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1. Why is Human Resource Management a very important part of an organization?

Human Resource Management (HRM) is an important department of an organization, that make

people who work there, responsible indirectly and directly for the company goals. (Amstrong,
In many companies now, the biggest assets are people. The Knowledge, skills, and abilities must
be used to the maximum in the organization to create value. It is very important for all companies
to manage the people within a planned and coherent framework which reflects the business
strategy. To be able to strategically managed people the human resource management plays a
vital role in organization:
a) They are in-charge of overall recruitment and training of a workforce
In collaboration with hiring managers of employers, the HR provides leadership training, teamwork
management, scheduling assistance, a systematic hiring process, recruitment planning
processes, interview expertise, selection monitoring, and more.
b) Monitors company culture
Every organization has its distinct company culture. Some organizations say that HR owns the
culture, but as in all other employee relations matters, the ownership is generally with the
management and the employees. HR must also make sure that the company culture will allow
creativity and productivity to thrive most.
c) Supervises overall talent management processes
This is one of the leading functions of the HR department. In collaboration with other managers,
HR is on top of management development, performance management, succession planning,
career paths, and other aspects of talent management. HR can't do it alone and relies heavily on
managers and executive staff to help plan and execute the strategies. However, HR has to bring
new ideas and effective practices into the organization.
d) Develops standardized, fair, and strategic compensation plan
The HR department is knowledgeable in terms of rules and policies involving pay depending on
city, state, or region. This must be applied when trying to evaluate salary grades for all levels of
the organization. They provide guidance to managers as they determine the salary ranges within
their organizations.
e) Finds out, recommends, and implements employee benefits and compensation programs
that would help attract and retain superior employees
HR keeps track of these trends especially regarding employee benefits and compensation perks.
They are also responsible for controlling costs and considering various options before
recommending adoption of such.
f) Recommends and implements HR strategies in the organization
HR must always merge the current with future goals. This must be aligned to make sure that the
momentum does not slow down or decrease at some point. If your organization is changing
direction, developing new products, changing mission, vision, or goals, HR must lead the way
with employee programs and processes. They must supervise with expansion and growth in mind
at all times.
g) Ensures an active workplace environment complete with events, celebrations, field trips,
celebrations, and team building activities
HR should be able to actively engage and keep employees nurtured and happy in the work
environment. HR is generally responsible for monitoring the budget and providing committee
oversight in terms of these activities planned and implemented in the calendar year.
h) Be proactive in terms of resolving issues or conflict within the organization or mapping out
an effective approach to enhancing work productivity in the workplace
Conflicts are part of any healthy and robust organization. Not everyone would feel the same way
with each other but they need to develop effective working relationships for contributions and
productivity. HR can help by knowing the players and taking on the necessary role of advocate,
coach and/or mediator.
2. Explain the philosophy that compares Personnel Management from Human Resource

Philosophy explain that Personnel Management is traditional work orientation with

priorities on organization and management welfare mainly for profit and people is
considered as an expense and factor of production while the Human Resource
Management is considered as an investment and a resource.

The scope of personnel management is limited and in approach wherein workers are
viewed as a tool. The behavior of the worker can be manipulated as per the core
competencies of the organization and are replaced when they are worn-out. On the other
hand, human resource management has a wider scope and considers employees as the
asset to the organization. It promotes mutuality in terms of goals, responsibility, reward
etc. that will help in enhancing the economic performance and high level of human
resource development.

3. Discuss the five (5) functions of Human Resource Management

a. Job Organization and Information
Delineates the different departments, division, sections and units considering its
philosophy, resources and needs of the organization.
It is the analysis and evaluation of each job that exists within the organization.
It is detailed, organized, and systematic study of jobs.
b. Acquisition of Human Resource
This function involves the planning of the human resource for the entire company.
It involves two processes to acquire the human resources:
i. Recruitment is a process by which organizations locate and attract
individuals to fill job vacancies.
ii. Selection is a process of measurements, decision, making and
c. Maintenance
For maintaining the people HRM should go for some method of providing a good
compensation package, fair performance evaluation, assistance to managers for the
movements of employees, loans and benefits administration, safe and healthy work
place, labor relation & collective bargaining.
It deals also with the budget preparation for HRM operations.
d. Development
After selecting and recruiting individuals in the right position of the organization the
next function is to train and develop them, so that they can become efficient
employees and work toward the achievement of the organization goal.

e. Research
Preparation of possible research projects on human resources that can be
conducted by the organization and by external groups.
Conduct of the research studies on human resources of the entire organization.
Indorse to top management some external organizations that can be
commissioned to conduct studies that the organization itself may not be able to
Acts as information group to external research groups.
Help the Information Division and/or Public Relations Division put out some
paper/information materials on human resources policies, practices, programs and
Budget preparation for the program.
4. Discuss the importance of Human Resources Development.
Human resources development (HRD) refers to the vast field of training and
development provided by organizations to increase the knowledge, skills, education,
and abilities of their employees. In many organizations, the human resources
development process begins upon the hiring of a new employee and continues
throughout that employee's tenure with the organization.

Many employees come into an organization with only a basic level of skills and
experience and must receive training to do their jobs effectively. Others may already
have the necessary skills to do the job, but don't have knowledge related to that
organization. HR development is designed to give employees the information they
need to adapt to that organization's culture and to do their jobs effectively.

Human resources development can be viewed, in some ways, in the same manner
that a coach views his athletic team. While a coach may recruit players who already
have some skill and ability, the point of continued practice is to strengthen those skills
and abilities and make even better athletes.

HR development has the same goal: to make better employees. The purpose of HR
development is to provide the 'coaching' needed to strengthen and grow the
knowledge, skills, and abilities that an employee already has. The goal of development
and training is to make employees even better at what they do.
5. Give some issues in Human Resource Management along its role in an organization.

The rapidly transforming business landscape means that there are currently many human
resource management challenges which will continue to evolve for years to come:

a. The Role of Human Resources in an Organization

Is human resources management role is limited to the accomplishment of an
organization’s goal or should it encompass society’s goal?

b. Organizational Structure
How can the Human Resource Department be specifically positioned within the

The ultimate challenge for HR professionals is understanding the corporate landscape

of the future. As industries and technologies evolve, new generations enter the
workforce, and globalization creates increased competition, it will be the human
resource issues that make or break a company.

By remaining relevant, and continuously identifying and addressing human resource

challenges, companies will empower their greatest asset, their people, towards
sustainable success.