Subject: Theories, Concepts and Practices in

Educational Management
Topic: Human Resource Management
Student: Jayson L. Santelices
Course: Doctor of Education,Educational Management
S.Y.: 2018 - 2019
_______________________________________________________________
HUMAN RESOURCE MANAGEMENT
Human Resource Management is that field of management which
has to do with planning, organizing and controlling various
operative functions of procuring, developing, maintaining and
utilizing a work force in order that
(a) the objectives for which the company is established are
attained as efficiently and economically as possible;
(b) the objectives of all levels of personnel are served to
the highest degree; and
(c) the objectives of the community are duly considered and
served.”

Human Resource Management includes all activities used to

attract & retain employees and to ensure they perform at a high
level in meeting organizational goals.

These activities are made up of

1. Recruitment & selection.
2. Training and development.
3. Performance appraisal and feedback.
4. Pay and benefits.
5. Labor relations.

Selection Process
• Refers to the steps involved in choosing people who have the
right qualifications to fill a current or future job opening.
Usually, managers and supervisors will be ultimately
responsible for the hiring of individuals, but the role of
human resource management (HRM) is to define and guide
managers in this process.
Initial Selection
An initial screening for HR is the preliminary step to the
interview process. It's not a guarantee that the applicant will
move to the next step.
However, if she has the basic skills and qualifications for
the job, and does a good job expressing her interest in the job
and capabilities, there's a strong possibility that you'll put her
on the list of applicants to invite for a standard interview.
Think of the initial HR screening as more of a fact-finding
mission than the usual interview

Substantive Selection
If an applicant passes the initial screens, next are
substantive selection methods. These are the heart of the selection
process and include written tests, performance tests, and
interview.

Contingent Selection
Contingent assessments are the final step in the external
hiring process, not undertaken until after a candidate receives a
conditional job offer. Unlike assessments that evaluate a
candidate’s cognitive abilities, technical knowledge or job
skills, contingent assessments are criteria which must be met
before an offer becomes final. While the most common include a
reference check, drug test and medical exam, specific business
needs or the job role may require the use of alternate or
additional contingent assessment methods

The selection process consists of five distinct aspects:

1. Criteria development
All individuals involved in the hiring process should be
properly trained on the steps for interviewing, including
developing criteria, reviewing résumés, developing interview
questions, and weighting the candidates.
Thus, the first aspect to selection is planning the interview
process, which includes criteria development.
Criteria development means determining which sources of
information will be used and how those sources will be scored
during the interview. The criteria should be related directly to
the job analysis and the job specifications.
In fact, some aspects of the job analysis and job
specifications may be the actual criteria.

2. Application and résumé review

Once the criteria have been developed (step one),
applications can be reviewed. People have different methods of
going through this process, but there are also computer programs
that can search for keywords in résumés and narrow down the number
of résumés that must be looked at and reviewed.

Background Information:
 EDUCATION
• COMPETENCIES
• EXPERIENCE
• SKILLS AND ABILITIES
• PERSONNAL CHARECTRISTIC

3. Interviewing.
After the HR manager and/or manager have determined which
applications meet the minimum criteria, he or she must select those
people to be interviewed. Most people do not have time to review
twenty or thirty candidates, so the field is sometimes narrowed
even further with a phone interview.

Interview:
 Almost all firms use one of two types:
– Structured interview: managers ask each person
the same job-related questions.
– Unstructured interview: held like a normal
conversation.
– Usually structured interviews preferred; bias
is possible.
4. Test administration
Any number of tests may be administered before a hiring
decision is made. These include drug tests, physical tests,
personality tests, and cognitive tests. Some organizations also
perform reference checks, credit report checks, and background
checks.
 Paper & Pencil Tests: Either an ability and personality test.
 Ability test: assess if applicant has right skills for the
job.
 Personality test: seek traits relevant to job performance.
 Performance Tests: measure job performance.
– Typing speed test is one example.
– Assessment Center: candidates assessed on job-
related activities over a period of a few
days.
5. Making the offer.
The last step in the selection process is to offer a position
to the chosen candidate. Development of an offer via e-mail or
letter is sometimes a more formal part of this process.
Compensation and benefits will be defined in an offer.
Pay and Benefits: high performing employees should be rewarded
with raises, bonuses.
– Increased pay provides additional incentive.
– Benefits, such as health insurance, reward
membership in firm

Training & Development

Training: teach organizational members how to perform current

jobs. Help worker’s acquire skills to perform effectively.

Development: build worker’s skills to enable them to take on new

duties.
 Training used more often at lower levels of firm,
development is common with managers.
 A Needs Assessment should be taken first to determine
who needs which program and what topics should be
stressed.
Types of Training
1. Technical or Technology Training
Depending on the type of job, technical training will be
required. Technical training is a type of training meant to teach
the new employee the technological aspects of the job. In a retail
environment, technical training might include teaching someone how
to use the computer system to ring up customers.

2. Quality Training
In a production-focused business, quality training is
extremely important. Quality training refers to familiarizing
employees with the means of preventing, detecting, and eliminating
nonquality items, usually in an organization that produces a
product.
In a world where quality can set your business apart from
competitors, this type of training provides employees with the
knowledge to recognize products that are not up to quality
standards and teaches them what to do in this scenario.
3. Skills and Training
Skills training, the third type of training, includes
proficiencies needed to actually perform the job.
For example, an administrative assistant might be trained in how
to answer the phone, while a salesperson at Best Buy might be
trained in assessment of customer needs and on how to offer the
customer information to make a buying decision.

Think of skills training as the things you actually need to

know to perform your job. A cashier needs to know not only the
technology to ring someone up but what to do if something is priced
wrong.

4. Soft Skills Training

Our fourth type of training is called soft skills
training. Soft skills refer to personality traits, social graces,
communication, and personal habits that are used to characterize
relationships with other people.

Soft skills might include how to answer the phone or how to

be friendly and welcoming to customers. It could include sexual
harassment training and ethics training. In some jobs, necessary
soft skills might include how to motivate others, maintain small
talk, and establish rapport.
5. Professional Training and Legal Training
In some jobs, professional training must be done on an ongoing
basis. Professional training is a type of training required to be
up to date in one’s own professional field. For example, tax laws
change often, and as a result, an accountant for H&R Block must
receive yearly professional training on new tax codes (Silkey,
2010). Lawyers need professional training as laws change. A
personal fitness trainer will undergo yearly certifications to
stay up to date in new fitness and nutrition information

Types of Training Methods

1. Technology-Based Learning
Common methods of learning via technology include:
• Basic PC-based programs
• Interactive multimedia - using a PC-based CD-ROM
• Interactive video - using a computer in conjunction with a
VCR
• Web-based training programs

2. Simulators

Simulators are used to imitate real work experiences. Most

simulators are very expensive but for certain jobs, like learning
to fly a 747, they are indispensable. Astronauts also train
extensively using simulators to imitate the challenges and micro-
gravity experienced on a space mission. The military also uses
video games (similar to the "shoot-em-up" ones your 14-year old
plays) to train soldiers.

Example: Truck drivers could use simulators to practice

responding to dangerous driving situations.

3. On – The – Job Training

 Jumping right into work from day one can sometimes be the
most effective type of training.

On-the-job training gives employees motivation to start the job.

Some reports indicate that people learn more efficiently if they
learn hands-on, rather than listening to an instructor. However,
this method might not be for everyone, as it could be very
stressful.
Example: New trucking employees could ride with experienced
drivers. They could ask questions about truck weigh stations,
proper highway speeds, picking up hitchhikers, or any other issues
that may arise.

4. Lectures
5. Group Discussion and Tutorials
6. Role –playing
7. Management Games
Management games simulate real-life issues faced in the
workplace. They attract all types of trainees including active,
practical and reflective employees
8. Outdoor Training
A nice break from regular classroom or computer-based
training, the usual purpose of outdoor training is to develop
teamwork skills.

Types of Development
– Varied Work Experiences: Top managers must build
expertise in many areas.
– Workers identified as possible top managers
given many different tasks.
– Formal Education: tuition reimbursement is common for
managers taking classes for MBA or similar.
– Long-distance learning can also be used to
reduce travel.

“Whatever training and development efforts used, results must be

transferred to the workplace”