ORGANIZATION

 A realization that material resources cannot be a substitute for the human resources.
 Its goal is to become unattainable without the knowledge and information supplied by the
human resources.

HUMAN RESOURCE

 It provides the best facilities, giving their needs, desires and professional growth just to
retain staff.

CONTEMPORARY HUMAN RESOURCE MANAGEMENT

 People in this organization are the sources of knowledge and information as well as the
competitive advantage.
 Understood as part of the legal enforcement arm of the organization.
 Roles way back 80’s and 90’s became so visible among several companies that they fail
to compete effectively in the global market.

ORIGIN OF THE HUMAN RESOURCE FUNCTION

1. The book PERSONNEL MANAGEMENT (Scott Clothier, 1923) emphasized how to match
a person’s skills and aptitudes with the requirement of the job.
2. During this period the Theory of Maslow was popularized on the hierarchy of human
needs, and Douglas McGregor created his Theory X and Theory Y framework.
3. The Personnel department (1930-1940) was created by growing companies to make
specialized units cope with their increasing hiring needs, deal with the government policies
and provide programs to deal with and settle behavioral issues and concerns.

HUMAN RESOURCE MANAGEMENT IN THE ELECTRONIC PERIOD

 Rapid changes in technology also affected how to manage human resources.

 It certainly affects how the Human Resource Management systems are delivered.
 Training programs are now available from vendors and are provided to employees online;
and information on benefits is also given.
 This advancements had made HRM easier but complicated to others.
 They addressed organization’s needs for more specialized employees, called knowledge
workers.

RECENT HUMAN RESOURCE CHALLENGES

1. ECONOMIC RECESSION
♦ All these scenarios greatly affect HRM functions especially in determining how and when
layoff take place, the filing of application for unemployment, the workers’ notice of
business closure and the case of mergers or acquisitions.

2. STRESS MANAGEMENT
♦ Stressors both within or outside of work can be manifested in the job performance and HR
manager has profound role to refrain or regulate its impact resulting in from low-employee
morale.

3. CORPORATE GOVERNANCE
♦ It covers from the paperless communication of organization and designing buildings
friendly to the internal and external environments.
♦ Happy and contented workers in a green environment enhance profitability.