Hrm (Reflection paper) fr chap 1-16

Human resource management plays an important role in the company. They’re the ones
who are assigned to recruit, hire and manage the employees. Human resource is responsible on
analyzing and designing work, guiding and teaching the employee on what they’ve need to do.
Human Resource practices are important for helping companies deal with sustainability,
globalization and technology challenges. The sustainability challenges deal with economic and
social changes. Global challenges include competing in international market in order to survive,
offshoring, and reshoring. And Technology Challenges including the uses of new technologies,
communication and the work place. Strategic Management is an approach in which an
organization plan, solve and give action to achieve their goals and objectives. Strategic
Management also helps the organization to gain competitive edge over their competitors.
Strategic Human Resource Management is the ones who ensures that the company works as a
whole to reach its goals. And they’re the ones who assures that the business will have a greater
chance to succeed. In strategic management process, in strategy formulation, they’re
formulating a plan and decide on a strategic direction by defining the company’s mission and
vision, its external opportunities and threats, its internal strength and weaknesses. After
formulating the strategy, next is the strategy implementation. In strategy implementation, the
organization follows the chosen plan.

The legal system in United States are Legislative Branch, executive branch, and Judicial
branch. In the Philippines, the legal system is same with United States. Equal Employment
Opportunity (EEO) refers to the government’s attempt to ensure that the employees have equal
chance for employment and free from discrimination. Under EEO, there are laws enacted for
equal treatment and for the safety of the employees.

Work-flow design is the analyzing the tasks and allocating and assigning it to a particular
job category. Understanding the Work-flow, job analysis, and job design may help the managers
to analyze the whole work and to ensure that the process maximizes the efficiency and
effectiveness. Managers can redesign the jobs to ensure that they will be able to achieve its
goal. The human resource planning process are forecasting, goal setting and strategic planning,
and program implementation and evaluation. Forecasting is the determining the supply and the
demand. Goal setting and strategic planning, aims to assist the managers and team leaders to
plan strategically, set goals and objective, and to align them with actions. The human resource
recruitment is the process on how they identify or attract potential employees. Methods used
in selecting the employees are reliability, validity, generalizability, utility and legality. The types
of selecting methods are via interviews, references, application blanks, and background checks,
physical ability test, cognitive ability test, personality inventories, work samples, and honesty
and drug tests. Training refers to the program of the company to help their employees to gain
knowledge, skills, and behavior emphasized in training and apply it to their day-to-day
activities. Performance management means that the managers ensure that the employees’
output are congruent with the organization’s goal. Process of performing management, not an
event but a process, communication-based process in which manager and employees work
together to plan and monitor if they’re meeting the goals and the objectives of the company.
Development refers to the formal education, assessment, job experiences, and international
relationship to assist the employee prepare for the future. Under the development planning
systems are the self-assessment, reality check, goal setting, and action planning of the
employee responsibility and company responsibility that need to be completed. Involuntary
turnover refers when the turnover occurs when the employee is terminated from the position
while the voluntary turnover is when the employee chooses to leave in the organization by
retiring or resigning. One causes the employee to resign is the job dissatisfaction and it leads to
job withdrawal.