issues & how to handle them” it
stated that there are several employee relations issues that come up in the workplace. These kinds of
issues can accelerate into a big problem. The following five issues may happen in a small or big
company. First, the conflict management, conflict can occur in any kind of environment, especially in the
workplace. An effective way to manage conflict is critical to company’s continued health. One of the
biggest issues in workplace is how employees and employers talk to each other. If there is a conflict with
them or barrier in communicating, the conflict will get worse. This may lead to misunderstanding and
termination of team member. Employers should make a solution and do not ignore what employees want
to express. (Mintrefinch, 2017)
Next, the hour and wage issues, in some workplace there is an issue arise around payday,
this issue will appear is the reason that Human Resources department did not provide any time sheets or

attendance record, they ignore the employee’s hours of work or overtime working. To prevent this kind of
issues, company can consider using finger print service for them to calculate the hours that they work.
This helps employees to manage their own schedule by providing efficient way to do their task and avoid
overtime. Another issue that may happen is the safety in the workplace. To avoid employee’s injury or
accidents when they were at work, no matter in which industry, promoting a safety environment should
be in the priority. One of the employee relation issues also may be annual leaves dispute. Some of
employees did not know about their company’s leave policy and did not make use of leave management
software. This software can help employees talk to Human Resources department about their leave
request. Lastly, the timekeeping and attendance issue. This issue is common in the company. If company
provides software for attendance, this can reduce the chance of conflict between each other. (Mitrefinch,
2017)
III. Theoretical Framework
Figure 7.1
The researchers chose the theory of the Unitarist perspective, the organization is
regarded as an integrated and harmonious group of people with one loyalty culture. Specified
explanations are as follows. Such an organization attaches much importance to mutual cooperation.
Moreover, all employees within the organization share a mutual purpose. In addition, this perspective
similar to paternalism has a high requirement for the loyalty of all employees. The management of such
an organization is outstanding due to its emphasis and application. For this reason, it has been concluded
that trade unions are not necessary for the mutual exclusiveness of the loyalty between organizations and

employees. However, the conflict on employee relations is considered pathological and disruptive
outcome caused by interpersonal friction, communication breakdown, as well as agitators (Kaufman,
2016). Many companies should put effort in finding ways to keep their employees happy and productive.
Certain practices and activities are done to maintain the management body and employees as fruitful. This
course of action is called employee relations.
Another theory is the pluralism. In this theory, it is also said that workplace conflicts are
inevitable. Yet the difference between unitarism and pluralism theory is the assumption. The pluralism
states that employers and employees are two different groups wherein each have their own perspectives
and beliefs. Believers of this theory are most likely to be prone to conflicts. Only when the cause of
conflict is identified and accepted shall the believers regard the conflict as a healthy organizational
activity for through conflicts, employees express their grievances rather than keeping it within and
employers get the chance to look for another way of handling the issue. Lastly would be the marxism.
Marxism is based on the works of German philosophers Karl Marx and Friedrich Engels. This theory sees
class relations and social conflicts related to materialist interpretations. It is argued by the believers that
the unending class struggle forms the capitalist societies. The conflict grows as more organizations put
pressure to increase profits and reduce costs. Hence, salaries and wages decrease so as the number. (Hill,
2018)
Furthermore, the research is based on Behavioral management theory, it refers to the

analysis of how managers should act in order to motivate and encourage workers to perform at elevated
rates and to be dedicated of achieving organizational objectives. Tends to focus on how a manager should
personally manage to motivate employees It is important for our research because it helps the researchers
recognizing the human attitude in the workplace can improved productivity. (Upsi, 2015)
The Attribution Theory is aimed to help a person understand the origin of human
behavior, be it their own or that of another person. The basis of the attribution theory is that people want
to know the causes for the acts they and others are taking; they want to attribute causes of behaviors they
observe rather than believing they are random behaviors. (Reference for business, 2019)

Figure 6.1
The equity theory is developed by John Stacey Adams. It says that satisfaction is based
on a person's perception of fairness.
IV. Conceptual Framework
Input Process Output

1.Work Analyze the 1.Effectiveness of
Satisfaction variables through Employee
2. Employer to surveys, Relations
Employee interviews and 2.Reduces
Relationship others. Employee
3. Job Turnover
Commitment 3.Lessens conflict
4. Increase
Employee
Participation

Employee Relations
Figure 7.2
As this table shows, to measure employee relations, the researchers need to take in
account the variables such as work satisfaction, employer to employee relationship and job commitment
to analyze whether employee relation is effective inside a company. Based from the theoretical
framework, from a unitarist perspective, it is a must to put emphasis on the commitment and satisfaction
of the employees in order for the company to be effective. To analyze the variables, the researchers will
conduct surveys, interviews and others as a measurement for the variables. After conducting, the expected
outcome would be to establish how important performance appraisal when it comes influencing a
company’s growth and success.
Input Process Output

1. Employee Analyze the 1.Increases
Motivation variables Efficiency
2. Attribution through 2.Boosts
surveys, Productivity
3. Fairness interviews and
others. 3. Elevates
Employee
Morale
4. Improves
Employee
Performance
Performance Appraisal
Figure 6.2
As this table shows, the variables of a good performance appraisal system are employee
motivation, attribution and fairness. The inputs were based on the theoretical framework regarding
employee relations. The researchers will do surveys, interviews and others to analyze the factors that
influence performance appraisal. Lastly, after collecting the data, the expected output of this research

would be increasing efficiency, elevates employee morale, improves employee performance and boosts
productivity inside of a company.
V. Conclusion and Recommendation
All in all, the researchers would like to conclude that establishing good relationships with
the employees is beneficial for a company especially managers because by getting to know the
employees, it would help the managers assess the employee’s views about the company and maintain
bonds that would result to increase in productivity and eliminates barriers/conflicts between employer and
employees. As for implementing a good appraisal system, it helps managers in maximizing the
employees’ potential and improves employee morale.
The researchers recommend that companies should focus more on giving fair treatment to
their employees, to retain the company's employees they should give the benefits that they deserve for
them to earn their loyalty to the company. For them to be loyal, the company should be able to provide
the needs of an employee. In terms of benefits, the company should provide flexibility, comfortable
workplace, safety and assurance that they are working in a safe and legal company, for them to become
more motivate with their job. Furthermore, the researchers also recommended to encourage their
employees to participate with other job activities within the company, team buildings and team projects,
that way it can reduce their absentism and also increase the employee's job performance.
VI. References
Bhasin, H. (2017). “Problems With Performance Appraisal” Retrieved from

https://www.marketing91.com/problems- performance-appraisal/?fbclid=IwAR3JsKwf-Qwv-
99q6ytbo_VsIfv6lJFmRoA_0eCE8Sc4Fm_Af0MPGvjQuW8.
Bigelow, L (2019) “What Are the Benefits of Performance Appraisals to the Organization?” Retrieved
from https://smallbusiness.chron.com/benefits-performance-appraisals-organization-15409.html
Craig, W. (2017). “Why a Strong Employee/Employer Relationship Is Important” Retrieved from

https://www.google.com/amp/s/www.forbes.com/sites/williamcraig/2017/09/20/why-a-strong-
employeeemployer- relationship-is-important/amp/
Cunningham, L. (2015) “Accenture CEO explains why he’s overhauling performance reviews” Retrieved
from https://www.washingtonpost.com/news/on-leadership/wp/2015/07/23/accenture-ceo-explains-the-
reasons-why-hes- overhauling-performance-reviews/

Enterprise Management (2019) “Top 10 Companies with the Best Employee/Employer Relation”
Retrieved from https://www.em360tech.com/business_agility/tech-features-featuredtech-news/
employee-employer-relations/
Expert Program Management (2018) “Equity Theory – Keeping Employees Motivated” Retrieved from
https://expertprogrammanagement.com/2017/06/equity-theory/
Fawcett, G. “7 REASONS WHY YOU SHOULD BE CONDUCTING PERFORMANCE APPRAISALS

MORE OFTEN” Retrieved from https://social.hays.com/2015/08/31/7-reasons-why-you-should-
be-conducting-performance- appraisals-more-often/
Hill, C. (2018) “Theories of Employment Relations” Retrieved from

https://www.myassignmentservices.com/blog/theories- of-employment-relations/
Impraise Blog (2016) “Microsoft Throws Stack Ranking Out The Window” Retrieved from
https://blog.impraise.com/360-feedback/microsoft-throws-stack-ranking-
out-the-window
Lavoie, A. (2017) “Factors Damaging Employee Relations, As Defined by Industry Experts” Retrieved
from https://www.entrepreneur.com/article/292897?
fbclid=IwAR346PZiyMnMvpfB1z4oeDp8ReAioQ2ZGl5ryC_J40xS P8DmiinKaRUbc6Y.
Lotich, P. (2018) “Advantages and Disadvantages of Performance Appraisal” Retrieved from

https://thethrivingsmallbusiness.com/advantages-and-disadvantages-of-performance-appraisals/
Mitrefinch (2017) “5 MOST COMMON EMPLOYEE RELATIONS ISSUES & HOW TO HANDLE
THEM” Retrieved from https://mitrefinch.com/blog/employee-relations-issues-handle/
Morris, D. (2016) “Death of Performance Review: How Adobe Reinvented Performance Management
and Transformed its business” Retrieved from
https://www.adobe.com/content/dam/acom/en/aboutadobe/pdfs/death-to-the-performance-
review.pdf
Muller, D. (2014) “18 Surprising Employee Relations Statistics” Retrieved from

https://www.google.com/amp/s/www.hracuity.com/blog/18-surprising-employee-relations-
statistics%3fhs_amp=true
Pandita, R. (2019) “ Factors affecting Performance Appraisal” Retrieved from

https://workspirited.com/wha-are-factors- affecting-performance t -appraisal.

Pinicu, Andra. (2018) “The Advantages of Good Employee Relations” Retrieved from
https://bizfluent.com/list-6651408- advantages-effective-communication-skills.html
Reference for business (2019) “ Attribution Theory” Retrieved from

https://www.referenceforbusiness.com/management/A- Bud/Attribution-Theory.html
Regoli, N. (2017) “12 Advantages and Disadvantages of Performance Appraisals” Retrieved from
https://connectusfund.org/12-advantages-and-disadvantages-of-performance-appraisals
UK Essays (2016) “Importance Of The Performance Appraisal” Retrieved from

https://www.ukessays.com/essays/business/importance-of-the-performance-appraisal-business-
essay.php
Upsi (2015) “Management Theory” Retrieved from

https://www.slideshare.net/MdIbrahim1/management-theory-30036808?
fbclid=IwAR1uTuArxuWo8GRWfmZ5BDS8_dXEwaFEqxrVqdVBxvMSl5JisOgLuMQWia8
VII. Appendices
Survey:
Employee relations:
1. Is it important for managers to build relations within the workplace?
Respondent Total
Yes 21 70%
No 9 30%
Total 30 100%
There are 70% of respondent said that it is important for manager to build relations within the workplace
and 30% of them do not agree
2. Should managers take time out to get to know employees’ personality?
Respondents Total
Yes 12 40%

No 18 60%
Total 30 100%
There are 40% of respondent said manager should take time out to get to know employees personality and
60% disagree with that.
3. Should managers be able to play the role of a counsellor towards employees?
Respondents Total
Yes 12 40%
No 18 60%
Total 30 100%
There are 40% of respondent said manager should be able to play a role of a counsellor towards
employees and 60% of them said no.
4. Is conflict always a bad thing in organization?
Respondents Total
Yes 18 60%
No 12 40%
Total 30 100%
There are 60% of respondents said that conflict is always a bad thing in organization and 40% of
them do not agree
5. Do strong workplace relations between employees and managers have a positive effect on
organization?
Respondents Total
Yes 20 66.67%

No 10 33.33%
Total 30 100%
There are 66.67% of respondent said that strong workplace relations between employees and manager
have a positive effect on organization, 33.33% of them said no.
Performance Appraisal:
6. When performance appraisal is made in the organization?
Respondents Total
Monthly 11 36.67%
Quarterly 11 36.67%
Yearly 8 26.66%
Total 30 100%
There are 36.67% of respondent said that performance appraisal is made in the organization
monthly, 36.67% of respondent also said that performance appraisal is made in the organization quarterly
and 26.66% of respondent said performance appraisal is made in the organization yearly.
7. What is the objective of performance appraisal?
Respondents Total
Promotion 10 33.33%
Pay rise 8 26.67%
Assessing training and 12 40%

development
Total 30 100%

There are 33.33% of respondent said that the objective of performance appraisal is promotion,
26.67% of them said the objective of performance appraisal is pay rise and 40% of them said that the
objective of performance appraisal is assessing training and development.
8. Is there any conflict arise between employees after performance appraisal is made?
Respondents Total
Frequently 5 16.67%
Often 5 16.67%
Sometimes 13 43.33%
Never 7 23.33%
Total 30 100%
There are 16.67% of respondent said that conflict arise between employees after performance
appraisal is frequently, also 16.67% of them said often, 43.33% of them said sometimes and 23.33% of
them said never.
9. Are there any job expectation established before performance appraisal?
Respondents Total
Frequently 15 50%
Often 5 16.67%
Sometimes 5 16.67%
Never 10 33.33%
Total 30 100%
There are 50% of respondent said that job expectation established before performance appraisal
frequently, 16.67% of them said often, also 16.67% of them said sometimes and 33.33% of them said
never.

10. Who rates the performances?
Respondents Total
Superiors 11 36.67%
Subordinate 4 13.33%
Client 8 26.67%
All 7 23.33%
Total 30 100%
There are 36.67% of respondents said that superior rates the performances, 13.33% of them said
subordinate rates the performances, 26.67% of them said client rates their performances and 23.33% of
them said all of them rates their performances.
Interviews:
1. If you were to design your own appraisal system, how would you implement it?
2. Based from your experience, what problems have you encountered in terms of communicating with
your employees/ employers?
3. In your opinion, what do you think are the key aspects that influence employee relations in terms of
employee motivation?
4. From your perspective, what do you think are the basic functions of an effective performance
appraisal?

Wu, Hanz Willard A.

504 King’s Plaza Tondo, Manila
09175294298
hanzwu23@gmail.com
Birthday: July 31,2000
Age: 19 years old
Birthplace: Manila
Gender: Male
Height: 165.10cm
Weight: 58.96 kg
Mother’s name: Wu, Helen Agero
Father’s name: Wu, Chun Fang
Occupation: COO of Business

Kristine Hong
Celadon Park Felix Huertas Street Santa Cruz Manila
09171199999
Hongkristine03@gmail.com
Birthday: March 2, 2000
Age: 19 years old
Birthplace: Manila
Gender: Female
Height: 162cm
Weight: 48kg
Mother’s Name: Liza Shi
Father’s Name: Hong Zhuang Yan

Demi Tan
1249 Masangkay St. Sta. Cruz, Manila
09159298123
demitan04@gmail.com
Birthdate: March 30, 2000
Age: 19
Birthplace: Manila
Gender: Female
Religion: Buddhist
Mother’s Name: Grace Cua
Father’s Name: Dexter Tan

Yu, Kineth Nicole A.

860 F. Bahama st Sta. Cruz Manila
+639771087100
Kinethyu22@gmail.com
Birthday: December 22, 2000
Age: 18
Birthplace: Manila, Philippines
Gender: Female
Nationality: Filipino
Elementary: 2006-2012 graduated at Chiang Kai Shek College
High School: 2012-2018 graduated at Chiang Kai Shek College
College: 2018- -- currently studying at Chiang Kai Shek College

Gaw, Bryent Joshua N.

676 Florentino Torres Street Santa Cruz Manila
09668934774
bjgaw888@gmail.com
Birthday: August 24, 1999
Age: 20
Birthplace: Manila
Gender: Male
Height: 173cm
Weight: 53.5kg
Religion: Christian
Mother’s Name: Marilyn Gaw
Occupation: Housewife
Father’s name: Benjamin Gaw
Educational Background:
Grade school: Chiang Kai Shek College
High school: Chiang Kai Shek College
College: Chiang kai Shek College

Bernales, Ezechiel
629 T.mapua sta cruz manila
tian888226@gmail.com
Birthday : February 26 1999
Age : 19 years old
Birthplace : Metro manila
Gender : Male
Height : 179cm
Weight: 95kg
Mother’s Name : Lope D. Bernales
Occupation : Business woman
Father’s Name: Noel Opulencia
Occupation : deceased
Education background
College : Chiang Kai Shek College
Senior High School : Chiang Kai Shek College
Junior High School : Chiang Kai Shek College


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Chiang Kai Shek College Page |1

Chiang Kai Shek College

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Ivy B. Lim, DBA

Functions of Human Resource Management

TOPICS PAGE NUMBER

I. Workforce Planning and Selection 4

II. Selecting Process 17

III. Job Analysis 39

IV. Orienting, Training & Development 57

VI. Performance Appraisal & Employee Relations 106

Functions of Human Resource Management

Planning and Selection Conceptual Framework: Figure 1.2 8

Selecting Process Theoretical Framework: Figure 2.1 24

Selecting Process Conceptual Framework: Figure 2.2 24

Job Analysis Theoretical Framework: Figure 3.1 45

Job Analysis Conceptual Framework: Figure 3.2 46

Training and Development Theoretical Framework: Figure 4.1 64

Training and Development Conceptual Framework: Figure 4.2 67

Compensation Benefits Theoretical Framework: Figure 5.1 90

Compensation Benefits Conceptual Framework: Figure 5.2 91

Employee Relations Theoretical Framework: Figure 6.1 116

Performance Appraisal Theoretical Framework: Figure 7.1 118

Employee Relations Conceptual Framework: Figure 6.2 118

Performance Appraisal Conceptual Framework: Figure 7.2 119

Functions of Human Resource Management

PLANNING AND SELECTION

I. HOW IS PLANNING AND SELECTION ARE IMPORTANT TO HUMAN

Planning of HR management is important to all managers because it helps the

Human resource management is an organization’s department that focuses on everything

Functions of Human Resource Management

III. RELATED LITERATURE AND STUDIES

According to Petersen (2019), employee selection in human resource management is

Functions of Human Resource Management

According to Pratap (2017), Organizational success depends on having a appropriate

Functions of Human Resource Management

IV. THEORETICAL FRAMEWORK

Functions of Human Resource Management

The Attraction-Selection-Attrition theory implies that individuals are attracted to

Functions of Human Resource Management

 Company’s Productivity. Proper planning and selection has a positive effect to

Functions of Human Resource Management

The researchers also recommend that HR Managers must effectively use

L. Hordos (2019) In HR Why Is the Selection Process Important? Bizfluent.

Functions of Human Resource Management

1. Why do we need resource planning?

2. Why is careful selection important to your company?

3. Why is it important to have a recruitment and selection policy?

Functions of Human Resource Management

4. Why is planning essential for process of recruitment?

5. Why is it important to test select employees?

Alyssa Mae O. Angeles

Functions of Human Resource Management

Denis Anne Ghreay C. Ho

Functions of Human Resource Management

Kirk Raymond L. Chan

Functions of Human Resource Management