Republic of the Philippines

Commission on Higher Education

Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

Subject: Educ 204 (Educational Management) PROFESSOR’s

Module No. 06 REMARKS
Title of the Module: Human Resource and Talent
Management
Name of Presenter/s: Leilane P. Micaller
Susie P. Jimenez
Richard N. Nieva
Date/s Presented: September 28, 2024

A. OBJECTIVES OF THE MODULE

At the end of this module, the MAED Students should be able to:
1. Explain how human resource and talent management as part of business strategy.
2. Describe the components of talent management.
3. Present an overview of recruitment and selection.
4. Present an overview of employee orientation, training and development.
5. Explain the basics of performance evaluation system.
6. Summarize the basics of employee compensation.
7. Understand the role of labor unions in human resource management.

B. CONTENT

HUMAN RESOURCE AND TALENT MANAGEMENT

As defined:

● Human Resource - Andrew J. DuBrin defines human resources as the collective set of
individuals who make up the workforce of an organization. This concept encompasses
not only the recruitment and management of employees but also the development of
their skills and capabilities. DuBrin emphasizes the importance of aligning human
resources with organizational goals to enhance productivity and foster a positive work
environment. He highlights that effective human resource management involves
understanding employee needs, facilitating communication, and creating strategies that
promote both individual and organizational success.

● Talent Management - is a deliberate approach to attract, develop and retain people

with aptitude and abilities to meet current and future organizational needs.

All managers engage in human resource management to some extent when they
engage in activities such as recruiting, selecting, training and evaluating employees. The
human resource department assists in these activities and provides leadership.

►How human resource and talent management as part of business strategy?

According to Andrew J. Dubrin, human resource and talent management are key
parts of a business strategy because they focus on attracting, developing, and retaining
skilled employees. A strong workforce drives success and helps the company meet its
goals. By aligning HR practices with the overall business plan, companies ensure they
have the right people in the right roles. This connection helps improve performance,
boosts employee satisfaction, and supports long-term growth. In short, effective
management of human resources is essential for achieving business success.

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

Under ideal circumstances, organization staffing would proceed through the stages
as shown, and would improve employee retention. Terminating employees might also be
considered part of staffing.

The Organization Talent Management Model

Awareness of Legal
Aspects
Strategic Human-Resource
Planning

Recruitment

Selection Retention

Orientation, Training, and

Development

Performance Evaluation

Compensation

His Organization’s Talent Management Model emphasizes the importance of

aligning talent management with the overall goals of the organization. This model
focuses on three main areas: attracting, developing, and retaining talent. First,
organizations should create strategies to attract the right candidates who fit their culture
and needs. Next, they must invest in employee development through training and career
growth opportunities, ensuring that employees have the skills needed to succeed.
Finally, retaining talent involves creating a supportive work environment that values
employee contributions and fosters engagement. By integrating these elements,
Dubrin's model helps organizations build a strong workforce that drives performance and
achieves strategic objectives.

Under ideal circumstances, organizational staffing would proceed through the

stages shown, and would improve employee retention, terminating employees might
also be considered part of staffing. The arrow pointing to “Retention” in the model
suggest that a major strategy of staffing is to retain valuable employees and that any
aspect of talent management can contribute to retention. For example, selecting the
right person for the job increases the probability that he or she will enjoy the job and
stay with the company or firm.

►Turn-over of Employees

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

- This also mean, “employees not being retained” occurs mainly due to individual,
environmental and workplace factors; these three main factors often work in
combination.

● Individual factor – might be that a person is not smart enough to cope with all the
new learning in a job so he or she quits.

● Environmental factor – includes economy, employees are more likely to explore job
possibilities outside the firm during good economic conditions and times of low
employment

● Workplace factor – include job enrichment and emotional support given to workers
both of which are likely to reduce turn-over.

► Job Embeddedness Theory

This is a theory of turn-over suggesting that a combination of many factors

influences whether employees stay with a firm. Among these influences are factors
about the job itself, such as bonds with coworkers, the fit between one’s skills and job
demand, and organization-sponsored community service that the employee perceives as
valuable. Off-the-job factors influencing retention include personal, family, and
community commitments. For example, a person is less likely to relocate for job
purposes when he or she has good contacts on the job, and the family is committed to
staying in the community.

► Components of Talent Management

– talent management refers to the systematic approach to attracting, developing,
and retaining skilled employees. The key components of talent management include:

1. Talent Acquisition - this involves finding and hiring the right people for the job. It
includes creating clear job descriptions, using effective recruitment strategies, and
selecting candidates who fit the organization's needs.

2. Training and Development - once employees are hired, it's crucial to provide them
with training to enhance their skills and knowledge. This can include workshops,
mentoring, and opportunities for continuous learning.

3. Performance Management - this component focuses on assessing and improving

employee performance. Regular feedback, evaluations, and setting clear goals help
employees understand their strengths and areas for improvement.

4. Succession Planning - this involves preparing for future leadership needs by

identifying and developing potential leaders within the organization. It ensures that there
are capable individuals ready to step into key roles when needed.

5. Employee Engagement - Keeping employees motivated and satisfied is vital for

retention. This can be achieved through recognition programs, open communication, and
creating a positive work environment.

► What is Recruitment and Selection?

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

It is a process of attracting job candidates with the right characteristics and skills
to fit job openings. The preferred recruiting method is to begin with many possible job
candidates and then consider a much smaller number. However, if few candidates are
available, the recruiter must be less selective or not fill the position.

► Purposes of Recruitment

A major purpose of recruitment and selection is to find qualified employees who fit
well into the culture of the organization. Most job failures are attributed to workers being
a “poor fit” rather than poor technical skills or lack of experience.

The poor fit implies poor relationships with co-workers. A positive-person

organization fit is usually based on person’s values and those of the organization.

Another key purpose of recruiting is to sell the organization to high quality

prospective candidates. Recruiters must select candidates who can function in one job
today and be retrained and be promoted later, as company needs dictate.

► Job Description

- this explains in detail what the jobholder is supposed to do: it is vital document in
human resource planning and performance evaluation.

According to Andrew J. DuBrin, a job description is a crucial document that outlines

the responsibilities, tasks, and expectations associated with a specific role within an
organization. It serves multiple purposes, including providing clarity for employees about
their duties, guiding the recruitment process by detailing the qualifications and skills
required, and helping management assess employee performance.

A well-crafted job description typically includes the job title, a summary of the role,
specific duties, necessary qualifications, and reporting relationships. DuBrin emphasizes
that clear and accurate job descriptions are essential for aligning employee efforts with
organizational goals and ensuring that both the organization and its employees have a
shared understanding of what is expected in any given position.

►To sum it up!

• Recruitment and selection are critical processes in human resource management

that focus on attracting and choosing the right candidates for job openings within an
organization. Recruitment involves identifying the need for new personnel, creating job
postings, and employing various strategies to attract a diverse pool of applicants. This
may include utilizing online job boards, social media, and networking to reach potential
candidates. Once applications are received, the selection process begins, which includes
screening resumes, conducting interviews, and assessing candidates' skills and fit for the
organization.

• Effective selection methods may involve tests, reference checks, and background
investigations to ensure that the chosen candidate not only meets the qualifications but
also aligns with the company’s culture and values. Together, recruitment and selection

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

aim to build a strong workforce that contributes to the organization’s success by

ensuring that the right people are in the right roles.

Topic: Present an overview of Employee Orientation, Training, and

Development.
Employment Orientation, Training, and Development are essential
components of workforce integration and growth.
Employee Orientation introduces new hire to the company’s culture, policies,
and their specific roles, typically lasting 1-2 days. It aims to familiarized employees with
expectation and resources to enhance their early experiences.
An effective employee orientation program includes several key
components:
 Clear Expectations and Goals: Communicate specific role expectations and how
they align with company objectives.
 Introduction to Company Values: Provide insights into the organization
mission, core values and culture.
 Familiarization with team: Facilitate introductions to team members and
leaders to build relationships.
 Compliance Training: Ensure completion of necessary legal forms and explain
critical policies.
 Job Duties Overview: Clearly outline job responsibilities, performance metrics,
and available resources.
 Interactive Activities: Incorporate engaging activities to enhance learning
integration.
 Documentation: Maintain records of the orientation process for compliance and
future reference.
How does Employee Onboarding differ from Employee
Orientation
Employee Orientation- A one-time event introduces new hires to the company
mission, values, policies, and basic procedures. Provide essential information to help new
employee.
Employee Onboarding- A more comprehensive, extended process that
integrates new hire at multiple levels. Focuses on job-specific skills, culture fit, and long-
term engagement.
Employee Training encompasses various programs designed to improve job
performance through skill enhancement, compliance, and technical knowledge. This can
include ongoing training sessions tailored to specific job functions.
What are the best practices for designing employee training
programs.
 Conduct a Needs Assessment: Identify skill gaps and training requirements
through survey, interviews, and performance reviews to align training with
organizational goals.
 Set SMART Objectives: Establish clear, measurable, and relevant training goals
that guide content development and ensure alignment with broader company
objectives.

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

 Diversify Training Methods: Utilize a mix of format such as eLearning,

workshops and hands-on training to cater to different learning styles and enhance
engagement.
 Gather Feedback and Iterate: Continuously collect participant feedback to
refine the program and adapt to evolving needs, ensuring the training remains
relevant and effective.
Employee Development focuses on long term career growth through mentoring,
coaching and leadership training, ensuring employee prepared for future
responsibilities.
Key Elements of an effective Employee Development Plan (EDP):
 Skills Assessment: Evaluate current competencies and identify areas for
improvement through self-assessment and feedback.
 Development Goals: Set specific short-term and long -term objectives aligned
with both employee aspirations and organizational needs.
 Action Plan: Outline concrete steps, such as training programs or mentorship,
required to achieve the goals.
 Timeline: Establish deadlines for each action item to ensure progress is tracked.
 Resources and Support: Provide regularly review and adjust the plan based on
feedback and evolving goals.

Topic 2: Explain the basic of performance evaluation system

A performance evaluation system is designed to assess employee
contributions and ensure alignment with organizational goals. Key components
include:
 Goal Management: Establishing clear, measurable objectives for employees.
 Continuous Monitoring: Regularly tracking performance and providing feedback.
 Assessment and Recognition: Evaluating outcomes periodically to acknowledge
achievement and identify areas for improvement.
A Performance management system comprises several key components
essential for enhancing employee performance and aligning it with organizational
goals:
 Performance Planning: Establishing clear, measurable objectives aligned with
business goals.
 Performance Monitoring: Continuous tracking of employee progress through
regular feedback and check-ins.
 Performance Appraisal: Periodic evaluation to assess achievements and ares for
improvement.
 Feedback Mechanism: Providing constructive feedback to guide employee
development.
 Recognition and Reward: Acknowledging contributions to boost morale and
motivation.
Implementing a performance management system can present several
challenges:
 Lack of Leadership Commitment:
Without strong support from leadership, the system may not be prioritized,
Leading to poor engagement from managers and employees.
 Inadequate Training: Employees and managers often lack the necessary training
to effectively use the system, resulting in ineffective implementation and
utilization.
 Poor Design and Integration: System must be tailored to organizational needs;
a one-size-fits-all approach can lead to misalignment with business goals.

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

 Resistance to Change: Employees may resist new processes, necessitating

effective change management strategies to facilitate smooth transition.
 Software Challenges: Technical issues with performance management software
can hinder its effectiveness, requiring ongoing support and troubleshooting.

COMPENSATION- refers to the total rewards an employee receives in exchange for

their work.
Including pay and benefits it plays major role in talent management which also
includes attracting and retaining valued employees.
Even when a firm is downsizing, key employees will be recruited and retained
by juggling benefits. Compensation attracts considerable management
attention because it constitutes about two-thirds of the cost of running most
enterprises.

Types of Pay

Wages – are payments to employees for their services computed on an hourly

basis or on the basis on the amount of work produced.

Salary – is an annual amount of money paid to a worker ;it does not depend
directly on output or hours worked.

Future salary is dependent to some extent on how well the worker produced in
the previous year. Many workers are eligible for bonuses or incentives to
supplement their salary.

To determine how much a given job should receive in wages or pay, many
companies perform a job evaluation, the rank-ordering of jobs based on job
content, to demonstrate the worth of one job in comparison to another. Among
the factors contributing to the content of a job are education, skill, mental
demands, and physical demands. Each factor receives a weight and the weights
are added to determine how many points a job is worth. The greater the total
points, the higher the pay.
Variable Pay- in which the amount of money a worker receives is partially
dependent on performance.
A worker might receive a bonus for having surpassed a performance standard
or a salary increase for the same reason.

Another approach to variable pay, stack- ranking, requires managers to rank

each employee within each unit and distribute raises and bonuses accordingly.

Employee Benefit – is any noncash payment given to workers as part of

compensation for their employment.

The Role of Labor Unions in Human Resource Management

When a public or private organization is unionized, the labor union influences
almost all human resource programs and practices. A major purpose of a labor

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 Republic of the Philippines
Commission on Higher Education
Region V (Bicol
REPUBLIC COLLEGES OF GUINOBATAN, INC.
GRADUATE SCHOOL
G. Alban Street Iraya, Guinobatan, Albay

union is to attain fair treatment for workers in such areas as compensation;

working hours , job security, and work-life programs.

The most heavily unionized public sector workers are teachers, police officers
and fire fighters. Among private industries, transportation and utilities have the
highest union membership.

Types of demands labor union typically seeks:

1. Fair and consistent policies and practices
2. Open-door management policies (workers are free to discuss
problems with the management)
3. Competitive pay and benefits
4. Employee trust and recognition

Reflection Questions:
1.Explain how human resource and talent management is part of business
strategy?
2. What have you learned about talent management that you might apply to
your own job search?
3. Why do so many people dislike performance evaluation?