MANAGING THE HUMAN RESOURCE

FUNCTION

JOLINA B. BUENO
INTRODUCTION
 While entrepreneurs need to mobilize physical
resources to get their business started, it is critical
for them to develop the capabilities of their
employees and build human capital if they aim a
long-term growth. And this is the reason behind
there are terms and conditions that must be
presented to the employees before they got hired
there must be a visible connection between the
employer , employee and enterprise. So before
approaching the enterprise/business as an
individual who is seeking for a job you have to be
ready with the policies, rules and everything about
the business most especially is your rights as an
employee.
 Alternative Approaches to
Managing People

There are two (2) approaches that entrepreneurs

can adopt in managing its employees.

1. Strategichuman resource management (HRM)

2. Integral human development (IHR)

Remember
  that there are no such perfect approaches to be
used these are just guide so that you’ll be informed because
 
there are enterprises/businesses that are modifying their ways
in order to adopt their business community especially the
employees.
 Human resource management
(HRM)
- An approach which is
the mainstream. Manager designs the components
of the HRM system so that they are consistent with
each other and with the organization’s structure,
strategies and goals. The goal of strategic Human
Resource management is to develop human
resource management system that enhances an
organization’s efficiency, quality innovation, and
responsiveness to customers which in turn build
It iscompetitive edge
really important that there are connections between
people behind the business and its main goal. Since ang HR
department ang nag o-open ng job vacancy they also have to
implement strategies on searching applicant/s based on the
qualities that the organization is looking for.
Integral human development
(IHR)
An approach which has
emerged as a paradigm. It Is anchored in the
principles of human dignity and common good.

Aside from the qualities and skills that the enterprises is looking for, to their business the
integration of values must also be shown and presented. Kaya it is important na magkaroon
ng backgroud check bago mag hire ng empliyado. This can be done by asking the aplicant to
show the baranagay clearance, police clearance or NBI clearance, or on the presented resume
there must be somebody listed as a reference if everything written on your resume are true or
not.
Example as reference:
Jolina Bueno SHS teacher 0999000000
  Respectinghuman dignity is based on the conviction
“that each person regardless of age , condition and
ability is an image of God and so is endowed with an
irreducible dignity or value. That each person “is an
end in himself or herself, never merely an instrument
valued only for its utility-a who, not a what; a
someone not a something.
Common good , is a sum total of social condition
which allow people either as a group or as individual,
to reach their fulfillment more fully and more easily.

Sabi nga ng madami na gagas na kung tutuusin, “ ano man lahi, ano mang kulay, may ngipin
o wala may buhok o kalbo, may pinag araln o wala, mayaman o mahirap and so on”
madaming nanghihina ang loob because human used to judge based on the appearance of an
individual yung pag nakita natin ang isang tao kaagad eh “ari mag papageant gang itim, ikaw
ang teteacher sure ka? At madami pang iba. All we have to do is to respect each other with
dignity. Take note tao ka din kung ano ang sinasabi mo sa iba yun ka. Value other as you value
yourself.
 Integral Human Development

IHD Dimensions Descriptions

 The physical structure
of the workplace and
 Bodily development
the design of the work
processes and
equipment are
calculated to protect
employees health and
to respect their
physical well being.
 Integral Human Development

IHD Dimensions Descriptions

 Employees’ expected
contributions to the
work-place are made
intelligible to them.
 Cognitive
Jobs are kept “smart”
development to exercise and
develop employees’
talents and skills.
 Integral Human Development

IHD Dimensions Descriptions

 Through the freedom
  to take initiative
 Emotional
without fear of
development reprisal, employees
exercise responsibility
and accept
accountability for
their works.
 Integral Human Development

IHD Dimensions Descriptions

 The organization
encourages appropriate
  expression of
collegiality in the work
 Social development place it also exhibit the
social conscience,
encouraging the same
in employees, and
supporting employees
initiatives to serve the
wider community.
 Integral Human Development

IHD Dimensions Descriptions

 Craftsmanship is
  encourage. Service
 Aesthetic Development
are conceived and
delivered in ways that
honor and dignity of
both provider and
receiver.
 Integral Human Development

IHD Dimensions Descriptions

 The organizations
  practices and work
 Moral Development
rules recognize that
human acts are as
such moral acts.
Working relationships
demonstrate respect
for human dignity of
each party.
 Integral Human Development

IHD Dimensions Descriptions

 Works is understood
  as a vocation, and
 Spiritual development
valued as
collaboration, in the
presence of God for
the good of one’s
fellow human beings.
 ATTRACTING AND RETAINING TALENT
Recruitment
 - refers to activities that influence individuals to
apply for a job and to accept jobs that are offered
to them.

 Selection
 - Refers the process by which an organization
chooses from the pool of applicants the person
that best fits the requirements of the job.
Entrepreneurs starting their businesses recruit people by tapping their own social network, by
getting referrals, by tapping employment agencies, by going to schools, colleges, and universities;
and by participating in job fairs. Companies are now also recruiting online by posting job openings
in their websites, by utilizing job boards, and by tapping social media. Before selecting people, the
entrepreneur must be clear on what specific tasks and activities the new employee must perform.
And this is what we call the competency profiling.
 Job Description of a Sales Associate
 

 General description
Reporting directly to the store manager, sales associates
are responsible for selling the company's products and
assisting customers with their product needs. They
engage customers by asking them questions and by
providing them information about the product's features
and benefits. They also handle returns of merchandise,
and help in stocking and maintenance activities.
 Specific duties and responsibilities
1. Acknowledge and greet customers when they enter the store or when they
approach the area where the associate is working
2. Engage the customer through conversatio1, Determine the customer's needs
3. Provide information about the product (eg, lectures, values, and benefits)
when customers seek information.
4. Know where products are located within the store.
5. Suggest additional items and services that the customer might not have
anticipated they will need.
6. Correctly handle all register transactions.
7. Handle returns or complaints graciously:
8. Treat associates, customers, and vendors courteously.
9. Ensure that the store is neat, clean, and organized throughout each business
day
10. Actively' participate in all programs and procedures that drive sale.
11. Participate in store opening and store closing duties.
12. Perform related duties, as required
 Minimum qualification, training, and experience
1. Must have some high school education
2. Must have proficient communication skills in English
and Filipino
3. Must be proficient in Math
4. Must be able to work in a standard workday as set by
the company
5. Must have a flexible schedule and be able to work
evening8, weekends, and holiday if required days.
6. Previous sales experience is a plus
These are just guidelines presented by HR
department
MANAGING THE MARKETING
FUNCTION
 INTRODUCTION
Managing the marketing function of an
entrepreneur there must be a target strategies of
promoting the business or what it offers to the
costumers and clients and this is through
recognizing the needs and wants of the
costumers/clients. Meaning to say what the
business offers must deliver satisfaction to the
costumers.
Individual behave differently even when they are faced on the same
situation. This is because they perceived situation in different ways.
Perception are influenced by their operative needs and wants, their past
experiences and personal values
 STAGES OF PURCHAISING PRODUCT
 RECOGNIZING A NEED OR WANT
when an individual recognizes a need or want, the
buying process begins. This need and want can
be triggered by internal or external stimuli.

When an individual feels hungry or thirsty (internal stimuli) when he sees

commercial on the television (external stimuli)
  SEEKING AND RETRIEVING INFORMATION
Once the interest of the potential costumer is
aroused , he is inclined to search for more
information about a particular product or services.
By gathering information the consumer learns
about competing product and services, and their
features.

Clearly, the entrepreneurs must first make sure that consumer become
aware of the product, and that his product must have the features that will
be attractive to a segment of the market so that it becomes part of the
consumer consideration set and choice set.
 EVALUATING CHOICES
Consumer evaluate their choices differently some
make conscious rational evaluation while others
response emotionally to the marketing stimuli.
Just like in our previous discussion that the PREFERENCE OF THE
COSTUMERS CHANGE OVER TIME. So meaning we have to hold on the
value of “NAGAKANAYAN NA”

• MAKING PRUCHASE
It is time to make decision not only about the brand to
buy.
 CULTIVATING COSTUMER RELATIONSHIP
Entrepreneurs must not only aim to sell their products
once but repeat sales from satisfied to delighted
costumers.

 COSTUMERS EQUITY
Business must aim to produce high costumer equity.
Costumer equity- lifetime value(or estimated lifetime
revenues less expenses)company can generate from
all of its costumers. In practical terms “generates
continuing revenues from them.
 3 types of Costumer Equity
 Value equity- business must find ways to address
issues related to price , quality and convenience

 Brand equity- business must find ways to increase

brand awareness, to improve the costumer’s attitude
toward the brand and to project an ethical image to
the public. This could be through advertising, public
relations, social media campaigns and social media
exposure.

 Relationship equity- the business can introduce

loyalty programs, community relation programs,
knowledge building programs among others. This is
commonly done by large companies, often through
their corporate foundation.
ELEMENTS IN MANAGING YOUR
BRAND

 Memorable

 Meaningful

 Likeable

 Humorous