Assigment 10 in HRM

PERSONNEL MANAGEMENT

1.) Personal management

Personal management is about mapping a plan for your life that will involve setting short-range and long-range goals and investigating different ways to reach those goals. Education, training, and experience all help make your goals become a reality. To achieve your goals, you will choose the best path and make a commitment to it, while remaining flexible enough to deal with changes and new opportunities.

Source: Bodnar, Janet. Kiplinger's Money-Smart Kids. Kiplinger Books, 1999.

Critique: Yes I agree that in management you must have first a plan which is the key to reach your goals. This plan helps you to perform your role in order to have those goals.

2.) Personnel Management
The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent.

Source: http://dictionary.bnet.com/definition/personnel+management.html

Critique: It describes that the people who is responsible for his employees and keeping them a good followers is an act of managing. The manager train properly his employee for the betterment of the firm.

3.) Personnel Management - personnel having overall planning and direction responsibilities

Source: http://www.thefreedictionary.com/management+personnel

Critique: As what I said in the first definition you must plan first before you decide in order to have a good result in your management. It is your responsibility as a personnel manager.

4.) Personnel Management

In all organizations, there should be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources (HR) management.

Source: http://www.wisegeek.com/what-is-personnel-management.htm

Critique: The definition explains that it is helping the session of the firm for their plans and directions to go to a process for the implementation.

5.) Personnel Management

Personnel Management is responsible for recruiting and hiring qualified individuals to deliver city services, administering the pay classification plan to insure competitive wages. Through the personnel policies, Personnel Management administers guidelines for employee behavior, hiring & terminations, disciplinary actions, tuition reimbursement and employee leave including FMLA.

Source: http://www.ci.palm-coast.fl.us/government/departments/employment/personnelmanagement.aspx

Critique: It discussed the acquisation of the employees that is qualified to the vacant position of a firm. The personnel manager evaluates the applicants to see his qualifications and if it is qualified the manager guide the new hire to become more comfortable to his position.

Human Resource Management

1.) Human Resource Management

The strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.

Source: http://en.wikipedia.org/wiki/Human_resource_management

Critique: The definition describes the acquisation of employees to address the objectives of the company. This objectives help the firm to increase its position.

2.) Human Resource Management

Staffing function of the organization. It includes the activities of human resources planning, recruitment, selection, orientation, training, performance appraisal, compensation, and safety.

Source: http://www.crfonline.org/orc/glossary/h.html

Critique: The definition also describes the activities, plans of the firm with the help of the employee.


3.) Human Resource Management

The management of the workforce of a business to ensure sufficient staff levels with the right skills, properly rewarded and motivated.

Source: http://www.business2000.ie/resources/Glossary_H.html

Critique: We see that in a Human Resource Management the people are busy because this department is the home of the employee in the company. All the records and activities are all in Human Resource Management so by this we can see the importance of it.

4.) Human Resource Management

All methods and functions concerning the mobilization and development of personnel as human resources, with the objective of efficiency and greater productivity in a company, government administration, or other organization.

Source: http://en.wiktionary.org/wiki/Human_Resource_Management

Critique: The description explains the cycle of the Human Resource Management in the firm. It deals different things not only to the employee or the people inside the firm.

5.) Human Resource Management

The effective and efficient use of human resources available to the business. Also referred to as personnel management.

Source: http://en.wiktionary.org/wiki/Human_Resource_Management

Critique: We observed that in this definition personnel management is engaged because in Human Resource Management it has a person who is responsible to all transaction, activities and planning for the firm and that's the work of the personnel manager.

Assigment 9 in HRM

Human Resource Manager

Employees in this job function, as professional human resource managers, direct the work of professional staff. The employee, under general or administrative supervision, works within general methods, procedures, and exercises considerable independent judgment to select proper courses of action. The work requires knowledge of the policies, procedures, and regulations of personnel management and human resources development programs, and supervisory techniques, personnel policies, and procedures.

Human Resources Manager will be responsible managing the human resources function for a growing next-generation message switch company. This hands-on role will include: staffing, compensation, benefits, employee relations, performance management, policy administration and compliance. In this role you will be Designing and implementing HR strategies and plans that meet business priorities and deliver high quality programs that result in improved performance and retention that are required within a dynamic organization.

This is a leadership position where the candidate is expected to take personal accountability for the deliverables and work closely with management on the delivery of milestones.
Source: http://www.tervela.com/content1158

The Role of Human Resource Management in Risk Management
Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.

Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.

Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.

Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.
Smaller family businesses do not escape the impact of people. In these businesses, as in larger businesses, people are a source of risk and are important to the business’ ultimate success or failure. Overdependence on family members for management and labor negatively affects family business effectiveness and efficiency. A family may have highly talented people in one management or labor area but fall short in another area. Confronting human resource risk may take the family business outside its usual boundaries to fill critical labor and management gaps.

Source: http://www.extension.org/pages/The_Role_of_Human_Resource_Management_in_Risk_Management


Human Resource Management Nature


Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multi¬dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view¬point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees deve¬lop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-moti¬vated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo¬mics, etc.


Human Resource Management Scope


The scope of HRM is very wide:

1. Personnel aspect-This is con¬cerned with manpower planning, recruitment, selection, place¬ment, transfer, promotion, train¬ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni¬ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela¬tions, joint consultation, collec¬tive bargaining, grievance and disciplinary procedures, settle¬ment of disputes, etc.


Human Resource Management Functions


In order to achieve the above objectives, Human Resource Manage¬ment undertakes the following activi¬ties:

1. Human resource or manpower planning.
2. Recruitment, selection and place¬ment of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organiza¬tional relationship.
9. Collective bargaining, contract negotiation and grievance hand¬ling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by pro¬viding incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.

Source: http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370

Assigment 8 in HRM

Kung noong nakaraan, lumakas ang electronics, today we are creating wealth by developing the BPO and tourism sectors as additional engines of growth. Electronics and other manufactured exports rise and fall in accordance with the state of the world economy. But BPO remains resilient. With earnings of $6 billion and employment of 600,000, the BPO phenomenon speaks eloquently of our competitiveness and productivity. Let us have a Department of ICT.

Improve the quality of education by providing more classroom expert in teaching staff. The government should allocate a big budget to answer the needs of facilities in enhancing with quality education. Improve our skills in oral and written capacity of a student. Nowadays, BPO () is in need of more skilled workers who speak fluent English, years ago Filipinos were competitive in English skills that’s why many business like BPO () invest in the Philippines. The government should provide scholarship to those students who has a special talent I this field.

Nakinabang ang pitong milyong entrepreneurs sa P165 billion na microfinance. Nakinabang ang 1,000 sa economic resiliency plan.

Nowadays, in times of global recession the government should promote small and medium enterprises by allocating budget to finance the small and medium entrepreneur. The government should also need to conduct several trainings in livelihood and also the government should help the entrepreneur to market their products. The government should lend to the small and medium enterprises with no interest. On the other hand cooperatives are one way of creating more jobs especially the various sectors like farmers and fisherman.

Lumikha tayo ng walong milyong trabaho, an average of a million per year, much, much more than at any other time.

The government creates more jobs by hiring skilled workers in the government project like creating infrastructure projects, instead of hiring through construction field. The government can create jobs by self-contracting, instead of having bidding a construction firm but the agency itself can manage the project through hiring skilled workers, instead of paying other companies. For example, in a one locality in creating roads the city engineer on that locality can implement, the government can save more money on that way.

Assigment 7 in HRM

Human being is the highest form of creation that God created in the world. God give us the knowledge, the skills and the talents that we have now to explore things in the world so that, we can live. God also give us the right to manage things in the world. We, humans has the capacity to find ways and means to improve our borrowed talents by educating ourselves. We can manage ourselves in doing things around us. We can easily organize a group to improve our community but we know the fact it is difficult to manage human because of our individuality in attitude and character. God made us unique from other person, each of us has own thoughts, decisions and feelings in an organization we cannot perfectly impose a rules because someone is contradicting it. There's a saying that we cannot place everybody.

According to a book entitled Business Organization and Management (Authors: Gutierrez, Pura and Garcia)

The most complicated problem of business is people. Technical processes may be mastered; requirements of materials may be correctly figured; plants and offices may be built according to required specifications; and intricate machines may be devised to perform with accuracy; but if the human elements in business are disregarded, trouble is ahead. Human beings essentially differ from each other. They cannot be standardized like inanimate things. They are dynamic, not static. The most certain thing about people is their uncertainty.

Human beings are also, to a certain extent, selfish, both by nature and by environment. A person who is an altruist is one who has regard for; and is devoted to the interest of others than himself alone. Altruism is a desirable trait to be aspired for but is, generally, hard to find among people in its ideal form. There are some people who seem to lack even a trace of altruism in their makeup; still others believe that there is such thing as enlightened self-interest, which may be made to benefit everybody through cooperation. Thus,
self-interest and the welfare of others do not have to conflict with each other.
Both can be achieved or satisfied at the same time.

The Basic Personnel Problem: The basic problem about personnel is that ----- the employer has work to do done. The employee wants to receive for his work, enough money to live according to the standard of living as established for himself. When the employer has to pay too much to get the work done, the increased costs will be reflected in the higher price of the finished product to the point of diminishing orders from customers. On the other hand, if the employee cannot get the money that he thinks he is worth, he will leave the job, or look for another job elsewhere.

Assigment 6 in HRM

I think hundred years from now corporations or companies were using an advance or a high technology for the development and improvement of their business. Introduce to the people how the things in the future generation change the business environment of their company. This generation also companies uses a new systems which is very advance than today's generation.

What is Corporation?

A corporation is a legal entity separate from the persons who own it or the persons who manage or operate it. In British tradition it is the term designating a body corporate, where it can be either a corporation sole (an office held by an individual natural person, which is a legal entity separate from that person) or a corporation aggregate (involving more persons). In American and, increasingly, international usage, the term denotes a body corporate formed to conduct business, and this meaning of corporation is discussed in the remaining part of this entry (the limited company in British usage).

Corporations exist as a product of corporate law, and their rules balance the interests of the management who operate the corporation; creditors who loan it goods, services or money; shareholders that invest their capital and the employees who contribute their labor. People work together in corporations to produce value and generate income. In modern times, corporations have become an increasingly dominant part of economic life. People rely on corporations for employment, for their goods and services, for the value of the pensions, for economic growth and social development.

The defining feature of a corporation is its legal independence from the people who create it. If a corporation fails, shareholders normally only stand to lose their investment (and possibly, in the unusual case where the shares are not fully paid up, any amount outstanding on them - and not even that in the case of a No liability company), and employees will lose their jobs, but neither will be further liable for debts that remain owing to the corporation's creditors unless they have separately varied this, e.g. with personal guarantees. This rule is called limited liability, and it is why the names of corporations in the UK end with "Ltd." (or some variant like "Inc." and "plc").

Despite not being natural persons, corporations are recognized by the law to have rights and responsibilities like actual people. Corporations can exercise human rights against real individuals and the state,[1] and they may be responsible for human rights violations.[2] Just as they are "born" into existence through its members obtaining a certificate of incorporation, they can "die" when they lose money into insolvency. Corporations can even be convicted of criminal offences, such as fraud and manslaughter.[3] Five common characteristics of the modern corporation, according to Harvard University Professors Hansmann and Kraakman are:

* delegated management, in other words, control of the company placed in the hands of a board of directors
* limited liability of the shareholders (so that when the company is insolvent, they only owe the money that they subscribed for in shares)
* investor ownership, which Hansmann and Kraakman take to mean, ownership by shareholders.[4]
* separate legal personality of the corporation (the right to sue and be sued in its own name)
* transferrable shares (usually on a listed exchange, such as the London Stock Exchange, New York Stock Exchange or Euronext in Paris)

Ownership of a corporation is complicated by increasing social and economic interdependence, as different stakeholders compete to have a say in corporate affairs. In most developed countries excluding the English speaking world, company boards have representatives of both shareholders and employees to "codetermine" company strategy. Calls for increasing corporate social responsibility are made by consumer, environmental and human rights activists, and this has led to larger corporations drawing up codes of conduct. In Australia, Canada, the United Kingdom and the United States, corporate law has not yet stepped into that field, and its building blocks remain the study of corporate governance and corporate finance.

Source: http://en.wikipedia.org/wiki/Corporation

Improving the company's system by implementing a new technology. It is a technology that makes the production of the company easier and improving the quality of their product.

Here are some of the technologies that will possibly come out on the 21st century in a corporation.

• Robot Operated Machine

This technology uses a censored robot to operate a machine but with the intervention of a human by giving some command, it is use especially on the dangerous procedure like in the industrial factory. For example in mixing some dangerous chemicals in creating industrial products.

• Robotic Manpower

It helps to become faster the production of the goods. It can work 24/7 a day not just like a man that can only work 8 hours a day. It also use to answer the high demands of goods needed.

• Microchip

Microchip is a technology where is attach to a a certain things.

• Advance Tele-Video Conference Room

It is a technology use to communicate other person from other place by using sophisticated technology. It use satellite signal in order to access other person by seeing her or him personally and hear his or her voice clearly. This technology is a big help for the business transactions, meetings and others in the company.

Assignment 5 in HRM

What is Downsizing?

Downsizing refers to the permanent reduction of a company's workforce and is generally associated with corporate reorganization, or creating a "leaner, meaner" company. For example, the database developer Oracle Corporation reduced its number of employees by 5,000 after acquiring rival PeopleSoft. Downsizing is certainly not limited to the U.S.; Jamaica Air cut 15 percent of its workforce in an effort to trim expenses and anticipated revenue shortfalls.

I got some of the discussions in the internet about the cause of downsizing...

When do Firm Downsizing?

Downsizing and closure also visit substantial costs on the communities in which they occur. The businessmen and women responsible for employment and plant closure choices act responsibly, but their responsibility is primarily to their shareholders. The workers and surrounding community affected by the choices face substantial restructuring, retraining and perhaps relocation costs.
In a perfect world, perhaps, the businesses would alert their workers and communities of impending plans to downsize or close plants. In our imperfect world, however, there are two major reasons why this will not happen.

First, the businesses themselves will often have little warning of a change in market conditions requiring downsizing. Business people are optimists by nature, and they have faith that something will turn up to permit continued operation.

Second, any alert to workers and community of a possible closure will be the end of business as usual for that plant. Suppliers will not sell on credit; customers will not make long-term commitments; banks will not provide working capital; workers will search for new jobs on company time. Under those conditions, the possibility of downsizing becomes a certainty.



Source: http://www.referenceforbusiness.com/management/De-Ele/Downsizing-and-Rightsizing.html
http://www.unc.edu/~pconway/Textiles/conway_downsize.pdf


I found some articles of the companies about downsizing...

Posted on August 5, 2009 by BioJobBlogger
Lilly to Restructure and Downsize Its Sales Force

Eli Lilly & Co. is offering buyouts to 4,000 U.S. sales representatives to eliminate several hundred jobs and restructure its operations. Sales representatives will be offered four months' pay in addition to the typical Eli Lilly severance package, which ranges from two to 18 months' salary depending on seniority. The company had a total of 40,500 employees at the end of 2008.

Lilly’s best-selling drugs include Zyprexa for schizophrenia and bipolar disorder, Cymbalta for depression, Byetta for type 2 diabetes, and Evista for osteoporosis. The patent supporting Zyprexa, which bought in $4.7 billion in revenue last year, will expire in 2011. The patents on the company's next three top drugs —Cymbalta, Humalog insulin, and cancer drug Gemzar —are set to expire in 2013.

The restructuring is expected to start in mid-November and take effect in January.

Sales reps and R&D scientists have suffered the most during pharma’s recent three year downsizing binge. While many R&D jobs have been shipped overseas, pharma sales reps might consider a new career in biotechnology drug sales. Growth in biotechnology and personalized medicine drugs is expected to increase for the foreseeable future.

Posted on August 5, 2009 by BioJobBlogger
Lilly to Restructure and Downsize Its Sales Force

Eli Lilly & Co. is offering buyouts to 4,000 U.S. sales representatives to eliminate several hundred jobs and restructure its operations. Sales representatives will be offered four months' pay in addition to the typical Eli Lilly severance package, which ranges from two to 18 months' salary depending on seniority. The company had a total of 40,500 employees at the end of 2008.

Lilly’s best-selling drugs include Zyprexa for schizophrenia and bipolar disorder, Cymbalta for depression, Byetta for type 2 diabetes, and Evista for osteoporosis. The patent supporting Zyprexa, which bought in $4.7 billion in revenue last year, will expire in 2011. The patents on the company's next three top drugs —Cymbalta, Humalog insulin, and cancer drug Gemzar —are set to expire in 2013.

The restructuring is expected to start in mid-November and take effect in January.

Sales reps and R&D scientists have suffered the most during pharma’s recent three year downsizing binge. While many R&D jobs have been shipped overseas, pharma sales reps might consider a new career in biotechnology drug sales. Growth in biotechnology and personalized medicine drugs is expected to increase for the foreseeable future.

Source: http://www.biojobblog.com/tags/downsizing/

Company Website:[url] http://www.lilly.com/[/url]

Other Company Articles about downsizing:

Yet Again :More Downsizing at Bristol Myers Squibb

In a previous post, I suggested that more layoffs would occur at Bristol-Myers Squib (BMS) by December, 1, 2008. The Pharmalot Blog reported today that 800 more BMS employees ( including scientists) would lose their jobs before the end of 2008. Okay, so I was off by about two weeks.

A company spokesperson told the Pharmalot folks that “We are reducing the global Bristol-Myers Squibb workforce as part of our previously announced second wave of productivity initiatives designed to enhance our ability to address the significant challenges and uncertainties our company faces in the short- and long-term. Headcount reductions associated with the second wave of productivity initiatives will continue through 2010, with a goal of a 10 percent reduction in our global workforce. This [layoff of 800] is in addition to the 10 percent workforce reduction previously announced in December 2007.”

Things are obviously not going well at BMS these days. Look for more layoffs in early 2009 and beyond. Who do you think is going to buy BMS?

In a previous post, I suggested that more layoffs would occur at Bristol-Myers Squib (BMS) by December, 1, 2008. The Pharmalot Blog reported today that 800 more BMS employees ( including scientists) would lose their jobs before the end of 2008. Okay, so I was off by about two weeks.

A company spokesperson told the Pharmalot folks that “We are reducing the global Bristol-Myers Squibb workforce as part of our previously announced second wave of productivity initiatives designed to enhance our ability to address the significant challenges and uncertainties our company faces in the short- and long-term. Headcount reductions associated with the second wave of productivity initiatives will continue through 2010, with a goal of a 10 percent reduction in our global workforce. This [layoff of 800] is in addition to the 10 percent workforce reduction previously announced in December 2007.”

Things are obviously not going well at BMS these days. Look for more layoffs in early 2009 and beyond. Who do you think is going to buy BMS?

Posted on July 23, 2009 by BioJobBlogger
Bristol-Myers Squibb to Buy Monoclonal Antibody Maker Medarex

Bristol-Myers Squibb (BMS) announced late yesterday that it intends to purchase Princeton, NJ-based Medarex for $2.1 billion. BMS and Medarex were working collaboratively to develop a monoclonal antibody called Ipilimumab as a treatment for late stage melanoma.

The acquisition represents BMS’s public commitment to transform itself into a “next generation pharmaceutical company” with both pharmaceutical and biotechnology products in its arsenal. Last year, BMS bought Kosan Biosciences, Inc a California-based biotechnology company developing novel cancer treatments. Also, as you may recall, BMS lost ImClone to Lilly in a bidding war over Erbitux—a monoclonal antibody-based colorectal cancer treatment that was co-marketed by BMS.

Medarex was one of the last independent, public, late stage monoclonal antibody development companies in the biotechnology industry. Many of its competitors, like ImClone and Cambridge Antibody Technologies, had already been acquired by big pharma and I was wondering when Medarex would be acquired. I have always held Medarex in high regard and it is a solid and well position company. To that end, I recommended that my mother purchase Medarex stock several years ago telling her that I thought it had a huge upside. Not surprisingly, the stock has been soaring since the announcement; so much so that my mother called me today to tell me how smart I was—go figure.

It is not clear, at present, what effect, if any, the Medarex acquisition will have on the employment situation in New Jersey. Although BMS is headquartered in NYC, it has two large sites in New Jersey, one in Lawrenceville and the other in Plainsboro. As mentioned above Medarex is based in Princeton, NJ. BMS has been steadily downsizing over the past three years and I suspect that there may be more layoffs after the Medarex deal closes. If there are layoffs, more are likely to occur on the Medarex side of the business.

While I have been critical of some of BMS’ strategic moves in the past, I think the Medarex acquisition is an outstanding one and BMS will likely benefit from it!


Source:http://www.biojobblog.com/2008/12/articles/biojobbuzz/yet-again-more-downsizing-at-bristol-myers-squibb/
http://www.biojobblog.com/tags/downsizing/
http://www.biojobblog.com/2008/12/articles/biojobbuzz/yet-again-more-downsizing-at-bristol-myers-squibb/

Company Website: http://www.bms.com/careers/Pages/home.aspx

Assignment 4 in HRM

How can the university help you achieve what you want to be in the future?

Based on my answers in assignment 2 and 3 I stated some of the possible job I want to have in the future. In order to achieve those goal there are some factors to consider. Like in the university which I enrolled now which is the University of Southeastern Philippines, they have a big role to help me in achieving my goal in studies and having a great job in the future. For me, these are some things that the university can help me in my dreams:

• In terms of facilities in USeP (University of Southeastern Philippines) they need to improve it by placing new updated technology and systems. Like in our college the Institute of Computing we are in need of computers for our studies, laboratory exercises and online exams but as I observed the computers we are using in the laboratory are not in good condition. I want them to look forward to it for us to have a good facilities which is useful in our studies.

• Provide a classrooms which is clean and organize. Like in our college we are lack of classrooms because we dont have a building.


Many struggles I had already encountered in this university. As a student we are the important person in the school. As what I've learned, share your knowledge to the school and to other person. The school is only the guide in achieving our dreams but we are the one who can decide what kind of life we want to have in the future. Just trust yourself.

Assignment 1 in HRM

On July 6, 2009, I with my fellow classmates we're scheduled for an interview about the best practices in Human Resource (HR) management in Ansuico, Incorporated. This is one of the assignment in our Human Resource Management (HRM) under Dr. Randy S. Gamboa. We need to identify a local organization(s) or company and discuss some of their best practices in Human Resource (HR) management. I chose the Ansuico, Incorporated as my company to interview regarding their Human Resource (HR) management best practices. First I will give a brief introduction about the company which I interviewed.


HISTORY


Our trucking company started in 1953 when IRINEO S. ANSALDO and his brother in-law PEDRO C. SUICO bought the first truck with a price of one peso (Php 1.00) to Smith Bell & Co. Ltd, which was their former employer. The truck was partially damaged by a fire and it was being rebuilt and completed with conglomeration of American and Japanese parts assembly. Our first client was the former owner of the truck itself (Smith Bell & Co., Ltd) at Daliao, Toril, Davao City.

Barely a year we acquired the third unit a heavier capacity model which was equipped with a Buda Diesel Engine (which was later replaced with Cummins Engine). With only one unit delegated to Coca-Cola Bottling to deliver their products to Cotabato area, we observed that our operation was not to be as promising, than if we operate more bigger units. A decision was made to acquire those Army surplus International K-11 model prime movers and semi-hi-bed trailers.

At present, we are operating with more than 100 prime movers, more than 150 reefer vans, more than 200 chassis, more than 100 generator sets and other heavy equipment.

We are serving all major exporters of bananas and pineapples here in Mindanao. Some of our major customers we are currently serving are; American President Lines, California Manufacturing Corp., Ching Bee Trading Corp., Dateline Cargo Express International, Inc., Davao Agricultural Ventures Corp., Davao Central Chemical Corp., Davao Corrugated Carton Corporation, Davao Light and Power Co. Inc., Del Monte Fresh Produce, Inc. Del Monte Philippines, Franklin Baker Co. of the Philippines, Global Fruits Corporation, Maersk-Sealand Filipinas, Inc., Marsman Drydale Corporation, Metro Combine Logistics, Mt. Kitanglad Agri-Development Corp., Mt. Kitanglad Agri-Ventures, Inc., National Power Corporation, National Transmission Corp. (Transco), Nestle Philippines, Unifrutti Philippines, Inc., Uniliver Philippines (PRC), Inc., and others.

With over 50 years in the business, you can count ANSUICO on its specialized driver, the right equipment and safe, timely truck arrivals. We can move anytime just about anything, heavy lift equipments, fruits for export, imported goods and more because we own our trailers, reefers and trucks, in the quantities that meets our customers’ requirements.

Our support staff is empowered with complete knowledge of the trucking industry.

ANSUICO, INCORPORATED is a family owned business with reputation and a corporate priority for a high quality service.


OUR VISION

ANSUICO, Inc. continues on with its efforts to be the leading logistics provider to key companies in the Philippines who value and afford high quality and innovative services.


OUR MISSION

Ansuico, Inc.'s founding principle is based on assisting clients and business partners in achieving their service and profit goals by rendering efficient logistics, characterized by a defined economic edge through prompt, safe and reliable services.

This is achieved by utilizing the full effectiveness of its organization, equipment and transport units, expertise and experience, financial and other resources.


We formulated some questions regarding the Human Resource (HR) management of their company. Sir John Lebozada was one who entertain us. He is the school administrator of the company and also the arms of the Human Resource (HR) management. The company Human Resource (HR) department has three(3) personnels. The Personnel Manager is Ms. Marife Cruzada and now acting as the OIC in the department. The company is more on trucking and warehousing. These are some questions we had asked:

1.) What are the best practices in Human Resource (HR) management in their company?

They have daily routine which they call 5 S:

a.) Sorting of Materials

Their employees must sort the material properly because the company don't want a what they call "burara" employee.

b.) Systemized

They must have a good system regarding to their work.

c.) Sanitized

They truly practice to be more clean and neat people inside their company.

d.) Self-Discipline

Their employee must have a self-discipline to thereselves regarding this 5 S daily routine.

e.) Swift


This 5 S came from the Japanese and adopt here in the Philippines with the other government organizations which has an International Standard Oraganization(ISO). And Ansuico, Inc. adopt this 5 S.

2.) What are the advantages of their Human Resource management in the company?

The company trained their people properly. Example their drivers has a 6 months training in defensive driving lesson and maintenance. The company has several clients like Davao Light, Holcim, Mindanao Trucking Company , Philip Morris, Lapanday and etc.

3.) What are the disadvantages?

When they finished train their people inside the company. The finished trainee apply to the other company instead of staying in Ansuico because when they apply to the other company and found out that they came from Ansuico company and finished their training, there's a high possibility that they qualify to that company.

4.) Do you think, you won't come this far without this Human Resource (HR) department?

Sir John told us that having a Human Resource (HR) department in the company is a big help for the company to meet their goal and succeed. So, it simply means that it is important to have a Human Resource (HR) department in the company.


This interview was a very informative to us because it gives us basic knowledge in Human Resources (HR). It was a very great experienced to meet people who shared there knowledge in the students like us about their company. Supposed to be the person we are looking is the Human Resource (HR) Personnel Manager in their department but they brought us to their school administrator which is the arms of the Human Resource (HR) department that's why we're very thankful because the person we interviewed was nice, friendly and professional.

Assignment 2 in HRM

When I was in high school, I already thought of what I want to be in the future. What kind of job I have if I finish my studies. After my graduation in high school I listed some possible courses I want to take in college. These are the list of the possible courses I want to enroll in college:

1.) Custom Administration

2.) Bachelor of Science in Information Technology (BSIT)

3.) Pharmacist

4.) Flight Attendant

5.) Commerce

During the enrolment in college, I and my parents decided to enrol me in University of Southeastern Philippines (USeP). I passed the entrance exam of the school. From the list of the courses I had, I chose to take the Bachelor of Science in Information Technology (BSIT). I had already basic knowledge in computers but I want to develop and improve it by enroling in Information Technology (IT) course so, I tried to take this course. Now, I'm in 3rd year of Bachelor of Science in Infromation Technology (BSIT) in University of Southeastern Philippines (USeP). If I finish my college with this course "hopefully" I have thought of some several jobs which is related to my course. I dont know what kind of job I want to have in the fututre that fits my course. But currently, I want to be an Information Technology (IT) Supervisor.


What is Information Technology (IT) Supervisor?


Supervisor manages the activities of the Information Technology Division; performs specialized information technology work in the development, implementation, support and maintenance of the technology based information system. Work is performed within a broad framework of general policy and requires creativity and resourcefulness to accomplish goals and objectives and to apply concepts, plans and strategies that may deviate from traditional methods and practices.

EXAMPLES OF DUTIES:

− Install, configure, administer, and maintain the network, wide area network, file servers, e-mail server, application servers, and print servers.
− Update hardware and software as needed.
− Monitor and maintain the website(s).
− Provide direct support and training to users.
− Prepare user procedure manuals/materials as required.
− Develop maintenance schedules and records for computer equipment and applications.
− Backup and restoration of information systems critical data.
− Preparation of reports for computers, peripherals, and network devices to determine the needs of repairs or addition of new equipment.
− Authorize system access to users and maintain necessary documentation of authorities assigned.

QUALIFICATIONS:

Knowledge of:

− Information system technologies.
− Network and computer security practices.
− Word processing, Spreadsheet, database, website, and desktop publishing techniques.
− Capabilities, limitations, characteristics, and uses of computer and records information systems.
− Practices and procedures of repairing microcomputers, computer networks, peripheral devices, cabling, and telecommunications equipment.
− Management and supervisory principles and practices including supervision and employee relations.
− Principles of budget preparation, budget estimation, and tracking.

Skills in:

− Analyzing, designing, programming, installing, and maintaining technical and complex programs.
− Reading, interpreting, and applying complex technical publications, manuals, and related documents.
− Training individuals or groups in using computer system hardware and software in an easy-to-understand manner.
− Effectively working with staff members of all computer skill levels.
− Organizing work effectively and efficiently.

Ability to:

− Maintain information technology systems
− Supervise staff effectively

Source: www.cityofukiah.com/city_hall/joblisting_its.pdf


Sometimes, I thought to take Custom Administration but I learned and realized that somebody comes the demand of Information Technology (IT) expert will increased. So, I pursue it until I finish it. If ever there's a better position for me that fits my course and I can handle it, I will grab it. I know that God's has a better plan for me in the future.


WeeeeeeeeeeeeeeeeW

Assignment 3 in HRM

Medical Transcriptionists

Medical transcriptionists listen to dictated recordings made by physicians and other health care professionals and transcribe them into medical reports, correspondence, and other administrative material. They generally listen to recordings on a headset, using a foot pedal to pause the recording when necessary, and key the text into a personal computer or word processor, editing as necessary for grammar and clarity. The documents they produce include discharge summaries, medical history and physical examination reports, operative reports, consultation reports, autopsy reports, diagnostic imaging studies, progress notes, and referral letters. Medical transcriptionists return transcribed documents to the physicians or other health care professionals who dictated them for review and signature or correction. These documents eventually become part of patients’ permanent files.
To understand and accurately transcribe dictated reports, medical transcriptionists must understand medical terminology, anatomy and physiology, diagnostic procedures, pharmacology, and treatment assessments.

Source: http://www.bls.gov/oco/ocos271.htm

Web developer

A web developer is a software developer or software engineer who is specifically engaged in the development of World Wide Web applications, or distributed network applications that are run over the HTTP protocol from a web server to a web browser.
Web developers can be found working in all types of organizations, including large corporations and governments, small and medium sized companies, or alone as freelancers. Some web developers work for one organization as a permanent full-time employee, while others may work as independent consultants, or as contractors for an employment agency.
There are no formal educational or licensure requirements to become a web developer. However, many colleges and trade schools offer coursework in web development. There are also many tutorials and articles, which teach web development, freely available on the web - for example: http://en.wikiversity.org/wiki/Basic_JavaScript

Source: http://en.wikipedia.org/wiki/Web_developer


On-line tutoring

Online tutoring refers to the process of tutoring within an online virtual environment or networked environment where teachers and learners are separated by time and space.
Online tutoring refers to the process of tutoring within an online virtual environment or networked environment where teachers and learners are separated by time and space. These online environments usually involve the use of learning management systems or Virtual Learning Environments such as Moodle, Sakai, WebCT, Blackboard. Online tutors often determine the culture and tone of the online learning environment. Tutoring is also referred to as e-moderation and facilitation to achieve goals of independent learning, learner autonomy, self-reflection, knowledge construction, collaborative or group based learning, online discussion, transformative learning and communities of practice (Salmon, 2004;Benson, 2001; Mezirow, 2000; Schon, 1987; Wenger, 1998).
Source: http://en.wikipedia.org/wiki/On-line_tutoring


CALL CENTER AGENT

A call center agent is the person who handles incoming or outgoing customer calls for a business. A call center agent might handle account inquiries, customer complaints or support issues. Other names for a call center agent include customer service representative (CSR), telephone sales or service representative (TSR), attendant, associate, operator, account executive or team member.

Source: http://searchcrm.techtarget.com/sDefinition/0,,sid11_gci1265040,00.html


Information Technology Supervisor

Supervisor manages the activities of the Information Technology Division; performs specialized information technology work in the development, implementation, support and maintenance of the technology based information system. Work is performed within a broad framework of general policy and requires creativity and resourcefulness to accomplish goals and objectives and to apply concepts, plans and strategies that may deviate from traditional methods and practices.

EXAMPLES OF DUTIES

− Install, configure, administer, and maintain the network, wide area network, file servers, e-mail server, application servers, and print servers.
− Update hardware and software as needed.
− Monitor and maintain the website(s).
− Provide direct support and training to users.
− Prepare user procedure manuals/materials as required.
− Develop maintenance schedules and records for computer equipment and applications.
− Backup and restoration of information systems critical data.
− Preparation of reports for computers, peripherals, and network devices to determine the needs of repairs or addition of new equipment.
− Authorize system access to users and maintain necessary documentation of authorities assigned.

Source: www.cityofukiah.com/city_hall/joblisting_its.pdf


Among that five(5) online job services, what I like best is the Online Tutorial...haha... But it is not my final job I want to have in the future. I like it because you can share a basic knowledge to the other people by using the internet. Even though the teacher and the student are separated in this online tutoring, because of the technology you feel like face-to-face sharing.