Human Resources

• Human Resource Management (HRM)


  An operation in companies designed to maximize employee performance in order to meet the employer's strategic goals and objectives
• Human Resource Management (HRM)

  The process of recruiting, selecting employees, providing proper orientation and introduction, imparting proper training, and developing skills
• Compensation and Benefits


  • Salary and Benefits
  • Team Building
  • Communication
  • Employee Relations
  • Training
• Medical Technologists


  • They are the most important laboratory resource - they are the ones who are responsible on how or what the healthcare will provide. From the laboratory results to the healthcare provided to the patient itself
• What does a Human Resource Manager Do?

  • Wage and Salary Administration
  • Staffing and Scheduling
  • Performance Monitoring
  • Labor Relations
  • Compensation and management
• Wage and Salary Administration

  Represents the physical evidence and reinforcement for the employees of their individual worth to the company
• Goals and Objectives of Wage and Salary Administration

  • Recruiting a highly skilled and qualified staff
  • Maintaining a stable workforce
  • Maximizing productivity through incentives plans that reward desired behaviors
  • Controlling with legal regulations
  • Meeting social and cultural expectations and goals
• Components of Wage and Salary Plan

  • The actual paycheck: the amount of money the employee can take home
  • The benefits package: part of the total compensation package and are supplements to the cash payments of salary wages
  • The perquisites associated with the position: may be blatant display of trappings or subtle advantages, which may include job title, use of company car or offices
• Frequently Provided benefits


  • Medical disability and life insurance
  • Retirement plans
  • Paid time or for sickness, vacation, holidays, and continuing education
  • Tuition reimbursement
  • Social security, unemployment, and worker's compensation insurance
• Relevant Laws


  • Presidential Decree No. 442 (The Labor Code of the Philippines)
  • The Wage Rationalization Act (Republic Act No. 6727)
• Minimum Wage (2024)


  NCR: non-agricultural worker = PHP 570-610, agricultural worker = PHP 533-573

  Region VI: PHP 440-480
• Overtime


  For work done between the hours of 10pm to 6am, employees are entitled to Night Shift Differential (NSD), which represents an additional 10% to the regular wage for each hour performed
• Overtime Pay


  • Regular Work Day: Plus 25% of the hourly pay rate

  Special Holiday: Regular Holiday (up to 8 hours) Additional 30% of his daily rate

  At least twice (200% of this basic wage)
• Service Incentive Leave


  Every employee who has rendered at least one (1) year of service is entitled to 5 days with pay. The unused SIL at the end of the year can be converted to cash using the salary at the date conversion
• 13th Month Pay


  Each Year, a 13th month pay is given to all rank and file employees. By law, this benefit must be paid before December 24th and is mandatory. The 13th month pay must be at least 1/12th of the total basic salary of each employee earned during that calendar
• Social Security System (SSS)

  By law, private sector employees must be covered under the SSS. Based on each employee's gross month pay, the employer and employee remit monthly contribution to the SSS. In turn, the SSS benefits cover maternity, retirement, sickness, disability, death and pension benefits
• PHILHEALTH


  For all employees covered by the SSS medical coverage is mandatory and automatic. Both the employer and employee contribute equal monthly amounts to the PhilHealth Insurance Corporation
• Wage Determination Methods


  • External comparisons - focuses on recruiting and keeping personnel

  Wage surveys - a survey that seeks to learn what competing organization are paying their workers

  Internal analysis - seeks to establish equity between jobs, recognize worth of a position and maintain stable workforce

  Job evaluation

  Incentive Programs - to motivate performance and reward desired behaviors
• Professional Growth and Development

  • In Service Training Programs

  Competency assurance programs and educational sessions presented by staff members and experts hosted by the laboratory

  Intensive Training

  Conferences and Seminars

  Formal College Courses
• The comprehensive evaluation of compensation and benefits in the field of Medical Technology underscores the pivotal role they play in attracting, retaining, and motivating highly skilled professionals
• Competitive salaries, coupled with robust benefits packages that include health insurance, retirement plans, professional development opportunities, and work-life balance initiatives, are essential in addressing the unique demands and stressors inherent to the profession
• Investing in such compensation structures not only enhances job satisfaction and reduces turnover rates but also ensures a highly competent workforce capable of delivering superior patient care and driving technological advancements
• Effective compensation and benefits strategies are critical to the sustained success and innovation within the medical technology sector, ultimately contributing to improved healthcare outcomes and organizational excellence
• Recruiting the right talent is crucial for the efficient functioning of a laboratory. The quality of staff directly impacts the accuracy of test results, compliance with regulations, and overall productivity
• Key Steps in the Recruitment Process

  • Job Analysis

  Creating Effective Job Descriptions

  Sourcing Candidates

  Screening and Shortlisting

  Conducting Interviews

  Background Checks and References
• Challenges in Recruiting for Laboratory Management

  • Specialized Skills

  Regulatory Compliance

  Competition
• Strategies for Successful Recruiting

  • Utilizing Professional Networks

  Offering Continuous Learning Opportunities

  Showcasing Technological Advancements
• Effective recruiting in human resource management for laboratory management is essential for ensuring the quality and success of laboratory operations
• Effective recruiting in human resource management for laboratory management

  • Essential for ensuring the quality and success of laboratory operations
  • Requires understanding the specific requirements of the roles
  • Implementing targeted recruitment strategies
  • Overcoming the challenges in the process
• The recruitment process for laboratory management should be approached with diligence, considering the unique technical and regulatory aspects of the field
• Associations and networking platforms within the field of laboratory management

  • To connect with potential candidates
• Offering Continuous Learning Opportunities

  • Highlighting opportunities for professional development and ongoing education to attract candidates who are committed to staying updated with the latest advancements in laboratory management
• Showcasing Technological Advancements


  • Emphasizing the use of advanced technology and equipment within the laboratory to appeal to candidates who are tech-savvy and innovative
• Cascio, W. F., & Aguinis, H. (2019): 'Applied psychology in talent management (8th ed.). Sage Publications.'
• Dessler, G. (2020): 'Human resource management (16th ed.). Pearson.'
• Mathis, R. L., & Jackson, J. H. (2011): 'Human resource management (13th ed.). South-Western Cengage Learning.'
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017): 'Human resource management: Gaining a competitive advantage (10th ed.). McGraw-Hill Education.'
• Robinson, D. G., & Robinson, J. C. (2008): 'Strategic business partner: Aligning people strategies with business goals. Berrett-Koehler Publishers.'
• Compliance requirements for establishing a laboratory

  • Safety
  • Environmental protection
  • Employee welfare
  • Quality standards
• Society for Human Resource Management (SHRM). (2021): 'Talent acquisition: A guide to understanding and managing the recruitment process. SHRM.'