Introduction

In the previous semester, we studied Human Resource Management. We have understood how

organizations function by looking into the various elements and characteristics of individuals &

groups within the organization. We have also learned the importance of a particular

organization's organizational structure to maximize the employees' performance which will

directly affect the organization's success. This learning activity will serve as the recapitulation on

our previous topic Human Resource Management before we venture into the topic of Project

Management Systems.

I. The Basic Management Function

In our previous topic we were introduced to the basic management functions: Planning,

Organizing, Leading, & Controlling. Each function will be discussed below.

According to Indeed Editorial Team (2022) Planning is the “process of setting goals and

creating steps you can follow to achieve those goals. The planning process may involve

analyzing the company's resources and finances, researching market trends, or conducting risk

analyses.” Speaking from my personal experience, the concept of planning is not foreign not

only to me but also to other people. It is because we consciously or subconsciously plan

everything that happens in our lives.

According to Denomme (2022) Organizing is a “management function that helps managers

implement and execute their plans through the appropriate assignment of workers on a team. It is

utilized by managers after a plan or outline to achieve an organizational goal is implemented.

Organizing helps to delegate authority and leads to an established organizational structure, or

effective compared to an organization that lacks this kind of management function.

According to Haque (2022) Leading is “one of the management core functions that includes

inspiring, communicating, motivating, and influencing employees for efficient output. All

managers are not leaders, but all leaders are managers. To maximize efficiency and to achieve

organizational goals, guiding the subordinates towards the goal and to ensure their growth is one

of the many functions leading covers.” As you observed, every successful company that we

heard of has owners that are very exceptional leaders in their respective fields. This just shows

how the importance of directing the employees in line with the company's mission and vision

affects the organization's success.

The last management function Controlling as mentioned by Gordon (2022) mentions that “The

controlling function of management generally means organizational control. organizations

develop standards and goals, controlling necessarily ensures that individual, group, and

organizational performance does not deviate from standards. Controls are generally considered to

be part of a system or process to make certain processes and rules are followed and results are

being obtained.”

II. Management System

According to an article published by StandardStores.com (2022) A Management System “is a set

of policies, processes and procedures required for planning and execution in the core business

area of an organization. It also enables the organizations to identify, measure, control and

improve the various core business processes that will ultimately lead to improved business

performance. ISO 9001 is an example of a Quality Management System.” To better explain the
process of a management system, its main objective is to enable organizations to function

correctly and efficiently. Management systems typically deal with identifying the requirements

needed by the organization and ensuring that these are met, giving employees the proper training

and guidance for the work they are set to do, and measuring the organization's performance to

improve it in the near future.

III. Human Resource Management

In Human Resource Management, there isn't a single definition to adequately describe the topic.

According to Miller (2020) “HRM is an essential component of virtually all businesses and

organizations. It is an organizational function that focuses on the strategic management of its

employees. The human resource management discipline also focuses on maximizing employee

productivity and taking preemptive measures to protect the company from any issues that may

arise concerning the staff.” In addition, Imm (2021) mentioned that HRM deals with “HR covers

a number of positions, responsibilities, and aspects of company efficiency and staff well-being

and each area of human resources requires strong leadership from an experienced manager. HR

is a key aspect of any organization—from improving employee well-being to risk management.

Without proper management, this complex field of work would lack structure and struggle to

evolve over time. Having a strong HR department backed by solid leadership is one of the best

ways for a company to ensure employee satisfaction, productivity, and future growth.” Taking

into the context of my learnings from the previous semester, Human Resource Management

deals with how well these organizations utilize the workforce to translate it into something

beneficial for the organization. Human Resource Management deals with improving inter-

personal relationships and intra-personal relationships up to choosing the most suitable

organizational structure.
 IV. Functions of Human Resource Management

According to Mayhew (2019) “An efficiently run human resources department can provide your

organization with structure and the ability to meet business needs through managing your

company's most valuable resources – its employees.” There are six major functions of HRM

mentioned by Mayhew such as Recruitment, Workplace Safety, Employee-Employer

Relationship, Compensation, Labor, & Training and Development. Each function will be

discussed below.

Recruitment: “The success of recruiters and employment specialists generally is measured by

the number of positions they fill and the time it takes to fill those positions.” An example of this

is the basketball team Golden State Warriors. The common conception is that the players bring

out the championships and the franchise's success, which is, in a sense, true. Still, the front office

of the organization deals with recruiting the right coaching staff and players that coincide with

the values and culture of the organization.

Workplace Safety: “One of the main functions of HR is to support workplace safety training

and maintain federally mandated logs for workplace injury and fatality reporting. HR safety

and risk specialists often work closely with HR benefits specialists to manage the company's

workers compensation issues.” One of the requirements of the government for organizations is

to provide a healthy workplace for its employees. The methods and strategies used in human

resource management allow employees to be taken care of.

Employee-Employer Relationship: “Employee relations is the HR discipline concerned with

strengthening the employer-employee relationship through measuring job satisfaction, employee

engagement and resolving workplace conflict.” Organizations value the relationship between
employees and employers. Maintaining a healthy working environment boosts the morale of both

sides and positively affects the organization's performance.

Compensation: “Like employee and labor relations, the compensation and benefits functions of

HR often can be handled by one HR specialist with dual expertise. On the compensation side, the

HR functions include setting compensation structures and evaluating competitive pay practices.”

Finding the optimal compensation for employees is crucial for the organization's success. The

HR Department should ensure that their employees should not undervalued, and they would

receive the proper incentives and compensation for the work they have done.

Labor: “Compliance with labor and employment laws is a critical HR function. Noncompliance

can result in workplace complaints based on unfair employment practices, unsafe working

conditions and general dissatisfaction with working conditions that can affect productivity and

ultimately, profitability.” The HR Department is also tasked to keep in line with the labor

employment laws. Just as said, ignoring these mandated laws would bring harm not only to the

organization but to the employees as well.

Training and Development: “Employers must provide employees with the tools necessary for

their success which, in many cases, means giving new employees extensive orientation training

to help them transition into a new organizational culture.” In my Operations Management class, I

have learned the importance of developing and training employees. Organizations need to invest

in training and programs since failing to do so would result in the company obtaining more costs.

The employees' skills are one of the reasons that would keep the organization alive.

V. Organizational Ethics and Managerial Ethics

goals of corporate governance is to create a set of internal mechanisms to ensure sound

managerial decisions are made, considering the rights and responsibilities of various

stakeholders, together with the ethical norms and standards of the organization. Failure to

maintain an appropriate ethical culture and to provide employees with appropriate models of

ethical behavior can have a high cost for the organization.” To simply understand Organizational

Ethics. It is to the extent of how organizations respect and obey various rules, values, and

traditions by their employees, clients, and other organizations. Ethics within the organization

enables the workplace to be more effective since everyone is treated respectfully, creating a

comfortable workplace.

According to Sujan (2022) Managerial Ethics “is a moral code of conduct that a manager

assumes while performing organizational activities. Managers have to take many decisions for

the growth and survival of the organization. Making ethical choices have been a critical task for

managers today. Acting ethically helps organizations in achieving public support, long-term

success, and peace in the workplace, and does not face government pressure.” Managerial Ethics

deals with how Managers arrive at decisions that are affected by different morals such as

personalities, beliefs, traditions, and values. It is determining doing the good thing over the right

thing.

VI. Organizational Behavior & OB Analysis

According to Borrego (2022) Organizational Behavior “behavioral dynamics that occur between

groups and individuals in an organizational setting. organizational behavior analyzes the effect of

social and environmental factors that affect the way employees or teams work. The way people
interact, communicate, and collaborate is key to an organization’s success.” Organizational

Behavior deals with understanding how individuals and groups within the organization interact

with each other and with other organizations. Being able to understand how we interact with

each other helps us improve furthermore the efficiency and positivity, which correlates to the

success of the organization, and fix and prevent issues if there are any.

According to Lumen Learning (2022) There are three levels of OB Analysis which are the

Individual, the Group, and the Organization. Each level of Organizational Behavior is

discussed in depth below.

The Individual: “The individual level includes each individual person within an organization.

Each individual acts differently which affects group dynamics and the organization as a whole.”

In the Individual level, HR Managers try to understand the dynamics and relationship of every

person to each other. Asking questions such as, “How would these persons interact with

another?” and “Would these interactions be beneficial or harmful for the organizations?”.

The Group: “The group level includes any groups within an organization. Groups can range in

size from a couple people working together, to a large group with dozens or hundreds of

members.” Just like the individual level, Groups are analyzed as well. These aim to understand

how people having different views, opinions, and values interact with each other if they are

grouped. What differentiates it from the individual level is that these individuals interact more

than when they are not grouped. Even though individuals are still the ones that are being

analyzed, being in a bunch is taken into consideration.

The Organization: “Finally, the organization level incorporates the organization as a whole. it’s

important to point out that the organization impacts the individual and group behavior, and that
individual and group behavior impacts an organization.” In the organizational level, analyzation

is more complex since there are factors from individuals and groups that needs to be considered.