HR serves as the judge (on having the verdict based on the sanction or violation committed by a personnel)

Core functions of HR management

 Department in charge of “hiring to firing”;

 Employee
o Recruitment
 Process of identifying an organizational gap and attracting evaluating and hiring employees to fill
that role.
 Process may include on-campus recruitment, online job search websites, school tie-ups for OJT
Programs, employee referrals with incentives, among others.
 “How to fill that gap or what intervention coming from the company (or school) can do to fill
that gap?”  Provide intervention programs such as seminars or workshops
o Selection
 Process of choosing a qualified candidate for a position based on filtering techniques that ensure
added value.
 Process may include aptitude (IQ, application testing), personality, and skills testing; one-on-one
and panel interviews; actual simulation of task; on-the job assessment, among others.
 Research and study the culture of the company (vision and mission and core values of the
company).
o Orientation

o Development
 Core function of human resource management where training efforts to improve personal,
group or organizational effectiveness.
 The enhancement of the skills and knowledge of employees would be beneficial for both
employees and company.
o Career-Path Management
 Requires human resource management to actively manage employee skills in pursuit of
successful professional careers.
 When an employee sees that he can build his career with his company, he won’t consider
leaving and will work harder to achieve more.

What is Job Analysis?

 “Detailed examination”
o Tasks that make up a job;
o Conditions under which they are performed;
o Requirement of the job in terms of:
 Aptitudes (potential for achievement);
 Attitudes (behavioral characteristics);
 Knowledge;
 Skills; and
 Physical condition of the employee
o Begins with the study of the organization itself – its purpose design and structure inputs and outputs,
internal and external environment and resource constraints.
o The first sept in a thorough understand of the job
Objectives of Job Analysis

 Determination of the most efficient methods of doing a job

 Enhancement of the employee’s job satisfaction
 Improvement in training methods
 Development of performance measurement systems
 Matching of job specifications with the person specification in employee selection.

3 Components

1) Job Title (Position)

a) It’s a term that describes in a few words or less the position held by the employee
b) Depending on the job, the title can describe the level of the position or the responsibilities of person holding the
position
c) Examples include the terms executive, manager, director, chief, supervisor for management jobs
d) Examples for titles reflect what the person does are chef, accountant, housekeeper, event, specialist,
programmer, mechanic, plumber, etc.
i) How employers use Job Title:
(1) Categorizing position in the organizations
(2) As part of their compensation management system
(3) Determining a career path at a company both by employees eligible for promotion and employer’s
evaluation candidates for employment
(4) For job posting – it should always include job title.
(a) The Evolution of the Job Title
(i) Changes in the title to make it more “politically-correct”
1. Clerk  Assistant / Associate
2. Director  Assistant Vice President or Vice President
3. Supervisor  Manager (Hospitality Industry)
4. Assistant  Specialist / Generalist
(b) Business Job Titles
(i) If you’re working on your own, you would call yourself a CPA. But when you’re in a company,
you might be called Bookkeeper or Payable Specialist.
(ii) Title may be the same in various industries but the work may actually vary. For example, a
manager in a restaurant may actually be supervisory in function. A manager in a consulting
company may be an executive.
2) Job Specification (qualifications)
a) This is a statement of employee characteristics and qualifications required for satisfactory performance of
defined duties and tasks comprising a specific job or function.
b) This is derived from the output of the Job Analysis
c) Should include the following
i) Qualifications
ii) Experiences
iii) Training
iv) Skills
v) Responsibilities
vi) Emotional Characteristics
vii) Sensory Demands
(1) Purpose of Job Specification
(a) Helps candidate analyze whether they are eligible to apply for a particular job vacancy.
 (b) Helps recruiting team understand what level of qualifications, qualities and set of characteristics
should be present in a candidate to make him eligible for the job.
(c) Gives detailed information about a job including job responsibilities, desired technical and physical
skills, conversational ability.
(d) Helps in selecting the most appropriate candidate for the job.
3) Job Description (duties and responsibilities)
a) This includes basic job-related data useful to advertise a specific job and attract a pool of talent
b) Include various information helpful to the employer in determining the qualifications of an applicant.
c) Includes the following:
i) Job Title
ii) Job Location
iii) Job Summary
iv) Reporting To
v) Working Conditions
vi) Job Duties
vii) Machines Used
viii) Hazards
(1) Purpose
(a) Collect job-related data in order to advertise for a particular job.
(b) Helps in attracting, targeting, recruiting and selecting the right candidate for the right job.
(c) Done to determine what needs to be delivered in a particular job. It clarifies what employees are
supposed to do if selected for that particular job opening.
(d) Gives recruiting staff a clear view what kind of candidate is required by a particular department to
perform a specific task or job.
(e) Clarifies who will report to whom.