HRM FINAL OUTPUT

Activity 1:
1. Provide at least five (5) definitions of human resource management, compare and
contrast the provided definitions, and offer your own definition based on your research.
 Strategic Approach Definition
HRM is the strategic approach to effectively managing people in an organization to help
the business gain a competitive advantage. It involves recruiting, training, developing,
and retaining employees while ensuring their needs align with organizational goals.
 People-Centric Definition
HRM refers to the process of hiring, developing, motivating, and maintaining the human
resources of an organization. It focuses on building a positive work environment that
nurtures employee well-being and maximizes their contribution to organizational success.
 Functional Definition
HRM is the practice of managing all aspects of employee relations, from recruitment and
onboarding to performance management, compensation, and labor relations, ensuring
compliance with legal standards and policies.
 Developmental Definition
HRM is the continuous effort to improve employee capabilities and organizational
performance through training, career development, performance appraisal, and fostering a
culture of innovation and engagement.
 Operational Definition
HRM encompasses the day-to-day operations of managing employee relationships,
handling disputes, ensuring safety and welfare, administering payroll and benefits, and
maintaining documentation and compliance with employment laws.

2. Create a brief PowerPoint presentation outlining the definition, process, and distinctions
between Work Analysis and Job Design.

1. Definitions
 Work Analysis:
A systematic process of gathering, documenting, and analyzing information about work
tasks, workflows, and job requirements. It identifies the skills, knowledge, and
competencies needed to perform a specific job effectively.
 Job Design:
  Job design focuses on creating or modifying jobs to enhance employee motivation,
productivity, and satisfaction. It involves restructuring tasks, responsibilities, and work
relationships to optimize job performance and create a fulfilling work environment.

Process:

Work Analysis:

1. Identify the job: Clearly define the job in question, including its title and department.
2. Gather information: Use a variety of methods like observation, interviews,
questionnaires, and work diaries to collect data about the job.
3. Analyze the information: Analyze the gathered data to identify key tasks,
responsibilities, and required knowledge, skills, and abilities (KSAs).
4. Document the analysis: Create a comprehensive job description that outlines the
essential duties, responsibilities, and necessary KSAs for the position.

Job Design

1. Identify the job: Clearly define the job to be redesigned, taking into account its current
structure and challenges.
2. Analyze the job: Conduct work analysis to understand the current job's tasks,
responsibilities, and KSAs.
3. Develop alternative designs: Consider various job design principles and approaches to
create alternative job structures that address existing problems or enhance performance.
4. Select the best design: Evaluate the potential benefits and drawbacks of each alternative
design and choose the most suitable option based on organizational needs and employee
preferences.
5. Implement the design: Introduce the new job design to employees, providing necessary
training and support for successful implementation.

Distinctions
Aspect Work Analysis Job Design
Understand existing jobs and Create or modify jobs to improve
Purpose
requirements. efficiency.
Detailed study of tasks and
Focus Structuring and organizing jobs.
responsibilities.
Outcome Job descriptions and specifications. Job structure and design layout.
Scope Analytical and descriptive. Creative and prescriptive.
Impact on Identifies job requirements for Affects motivation, satisfaction, and
Employees hiring/training. performance.
Relies on data collection and Involves redesigning or restructuring
Methodology
analysis. roles.
Activity 2:
1. Submit a Reaction Paper "Importance and challenges of Human Resource Management"

The paper "Importance and Challenges of Human Resource Management" effectively

highlights the critical evolution of HR from a purely administrative function to a strategic
partner essential for organizational success. The analysis of HR's vital role in today's
dynamic business environment, along with the exploration of the significant challenges
facing the field, significantly impacted my understanding of the subjectn.

The emphasis on the importance of HR resonated deeply with me. The points about talent
acquisition and retention, employee engagement, and organizational culture were
particularly insightful. In today's competitive market, securing and retaining top talent is
paramount. HR departments are at the forefront of this effort, responsible for building a
strong employer brand, developing effective recruitment strategies, and fostering a
culture that attracts and retains talent.

The discussion of the challenges facing HR was equally insightful. The rapid pace of
technological advancements, the increasing demand for diversity and inclusion, and the
need to prioritize employee well-being are all critical issues that HR must navigate. The
rise of automation and artificial intelligence presents both opportunities and challenges,
requiring HR professionals to adapt their skills and knowledge to manage a workforce
that is increasingly reliant on technology.

The discussion of diversity and inclusion was particularly impactful. Creating a truly
inclusive workplace is not only ethical but also essential for business success. By
embracing diversity, organizations can tap into a wider range of perspectives, ideas, and
talent, leading to greater innovation and creativity.

The challenges of managing a global workforce, with its cultural differences, language
barriers, and legal complexities, are also significant. HR professionals must develop
global expertise and adapt their practices to effectively manage a geographically diverse
workforce.

The conclusion, emphasizing the need for HR professionals to be adaptable, innovative,

and committed to creating a positive and productive work environment, is a powerful call
to action. HR must embrace the challenges and opportunities presented by the evolving
business landscape and continue to be a strategic partner in driving organizational
success.
However, I believe the paper could benefit from further exploring the intersection of HR
with other critical business functions, such as finance, marketing, and operations. The
success of HR initiatives often depends on collaboration and alignment with these other
departments.
 Overall, the paper "Importance and Challenges of Human Resource Management"
provides a valuable overview of the critical role HR plays in today's organizations. It is a
timely and relevant discussion, highlighting the need for HR professionals to be
adaptable, innovative, and committed to creating a positive and productive work
environment. By embracing the challenges and opportunities presented by the evolving
business landscape, HR can continue to be a strategic partner in driving organizational
success.

Activity 3:
1. Provide one (1) example case related to the recruitment problem and your reaction based
on the human resource principle
Case Example: Recruitment Problem in a Retail Chain
Scenario
A large retail chain faced difficulties filling seasonal roles during the holiday rush. Despite
offering competitive wages, the company experienced low applicant turnout, resulting in
understaffed stores and decreased customer satisfaction.
Challenges Identified
1. High Competition for Seasonal Workers:
Many retail chains were vying for the same pool of candidates during the busy season.
2. Inflexible Work Schedules:
The company required workers to commit to rigid shifts, discouraging students and part-
time workers from applying.
3. Limited Recruitment Channels:
Job postings were only shared on the company’s website and one online job board,
missing out on a broader audience.
4. Negative Perception of Retail Jobs:
Retail work was seen as demanding and stressful, deterring potential applicants.
Resolution
1. Expanded Recruitment Channels:
The company advertised openings on social media, local community boards, and
partnered with schools and colleges to reach younger candidates.
2. Flexible Scheduling Options:
They introduced flexible shifts and part-time options, making the jobs more attractive to
students, parents, and retirees.
 3. Employee Referral Program:
Current employees were offered bonuses for referring new hires, leveraging their
networks to bring in more candidates.
4. Rebranding the Roles:
The company launched a campaign to highlight the benefits of working in retail, such as
discounts, opportunities for overtime pay, and the potential for permanent roles after the
holiday season.
5. Hiring Events:
Open walk-in recruitment events were organized at various store locations, allowing
potential employees to apply and interview on the spot.
Outcome
The company filled 95% of its seasonal positions within six weeks. Flexible scheduling attracted
a diverse pool of candidates, including students and retirees, while the referral program
contributed to 20% of the new hires. Additionally, customer satisfaction scores improved due to
the adequately staffed stores.

2. List at least ten (10) training and seminar options for employees per work environment
(Educational, Clinical, and Industrial), along with their objectives
Educational
1. Classroom Management Techniques
 Objective: To equip teachers with effective strategies for creating a positive and
productive learning environment, managing student behavior, and fostering a sense of
community in the classroom.
2. Curriculum Development Workshop
 Objective: Guide educators in designing and aligning curricula with educational
standards, incorporating innovative and student-centered teaching approaches.
3. Collaborative Learning Strategies
 Objective: To introduce teachers to various collaborative learning strategies that promote
student interaction, communication, and critical thinking, fostering a more active and
engaging learning environment.
4. Special Education Needs
 Objective: To provide teachers with the knowledge and skills to support students with
special education needs, ensuring that all students have access to a high-quality and
inclusive education.
5. Mental Health and Wellbeing for Educators
 Objective: To support the mental health and wellbeing of educators, providing them with
strategies for managing stress, promoting self-care, and fostering a positive work-life
balance.
6. Cultural Competence and Diversity in Education
 Objective: To foster a culturally responsive and inclusive educational environment,
equipping teachers with the knowledge and skills to understand and appreciate diversity,
promote equity, and create a welcoming and supportive learning environment for all
students.
7. Child Psychology and Emotional Intelligence Training
 Objective: Train educators to understand child development, recognize emotional and
behavioral issues, and create a supportive environment for mental health.
8. Educational Technology (EdTech) Training
 Objective: Provide educators with hands-on experience in using digital tools and
platforms to enhance teaching and engage students in hybrid or online learning
environments.
9. Inclusive Education and Diversity Training
 Objective: Foster an inclusive learning environment by training educators to address the
needs of diverse learners, including students with disabilities and those from varied
cultural backgrounds.
10. Leadership Development for Educational Professionals
 Objective: Develop leadership and management skills among administrators and senior
staff, focusing on decision-making, team building, and organizational improvement.

Clinical

1. Patient Care and Safety Training

 Objective: Educate clinical staff on best practices for ensuring patient safety, minimizing
risks, and maintaining high standards of patient care.
2. Advanced Life Support (ALS) Certification
 Objective: Equip healthcare providers with the skills to manage critical situations, such
as cardiac arrest and other life-threatening emergencies.
3. Emergency Preparedness and Disaster Management Training
 Objective: Train clinical staff to respond effectively to emergencies, such as natural
disasters or mass casualty events, ensuring coordinated and efficient care delivery.
4. Electronic Medical Records (EMR) and Health IT Systems Training
 Objective: Familiarize staff with digital health systems for accurate record-keeping,
improving workflow efficiency, and ensuring patient data security.
5. Wound Care and Management Workshop
 Objective: Teach updated techniques for assessing, cleaning, and dressing wounds to
promote faster healing and prevent complications.
6. Infection Control and Prevention
 Objective: To equip staff with the knowledge and skills to prevent the spread of
infections, ensuring patient safety and minimizing healthcare-associated infections
(HAIs). This includes proper hand hygiene, use of personal protective equipment (PPE),
and disinfection techniques.
7. Cultural Competence and Diversity in Healthcare
  Objective: To promote a culturally sensitive and inclusive healthcare environment,
equipping staff with the knowledge and skills to understand and appreciate diversity,
provide culturally appropriate care, and address health disparities.
8. Ethical Considerations in Healthcare
 Objective: To educate staff on ethical principles and dilemmas encountered in the
clinical setting, promoting ethical decision-making and ensuring patient rights and
confidentiality. This includes topics like informed consent, end-of-life care, and patient
advocacy.
9. Advanced Clinical Skills Training
 Objective: To provide specialized training for specific clinical roles, enhancing their
skills and knowledge to provide high-quality patient care. This could include training on
advanced wound care, medication administration, or specific diagnostic procedures.
10. Mental Health and Wellbeing for Healthcare Professionals
 Objective: To address the unique challenges faced by healthcare professionals, providing
support and resources for managing stress, burnout, and promoting self-care. This could
include training on stress management techniques, mindfulness practices, and accessing
mental health services.

Industrial
1. Safety Training and Hazard Recognition
 Objective: To equip employees with the knowledge and skills to identify and mitigate
workplace hazards, ensuring a safe work environment and reducing the risk of accidents
and injuries. This includes topics like lockout/tagout procedures, personal protective
equipment (PPE) use, and emergency response protocols.
2. Environmental Awareness and Compliance
 Objective: To educate employees on environmental regulations and best practices,
promoting sustainable operations and minimizing the environmental impact of industrial
activities. This includes topics like waste management, pollution control, and energy
efficiency.
3. Quality Control and Process Improvement
 Objective: To enhance employee understanding of quality control principles and
techniques, ensuring consistent product quality and minimizing defects. This includes
training on quality assurance procedures, statistical process control (SPC), and
continuous improvement methodologies like Lean or Six Sigma.
4. Leadership and Management Development
 Objective: To equip employees with the skills and knowledge to effectively lead and
manage teams, promoting safety, productivity, and continuous improvement. This
includes training on leadership styles, delegation techniques, performance management,
and motivation strategies.
5. Technology Integration and Automation
 Objective: To familiarize employees with new technologies and automation systems
used in industrial settings, enhancing efficiency and productivity. This includes training
on specific software applications, robotics operation, and data analysis tools.
6. Hazardous Materials (HAZMAT) Handling Training
  Objective: Provide employees with knowledge on safely handling, storing, and disposing
of hazardous materials to ensure regulatory compliance and workplace safety.
7. Energy Efficiency and Sustainability Workshop
 Objective: Educate employees on energy-saving techniques, sustainable practices, and
reducing environmental impact in industrial operations.
8. Quality Assurance (QA) and Quality Control (QC) Training
 Objective: Enhance employees’ skills in monitoring and ensuring product quality,
meeting industry standards, and reducing defects.
9. Ergonomics and Workplace Wellness Seminar
 Objective: Promote physical well-being by teaching employee’s proper ergonomics,
minimizing strain-related injuries, and fostering a healthier work environment.
10. Machine Operation and Maintenance Training
 Objective: Train employees on the proper operation and maintenance of industrial
equipment to enhance productivity and minimize breakdowns.

Activity 4:
1. Compare and contrast the private rate versus the government salary grade based on the
different work setting
 Corporate (Private) vs. Public Office (Government)

a. Private Corporate: Higher earning potential but more stressful, with fast-paced
decision-making and performance pressures.
b. Government Office: Moderate salaries but stable, with fixed hours and extensive
benefits like retirement pensions.

 Education

c. Private Schools/Universities: Teachers may earn more, especially in prestigious

institutions, but often face higher workloads.
d. Public Schools/Universities: Pay follows a government salary grade, offering job
stability, tenure, and access to benefits like healthcare.

 Healthcare

e. Private Hospitals: Nurses and doctors may earn higher salaries based on
expertise but face heavier workloads and less job security.
f. Public Hospitals: Salaries are tied to the government pay scale but offer
additional allowances, pensions, and better job stability.

 Skilled Labor/Manufacturing

g. Private Companies: Often higher pay and incentives for skilled labor, but job
security is dependent on market conditions.
 h. Government-Run Facilities: Salaries are lower, but there is greater job security
and consistent benefits.

2. Submit a PowerPoint Presentation on the various statutory benefits provided by the labor
code.
The Labor Code of the Philippines provides various statutory benefits to workers, ensuring
their welfare and protection. These benefits fall under different categories:

1. Minimum Wage
 The Wage Rationalization Act (RA 6727) mandates the fixing of minimum wages for
different industrial sectors, including agriculture, non-agriculture, cottage/handicraft, and
retail/service.
 Regional Tripartite Wages and Productivity Boards (RTWPBs) determine the daily
minimum wage rates per industry per locality within their region.
 The minimum wage is based on a normal working day of eight (8) hours.

2. Social Security Benefits

 The Social Security System (SSS) provides benefits to workers and their families in case
of sickness, disability, maternity, retirement, death, and unemployment.
 Employers and employees contribute to the SSS through payroll deductions.
3. Health Insurance
 The Philippine Health Insurance Corporation (PhilHealth) provides health insurance
coverage to workers and their families.
 Employers and employees contribute to PhilHealth through payroll deductions.

4. Housing Loan
 The Home Development Mutual Fund (HDMF) or Pag-IBIG provides housing loans
to workers.
 Employers and employees contribute to Pag-IBIG through payroll deductions.

5. Leave Entitlements
 Service Incentive Leave (SIL): Employees are entitled to a minimum of five (5) days of
paid leave for every year of service.
 Maternity Leave: Female employees are entitled to 105 days of paid leave for normal
delivery and 120 days for caesarean section.
 Paternity Leave: Male employees are entitled to seven (7) days of paid leave.
 Sick Leave: Employees are entitled to paid sick leave based on the company's policy or
the existing law.

6. 13th Month Pay

 Employers are required to pay a 13th month pay equivalent to one-twelfth (1/12) of the
employee's annual salary.
 This is typically paid by December 24th of each year.

7. Retirement Benefits
 The SSS provides retirement benefits to workers who have reached the retirement age
and have contributed to the system for a certain period.

8. Workers' Compensation
 The Employees' Compensation Commission (ECC) provides benefits to workers who
suffer work-related injuries or illnesses.
 Employers contribute to the ECC through payroll deductions.

9. Night Differential Pay

 Workers are entitled to a night differential pay of 10% of their regular hourly rate for
work performed between 10:00 PM and 6:00 AM.

10. Overtime Pay

 Workers are entitled to overtime pay of 125% of their regular hourly rate for work
performed beyond eight (8) hours a day or forty (40) hours a week.

11. Rest Days and Holidays

  Workers are entitled to a weekly rest day and paid holidays.

12. Kasambahay (Domestic Workers)

 The Batas Kasambahay (RA 10361) provides minimum wage, other benefits, and rights
to domestic workers.

13. Educational or Training Benefits

 Provide scholarships, allowances, or training opportunities for skill enhancement and
career growth.

Activity 5:
1. Create a program for your own hiring policy that relates to our discussion on People
Resourcing.
Hiring Policy for People Resourcing Program
1. Objective
The primary objective of this Hiring Policy is to outline the principles and processes involved in
sourcing, selecting, and onboarding the best-fit talent for the organization, ensuring a diverse,
qualified, and motivated workforce that aligns with the company’s values and long-term goals.
2. Policy Scope
This policy applies to all hiring decisions across various departments and positions within the
organization, ensuring consistency, fairness, and transparency throughout the recruitment
process.
3. Key Principles
3.1 Equal Opportunity Employment
The organization is committed to promoting diversity and inclusion by ensuring equal
opportunity for all applicants regardless of race, gender, age, disability, sexual orientation,
religion, or background.
3.2 Fair and Transparent Process
The recruitment process will be transparent, free from bias, and based on merit. All stages, from
job posting to final offer, will be standardized and documented.
3.3 Skills and Competency Alignment
We prioritize hiring candidates whose skills, experience, and values align with the organization’s
needs and culture, ensuring the long-term success of both the individual and the organization.
3.4 Continuous Improvement
We continually assess and improve our hiring practices by gathering feedback from stakeholders
and applicants to ensure we adapt to changing workforce needs and trends.
4. People Resourcing Process
4.1 Workforce Planning
 Objective: Identify staffing needs based on business growth, attrition, or project
requirements.
 Action: Department heads collaborate with HR to forecast talent gaps, outline key
responsibilities, and establish timelines for filling positions.
4.2 Job Description and Specification
 Objective: Develop clear and concise job descriptions that align with the role's
requirements and responsibilities.
 Action: HR, in collaboration with the hiring manager, drafts job descriptions that outline:
o Job title, department, and location
o Key responsibilities and duties
o Required qualifications and experience
o Desired skills and competencies
o Working conditions (e.g., hours, remote work options)
4.3 Job Posting and Sourcing
 Objective: Promote job opportunities to reach a diverse pool of qualified candidates.
 Action:
o Post job openings on internal platforms, company website, and external job
boards (e.g., LinkedIn, Indeed).
o Partner with educational institutions, recruitment agencies, and employee referral
programs to source talent.
o Use social media and industry events to raise awareness of available positions.
4.4 Screening and Shortlisting
 Objective: Review applications to ensure candidates meet the minimum qualifications
and competencies for the role.
  Action:
o HR screens resumes and cover letters for essential qualifications, work
experience, and cultural fit.
o Candidates who meet the criteria are shortlisted and invited for initial phone
interviews.
o Automated tools or ATS (Applicant Tracking System) may be used for screening
to increase efficiency.
4.5 Interview and Assessment
 Objective: Evaluate candidates through structured interviews and job-related assessments
to assess technical skills and cultural alignment.
 Action:
o First Round: Conduct initial phone interviews to assess communication skills,
motivation, and basic qualifications.
o Second Round: Invite top candidates for face-to-face or virtual interviews with
hiring managers and other team members.
o Technical Assessments: If applicable, candidates will complete job-related
assessments (e.g., coding test, writing exercise, problem-solving scenarios).
o Behavioral Interviews: Use the STAR (Situation, Task, Action, Result) technique
to assess the candidate's past experiences.
4.6 Background Checks and References
 Objective: Verify the candidate’s work history, qualifications, and suitability for the role.
 Action:
o Conduct background checks, including employment history, educational
credentials, and criminal records (if applicable).
o Contact references to gather insights about the candidate's work ethic,
performance, and character.
4.7 Offer and Negotiation
 Objective: Extend an offer to the selected candidate and negotiate terms as necessary.
 Action:
o HR prepares a formal offer letter, detailing compensation, benefits, and job
expectations.
 o If necessary, HR negotiates with the candidate regarding salary, bonuses, or
benefits to reach a mutually agreeable offer.
4.8 Onboarding
 Objective: Ensure smooth integration of new employees into the organization.
 Action:
o Provide an onboarding plan that includes training, orientation, and introductions
to key team members.
o Assign a mentor or buddy to help the new hire acclimate to the organizational
culture.
o Ensure all necessary documentation, such as tax forms, contracts, and benefits
enrollment, are completed before the first day of work.
5. Compensation and Benefits
 Salary: Employees are compensated fairly based on industry standards, experience, and
the role’s responsibility level.
 Benefits: The company provides comprehensive benefits, including:
o Health insurance (medical, dental, vision)
o Paid time off (vacation, sick leave, holidays)
o Retirement and pension plans
o Performance-based bonuses and incentives
6. Employee Development and Retention
 Training Programs: New employees will be enrolled in relevant training and
development programs.
 Career Progression: Clear pathways for career advancement will be communicated
during the hiring process and reinforced through ongoing employee development
initiatives.
 Employee Feedback: Regular feedback and performance evaluations will help
employees develop their careers and align with the company’s goals.
7. Diversity and Inclusion
 Commitment: The organization is committed to fostering a diverse and inclusive
workplace where all employees feel valued, respected, and empowered to contribute their
best work.
  Actions: The hiring process will include strategies for attracting diverse candidates, and
hiring managers will undergo diversity and inclusion training.
8. Recruitment Metrics and Review
 Objective: Measure the effectiveness of the hiring process and make improvements
based on feedback and data.
 Metrics:
o Time to hire
o Cost per hire
o Candidate satisfaction
o Offer acceptance rate
 Review Process: HR and department heads will regularly review recruitment outcomes,
analyze trends, and adjust the hiring strategy as needed.
9. Compliance with Labor Laws
The hiring process will adhere to all relevant labor laws and regulations, ensuring fair
treatment of candidates and compliance with employment standards (e.g., minimum wage, anti-
discrimination laws, and health and safety regulations).
10. Conclusion
The People Resourcing Program is designed to attract, recruit, and retain top talent that aligns
with the company’s values and goals. By following this policy, we aim to create an inclusive,
transparent, and efficient hiring process that supports organizational growth and employee
satisfaction.

Activity 6:
1. Identify at least five (5) common employee relations concerns and explain how you, as a
future HR practitioner, will address these issues.

 Employee Burnout and Stress

a. Description: High levels of stress, workload pressures, and lack of work-life balance can
lead to employee burnout, negatively affecting productivity, morale, and retention.
b. How to Address It:
c. Implement Wellness Programs: I would advocate for wellness programs that focus on
mental health support, stress management, and maintaining a healthy work-life balance,
such as offering flexible work hours or remote work options.
d. Regular Check-ins and Support: As an HR practitioner, it’s important to monitor
workloads and ensure employees aren't overwhelmed. Regular check-ins with employees
to discuss their well-being and workload can help identify potential burnout early.

 Discrimination and Harassment

a. Description: Discrimination and harassment based on gender, race, age, religion, or other
protected characteristics can create a toxic work environment and violate legal and ethical
standards.
b. How to Address It:
c. Enforce Anti-Discrimination Policies: As an HR practitioner, I would ensure that the
company has clear anti-discrimination and anti-harassment policies in place, with a zero-
tolerance approach.
d. Training and Awareness: I would organize regular training sessions on diversity,
inclusion, and respect in the workplace to prevent discriminatory behavior. Additionally, I
would provide employees with confidential channels to report any incidents without fear
of retaliation.

 Lack of Work-Life Balance

a. Description: Employees may struggle to balance their work demands with personal
responsibilities, leading to dissatisfaction, disengagement, or high absenteeism.
b. How to Address It:
c. Flexible Work Arrangements: As an HR practitioner, I would advocate for policies that
support flexible working hours, job sharing, and remote work options. This allows
employees to manage their personal lives while maintaining their productivity.
d. Encourage Time Off: Encouraging employees to take their vacation days and take
breaks during work hours can help improve their overall work-life balance and mental
well-being.

 Workplace Conflict and Disputes

a. Description: Conflicts may arise between employees due to differences in
communication styles, work preferences, or personal values. These disputes can affect
team dynamics and productivity.
b. How to Address It:
c. Mediation and Conflict Resolution: As an HR practitioner, I would ensure to mediate
conflicts early, helping both parties express their concerns in a controlled and respectful
environment. Providing conflict resolution training to employees and managers can also
help prevent issues from escalating.
d. Clear Communication Channels: Encourage open communication, where employees
feel safe to discuss concerns and resolve issues before they become bigger problems.

 Employee Engagement and Job Satisfaction

a. Description: Low engagement and dissatisfaction can lead to decreased productivity and
higher turnover rates. Employees may feel undervalued, unappreciated, or disconnected
from the company's goals.
b. How to Address It:
c. Career Development Opportunities: I would implement initiatives to encourage
professional growth, such as training programs, mentorship, and clear career
advancement paths. This helps employees feel valued and engaged.
d. Regular Feedback and Recognition: Foster a culture of continuous feedback, where
employees receive constructive feedback on their work and are recognized for their
achievements. This can improve motivation and job satisfaction.