Midterm Exam

Case Study 1: The New Human Resource Manager

The technical skills of Mr. Santos are unrelated to the HRM role. One of the Main
Functions of HRM is that they will acquire the right person for the right job, and it seems
that Mr. Rod Santos doesn't fit this job at all, and this might be the downfall of the
organization. There is actually nothing wrong with having "satisfactory" in rating, but the
thing is, this garment company is in a globally competitive industry, where people
compete for jobs on a daily basis. Mr. Rod Santos, a recently appointed HR Manager,
must inform staff members about employment terms and conditions, expectations,
opportunities for learning and development, goals, and other matters. Because businesses
take the time to explain what they are doing and why, Mr. Rod Santos would not be able
to build confidence if he failed to do this. Seeing to it that the team members perform at a
high level is one of Mr. Rod Santos' most important duties. It is up to Mr. Santos to
decide what needs to be done to increase knowledge and abilities, as well as, when
necessary, performance. He must know how to agree on expectations and analyze results
against those expectations. The framework for recruiting and selection is based on the
competencies specified for a post. The hiring of Mr. Santos, however, would have
resulted in significant changes because a position profile outlines the results,
responsibility, and competencies for a certain role. If the company plans to hire a
replacement for Mr. Santos as HR Manager, they should ensure that the new HR
Manager has the skills necessary to meet the job's requirements for productivity,
efficiency, and quality as well as the personal needs of the employee. This will boost
employee engagement.

All of the HR specialties fall under the strategic and functional focus of human resource
management. A human resource manager combines the knowledge of an HR generalist
with skills in management and general business. In this instance, Mr. Santos, who was
just hired as Prime Manufacturing Company's HR Manager, had a variety of issues and
hurdles that made him a failed manager.
Case Study 2: The Outsider

The human resources department of the business must stick to important aspects of
forecasting employees, such as requirement and availability forecasting, which states that
both internal and external sources of employees must be considered to fill in the vacant
position of the business. The two key techniques in this case, requirement forecasting and
availability forecasting, are discussed as ways to guarantee that a qualified and quality
candidate is available for a particular role. The HR department should be aware of the
aspects that must be taken into account in order to have a qualified candidate for the job
because finding the right employee for a certain role is an important operation.
Outsourcing staff is one of their strategies for locating qualified candidates, yet
outsourcing individuals for a particular position has its own set of issues. Since there's no
way to tell if someone is competent or skilled enough for the job, hiring people for higher
positions without a track record in the company would also be taken into consideration.
However, doing such might result in the organization having a shortage of employees.
Since the company already has records of a certain candidate's performance in the
organization, the HR department should consider the company's current employees, who
are internal employees, before outsourcing directly for the open position. Making
decisions with the individual who will fill a certain position in mind is important. The
key objective is to have an outstanding employee who has the necessary skills and talents
to ensure that before taking the job they have the abilities to perform effectively. This is
true whether they hire from internal employees or outsource staff. However, the business
should also give consideration to the following: providing possibilities to their long-term
employees would encourage them to perform better on the job and will help them feel
like a part of the company's expansion. The organization would be able to avoid this kind
of issue by following the requirement for forecasting and availability forecasting. The
company would benefit from having a qualified employee who have the necessary skills
and abilities to fill the position. This method of forecasting could also be used for
evaluating an applicant's skills and interest in hiring both internal and external candidates.
Providing everyone in the organization with such an equal opportunity might also be fair
to them.
Case Study 3: Seniority in the Organization

Performance-based promotions should be used by Permaja Resources Corporation. This

performance-based promotion is successful in creating a sense of responsibility among
employees. If promotions are made only by seniority, employees may feel jealous and
may not get along with their coworkers. Since promotions are guaranteed after a specific
amount of time in the organization, employees may not be motivated to perform above
and beyond if promotions are only based on seniority. It is a low risk, high reward
commitment. Permaja Resource Corporation should support the practice of performance-
based promotions so that staff members cannot rely on seniority for promotions.
Employees may be inspired to put up the extra effort if the greatest performers are the
ones who promote. Concentrating on success can boost overall production. By
encouraging performance-based promotions, employers may encourage employees to
perform at their highest level while also assisting them in becoming more productive at
work. The employees might benefit from being challenged as well. Given their certainty
of receiving a promotion, employees are less motivated to accomplish their jobs.
Case Study 4: The Case of Mr. Pedro De La Cruz

If I were the Human Resource Manager, I would follow the company’s rule in
selecting/hiring employees for a specific position. Following the company's selection
process will serves as a guide to have a quality employees. The Human Resource
Department should pay close attention to certain laws and regulations that must be
followed while hiring new personnel. Because of the risk of hiring someone who is not
suitable for the role, the human resources department cannot just recruit someone and
place him in a certain position because someone in a higher position recommended this
person. The organization would be in a very dangerous situation and it might have an
impact on performance if it were to recruit someone who lacked the requisite training and
qualifications. The organization should take consideration of the necessary skills and
talents that an employee should have in order to select the best employee. Because
finding qualified employees who can contribute to the company's growth is their primary
objective, hiring someone who falls short of the requirements is a terrible choice. Mr.
Dela Cruz shouldn't be granted the job he requested, according to the human resources
department. He is not qualified to take on the position that could result in a dangerous
situation. He may be given the chance to keep his job by being offered a different
position. However, if he declined the offer made to him, the human resources department
has no more responsibility with him. The human resources department cannot simply
recruit him because the company's highest employee suggests him; instead, he must be a
competent applicant who deserves a position before the company will consider hiring
him.