Republic of The Philippines ISO 9001: 2015 CERTIFIED

Republic of the Philippines
ISO 9001: 2015 CERTIFIED
Student’s Module
____________________________
Name of Student
____________________________
Year & Section
Main Campus, P. Inocentes St., P.I. Garcia, Naval, Biliran Province, Philippines 6560
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SUC Level III-A (Per DBM-CHED Joint Circular #B dated June 21, 2007
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Overview of the Module
I Purpose of the Module
This module is intended to you first year students taking up Bachelor of Science in
Business Administration. This will help you a lot in understanding the concepts and
principles about managing people in the business firm and in preparing yourself to
be future managers.
II Module Title and Description
This module will provide you with a comprehensive introduction to Human Resource
Management (HRM) by exploring its origin as well as its functions and
corresponding practices and processes and how it contributes to the success of the
business. This module aims to help first year students like you to have a deeper
insight into the HR’s crucial role in the management of people and how they
contribute to the overall success of the business organization.
WEEK TOPICS TEACHING-LEARNING ACIVITIES

I. Introduction to Human Students will be given a pre-recorded
Resource Management video discussion regarding the
A. Evolution of Human Resource topics.
Management
B. Importance of Human
Resource Management to the
business organization
C. The HRM Model
III Module Guide

The key to successfully finish this module lies in your hands. This module was
prepared for you to learn diligently, intelligently, and independently. As would be
business administration professional, doing these will greatly help and prepare you
to become a great entrepreneur with knowledge in Human Resource Management.
Aside from meeting the content and performance standards of this course in
accomplishing the given activities, you will be able to learn other invaluable learning
skills which you will be very proud of as a responsible learner. The following guides
and house rules will help you further to be on tract and to say at the end of the
module, “I did well.”
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1. Schedule and manage your time to read and understand every part of the module.
Read it over and over until you understand the point.
2. Study how you can manage to do the activities of this module in consideration of
your other modules from other courses. Be very conscious with the study
schedule. Post it in a conspicuous place so that you can always see. Do not ask
about questions that are already answered in the guide.
3. If you did not understand the meanings and other tasks, re-read, and have focus.
If this will not work, engage all possible resources. You may ask other family
members to help you. If this will not work again, text me first so that I can call you
or text you back for assistance.
4. Do not procrastinate. Remember, it is not others who will be short-changed if you
will not do your work on time, it will be you.
5. Before you start doing your task, read and understand the assessment tools
provided. Do not settle with the low standards, target the highest standards in
doing your assigned tasks. I know you can.
6. You are free to browse and read the different units of the module even prior to
doing the tasks in each unit. However, you need to ensure that you will not miss
any part of the module and you will not miss to accomplish every activity in every
unit as scheduled.
7. Before the end of the midterms, you will be tasked to send back through
correspondence the accomplished and scheduled modules for midterms to me.
Make sure you will follow it up with me through text or any other media available
for you.
8. While waiting for my feedback of your accomplished modules, continue doing the
task in the succeeding units of the module that are scheduled for the finals.
9. If needed, do not hesitate to keep in touch with me through any available means.
Remember, if there is a will, there is a way.
10. In answering all the assessment and evaluation activities, write legibly. It will help
if you will not write your answers in the module if you are not yet sure of your
answers. You must remember that all activities in the module are academic
activities which mean that the relevant academic conventions apply. Think before
you write.
11. This module is guided by 4A’s Pedagogy model of learning. Every Unit of this
module has different kinds of activities that aims to provide a meaningful learning
experience for the students, namely:
o Activity- are opening activities at the start of every unit. It gives you an idea
of what to expect and to motivate you to read and learn more.
o Analysis- are review questions that allows to test if you were able to
understand the topic discussed.
o Abstraction- are activities that allows you to think beyond what is said in the
text.
o Application- are activities that let you use what you have learned to the real
world.
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IV Module Outcomes
At the end of this module, you must be able to explain basic understanding on
HRM functions, processes and importance to the business organization.
TOPICS INTENDED LEARNING COURSE OUTCOME

OUTCOME (ILO) (CO)
Unit I. Introduction to Explain basic understanding Develop a human

Human Resource on HRM, functions, processes resource plan (HRP) of a
Management and importance to the hypothetical business
business organization. entity anchored on
A. The Human human resource
Resource management principles
Management and processes
and its Evolution
B. Importance of
HRM to the
business
organization
C. The HRM Model
V Module Requirements
You are required to submit your answers and be able to pass the required
assessment or evaluation activities provided in this module.
Course Pre-Test
Name: ____________________________ Score: __________

Section: ___________________________ Date: ___________
Instruction: Choose the BEST answer.
1. ________________ is an organizational function of handling one of the most

valuable assets in the organization- its employees.
A. Management B. Financial Management C. Human Resource

Management
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2. ________________ is the systematic process of planning, organizing, leading and

controlling all activities in an organization for the realization of certain objectives.

Management
3. ________________ is the process of encouraging job applicants to seek

employment in the organization.
A. Recruitment B. Selection C. Placement D. Orientation
4. ________________ is the process of choosing among available applicants the

individuals who are most likely to successfully perform a job.
5. ________________ is a process of assigning a specific job to each of the selected

candidates. It involves assigning a specific rank and responsibility to an individual.
6. ________________ This term refers to the assistance given by the human

resources department to the newly hired employee with basic background information
about the firm, its culture and the job.
7. ________________ refers to the upward movement of employees in an

organization from lower level jobs to higher level jobs involving increases in duties and
responsibilities, higher pay and privileges.
A. Promotion B. Demotion C. Transfer D. Separation
8. ________________ refers to the movement of an employee to a lower-level job

involving fewer skills and responsibilities in the company.
9. ________________ the reassignment of an employee to a job with similar pay,

status, duties and responsibilities or the horizontal movement from one job to another.
10. ________________ This is putting an end to the employer- employee relations

initiated by the employer with prejudice to the employee due to inability to meet the
company’s standard of performance and violation of company rules & regulations.
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Key Terms
 Human Resource Management- is the organizational function of managing

and handling one of the most valuable assets of the organization- its
employees.
 ADMU Model- Human Resource Management is composed of four main
functions, namely: Acquisition, Development, Maintenance and Utilization of
Human Resource.
 4M’s of Resources- Men, Money, Materials, Methods

 Human Resource Planning – an HR major activity by which a company
ensures that it has the right number of people in the right place and at the right
time.
 Job analysis (JA) – an HR major activity which refers to a systematic study of

work requirements.
 Job Description (JD) – is a written statement of a specific job, based on the
findings of a job analysis.
 Job Specification (JS) – is a statement of employee characteristics and
qualifications required for satisfactory performance of defined duties and tasks
comprising a specific job or function. Job specification is derived from job
analysis.
 RECRUITMENT- is the process of encouraging job applicants to seek

 SELECTION -. The process of choosing among available applicants the
 PLACEMENT- is a process of assigning a specific job to each of the selected
candidates. It involves assigning a specific rank and responsibility to an
individual.
 Orientation - This term refers to the assistance given by the human resources
department officer to the newly hired employee
 Training - is the systematic development of attitudes, knowledge, skills and
behavior pattern required for the adequate performance of a given task.
 Development – refers to the process by which the actual and potential labor
force is made to systematically acquire greater knowledge, skills or capabilities
for the nation’s economic and social growth
 Performance Appraisal- is a systematic evaluation of work of an individual
employee.
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 Changes in Personnel Status- the movement of employee’s position in the

form of promotion, demotion, transfer or separation.
 Promotion- Refers to the upward movement of employees in an organization

from lower level jobs to higher level jobs involving increases in duties and
 Demotion- Refers to the movement of an employee to a lower-level job

 Transfer- The reassignment of an employee to a job with similar pay, status,

duties and responsibilities or the horizontal movement from one job to another.
 Employee Separation- Different kinds of separations occur depending on

whether the employee or the employer decides to terminate the employment
relationship.
 Lay- off- This is the separation of an employee initiated by the employer due to
business recession/industrial depression, seasonal fluctuation, technological
advances and organizational restructuring.
 Resignation- This is when employees voluntarily decide to end their

employment with an organization due to, job Mismatch/Dissatisfaction,
Incompetent Compensation, No Security of Tenure, Other Employment
Opportunities and Group Cohesion.
 Termination- This is putting an end to the employer- employee relations

initiated by the employer with prejudice to the employee due to inability to meet
the company’s standard of performance and violation of company rules &
regulations.
 Turn- over- This happens when a newly hired employee quits his job in less
than a month only.
 Retirement- This is when employees reach 60- 65 years old and shall be entitled to
retirement benefits
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UNIT 1 Introduction to Human Resource Management
Lesson 1: THE HUMAN RESOURCE MANAGEMENT AND ITS

EVOLUTION
Learning Outcomes: At the end of the lesson, you will be able to:
1. Define Human Resource Management
2. Explain the evolution of HRM
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Activity:
If you were to start a business, what could be the possible resources you
will need? Supply your answer by changing the question marks into words
inside the boxes below. Clue: All resources starts with letter “M”.
Your Business
? ? ? ?
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The 4M’s of Resources
_________ is also a major and very important input of business because the
company makes use of it as the main fuel to run the business machine. ________ or
financial resources is the main reason why there is a business. Proper management
of financial resources is one of the main concerns of the business managers and
owners.
__________ inputs are all the tangible things use by the organization to run the
business; these are the physical resources of the company in forms of land, building,
machines, equipment, raw materials and supplies. Proper management of physical
assets is very important in running the business.
__________ are also very important inputs. The company needs relevant ideas
in order to run the business well. _______ also known as informational resources
are company assets being used by the managers for managing the affairs of the
organization. Business ideas such as; strategies, tactics, policies, rules, procedures,
and other information are gathered and used by the organizations for their advantage.
__________ is the Most Important Element in Management. People make the

organization. No matter how much capital do you have if there are no people in-charge
to handle it properly, it will be tantamount to nothing. The functions of an organization
revolve around people. In fact, the success of any business defends wholly on the
ability of people in its role. ________ become part of the company as the human
resources which believe to be the most important assets of every organization
because they are the one who control and process all other resources in order to
accomplish the company goals or purposes.
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The Human Resource Management

(HRM)- is the organizational function of
managing and handling one of the most
valuable assets of the organization- its
employees. It tackles various undertakings
performed by a business firm to make
certain that workers are handled and
managed as human beings worthy of
respect and compassion throughout their
employment cycle.
Human resource management (HRM) is the

effective management of people at work. It
examines what can or should be done to
make working people more productive and
satisfied. People, human talent, employees
are assets not liabilities, being in the people
business — these words and thoughts are
common in modern society. Terms such as
personnel, human resource management,
industrial relations, and employee development are used by different individuals to
describe the unit, department, or group concerned about people. The term human
resource management is now widely used, though a few people still refer to a
personnel department. In order to be current, the term human resource management
will be used throughout the module. It is a term that reflects the increased concern that
both society and organizations have for people. Today, employees— the human
resource—demand more of their jobs and respond favorably to management activities
that give them greater control of their lives.
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Evolution of Human Resource Management
The history of HRM can be traced to

England, where masons, carpenters,
leather workers, and other
craftspeople organized themselves
into guilds. They used their unity to
improve their work conditions. The
field further developed with the arrival
of the Industrial Revolution in the
latter part of the 18th century, which
laid the basis for a new and complex
industrial society. In simple terms, the
Industrial Revolution began with the substitution of steam power and machinery for
time-consuming hand labor. Working conditions, social patterns, and the division of
labor were significantly altered. A new kind of employee—a boss, who wasn’t
necessarily the owner, as had usually been the case in the past—became a power
broker in the new factory system. With these changes also came a widening gap
between workers and owners. Scientific management and welfare work represent two
concurrent approaches that began in the 19th century and, along with industrial
psychology, merged during the era of the world wars. Scientific management
represented an effort to deal with inefficiencies in labor and management primarily
through work methods, time and motion study, and specialization. Industrial
psychology represented the application of psychological principles toward increasing
the ability of workers to perform efficiently and effectively. The renowned father of
scientific management was Frederick W. Taylor. An engineer at Midvale Steel Works
in Philadelphia from 1878 to 1890, he studied worker efficiency and attempted to
discover the “one best way” and the one fastest way to do a job. He summarized
scientific management as (1) science, not rules of thumb; (2) harmony, not discord;
(3) cooperation, not individualism; and (4) maximum output, not restricted output.
Whereas scientific management focused on the job and efficiencies, industrial
psychology focused on the worker and individual differences. The maximum well-
being of the worker was the focus of industrial psychology. Hugo Munsterberg and his
book Psychology and Industrial Efficiency initiated in 1913 the field of industrial
psychology. The book served as a stimulus and model for the development of the field
in the United States and Europe. The drastic changes in technology, the growth of
organizations, the rise of unions, and government concern and intervention concerning
working people resulted in the development of personnel departments. There is no
specific date assigned to the appearance of the first personnel department, but around
the 1920s more and more organizations seemed to take note of and do something
about the conflict between employees and management. Early personnel
administrators were called welfare secretaries. Their job was to bridge the gap
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between management and operator (worker); in other words, they were to speak to
workers in their own language and then recommend to management what had to be
done to get the best results from employees. Another early contributor to HRM was
called the human relations movement. Two Harvard researchers, Elton Mayo and Fritz
Roelthisberger, incorporated human factors into work. This movement began as a
result of a series of studies conducted at the Hawthorne facility of Western Electric in
Chicago between 1924 and 1933. The purpose of the studies was to determine the
effects of illumination on workers and their output. The studies pointed out the
importance of the social interaction and work group on output and satisfaction. The
human relations movement eventually, around the mid-1960s, became a branch of
and a contributor to the field of organizational behavior. The early history of personnel
still obscures the importance of the HRM function to management. Until the 1960s, the
personnel function was considered to be concerned only with blue-collar or operating
employees. It was viewed as a record-keeping unit that handed out 25-year service
pins and coordinated the annual
company picnic. Peter Drucker, a
respected management scholar and
consultant, made a statement about
personnel management that reflected
its blue-collar orientation. Drucker
stated that the job of personnel was
“partly a file clerk’s job, partly a
housekeeping job, partly a social
worker’s job, and partly firefighting,
heading off union trouble.”
The Generation of Workforce:
Traditionalists: born between 1925- 1945

Baby Boomers: born between 1946- 1964
Generation X: born between 1965- 1980
Millennials: born between 1981- 2000
Generation Z: born between 2001- 2020
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Analysis:
Base on your readings above, can you answer these following questions?
1. What are the resources you need in putting up a business? Enumerate

and explain in your own words each of the 4Ms of Resources
Answer:
2. What is the most important resource in the business organization?

Support your answer.
Answer:
3. In your own words, what is Human Resource Management?

Answer:
4. Identify significant persons and their contribution to the development of

Human Resource Management
Answer:
5. Make a summary of the Evolution of Human Resource Management

Answer:
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Lesson 2: Importance of Human Resource Management

Learning Outcomes: At the end of the lesson, you will be able to explain the
importance of Human Resource Management
Why Study Human Resource Management?
To Entrepreneurs: The study of HRM will give these enterprising individuals useful
insights and a thorough understanding of employment and a broader idea about
various human resource practices in order to meet present and future challenges head
on.
To Employees: it is essential for employees to understand HR management so they

may gain a better understanding of their rights and privileges as thinking, feeling and
doing individuals in an organization.
To Supervisors and Leaders: a good manager should always bear in mind that every
HR decision they make and policies they formulate should be anchored to what the
job requires and not on certain biases. Studying HRM can provide supervisors and
leaders a competitive edge, especially in the aspect of recruitment.
To the Business Organization:

“HR management is now a future-oriented process. As delivery lead, I oversee hiring
and work hand-in-hand with HR to enable growth strategies. Having the right people
in place means companies can address and solve business problems and meet major
long-term business objectives.”----- Fiona Remly, Vice President of Global Agency
Delivery Services for Rational Interaction
“Without an efficient workforce, organization lose their ability to compete, both locally
& internationally, eventually leading to poor organizational performance and thus
ending up with little or no economic success”.--- Tomaka, 2011
“Human resource today in modern times have become the most important resource
for the firms to obtain strategic advantage over the other firm”.--- Dany et al 2008
“In the future, HR management will emerge as a well-established, well respected and
well rewarded profession comparable to other established professions”.---
International Journal for Research & Development
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Managers are aware that HRM is a strategic function that must play a vital role in the
success of organizations. HRM is no longer an afterthought, a limited service, or a unit
to be tolerated. It is an active participant in charting the strategic course an
organization must take to remain competitive, productive, and efficient. Managers
constantly face HRM issues, challenges, and decision making. Each manager must
be a human resource problem solver and diagnostician who can deftly apply HRM
concepts, procedures, models, tools, and techniques. Human resource management
is clearly needed in all organizations. Its focal point is people; people are the lifeblood
of organizations. Without them, there is no need for computer systems, compensation
plans, mission statements, programs, strategic planning or procedures. Because HRM
activities involve people, the activities must be finely tuned, properly implemented, and
continuously monitored to achieve desired outcomes. The uniqueness of HRM lies in
its emphasis on people in work settings and its concern for the well-being and comfort
of the human resources in an organization.
Lesson 3: The ADMU Model of HRM.
Learning Outcome: at the end of this lesson, students will be able to know the functions
and different processes of Human Resource Management.
The ADMU Model of HRM- to easily and better understand Human Resource
Management, Dr. Crispina R. Corpuz has developed a model which covers the
functions of HRM with their corresponding processes.
HUMAN RESOURCE MANAGEMENT
Acquisition Development Maintenance Utilization
Orientation
HR Planning Morale & Motivation
Training & 1. Career
Job Analysis Employee Benefits
Development Development
Recruitment Wage & Salary
Performance 2. Trends in
Selection Administration
Appraisal Human Resource
Placement Occupational Health
Changes in Management
& Safety
Personnel Status
Objective: Increase Productivity of Human Resource
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Human Resource Management (HRM) is consist of four major functions namely:

Acquisition, Development, Maintenance and Utilization of Human Resource, wherein
each major function has its different activities to be undertaken (Dr. Corpuz, 2006).
1. Acquisition of Human Resource

HR Planning
Job Analysis
Recruitment
Selection
Placement
2. Development of Human Resource

Orientation
Training & Development
Performance Appraisal
Changes in Personnel Status
3. Maintenance of Human Resource

Morale & Motivation
Employee Benefits
Wage & Salary Administration
Occupational Health & Safety
4. Utilization of Human Resource

Career Development
Trends in Human Resource Management
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Abstraction:
Make a diagram of your own choice emphasizing the different functions and activities
of Human Resource Management
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Application:
Interview an HR manager/business owner/entrepreneur in your local area and ask
about how important human resource/manpower is to their business. You may also
include some of their strategies on how they manage their human resources. Post your
activity below.
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Course Post-Test
Name: ____________________________ Score: __________

Section: ___________________________ Date: ___________
Instruction: Choose the BEST answer.
1. ________________ is an organizational function of handling one of the most

valuable assets in the organization- its employees.

Management
2. ________________ is the systematic process of planning, organizing, leading and

controlling all activities in an organization for the realization of certain objectives.

Management
3. ________________ is the process of encouraging job applicants to seek

4. ________________ is the process of choosing among available applicants the

5. ________________ is a process of assigning a specific job to each of the selected

candidates. It involves assigning a specific rank and responsibility to an individual.
6. ________________ This term refers to the assistance given by the human

resources department to the newly hired employee with basic background information
about the firm, its culture and the job.
7. ________________ refers to the upward movement of employees in an

organization from lower level jobs to higher level jobs involving increases in duties and
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8. ________________ refers to the movement of an employee to a lower-level job

9. ________________ the reassignment of an employee to a job with similar pay,

status, duties and responsibilities or the horizontal movement from one job to another.
10. ________________ This is putting an end to the employer- employee relations

initiated by the employer with prejudice to the employee due to inability to meet the
company’s standard of performance and violation of company rules & regulations.
Summary
 The 4M’s of Resources
 The Human Resource Management (HRM) and its Evolution
 Importance of Human Resource Management Functions
 The ADMU Model of HRM
Suggested Readings:
https://www.humanresourcestoday.com/
https://www.smartsheet.com/human-resource-management
https://www.hrtechnologist.com/articles/learning-development/best-human-resource-books/
https://courses.lumenlearning.com/atd-baycollege-introbusiness/chapter/reading-human-
resource-management/
https://open.umn.edu/opentextbooks/textbooks/71
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Rubric Used in the Assessment
Poor 1-5 points Fair 6-10 points

Good 11- 15 Excellent 16- Score
points 20 points
Content Does not Demonstrations Demonstrates Demonstrates
demonstrate limited comprehension mastery of
comprehension comprehension of core content core content in
of content in of content in in reading and reading and
reading and reading and offers complete offers
offers offers responses to thoughtful
irrelevant superficial reaction responses to
responses to responses to questions reaction
reaction reaction questions
questions questions
Format & Few Relationships Relationships Writer express
Organization relationships among ideas among ideas relationships
between ideas are sometimes are assisted by among ideas;
are presented clear, but transitions and careful and
conveyed logical subtle
inconsistency progression of organization
ideas enhances
effectiveness
of
communication
Grammar, Errors in Errors in A small Mastery of
Punctuation grammar, grammar, number of grammar,
& Spelling spelling, spelling, errors in spelling,
mechanics mechanics grammar, mechanics
cause reader distract orspelling and enhances the
to frequently interfere with
mechanics do effectiveness
stop reading understanding
not distract of
from the communication
overall
effectiveness
of the paper
Mechanics Spelling, Most spelling, Essay has few Essay is free
punctuation, punctuation, spelling, of distracting
and and grammar punctuation, spelling,
grammatical correct allowing and punctuation,
errors create reader to grammatical and
distraction, progress errors allowing grammatical
making reading through essay. reader to follow errors; absent
difficult; Some errors ideas clearly. of fragments,
fragments, remain. Very few comma
comma
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splices, run- fragments or splices, and

ons evident. run-ons. run-ons.
Error are
frequent.
Work is half- Work is done Work is done Work is done
Uniqueness way done and neatly but with self with innovative
& Creativity does not relate regardless with creativity that ideas fit for the
to the topic the topic. relates to the topic.
topic.
REFERRENCES
Ivancevich, John M. Human resource management / John M. Ivancevich, Robert

Konopaske.—12th Edition. USA 2013.
Elvira Nica, The Development of Transformational Leadership, Journal of Self
Governance and Management Economics, Vol. 2(2), 2014
Noe, et al. Fundamentals of Human Resource Management. 4 th Edition. United
States of America. McGraw- Hill. 2011
Dessler, Gary. Fundamentals of Human Resource Management. 2nd Edition. Boston,
USA.
Medina, Roberto Ph D Human Behavior in Organization. 1s Edition. Rex Bookstore,
Quezon City. 2011
Corpuz, Cristina PhD Human Resource Management (Revised Ed.) Rex
Bookstore.Quezon City. 2006
Kleinman, Lawrence. Human Resource Management. A tool for Competitive
Advantage. Southwestern College Publishing. USA 2000.
Byars. Et al. Human Resource Management. United States of America. McGraw-
Hill.
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ISO 9001: 2015 CERTIFIED

ISO 9001: 2015 CERTIFIED

Overview of the Module

I Purpose of the Module

II Module Title and Description

WEEK TOPICS TEACHING-LEARNING ACIVITIES

III Module Guide

ISO 9001: 2015 CERTIFIED

ISO 9001: 2015 CERTIFIED

TOPICS INTENDED LEARNING COURSE OUTCOME

Unit I. Introduction to Explain basic understanding Develop a human

Name: ____________________________ Score: __________

Instruction: Choose the BEST answer.

1. ________________ is an organizational function of handling one of the most

A. Management B. Financial Management C. Human Resource

ISO 9001: 2015 CERTIFIED

2. ________________ is the systematic process of planning, organizing, leading and

A. Management B. Financial Management C. Human Resource

3. ________________ is the process of encouraging job applicants to seek

4. ________________ is the process of choosing among available applicants the

5. ________________ is a process of assigning a specific job to each of the selected

6. ________________ This term refers to the assistance given by the human

A. Recruitment B. Selection C. Placement D. Orientation

7. ________________ refers to the upward movement of employees in an

A. Promotion B. Demotion C. Transfer D. Separation

8. ________________ refers to the movement of an employee to a lower-level job

A. Promotion B. Demotion C. Transfer D. Separation

9. ________________ the reassignment of an employee to a job with similar pay,

A. Promotion B. Demotion C. Transfer D. Separation

10. ________________ This is putting an end to the employer- employee relations

A. Promotion B. Demotion C. Transfer D. Separation

ISO 9001: 2015 CERTIFIED

 Human Resource Management- is the organizational function of managing

 4M’s of Resources- Men, Money, Materials, Methods

 Job analysis (JA) – an HR major activity which refers to a systematic study of

 RECRUITMENT- is the process of encouraging job applicants to seek

ISO 9001: 2015 CERTIFIED

 Changes in Personnel Status- the movement of employee’s position in the

 Promotion- Refers to the upward movement of employees in an organization

 Demotion- Refers to the movement of an employee to a lower-level job

 Transfer- The reassignment of an employee to a job with similar pay, status,

 Employee Separation- Different kinds of separations occur depending on

 Resignation- This is when employees voluntarily decide to end their

 Termination- This is putting an end to the employer- employee relations

ISO 9001: 2015 CERTIFIED

UNIT 1 Introduction to Human Resource Management

Lesson 1: THE HUMAN RESOURCE MANAGEMENT AND ITS

1. Define Human Resource Management

2. Explain the evolution of HRM

ISO 9001: 2015 CERTIFIED

ISO 9001: 2015 CERTIFIED

The 4M’s of Resources

__________ is the Most Important Element in Management. People make the

ISO 9001: 2015 CERTIFIED

The Human Resource Management

Human resource management (HRM) is the

ISO 9001: 2015 CERTIFIED

Evolution of Human Resource Management

The history of HRM can be traced to

ISO 9001: 2015 CERTIFIED

The Generation of Workforce:

Traditionalists: born between 1925- 1945

Name: __________________ Score:

Name: __________________ Score: