Assignment 10(HRM)

Look for various definitions of personnel management and human resource management and their authors and sources (minimum of 5). Critique each.

**Personnel Management
-the part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

source:http://dictionary.bnet.com/definition/Personnel+Management.html


**Personnel Management
-Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analysis, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ( resolving disputes, (9) communicating with all employees at all levels.

source:http://www.businessdictionary.com/definition/personnel-management.html

**Personnel Management
-Personnel management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, personnel management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

Source. http://www.zeromillion.com/business/personnel/personnel-mangement.html#ixzz0QfaMPmTf

**Personnel Management
-“ Personnel Management is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power. The methods, tools and techniques designed and utilized to secure the enthusiastic participation of labour represent the subject matter in study of personnel administration”
Author: Dale Yoder

**Personnel Management
-Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labor law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labour-intensive service-sector industries.

source:http://wiki.answers.com/Q/Definition_of_personnel_management


**Human Resources Management
-Human Resource Management is a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

Source: http://dictionary.bnet.com/definition/human+resource+management.html


**Human Resources Management
-Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people ...

source: en.wikipedia.org/wiki/Human_resource_management

**Human Resources Management
-Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

source:http://humanresources.about.com/od/glossaryh/f/hr_management.htm

**Human Resources Management
-Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.

source:http://www.businessdictionary.com/definition/human-resource-management-HRM.html

-a model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services.

source:http://dictionary.bnet.com/definition/human+resource+management.html



**Human Resources Management
-Human resource management is all about management of a resource that we call human beings. Human is a resource which is playing a vital role round the world. It is about the human who are working round the world. People have different areas of their choice. They may work for their own and their families as well. People are facing a lot of problems too. These problems are accountable of many troubles round the planet. We may observe the miseries of people due to their mismanagement.

All around the world, people have troubles due to mismanagement of human resource. If they are serious to resolve the issues and give all of them their correct value then they would be able to do their proper management. Management is easy to do in social, financial and educational terms but it is difficult to manage human resource as people have their priorities and they want to live their life in their way. So, it is a tough task to manage human resources.

source:http://www.blurtit.com/q682550.html

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Assignment 9(HRM)

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words).


Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Personnel Management
-The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.

This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.



Human Resources Manager

The current business and legal climate have changed both the function and the status of the human resources manager in many organizations. Employers worry about frequent or expensive legal claims by employees, particularly in relation to discrimination and downsizing. At the same time, hiring, training, and keeping skilled employees has become a priority for businesses concerned about their competitiveness. As a result, the professional expertise required for the human resources function has increased.

The current business and legal climate have changed both the function and the status of the human resources manager in many organizations. Employers worry about frequent or expensive legal claims by employees, particularly in relation to discrimination and downsizing. At the same time, hiring, training, and keeping skilled employees has become a priority for businesses concerned about their competitiveness. As a result, the professional expertise required for the human resources function has increased.


Reference:
http://www.hrpolicyanswers.com/xstore/catalog/HUMAN-RESOURCES-MANAGER-Writing-and-Decision-Making-Kit-p-31.html

Assignment 8(HRM)

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On the assumption that you heard/read the SONA of the President last month (July 2009), identify at least 3 areas related to Human Resource Management and explain how these areas can improve our quality of life. (2000words)

*1.EDUCATION
"A good education is the ticket to a better life. Education is the great equalizer
that will allow every young Filipino a chance to realize their dreams".
==any act or experience that has a formative effect on the mind, character or physical ability of an individual. In its technical sense education is the process by which society deliberately transmits its accumulated knowledge, skills and values from one generation to another.

-We built 95,000 classrooms, created 60,000 teaching jobs, and allocated P1.5
billion for teacher training, especially for 100,000f English teachers.
One of the most difficult Millennium Development Goal is Education for All by
2015, meaning, universal primary education. Almost no country will achieve
it. But we are still trying. We built schools in over a million villages where
there were none so that the children can save on transportation going to
school. We eliminated miscellaneous fees for primary school. School uniforms
are no longer required for public school.
In private high schools, we finance half of the students.

We have provided college and post-graduate education for over 600,000
Scholars. One of them, Mylene Amerol-Macumbal, finished Accounting at
MSU-IIT, went to law school, and placed second in the last bar exams - the
First Muslim woman bar topnotch. Congratulations!
In technical education and skills training, we have invested three times that of
Three previous administrations combined. Jennifer Silbor is here, one of 10
million trainees. She learned medical transcription. Now, as an independent
Contractor and lecturer for transcriptions in Davao, she earns P18,000 a
month. Good job, Jennifer.
The Presidential Task Force on Education headed by Jesuit educator Father
Bienvenido Nebres has come out with the Main Education Highway towards a
Knowledge-Based Economy. It envisions seamless education from basic
education to vocational school or college.
We must mainstream early childhood development in basic education. Our
children are our most cherished possession. In their early years we must
make sure they get a healthy start in life. They must receive the right food for
a healthy body, the right education for a bright and inquiring mind—and the
equality of opportunity for a meaningful job.
For college admission, the Task Force recommends mandatory Scholastic
Aptitude Tests. It also recommends that private and state higher education
institutions should be harmonized with each other, and that CHED should
oversee local universities and colleges. For professions seeking international
recognition—engineering, architecture, accountancy, pharmacy and physical
therapy—it recommends radical reform: 10 years of basic education and two
years of pre-university before three years of university.
Our educational system should make the Filipino fit not just for whatever jobs
happen to be on offer today, but also for whatever economic challenge life will
throw in their way.

*System of formal Education*

1.Primary education
-Primary (or elementary) education consists of the first 5-7 years of formal, structured education. In general, main education consists of six or eight years of schooling starting at the age of five or six, although this varies between, and sometimes within, countries. Globally, around 70% of primary-age children are enrolled in primary education, and this proportion is rising.[1] Under the Education for All programs driven by UNESCO, most countries have committed to achieving universal enrollment in primary education by 2015, and in many countries, it is compulsory for children to receive primary education. The division between primary and secondary education is somewhat arbitrary, but it generally occurs at about eleven or twelve years of age. Some education systems have separate middle schools, with the transition to the final stage of secondary education taking place at around the age of fourteen. Schools that provide primary education, are mostly referred to as primary schools. Primary schools in these countries are often subdivided into infant schools and junior schools.
2.Secondary education
-In most contemporary educational systems of the world, secondary education consists of the second years of formal education that occur during adolescence.[citation needed] It is characterized by transition from the typically compulsory, comprehensive primary education for minors, to the optional, selective tertiary, "post-secondary", or "higher" education (e.g., university, vocational school) for adults.[citation needed] Depending on the system, schools for this period, or a part of it, may be called secondary or high schools, gymnasiums, lyceums, middle schools, colleges, or vocational schools. The exact meaning of any of these terms varies from one system to another. The exact boundary between primary and secondary education also varies from country to country and even within them, but is generally around the seventh to the tenth year of schooling. Secondary education occurs mainly during the teenage years. In the United States and Canada primary and secondary education together are sometimes referred to as K-12 education, and in New Zealand Year 1-13 is used. The purpose of secondary education can be to give common knowledge, to prepare for higher education or to train directly in a profession.

The emergence of secondary education in the United States did not happen until 1910, caused by the rise in big businesses and technological advances in factories (i.e. emergence of electrification), that required skilled workers. In order to meet this new job demand, high schools were created and the curriculum focused on practical job skills that would better prepare students for white collar or skilled blue collar work. This proved to be beneficial for both the employer and the employee, because this improvement in human capital caused employees to become more efficient, which lowered costs for the employer, and skilled employees received a higher wage than employees with just primary educational attainment.

In Europe the grammar school or academy existed from as early as the 1500s, public schools or fee paying schools, or charitable educational foundations have an even longer history.
3.Higher education
-Higher education, also called tertiary, third stage, or post secondary education, is the non-compulsory educational level that follows the completion of a school providing a secondary education, such as a high school, secondary school. Tertiary education is normally taken to include undergraduate and postgraduate education, as well as vocational education and training. Colleges and universities are the main institutions that provide tertiary education. Collectively, these are sometimes known as tertiary institutions. Tertiary education generally results in the receipt of certificates, diplomas, or academic degrees.

Higher education includes teaching, research and social services activities of universities, and within the realm of teaching, it includes both the undergraduate level (sometimes referred to as tertiary education) and the graduate (or postgraduate) level (sometimes referred to as graduate school). Higher education in that country generally involves work towards a degree-level or foundation degree qualification. In most developed countries a high proportion of the population (up to 50%) now enter higher education at some time in their lives. Higher education is therefore very important to national economies, both as a significant industry in its own right, and as a source of trained and educated personnel for the rest of the economy.
4.Adult education
-Adult education has become common in many countries. It takes on many forms, ranging from formal class-based learning to self-directed learning and e-learning. A number of career specific courses such as veterinary, medical billing and coding, real estate license, bookkeeping and many more are now available to students through the Internet.
5.Alternative education
-also known as non-traditional education or educational alternative, is a broad term that may be used to refer to all forms of education outside of traditional education (for all age groups and levels of education). This may include not only forms of education designed for students with special needs (ranging from teenage pregnancy to intellectual disability), but also forms of education designed for a general audience and employing alternative educational philosophies and methods.

Alternatives of the latter type are often the result of education reform and are rooted in various philosophies that are commonly fundamentally different from those of traditional compulsory education. While some have strong political, scholarly, or philosophical orientations, others are more informal associations of teachers and students dissatisfied with certain aspects of traditional education[citation needed]. These alternatives, which include charter schools, alternative schools, independent schools, and home-based learning vary widely, but often emphasize the value of small class size, close relationships between students and teachers, and a sense of community.
6.Indigenous education
-Increasingly, the inclusion of indigenous models of education (methods and content) as an alternative within the scope of formal and non-formal education systems, has come to represent a significant factor contributing to the success of those members of indigenous communities who choose to access these systems, both as students/learners and as teachers/instructors.

As an educational method, the inclusion of indigenous ways of knowing, learning, instructing, teaching and training, has been viewed by many critical and postmodern scholars as important for ensuring that students/learners and teachers/instructors (whether indigenous or non-indigenous) are able to benefit from education in a culturally sensitive manner that draws upon, utilizes, promotes and enhances awareness of indigenous traditions.

For indigenous students or learners, and teachers or instructors, the inclusion of these methods often enhances educational effectiveness, success and learning outcomes by providing education that adheres to their own inherent perspectives, experiences and world view. For non-indigenous students and teachers, education using such methods often has the effect of raising awareness of the individual traditions and collective experience of surrounding indigenous communities and peoples, thereby promoting greater respect for and appreciation of the cultural realities of these communities and peoples.

In terms of educational content, the inclusion of indigenous knowledge, traditions, perspectives, worldviews and conceptions within curricula, instructional materials and textbooks and coursebooks have largely the same effects as the inclusion of indigenous methods in education. Indigenous students and teachers benefit from enhanced academic effectiveness, success and learning outcomes, while non-indigenous students/learners and teachers often have greater awareness, respect, and appreciation for indigenous communities and peoples in consequence of the content that is shared during the course of educational pursuits.

*2.OVERSEAS FILIPINO
-In good times and bad, overseas Filipinos keep our nation resilient. Their
remittances of $16 billion last year were a record.
-I know that this is not a sacrifice joyfully borne. This is work where it can be
found—in faraway places, among strangers with different cultures. It is lonely
work, it is hard work.
That is why we are working to create good paying jobs here at home, so that
overseas work will just be a career choice, not the only option for a hardworking
Filipino.
Meanwhile, we should make their sacrifices worthwhile. We should take
stronger measures to preserve and enhance the value of their hard earned
wages. That means stronger consumer protection for overseas Filipinos
investing in property and products back home. For them, I am activating an
Investors Protection Task Force.
I spare no effort to visit our people and their hosts across the globe – from
Japan to Brazil, from Europe and the Middle East to the American Midwest,
listening to their problems and needs, learning how our government can help
them – by working out better policies on migrant labor, or by saving lives and
restoring liberty.
When I visited Saudi Arabia, King Abdulla granted amnesty to 700 jailed
OFWs. A planeload of them came home with me.
Since I visited Spain, it has become our biggest European donor. And King
Juan Carlos has been interceding in other countries for our distressed OFWs.
Sheikh Khalifa, Prime Minister of Bahrain, is another advocate for our people.
When I visited Kuwait, Emir Al-Sabah commuted death sentences.
Our vigorous international engagement has helped bring in foreign
investment. Net foreign direct investments multiplied 15 times during our
administration. Together with our OFWs, they more than doubled our foreign
exchange reserves. They strengthened our peso and helped keep inflation
down. They upgraded our credit because while the reserves of our peers have
shrunk this past year, our reserves grew by $3 billion.
*3.MICROFINANCE
“Nakinabang ang pitong milyong entrepreneurs sa P165 billion na microfinance. Nakinabang ang 1,000 sa economic resiliency plan. Kasama natin ngayon ang isa sa kanila, si Gigi Gabiola. Dating household service worker sa Dubai, ngayon siya ay nagtatrabaho sa DOLE.”
-refers to the provision of financial services to low-income clients, including consumers and the self-employed.
P165 billion worth of microfinance has given benefits in almost 7 million entrepreneurs.
The Philippine Microfinance Industry:

• Made remarkable progress the past ten years
• Reached a large number of the poor
• Market has grown
• Large unmet demand for microfinance services among the poor
• At end 2002, 25% of 4.3 million poor households reached
• Mostly married women
• MF clients clustered around the poverty threshold, including the vulnerable non-poor
• Estimated leakage to non-poor clients was 20%
-Seven million entrepreneurs benefited from P165 billion in microfinance.
A hundred thousand benefited from the emergency employment of our
economic resiliency plan. We have one of them with us today, Gigi Gabiola.
Formerly a household service worker in Dubai, now she works at the
Department of Labor. Good luck, Gigi.
A million families have benefited from our housing and shelter program: from
Pag-Ibig, National Housing Corporation, community mortage programs,
certificates of lot awards, and loan condonation and restructuring.
Our average inflation is the lowest since 1966. Last June, it dropped to 1.5%.
How?
Proper policies lowered interest rates, which lowered costs to business and
consumers.
Because of our reforms, we were able to sell NFA rice at P18.25 per kilo even if
the market price went up from P17.50 to P30 due to the world shortage.
Meanwhile, for the first time, we were able to buy palay from the farmers at
P17, up from P11.
Because of our reforms, we were able to invest in food production—
anticipating an unexpected global food crisis. We were able to build thousands
of kilometers of farm-to-market roads and, together with the private sector,
irrigate two million hectares. Badjaos like Tarnati Dannawi were taught
modern mariculture. Her earnings in the past year have reached P180,000.
Congratulations, Tarnati. We will help more fisherfolk shift to fish farming
with P1 billion.
Reference:
http://rtvm.gov.ph/attachments/1506_SONA 2009 (Full English Version).pdf

Assignment 7(HRM)

“Human beings are the most important potent and critical resource of any organization and yet the least understood and the worst managed of it resources.
It is important to understand what we are as human beings. The present state of knowledge of the human being is one which has been informed by the materialistic reductionist thinking of modern technological science. It is commonplace for people generally to think of the human body as being merely an elaborate machine, with all the non-material aspects of the human being- thinking, feeling, attitudes, emotions, mores, imagination, etc., etc, as being merely the result of the physico-chemical activities which take place in the physical body. However, the human organism is not a machine and does not operate under the aegis of chemical and physical laws. An important statement made by Rudolf Steiner in this context, given in a lecture series published as "Man as Symphony of the Creative Word", (Rudolf Steiner Press, London, 1970, pp. 188-189) in 1923, eloquently illustrates the problem:

" Wouldst thou heal man, look into the world on every side, see on every side how the world evolves processes of healing. Wouldst thou know the secrets of the world in the processes of illness and healing, look into the depths of human nature. You can apply this to every aspect of man's being, but you must direct your gaze outwards to the great world of nature and see man in a living relationship to this great world.
People today have become accustomed to something different. They depart from nature as far as possible. They do something which shuts their own sight off from nature, for what they wish to examine they lay beneath a glass on a little stand - the eye does not look out into nature, but looks into the glass. Sight itself is cut off from nature. They call this the microscope. In certain connections it might as well be called a nulloscope, for it shuts one off from the great world of nature. People do not know, when something under a glass is magnified, that for spiritual knowledge it is exactly as though the same process were to take place in nature herself. For only think, when you take some minute particle from the human being for the purpose of observation under a microscope, what you then do with this minute fragment is the same as if were to stretch the man himself and tear him apart. You would be an even worse monster than Procrustes if you were to wrench man and tear him asunder in order to enlarge him as that minute particle is enlarged under the microscope. But do you believe that you would still have the person before you? This would naturally be out of the question. Just as little do you have the reality there under the microscope. The truth which has been magnified is no longer the truth; it is an illusory image. We must not depart from nature and imprison our own sight. For other purposes, this can of course be useful; but for a true knowledge of man it is immensely misleading.
Knowledge of man in the true sense must be sought in the way we have indicated. Starting from the processes of nutrition, it must be followed through the processes of healing to the processes of human and world education in the widest sense. Or we can put it thus: from nutrition, through healing, to civilization and culture."

This line of thinking leads to the logical conclusion that it is not possible to understand the human being by means of the scientific methodology employed today. Anytime we open up the human being by means of tissue samples, doing blood analysis, etc., we simply do not have any reality before us; what we have is an artifact abstracted from the context in which it naturally exists, and so whatever we find out about the artifact has no reality with regard to the living tissue itself in the context of its functioning within the human organism. This has necessarily lead to tremendous confusion and chaos in the world because it is based on ignorance about what we are as human beings. The following is a greatly simplified description of the constitution of the human being; for a more detailed description of the complexities of the human being I refer you to the book "Theosophy" by Rudolf Steiner,
(Anthroposophic Press).

Assignment 6(HRM)

What do you think will the 21st -century corporations look like?


Technology can be a powerful lever for school reform, at the classroom, school, and district levels. However, too often technology is implemented poorly and then applied in ways that only buttress traditional practice and as what expected in the near future there will be more new technology develops that can influence students to adapt and used this hi-tech gadget.

Here are some new technology being develop during 21st century

Biometrics -for secure mobile connections, Biometric data has been used to tie the device to a person to prevent it from being used illegitimately. But the IST project Secure Phone is taking a new approach.
The world's first hands-free binoculars -HiStar, Inc. has introduced its line of hands-free binoculars.
Scientists discover Nanograss-Scientists discover new method to control liquid using silicon surfaces that resemble blades of grass.
Beyond - the Kitchen of the Future- Beyond Connected Products are coming to your kitchen: networked home products designed to make life simpler, more convenient and fun.
The worlds first hand-held printer- PrintDreams, the developer of the Random Movement Printing technology RMPT(tm), has announced the release of PrintBrush(tm), the world's smallest and only fully format-independent printer.
The Gauntlet- It's not Just Another Gadget, It's the one-size-fits-all Gauntlet - a wireless system that's set to become the next step in Wearable Communications.

“Corporations have long insisted that globalization delivers prosperity. But a report commissioned by the Financial Services Forum, an association of CEOs of 20 major financial firms, admits that most benefits have gone to a select few. International operations increasingly account for most sales and business conducted by multinational firms, writes David Wessel for the Wall Street Journal. But workers in developed nations have increasing job insecurity. If benefits bypass ordinary workers, resentment could prompt US legislators to restrict international trade. A huge income gap is unnecessary for the US: The report recommends higher taxes for those gaining the most from globalization, protecting the tax base in communities facing factory closures, and a guarantee of health care and training opportunities for all workers.
The association warns that growing inequality threatens overall US prosperity and released the report to candidates for the 2008 US presidential election. But the warning may be too late, with politicians chasing after votes and surveys reporting that more than two-thirds of Americans anticipate that their children’s lives will be worse off than their own. – YaleGlobal”
Corporation is the most common form of business organization, and one which is chartered by a state and given many legal rights as an entity separate from its owners. This form of business is characterized by the limited liability of its owners, the issuance of shares of easily transferable stock, and existence as a going concern. The process of becoming a corporation, call incorporation, gives the company separate legal standing from its owners and protects those owners from being personally liable in the event that the company is sued (a condition known as limited liability). Incorporation also provides companies with a more flexible way to manage their ownership structure. In addition, there are different tax implications for corporations, although these can be both advantageous and disadvantageous. In these respects, corporations differ from sole proprietorships and limited partnerships.

Many people, ranging from linguistic and academic experts to Internet bloggers, predict that the "twenty X" pronunciation method will eventually prevail, but a time frame as to when this change will occur often differs. The year 2010 "twenty ten" is suggested by many, with the "two thousand x" pronunciation reserved only for the "two thousands" decade of 2000s[5][6] and the Vancouver Olympics, taking place in 2010, is being officially referred to by Vancouver 2010 as "the twenty-ten olympics", while 2011 and 2013 are popular as well. The latest timeframes for change are usually placed at 2020.

id=9482 Corporation in the 21st century

 Innovation- is the number priority
 Foster individual creativity
 Coordinate rather than command
 Make innovation everybody’s business

id=9482 21st century manpower resources

The worldwide search for manpower parallels the increasing demands of socioeconomic growth and progress. This is true whether in developed or developing countries. The demand corresponds to actual and projected needs. And these needs are many and varied. It is meeting these requirements that make manpower recruitment and mobilization a vital activity, if often difficult. For the elements of competitive costs, selectiveness, reliability, timely delivery and such other vital consideration come into play.


id=9482 Higher education in the 21st Century: Perspectives on an emerging body of literature
This paper summarizes the major themes in the body of writing which purports to describe what higher education will look like in the 21st Century. Some reasons why change might be far more pervasive in the first decade of the 21st Century than in the last three decades of the 20th Century are the increasingly harsh economic environment of higher education, the increasing integration of higher education with the world of business and industry, and the widespread use of information technology. It is suggested that the only constituency from which there will be opposition to the scenarios depicted in the 21st Century higher education literature is faculty of colleges and universities.




Refereces:
http://www.21stcentury.co.uk/technology/
http://yaleglobal.yale.edu/display.article?
http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6V65-3V603XP-5&_user=10&_rdoc=1&_fmt=&_orig=search&_sort=d&_docanchor=&view=c&_searchStrId=1029973674&_rerunOrigin=google&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=e41da817b008ba3854f61643efeda304

Assignment 5(HRM)

Visit and identify a company website that has undergone HR downsizing. Identify the cause of downsizing and describe its processes.

Downsizing is an extremely relevant issue to organizations today in that it has become the most prevalent dilemma in recent years. The current tendency of organizations to restructure and ultimately to downsize has a major negative impact on the organizations themselves, on their
surviving and terminated employees, on the government, and on society as a whole. In fact, it is everyone's problem, and it seems to have become more the rule than the exception that it used to be in the not too distant past. The current adverse economic climate has been persistent and long-lasting. As a result, many organizations that were operating inefficiently have been driven out of business, and most of those that have survived were forced to restructure in order to streamline their operations and achieve operating cost savings that would ensure their continued competitiveness both on the local and global markets. More often than not, this meant downsizing the organization and, in many cases, the downsizing was conducted in multiple phases or on an on-going basis. The direct result on the organization was a marked drop in employee morale and productivity which prevented organizations from realizing their strategic objectives.
Beyond the organization, the overall effect of these cost-cutting measures has been the loss of a very significant number of jobs in the North American economy. Specifically, in Canada, unemployment rose in November, 1992 to 11.8%, with approximately 1.6 million Canadians unemployed.(1) In Ontario and Quebec, the numbers were 10.9% and 14.3% respectively.(2) These numbers do not include unemployed persons who: (1) have given up looking for jobs and have been transferred to the Welfare system, (2) have decided to pursue further education, or, (3) have simply decided to lower their standard of living and live on one income.

Background On Downsizing
-In the contemporary business era, where the emphasis is on cost-effectiveness and ‘lean' organizations, downsizing has emerged as a prominent activity of relieving employees from their jobs. There are several reasons due to which organizations follow the downsizing strategy.


Managing After Downsizing : A Manager's Guide to Coping With Layoffs
-Downsizing is a very personal and emotional experience for people caught up in the events. Some managers believe that those who are not dismissed will feel relieved, even grateful that they survived to keep their jobs. This might be true in some cases, where the cuts are few and widely...
*Layoff -dismissal, often temporarily, from work because a job ceases to exist or because of lack of work. Employees who are laid off may qualify for unemployment compensation.

Downsizing With Dignity
Most companies' resort to downsizing for achieving increased profitability. The organizations apply downsizing techniques by cutting down the expenses and increasing employee layoffs. However, experts suggest that an organization must recognize the real problem within the organization before going on a layoff spree. Moreover, even if an organization is determined


Top 10 Ways To Survive An HR Downsizing
In tough times, it’s not unusual for an HR downsizing to occur in many organizations. Cost pressures, lack of profitability, competitiveness issues, and organizations restructurings happen every single day and impacts thousands of people. And HR is not exempt from this ax.
Losing your job in an HR downsizing can be a traumatic experience. If the ax does drop on you, you’re likely to feel angry, discouraged and disoriented. And while these emotions are natural, it’s important that you don’t stay in that place for long.
Losing your job is just like any loss — your body and your emotions need some time to adjust to this new type of change that you’ve just experienced. It’s important that you take time to work through your thoughts and feeling and then get back on track quickly.
If you’ve lost your job or about to lose it, here’s what you can do right now, in order to get back on track quickly….
1. Realize that downsizing isn’t personal. There is a great possibility that the downsizing happened for reasons outside of your control If that’s the case then it’s important to understand that it’s not your fault or a reflection on you. You’re just getting caught in the middle of business fact of life that impacts just about everyone at some point in their career. There no one to blame.
2. Don’t take the victim mindset. Adopt the perspective that you are the same great HR person that you were before downsizing. It’s important that you take on the frame of mind that you as a person, are always bigger and more important than any job or career that you’ll ever have….and that your unique set of HR skills and experience are valuable.
3. Reach out and spend time with others in your organization, especially other HR folks, who have also been downsized. You’ll get job and career ideas from them if you stick together, network and support each other. Resist the urge to think that you’re in competition with each other. There is power in numbers.
4. Stay in touch with your HR colleagues who are still working at the company. Candidly, some may uncomfortable talking with you since you’re now moving on. However, don’t let them feel awkward and be sure to bury your own ego. The next job opening or career opportunity usually comes from someone you already know, not from an ad or a headhunter. If you’ve done a great job of building relationships and networking, don’t be surprised if you get a call from a former colleague or boss about a different opportunity.
5. Form your own Career Advisory Board of your 5-7 smartest friends and family members who know you well. Why not use this as an opportunity for getting input from people around you who care? Get together twice a week to toss around ideas for how to handle the current situation and let them challenge you to look beyond the problem and consider new possibilities. They may know you better than you do and may provide options you’ve not thought about.
6. If you need to, reduce your spending right away to give you extra time to sort things out. Don’t assume that you’ll land the right HR job immediately. Cut your personal expenses by at least 40-70%, if needed. Don’t be afraid to take brutal, even radical steps. Often, this type of self-imposed ‘jolt’ will encourage a different type of thinking, which is critical during this time for you. And, frankly, who needs the stress of worrying about money? You need to be thinking clearly at this time about your next career steps.
7. Start thinking about the kind of work that is personally rewarding to you. You may find out it’s not HR work. If you’re an HR generalist, do you want to stay a generalist? If you’re doing labor relations work, are you tired of wrestling with unions or do you want to chance your career direction entirely. Too many people are not in jobs or careers which fulfill or satisfy them. And life’s too short to suffer in silence. So, use this break as an excuse to get real selfish and discover what makes you the happiest. When you’re happy doing what you’re doing, the money will usually take care of itself.
8. Invest in strengthening your towering skills. No one else will. The HR job market is hungry for highly skilled individuals in any field – generalists, specialists, consultants, coaches, mentors, part-timers, or contractors. If you’ve got a specialized skill or natural aptitude, invest in expanding that skill and making it even stronger. The best skills take time to develop into a well-paid profession, career or business. It’s never too late to invest in your self.
9. Treat the downsizing experience like a treasure hunt where getting your next job is the prize. Get out paper and pen or jump on your laptop and begin creating a plan for yourself. Identify where you are. What resources and skills you have. Who you know who can help – consider doing anything you can do keep yourself motivated until you land the next job. Turn it into a game.
10. Get some coaching and counseling. Many firms who are downsizing provide outplacement counseling and resources. Take full advantage of this benefit.
Going through an HR downsizing can be a painful experience. However, following these ten steps can enable you to cope this trauma and quickly get your career back on track.


reference:
http://www.allbusiness.com/human-resources/workforce-management-hiring/417499-1.html
http://www.successinhr.com/human-resources-downsizing

Assignment 4(HRM)

Good day...

All of us want to achieve our dreams...
honestly when I enter my college life in USEP it was really hard for me to adjust because during my high school days I did not felt a pressure at all and frankly speaking I am not studious person but when I came at this University all the hardships of being a student is all present in this University that’s why I learn to make things/assignments ahead of time ika nga “do not wait for the deadline” and it really helps me to be a responsible student. Besides this university which is University of Southeastern Philippines(USEP-obrero campus) a standard university teach me to be a good example of other students, I know only myself can help me to achieve what I want in the future but above all of this GOD is the center of all the success. I am lucky because I enroll at USEP although it is really hard to graduate in this university but I really learn a lot especially in this subject I learn to face a professional person and to have an interview in a certain company. The question being asks how the university helps me to achieve what I want to be in the future ahm... as an IT student it is very important to have a computer laboratory. It helps in making a research, an assignment and fortunately the university has given us a chance to use this equipment which is the computers, and it is one way that the university help us to achieve our dreams in the future and in this way we can enhance our ability and we can practice and study our lessons so that in the future we will be good in what job or career we choose.

Assignment 3(HRM)

At first i never expect that i would take this course which is "Information Technology" but as time goes by i realize that this course is my interest although it would be very hard for me to adjust and hopefully if I had given a chance to graduate as An Information Technologist I would rather apply this kind of online jobs:..

1. Database Administrator
A database administrator (DBA) is a person who is responsible for the environmental aspects of a database. The role of a database administrator has changed according to the technology of database management systems (DBMSs) as well as the needs of the owners of the databases. For example, although logical and physical database design are traditionally the duties of a database analyst or database designer, a DBA may be tasked to perform those duties.
Primary responsibilities include:
• Participate in design, development, implementation, and maintenance of database systems and projects;
• Support security functions and solutions; and
• Monitor and report on network and system performance metrics.
• Duties involve coordination/interface with government personnel, subcontractors, and consultants.
The duties of a database administrator vary and depend on the job description, corporate and Information Technology (IT) policies and the technical features and capabilities of the DBMS being administered. They nearly always include disaster recovery (backups and testing of backups), performance analysis and tuning, data dictionary maintenance, and some database design.
Some of the roles of the DBA may include:
• Installation of new software — It is primarily the job of the DBA to install new versions of DBMS software, application software, and other software related to DBMS administration. It is important that the DBA or other IS staff members test this new software before it is moved into a production environment.
• Configuration of hardware and software with the system administrator — In many cases the system software can only be accessed by the system administrator. In this case, the DBA must work closely with the system administrator to perform software installations, and to configure hardware and software so that it functions optimally with the DBMS.
• Security administration — One of the main duties of the DBA is to monitor and administer DBMS security. This involves adding and removing users, administering quotas, auditing, and checking for security problems.
• Data analysis — The DBA will frequently be called on to analyze the data stored in the database and to make recommendations relating to performance and efficiency of that data storage. This might relate to the more effective use of indexes, enabling "Parallel Query" execution, or other DBMS specific features.
• Database design (preliminary) — The DBA is often involved at the preliminary database-design stages. Through the involvement of the DBA, many problems that might occur can be eliminated. The DBA knows the DBMS and system, can point out potential problems, and can help the development team with special performance considerations.
• Data modeling and optimization — By modeling the data, it is possible to optimize the system layouts to take the most advantage of the I/O subsystem.
• Responsible for the administration of existing enterprise databases and the analysis, design, and creation of new databases.
o Data modeling, database optimization, understanding and implementation of schemas, and the ability to interpret and write complex Structured Query Language (SQL) queries
o Proactively monitor systems for optimum performance and capacity constraints
o Establish standards and best practices for SQL
o Interact with and coach developers in SQL scripting
2.IT Consultant
An IT consultant works in partnership with clients, advising them how to use information technology in order to meet their business objectives or overcome problems. Consultants work to improve the structure and efficiency and of an organization's IT systems.
IT consultants may be involved in a variety of activities, including marketing, project management, client relationship management and systems development.
They may also be responsible for user training and feedback. In many companies, these tasks will be carried out by an IT project team. IT consultants are increasingly involved in sales and business development, as well as technical duties.
Typical work activities
Task typically involve:
* meeting with clients to determine requirements;
* working with clients to define the scope of a project;
* planning timescales and the resources needed;
* clarifying a client's system specifications, understanding their work practices and the nature of their business;
* travelling to customer sites;
* liaising with staff at all levels of a client organisation;
* defining software, hardware and network requirements;
* analysing IT requirements within companies and giving independent and objective advice on the use of IT;
* developing agreed solutions and implementing new systems;
* presenting solutions in written or oral reports;
* helping clients with change-management activities;
* project managing the design and implementation of preferred solutions;
* purchasing systems where appropriate;
* designing, testing, installing and monitoring new systems;
* preparing documentation and presenting progress reports to customers;
* organising training for users and other consultants;
* being involved in sales and support and, where appropriate, maintaining contact with client organisations;
* identifying potential clients and building and maintaining contacts.
3.Software Developer
-Write, modify, and debug software for client applications. Use source debuggers and visual development environments. Write code to create single-threaded or user interface event driven applications, either stand-alone and those which access servers or services. Test and document software for client applications.

4.System Analyst
-Responsible for the operating system and associated subsystems. Provide system-level support of multi-user operating systems, hardware and software tools, including installation, configuration, maintenance, and support of these systems. Identify alternatives for optimizing computer resources.
PRIMARY RESPONSIBILITIES
* Collect information to analyze and evaluate existing or proposed systems.
* Research, plan, install, configure, troubleshoot, maintain and upgrade operating systems.
* Research, plan, install, configure, troubleshoot, maintain and upgrade hardware and software interfaces with the operating system. Analyze and evaluate present or proposed business procedures or problems to define data processing needs.
* Prepare detailed flow charts and diagrams outlining systems capabilities and processes.
* Research and recommend hardware and software development, purchase, and use.
* Troubleshoot and resolve hardware, software, and connectivity problems, including user access and component configuration.
5.Web Designer
-responsible for day-to-day site design and creation, while webmasters are responsible for all technical aspects of a Web site, including performance issues such as speed of access, and for approving the content of the site.
Duties of Web Designer:
* Translating a client's marketing or informational content into a functional website.
* Mapping or outlining a website's structural content.
* Creating or editing images and graphics for website use.
* Determining all coding requirements for site creation including: e-commerce capability, forms and specialized scripts.
* Creating templates of approved website layout.
* Coding website using HTML, or GUI design software.
* Coordinating with programmers for specialized scripts.
* Creating verbal content for the website or using approved content from the client.
* Integrating verbal content with site design for final product.
* Posting completed site to internet server using FTP software.
* Making changes to the site directed by client.
* Submitting completed site to search engines.
Among the five online jobs the best job for me that i want in the future is that being an IT consultant because i like being advicer to other people especially when there is a problem in a company, as a consultant it tends to help to overcome the problem right?and as far as i know a consultant would come into a company to perform a particular job which the company could not, or would not, want to do with its own people and be able to identify those contracts which will be in your best interest. I hope i could be able to do what i want in the future.

http://www.nationjob.com/job/AMAH42
www.prospects.ac.uk/links/itconsult/

Assignment 2(HRM)

This is one of the assignment that i really need to decide what would be my future job, well it is my own choice to choose a job. I like to be a an IT Analyst.
IT Analyst -it Assist with the planning and organize technical service projects and functions when required including internal networking, office computers, phones and other Ad Sales technical infrastructure; Maintain an understanding of the latest technology and how to apply it to our ad sales operations; Maintain a high level of understanding in the set up, deployment and maintenance of computer hardware, software, LAN and WAN. 20; Work with traffic and other software vendors to ensure maximum up times; Research and recommend solutions for technical projects and issues designed to grow Ad Sales revenue; Provide advanced troubleshooting and support of Citrix server, SQL server, phone systems and networking hardware; Utilize networking technology to provide connectivity and real-time sharing of data between sales offices; Back up for Tech Services Coordinator as required; Any other duties assigned by management.

*I/TA General Skills*

The following general skills are looked for in an I/TA:

* Moderate to extensive knowledge of the Internet and the World Wide Web

* STRONG organizational skills

* STRONG communication skills - this job requires communication with other students, faculty, staff, directors and other influential people both inside and outside the university

* Ability to work under pressure

* Ability to work independently or in a group with minimal direction (need to be able to work through all the details of broad minded projects, and know how and where to find the needed information to complete those projects)

* Knowledge of Rutgers University and know where to find the information for reference purposes

* Anticipation of the information needs of our users

* Innovativeness in organizing, displaying, and making useful information available to the Rutgers community

* Willingness to adapt and to learn new skills and new ways of doing things

* Creativity!


*Duties*

After suitable on-the-job training, an ITA is expected to be able to do the following:

* Web site creation and maintenance both for the university and Campus Information Services

* Installation, maintenance, and troubleshooting for our computer system and networks

* Information maintenance/data entry

* Development of information sources and acquiring information

* Creating and maintaining relational databases.

http://www.nationjob.com/job/TWCM194
http://www.ruinfo.rutgers.edu/jobpost/ita/itadescript.shtm

Assignment 1(HRM)

==Best Practices in HR of San Pedro Hospital==

Gud day sir you have given us a task to choose a company which has a best practices in HR, actually our group proposed five companies and luckily you approve one of the five companies which is the San Pedro Hospital and we visited their HR department last Friday and as we conduct an interview during that time we learn many things about the HR department of San Pedro Hospital. Besides the HR director (Teresa Magno) that time is not around so we interviewed her Secretary Corazon Chio and she discuss to us what are the best practices of Human Resource of their Hospital and also she detailed about their management, their HR focus on their employees and they secure and protect their employee because without the services of employees it will not have a good management in Human Resources. Secretary of HR director share to us about their Vision, Mission and Core Values. We construct a four questions during the interview and these are the following:
1. What is the goal and function of San Pedro Hospital Human Resources' (SPHHR)?
2. What are the ways in recruiting or selecting an employees or applicants?
3. What are the services that would cater the employees?

**Goal and Function of San Pedro Hospital Human Resources' (SPHHR) is to provide responsive
service to the people who make the Hospital's best quality healthcare service possible.
• The Human Resources Department function includes a variety of activities, and the key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.

• Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of Quality Procedure Manuals, which all department have for easy access to all employees.
"HR Department" as playing a major role in staffing, training and helping to
manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

**Ways in recruiting or selecting an employees or applicants
Mission of Recruiting and Selection -is to ensure and promote fairness and
consistency in the recruitment, selection and retention of qualified applicants and provide service and guidance to upper management, employees and applicants.
She shows us an example of requirements and qualifications on how they will hire an applicant.

Steps in Pre-Employment / Pre-Service Training Program

1.Submission of all required documents at the Human Resource Office every Wednesday-Friday 2-4 PM only
2.Take written exam ( 100.00 examination fee )
-Schedule of exam c/o HR Assistant-You will be texted or called up for the date of examination
-List of names who passed and can join the PreService Training will be posted on the bulletin board outside the HR Office
-Only those who passed the written exam can join the PreService Training.

Pre-Service Training Duration
5 Weeks (1 week didactic lecture and 4 weeks clinical exposure)

Training Fee
1,500.00

Requirements:
1.Application Letter
2.Bio-data / Resume with 2x2 picture
3.Photocopy of the following
*Transcript of Records
*Summary of Related Learning Experience
*Diploma / Certificate
*Board Rating
*Board Certificate
*PRC ID
*IV License / Card (optional)
*Certificate of Previous Employment (optional)

Training Programs:
Private Duty Nursing

Qualifications:
Registered Nurse

Requirements:
1.Application Letter
2.Bio-data with picture
3.Diploma
4.Transcript of Records

All Application Letter for SPH should be addressed to:
Ms. Maria Teresa D. Magno, R.N.
Human Resource Director
San Pedro Hospital of Davao City
C. De Guzman St, Davao City

**The services that would cater the employees is comprised of the following program areas:

*Leaves/Records/Worker’s Compensation/Performance Evaluations

The Leaves/Records/Worker’s Compensation/Performance Evaluations program area assists employees with workers’ compensation; return to work program; family and medical leave; sick leave pool; leave without pay; leaves with pay; employee performance evaluations; management of employee files; request for release of employees information; benefits and services awards.

*Insurance/Retirement & Other Benefits

The Insurance/Retirement & Other Benefits program is responsible for assisting
employee with health, dental and insurance coverage (ECC); & retirement benefits.

*Human Resource Staff Development

Human Resource Staff Development is committed to enhancing the skills,
knowledge and professional development of SPH employees through quality training program and innovative training delivery techniques.

Our goal is to offer the best most effective, job related training possible with which
employees can continue tio improve the level; of service provided to our customers, both inside and outside the hospital. Our belief is in the value and potential of each individual we serve.

Company Profile:
San Pedro Hospital of Davao City Inc. is a Catholic non-stock, non-profit, training institution committed to the care of the sick and the poor, the education of health professionals and the delivery of quality health care to all. The San Pedro Hospital is owned and managed by the Dominican Sisters of the Trinity, Inc.

At present San Pedro Hospital has 295 bed capacity and 20
Bassinets. It is also accredited by the Philippine Health Insurance Corporation and provides services to various Health Maintenance Organizations.

Vision
We, the San Pedro Hospital community envision persons experiencing the best
quality health care services in mercy and compassion.

Mission
We, the San Pedro Hospital community of health workers commit to:

1. Provide the best quality and compassionate health care services in satisfying all individuals with respect and reverence of their person;
2. Deliver quality satisfying services expected of a training health care institution; and
3. Witness as a community the mercy and compassion of a loving God in the performance of individual and communal responsibility.

Core Values
Quality Customer Service

* Follows systems and procedures
* Renders fast, timely and efficient service
* Listens and acts on patient’s/client’s complaints
* Provides patients with timely, complete, correct information regarding their current state and the hospital procedures that they will have to go through
* Serves with respect and wearing a ready smile to patients and colleagues
* Commits to continual improvement both in the formal and non-formal training, learning events.

I really learn and enjoy regarding this assignment. It was a challenge for me in facing the professional people and also it is an honored for me and besides it helps to develop our self-confident. I realize it was hard to look for a job nowadays and honestly it is very nervous to have an interview to a professional person especially the time we went to San Pedro Hospital, Secretary Chio taught us to be prepared all the time particularly in making a guidelines during interview and be serious in conducting an interview. I hope I will be a good interviewer.


==========God Bless……===========