Labor Law

• The employer is obliged to pay the employee's salary on time.
• The basic functions of the management process include all of the following except outsourcing.
• A manager is responsible for accomplishing an organization’s goals by managing the efforts of the organization’s people.
• Planning, a function of the management process, requires a manager to establish goals and standards and to develop rules and procedures.
• Organizing, a function of the management process, involves a manager in establishing goals, assigning tasks, and managing progress.
• Controlling, a function of the management process, involves a manager in assessing performance and developing strategies for corrective actions.
• Leading, a function of the management process, involves a manager in motivating subordinates.
• Personnel activities associated with human resource management most likely include developing customer relationships.
• Line managers’ human resource responsibilities most likely include marketing new products and services.
• A recruiter maintains contacts within the local community and travels to search for qualified job applicants.
• Environment can have a significant impact on the physical requirements to perform a job.
• Role Conception is what a person thinks his/her job is and how the person has been taught to do it.
• Role Expectation is what others in the organization think the person is responsible for, and how he/she should carry out those responsibilities.
• Some duties and tasks are performed using specific equipment and tools.
• The knowledge, skills, and abilities (KSA’s) required to perform the job are known as job requirements.
• There are three basic assumptions in any role: Role Conception, Role Expectation, and Role Behavior.
• A Job Description writing Guide is a tool used in the process of developing job descriptions and job specifications.
• Supervision is given and received in relationships with internal or external people.
• Role Behavior is what a person actually does in carrying out the job.
• Draft Job Descriptions and Specifications are part of the process of developing job descriptions and job specifications.
• Human resource managers generally exert within the human resources department and outside the human resources department.
• Compensation managers are in charge of developing the plans for how people are paid and how the employee benefits program is run.
• An HR generalist at Wilson Manufacturing has been assigned to the sales department to provide HR management assistance as needed.
• Embedded HR teams provide HR management assistance to various departments as needed.
• The objectives of Human Resource Management are to ensure effective utilization of human resources, establish and maintain an adequate organizational structure of relationship among its members, generate maximum development of human resources, ensure respect for human beings, ensure reconciliation of individual/group goals with those of the organization, and identify and satisfy the needs of individuals.
• The policy of the state is to establish, develop, promote and perfect a sound and viable tax-exempt social security system suitable to the needs of the people throughout the Philippines.
• Human Resource Management is a relatively new approach to managing people in any organization.
• Human Resource Management is inherent part of management, pervasive function, basic to all functional areas, people-centered, and based on human relations.
• The managerial functions of Human Resource Management are planning, organizing, directing, and controlling.
• The operative functions of Human Resource Management include procurement of personnel, development of personnel, compensation to personnel, maintaining good industrial relations, and record keeping.
• The main activities of Human Resource Management include acquisition, development, motivation, maintenance of human resources, and record keeping.
• The functions of Human Resource Management include planning, organizing, directing, controlling, and operative functions.
• The National health insurance Act of 2013 aims to make essential goods, health and other social services available to all people.
• The home development mutual fund law of 1980 aims to motivate the employed and other earning groups to better plan and provide for their housing needs.
• Corporate HR teams involve dedicated HR members that assist top management in issues such as developing the personnel aspects of the company’s long-term strategic plan.
• Appraisal makes the superior more of a judge rather than a coach, leading the subordinate to view the superior with a feeling of suspicion and mistrust.
• Job Analysis is a systematic study of how a job discovers its specifications, skill requirements, etc., for wage-setting, recruitment, training, or job-simplification purposes.
• Stereotyping is the process of forming a mental picture of a person on the basis of his age, sex, caste or religion, resulting in an over-simplified view and blurring the assessment of job performance.
• Individual Differences in assigning factors, points or numbers to employees can lead to a lack of fair distinction between two individuals and nullify the utility of this system.
• Negative Approach in performance appraisal loses most of its value when the focus of management is on punishment rather than on development of employees.