Bes Reviewer

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BES REVIEWER People are the organization’s most

critical and significant resource. They define the


Human Resource Management company’s performance capacity, culture, and
work attitudes.
“MANAGEMENT IS THE ART OF GETTING THINGS Recruitment (Function)
DONE THROUGH PEOPLE” – Mary Parker Follet This function provides more options and
more choices for requesting units.
A competency-based screening process
Human Resource together with a compensation and benefits
• Who do I Bring In? system that aligns all comparable positions in the
• Who do I Take Out? organization will support RECRUITMENT.
• Who do I Keep In?
• Who do I Develop? Routing (Philosophy)
• Who do I Reward? This presumes a company’s assurance of
opportunities for growth, and an individual’s
commitment to do a job excellently.
Basic (5MS)
1. Mobilizing Routing (Function)
2. Mentoring This function provides the proper
3. Motivating assignment and appropriate opportunities for
4. Measuring new and existing employees of the organization.
A well-articulated career and succession
5. Mixing & Matching
plan that identifies the vertical and horizontal
possibilities for advancement complements this.

Motivating
“Motivation is the willingness to exert
high levels of effort towards
organizational goals”. - Stephen P.
Robbins
Role: HRM as Employee Champion
Motivating People in Organizations,
Increasing Employees’ Productivity and
Contribution to the Organization.
Mobilizing
Empowering and energizing people to
• What is to be done?
create a conducive work environment and elicit
• How will it be done?
“best practices”
• Who will do it?
Role: HR as an administrative expert Retaining (Philosophy)
Linking HRM Systems with We must ensure that present employees
Administrative Policies, Processes and are made effective, their potentials are
Procedures that enhance Quality and reduce identified and realized, and they must be
costs. developed.
Designs and administers HR systems, Retaining (Function)
policies, and procedures to manage the This function develops and keeps
organization excellent performers.
How to retain great employees
Recruiting (Philosophy) • Communicate expectations clearly

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• Allow employees to use their talents and Our Company faces a competitive
skills market with changing needs. We must have the
• Provide a platform for employees to flexibility to provide new offerings, open and
speak their minds freely close venues, and redeploy our workforce.
• Make staff members feel appreciated Recycling (Function)
• Provide quality management or Provides flexibility to the organization by
supervision redeploying or reassigning employees to other
positions to enhance meaning and challenge in
Resonating (Philosophy) the workplace
There is a need for organizations to have A well-designed trigger and alert system
preventive care – that is, for building a able to detect early signs of indifference or non-
systematic monitoring of the organizational conformity is essential.
climate, its culture, norms, and practices.
Resonating (Function) Measuring
This function does two things: • Potential
preventive care or monitoring of the • Participation
organizational climate, and echoing the values, • Performance
beliefs, and best practices of the organization. Role: HRM as Strategic Partner In Strategy
Execution
Mentoring Human Resource Strategy aligned with
• Teaching Business Strategy.
• Coaching Strategic deployment of people to
• Advising execute strategy and achieve desired goals.
Role: HRM as Change Agent for Continuous
Transformation Reviewing (Philosophy)
Creating Corporate Culture to Attain The Company must continually find
Vision, Mission and Objectives. innovative ways to value contribution and results.
Strategic change management and the It must be in constant search for creative means
transformation of people to meet challenges to measure human capital and knowledge
resources.
Retooling (Philosophy) Reviewing (Function)
It is the Company’s commitment to This function finds innovative ways to
maximize the potential of its people and provide measure the contributions from employee
them the required knowledge, skills, performance including exemplary work achieved
competencies, attitudes, and values to attain beyond the call of their present assignments.
those potentials.
Retooling (Function) Rewarding (Philosophy)
This function bridges the “gaps” in If a company is to obtain the needed
competencies (knowledge, skills, and attitude) of contributions, it must reward those who make
new and existing employees. them.
It will focus on enhancing their The spirit of the company is made, in the
capabilities to execute their assigned strategies, last analysis, by the kind and quality of
programs, activities, and tasks so they can work recognition it makes on people decisions. They
efficiently and effectively to meet the desired affirm what an organization really believes in,
outputs, performance indicators, and outcomes. really wants, and really stands for.
Rewarding (Function)
Recycling (Philosophy) This function creates “STARS” in the
organization while accumulating reputation for

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performance and excellence inside and outside • Product
the organization. • Place
An attractive incentives, compensation, • Price
and recognition plan will increase the • Promotion
significance and value of this.
Operations
Mixing and Matching is the fulfillment of your promise/s to
• In order to accomplish their assigned your customer’s desired.
roles, teams must have the proper mix of • Product
individuals. The correct mix will depend • Place
on the required team outputs and • Price
outcomes. Teams need different types • Promotion
of people. They need good leaders and
followers, initiators and implementors, Operations Monitoring & Quality Control
extroverts and introverts, visionaries are likewise easier to do when the
and operators, entrepreneurial trend – sequence of operating activities follow a well-
setters and cautious controllers. designed and executed physical layout.

Operations Management Expectation of the customer is greatly


influenced by the promises made by the
Operations Plan marketing strategy of the firm and the
Is a plan that contains the specific details information disseminated by the competitors to
of a business operation, including production or the marketplace.
manufacturing, inventory, and distribution, to
name a few. Perception of the customer is greatly influenced
by what and how the product / service is
Methods delivered / rendered.
• The daily processes that a business
conducts. Depending on the type of The Four Equations
business, methods include 1. Expectation = Perception
manufacturing of a physical product, Customer expectation
rendering of services, product generated by the marketing strategy
distribution, and inventory management. (promise ) and the forces of competition
exactly equal what was delivered and
Manufacturing Elements how it was delivered.
• Inputs Expect customer to at least
are the ingredients or materials needed come back to be satisfied again
to manufacture a product. 2. Expectation > Perception
• Process When Expectation is greater
is the manufacturing or converting of than Perception, you have customer
inputs dissatisfaction.
• Output Expect customer not to come
is the result of a processed or back and talk about negative experience.
manufactured input. 3. Expectation < Perception
When Perception is greater than
Marketing Expectation, you have customer delight.
a promise to your customer

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Expect customer not only to • are equipment (soft or hard) needed to
come back and will tell other people manufacture a product
about their delightful experience.
4. Perception >> Expectation Equipment and Other Facilities (Hard Machines)
When Perception is much much • Delivery Truck
greater than Expectation, you have
customer surprise. Technology
When customer are surprised, • The tools and machines that help to
expect them not only to come back and solve problems or do new things.
tell other people about their surprise,
but also bring friends with them when Technology Application and Utilization
they come back. The enterprise itself must endeavor to
• Learn the technology
Distribution Method • Train its own people very well
is the step by-step process on how a • Take care of properly maintaining the
product will reach the customers. machinery and equipment (unless it can
economically outsource this function).
Distribution Channel
where the goods or services pass The enterprise managers and technicians must
through to reach the customers. understand how the technology works and how
it should be properly utilized.
Payment Process
How the importer will pay the exporter. The technology provider should be tasked to:
• Transfer all the relevant technical and
Manpower procedural information
• The labor force needed in business • Train the key operators of the
operations. Getting the right people with technology
the required skills, good attitude, and • Provide after-sales and maintenance
exceptional character will help the services
business reach its full potential. • Supply spare parts and continue giving
advisory services.
Manpower Requirements/Job Analysis
Enumerates all the positions needed to Telecommunication and Information
make the business operational. Job analysis is Technology
performed by identifying the Job Title, Job i. Laptop – this will be used to monitor
Description and Job Specifications for each orders and make reports and for
position. accounting, research, administrative
tasks, digital marketing, and online
Job Analysis banking.
• JOB TITLE is the name or nomenclature ii. Smartphones – Smartphones and
used for the position. similar gadgets will be used for
• JOB DESCRIPTION identifies the duties digital communication, mobile
and responsibilities of the position. applications, mobile marketing,
• JOB SPECIFICATIONS enumerate the teleconferencing, research, and
qualifications required for the position mobile banking.

Machines

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iii. Web sites and social media pages –
these will be created to promote the Financial Analysis
business online. Return on Investment
• ROI = Net Profit / Initial investment x 100
Socio Economic
• Used to describe the differences Payback Period
between groups of people relating to • = Total investment / Annual Net Income
their social class and financial situation.
(Cambridge definition) Break Even Units Formula
Break even units = Fixed costs / SP - VC
Socio Economic Impact
1. Reduce risks SP = Selling price per unit
2. Enhance our brand VC = Variable cost per unit
3. Create new business opportunities
Two phases of financial planning
The Socio-Economic Plan discusses in detail the Long term financial plan
benefits to be derived from the business. It • A set of goals that lay out the overall
highlights the contributions of the business to direction of the company
the economy, society and community where it Short term financial plans
will operate. •

Socio Economic Plan Planning and Controlling


• Social implications
• Economic implications Budget
• A plan which is expressed on
Social Implications quantitative monetary value
• This part identifies the social
contributions of the proposed business. Budgeting preparation
It enumerates the ways by which the • Sales budget
proposed business is expected to o The most important account in
contribute to the society and immediate the financial statement in
community. making a forecast is sales since
• The proponents must state their plans most of the expenses are
on how to improve the lives of the correlated with sales.
people while live in their immediate Sales Forecast
community. They must also identify how o Data can be from
the business will create a better society. • Projected market share
• Historic Net Sales
Economic implications • Production budget
• It discusses the contributions of the o Provides information regarding
business to the general economy. the number of units that should
be produced over a given
The Financial Plan accounting period based on
• The financial aspect of the business plan expected sales and targeted
quantifies the result of Marketing Plan level of ending inventories
(Advertising Budget & Creative o Required production in units
Executions), Human Resource Plan and
Operation Plan aspects of the study

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• = expected sales +
target ending -
beginning inventory
• Operating Budget

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