GROUP 5: WRITTEN REPORT ABOUT MAINTENANCE
Presented to
Prof. Heidi Jill Vanessa Sierra
College of Business Administration
Silliman University
Hibbard Avenue, Dumaguete City
In Partial Fulfillment of the Requirements for the Course
BA 33C(2018) Human Resource Management
By
Ann Eunice C. Coronel
Trisha Anne Dayao
Nizza Mae Vianca A. Escote
Rosy Mae Frimpong
Margaux Marie Subito
Kyle Dean Vista
SECTION B
November 4, 2022
I. Maintenance
It is concerned with keeping up and maintaining a willing and able workforce.
The maintenance function of human resource management is concerned with protecting and
promoting the physical and mental health of employees. In order to achieve these objectives
several types of fringe-benefits such as housing, medical and educational facilities, conveyance
facilities etc. are provided to the employees
● Involves looking after staff wellbeing, health, and safety, effectively managing
communications, and complying with industrial agreements and legal responsibilities.
● Providing opportunities for employee participation will develop their commitment to
improving quality and efficiency
● HR managers must minimize business exposure to risk by implementing a range of
proactive and preventative strategies in health and safety, anti-discrimination, and
conflict resolution.
Benefits
● May include paid training opportunities, travel allowance, health insurance, company car,
flexible working arrangements.
● Non-Monetary benefits may include greater job variety, more flexible hours, increased
status, and self-management.
● Intrinsic awards come from the employee and are an inner feeling such as satisfaction for
a job well done
● Businesses should carefully consider the value of these benefits in terms of staff retention
and workplace culture as they are costly.
Flexible and family friendly work arrangements
● Allows businesses to retain staff in the long term by recognizing the importance of work-
life balance.
● Flexible conditions include career break schemes, job sharing, work from home, family
leave and part-time options.
● Employees able to leave and re-enter the workforce thus reducing separation,
recruitment, and training costs for new employees.
● Gives business a positive image & should also increase productivity, improve morale,
reduce absenteeism and costs by having lower staff turnover.
Competent and committed employees are invaluable assets for any company. It is vital to retain
such employees because they can take their company to the top in the market. Maintenance
function aims at earning honesty and loyalty from its employees in an attempt to retain them for
a long term in the company.
II. Motivating Strategies used by Companies
Reporter: Rosy Mae J. Frimpong
Start with Individuals
Find out what they think of as motivation by asking them about their wants and objectives. You
can then try to personalize motivational tactics to each employee's needs by ensuring that each
person's role and responsibilities are best aligned with their professional and personal goals.
Trust your people
It goes both ways: employees need to trust that their boss or manager has their best interests at
heart and managers need to trust their people to do the job properly without constant monitoring.
This will also help create a bond with your employees and stop them from feeling
micromanaged, which can be a real motivation-sapper
Show them the big picture
Another key to keeping employees motivated is letting them know how the work they do helps
the company achieve its wider goals. Take the time to fully explain the purpose of the business
and how each person's tasks contribute to it. By understanding the value of their role, you
encourage employees to perform because they know exactly what their hard work will achieve.
Recognise and Reward
Employees get paid for their labors, but people like to be recognised for going above and
beyond. Reward and recognition are far better motivators than punishment, as they prove to a
person that they are doing the right thing and encourage them to keep doing it.
Offer Flexibility and Regular Breaks
Happy, healthy employees are naturally more motivated. Providing flexible work options gives
people the opportunity to better balance their working and personal lives. It also shows you care
about individuals and can trust them to do their job.
III. Communication
Reporter: Escote, Nizza Mae Vianca A.
Communication is simply the act of transferring information from one place, person, or group to
another. Every communication involves one sender, a message, and a recipient. The transmission
of the message from sender to recipient can be affected by a huge range of things.
Good communication also improves relationships, both with employees and in your personal life
with friends and family members. Listening carefully and offering quality feedback helps people
to feel heard and understood. However, poor communication leads to inefficient results even if
you all have access to modern equipment. It can cause delays in production and fall in
productivity, same tasks being performed twice, deadlines getting missed, and reported problems
not being resolved due to poor documentation and/or communication.
BENEFITS
Communication is used in human resources to relay information from directors to employees.
This information pertains to company policies or goals. Effective communication increases
productivity, which benefits employees and the company. Proper communication techniques can
boost employee morale to create a positive work atmosphere.
CONSIDERATIONS
Keep all communication professional between human resources and employees. Employees
should never be made to feel uncomfortable, but supported and respected. Human resources
should not micromanage employees but communicate information and respect the
professionalism of the employee to execute the task.
EFFECTS
Positive communication practices create a work environment that reduces employee turnover. It
is important to keep experienced employees within the company to help train and instruct others.
Importance of Communication in Organization
Organizations rely on HR professionals to relay important information and policy changes to
employees. Common examples of HR communication include:
· Employee policies and procedures: Most workplaces make HR policies and
procedures readily available to employees. This information can be posted on the
company’s website, bulletin boards, in binders or through some other system.
Workers should especially be aware of information about hiring, firing, promotions,
and performance evaluations.
· Performance feedback: One of the most common reasons an employee may
interact with an HR professional is for routine evaluations. Ideally, an HR department
has a standardized approach to sharing this information, either electronically or in
person. Any system should be free of bias. If the feedback is seen as legitimate,
employees are more likely to see it as fair.
· Onboarding: Onboarding involves teaching new hires about company policy.
Beyond work-related training, HR professionals often spend several days bringing
new employees up to speed on important policies.
Importance of Communication in Maintenance
It is the human resource department's responsibility to hire effective employees and prepare
those employees to perform assigned tasks correctly. Communication plays a key role in the
relationship.
· Effective communication can increase productivity while preventing
misunderstandings.
· Effective HR leaders listen to employee feedback as readily as they communicate HR
initiatives.
One way HR personnel can improve this two-way communication is to hold informal group
meetings where workers can ask questions or express concerns. This simple step shows workers
that their opinions are valued.
2 types of Communication
1. Verbal Communication - Message is transmitted verbally
2. Nonverbal Communication - Process of sending and receiving wordless messages
Nature and Importance of Communication
Human resources deal with an organization’s most important resource: its human capital. A
person can’t manage humans without interacting with them, and the key to effective interaction
is communication. Communication is used in human resources to relay information from
directors to employees. In an organization, communication facilitates the flow of information and
understanding between different people and departments. It is an important management function
since it bridges the gap between individuals and groups within an organization. Communication
thus helps understanding people better and creating clarity of thoughts and expression. Positive
communication practices create a work environment that reduces employee turnover.
IV. Communication Process
Reporter: Dayao,Trisha Anne C.
To interpret the intended message by the recipient, a communication process must involve the
transmission of meaningful information. The process starts with the concept of strategies by the
sender, who then communicates the message to the recipient across a channel. Within the
specified time frame, the recipient then responds with a message or sign. It makes an effort to
provide an explanation of the "what" and "how" of communication, that is, the channels and
phases of communication. Between the speaker and the listener, it is also a process of
exchanging ideas and transferring knowledge using various communication tools.
Elements of Communication
● Sender
● Message
● Encoding
● Media
● Decoding
● Receiver
● Feedback
● Noise
V. Counseling
Reporter: Coronel, Ann Eunice C.
COUNSELING is a method of understanding and helping people who have technical, personal
and emotional or adjustment problems that usually has emotional contents that an employee with
the objective of reducing it so that performance is maintained at adequate level or even improved
upon.
Purpose of Counseling
1. To give support and motivation to the employers so that their performance is maintained
or improved.
2. Problem-solving; Counselors need to identify the employees' problems so that they can
help employees cope up.
3. Less turnover rate.
Situations that call for counseling in an organization:
- mental / emotional problems and disorder ex:(anxiety and depressions)
- family and relationship issue
- addictions
- sexual abuse I domestic violence
- absenteeism
- career change and job stress
- social and emotional difficulties related to disability and illness
- adapting to life transitions
- the death of a loved one
3 TYPES OF COUNSELING
● Directive Counseling - It is full counseling. It is the process of listening to an employee's
problem, deciding with the employee what should be done and telling and motivating the
employee to do it.
● Non-Directive Counseling - In non-directive counseling, the employee is permitted to
have maximum freedom in determining the course of the interview. It is the process of
skillfully listening and encouraging a counselee to explain troublesome problems,
understand them and determine appropriate solutions.
● Participative Counseling - Both directive and non-directive methods suffer from
limitations. While the former is often not accepted by independent employees, the latter
needs professionals to operate and hence is costly
The Counseling Process is initiated and executed at the department level by the supervisor and is
not discipline. It is a face-to-face communication between the supervisor and the employee,
conducted in private, and is intended to have a constructive goal of providing feedback to the
employee to correct the problem.
BENEFITS TO THE ORGANIZATION
- Decrease costs related to turnover, burnouts, absenteeism & accident-related disability.
- Improvement in employee performance & therefore increase in productivity.
- Counselors can play the role of a business partner to manage behavioral Problems brought
about by organizational changes.
VI. Promoting a Safe Work Environment
Reporter: Subito, Margaux Marie.
A means of lowering or eliminating the risk of illness or accident among employees is workplace
safety. The primary objective of workplace safety is to protect an organization's most valuable
resource: its workforce.
Labor Welfare
Labor welfare is the voluntary efforts by the employers to provide best conditions of
employment in their own industries. Making the employees healthier, motivating them to carry
out production in a better way, maintaining their morale and loyalty, health services, paid
holidays, pension and insurance schemes, housing, transport, educational facilities and all sorts
or recreational activities.
Promoting a healthy workplace environment
One of the most crucial things that leaders can do is to foster a healthy environment.
People are encouraged and supported to perform at their highest level in a high-performance
atmosphere.
Few ideas for keeping work a healthy place
● Go Green
● Focus on the Positive
● Give away flu packs/vitamins
● Utilize wellness committee/programs
● Encourage mental health breaks
● Socially connect
● Promote wellness often
● Maintain as much normalcy as possible
The OSHS (Occupational Safety and Health Standards)
In accordance with the constitutional responsibility to protect the worker's social and
economic well-being as well as his physical safety and health, the OSHS (Occupational Safety
and Health Standards) were developed in 1978.
