Human Resource Management (HRM) involves activities that effectively utilize an organization's human resources, including staffing, training, performance appraisal, and labor relations. The process aims to maximize employee performance aligned with organizational goals, guiding recruitment, selection, and onboarding processes. Additionally, HRM encompasses job analysis, recruitment methods, selection procedures, and the evaluation of candidates to ensure a proper fit and retention of staff.

1. HUMAN RESOURCE MANAGEMENT
What is Human Resource
Management?
HRM- the activities an organization
carries out to utilize its human
resources effectively.
These activities include:
1. Staffing (recruitment, selection)
2. Training and Development
3. Performance Appraisal
4. Compensation
5. Labor Relations
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2. HUMAN RESOURCE MANAGEMENT
• includes all activities used to attract and retain employees and to ensure that they
perform at a high level in meeting organizational goals.
HRM is the process of recruiting, selecting, inducting employees,
providing orientation, imparting training and development.
HRM is the process of employing people, training them, compensating
them, developing policies relating to them, and developing them.
HRM- the organizational function that manages all issues related to the
people in an organization.
HRM- a department of a business organization that looks after hiring,
management and firing of staff.

3. Human Resource Management
> Is the strategic approach to
the effective management of
people in the company or
organization such that they
help their business gain a
competitive advantage.

4. The purpose of human resource management is to maximize employee
performance in service of an employer’s strategic objectives.
Employment Process
1.The department/ unit head submits request for new employee
employee
requisition form); specify the reason for the need of new employee, how many
are needed, job description, job specification, qualification, when do we need
the employee?
2. The requisition form should be signed by the vice presidents/ required
signatories.
3. The requisition form is submitted for approval by the president/ director of the
company.
4. The requisition is forwarded to the HR Office for review and posting
5. The HR Director will post the need for new employee(s) through the radio,
streamer, bulletin of information, TV , and other forms of prints.

5. 6. The HR will review and analyze the application papers, documents, and other
credentials
needed by the company.​
7. The HR will compare the documents of all applicants ( for screening and
filtering the
applicants)​
8.The HR will schedule an interview with applicants.​
9. Schedule testing, etc. After passing the test, the applicant is required to
conduct teaching demonstration (for teacher
applicants) ; submits additional requirements of the HR then
the applicant is subjected for another interview with the VP's.
10. Hiring. If all requirements are met, the applicant is hired.

6. What is the difference between job description and job specification?
Job description-a document which states an overview of the duties,
responsibilities and functions of a specific job in an organization.
 Job description usually lists out the job title, location, job summary,
working environment, duties to be performed on the job.
 Job description helps organizations to be clear about who should do
what?
Job specification- a statement of the qualifications, personality traits, skills,
experiences required by the individual to perform the job.
> It lists out the qualifications, experience, training, skills, emotional
attributes, mental capabilities of an individual to perform the job.

7. Job analysis- the process of gathering and analyzing the information
about the content and the human requirements of jobs, as well as
the context in which jobs are performed. This process is used to
determine placement of jobs.
Job matching is needed so that Job mismatch is avoided
Background Investigation/ background check for applicants
1. To employ the best applicant for the company
2. To get information on their performance from previous
employment
3. Values and attitude
4. Get reasons for resignation/ dismissal from previous
employment (scam, theft, borrowing money, harassment,
negligence of job, etc. )

8. 2 Major Sources of Candidates to fill the Vacant Position
1. Internal Source-these are qualified candidates from the
company and within the ranks of its present employees.
promotion provides motivation for other employees to give
their best in doing their jobs.
2. External source- hiring from the outside source is a management
option. The management may opt to hire an outsider if there is
no one qualified to perform the tasks or to deliver the required
output.

9. Methods of Recruitment
1. Job posting
2. Word-of –mouth system (least expensive form of advertisement)
3. Advertising media
Blind ads- ads that do not reveal the identity of the company, instead they
give a box number where the resume or pertinent papers will be forwarded.
This is done to avoid responding to a flood of phone calls or unwanted
resume’s.
4. Walk ins and Unsolicited applicants
5. Campus or university recruitment
6. Job fair and open house
7. Government agencies
8. Radio and television
9. The internet

10. Selection Procedure on How to get the Most Qualified applicant
Stage 1
Establishing selection procedure
Stage 2
Identifying and choosing selection
criteria, predictors and instruments
to be used
Stage 3
Gathering and evaluating information
about applicants
Stage 4
Making communication decisions to
select or reject

11. THE SELECTION PROCESS
1. Preliminary Screening/ initial interview
This step deals with obvious factors such voice, dress, physical
appearance, personal grooming, educational background,
professional training and experience.
Styles of Interview
1. structured interview-follows a set of procedures and the
interviewer takes the lead.
2. unstructured interview- where the applicant takes the lead. The
applicant is given a free hand to talk about himself and the
interviewer makes the assessment.
3. Panel or round table interview- usually done for managerial and
supervisory employees.

12. 2. The Application Form
In some companies, they ask applicant to fill out the company’s
application form which contain more information that the company needs for
MIS files.
Graphology- the art and science of the analysis of the individual’s traits
through his handwriting. It can reveal the level of intelligence, emotional
stability, imagination and ability to work with others as well as discover
talents and capabilities.
Some companies require applicants to write something about himself in not
more than 200 words. Write something about his education, the school
where courses were attended, employment data, years of experience in a
particular job, salary received, and membership in organizations.
3. Testing and Evaluation Results
Tests are still the commonly used instruments for determining
qualifications and talents of the applicant for a particular job.
The most objective of all selection instruments in the selection process.

13. Classification of tests
1. Intelligence test-measures mental ability/ general learning ability.
>capacity for learning and doing things.
2. Aptitude test-measures the person’s capacity to learn a given
job, provided there is adequate training.
3. Interest test- derived from hereditary and environmental factors.
> it tries to predict the success of the job if the person’s interest
and the job are properly matched.
4. Personality test- an important instrument to test the personality
of the applicant especially for supervisory and managerial
positions, as they have to relate with their co-workers in the
industry.
5. Achievement or proficiency test-it tries to measure the applicant’s
knowledge of a given job.

14. 4. In-Depth Interview-the most important part of the selection process.
After passing all tests required the applicant is now ready to enter into the
selection process.
Interviewer must have knowledge, empathy, communication.
5. Evaluating references is important in finally assessing the applicant’s
worth for the position.
3 kinds of references
1. academic reference- academic performance/ TOR/ co-
curricular activities.
2. Character reference
3. Work or experience reference-to get the most valid
information about the applicants.
6. Physical examination- the applicants undergo physical exam at the
company clinic or an authorized hospital to determine the physical fitness
of the applicant for the job.

15. 7. Placement. The applicant who clears all the hurdles is finally
offered the job.
The applicant is now formally introduced to the group and
undergoes an intensive orientation and induction program.
CONGRATULATIONS !
and
WELCOME TO THE COMPANY

16. ORIENTATION AND TRAINING