Republic of the Philippines

Commission on Higher Education

DANIEL B. PEÑA MEMORIAL COLLEGE FOUNDATION, INC.
Graduate Studies
Ziga Avenue, San Juan, Tabaco City

Subject : EDUC 207: Personnel Administration and Human Resource

Dev’t.
Topic : Contributing Factors to the Growth of Personnel Administration and
Human Resource Development
Discussant/s : Jessa B. Cabiles / Shiela Marie B. Caña
Course : MAED/ ADMIN.
Professor : ARLINE B. LUGO, Ed.D

CONTRIBUTING FACTORS TO THE GROWTH OF PERSONNEL ADMINISTRATION

AND HUMAN RESOURCE DEVELOPMENT.

I. INTRODUCTION:
Personnel Administration and Human Resource Development focuses on improving
the existing capabilities of employees and helping them to acquire new capabilities required
for the achievement of organizational goals. Human resources are the most valuable assets of
any organization, with the machines, materials and even the money, nothing gets done
without manpower. The need for improved productivity has become universally accepted and
that it depends on efficient and effective HRD. It has further become necessary in view of
advancement in modern world to invest in HRD. Thus, the role played HRD can no longer be
over-emphasized. Staff developments are based on the premise that staff skills need to be
improved for organizations to grow.
Human Resource Development (HRD) is the framework for helping employees
develop their personal and organizational skills, knowledge, and abilities. Human Resource
Development includes such practices as employee training, employee career development,
performance management and development, coaching, mentoring, succession planning,
career development, employee identification, tuition assistance, and organization
development. HRD aims at improving individual, group and organizational effectiveness
through the integrated use of these practices

II. BODY: (CONTEXT)

A. FACTORS THAT CONTRIBUTE TO GROWTH OF PERSONNEL
ADMINISTRATION.

Personnel management focuses on the maintenance of all personnel and administrative

systems,
1. How Does Personnel Management Work?

 Recruiting.
 Hiring.
 Republic of the Philippines
Commission on Higher Education
DANIEL B. PEÑA MEMORIAL COLLEGE FOUNDATION, INC.
Graduate Studies
Ziga Avenue, San Juan, Tabaco City

 Determining wages and salaries.

 Administering benefits.
 Providing employee incentives.
 New employee orientation.
 Training and development.
 Performance appraisals.

2. Factors Influencing the Personnel Function

 Technological factors.
 Economic challenges.
 Political factors.
 Social factors.
 Local and Governmental issues.
 Unions.
 Employer’s demands.
 Workforce diversity.

B. FACTORS THAT CONTRIBUTE TO GROWTH OF HUMAN RESOURCE

DEVELOPMENT.
1. Organizations have many opportunities for human resource development, both within and
outside of the workplace. Human resource development can be formal or informal, and it can
begin as soon as you are onboard new employees.
Informal learning could include:
 Coaching by managers
 Mentoring by more experienced employees
 Collaborating with highly trained colleagues

Formal development might include:

 In-classroom training
 College courses
 Planned organizational change
 Internal training provided by staff or a paid consultant or facilitator

2. Implementation of Technology. Implementation of HR Technology is one of the biggest

factors affecting human resource management in an organization.

3. The Work Environment.

What are the environmental factors that affect HRM?
We can organize the external forces that affect business into the following six categories:

 Economic environment.
 Legal environment.
 Republic of the Philippines
Commission on Higher Education
DANIEL B. PEÑA MEMORIAL COLLEGE FOUNDATION, INC.
Graduate Studies
Ziga Avenue, San Juan, Tabaco City

 Competitive environment.
 Technological environment.
 Social environment.
 Global environment.
4. Availability of Good Talent.
5. Training and Development.
6. Increasing complexity of business operations.
7. Promulgation of Government regulations and labor laws.
8. Growth of Labor Unions.
9. Shortage of qualified men.
10. Influx of new concepts in Management.

III. CONCLUSION:

Healthy organizations understand the power of human resource development and cover
all these bases.

To illustrate how human resource development can work, imagine a new teacher has been
hired by the DepEd. They receive formal training, seminars, and regular informal and formal
coaching from other teachers and school head.

As they continue their teaching career, more opportunities arise for formal training, which is
then implemented on a regular schedule. Perhaps you assign this new teacher a mentor who
can help them navigate any difficulties and even work to identify their special strengths; this
enables the teacher to be directed toward a path of advancement tailored to their unique
abilities and desires.

Finally, as the teacher gains more experience, knowledge, and training, they may be tapped
for a leadership role, which could then involve more specialized management training.

During this time, the teacher, with help from the department and school focus on human
resource development, has improved their effectiveness and productivity, boosting the school
bottom line and overall success.