HOLY ANGEL UNIVERSITY

School of Business and Accountancy

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Nepomuceno Realty Group

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In Partial Fulfillment
Of the Requirements of the Course
Human Resource Management
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Presented to:
Mrs. Maria Dulce Fidellaga, DBA
Associate Professor

Presented by:
Group 1
Dimabuyu, Aira
Morta, Camille
Montillano, Jeos
Payumo, Rosette
Reyes, Lalaine

MA-438

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November 9, 2021
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Acknowledgment

First and foremost, praises and thanks to our Almighty Father for giving us

enough knowledge and strength to accomplish our goal and fulfill our duties.

We would like to express our deepest gratitude to our Human Resource

Management professor Ms. Amelynn B. Corpuz, for imparting and teaching us this

semester. Her time and efforts express how dedicated she is in sharing her knowledge

with us, her students. She gave us a lot of knowledge that we can apply and help us for

our future paths, careers, and profession. We are grateful to be under her supervision.

We thank her for motivating us to work harder in accomplishing this final paper.

We are extremely thankful to Concentrix Philippines for granting our request of

interview and allowing us for them to be a part of our final requirement. We thank them

for their time and cooperation in completing our end-term paper. We would also like to

thank our subject professors and department heads for assisting us with the letter of

request to make the interview possible.

Lastly, we would like to show our appreciation and gratefulness to our loving

family, friends, and loved ones for showering us with prayer, love, and support. We are

very much thankful for their sacrifices for giving us financial and educational support.

Without all the people mentioned above, we cannot accomplish this final term paper.

We are sincerely grateful for all their assistance and support.

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Table of Contents

Acknowledgment........................................................................................................ii

Table of Contents.......................................................................................................iii

List of Figures.........................................................................................................iv

Introduction................................................................................................................5

I. Company Profile......................................................................................................7

Mission.....................................................................................................................8

Vision.......................................................................................................................8

Corporate Values....................................................................................................9

Organizational and HR Structure..............................................................................9

Organizational and HR Structure........................................................................10

II. Recruitment and Selection Process...................................................................11

III. Training and Development of Employees........................................................14

IV. Compensation and Benefits..............................................................................17

V. Performance Appraisal and Career Management............................................19

VI. Managing Labor Relations.................................................................................22

VII. Safety, Health, and Security.............................................................................23

VIII. Conclusion........................................................................................................25
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References................................................................................................................27

Appendices...............................................................................................................32

Appendix A: Letter of Request and Reply Slip..................................................33

Appendix B: About the Manager.........................................................................33

Appendix C: Group picture with the Manager...................................................34

Appendix D: Interview Questions.......................................................................34

Appendix E: Members’ Contibution...................................................................35

List of Figure/s

Figure A: Nepomuceno Realty Group Organizational and HR Structure………9

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Introduction

Several companies around the world provide for the needs and want of the

people. It is the one who gives help to the people in need by offering jobs, the service

that they are rendering, and the products that they created or made. All of these are

convenient and beneficial to all individuals living in the whole world. But that doesn't

stop there. A company is composed of an organization. An organization is a collection

of people who collaborate to attain a set of objectives. It can be thought of as a social

structure that encompasses all formal human interactions. The organization entails task

alignment and division of labor among personnel to achieve the company's aim

(Business Jargons, 2019).

Employees are part of an organization that operates the businesses. They are

the one who is entitled to represent the production and brand. They are also known for

being the lifeblood of the company because without them, there will be no operation and

the company's ability to deliver excellent customer service and achieve its long-term

objectives is constrained. Moreover, every engagement they have with actual or

prospective clients reflects on management, regardless of their precise job description.

Workers that are engaged and knowledgeable will provide a positive experience for the

customer, which will show favorably on your business. Great staff leads to more sales,

which is exactly what every company wants (Sineriz, 2019). That’s why it is important to

give them recognition, provide training and development, and compensation benefits.

These will indicate that you care about their general health as well as their future. A

comprehensive employee rewards system can aid in attracting and retaining top

employees. Benefits can help the management set the company apart from the
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competition. Also, recognizing them will increase their motivation to do more resulting in

easily achieving the company’s goal and the possibility for them to be promoted.

All of these are under human resource management. The human resource

manager is the one who is responsible for the performance of the employees. They do

the planning, coordinating, and managing in an organization's administrative tasks.

They are in charge of recruiting, interviewing, and employing new personnel, as well as

consulting with top management on the planning process and acting as a link between

management and workers (MBA, 2020). It is indicated from Module 1 Chapter 5 of

Human Resource Management subject that Human Resource Planning is the most

important function of HRM as it will be the key to achieving the ultimate goal of the

organization which is to be successful. According to Ms. Fidellaga, human resource

planning is a must to achieve one's organizational goal but it needs a lot of processes.

This involves the hiring of employees/applicants that suits the qualifications and to meet

the requirements, the employees must possess the skills and abilities of the said

position in the organization.

The human resource manager is indeed involved in all aspects of human capital

management, from manpower planning through exit interviews. Furthermore,

employees are the true capital in today's economy, whether in manufacturing or service

industries (Careergroomer, 2020).

I. Company Profile
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The Juan D. Nepomuceno Realty Group was founded in 1979 to manage the

company's residential and commercial properties throughout the city. Since its inception

in 1921, the Nepomuceno Group of Companies, which includes Nepo Mart, Holy Angel

University, and Angeles Electric Corporation, has grown its interests in retail, utilities,

and education. Angeles' evolution into the region's first chartered city was aided

tremendously by its diverse business segments. The Juan D. Nepomuceno Realty

Group also expands its business in different regions like Pangasinan. Ms. Gerolangin

who is the human resource manager of the said company stated that there is also a

Nepo Mall in Dagupan which has the same interior and design as the Nepo Mall here in

Angeles. She also stated that they are the one who is handling the Nepo Mart Alaminos

even the commercial spaces and residential. Teresa Waterworks, Inc and Angeles

Industrial Corporation which is located in Bacolor are their sister companies and two

years ago they were the ones who are handling these businesses but there is a

separation that is why they were not operating it anymore.

Additionally, Groundbreaking Nepomuceno’s have launched another first-class

property through the Juan D. Nepomuceno Realty Group, as the group continues to

develop itself in the real estate sector and proves to be a game-changer for Angeles

City. As part of its first entry into Central Luzon, Lopez's Rockwell Land teamed with the

Juan D. Nepomuceno Realty Group. With its extensive real estate portfolio, Rockwell

Land is known for constructing vibrant and prospering communities from Makati to other

sections of Luzon, including the National Capital Region, Laguna, and Batangas, as well

as the Visayas, particularly Cebu and Bacolod. The alliance plans to build the first

Rockwell Center in Pampanga, in the heart of Angeles City's Nepo Center. The joint
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venture will open the way for a mixed-use development that will enhance the city's

cultural experiences while also complementing Nepo's services.

Mission

The Mission of Juan D. Nepomuceno Realty Group is that by exploring and

developing business opportunities that benefit all of the stakeholders and improve the

quality of life of people in the community, the firm seeks to live up to the legacy and

values passed down to us by company founders, Juan D. Nepomuceno and Teresa G.

Nepomuceno.

Vision

The Vision of Juan D. Nepomuceno Realty Group is that they want to help local

entrepreneurs succeed and create jobs for the town and surrounding areas. In dealing

with their business partners, renters, employees, and customers, they aim for

excellence and uphold integrity and fairness, which leads to mutually beneficial long-

term relationships. They assert their right to recognize their worth as individuals who

can learn, grow, and contribute. They value the trust placed with them and are

motivated to go far beyond what is expected of them. They train the appropriate people

to be leaders, and then they train others who have the potential to be future leaders.

Core Values

The Core Values of Juan D. Nepomuceno Realty Group are "SO WISE" SENSE

OF OWNERSHIP They build and protect JD group of companies in all circumstances.

They take a calculated risk. They possess a strong desire to continuously improve.
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They maximize the productivity of resources while minimizing cost without sacrificing

quality. They believe that productivity and profitability are essential to making the

business succeed. They advocate Christian values and involve their hearts and minds

in all that they do. WORK-FAMILY. They strive for a balance between work and family.

Organization and HR Structure

Human Resource Department

Organizational Chart
HR & Admin

HR & Manager

HR Officer

Liason Officer Driver

HR Staff HR& Payroll
Admin Staff
Staff
Ms. Gerolangin who is the human resource manager of Juan D. Nepomuceno

Realty Group provided this HR and Organizational Chart. She stated that this chart is

for HR only because the company's whole organizational chart is too broad and she's

not allowed to divulge nor send it. It is shown in the chart that the HR and Admin area is

on the upper part. They oversee the organization's entire HR department and manage

all HR functions. Their major goal is to make sure that all of the company's

administrative activities are completed timely and accurately. Human Resources and

Administration Manager's responsibilities include all forms of human resources,

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including hiring, payroll, salary and benefits, and training. Administrative functions like

office administration, facility management, and policy development are included

(StrongerTeams, 2021). Then, the next position which is also at the upper part is the HR

and Manager who is someone who is in charge of putting these principles and

objectives into action while ensuring that the staffs work together smoothly. Also, under

this position are the HR Staff and HR and Payroll Staff. It is also seen from the chart

that Liaison Office, Driver and Admin Staff are under of HR and Manager. Furthermore,

the HR Manager stated that there are one-hundred fifty (150) employees from the

company. However, she was not able to provide a certification of the number of

employees due to the limitations and restrictions of the company.

There are different tasks and positions in an organization even though it is just

for the HR Department. The tasks must be distributed to someone qualified for the

position so that it will be easy to achieve the company's goal. The two positions in the

upper part are the one who is responsible for critical thinking, decision making, and for

the important things that are happening in the company while for those in the lower part,

they are more on doing the actions.

Part II. Recruitment and Selection Process

From the organization's perspective, recruitment and selection are crucial

components in attracting and obtaining access to the best talents in the market. The

organization's ability to compete is largely dependent on its workforce, as it serves as

the source of ideas and concepts for obtaining a competitive advantage in the long run.

One of the most important areas of HR is attracting, selecting, and on boarding qualified
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individuals. The recruitment and selection process are a crucial function that aims to

maximize employee strength. In Vasile and Zhan (2020), recruitment is the process of

searching, locating, and attracting suitable applicants from which qualified individuals

will be selected. Candidates who will eventually show the requisite professional

attributes or who will best match the needs of the job position will proceed to the

selection process. Selection is the process of identifying the most suitable candidate

and convincing them to enter the organization.

The researchers were allowed to interview Ms. Mahayana Gerolangin, the HR

manager of one of the most successful enterprises in the real estate industry—Juan D.

Nepomuceno Realty Group. The contributions of each employee are important for the

survival and progress of a business. Ms. Gerolangin has been working with the

organization for 8 years. She noted that every organization varies in how they manage

their recruitment and selection process. This usually depends on the type, size, culture,

and objectives of a business. Nepomuceno Realty Group is currently operating with

one-hundred fifty (150) employees. As the company started expanding in different

regions, they invested in having a larger number and a stronger workforce. Recruitment

involves setting job descriptions while making sure that they align with the

organizational goals. In terms of defining the position objectives and candidate

requirements, the Nepomuceno Realty Group HR department is specific in determining

the needs of every position that they needed to fill. Ms. Gerolangin pointed out that one

of the factors they greatly consider is the alignment between the applicant and the

company’s culture. Employers play a vital part in keeping a strong culture, especially

during the recruitment phase. Individuals who share the organization's values and thrive
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under that environment ready have an advantage. Even if the applicant possesses

impressive credentials, it is still important to make sure that his/her beliefs and attitude

match the organization's culture.

Recruiting and selecting involves stakeholders, including the senior-level

personnel of the firm. This procedure can be time-consuming so it's important to make

sure the process is well-defined to meet the needs of the company. Aside from the

applications and background checks, the HR department of Nepomuceno Realty Group

also conducts interviews. The manner of an interview which they commonly used is

structured form. In Zojceska (2020), a structured interview is one in which a certain set

of planned questions is used. Even if multiple interviewers are concerned, structured

interviews provide more objectivity to the hiring process. There is less room for the

interviewer to be biased since the type of interview is generating a uniform list of

questions and assessments. Also, it will be easier to make direct comparisons amongst

applicants. During this time of the pandemic, hiring is not evident in the company. Ms.

Gerolangin mentioned that presently, the corporation only goes through the recruitment

and selection phase if there are developments with their projects or some employees

are retiring.

Recruiting new employees is comparable to walking on a tightrope. Finding the

right individual with the qualifications and integrity to perform the work should be

skeptical. To be effective, the HR department focuses on filtering and investigating the

background of their applicants such as their previous work engagements, the reason for

application, as well as the gaps in their resumes. To gain a better understanding of their
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abilities and job performance, the HR department ensures that all of these are being

addressed during the selection process to avoid problems once hired.

Since many organizations are laying off employees and traditional hiring methods

have been disrupted, finding a job is extremely challenging during these times. Ms.

Gerolangin stated that recruiting people is a bit easy; it's the selection process that is

critical. Now that everyone is looking for a stable job, it is impossible not to have

applicants. Once the organization is posted, advertised, and outsourced, there is

already a pool of candidates willing to get the position offered. However, it is challenging

for the HR department to select especially when there are a lot of people trying to apply.

There are many factors needed to be considered. The selection process is not the end

of the duty. Newly hired employees should be trained and oriented with the rules and

regulations of the company. In Nepomuceno Realty Group, there is a time frame

needed to be followed by the HR department. The timeline serves as a guide to make

sure that newly hired employees are ready for their job.

People in the HR department aren’t necessarily the ones deciding who will get

the position. Employees under this department are assigned for the advertising,

outsourcing, and conducting of interviews. Ms. Gerolangin specified that their HR

department works closely with the managers of other departments. Even if there is a job

description, the supervisor managing the department still has the specific knowledge

and expertise in determining which applicant will best fit the position. Nepomuceno

Realty Group makes sure that the HR department and the department manager or

supervisor work hand in hand. Both should decide which applications should be hired.

With this, HR employees can filter the educational background, psychological and
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attitude, and other personal backgrounds; while the department manager assesses the

capabilities and skills of the applicants.

Part III. Training and Development of Employees

Every organization is composed of people—acquiring their services, improving

their capabilities, motivating them to higher levels of performance, and ensuring that

they remain committed to the organization are all significant in achieving success

(Narang, 2019).Nepomuceno Realty Group conducts training and development

activities depending on the needs of the employees. Generally, there are specific

programs conducted every month and every year. These activities are set by the higher

management and regularly conducted. Aside from this, department heads may also

raise their concerns to the HR department if some employees are having difficulties in

certain areas. They can tell what particular skills and capabilities do the employees are

currently lacking or needed to be improved. These enhancements will result to increase

productivity and will lessen the stress of the managers. Moreover, on the part of the

employee, they would feel that they are being taken care of and given value. The HR

department prioritizes growth and development so they always monitor the weaknesses

of their employees and they try to focus on the skills which need further attention.

Employee retention management involves taking strategic steps to keep

employees motivated and focused so they choose to stay and contribute fully to the

performance of the company. In Terry (2020), employers frequently seek to affect two

crucial factors: employee retention and employee engagement. Companies may lead to

opportunities for success by implementing strategies to improve these factors. Ms.

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Gerolangin stated that retention can be based on the "feeling of being valued". If the

organization believes in the capabilities of its employees, and it shows people that they

trust them, this will boost their confidence and motivation. Consequently, productivity

will increase. Moreover, the problem usually arises when employees feel that they are

being neglected or mistreated.

Having a high-quality employee training development program allows the

company to improve the abilities of every stakeholder. In Gourdine et al. (2021),

employee development refers to the systematic effort to improve job performance

through techniques like coaching, training sessions, and leadership mentoring. The

training imparts new information or skills to new or recently promoted personnel. Ms.

Gerolangin believes that a training development program will bring every one of the

employees up to a higher level of competency, allowing the entire team to share a

common set of knowledge and skills. Such programs strengthen any weak areas in the

organization and distribute tasks more evenly among the workers. Nepomuceno Realty

Group is a member of the People Management Association of the Philippines (PMAP)—

a premier organization of HR professionals and people managers. This supports

organizations in developing people managers who are enlightened, competent, socially

responsible, and can effectively contribute to nation-building. Also, this helped

Nepomuceno Realty Group in becoming more competent in the workplace by

giving them a variety of career development forums and training programs. Since the

pandemic is still ongoing, training programs have been stopped. Instead, the company

currently relies on webinars and other online platforms to ensure that employees are still

being trained. Ms. Gerolangin noted that people still prefer face-to-face activities since it
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is more efficient. Employees enjoy free accommodation, free transportation, and free

food aside from the fact that they are being trained by the company. Now that

everything is administered online, some workers feel like it is more of a burden rather

than a benefit.

Every organization wants productivity and efficiency. Training and development

activities lead to a higher performance rate and more competent employees. These

benefits depend on the generosity of the management. Some training and development

programs are expensive on the part of the employer. To make sure that the

management will benefit, they establish lock-in periods. For instance, after attending a

training program, the employee should render service for 2 years. This is why the

organization takes time to analyze and determine which programs should the company

invest in. Not everyone is eligible to attend every seminar and program. Hence, the HR

department must fairly choose who will get the opportunity from time to time so that

fellow employees will also benefit. Furthermore, these events help people enhance their

social skills, especially in the professional environment. It is both beneficial for the

employees and the management. Thus, it's a win-win situation.

Part IV. Compensation and Benefits

Managers' primary responsibility is to motivate staff, which they frequently

accomplish through HR policy decisions. Employee motivation can be met in a variety of

ways, from intrinsic to extrinsic. Varied groups of employees have different motivational

needs, and for some, a hybrid strategy to motivate them and achieve their discretionary

performance effort can be quite beneficial (Malik, 2018). By defining the terms of trade,
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compensation, and incentives policies can help determine the relationship between the

organization and the individual member. (Madhani, 2019).

Furthermore, increasing motivation through compensation and benefits doesn't

only apply to the rank-and-file employees but also as a motivator for executives of the

organization. Satisfied employees, executive or not, would be willing to do additional

duties assigned to them and would try their best to perform them well. This satisfaction

arises in the expected condition such as significant autonomy, recognition, and

appreciation, monetary compensation is paid competitively, and various non-monetary

terms and additional monetary terms. In addition, Personal difficulties, supervisors'

attitudes, work environment, overall industrial culture, job responsibilities, financial and

non-financial incentives, and rewards can all affect performance. The willingness of

people to conduct their duties responsibly determines performance. This has to do with

their motivation to carry out their job tasks to support all activities and meet industrial

objectives (Bokhori et al, 2017). It is also applicable to different generations especially

millennials. According to studies, millennials have slightly different attitudes regarding

employment than prior generations. They are less dedicated to their organizations and

are more likely to leave employment. These disparities in work values demand

adjustments to current remuneration and benefits packages to better reflect these

shifting attitudes, which include: work and leisure time, extrinsic and intrinsic rewards,

social comparison, and equity (Morrell & Abston, 2018). Hence, the need to show

specific reward information that directly affects job pursuit intentions such as, an explicit

listing of benefits and including actual pay ranges (Verwaeren et al, 2017).

Compensation and perks can assist in improving performance, but other factors
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contribute more to improving performance. Such as a supportive and caring

environment and decent working conditions that allow employees to balance their

personal and professional lives (Kadir et al, 2019).

Company’s Compensation and Benefits

According to Ms. Gerolangin, the HR manager of Juan D. Nepomuceno Realty

Group, compensation and benefits received by the employees is dependent on the

generosity of the management or in other word is in the discretion of the management

given that it will not go down below the minimum threshold that was mandated by

Department of Labor and Employment (DOLE). In addition, Mandated and Non-

mandated benefits can exceed the basic requirement of the DOLE, with other factors

that can affect these benefits other than the generosity of the management includes,

special treatment due to skill and position, personal agreement of the employee to the

management, and collective bargaining agreement, which is not applicable for the said

realty group. As for the Compensation and benefits structure, which is one of the crucial

parts of HR management, is done through benchmarking different factors to ensure the

competitiveness of their compensation and benefits on the industry they belong, this

factor includes minimum wages in the location, trends on labor markets, etc. In addition,

HR also considers factors such as the cost of living and the personal perception of the

employees in regards to his/her salary.

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V. Performance Appraisal and Career Management

Performance Appraisal

As one of the most significant works done by the personnel of human resource

management is conducting performance appraisal to evaluate the employee's overall

performance throughout the period. The organization must conduct one of the integral

components of HRM’s activities, the performance assessment system, which is done

regularly and thoroughly to evaluate the performance of its personnel. Employee

satisfaction with their performance appraisals, on the other hand, is rarely linked to

employee performance results (Naeem et al, 2017).

However, due to the dynamic nature of the global economy and trends that

resulted in traditional assessment became more and more outdated to accurately

evaluate the performance of the employees to their activities within the organization.

Instead of the arduous process of collecting a massive number of files of every

individual employee, it should be a series of frequent but with lesser time consumption

and more targeted, not limiting to the assumption that engagements are in a fixed state

without a variable to change the outcome, and performance can be evaluated

accurately with the used of series of boxes to check, it is the time to used more effective

paradigm (Kelleher, B., 2017). This has allowed 12% of U.S. companies have stopped

their annual review, while two-thirds of large U.K. companies started replacing their

system and several companies in various industries to start replacing the review-based

performance management systems, these include: software companies; Adobe, Dell,

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and Microsoft, Consulting Companies; Accenture, Deloitte, Oppenheimer Funds, PwC,

IBM, and GAP (Rivera et al, 2021)

Career Management

At present, talented employees have an important role in the organization to

maintain the created value. Retaining these high-potential became a must to any

organization and being treated as a highly individualized and less structured "Boundary

less" perspective (Yildiz et al, 2020). As opposed to a stable traditional career ladder

that is bound within the organization. However, how boundaryless may it seem, are still

likely involved the organization-individual relationship or link, thus the need to go

beyond the traditional and contemporary (Arnold et al, 2019) because it's still a part of

the HR function, and have a crucial role in making a quality human capital which is the

main resources in the modern era (Rapuano&Valickas, 2021).

Company’s Performance Appraisal and Career Management

Juan D. Nepomuceno Realty Group’s performance appraisal, as stated by Ms.

Gerolangin, the human resource manager of the said company, is currently not

applicable for the situation of the company. Due to the pandemic and the need to

restructure the performance appraisal structure to be suitable, accurate, efficient, and

effective for the modern era. The Juan D. Nepomuceno Realty Group has taken the

opportunity and is currently in the process of developing the new performance appraisal

structure. However, while the performance appraisal structure is in developing stages

and career management is a bit disrupted because it is still hard to evaluate and

promote or dismiss the personnel. The HR still gives distinction pay to those employees
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who have much more arduous and active work amidst pandemics, such as security

guards and the personnel that maintains the facilities. While the more idle employees

are given basic compensation.

Part VI. Managing Labor Relations

Almost everyone has felt unheard of or helpless as an employee at some point.

Joining a union means those employees and their coworkers have a say in critical

aspects of employment conditions because they negotiate them together. Employees

would desire to join Unions to bargain for various aspects such as higher pay, better

benefits, fewer hours, and better working conditions. The union also works with

management to design a method for resolving conflicts that employees and their

managers cannot resolve individually through collective bargaining agreements (Bivens

et al., 2017). Labor unions carry out their responsibilities under the labor laws of their

respective nations. A critical goal of labor law is to establish the legal framework

required for employers, employees, and their organizations to operate successfully and

independently in industrial relations. When there is a disagreement at the workplace,

one of the most significant functions that labor unions play is that they act as an

intermediary between employers and business owners. Labor union leaders are

accustomed to resolving disputes through formal arbitration and grievance procedures.

Rather than seeing this as a difficult procedure, business owners should welcome the

engagement of a union representative because it can help speed up the process

(Abate, 2019). Thus, other organizations resist unions because they generally add to

the cost of doing business, and specific laws should be considered, which can be seen

in the Book V of the Labor Code of the Philippines. As per the interview, Ms. Gerolangin
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said they do not have a Collective Bargaining Agreement (CBA). The reason is that the

management does not allow Labor Unions, and specific laws should be followed.

Thus, the goal of collective bargaining is always for the benefit of the union

members. Suppose all the union demands are to be addressed. In that case, it adds to

the cost of the business—another reason why they resist unionizations is that unions

seemed to be demanding even for poor-performing employees. With that, organizations

choose to minimize the added cost they incur when dealing with unions and give them

enough required by the law. (Skripak et al., 2018). Also, Ms. Gerolangin added two

perspectives to consider on the impact of unions on the employer-employee

relationship. She reiterated that if there were unions, there would be negotiations that

should be met halfway.

Furthermore, the demands of both sides should be reasonable and just; she also

added that if these demands are not met halfway or if there is a disagreement, there

would be chaos. Thus, the chaos she pertains to are the costs that they would incur on

the litigation processes. Therefore, companies that do not allow labor unions are a

defensive strategy to minimize unforeseen litigation costs that they may incur once the

demands between the union and organization do not materialize.

Part VII. Safety, Health, and Security

Every workplace must ensure that it complies with all health and safety

standards. Organizational safety and security processes can aid in the management

and prevention of workplace injury, theft, and damage. Any business leader’s main

priority is to avoid illness and injury. Health and safety programs, such as temperature
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tests, are an excellent way to prevent the spread of illness. Thus, having immediate

medical attention on every company is essential for it also minimizes the cost.

Furthermore, having a nurse as the first point of contact cuts down on time,

minimizes expenses, and even lowers the incidences of litigation (Spamer, 2018). With

that, Ms. Gerolangin assured that their company has an in-house physician and nurse.

She also added that the nurse to be hired should be a safety training officer. When the

Department of Labor and Employment (DOLE) conducts their audit, they have a present

occupational and safety health practitioner who is an important aspect to conduct

business in terms of safety. Training programs are also important because no two

businesses are the same. Employees need to be trained to understand the unique risks

of illness or injury they might face at their workplace.

Moreover, good safety programs can improve the public’s perception of one’s

business and help attract top talent. Also, having good health and safety programs can

reduce employer liability for wrongful death and other civil suits. According to Ms.

Gerolangin, their company actively practices contact tracing, offers employee wellness,

and gives vitamin allowance as a benefit, especially in this pandemic. As the saying

goes, “Prevention is better than cure” therefore, Ms. Gerolangin said their company has

a visible temperature check and for-public use alcohols for sanitation. Thus, prioritizing

health and safety programs that assist the employees in taking care of their emotional

and physical well-being shows that they are being appreciated because workers who

feel valued are more likely to stay in a company (Tamers et al., 2020). However,

accidents do happen; Ms. Gerolangin said that their foreman met an accident during the

construction of the NEPO mall. She pointed out the negligence of the safety officer for
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failure to do their duty. With that, she ended the story about the importance of a hard

hat and ensuring that the safety officer is dedicated to their jobs.

VIII. Conclusion

Every firm relies heavily on human resource management. It is themost powerful

and has the greatest responsibilities. Everyone in the business possesses a variety of

skills due to their unique characteristics such as intelligence and creativity. If an

organization allows an employee to develop and improve their skills, such skills can be

efficiently used for the company's survival, growth, and prospects. Then there's the

critical role of human resource management. Because human resource management

includes the processes of hiring, training, and keeping employees, it must be seen from

a much broader perspective. Human resource management is concerned with the

growth and prosperity of both the firm and the individual employee. Human resource

management is a journey from an individual to an organization. It is critical to meet the

physical and emotional needs of employees. The more opportunities a person has to

advance their career in any business, the more loyal they will grow to it. Their

compensation and working circumstances should be made clear, giving them mental

stability and allowing them to focus completely on their work. Human resource

management is a crucial instrument in the hands of every company's management to

obtain the best outcomes and grow through employee collaboration and personal

development. The right balance of policies on both the employee and the business ends

is at the heart of all human resource management functions.

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Closely related to the perspective of human existence, a heart – the center of

everything that helps the other parts operate – is also required in the world of business.

There is always a need for center power to ensure that everything is well-organized and

situated in its rightful places. Things could go wrong and disorderly in the organization

without the supervision of Human Resource Management, resulting in failure and

instability to the organization's status. Just like a human without a heart, a building

without a foundation, a company without a Human Resource Management will not

function well and accordingly. Human Resource Management is primarily responsible

for the recruitment, selection, training, development, and even retention, support, and

nurturing of its personnel. The management is responsible for a variety of functions and

obligations that are essential to the company's success. Their objectives are in sync and

are linked to the company's success. The bottom line is that a weak foundation will

never be able to support and develop a solid basis for success. HR management, in

simple terms, is something that a company desperately needs because it is one of the

most valuable assets.

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Appendices

Appendix A: Letter of Request and Reply Slip

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Appendix B: About the Manager

Ms. Mahayana Gerolanginhas worked for the company of Nepomuceno Realty

Group for almost eight years. She is Human Resource Manager of the said company.
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The company was engaged with is located at 2F ABC bldg. Nepomart Complex Dona

Teresa Avenue, Sto. Rosario Angeles City.

Appendix C: Group picture together with the Manager

Appendix D: Interview Questions

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Appendix E: Members’ Contribution

 Dimabuyu, Aira

The one who is tasked to do parts II and III of the end term paper which

are the Recruitment and SelectionProcess and Training and Development of

Employees and she contributes the Training and Development questions. She

also helped the leader to proofread the paper.

 Montillano, Jeos

He is assigned to do the questions regarding Performance Appraisal and

Career Management and the one who is assigned to parts IV and V of the end

term paper. He is also the one who is responsible for recording (interview).

 Morta, Camille
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She is in charge of the introduction, company profile, mission, vision,

organization, and HR structure. Aside from that, she compiled and proofread the

paper as well as the interview questions. She is also responsible for compiling

the references and making the appendices.

 Payumo, Rosette

She prepares the questions for Recruitment and Selection and she also

covers the conclusion and acknowledgement part. She helped the leader in

compiling the output.

 Reyes, Lalaine

She oversees the Managing Labor and Organization’s Safety part, and is

responsible for making the Compensation and Benefits questions.