INTRODUCTION

Human Resource Management is the use of individuals to achieve organizational objectives. (R.W.
Mondy, 2008) These individuals are considered one of the resources of an organization which is
called the human capital or the intellectual assets because these people are essential to the
success of the organization. The human capital is the combination of the capabilities, knowledge,
skills and talents that an employee or the people can contribute to the economic value in the
organization. The human resource management develop and utilized these attributes to help in
achieving the goals and objectives of the organization. Through the help of the human resource
professionals and managers who usually manages the human resource departments in helping to
address human resource matters and are primarily responsible for the coordinating the
management.

Human resource management is significant to the organization itself and as a whole in different
ways. First, it serves as a strategic business partner which making strategies fundamental to the
firm’s goals, by increasing the roles of the human resource in strategic planning, mergers, and
develops awareness or an understanding of the business. More importantly, it helps to identify
and develop the best people with excellent performance. Another is that it helps building
capacity by developing a competitive advantage which in the long run can offer a set of unique
goods and services to the customer. Effective human resource promotes a long-term relationship
to the employee and the organization and helping these people to grow and stay committed in
the company.

Good human resource practice developed the skills and correct attitudes among employees
through trainings, development programs and performance appraisal of the company, securing
the will to cooperate through motivation and participation and ensuring to have a competent
teams and dedicated employees in the future. Human resource offers excellent growth
opportunities to people who have the potential to rise and developing them in continuous basis
to meet challenges of the tasks to be performed.

There are different kinds of assets in an organization; actually there are four – the a.) physical
assets in which composed of buildings, parcels, and equipments; b.) financial assets such as
bonds, securities, and stocks; c.) human assets are the right and competent people in the right
position; d.) intangible assets such as patent, copyright, trademarks, and design. Amongst these

four, the main focus of Human Resource Management is the human capital – the way that
talent is managed. Human Capital includes the knowledge, abilities, and aptitudes of individuals
that have profitable significance to an organization.

Human Resource Management is the process of managing and utilizing workforce to achieve the
organization’s objectives (Mondy, Noe & Premeaux, 2002). In every organization there is a need
for Human Resource Management to achieve every organizational goal. If human resources have
value, are exceptional and inaccessible to competitors, and organized for cooperation sustained
competitiveness can be achieved. What set it apart from the different organizations are the
individuals embodying integrated knowledge who works for the business in attaining its
organizational objectives and customer needs.

Milestone of the Company

CHAPTER I Company Profile

The Amado Dekitananan Cano Hotel or also known as The ADC Hotel is located in located in 40
Magsaysay Avenue, Naga City, Camarines Sur. It is a family owned business hotel of the Cano
family. Originally, the family spent several years of hard work in Papua New Guinea and there
were no initial plans of having a hotel for business. They checked for all of their lots that they
bought and happened to have this land bought in Magsaysay Avenue and planned a building
leased with tenants. In order to fulfill their father’s dream of building and operating his own
hotel, on 2012 Sir Amada decided to turn the building into a hotel.

But more than just a business, their father wanted his hotel to add color to the world – “green”
for the environment and all other vibrant hues which symbolize his gratitude to Papua New
Guinea, a colorful place closest to the heart of the owner and gave him and his family the good
life that they are enjoying now. The same good life that he wants to share with their valued
guests.

As children, we all had an unknown longing for colorful adventures that lead to our most
cherished moments. The same is true with The ADC Hotel. Despite being new comers in the
hospitality industry, they are determined to create a lasting impression – not merely by
providing comfort and luxury but by giving their valued guests the chance to taste a bit of Papua
New Guinea through the imported specialty served coffee and to also participate in the global
drive to protect the environment. Hence, creating a unique and valuable experience while staying
in their hotel.

Mission and Vision

It is important for an organization to develop a vision and mission for strategic direction. An
organization could not become a successful organization without considering the foundation of
having strong values which is exemplified by the vision which is to be undertaken by the mission.
The organization cannot determine, distinguish or explain itself to its employees and customers
alike what is the uniqueness of the organization among the other existing organizations if mission

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and vision are not developed which also influences in the making of strategies, James Tallant
(2009).

However, because of the unplanned establishing of the hotel, The ADC Hotel have not come up
yet with a mission and vision statement.

Corporate Goal

Corporate goals are targets set by an organization as specific quantifiable outcomes that it
commits to attain in order to achieve its corporate mission and objectives, Writing Help Central
(n.d).

Their goal is to provide good quality service according to the standards of the international hotel
operations.

Organizational Structure

Organizational structure refers to how coordinated the individual and team work within an
organization. In order to achieve the organizational goals and objectives, coordination and
management of individual work is needed (Carpenter, Bauer, & Erdogan, 2009).

In analyzing The ADC Hotel’s organizational structure, the structure being used is a functional
type of organizational structure. A functional structure groups tasks and activities by business
function, such as production/operations, marketing, finance/accounting, research and
development, and management information systems. Functional structure has advantages for
example, employees who have similar skills will be placed together and therefore will work
efficiently in the organization. These groups can be more adaptable and focused on work as they
know what they are doing. There is also a specialized training for each group in order for them to
enhance more their skills and knowledge related to the work assigned to them. One of the
disadvantages of the functional structure is that the organization will not be able to acquire other
ideas and knowledge about the other areas of the business. Due to the lack of diversity of the
people, there is a low chance for the people assigned in one particular area to discover more and
learn new things that he or she can apply to his or her current work.

Human Resource Planning

CHAPTER II Result of the Interview

ADC Hotel makes sure that they made plans according to their organizational objectives and they
allot enough time in this part since it is one of the crucial parts of Human Resource Management.
They guarantee that their actions are grounded by good quality standards and if possible, going
beyond the expected excellence in terms of Human Resource requirements. ADC Hotel responds
to the scarcity of human capital by having an agency who will recruit their possible applicants and
sometimes they accept direct employment without depending to their agency – this is one of
their ‘back-up plans’ when they encounter shortage in human resources to sustain the stability
of their day-to-day operations. They believe that through planning they will minimize all the
probable problems that will surely affect the organization.

Job Analysis

ADC Hotel requires the applicants to be a graduate of a 4-year course related to the job to be
applied and trainings, seminars and a good background is also important. They apply a one-
on-one interview with the applicants and talk with the Chief Executive Officer (CEO) and the Chief
Operating Officer (COO) for the final interview. They conduct mostly interviews instead of having
written tests for hiring.

Recruitment

ADC Hotel both uses external and internal for the recruitment but most of the time they use the
external recruitment. From the agency which is directly employed with ADC hotel, they can get
several applicants anytime for manpower and aside from that they also entertain and accept
walk-in applicants who are interested to apply for the said job. Through the use of social
networking sites, they have job posting on their official Facebook Page and further information
can be inquired and processed online. They also have their official website which the interested
applicants can visit for contact information and other details of the organization. Since they are

yet a small company, they offer jobs to those who are locals of Naga City in order to help those
who are unemployed and develop their standard of living.

Selection

ADC Hotel has a simple requirement in selecting people in the organization. First, the minimum
qualifications for the employee to be hired is must be graduated in any four-year course.
Education is essential in the field of work because it requires a lot of skills and knowledge needed
to be able to perform the job in the hotel. The candidate must have a good background in the
field of work, must possess a good character and communication skill since it is a hospitality
industry where the field of work is dealing with the people and guests.

The applicant should submit resume and other requirements.

The ADC conduct two sets of interviews. First is the most common type of interview which is the
one on one interview. In this type of interview between the manager and the applicant and only
the manager interviews the applicant through a conversational format at the beginning and with
the purpose of knowing the behavioral characteristics, by asking a real-life situations and
experiences. The final interview is conducted by the Chief Executive Officer (CEO) and the Chief
Operating Officer (COO). The candidate who passed all the requirements and interviews and
hired are extended through email and phone call.

Training and Development

All of the employees of ADC hotel are being trained and participated in training and development
programs. They normally have trainings when the Department of Tourism (DOT) conducts the
program. ADC Hotel follows the international standard when it comes to training, so it is being
applied to day-to-day work of the employees in the organization. The managers were sent to
attend seminars, workshops that are essential in developing the knowledge and skills of the
employees that needed in achieving the goals and objectives of the business.

Performance Management

Managers of ADC hotel believe that it is important to give employees ratings so that they would
know what aspect of their work needs improvement as well as what good qualities that an
employee needs to retain. Many companies rely on performance rating to assess an employee
compensation. Usually the compensation to be received by an employee is performance based. If
so, employees will be more motivated and encouraged to work harder not just for the benefit of
the company but for them also. The manager with the aid of human resource define
competencies for every role to upgrade the way they rate performances and these ratings are
used as a tool to coach employees to help them succeed.

One of the factors that affect the performance of an employee in ADC hotel is the environment.
Environment play a vital role in the financial performance of a firm since workplace environment
has an impact on the employee morale. "The workplace entails an environment in which worker
performs his work while an effective workplace is an environment where results can be achieved
as expected by the management." Every employee should have an effective workplace. The
manager stated that even though their hotel environment is sometimes oozy and moody, they
are always happy. He takes time to have a conversation with the employees so as to check on
them. With this approach, ha can have a good manager-employee relationship and it enables him
to examine whether they are performing well in the hotel. When asked what his favorite aspect
in his work, his answer was being superior because it gives him a "say" in the company.

Effective performance management also rest on the proper work alignment of the manager.
Before leaving ADC hotel, the manager has this action plan that there should be a meeting of the
management and employees every month for them to have a "say" to the company also. Because
for him, management should not depend in managers only.

Compensation Management
Any employee can be a candidate for salary increase depends on employee’s performance.
Ratings place for improvement and if they retain their good qualities they are qualified for
increase. The mode of payment to their employees are daily basis and deposited it through their
Atm card. In terms of the bonus, it depends on the mood of employer and also on the
performance of an

employee if he/she is working well. The average working duration of their employees are six
times a week some staffs works 8 hours per day and he as a manager works 10 hours a day.
Newly hired employees receive one month provisionary and then regular well compensated and
contributions to SSS, PhilHealth, PAGIBIG etc.

Communication Management

ADC Hotel handles their employees well through constant communication to the employees of
their performance. Newly applicants can submit his/her resume through email before the said
interview. To maintain good relationship to employee’s manager conducting a one on one talk to
employees to know what to improve and what are problems encountered for an immediate
solution. They also conducted meeting for all employees every month. Employees must inform
the manager through text message if he/she wasn’t able to go to work because if not there are
some grounds. The management have a proper investigation and all employees are equally
treated. They have this A – D process of suspension A-C written, or verbal way three to thirty
days suspension and D automatically suspended.

Labor Relations

Disciplinary procedures ensure that employees meet the required standards - both in conduct
and competence - in discharging their duties. According to the manager, food and beverage
manager of ADC hotel, giving disciplinary action to the employees always depend on the
management. If they wanted to pursue sanction, he, together with the other managers and the
management will discuss if a disciplinary action is applicable. Before imposing a disciplinary
action, they conduct a proper investigation so as to ensure equal treatment to employees. In the
investigation, employees are told of what aspect in their work needs improvement, they are
given opportunity to explain and of the problems is not so serious, the management gives second
chance to that particular employee.

Generally, an employee should receive a verbal warning first. Verbal warning is already a part of a
formal disciplinary process and justice, fairness and equality would apply all the time.
Confirmatory letter is given afterwards to the employee to confirm that he was given a verbal
warning, and this should state that the failure to improve will lead to disciplinary procedure and
dismissal. First written warning is provided if the employee failed to improve his conduct or

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performance, but the employer should still help the employee on how to improve. If there's still
no improvement at all, the management will give its final warning and later on, may suspend or
dismiss an employee.

Labor relations is not just about giving sanctions and disciplinary actions. It is mainly concerned
on how there can be a good relationship with the workforce in the organization. ADC hotel
comply with the rules and regulations imposed by the Department of Labor and Employment
(DOLE) and one of these is, they grant administrative leave to their employees. A worker can also
change his work schedule provided that there is a prior notice. A two-hour prior notice must also
be given if an employee plants to not attend to work because if not, they will be given memo
since it is considered AWOL which is subject to disciplinary action. Special consideration is given
yo employees who are caretakers of children and elders. Consideration may be granted by the
manager provided that there's a prior notice also and in this case, other employee may be
expected to perform his task. For the F&B Manager, he sometimes do the purchasing and serving
the food to the guests whenever an employee is absent.

It is always best to give employees what is due to and for them. This will not just motivate them
to work but surely, their productivity will increase. Labor relations is very important because and
organization filled with people with good relation will definitely give a better result to the
company since the people are the ones who makes a difference and bring success to the
company.

Personnel Movement

ADC Hotel usually has regular employees in their business operations only if the said employee
undergoes one (1) month probation, after that they will regularize their employee. However,
being in the industry for six (6) years ADC Hotel does not have promotion since it is just a small
hotel and small group of employees. When it comes to separation, they practice due process or
proper investigation if there is someone who practices misconduct in the workplace. They have
verbal notice, written warning in the form of memorandum, seven (7), fifteen (15), and thirty (30)
days suspension and termination to give as a notice and as disciplinary actions. They categorized
their offences from A to D, A-offenses being the minor transgressions and D-offenses

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are the major demeanors who will face either thirty (30) days suspension and if the employee is
proven guilty, the worker will face termination.

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Human Resource Planning

CHAPTER III Review of Related Literature

Major foundation of Human Resource Management in accomplishing its organizational objectives

is the Human Resource Planning. This is the first component and one of the crucial parts in
Human Resource functions. All other tasks in Human Resource Management are all derived from
this function. Human Resource Planning is a procedure that guarantees that all the requirements
in human resource are all identified and there are plans made to sustain those requirements
(Bulla & Scott, 1994). It involves strategic planning which defines as methods for decision making
and pinpoints the anticipated changes in the types of activities carried out by the organization
and determines the integral competencies about business’ long-term aims and strategies.

In terms of human resource requirements Human Resource Planning interprets these plans. It
holds all possible positions, from maintenance assistants to CEO. This function of Human
Resource Management helps a.) to identify the type of personnel to be chosen – choosing the
right person in the right position at a right time; b.) to determine the right number of people in
the respective positions – how many personnel do the organization needed and it also help to
avoid overstaffing and understaffing c.) to encourage the human capital to achieve high level of
working performances; d.) in optimizing the use of the human resources – motivating them to
be more flexible in terms of working performance and nurture their skills; e.) to determine the
potential problems – forecasting the demand for labor, the supply of labor, and balancing the
supply and demand considerations and all other related probable malfunctions; f.) to reduce the
probabilities of bad decisions – by planning, this will help to minimize the chances of bad
choices that will greatly affect the organization; and g.) filling in the gaps between business
objectives and people planning activities by creating shared links – unites both perspective.

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Defining Organizational Objectives

Steps in Human Resource Planning Process

Identifying the skills, capabilities and aptitudes

According to Byars and Rue there are four (4) steps in Human Resource Planning; a.) Defining
Organizational Objectives in this step, organization must have its own objective the organization’
s mission and vision. Organizational Objective refers to statement stressing the organization’s
anticipated result which provides guidance, direction and purpose to the organization and its
members. These are the goals that the organization wants to achieve in the long run be it a
short-term or long-term performance objectives; b.) Identifying the skills, capabilities and
aptitudes to meet objectives this is an important step to reassess the present job descriptions
and convert needed skills and abilities into forms and numbers of employees. c.) Determining
another workforce requirement involves skills inventory. In today’s advancement has an
advantage on how organizations review and evaluate the skills available within the organization
in a fast and accurate measure with the aid of computer. Promotion and Demotion can be easily
being done with the help of this step. It also aids the recruiting and selection for new employees
of an organization. d.) In the last step of Human Resource planning which is the formulating of
actions plans needed to meet the workforce needs, organization evaluate and examine how they
will improve their human capital by adding additional personnel or reducing the total number of
employees, it can be done through termination, early retirement and voluntary resignation by
providing enticements to persuade the employee/s (Byars & Rue, 1997).

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Determining other workforce requirement

Improve actions plans to meet workforce needs

Job Analysis

According to Ivancevich (1994), The process of gathering, analyzing, and synthesizing information
about jobs.

Job analysis is done on three occasions. It is done when an organization is newly established and
when new jobs are created, or the jobs are changed significantly as a result of new technologies,
methods, procedures, or systems. Job analysis information is used to prepare both of the job
description and job specification. The job description pertains to the statement of task which are
the duties, responsibilities, and accountability of the applicant or employee while the Job
specification are the skills, knowledge and attitudes. Job description and job specification when
put together creates the job title.

Companies need to conduct job analysis in order to determine the key competencies that a job
candidate would need to be successful in the organization and determine the relative importance
of each competency.

Recruitment

The organizational activities that influence the number and types of applicants who apply for a
job and whether the applicants accept jobs if offered. It is the set of activities an organization
uses to attract job candidates who have the abilities and attitudes needed to help the
organization achieve its objectives, Ivancevich (1994).

The two major sources of recruitment are internal source and external source. Internal
recruitment is made inside the company in which employees will have a promotion and there will
be no need for job posting that will lessen the company’s expenses while external source on the
other hand comes from the outside the company in which the organization acquires a pool of
applicants who has a new and different skills to be shared and contributed for the improvement
of the company.
The most vital part is employing the right people in the organization. It is essential to have an
effective and efficient recruitment process to have the right kind of employees for the
achievement of the organization’s needs and goals.

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Selection

Selection is the process of choosing from a group of applicants the individual best suited for a
particular position and for the organization. (R. Wayne Mondy, 2008) It is a way of hiring the best
qualified applicant to perform a specified job in the future. Choosing the right people with the
right position in an organization is the primary goal of selection process. An organization must be
careful in choosing individuals to fill in the job openings hence, selection process is very essential
in order to meet such qualifications.

Selecting the right applicants is the best way of improving the productivity of the organization.
Choosing the best people means ensuring the future of the company. Because people are the
ones who efforts to attain the organizational goals. If poor selection happens, it will result to a
bad incident that will harm the company or the other employee. This will bring damages and an
unorganized workforce for other staffs and everyone in the group. Good selection is not about
relying on the skills, and capabilities but the character or attitude of the applicants must be
considered to have a balance and high-quality employees.

Training and Development

Training and development is the heart of a continuous effort designed to improve employee
competency and organizational importance. The most common elements of training
development were divided into two dimensions, the short time frames which based on a specific
learnings and expected time for employees to learn and apply skills that includes training and
organizational development. The long-time frames which based on the time frame which a
company sets to achieve strategic objectives that includes career development and organizational
learning.

Trainings are the activities designed to provide learners with the knowledge and skills needed for
the current jobs. Development focuses more on the long-term learnings of an individual. It is
based on the strategic objectives that company sets for the organization which include the career
development and the organizational learning. Career development is the formal approach used
by the organization to ensure that people with the proper qualifications and experiences are
available when needed. It is one of the reasons why employees stay in the same company and
discovered the career development opportunities.

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Training and development help in the major adjustments in the external and internal
environments that requires change in the corporate world. The training and development process
prevent and respond to these changes. The first thing to know is to determine the specific needs
for training. Needs are considered at the levels of the organization, task and persons. From the
data and facts gathered human resource professionals decide whether training is essential. After
setting the training and development objectives, the management can now settle the methods
applicable and the delivery system to be used. Naturally, management must continuously
evaluate training and development to ensure its value in achieving organizational objectives. The
training and development needs assessment helps the organizations determine whether training
is necessary. It may be determined by conducting analyses on three levels which include
organization, task, and person.

Organizational Analysis focuses on the firm’s strategic mission, goals, and corporate plans which
were studied along with the result of strategic human resource planning. Task Analysis focuses on
the task required to achieve the firm’s objectives. These tasks can help human resource
professionals determine the training content and how to design training to convey knowledge
and skills. Specifying the tasks allows to select measures of evaluating the training effectively.
Person analysis need assessment activity that focuses on finding answers to questions such who
needs to be trained? what needed to do differently from what doing today? What kind of
knowledge, skills, and abilities do employees need? Performance appraisals and interviews or
survey of supervisors are helpful at this level.

Once the training objectives have been determined, training design can start. Job specific or
broader must be designed to address the specific needs. Effective training design considers
learning concepts and a wide range of different approaches to training. Working in organizations
should be a continual learning process, and learning is the focus of all training activities. The
three primary considerations when designing training. First is determining the trainee or learner
readiness which means the ability to learn of the individuals which many people have. Individuals
must also have the motivation to learn and self-efficacy. Learners must possess basic skills, such
as fundamental reading and math proficiency, and sufficient cognitive abilities but significant
number of job applicants and current employees lack the reading, writing, and math skills
needed to do the jobs.

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Firms used different training methods to transmit the knowledge and skills to trainees and
employees. These methods are being evaluated and selected to know what the best for the
employees is to learn effectively. These are commonly training method used to implement and
deliver training and development and it is categorized into three which is the on the job method,
off the job method and development method.

Coaching is one of the oldest on the job development techniques that involves continual process
of learning. It focuses on how to work more effectively as one or as a team. To be effective,
employees and managers must have a good and open relationship. Committee assignments is
important in developing the employees to have a broader experience through giving assignments
which will be used in a greater understanding about the different issues, different personalities of
the people and processes of the organization. Job rotation is the widely used development
approach by transferring the people to different departments, jobs that will develop versatility,
help in attracting and retaining employees, a better understanding of the organization and most
importantly, strengthening skills and improvement of the employee’s talent. The disadvantage of
the job rotation is that it is expensive because it requires a lot of time to orient and introduce
different people with the techniques in each department.

The classroom method is the traditional way of teaching and the most effective way of training.
The instructor is the one in front who talks and discuss the lessons. It is effective in the sense that
the instructor may convey a great information in a short period of time and able to capture the
imagination of the class by the help of the technology to have a better learning experience.

The E-Learning method is an online learning system with the use of technology such as DVDs,
intranets and the internet. Anywhere in the world can access this method because it does not
require physical attendance just in front of the computers, laptops, desktops a thousand students
can enroll at any time of the day to take university-level courses. Virtual instructor led uses web-
based platform to deliver live, which is called the live virtual classroom. The advantage of e-
learning is that the training comes from a variety of ways through learning leading-edge
information and techniques from different world-famous professors.

On-the-job Training is an informal training and development method that allows an employee to
learn job or tasks by performing them. It will have a significant impact on personal

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development because skilled and experienced worker transfer the knowledge to the new
employee. Regardless of who does the training, that person must have a good work ethics and
models the correct work desired behavior. The most common type of training at all levels in an
organization because it is flexible and relevant to what employees do. The supervisor or manager
conducting the training must be able to both teach and show the employees what to do.

Apprenticeship training combines classroom instruction with the on-the-job training. Many
schools are partnering with high schools, vocational schools and universities to search a new
skilled worker. According to National Association of Manufacturers that by 2020, some of 10
million skilled workers will be needed and apprenticeships remain one of the most vital sources
for securing skilled labor. Trainings that are common with craft jobs, such as carpenter, plumber,
machinist, welder, electrician and press brake operator.

Training evaluation is the last phase of the process. It is the post-training results to the pre-
training objectives of managers, trainers, and trainees. Training is conducted by measuring and
evaluating to see how well it worked. Because training is both time consuming and costly, it
should be evaluated. Donald L. Kirkpatrick identified four levels at which training can be
evaluated.

Organizations evaluate the reaction levels of trainees by conducting interviews or administering

questionnaires to the trainees. Managers complete a survey to rate the value of the training, the
style of the instructors, and the usefulness of the training to them. The survey that were
administered after the workshop, were measured how much the managers satisfied the training
rather than how the training benefited them or how it affected the way they conduct interviews.

Learning levels can be evaluated by measuring how well trainees have learned facts, ideas,
concepts, theories, and attitudes. Tests on the training material are commonly used for
evaluating learning, and they can be given both before and after training to provide scores that
can be compared. If test scores indicate learning problems, then instructors get feedback and
courses can be re-designed so that the content can be delivered more effectively. Learning
enough to pass a test does not guarantee that trainees will remember the training content
months later or will change job behaviors.

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Evaluating behavior means measuring the impact of training on the job performance through
interviews and observing employees’ performance. Evaluation should be based broadly and
consider the improvements on performance management not only on the training events.
Behaviors are more difficult to measure than the reactions and learnings because behaviors
change after the training hence, the desired results may not be obtained.

Results are evaluated through measuring the impact and effect on the attainment of the
organizational objectives. Evaluation is by comparing records of productivity, sales, turnover,
quality and cost before and after the training. The difficulty of measuring the results is to
distinguish whether the changes were actually the result of training or of other factors such as
the economic situation, the demand for workers and many variables.

Performance Management

Human Resource Management's main objective is to utilize the human resources so targets of
the company can be achieved not just effectively but also efficiently. For this purpose, managing
employee’s performance as a whole is very important. Effective performance management is
essential to businesses. It provides a warning for potential problems, thus allowing managers to
know what and when adjustments are to be done for the business to continue its operation.
Furthermore, it maintains, develop and motivate the people at work to give better results and
these results can lead to survival, stability and growth of the company.

"Performance Management is the larger process of defining what employees should be doing,
ongoing communication during the year, linking of individual performance to organization needs,
and the evaluating of appraising performance". Strong performance management rests on the
simple principle that "what gets measured gets done". It is the duty of the managers to
continually monitor the metrics and engage in team discussion to let the employees know the
progress in meeting the targets. It is stated in the article of Carpi et al that selecting the right
targets is both science and art. If they are too easy, they won't improve performance. If they are
out of reach, staff won't even try to hit them. The best targets are attainable, but with a healthy
element of stretch required. Henry Ford once said, "coming together is a beginning; keeping
together is progress; working together is success. In performance management, every
contribution leads to

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the realization of the company's goal so there is really a need for managers to direct and support
employees thereby developing them into competent and committed individuals, working
towards the achievement of a common goal. According to TVS Rao, performance management
system is the heart of any "performance management" process in organization. Organization
exists to perform so if people do not perform, organizations don't survive and if people perform
at their peak level, organization can compete and create waves.

A talented and skilled workforce is the lifeblood of every organization. Through performance
management, individuals are being transformed from just a mere employee to an individual who
is capable of doing work to the best of his ability. As the war for talent escalates, companies need
to learn why having the right people is a must for the company. Elaine Orler, President and
Founder of the Talent Function Group quoted that talent is one of the last frontiers for
differentiation. Any company can have a patent or produce a product. The difference is the
quality of that product comes with the value of the talent you have. Eventhough talent is one of
the keys to better performance, the managers and company must consider that talent alone is
not enough. Companies need do more than audit employee achievements in order to build
empowered workforce. As what Jenna Puckeet cited in her writing, organization should work
towards a management cycle where judgment isn't the sole focus - ongoing support and
improvement should be just as important if not more.

Ongoing performance management is a series of continuous events that includes goal setting and
revising, management and coaching, development planning and rewards and recognition. In goal
setting and revising, employees must have a clear understanding of what is expected from them
in their work, of what job position suits them and how they will contribute to the overall success
of the organization. Aligning the workforce with business goals sets clear priorities and directions
making individuals have the feeling of ownership in the business through an individual objective.
Performance appraisal is a key aspect to management and coaching. It intends to identify gaps in
employer skillsets. Sometimes, the skills of employees don't match with the goal, so managers
need to come up with solution to fill that gap. Consistent feedback and coaching results to
improved employee performance and engagement. Development planning is done once skill gaps
are identified. Employees must have clear insights into what to develop in

20

themselves if they wish to progress in their career. After self-development, they should be given
recognition because it improves employee retention and engagement.

Research shows that better business is the results of ongoing focus on performance management
and companies where employees revise or review their goals quarterly or more frequently are 48
percent more likely to have above-average financial performance and 64 percent more likely to
be effective at holding costs at or below level of competitors.

Compensation Management

Total compensation or compensation is “the total of all rewards provided employees in return
for their services” (Mondy,2008).

According to Navasivayam et al (2006) compensation satisfaction varies depending on employee

position, manager, or hourly employee. Total compensation satisfaction must be evaluated for
each level of organization. He concluded that hospitality industry relies on hourly employees to
deliver quest satisfaction, so hotels must understand what motivates employees.

According to Sturman (2001) hospitality was losing quality employees because their
compensation for high-level jobs was not competitive. He suggested the employees should not
just compare compensation levels of other hotels, but most consider the employees education,
training experiences. Sturman (2005) was researched if financial incentives influenced employee
performance. He found that bonus appeared to be the most effective financial incentive. He used
three different theories to describe why employees where influenced by financial incentives:
economic theory, equity theory, and expectancy theory. In economic theory, Sturman explain
that employees reacted and changed their performance with the understanding of an increase in
rewards. Lastly, Sturman describes expectancy theory as when employees understand that as
their performance increases that their performance ratings increase, which can then lead to
higher financial incentives.

Communication Management

According to Argenti (2009), communication is used as a means of any organization to coordinate

communication and information exchange within the organization to develop

21

successful management of activities between the employers and employees of company.

Institutes organizations and industries encourage effective communication tools in order to make
sure that top management and low members of organization should accomplish fixed objectives,
goals and have a perfect vision of the organization. In the organizations communication means
are a necessary part of industry strategy to encourage members of organization and increase
overall satisfaction in the organization leading to incline the organizations assignment and
income.

According to the Society for Human Resource Management (2015), communication is an essential
management component to any organization. The organization itself should have comprehensive
policies and strategies in terms of the communication with its employees and shareholders.
There should be a two-way communication between the employers and employees. In this case,
they can solve issues with ease, share new ideas that may help for betterment of the organization,
discover employee relations issues and learn attitudes toward terms and conditions of
employment. The Society for Human Resource Management stated that for an effective
communication management, there should be the connection of communication to the strategic
plan of the organization.

According to Senapati (2016), the effectiveness of the communication skills of its employees and
communication within the organization are both essential. Effective communication can be a
strong foundation and help for the development of the organization. It provides a guide for the
attainment of the organizational goals and objectives. Better relationship between employers
and employees starts from an effective communication. In addition, the organization ’ s
improvement, success and trust are some of the result of a better communication within the
company.

Labor Relations

An individual cannot work on his own especially when a certain task to be done requires a
teamwork. Unlike machines that operates at the push of a mere button, human beings need to
talk to people and discuss ideas with each other that is why every individual at the workplace
shares certain relationship with his fellow workers. Healthy relation between employees is as
important as employees themselves. There are several issues on which individual cannot take
decisions alone, so he'll be needing the guidance and advice of others. Brilliant ideas are the
result of good relation between employees since they get to share their opinions with one
another in an open forum.

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Labor relations is the way in which workers and managers of a company talk to, behave toward
and deal with each other. A healthy relation with colleagues makes work easy since it would ease
the work load, increasing the productivity of certain employee. Having a good rapport with
co-workers will make them eager to help you with your assignments at work, making the
organization become a happy place since everyone is working and helping each other like a family.
A certain employee wouldn't feel like going to office if he is in conflict with a colleague, the
possible outcomes of which are the reduced productivity of labor force and increased
absenteeism. But if they are in good terms, tension automatically evaporates, and one feels
better. When you're good to a workmate, you can expect them to be the same. Golden rule also
applies to work. When you lend a helping hand when someone needs it the most, chances are,
there will also be a hand that will help you in times of need and there are times even when you
don't need it. What you invest is what you reap so always invest in the good. You never know
when you need a help, so it is wise to share a warm relation with fellow workers. Good
relationship with workmates builds trust. A sense of trust is important because it motivates
individuals in the company. Once an employee can trust on someone at work, his confidence
escalates making him an example and motivation to others as well.

Conventionally, labor relation was considered as a relationship between employees and

employers. But these days, this has become a fiery issue consisting of the relationship between
workers, employers and social environment of the organization. It is a dynamic socio-economic
process that makes a social dialogue conceivable among employees, employers and the
organizational social environment. The chief emphasis of it must be on complaint handling,
industrial dispute, and interpretation labor laws, etc. It offers a context in which organizational
rules and regulations are framed so that organizational roles given to members are performed.

Hence, labor relation or employee relation or industrial relation is a scheme that makes the social
dialogue between employees, employers and society/government. It refers to all means of
relationship between management and employees, unions and management, unions and
employees and between the employees themselves. It is a shared exertion of these major
influences that produce a harmonious industrial relation between them. But it is
multidimensional force that is influenced by the external forces economic, social, cultural,
political, legal, technological and occupational forces. The chief concern of labor relations is to
promote a healthy and harmonious

23

relationship between employees and the employers. Beside management and workers, the
government is another important factor that influences organizational affairs through legal and
administrative measures. In this way, this complements the divergent and contradictory interests
of these parties through a consolidated dialogue.

Personnel Movement

Personnel movement is a lateral and/or vertical undertaking of a human resource; these are the
changes in job assignments, duties, responsibilities, however, usually with no change in the
compensation or benefit and it can be based on the will of the employee or employer (Dessler,
2015).

These movements involve transfer and separation. Transfer can be permanent or temporary
movement, this kind of movement implicates promotion, demotion or no change at all in terms
of responsibilities and position. Promotion is the advancement or the upward shift of an
employee from the personnel’s current position to another, there is an increase in terms of
compensation, job and responsibilities, and authority. Promotion is one source of inflows in the
supply for labor, it is an influential way to motivate the employees to work harder, maximize the
employee’s talent and skills for there is a reward waits for them. The opposite of promotion is
the demotion; demotion is the downward mobility in the employee’s current position. This
reduction can be his own choice but usually it is the employer’s decision. Unable to meet the job
requirements, business status, and breach of discipline are few causes of demotion.

According to Yoder (1958) transfers are meant to increase the organization’s effectiveness,
employees’ versatility and competence, adjust workforce with dealing in the instabilities of
work requirements, job enrichment, and sometimes, to punish the employees. Separation is one
form of permanent personnel movements. This happens when a human resource ceases to be a
member of a business. There are two kinds of separation, the voluntary and involuntary
separation. Resignation and Voluntary Retirement is an example of voluntary separation. In this
type of separation, employee decided to quit from the organization upon the request or will of
the employee. Personal and professional reasons can be the causal reason why the employee has
decided to quit from the position. Involuntary Separation is caused by various problems in the

24

course of health, behavior, and organization. Health problems such as terminal illnesses,
disabilities caused by an accident causing the employee to be incapable of accomplishing its job
requirements will lead to retrenchment or the permanent lay-off. Compulsory retirement or the
termination in the organization upon reaching the certain age provided by the law, death of the
personnel, and the dismissal of an employee because of misconduct are examples of permanent
involuntary separation while suspension wherein it prohibits the employee from attending and
performing the employee’s normal duties until such time that the organization allows the
employee to do so and lay-off which entails that the employee is temporarily dismiss because of
business or economic reasons are example of temporary involuntary separation.

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Human Resource Planning

CHAPTER IV Evaluation and Diagnostic Report

Human Resource Planning is the foundation of every Human Resource Management in an

organization. Since it is fundamental to an organization ADC Hotel ensures that they have the
plan that will work well in the type of business they have. Going beyond on what is expected and
apparently not too low for their set standards. However, ADC Hotel does not have well-structured
mission and vision. They do not have specific statement goal for their organization, nonetheless
they are just following what is mandated by the owner and that is to provide good quality service
that serves as a general objective. On the other hand, they made plan according to what is the
best for the organization and be able to provide the human capital they need with right
capabilities and skill in the right position at the right time.

Job Analysis

ADC Hotel requires the applicants to be a graduate of a 4-year course related to the job to be
applied and trainings, seminars and a good background is also important. They apply a one-on-
one interview with the applicants and talk with the Chief Executive Officer (CEO) and the Chief
Operating Officer (COO) for the final interview. They conduct mostly interviews instead of having
written tests for hiring.

Recruitment

The ADC hotel uses internal and external recruitment to source out pool of applicants who are
interested to apply. Among the variety types of the internal and external recruitment, they are
only limited with the types of recruitment which are less expensive on the part of the company
and which do they think will be easy. The company could also make use of the other types such
as recruitment for special events, e-recruiting, databases, employee branding, employee referral,
passive candidate research, internships and college recruiting. External recruitment is not often
practiced in the company because of the fact that they consider the company as a small one
compared to other existing hotels in Naga City and they currently have 32 employees working.
The job positions in the company are not possible for promotions unless needed. So, making use

26

of the other types of recruitment could help to develop a diverse team of employees and it could
also bring new ideas and talent to the organization which can contribute in the achievement of
the organization’s goal and objectives.

Selection

In general, there is a major selection process followed by almost all of the organizations.
Following the selection process, it may help in looking for the right people for the right job
position. However, ADC Hotel have a simple selection process wherein the applicant submits a
complete resume and if the applicant passed the initial screening, the candidate will be
undergoing an interview with the manager and after passing the first interview there will be a
final interview with the Chief Executive Officer (CEO) and the Chief Operating Officer (COO).
Because the establishment of the hotel is not that well planned and structured, there are a lot of
improvements needed for the company in order to follow and know the proper selection process.
It could have been more organized if the company will follow the major selection process in
which applicants will be filtered and therefore hire the most appropriate one to work with the
company.

Training and Development

Training is important in help in developing the skills and capabilities of the employee that will be
used to attain the goals and objectives of the organization. They trained people by sending them
to attend seminars, workshops by following the international standard of the Department of
Tourism.

Performance Management

The Food and Beverage Manager said that they rate employee’s performance for them to know
what are the areas for improvement and qualities to retain. It is good that they have this kind of
practice since performance of the employees are the key to the company's success.

Compensation Management

Compensation is a tool used by management for a variety of purposes to the further existence of
the company. The provides monetary value in employees in exchange for the service they
perform and by means company policy and procedure. For exceptional job performance like
bonuses and incentives given.

27

Communication Management

Good communication is essential to the success of the business. They make sure that employees
are able to communicate effectively within the organization and subordinates results to a better
communication and maintain good relationship between employees and employer.

Labor Relations

Healthy relation between employer-employee is as important as they are. Brilliant ideas are the
results of good relation between the people in the company. Work becomes easy if it is shared
among all. Equal treatment to employees is a factor to good labor relation. In ADC hotel, they see
to it that proper investigation should be done first before proceeding to disciplinary action
procedures to ensure that everyone is well-treated - no injustices, no inequality and no unfair
judgments.

Personnel Movement

As of the moment, although on the part of an employee it is more motivating to work hard and
maximize their talents if there is a promotion, ADC Hotel does not have promotion to offer for
their employees since they are composed with only a few numbers of employees. However, they
do have one form of personnel movement that is the separation – the voluntary and
involuntary. They allow resignation but not in a short notice as well as termination if an employee
exercise misconducts and proven guilty after exercising due process or proper investigation.

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CHAPTER V Recommendation and Conclusion

The ADC Hotel has its strengths and weaknesses. These factors are vital to make use of it as an
advantage on how to cope up with the changes in the environment. Not only with these changes,
every organization should always seek on ways how to improve the performance of the
organization. Listed are the recommendations to be indorsed to the organization:

1. Mission and Vision

Come up with a mission and vision statement.

The organization is highly encouraged to formulate their mission and vision statement in order
for the valued guests to be aware of what is the company’s identity and it is also one way on
how to make the company unique and different among the other hotels in Naga City.

2. Selection Process

3. Service

Follow the 7 Major Selection Process.

In order to get the right person for the right job, the company should follow the seven major
selection process: initial screening, completed application, employment test, comprehensive
interview, background examination, medical and physical examination and permanent job offer.

Make sure that every employee understands the services expectations associated with their
position which should be communicated clearly and updated regularly.

The employee must be aware of his or her role in the organization and what more he or she

is expected to do. Employees should be properly oriented with the possibilities and changes
that may happen within the operation of the organization. Hence, they should be alert, mindful
and capable to adapt quickly to any other situations and problems that the organization may
encounter.

4. Business Development

Develop sales training programs that enhance both product/services knowledge and general
sales skills.

29

5. Customer Retention
Assess the size of the problem.

Conduct a survey regarding what the clients or members of the organization wants. Making their
suggestions possible will let them realize that their presence and existence in the organization is
being valued and the organization is concerned.

6. Advertising

Promote the company through other advertising methods.

Aside from having the company promoted through social networking sites, it is a good way to
advertise the company by having flyers and newspaper or radio advertisements to attract people
to make them interested.

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CONCLUSION

The ADC Hotel is one of the rising hotels in Naga City, making each a stay a truly memorable
experience. The hotel offers the luxury and convenience yet allows guests to take part in the
global quest for environment protection.

From the data that the researchers collected, The ADC Hotel has all of the human resource
management functions from human resource planning until the personnel movement.

In the recruitment process, they use either external and internal but most of the time they are
using external method.

For ADC Hotel’s training and development, the organization sees to it that the organization
objectives are met in preparing for the training programs and conducts its orientation for newly
hired employees after they complied with all the requirements. The HR manager is required to
train the newly hired employees and other training and seminars are also provided by the
company. The company usually follows the trainings and seminars formatted with the one
Department of Tourism provides.

The ADC Hotel also gone through the process of interview. After the submission of the necessary
requirements, there will be an interview with the HR Manager and after that the one-on- one
interview with the CEO and COO of the company. If the applicant passed all the requirement and
interview, he/she will be under provision for one month and he/she will be regular employee.

Overall ADC Hotel is not an active competitive company with their competitors. They operate
with their corporate goal, as well as their objectives in mind in serving their valued customers.
They also treat their employees fair and just in every situation. ADC Hotel needs to improve and
develop their understanding about the human resource management functions in order for the
company to be successful and be unique among the others.
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CHAPTER VI References, Annexes, Documentation REFERENCES

Junej, P. (2009) Importance of Employee Relations - Why Employee Relations at Workplace?

Piderman, E. (1995, August). Case Study in Labor/Management: City of Miami, Florida. Fire
Engineering, 93.

Law, D. K. (1994, April). Labor Management Bridging the Gap. American Fire Journal, 27. Reynolds,
C. M. (1994). Labor Relations: Alternative Methods that will Guarantee Survival into

the Next Century. National Fore Academy: Executive Fire Officer Program, 1, 3-4, 7, 12. Edward, S.
T. (2000). Fire Service Personnel (1st Ed.). Upper Saddle River, New Jersey.

Brady/Prentice Hall Health.

Mai, M. (1986) Kaizen. The Key to Japan’s Competitive Success (1st Ed.). New York: MC Graw Hill.

Sweeny, P. D. (2002). Organizational Behavior: Solution for Management (1st Ed.). New York: MC
Graw Hill.

Bohlander, G. and Snell, S. (2011). Principles of Human Resource Management (6th Ed.) Mondy,
et. al (2002). Human Resource Management (8th Ed.)

Gascon, et. al (2017, October). Performance Management: Why Keeping Score is so Important,
and so Hard.

Puckett (2015, April). The Importance of Performance Management.

https://www.managementstudyguide.com/importance-of-employee-relations.htm

https://www.mckinsey.com/business-functions/operations/our-insights/performance-
management-why-keeping-score-is-so-important-and-so-hard

https://technologyadvice.com/blog/human-resources/importance-of-performance-management
/ Ivancevich, J. M. (1994). In J. M. Ivancevich, Human Resource Management (pp. 157-158).
Ivancevich, J. M. (1994). Human Resource Management. In J. M. Ivancevich.

Human Resource Management, 14th Edition, R. Wayne Mondy and Joseph J. Martocchio, 2008
Human Resource Management 12th Edition, Robert L. Mathis & John H. Jackson, 2006

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ANNEXES

The ADC Hotel Rooms

The guests of ADC Hotel can choose from Standard and Deluxe Rooms, Executive and Presidential
Suites. A Honeymoon Suite is just the right choice for couples. Each room personifies the
charming and eco-friendly atmosphere at the ADC Hotel. The warm and friendly staff takes care
of all your business needs with great and careful attention to detail. The hotel offers personalized
service in its rooms and suites, where our staff plays the all-important role of a travel guide and
an executive assistant.

Complimentary breakfast, complimentary bottled water and coffee, and free Wi-Fi are included
as the hotel amenities. The hotel follows a policy in which children below 12 years old are free of
charge and only maximum of 2 children per room (without extra bed). The check-in time 2:00pm
and check-out time 12:00nn. And for health concerns, they also practice the no smoking policy.

33

Standard Room

The Standard Room features are air conditioning unit, electronic key card access, 24-hour
cable TV, Plasma TV, high speed wi-fi Internet service, electronic in-room safe, complimentary
bottled mineral water, mini bar, coffee/tea making set and room service.

The rates for the standard double is Php 2,500 and Php 2,300 for the standard queen.

34

Deluxe Room

The Deluxe Room features are air conditioning unit, electronic key card access, 24-hour
cable TV, Plasma TV, high speed wi-fi internet service, 2-seater couch, electronic in-room safe,
complimentary bottled mineral water, mini bar, coffee/tea making set and room service.

The rates for deluxe queen is Php 2,700 and Php 2,900 for the deluxe double.

35

Junior Suite

The Junior Suite Room features are air conditioning unit, electronic key card access, 24- hour
cable TV, Plasma TV, high speed wi-fi internet service, electronic in-room safe, complimentary
bottled mineral water, mini bar, coffee/tea making set and room service.

The rates for the junior suite is Php 3,500.

36
Executive Room

The Executive Room features are air conditioning unit, electronic key card access, 24-hour
cable TV, Plasma TV, high speed wi-fi internet service, bathtub, electronic in-room safe,
complimentary bottled mineral water, mini bar, coffee/tea making set and room service.

The rates for the executive room is Php 4,600.

37

Presidential Room

The Presidential Room features are air conditioning unit, electronic key card access, 24-
hour cable TV, Plasma TV, high speed wi-fi internet service, jacuzzi, life size vanity mirror,
electronic in-room safe, complimentary bottled mineral water, mini bar, coffee/tea making set,
room service, kitchenette, dining table for two, and 2-seater couch.

The rates for the presidential room is Php 8,100.

38

February 18, 2019

Mr. Jurland Dayrit

Food and Beverage Manager The ADC Hotel

Naga City

Dear Mr. Dayrit,

We are the students of Ateneo de Naga University and we are presently conducting a research as
a course requirement for Human Resource Management.

In line with this, we have chosen your hotel as the subject of our study. Rest assured that all data
we will gather will remain absolutely confidential and to be used on academic purpose only.

Your approval to conduct this study will be greatly appreciated. Thank you very much!

Respectfully yours,

Ellen Grace Torillos

Group Representative Noted by:

Dr. Debbie Abiog-Adriano

Class Adviser
ATENEO DE NAGA UNIVERSITY College of Business and Accountancy 4400 Naga City, Camarines
Sur

39

Company Profile

GUIDE QUESTIONS

1. What is the history of the organization?

2. What is your mission statement?

3. What is your vision statement?

4. What is your corporate goal?

5. What is the organizational structure of the organization?

Human Resource Planning

1. What are your guidelines in planning in terms of human resource?

2. How do you respond in shortage in human resources, if there is any?

3. A business to remain still in the industry up to this day is a great challenge, is there some

instances that you actually use your developed ‘back-up plans’ to sustain the stability of your
business?

Job Analysis

1. What are the methods do you use for job analysis? Do you use interview, questionnaire or
observation?

Recruitment

1. What types of recruiting methods do you use? Do you use internal or/and external
recruitment?

Selection

1. How will you know you've found the right person for the job/position?

2. How will you know if the person you failed to hire were actually the qualified person?

3. What steps do you use in the selection process?

4. What are your pin points when it comes to hiring?

5. How structured is your selection process?

6. On average, how long does the process take to hire?

7. How would you describe your interview techniques?

8. What kind of interview does your company usually conduct?

9. What is the toughest role to fill in right now? Why?

Training and Development

1. Do you train your employees? Do all the employees need training?

2. Who trained your employees?

3. How does training program align with the company's business objectives and strategy?

4. What trainings or programs usually your company conduct?

5. What are your instructor’s qualification and how they trained and evaluated?

40

6. How can you say your trainings and development programs are effective?

7. How often your company conduct trainings?

Performance Management

1. Why is it important to give people ratings?

2. How can you say that an employee adds value to the company?

3. How do managers track the progress of their employees?

4. What are your strongest motivators to come to work every day?

5. What are your personal and/or professional goal?

6. What has been your biggest achievement in the given period of time?

7. Which aspect of your work do you like the most?

8. How is the environment of the organization?

Compensation Management

1. What is the mode of payment of your employees? Is it per hour/per day?

2. Does your company have a bonus and compensation plan?

3. What are the criteria of employees to be eligible for incentives and bonus?

4. How can you help your employees understand their salary ranges and job potentials?
5. Do you let your employees feel that they are fairly compensated for the work they do? In

what way?

6. What benefits are available and appropriate for the needs of employee’s family?

7. What is the average working duration of your employees?

Communication Management

1. How do you receive application? Can an applicant submit his/her resume through email before
the interview?

2. How do you maintain good employees and employee’s relationship?

3. How can you fix poor communication with in the organization?

4. How can you lessen confusion with in the employees and the management?

5. When and how will the decisions be communicated to employees?

6. How would you describe the effectiveness of communication in organization?

7. Do employees have a clear understanding of company’s policies?

8. What will your action to help employees get information they need to be effective in their

job?

9. Do you have created action plan in your company? What are those?

Labor Relations

1. Describe a time when you effectively trained managers if supervisors on a labor relations topic.

2. How do you select effective mediators and arbitrators for disputes and negotiations? 41

3. Share an effective method you have used to monitor employwe satisfaction, especially with
policies and working conditions.

4. Tell me about an employee disciplinary action which you approved. How about the one you
rejected?

5. Describe a successful goal or objective which you recommended. What made it so successful?

6. Will employees be granted any administrative leave?

7. Can staff change their work schedule?

8. What are the consequences if staff do not come in to work?

9. Can staff be required to perform work normally performed by employees in other

classification?

10. Will special consideration be made for people who are caretakers of children or elderly?

Personnel Movement

1. What type of employees did you have, are they contractual or not?

2. In terms of promotions, is it based on merits or seniority? Is it open to all the employees?

3. If your employee did something that is contradicting to the organization’s rules, does this

employee will face instant termination or just a suspension while conducting due process?

42

DOCUMENTATION

The group members, Desiree Breis, Leira Blanco, Giomari Talan, Frences Dian Taller and Ellen
Grace Torillos together with the Food and Beverage Manager of The ADC Hotel during the
interview last February 18, 2019.

43