Human Resource Management Experience

HUMAN RESOURCE MANAGEMENT

Introduction

Everyone has dreamed of having successful and fulfilled life. It starts with choosing the course in college base on our interest and capability. We get to meet people that can strongly influence us or the other way around. This is the start of our journey. Then years after our first day of college, learning and experiences we shared with our classmates, teachers and friends made us stronger, skilled and equipped with knowledge for us to face the challenges of the real world of work. Graduating from college or university doesn’t end our journey. In fact it opens the doorways to many opportunities where we can start another chapter of our life.

During our college years, we think that graduation is the key to our freedom. We always have this thinking that having our diploma is the answer to all our hardships. Only to find out that it is not simply submitting resume to every company, office or agency. There is great pressure on our part that we should be hired immediately depending on our need of employment. It depends on the availability of job offered to newly graduate students. We always hear that number of teachers in schools is not enough or proportioned to number of students. But why there are teachers working on companies, factories and overseas that is not teaching related job.

Expectations

Human resource management is the department in charge of recruitment and placement of employees. Hiring people does not end the responsibility of the human resource manager and its staff. Making the most out of your people by training and developing them will surely give back the company twice or more than the amount of money and effort they gave their employees to perform better. Performance appraisal is the next step where in all actions and changes made were evaluated carefully to check if there is difference from the previous technique used and the revised one. The compensation and benefits of employee should be based on the existing law and policy implemented by the company and the area where it is located. The labor code of the Philippines, otherwise known as Presidential Decree No. 442, governs all employee-employer relations, their rights and obligations. Employee relations, issues and challenges encountered in the implementation of these practices were also the concern of their department in order to achieve organizational goal.

Proper recruitment, screening and placement of people are crucial job. It’s not only giving people earnings to spend for their basic needs, but also to secure that companies products or services were handled by right and competent employees. It’s a two way process that enables the company to produce or give quality products or services, they should have competent and hardworking employees. And for them to remain loyal and dedicated to their work the company should also give them the rightful benefits and compensation that they deserve. Corporations need to be profitable to ensure its existence but it’s not always about finances, taking care of the people whom you are working with should also take into consideration. According to Explorative Research on Sustainable HRM made by Irene Rompa as cited by Carroll in 1999 “The Corporate Social Responsible firm should strive to make a profit, obey the law, be ethical, and be a good corporate citizen”. That way everything is balanced. Each company has existing policies implemented in order to meet the demands without sacrificing the welfare of all stakeholders.

Work relationship is very important for employers and employee as well. Work environment affects the employees to the point that they may become inefficient and less productive. This may also be a basis for the employee to stay or voluntarily leave their job, not because of their position but because of their bosses. Everybody has the right to be treated equally and right. As managers, the way we treat our workers has something to do with their performance. With proper values instilled on managers as they were trained in handling people there is a greater chance that there will be less issues on exploitation when it comes to the management of workforce in any field of work.

Actual Experience

As employee, we are trained in our own field of work during college years. We taught of different techniques to excel in the business. We are instilled with the values that a good employee must possess. We have the passion and love of teaching as we complete our bachelor’s degree. And this lessens as we experience the reality behind the ideal concept of work in the education sector. There is conflict between the target goal and the set policy on how we are going to teach our students and then promote them afterwards.

After graduation, I applied as production operator in an electronics company. I didn’t go straight into teaching because of the low salary that I could get from a private school because it will not be enough for me and my mother’s basic needs. I was once a victim of the contractualization law. Job contracting is widely used in retail sales jobs by mall owners or companies. Sales and other personnel are hired by a sub-contracting firm or this so called agency, which is contracted by the mall owners, companies or distributors to provide them with manpower. An employee is made to sign a contract every five months. Labor law says an employee who has worked for six months shall be automatically made a regular employee. A contractual employee is deprived of several benefits such as insurance and maternity benefits. Contractual workers also receive very low wages compared to regulars. Most of them are not covered by collective bargaining agreements (CBA) for higher wages and other benefits. This is how they use and exploit the young minds of people in need of employment.

In the education sector only the non licensed are the victims of this contractualization law. Before, they had this Provincial School Board or Local School Board where funds were provided by the provinces or municipalities that need additional teaching force but permanent item for teachers are not available due to insufficient fund or no other permanent teachers are interested to be assigned especially in remote areas. They were deprived of several benefits such as insurance and maternity benefits.

I applied in an agency way back April 2005 in Powerlane Resources Incorporated at Brgy. Tagapo Santa Rosa, Laguna. It was my own decision to apply there knowing that an agency has the policy of contractualization. Maybe because I am too young to realize that I or we, the employees are losers in this kind of game that they play. We can’t do anything but to grab the job they are offering us due to the reason that only few

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