Name: ARIANNE JOY L.

CAPICIO Date: AUGUST 11, 2023

FINAL EXAMINATION
HUMAN RESURCE MANAGEMENT

1. Why Study human resource management? Define Human Resource Management.

Human Resource Management (HRM) can be defined as the strategic approach to the effective
management of people in an organization so that they help the business gain a competitive
advantage. It is designed to maximize employee performance in service of an employer's
strategic objectives. HRM involves the recruitment, selection, training, assessment, and
rewarding of employees, while also overseeing organizational leadership and culture and
ensuring compliance with employment and labor laws. In essence, HRM is about managing the
human capital of an organization in a way that drives organizational success.

Studying human resource management is essential for various reasons:

Maximizing Organizational Performance: HRM helps in recruiting the right people, training
them appropriately, and ensuring they remain motivated and engaged, which in turn boosts the
overall productivity and performance of the organization.

Strategic Alignment. Through HRM, organizations can ensure that their human resources align
with their strategic goals. This ensures that the right people are in the right roles to achieve
organizational objectives.

Legal Compliance. HRM ensures that organizations stay compliant with labor laws and
regulations, preventing potential legal challenges and penalties.

Employee Satisfaction. A strong HRM function is often linked with improved employee
satisfaction, well-being, and morale. Happy employees are more productive, loyal, and less likely
to leave, reducing turnover costs.

Conflict Resolution. HRM provides mechanisms to address workplace conflicts, ensuring a

harmonious and productive environment.

Change Management. As organizations evolve, HRM plays a critical role in managing change,
ensuring that transitions are smooth and that employees are adequately supported.
Diversity and Inclusion. In the modern world, there's a growing emphasis on diversity and
inclusion. HRM ensures that organizations embrace these values, benefiting from a range of
perspectives and backgrounds.
2. “Management of men is a challenging job". Discuss.

Managing people is arguably one of the most complex tasks in any organization. This statement
underscores several challenges:

Diversity. Every individual is unique, with distinct backgrounds, personalities, motivations, and
expectations. Catering to such diversity requires insight, patience, and adaptability.

Motivation. What motivates one person might not motivate another. Identifying and catering to
these motivations is a challenge.

Conflict Resolution. With different personalities and interests, conflicts are inevitable. Managing
and resolving these conflicts is crucial for maintaining harmony and productivity.

Performance Management. Ensuring that each employee is performing to the best of their
ability and addressing performance issues is a delicate balancing act.

Change Management. People are naturally resistant to change. Leading teams through
organizational changes while keeping morale high is challenging.

3. Differentiate performance and appraisal.

Performance: This refers to the actual achievements and activities of an employee during a
specific period. It's the execution of tasks, the roles played, and the outcomes produced by an
employee in their job.

Appraisal. This is a systematic and periodic process that assesses an individual employee's job
performance and productivity in relation to certain pre-established criteria and organizational
objectives. It often uses the performance data to evaluate the outcomes and provide feedback
to employees.

4. Discuss the importance of HR Planning.

Human Resource Planning is the systematic process of forecasting both the prospective demand
for and supply of manpower, and employing such measures as are necessary to ensure that the
supply is equal to the demand. Its importance includes:

Anticipating needs: HRP helps organizations anticipate their future manpower requirements
and plan accordingly.

Talent Acquisition: Through proper planning, organizations can ensure they recruit the right
talent at the right time.

Reducing Attrition: With effective HRP, organizations can identify the reasons for employee
turnover and implement strategies to retain talent.

Training and Development: HRP identifies gaps in current employee skills and knowledge,
leading to targeted training and development initiatives.
 Cost Management: By predicting the demand for manpower in advance, organizations can
manage recruitment and training costs more efficiently.

Succession Planning: HRP ensures that there are employees on hand ready and waiting to fill
new or vacated roles.

Adapting to Change: In dynamic market conditions, HRP ensures that organizations have the
flexibility and agility to adapt to changes.

5. Case Analysis:
Agatha just graduated college, she’s ready to head out on her own and get that first job,
and she’s through her first interviews. She receives an offer of a P 28,000 salary, including
benefits from JOLLY CORP, from an entry-level marketing position that seems like a perfect fit.
She is thrown off by the salary they are offering and knows that it is lower than what she was
hoping for. Instead of panicking, she takes the advice of her mentor and does a little research to
know what the market range for the salary is for her area. She feels better after doing this,
knowing that she was correct and the offer is low compared to the market rate. After
understanding more about the offer and the rates, she goes back to the HR representative and
asks for her preferred rate of P 32,500, knowing the minimum that she would accept is P 30,000.
Instead of going in for her lowest amount, she started higher to be open to negotiations with
the company. She also sent a note regarding her expertise that warranted why she asked for
that salary. To her happy surprise, the company counter offered at P 31,000—and she accepted.
Answer the following questions:

1. What key points of Agatha’s negotiation led to her success?

Research and preparedness. Before going into the negotiation, Agatha researched the market
rate for her role in her area. This gave her concrete evidence to justify her negotiation and
showed the company that her request was well-informed.

Knowing her worth. By understanding the market rate and having a clear minimum amount
she was willing to accept, Agatha set herself clear boundaries which she could confidently
communicate.

Starting higher. Agatha did not immediately ask for her minimum; instead, she aimed slightly
higher, giving her room to negotiate and also increasing the likelihood of getting a counter-
offer closer to her desired rate.

Justification. Instead of just asking for more money, Agatha provided reasons and highlighted
her expertise, giving the company more context on why she believed she deserved the higher
salary.

Open to negotiation. By not sticking rigidly to her preferred rate and being open to a counter-
offer, Agatha showed flexibility, which likely made the company more inclined to meet her in
the middle.
 2. What could have Agatha done better to get a better outcome for her salary?

She could have looked into other sources as reference and she could have not set a higher
starting rate so as to get a better salary rate after negotiation.