Junelle Joy C.

Argueza
Educ205: Human Resource Management

EDUC 205
HUMAN RESOURCE MANAGEMENT

Activity 1

1. Give your comprehensive answers on the following:

A. Scope of human resource management
 Personnel aspect
- Concerned with manpower planning, recruitment, selection, placement,
transfer, promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity.

 Welfare aspect
- It deals with working conditions and amenities such as canteens, rest
and lunch rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities.

 Industrial relations aspect

- This covers union-management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures, settlement of
disputes.
* From time an individual enters into an organization until he or she leaves
comes under the purview of HRM.

B. Functions of human resource management

 Managerial Functions
 Planning, organizing, directing, controlling

 Operative Functions
 Staffing – job analysis, HRP, recruitment, selection, placement,
induction, internal mobility
 Development – competency profiling, training and development,
performance and potential management, career management,
360degree feedback
 Compensation & Motivation – job design, work scheduling, job
evaluation, compensation administration, incentives and benefits
 Maintenance – health, safety, welfare, social security
 Integration – employment relations, grievance, discipline, trade unions,
participation, collective bargaining
 Emerging issues – HRIS, HR audit, HR scorecard, International HRM,
Workforce diversity
C. Process of human resource management
1. Analysis of internal factors: current and expected skill needs, vacancies
and departmental expansions and reductions.
2. Analysis of environmental factors: labor markets, use of computers to
build and maintain information about employees.
3. Integrated with strategic plans: must be based on the most accurate
information available; a clear plan must be developed with associated
time-spans and scope of activity.
4. Current Assessment: job analysis, job description, job specification
5. Meeting Future Human Resource Needs
6. Recruitment & Decruitment
7. Selection
8. Orientation
9. Training
10. Employees performance management
11. Compensations and benefits

D. Importance of human resource management

 Staff is the most important resource of an organization.
 Human resource is the key ingredient to success.
 “Human resource” creates organizational accomplishments and
innovations.

E. Definitions of human resource management

 Human resource management (HRM) is a strategic and coherent approach
to the management of an organization’s most valued assets – the people
working there who individually and collectively contribute to the
achievement of the objectives.
 HRM is the function within an organization that focuses on recruitment of,
management of, and providing direction for the people who work in the
organization.

F. Evolution of human resource management

 Industrial revolution
- The seed of HRM were sown during Industrial revolution 1850’s in
Western Europe and USA. The wind gradually reached to India in
beginning of 20th century. During this period: machines were brought
in; technology made rapid progress; workers were treated like machine
tools; employers were keen to meet production targets rather than
satisfy workers; government did very little to protect the interests of
workers.

 Trade Unionism
 - This was the period when state intervention to protect the worker’s
interest was felt necessary. During this period: workers started to form
their associations; trade union act, 1926 was passed in India
 Social Responsibility era
- Robert Owen, a British industrialist is considered to be the first to
adopt humanistic and paternalistic approach. He viewed that the social
and economic environment influence the physical, mental, and
psychological development of workers.

 Scientific Management era

- This concept was introduced by Fredrick Winslow Taylor in USA
early in 20th century. He developed following four principles: use of
scientific methods in setting work standards; scientific selection and
placement of workers best suited for the tasks. Also provision for
training; clear cut division of work and responsibility between
management and workers; harmonious relations and close cooperation
with workers.

 Human relations era

- This particular period focused on the feelings, attitude and needs of
the workers as human beings.

 Behavioral science era

- It was concerned with social and psychological aspects of human
behavior.

 Systems approach era

- Technical subsystems: formal relationships
- Social subsystems: informal group relations
- Power subsystems: exercise of power

 Contingency approach era

- According to contingency, the best way to manage varies with
situation. There may not be the universal way of managing all the
situations. It is imperative for managers to analyze different situations
and then use the best suitable in that particular situation.

G. Purpose of human resource management

 Internal Customer Management
- HR management defines and implements the process and policies
necessary to attract, recruit and retain a quality work force.
 Metrics
- Effective HRM interacts with all levels of employer organization.
 Staffing
- Hiring and retaining the best employee is a major responsibility of
human resource management.
  Benefit of Management
- Benefits may include health insurance, retirement plans, paid time off,
leave of absent and disability.
 Compensation
- Includes wages and salary, incentives programs, bonuses and stock
options paid to employees.
 Employee Relations
- Maintaining good relations between employer and employee.
 Cultural Sensitivity
- HR management maintain cultural awareness. Hiring candidates from
one part of the world for relocation to another requires an
understanding of visas, contracts and etc.
 Laws
- Retirement plans, benefits and conflict resolution fall within the human
resource manager’s domain. Writing, updating and distributing the
company’s employee handbook, with the input of the firm’s lawyers, is
an HRM duty.

2. Difference between personnel management and human resource management

Dimension Personnel Management Human Resource Management
1. Employment Careful delineation of written Aim to go beyond contract
Contract contract
2. Rules Importance of guiding clear Can do outlook, impatience with rule
rules
3. Behavior Referent Norms/customs/practices Values/mission
4. Managerial Task Monitoring Nurturing
5. Management Role Transactional Transformational leadership
6. Communication Indirect Direct
7. Conflict Handling Reach temporary truce Manage climate and culture
8. Focus of attention for Personnel procedures Wide ranging cultural, structural &
interventions personnel strategies
9. Shared Interests Interests of the organization Mutuality of interests
are uppermost