BUSINESS POLICY AND STRATEGY particular positions.

GROUP NO. 4
LEADER: Allen M. Bulan Recruitment involves the following:
MEMBERS: 1. Advertisement of a position vacancy
Irish T. Barcelon 2. Preliminary contact with potential job
Frances Arielle J. Ramirez candidates
Ephraim M. Reyes 3. Preliminary screening to obtain a pool
John Kenneth R. Samson of candidates
Anna Kathleen E. Santiago
BSA-5 Two types of Recruitment: internal and
external.

PERFORMANCE MANAGEMENT Internal Recruitment - It is a process

Procedures and systems designed to for attracting job applicants from those
improve employee outputs and currently working for the firm.
performance, often through the use of
economic incentive systems. Methods of Internal Recruitment:

HUMAN RESOURCE STRATEGIC The computerized career progression

PLANNING system (CCPS) is one that stores
extensive amounts of information about
STAFFING employees of a company. It is a useful
Staffing refers to the HR planning, means of recruiting people currently
acquisition and development aimed at employed by the organization. The
providing the talent necessary for system's computer file contains
organizational success. information on employees such as job
history, education, strengths and
STAFFING PROCESS weaknesses, leadership development
1. Job analysis
needs, developmental needs, training,
2. Recruitment
and special skills.
3. Selection
4. Socialization Supervisor recommendations are
another method of internal recruitment.
JOB ANALYSIS When a supervisor needs to fill a certain
- Is a technical procedure used to define vacancy in his unit, he is in the best
the duties, responsibilities and
position to identify the person who fits
accountabilities of a job.
- To meet the job requirements specified the job. He can be asked to nominate
in the job description, the job internal candidates. Most likely, the
specification is derived. supervisor will nominate those whose
capabilities are well-known to him.
RECRUITMENT
Job posting is a method of internal
-may be defined as a human resource
recruitment in which a job vacancy
management practice designed to
locate and attract job applicants for notice is posted and all qualified
employees may bid. The notice
describes the job, the salary, work
schedule, and necessary qualifications. question. The agency or firm assumes
The most qualified applicants are the task of soliciting and screening
chosen for interview. applications, and then refers top
applicants to the hiring organization for
Career development system constitute
further screening.
another method of internal recruitment.
Under this method, the organization Campus recruiting is an external
places "fast-track" or high-potential recruiting method in which the
employees on a career path where they organization's recruiters visit various
are groomed for certain target jobs. college and university campuses to
recruit individuals for positions requiring
External Recruitment- It is a process of
a certain degree.
attracting job applicants from outside the
organization. It is undertaken when no SELECTION
suitable candidates are available from
This involves assessing and choosing
within the organization.
among job candidates. The selection
Methods of External Recruitment: process involves the following steps:
Employee referrals is a method of  completing the application form
recruitment in which organizations ask  conducting an interview
their employees to solicit applications  completing any necessary tests
from qualified friends and associates.  background investigation
Applicant-initiated recruitment is a  physical and medical examination
method of external recruitment in which  a decision to hire or not
an organization accepts unsolicited SOCIALIZATION
applications or resumes from individuals
interested in working for the - involves orienting new
organization. employees to the organization
and its work units, especially the
Help-wanted advertisements is a work units where the newly hired
method of external recruitment in which employee will be working.
an organization places an advertisement The purpose of socialization is to
for the position in the appropriate media enable new employees to quickly
such as newspaper, magazine, and the become productive members of
like. the organization.
Private employment agencies and TRAINING AND CAREER PLANNING
executive search firms constitute AND DEVELOPMENT
another method of external recruitment.
Under this method, the hiring Training – the process of
organization initiates the recruitment changing employee behavior,
process by contacting the appropriate attitudes or opinions through
agency or firm and informing it of the some type of guided experience.
qualifications needed for the job in
 There are many ways to conduct  Content Plateau
training programs and they may  Life Plateau
be classified as follows:
On-the-job Training- this training PERFORMANCE APPRAISAL
method is conducted while -the process of evaluating the
employees perform job-related performance of employees, sharing that
tasks. information with them, and searching for
The common forms of on-the-job ways to improve their performance.
training are:
1. Internships- are opportunities Functions of Performance Appraisal
for students to gain real world 1. To give employees feedback on
experience. performance
2. Apprenticeships- involve
learning a trade from an 2. To identify the employee’s
experienced worker. developmental needs
3. Job Rotation – provides broad 3. To make promotion and reward
range of experience in different decisions
kinds of jobs in an organization.
Off-the-job Training- This type of 4. To make demotion and termination
training deals with work skills in decisions
settings away from their ordinary 5. To develop information about the
workplace. organization’s selection and placement
The various off-the-job training
decisions.
techniques are:
1. Classroom Lectures
2. Videos and Films
Criteria for Performance Appraisal
3. Simulation Exercises
4. Computer-based training 1. Individual task outcomes
5. Vestibule Training
- For example:
6. Programmed Instruction
Career Stages – this term refers  The manager of a bank
to the distinct stages that could be judged on criteria
individuals go through in their such as deposit generation
careers, typically including and loans collected. In the
establishment, advancement, same light, a credit
maintenance, and retirement. investigator could be judged
Career Plateau – is a situation in on the number of good
which, for either organizational or accounts that turned out
personal reason, the probability from the credit applications
of moving up the career ladder is he investigated and
low. recommend for approval.
3 types of Career Plateaus:
 Structural Plateau 2. Behaviors
 - For example: acquire information about it. Information
may be derived from the following
 Teachers, nurses and filing sources:
clerks. Management tend to
evaluate the employee’s  Performance observation
behavior. Teachers, for  Statistical report
instance, are evaluated  Oral reports
according to how well they  Written reports
manage classroom
activities, the quantity and 4. Compare actual performance with
quality of professional standards
training attended, research 5. Discuss the appraisal with the
output, community service, employee
and be like.
6. If necessary, initiate corrective action
3. Traits
- Traits commonly used as basis for
performance appraisal include: Methods of Performance Appraisal

 Good attitude Absolute Standards

 Showing confidence Subjects of appraisal are not compared
 Looking busy with other persons.
 Possessing a wealth of
experience 6 Methods of Absolute Standards

The Process of Performance 1. Essay Appraisal – The appraiser

Appraisal writes a narrative about the employee.
The narrative comprises the subject’s
1. Establishment of performance strengths and weaknesses and
standards recommendations for development are
indicated.
- These standards should be based
on job-related requirements derived 2. Critical Incident Appraisal – Points out
from job analysis and reflected in the job the effective and ineffective
descriptions and job specifications. performance of the subject being
appraised.
2. Mutually set measurable goals
3. Checklist – The evaluator uses a list
- When goals are set with the active
of behavioral descriptions and checks
participation of the employees,
off those behaviors that apply to the
appraising employee performance will
employee.
be an easy task.
4. Adjective Rating Scale – This method
3. Measure actual performance
list a number of traits and a range of
- To determine what actual performance for each. The traits listed
performance is, it is necessary to
are assumed to be necessary to process of joint goal setting between a
successful job performance. supervisor and a subordinate. It is also a
process of converting organizational
5. Forced-Choice appraisal – The rater
objectives into individual objectives.
must choose between two or more
specific statements about an Management by Objectives (MBO) –
employee’s work behavior. The superior consist of four steps: goal setting; action
or others familiar with the ratee’s planning; self-control, and periodic
performance to evaluate how applicable reviews.
each statement is.
1. Goal Setting – individual objectives
6. Behaviorally Anchored Rating Scale are set based on the organization’s
(BARS) – This method comprises of overall objectives. These goals are
traits anchored by job behaviors. The agreed upon and then become the
Appraiser select the behavior that best standards by which the employee’s
describes the worker’s performance results will be evaluated.
level.
2. Action Planning – realistic plans are
developed to attain the objectives.
Relative Standards 3. Self-control – refers to the systematic
monitoring and measuring of
This approach of appraisal compare
performance.
individuals against other individuals.
4. Periodic Reviews – are the means
3 Categories of Relative Standards
used to determine whether there is a
1. Group Order Ranking – This method need for corrective action.
characterize as placing employees into
a particular classification such as top
“one-fifth.” Errors in Performance Appraisal
2. Individual Ranking – This method 1. Halo Error – This is a rating error that
requires the evaluator merely to list the occurs when a rater assigns ratings on
employees in order from highest to the basis of an overall impression
lowest. (positive or negative) of the person
being rated.
3. Paired Comparison – This method
where subordinates are placed in all 2. Leniency Error – This is a rater’s
possible pair and the supervisor must tendency to give relatively high ratings
choose which of the two in each pair is to virtually everyone
the better performer.
3. Central Tendency Error – This error
Objectives occurs when a rater lump everyone
together around the average, or middle,
This third approach of appraisal makes
category.
us of objectives. Also known as
Management by Objectives (MBO), is a
4. Recency Error – This is a biased have an opportunity to
rating that develops by allowing the accomplish something of real
individual’s most recent behavior to value—something that
speak for his overall performance on a matters in the larger scheme
particular dimension. of things. You feel that you
are on a path that is worth
5. Personal Bias Error – This occurs
your time and energy, giving
when a rater allows specific biases,
you a strong sense of purpose
such as racial, age, and gender, to enter
or direction.
into performance appraisals.
2. Sense of choice. You feel free
REWARDS(Organizational Incentives) to choose how to accomplish
-a thing given in recognition of one’s your work—to use your best
service, effort, or achievement judgment to select those work
-make a gift of something to (someone) activities that make the most
in recognition of their services, efforts, sense to you and to perform
or achievements. them in ways that seem
-procedures and systems designed to appropriate. You feel
improve employee outputs and ownership of your work,
performance, often through the use of believe in the approach you
economic incentive systems. are taking, and feel
responsible for making it
Rewards may be classified as either: work.
1. Intrinsic vs. Extrinsic 3. Sense of competence. You
2. Financial vs. Financial feel that you are handling your
3. Performance-based vs. Membership- work activities well—that your
based performance of these
activities meets or exceeds
your personal standards, and
I. Intrinsic vs. Extrinsic that you are doing good, high-
Intrinsic Rewards quality work. You feel a sense
-psychological rewards that of satisfaction, pride, or even
employees get from doing artistry in how well you handle
meaningful work and performing these activities.
it well. 4. Sense of progress. You are
encouraged that your efforts
The following are descriptions of are really accomplishing
the four intrinsic rewards and how something. You feel that your
workers view them: work is on track and moving in
1. Sense of meaningfulness. the right direction. You see
This reward involves the convincing signs that things
meaningfulness or importance are working out, giving you
of the purpose you are trying confidence in the choices you
to fulfill. You feel that you have made and confidence in
 the future. -indirectly enhance employees
financial well-being
Extrinsic Rewards
-usually financial—are the Examples:
tangible rewards given Pension Plans
employees by managers, Paid vacations
such as pay raises, bonuses, Paid sick leaves
and benefits. They are called Purchase discounts
“extrinsic” because they are
external to the work itself and III. Performance-Based vs.
other people control their size Membership-Based
and whether or not they are Performance-Based Rewards
granted -given using performance as the
basis
Examples:
Money Examples:
Promotion Commission
Benefits Piecework pay plans
Incentive systems
II. Financial vs. Non-financial Group bonuses
Financial Rewards
-enhance employees financial Membership-based Rewards
well-being directly -given to employees regardless
of performance
Example:
Wages/Salaries Examples:
Commission Pension plans
Bonuses Benefits
Profit-sharing Salary increases
Seniority or time in rank
Non-financial Rewards