Review in

8 Rs
It is about “ Size them
up”

REVIEWING
 Concerned about compensating,
incentivizing, and recognizing employees
for their work, loyalty, and
accomplishments. It includes both
monetary and non-monetary benefits.

REWARDING
It means to make the employees
“in tune with” or to reverberate
with the organization’s goals.

RESONATING
 process of
transforming people to
higher levels of
performance.

RETOOLING
 It is all about career pathing of
personnel to reach their optimum
potential.

ROUTING
This is about giving
people the chance to
change jobs or even
careers.

RECYCLING
Enlisting and enrolling
someone for an
organization
RECRUITING
About motivating and energizing
people to develop a culture of
excellence

RESONATING
It is about measuring and evaluating
their performance with the
organizational goals in mind.

REVIEWING
A Nobel laureate who postulated that
the two hemispheres of the brain
functions differently although one can
learn the functions of the other.

DR. ROGER SPERRY

 Side of the brain which is responsible
for the following: creative, intuitive,
holistic, emotional, visual-spatial,
interpersonal, musical and kinesthetic

RIGHT BRAIN
 Ways to Attract the Best
Applicants
1. CASTING A WIDE NET
2. SETTING SEARCH UP EMPLOYEES (THAT ARE PRO-
ACTIVE IN IDENTIFYING TALENTS)
3. CHARACTER REFERRALS
This recruitment criteria is
based on the track record
and resume of recruit
PAST PERFORMANCE
This recruitment criteria is about
the normalcy in Psychological
tests; negative for neurotic,
psychotic and sociopathic
disturbances
PSYCHOLOGICAL
PROFILE
 This recruitment criteria is
about the personal ambition
and need to achieve and excel
of the person.
POTENTIAL FOR GROWTH
This recruitment criteria is about
emotional literacy and maturity
values, attitudes, principles of a
person.
PERSONAL CHARACTER
This recruitment criteria is about
personal conduct, behavior,
relationship styles, personal
disposition
PERSONALITY PROFILE
 This recruitment criteria is
about brain preferences,
intelligences, skills and talents
PROFICIENCY PROFILE
The most common track on which
employees enter the organization
at the bottom of the management
pyramid.
VERTICAL MANAGERIAL TRACK
 Being able to hold on to people,
provided that a company wants to
keep them in the first place.

RETENTION
As an entrepreneur, how will you
ensure retention of your
employees?
 Side of the brain which is
responsible for the following:
Factual, technical, analytical,
sequential, logical, critical thinking
LEFT BRAIN
 What are the various
forms of retooling?
FORMAL TRAINING SESSIONS
ON-THE-JOB TRAINING
FORMAL OR INFORMAL ACTUAL ADVISING,
COACHING AND MENTORING PROGRAM.
Tracks which depends on the
level of proficiency in a
particular field.
TECHNICAL TRACK
 knowledge,
developing skills, and
enhancing
competencies.

ADVISING
What are the 3 C’s of
Champion?
COURAGE
CHARISMA
COMMITMENT
 It is the way of the
leader who is able to
rally the people and
inspire them to excel.

COACHING
At the highest level of
participation

LEADERSHIP
 It can be measured in terms of
meeting existing job requirements
or in terms of prospective job
promotions.
POTENTIAL
It is the way of the spirit
guide to direct the
employee
through the painstaking
path of self-discovery.
MENTORING
 The amount of hard work,
cooperation, and involvement a
person exhibits in the work place.

PARTICIPATION
 What are the common
traditional HR practices?
INTELLIGENCE QUOTIENT TEST
ABSTRACT AND LOGICAL REASONING
MATHEMATICAL AND VERBAL ABILITIES
Give examples of Monetary Benefits
BASIC PAY
LIVING ALLOWANCES
INCREMENTAL PAY FOR EXTRA WORK
BONUSES
COMMISSIONS
PROFIT SHARES
Give examples of Non-monetary Benefits
RANK AND POSITION
OFFICE SPACE OCCUPIED
NUMBER OF REPORTING PERSONNEL AND SUPPORT STAFF
COMPANY FREEBIES
LEAVE CREDITS
AWARDS
LEVEL OF TRUST
CONFIDENCE
Organizations usually calibrate this by
creating positions that correspond to
the various levels, increasing
substantially as the level goes higher.
BASED ON LEVEL OF
RESPONSIBILITY AND SPAN OF
CONTROL.
 The pay is based on the
different levels of job
complexity and difficulty.
COMPETENCY-BASED
Paid according to the number of
pieces they have produced, the
scope of work that they have
done.
ACCORDING TO OUTPUT
 The more loyal and
trustworthy the people
are, the higher their pay.
ACCORDING TO THEIR LENGTH OF
SERVICE
Click icon to add picture
 The processing of recruits,
computations of employees’
pay and handling of people
transfers or resignations.
HUMAN RESOURCE MANAGEMENT
Installs the administrative systems
that would allow for the efficient
management day-to-day operation
of the organization
OPERATIONAL HR
Manages the big changes
in the direction of the
enterprise
STRATEGIC HR