Human Resource Management, EEO Laws, and Employment Stages

Vocabulary flashcards covering key Equal Employment Opportunity (EEO) legislation in the Philippines, stages of the employment cycle (pre-hiring, hiring, post-hiring), HR roles, and organizational ethics.

Equal Employment Opportunity (EEO)

The concept and practice ensuring all employees are treated fairly in employment decisions, including hiring, promotion, termination, and compensation, based on merit regardless of protected personal characteristics.

Protected Classification

Demographic categories protected by Equal Employment Opportunity laws, including age, gender, skin color, ethnicity, and physical or mental disability.

Protected Groups

Specific sub-groups defined under protected classifications, such as White, Black, or Brown skin color categories, that are legally shielded from employment discrimination.

Affirmative Action

A set of HR policies designed to create equal opportunities for underrepresented groups, reduce inequities in employment, education, and income, and foster workforce diversity.

Republic Act No. 7277

An act providing for the rehabilitation, self-development, and self-reliance of disabled persons and their integration into the mainstream of society in the Philippines.

Quid Pro Quo Sexual Harassment

Sexual harassment (meaning 'this for that' in Latin) occurring when employment, pay, benefits, title, position, or advancement opportunities are made conditional on submission to unwelcome sexual advances.

Hostile Environment Sexual Harassment

Sexual harassment occurring when an employee experiences unwelcome sexual advances, innuendos, or offensive language that creates an intimidating or inappropriate workplace environment.

Republic Act 11313 (Safe Spaces Act)

A Philippine law defining and penalizing gender-based sexual harassment in streets, public spaces, online platforms, workplaces, and educational or training institutions.

Wage Rationalization Act of 1989 (RA 6727)

A Philippine law aimed at rationalizing minimum wage determination and promoting productivity improvement and gain-sharing to ensure a decent standard of living for workers.

Women in Development and Nation Building Act, 1992

A Philippine law recognizing the role of women in nation-building and guaranteeing fundamental equality before the law between women and men.

Act to Regulate the Employment of Women and Children (1952)

A Philippine law prohibiting women from prolonged standing, heavy lifting, and night work, while mandating rest periods, non-discrimination in pay, and maternity leave benefits for the first four deliveries.

Migrant Workers and Overseas Filipinos Act of 1995 (RA 8042)

A Philippine law enacted in June 1995 to establish overseas employment policies and safeguard the welfare of migrant workers and their families in distress.

Magna Carta of Public Health Workers (RA 7305)

A Philippine law enacted on March 26, 1992, to enhance public health awareness, improve health workers' social and economic well-being, and encourage retention in government service.

Local Government Code of 1991 (RA 7160)

A law effective January 1, 1992, defining the powers and structure of local governments in the Philippines, including Section 41c which allocates seats for women in all local legislative assemblies nationwide.

Executive Order No. 117

A Philippine executive order declaring state policy to promote equal access to education for all citizens as an instrument for national development and cultural unity.

Republic Act 6728 (1989)

A Philippine act granting financial assistance, tuition fee supplements, scholarships, and tuition waivers to support deserving students and teachers in private education.

General Appropriations Act of 1995 (RA 7845)

The Philippine operational budget law that introduced the Gender and Development (GAD) budget policy, also known as 'The Women's Budget', to fund gender advocacy programs.

Labor Code of the Philippines

The legal code governing employment practices and labor relations in the Philippines, enacted through Presidential Decree No. 442 on May 1, 1974.

Human Resource Planning (HRP)

A pre-hiring HRM practice that helps managers determine the exact number and type of personnel required within a specific timeframe to match organizational goals and prevent staffing shortages or surpluses.

Job Analysis

A pre-hiring systematic procedure for collecting, interpreting, and storing information about specific jobs to establish work content, duties, and required candidate qualifications.

Recruitment

A hiring stage activity focused on identifying and attracting eligible external or internal job seekers to apply for open organizational positions.

Selection

The hiring stage process of evaluating and choosing the most qualified candidate from an applicant pool in alignment with legal standards and job requirements.

Training

A post-hiring learning activity aimed at providing employees with immediate skills and knowledge required to improve performance in their current roles.

Development

An extensive post-hiring learning process designed to prepare employees for upward career movement and executive responsibilities across the organization.

Appraising and Managing Performance

The post-hiring practice of measuring employee work performance against organizational standards to provide feedback and implement reinforcing or corrective measures.

Compensation

The total pay (wage or salary) and financial benefits provided to employees by an employer in exchange for work services rendered.

Benefits

Non-wage compensation items provided to employees, divided into legally mandated provisions (e.g., paid leaves) and voluntary company perks (e.g., allowances and discounts).

HR Generalist

An HR practitioner, common in small to medium organizations, responsible for executing all core HRM functions across the employment cycle.

HR Specialist

An HR practitioner, typical in larger companies, who focuses on a single dedicated HRM function such as recruitment, training, or benefits administration.

Workplace Ethics

The formal rules, guidelines, and moral principles that define acceptable and unacceptable conduct for employees and HR professionals within an organization.