Human Resource Management and Philippine Labor Law

A comprehensive vocabulary flashcard set reviewing key concepts, classifications, procedures, and legal terms in Human Resource Management and Philippine Labor Law.

Job Analysis

The process of gathering and analyzing information about the content and context of a job to understand the tasks, responsibilities, skills, knowledge, and abilities required for a specific role.

Job Description

A detailed account of the tasks, duties, and responsibilities associated with a particular job role.

Job Specification

A document specifying the qualifications, skills, and personal characteristics needed by an individual to perform a job effectively.

Job Design

The organization of tasks, responsibilities, and roles into a coherent unit of work to achieve specific organizational objectives effectively.

Job Simplification

A job design principle that involves breaking down tasks into their simplest components to improve operational efficiency.

Job Rotation

A job design principle that involves shifting employees through different tasks and assignments to reduce boredom and increase motivation.

Job Enlargement

A job design principle that involves adding more tasks and responsibilities of similar complexity to a job to increase variety and challenge.

Recruitment

The initial stage of the hiring process focused on attracting a pool of qualified applicants for job openings; derived from the 17th-century French word 'recrute' or 'recrue', meaning fresh growth or new levy soldiers.

Sourcing

The recruitment stage referring to the methods and channels used to attract potential candidates, including job postings, employee referrals, agencies, and social media platforms.

Selection

The process of choosing the most qualified candidates from the applicant pool who possess the required skills and align with the organization's culture, values, and goals.

Onboarding

The final stage of the recruitment process that introduces new hires to the team and company policies, providing orientation, resources, mentors, and training to help them succeed in their roles.

Vestibule Training

Near-the-job training conducted away from the active workplace in a replicated classroom environment, allowing workers to practice on actual equipment without interfering with production.

Refresher Training

A retraining program designed for existing employees to acquaint them with new skills, methods, and technological developments required to improve work performance or qualify for promotion.

Apprenticeship Training

A structured learning program in which an inexperienced person works under an experienced professional for a prescribed duration to learn a trade, art, or craft through practical experience.

ADDIE Model

A five-stage instructional design framework consisting of Analysis, Design, Development, Implementation, and Evaluation.

Training Needs Analysis (TNA)

The diagnostic process of identifying performance gaps and training requirements across organizational, team, and individual levels.

Level 1 Evaluation (Reaction)

The tier of the Kirkpatrick model that measures participants' initial feelings, satisfaction, and perceived utility regarding a training program, typically gathered immediately post-session using 'smile sheets' or feedback forms.

Level 2 Evaluation (Learning)

The Kirkpatrick evaluation tier that assesses the specific knowledge, skills, or attitudes acquired by participants, measured through assessments, pre- and post-tests, or instructor observations.

Level 3 Evaluation (Behavior)

The Kirkpatrick evaluation tier that examines whether participants apply what they learned on the job, evaluated 3 to 6 months post-training via surveys, job observations, or 360-degree feedback.

Level 4 Evaluation (Results)

The highest level of the Kirkpatrick model, measuring the tangible organizational impact of training, such as reduced costs, higher ROI, enhanced product quality, and fewer workplace accidents.

Four-Fold Test of Employment

The legal standard used to establish an employer-employee relationship, consisting of: (1) selection and engagement of the employee, (2) payment of wages, (3) power of dismissal, and (4) power of control.

Power of Control

The most crucial element of the four-fold test, referring to the employer's reserved right to dictate not only the final result of the work, but also the means and methods by which it is accomplished.

Legitimate Job Contracting

A legal arrangement wherein a contractor undertakes a specific job for a principal using substantial capital, establishing no direct employer-employee relationship with the principal except for joint and solidary liability for unpaid wages.

Labor-Only Contracting

A prohibited arrangement where a contractor lacks substantial capital or investment and merely supplies workers to a principal; by operation of law, the principal becomes the direct employer liable for all rightful employee claims.

Kasambahay Law (RA 10361)

The statute regulating the rights and welfare of domestic workers, guaranteeing minimum wage, food, lodging, medical care, capped daily work of 10 hours, and 4 days of paid rest per month.

Safe Spaces Act (RA 11313)

The law defining and penalizing gender-based sexual harassment in public streets, recreational areas, educational or training institutions, workplaces, and online platforms.

Night Shift Differential (NSD)

An additional compensation of at least $10\%$ of an employee's regular hourly rate for each hour of work performed between 10:00 PM and 6:00 AM.

Service Incentive Leave (SIL)

A statutory benefit granting 5 days of leave with pay for employees who have rendered at least one year of continuous service, which is commutable to cash if left unused at year end.

Wage Distortion

A condition occurring when statutory wage increases eliminate or severely compress the established pay differentials between distinct job grades based on seniority or skill.

Non-Diminution of Benefits

A labor principle under Article 100 of the Labor Code stating that benefits consistently and deliberately granted by an employer over a long period cannot be unilaterally decreased or withdrawn.

Management Prerogative

The broad discretionary right of an employer to regulate all operational aspects of employment, including hiring, work methods, discipline, transfers, and promotions, exercised in good faith.

Just Causes for Termination

Grounds for employee dismissal that are directly attributable to the fault or voluntary wrongdoing of the worker (e.g., serious misconduct, gross neglect, fraud), which carry no separation pay entitlement.

Authorized Causes for Termination

Grounds for employee dismissal arising from legitimate business necessities or statutory mandates beyond the worker's control (e.g., redundancy, retrenchment, disease), which require statutory separation pay.

Twin Notice Rule

The mandatory procedural due process requirement for just cause dismissals, consisting of a first notice to explain (with a 5-calendar-day response window), a hearing or opportunity to be heard, and a second written notice of termination.

Preventive Suspension

A temporary measure placing an employee under investigation away from the workplace without pay for a maximum of 30 days if their continued presence poses a serious threat to life or property.

Doctrine of Strained Relations

A legal rule providing that when severe antagonism and lack of trust make reinstatement untenable following an illegal dismissal, separation pay shall be awarded in lieu of reinstatement.

Facilities

Articles or services such as food and lodging provided for the benefit of the employee and their family, charged at fair and reasonable value, and deductible from wages upon written employee consent.

Supplements

Amenities or allowances provided primarily for the benefit or necessity of the employer's business operations, determined exclusively by the employer, which cannot be deducted from wages.

Economic Strike

A voluntary concerted work stoppage initiated by a certified bargaining agent to enforce economic demands, requiring a 30-day cooling-off period and observance of a 7-day strike ban, during which employees receive no pay under the 'no work, no pay' principle.

ULP Strike

An involuntary concerted work stoppage launched in self-defense against employer unfair labor practices, requiring a 15-day cooling-off period (waivable in union-busting cases) and eligible for discretionary strike duration pay.

Yellow Dog Condition

An unfair labor practice where an employer requires an individual, as a condition of employment, to promise not to join a labor organization or to renounce existing union membership.

Regular Employment

An employment status characterized by performance of activities that are usually necessary or desirable in the usual business of the employer, requiring at least 1 year of continuous or broken service.

Probationary Employment

A trial period of employment to test an employee's fitness for regular status, which as a general rule shall not exceed 6 months.

Contract Bar Rule

A rule prohibiting the filing of a petition for certification election during the 5-year lifetime of a valid collective bargaining agreement, except within the 60-day freedom period prior to its expiration.

Deadlock Bar Rule

A rule barring certification elections when a collective bargaining deadlock has been submitted to conciliation or arbitration, or has become the subject of a valid notice of strike or lockout.

Single Entry Approach (SEnA)

An administrative dispute resolution procedure granting parties a maximum of 2 sessions for conciliation and amicable settlement before an unresolved labor case is formally endorsed to the Labor Arbiter, during which lawyers are excluded.

NLRC Dispute Adjudication Case Flow

The formal labor dispute resolution pathway proceeding from SEnA mandatory conciliation to the Regional Arbitration Branch (complaint filing, summons, mandatory conference, position papers, clarification, decision) and onward to the Appellate Commission Proper upon memorandum of appeal.