Overview of Human Resource Management

DR. MARGARITA G. HILARIO

Professor, PA 213
MMSU, Graduate School
 OVERVIEW OF HRM

A.The Changing Perspectives of HRM

▪ Public Personnel Administration
▪ Human Resource Management
▪ Strategic Human Resource Management
▪ Human Capital Management
B.The Goal/Objective of HRM
 Introduction
▪ Having effective HRM is one of the best ways for the organization to stand out
and differentiate itself on the marketplace (Huselid & Becker, 2011).

▪ All companies now compete with similar goods in virtually the same
marketplaces and with equivalent access to finance, technology and
information.

▪ So, it is the degree to which organizations are best able to find, acquire, train,
grow and maintain human resources that can make the difference.
Competitive advantage means positioning your organization ahead of other organization in
order to achieve superiority in quality, low cost, value or innovation.
"You can take my factories,
burn up my buildings, but
give me my people and I'll
build the business right
back again.
HENRY FORD
BILL GATES HAVE ALSO REITERATE THE VALUE OF
PEOPLE EVEN IF HE/SHE IS LAZY
Our people are the true source of power.
They have been the key in MERALCO’s
unprecedented growth, and our partners
in nation-building. They embody our
corporate values which reflect the best of
the past and what it takes to succeed in
the future.
MERALCO’s Chairman, Manuel V.
Pangilinan
We value our people. Employees
are the heart of the company.
Having chosen personnel with
commitment to the highest
standards, through teamwork,
we aim to create corporate
understanding and loyalty to
one another.
Human capital (PEOPLE)
is still the key differentiator
 According to Warren Bennis, a distinguished Professor of Business
Administration at USC's Leadership Institute

"It isn't about 'treating people nice’, it's about helping develop people to be
at their very best because that's the only way that companies are going to
succeed.
Its human capital that is the basis for competitive advantage".
Human capital - the skills, knowledge, and experience possessed by an
individual or population, viewed in terms of their value or cost to an
organization or country.
 More and more companies are believing that their greatest
competitive advantage is their people.

“Innovation has nothing to do with

how many R&D dollars you
have.…It’s not about money. It’s
about the people you have, how
you’re led, and how much you get
it.”
Steve Jobs
Human Resource Management is vital for organizations
competitiveness.
"Public Personnel Administration"

▪ the management of an agency's human resources in a manner that assures the best
output with the least costly input, while protecting and enhancing the welfare of
workers (Hanlon & Pickett, 1984)

▪ the establishment and application of policies and procedures for the

procurement, deployment, and maintenance of a public organization’s workforce
(Siegel & Myrtle, 1985)

▪ involves acquiring the best person, paying them with the right compensation
and matching the strongest skills to your public organization's priorities
https://commed.vcu.edu/IntroPH/Management/management/personnel.html
1 Recruiting, selecting, and advancing employees on the basis of their relative ability,
knowledge, and skills
2. Equitable and adequate compensation;
3. Training employees as needed to assure high-quality performance;
4. Retaining employees based on performance, correcting inadequate performance, and
separating employees, whose poor performance cannot be corrected;
5. Assuring fair treatment of applicants and employees in all aspects of personnel
administration without regard to political affiliation, race, color, national origin, sex or religiou
creed;
6. Assuring that employees are protected against coercion for partisan political purposes and
are prohibited from using their official authority for the purpose of interfering with an
election
 Changing Perspectives of HRM

HUMAN RESOURCE MANAGEMENT

HRM is the process through which management

builds the workforce and tries to create the human
performances that the organization needs (Boxall
et al, 2016)
 Changing Perspectives of HRM

HUMAN RESOURCE MANAGEMENT

▪ The function performed in organizations that facilitates the
most effective use of people (employees) to achieve
organizational and individuals goals.

▪ The policies and practices one needs to carry out the

“people” or human resources aspects of a management job.

▪ A function of management which is concerned in promoting

and enhancing the development of work effectiveness and
advancement of human resources in the organization.
 Changing Perspectives of HRM

HUMAN RESOURCE MANAGEMENT

▪ The function performed in organizations that facilitates the
most effective use of people (employees) to achieve
organizational and individuals goals.

▪ The policies and practices one needs to carry out the

“people” or human resources aspects of a management job.

▪ A function of management which is concerned in promoting

and enhancing the development of work effectiveness and
advancement of human resources in the organization.
 Changing Perspectives of HRM

HUMAN RESOURCE MANAGEMENT

The basic mission of human resources will always be to acquire,

develop, and retain talent; align the workforce with the business;
and be an excellent contributor to the business.
 Changing Perspectives of HRM

Strategic HRM is the most important and

dramatic development in the area of
theoretical and applied management of
people in recent times (Ulrich)
 Changing Perspectives of HRM

STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic HRM focuses on organizational performance

rather than individual performance
- It emphasizes the role of HRM system as a solution to
business problems rather than individual HRM practices in
isolation
 Changing Perspectives of HRM

III STRATEGIC HUMAN RESOURCE MANAGEMENT

Strategic HRM involves a future-oriented process of

developing and implementing HR programs that address and
solve business problems and directly contribute to major
long-term business objectives.
Note: HRM as changed dramatically in recent decades
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Get in Touch
With Us
Send us a message or
visit us
City of Batac, Ilocos Norte,
Philippines
(63) 77-600-0459
op@mmsu.edu.ph

Follow us for updates

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 A FRAMEWORK
FOR HUMAN RESOURCES
MANAGEMENT
( International Civil Service Commission)
Get in Touch
With Us
Send us a message or
visit us
City of Batac, Ilocos Norte,
Philippines
(63) 77-600-0459
op@mmsu.edu.ph

Follow us for updates

facebook.com/MMSUofficial
www.mmsu.edu.ph
Get in Touch
With Us
Send us a message or
visit us
City of Batac, Ilocos Norte,
Philippines
(63) 77-600-0459
op@mmsu.edu.ph

Follow us for updates

facebook.com/MMSUofficial
www.mmsu.edu.ph
Thank you very much!

For more inquiries, you may contact me with the

following :
Email: mghilario@mmsu.edu.ph
Mobile: 0933-8292-252