Shyryn: Good afternoon everyone, especially to our professor Mr.

Tiglao, good afternoon

po! So out first chapter for this subject is "The Development of Human Resources" before
we move to our lessons for this chapter, we should know first what is our objectives, so
after this lesson, we should be able to Define Human Resource Management.

Jasmin: Our second and third objectives is to iscuss why Human Resource Management is
both a science and an art and Explain and differentiate the different roles of the Human
Resource Manager and his functions.

Rochelle: Also, to discuss the importance of the Human Resource Manager in a business
and his major contribution toward the development of the organization and Explain the
career development of a Human Resource Manager.

Rochelle: Our fist lesson for this chapter is the "Growth and Development of
Personnel/Human Resource Management in th Philippines". In the Philippines, personnel
or human resource management is a relatively recent field. It wasn't until the early 1950s
that it began to progressively gain respect and recognition in industry and private
business. 

Jasmin: Three things must remain constant for Human Resource to be accepted and
recognized, the first one was top management must be convinced that personnel
management is needed in business operations, Qualified personnel administrators must be
available and Personnel administrators must demonstrate their capacity to contribute to
the company's objectives and goals.

Shyryn: Commonly, top management is ignorant of what people work involves and what it
can do to support effective management e and because of this, personnel management
typically only plays a little role in company activities. The issue is made more difficult
because of the shortage of skilled personnel executives. Even when management recognizes
the importance of a personnel department, there's still not enough qualified personnel
management specialists available to operate it.

Jasmin: Due to a lack of qualified "personnel specialists" because of the shortage of

personnel administrators, certain personnel programs have been ruined due to
inexperience or a simple ignorance of what personnel work includes. The Personnel
Management Association of the Philippines or PMAP was founded to support the
profession to the fullest and is a national organization of all personnel managers and
human resource practitioners in the nation.

Shyryn: In this topic, pinapaliwanag kung paano nga ba katagal or kahirap bago
marecognize ang human resource bilang isang field, it is stated na before Human Resource
wasn't recognize since hindi narerecognize ng top management ang role ng isang Human
Resource sa isang kompanya, but fortunately natuloy na ngang nakilala at binigyang
halaga and Human Resource, sabi pa nga nila, "Human Resource and puso ng isang
kompanya" it is such a beautiful feeling that Human Resource aren't that important in
business indistry before but now, Human Resource are not the heart if every business
industry.

Rochelle: These are some of the PMAP activitied are: the first one is to training and
develop personnel administrators through seminars, lectures, workshops, meetings,
national conferences, and holding tripartite conferences pertaining to personnel
management and industrial relations, the second one is Participation in public hearings to
voice support of, or opposition to, proposed legislation affecting business and industry;

Jasmin: The third is to disseminate information to upgrade personnel management,

offering technical advice through its special committees and library facilities; and last but
not the least is the Establishment of a public relations program aimed at informing-the
public about the nature of personnel work. Furthermore, government organizations like
the Department of Labor and Employment, the Employees Compensation Commission, the
Technical Education and Skills Development Administration of the Social Security System,
and other government agencies typically consult with the association before taking a
position on issues affecting employer to employee relations. 

Shyryn: The status of personnel management has improved as a result of these efforts, and
both the quality and pay of personnel managers have significantly increased, to put it
simply, dahil nga sa kakulangan ng knowledge about Human Resource importance,
nagkaroon ng maraming problems and complication but with the help of Personnel
Management Association of the Philippines as well the other government department,
nagkaroon ng recognition ang Human Resource and mas tumaas ang pagkilala at pati na
din ang demand and sahod ng mga personnel management.

Rochelle: Now let's discuss the "Organization and Human Resource" Organizations must
adapt to numerous, different changes in order to develop and prosper in today's
competitive environment. Value has always been viewed as a feature of accounting or
finance. The organization's ability to survive in the long run depends on its human
resources. In addition to financial gain, we also consider employee development and job
satisfaction, new job possibilities, environmental preservation, and community
development when defining value. 

Jasmin: People make up the organization. Effective delivery of products and services is the
core objective of every firm. The formal structure and management leadership are based
on the relationships between the people. A program for personnel management must focus
on people in order to be successful. Effective hiring, training, compensation, and keeping of
capable personnel are essential for the growth of a organization.

Shyryn: Resources inside the company are being strained to meet the demands of the
global environment. It is important to appropriately allocate these varied resources. To
effectively contribute to the aims and objectives defined by management, a company must
cooperate. Utilizing labor resources wisely may contribute and generate value. In this topic,
hinahighlight kung ano nga ba ang kailangan gawin ng isang organization for them to
grow, and kung gaano kahalaga ang human resource para sa survival ng isang
organization, this topic includes all the thinks that organization what need to do for them
to grow, develop, and survive with the help of human resource.

Jasmin: Our next topic is the Challenges of Human Resouce, we believe that every field has
a challenges that they are dealing and the first is the challenge of hlobal community.
Organizations are learning that in order to survive, they must compete not just with other
organizations locally but also with those operating globally. Businesses must expand their
perspectives to include international markets in order to compete and protect themselves
against international competitors.

Rochelle: The second challenge of human resource is the stockholders challenge. Meeting
the demands of the investor as well as the other stakeholders is essential for success in the
current business environment. Customers, staff, and the community in which the business
operates are among these stakeholders. The problem for businesses is to fulfill the
requirements of their consumers and staff while still achieving their financial goals.
Customers who are happy are assets that will support business growth and financial
stability. Expense measures, quality control, and financial systems—all components of
profitability and growth—are significantly influenced by human resources management.
To profit from forward-thinking projects, businesses must investigate different labor
groups. Successful businesses implement effective human resources management strategies
that encourage and recognize people and deliver high-quality goods and services. These
businesses consider their workforce to be their most valuable resource.

Shyryn: The third and last challenge is the challenge for productivity. The difficulty of
achieving better productivity is rising as a result of global technology. With the help of
computer-aided machinery, the internet, and expert systems, human resources became
"smarter workers". Human Resource create high-quality goods that are in high demand
on the global market. The use of these new technologies requires a revision of the employee
job structure, training curriculum, and even compensation scheme. The The links of high
productivity include Human resources and capabilities, New technology and opportunities,
and Efficient work structure and company policies allow employees and technology to
interact.

Jasmin: This topic show us that even Human Resource are now a recognized field and a
field that is growing and developing, hindi pa din talaga mawawala ang challenges na
maaaring kaharapin just like other field. 

Rochelle: The organization's competitive advantage depends on the strenth of the linkage
that we stated a while ago. To provide value and growth, organizations must effectively
manage these challenges. These are the difficulties that human resource management must
overcome in order to inspire and grow a dedicated and motivated personnel. Personnel or
Human Redource management must handle thos challenges tht they are facing to be
effective and provide organization's growth.

Jasmin: Increasing complexity of business operations are one of the Contibuting Growth
Factors. Big businesses emerged in the years following World War II, where the scope,
diversity, and number of the workforce required managerial specialty. The development
and implementation of the organization's personnel policies and plans fell to the personnel
specialist. 

Shyryn: Next that contributed in growth factors is government regularizations and labor
laws promulgated in recent years. The government thought it is appropriate to create a
variety of labor laws and government regulations in order to protect the worker's interests,
particularly those connected to pay, conditions of employment, job protection, and health. 

Rochelle: Growth of Labor Unions is also a part in contributing growth factors. The
Industrial Peace Act of 1953, sometimes referred to as the Magna Carta of Labor, was
what ultimately led to the formation of labor unions and an increase in the negotiating
power of the workforce. The technical capabilities of a personnel department may be the
most effective way to manage collective bargaining agreements and the management of
union contracts. As a result of the new law that makes unfair practices a crime, the duty of
the personnel or industrial relations department has increased significantly, necessitating
the need for people managers in every organization.

Jasmin: Last factor that contributed to the growth of personnel management is Influx of
new concepts in management. The idea of employee welfare is not new, but via institutional
practices, its paternal nature has given way to one that emphasizes the rights of the
employee. Employee benefits have multiplied in variety and scope, making it difficult to
manage them. Again, to manage such initiatives, the personnel department's resources are
used.

Shyryn: Those are the Contributing Factors that help personnel management in the
philippines to grow and develop. Of course, this chapter isn't complete if we don't know
what is the definition of Human Resource. Personnel or Human Resource Management
may be defined as the function of management, concerned with promoting and enhancing
the development of work effectiveness and advancement of the human resources in the
organization. These are accomplished through proper planning, organizing, directing,
coordination and controlling of activities related to procurement, development, motivation
and compensation of employees to achieve the goals of the enterprise. This is the meaning
of Personnel Management or what we called Human Resource Management, hindi lang ito
basta pagtatanggal sa isang empleyado or pag iinterview sa kanila, Human Resource is the
function of management.

Jasmin: Personnel or Human Resource Management is both science and art. The
methodical collection of data through surveys, statistics, interviews, and observations is
what makes personnel management a science. It is an applied science since it applies
scientific ideas to data analysis and interpretation for the purpose of managing employees
at work. 

Rochelle: Art is the ability to apply knowledge that has been learned via study, experience,
or observation in a practical way. A smart executive must decide which of several potential
solutions to a problem is best after gathering and analyzing the necessary knowledge and
formulating potential answers. He must put his choice into action at the appropriate
moment in order to get the intended outcome, predict if his course of action will succeed or
fail, and quickly adopt any necessary corrective measures. Because it requires making wise
judgments, this is where people management becomes an art.

Jasmin: Imaginative creativity and intellect are the key instruments of the personnel
manager as a scientist and an artist. His intuition and understanding in addressing the
many employee concerns in a way that there is order, harmony, balance, and appropriate
time grow increasingly sharp as he gains experience and learns through practice.
Additionally, he is skilled in simplifying difficult issues. I hope everyone can follow what we
are talking about here, to put it simply, in this part, it is stated that Human Resource is
both an art and science since it apply both ideas.

Shyryn: So now, let's define what is Personal or Human Resource Manager is. As all of you
can see on your screen, the personnel or human resource manager is a member of the top
executive group who is responsible for the formulation of personnel policies and programs
which will serve as the foundation for an efficient personnel administration in a company
for it to realize its goals and objectives and allow the employees to develop their individual
career goals. Katulad ng ibang field, Human Resource management has a manager who
makes policies, or rules and regulations that will be guidelines of personnel administration.

Jasmin: Here are 10 reasons why companies Hire a Human Resource Manager. 
•First, Human Resource Manager can Help management achieve company objectives and
goals in the management of its human resources,
•Second, Human Resource Manager can assist top management in formulating sound
policies, programs and rules and after approval, administer them fairly and efficiently
•Third, Human Resource Manager can Assist line supervisors and managers in providing
employees with a satisfactory work environment and in promoting harmonious
relationships with the employees and the unions
•Fourth, Human Resource Manager can Make managers and supervisors aware of their
full responsibilities in the management of human resources by providing them with
technical help needed to handle employee problems
•Fifth Human Resource Manager can Help train and develop the human resources of the
company in order to equip them with the skills and knowledge required in accomplishing
their jobs

Rochelle: Sixth, Human Resource Manager can Help promote understanding and good
relationships by opening the lines of communication between management and employee
thereby creating an atmosphere where workers can be happy and proud to belong to the
organization, 
•Seventh, Human Resource Manager can Identify management problems that can be
resolved and opportunities that can be realized through improved effectiveness in
personnel management
•8th, Human Resource Manager can Assist managements and supervisors in handling
labor relations, problems utilizing his knowledge and competence on labor laws,
government regulations and court decisions on labor relations;
•9th, Human Resource Manager can Assist the company in promoting good morale and
motivation among its human resources;
•and lastly, Human Resource Manager can Assist in crisis management and organizational
development.

Shyryn: Those are also the reasons why a company need Human Resource Manager, and I
think those reasons are pretty understable to any of us.

Shyryn: So let's now move to our next topic which is Problems and Difficulties of the
Personnel or Human Resource Manager, of course problems and difficulties will never be
avoided even tho you had many abilities. First is the common misconception about his role
and functions. It's a common misconception that the personnel manager is just a simple
clerk whose responsibility is to maintain track of employee information and provide
application materials to prospective employees. Another misconception is that he is the
"power behind the throne" who has complete influence over the employees and who is able
to do pretty much anything to satisfy them and resolve any personnel-related issues. Ito
yung mga misconception talaga ng isang human resource, sometimes people conclude na
they are just simple clerk na magbibigay ng application form sa mga nag aaply and
sometimes kinconclude din na sila ang may power sa lahat ng empleyado like they can
hired and fired anyone, anytime and anywhere they want where in fact may sinusunod din
silang proseso, everything has a standard even them, even Human Resource.

Jasmin: The second problem is the Inadequate recognition by management of the proper
role of the personnel manager in the organization, The corresponding power and
responsibilities for the position are not always given to the personnel manager by certain
top management executives. Business leaders are hesitant to allow the personnel manager
to take part in formulating personnel policies. Some personnel managers have a sense of
inferiority because they don't receive appropriate appreciation. Personnel men could stop
acting professionally and start acting like simple conformists in an effort to retain and
advance their standing. This is a sign of low confidence. There is a great deal of turnover in
the industry since some people would rather leave the company. To put it simply, personnel
men sometimes feel na hindi sila mahalaga dahil sa maliit na tiwalang binibigay sa kanila,
they feel like sometimes they are useless dahil nga sa pagiging hesitant ng business owner to
let them do their role dahil dito dumadami yung turnover or yung pagkakaroon ng
replacement of employee, I believe that most of us would just leave if alam nating yung
mga tao sa paligid natin is hindi tiwala sa kakayahan na meron tayo.

Rochelle: The third problem is in the area of relations, some companies demand that the
personnel manager prevent labor unions from forming or, in the event that one does,
destroy it. Conformist personnel managers are lacking the necessary personality power and
job knowledge, which makes them unstable and insecure in their positions. Nowadays
madami talagang kompanya na nagbabawal sa mga union, and dahil sa mga personnel
manager na walang kakayahan lumaban or not enough yung knowledge sa deserve nilang
matanggap will be unstable, I think mahirap talaga kapag we don't know what we are
applying for, hindi natin alam kung ano ba yung rights na pwede natin makuha na
pwedeng pagmulan ng pang aabuso sa employers.

Shyryn: The fourth and last problem is the jealousy of the other executives regarding the
personnel manager's duty and authority, these issues can be avoided if top management
explains the scope and limits of the personnel manager's power and responsibilities and
implores the line executives and supervisors to work together with him. Siguro, hindi na
talaga mawawala yung jealousy when it comes to work and I think mas Makikita ito sa
Himan Resource management since katulad ng unang misconception na nabanggit kanina,
akala ng iba, may power ang Human Resource in everything, that's why other workers are
jelous in their authority and power that they hold.

Rochelle: Now let's discuss "The past and present roles of Human Resource" we need to
compare the changes with the past practice for us to understand the improving role of
personnel functions. So let's start with the tradinal personnel image, Historically, personnel
managers and their departments suffered from very low perceived position due to the
following factors:  1st is the Disrespect for the position and those who perform it; 2nd is
The low position in the organization;  and 3rd is the Lack of expertise in performing their
functions.

Shyryn: Personnel departments suffer during budget cutting because of their fragile

situation. The department's role is indirect and sometimes goes unacknowledged. It is
challenging to understand how thorough job enrichment efforts and higher earnings are
related. The personnel department is one of the first to be trimmed when times are tough
and one of the last to be expanded when things are better under this system. Dito makikita
natin kung paano kaunder rated yung Human Resource field before, to the point na sila
yung unang tatanggalin when the company is suffering and they are the last to receive a
expansion.

Jasmin: The inability to locate competent candidates for the role has been another effect of
this low status. Another factor is the unwillingness of some veteran personnel professionals
to share with top management in advance suggestions that may enhance personnel systems
and practices. On the other side, top management rejects different insights. I think we've
stated din earlier kung gaano kahirap humanap ng qualified personnel men before na
nakapagdagdag ng factors kung bakit nga ba there's this bad status bilang personnel
management.

Shyryn: Of course if there's traditional personnel image or the image before of personnel
management, there's also a change in the image of the Human Resource Functions. The
Human Resource Department's role inside the company has benefited from increased
recognition and relevance due to technological advancements and increasing employment
requirements. The importance of human resources in the company's profit index is now
acknowledged by the organization. It's such beautiful feeling to know that Human
Resource is now recognized unlike before, madaming tao ang nagsasabi sakin ng salitang
"maganda yan" kapag sinasabi kong Human Resource ang program ko, isa lang 'tong
patunay na tunay na ngang kinikilala at mataas na ang pagtingin sa field ng Human
Resource.

Rochelle: The necessity for paying attention to important assets is now understood by
organizations. The growth of the human resource department's responsibility corresponds
with this change in the work force. Human resources techniques are increasingly seen by
businesses as a way to improve and assist daily operations while also achieving other
business objectives such as quality, profitability, and others. Unti unti na ngang nakikita
kung gaano kahalaga ang Human Resource sa isang business or company, nakikita na
kung ano ba yung important role ng isang Human Resource that will help the development
of a company.

Jasmin: The respect for the role has increased as a result of the expanding specialization in
the area of education devoted to enhancing HR practitioners' understanding. Seminars and
ongoing education are two things that help people become more knowledgeable about
managing HR departments in a successful and efficient approach. Patuloy na tumaas ang
tingin sa HR Practionioners to the point that universities, like RTU are now having a
program that focus on Human Resource.

Shyryn: So let's now move to our next topic which is The Role of HR in the New
Millennium Organization. The HR department's expanded responsibilities include
outplacements, compliance with labor laws, record-keeping, testing, compensation, and
some portion of benefits administration. In order to increase quality and productivity, the
HR department must work together with other corporate leaders on employee discipline,
performance management, and hiring. 

Jasmin: The Role Includes the Recruitment and Employment, Interviewing, testing,
recruiting and temporary employment, Labor coordination, Training and Development,
under it are Orientation of new and temporary employees, Performance management
training, and Productivity enhancement, role also includes the Wage and salary
management , under it are Job evaluation, Wage and salary survey and Executive
compensation. 

 Rochelle: It also include Benefits Administration, under it are Vacation and Sick leaves
administration, Insurance, Stock plans, Pension plan, and Retirement plan assistance
programs, the next role is Employee Service and Recreations, under it are Bus service,
Canteens, Athletics and Housing and Relocation. The next role is the Community
Relations, under it are Publication, Community project and relation. Also, Record
management is one of Humab Resource role, under it are Employment record, Information
system and Performance record.

Shyryn: Health and Safety are also included in their role, under it are Training, Safety
inspection, Dental and Medical Services and Drug testing. Last but not the least is the
Strategic management, under it are Collaborative planning, Out-sourcing manpower
research and of course the Organizational Planning, I think those roles are pretty
understable to any of us, and look how many roles we will have kung magiging Human
Resource Practitioner tayo someday. 

Jasmin: Let's now discuss the roles of the Personnel/Human Resource Manager. Personnel
manager is expected to play varied role such as Supervisor. The actions of his departments
are planned, organized, directed, controlled, and coordinated by supervisor. Some of his
duties are assigned to his staff, but he monitors them through follow-ups. He supervises the
work of the team members in his division and gives them training to help them become
more productive. The one who supervise everything.

Shyryn: Personnel manager is also expected to play varied role such as administrative
official. Certain personnel actions are carried out or directed by administrative official or
his employees in accordance with the policies and plans assigned to the department. He
ensures that government rules and labor laws are followed. He must be familiar with the
formulation and implementation of policies. He's the who administrate everything
including rules and regulations. 

Rochelle: Personnel manager is also expected to play varied role such as adviser. An
adviser acts as a management supervisor or employee's companion and counselor. In order
to be competent, he has to be up to date on developments in the field of labor relations that
can have an impact on his business, as well as employee attitudes and behavior. 

Jasmin: Personnel manager is also expected to play varied role such as coordinator. The
coordinator initiates all actions, controls and unifies multiple efforts into a unified whole,
and gathers and coordinates the efforts of various staff members in his department and the
same function in other departments.

Rochelle: Personnel manager is also expected to play varied role such as negotiator. The
manager's representative in labor contract talks or while attending union discussions in a
consultative position is known as a negotiator. In his capacity as a labor contract
administrator and negotiator, he must comprehend the purpose, advantages, and
procedures of collective bargaining.

Shyryn: Personnel manager is also expected to play varied role such as educator. The
company's training program is run by an educator. He was actively involved in his
company's management of the staff development initiatives.

Jasmin: Personnel manager is also expected to play varied role such as Provider of
Services. He offers assistance to all workers in obtaining services from governmental
organizations like SSS, Medicare, and so forth., which might enhance their employment
satisfaction.

Rochelle: Personnel manager is also expected to play varied role such as Employee
Counselor. He is in the ideal position to offer advice to employees given his expertise in
human interactions, behavioral sciences, and business operations.
Shyryn: Personnel manager is also expected to play varied role such as Promoter of
Community Relations. He needs to be knowledgeable on the goings-on and changes in the
environment in which the business works. The management requests his assistance in
assisting the business in presenting a pleasant and beneficial image to the community.

Jasmin: Personnel manager is also expected to play varied role such as Public Relations
Man. His functions require him to deal with the general public, which includes the
employees, the unions, and the community.

Rochelle: After knowing the role of personnel manager, let's now move to our next topic
which is the "Personal Qualities of the Personnel Manager. Personnel Manager should
communicate effectively, both orally and in writing, should Possesses an above-average
intelligence, should Enjoys working with people, should Grasps the implication of a given
situation, understands individual attitudes and the problems of the employees and of the
employer

Shyryn: Should Aggressive, mature and capable of giving sound advice that will be in the
best interest of both the employer and the employee, should Possesses the integrity,
industry and courage to earn the respect of the employees and his employer, and last but
not the least, personnel manager should Possesses a pleasing personality and personal
warmth and should be approachable.

Jasmin: After knowing the Personal Qualities that a Personnel Manager shoukd have, we
should also know skills that is needed by today's HR Professionals. A higher degree of
professionalism is the demand of the new HR practitioners. This includes a deeper
understanding of management procedures and techniques. He would need this, for him to
work with other line managers.

Rochelle: The skill that is needed also include other line managers receive services from the
HR professional so he must have strong interpersonal and public relations skills.

Shyryn: A thorough understanding of social dynamics and psychology of people is really a

huge help for efficient cooperation that's why it also a needed skill.

Jasmin: He works as a labor relations consultant so it is highly advantageous to have a

good understanding of labor rules and regulations.

Rochelle: As an expert in management. All HR managers must have a solid understanding

of management and how it relates to an efficient company in order to develop strategic
approaches to issues and their solutions.

Shyryn: Last but not the least, he is a community officer so a Greater connections are made
between the HR Manager and other stakeholders and the government. In order to pool
labor and provide other services, he must work with universities and other organizations.
Skills and qualities are always needed in Human Resource Management and of course, in
other field.
Jasmin: Of course, reward and benefits should always be given to any professional or
workers so here are rewards and benefits for the personnel manager. The work of a
personnel or human resource manager is difficult and stressful but  It is also secure and
financially rewarding. Aside from the standard benefits that the majority of employees
receive, which are required by the Labor Law, large corporations also provide competitive
salaries and desirable benefits, or what we would refer to as the "perks" of the job.

Rochelle: Some benefits are also being offered to Personnel Managers and it includes Car
Plan or Free use of Company Transportation — This is offered so that he can attend all his
meetings on time and be able to reach all assigned destinations given to him.

Shyryn: A Unlimited or Limited use of gasoline and free maintenance check-up is also
included as well as Company cellular phone, This is given to ensure that the manager can
be contracted anytime especially by top management so as to have a free flow of
communication.

Jasmin: Representation Allowance or Meal Allowance, A budget is allotted for the

managers in order to maintain a good image not only for the company but also for the
managers himself, also Education Scholarship / Attending conventions and Seminars is
included in the benefits given by personnel manager. The managers are offered
scholarships and are given the opportunity to attend conventions, seminars and meetings
for them to be updated with the latest trends in their department, learn thorough
knowledge, meet other colleagues, and gain experience that enable them to develop their
self-esteem and confidence.

Shyryn: There are also Career Advancement or Other Professional Options for the
Personnel Manager. Personnel Manager, known as the "'jock of trades" it means a person
who can do passable work at various task.
Human Resource has the opportunity for other career options such as College Professor, he
can teach business subjects such as marketing, finance, human resources and development,
so when we graduate, we can also be college professor, and I am hoping that all of us will
be.

Rochelle: Human resource has the opportunity for other career options such as Vice
President of the Company, this is because of the promotion as a result of performing
excellenty.

Jasmin: Human resource has the opportunity for other career options also such as Chief
executive officer or CEO, Politician, Entrepreneur, as well as a Businessman.

Shyryn: In addition to all of this, working in this profession undoubtedly opens up a lot of
opportunities. Apart from all the monetary and material benefits, it is a vocation that is
best suited for individuals who enjoy interacting with others and have a soft spot for
looking out for their employees, or subordinates. That is why I choose Human Resource,
my first career option is to be a news caster because I want to communicate with other
people, but I need to be practical and I am grateful to know that by having this career, I
can do my passion as well.

Jasmin: Let's now dicuss the career parh to Human Resouce Management. For those fresh
out of college who want to advance in the field of human resources, they must begin at the
bottom levels of the HR functions. They require experience in various fields or specific HR
function areas. They must start at Entry Level or as a Personnel Assistant to Supervisory
Level, from supervisory level to managerial level. 

Rochelle: In entrance level, a new college graduate may start as personnel assistant in a
medium-size organization. The skills are necessary in this level such as Assisting in
interviewing applicants, Giving tests and scoring test results in personality inventory and
other skills test, Assisting in employee orientation and training programs, and Record
keeping as well.

Jasmin: In supervisory level, the promotion to a higher level depends on the ability and
capability of the Personnel Assistant to acquire the skills necessary in the HR functions.
The traits and skill are Skills in writing job descriptions, job analysis, and job evaluations,
Knowledge of employee benefit programs related to vacation and sick leaves, pensions and
other mutual benefits, He must have acquired the skills in interviewing applicants and
counseling employees, Skills in testing and interpreting test results and making
recommendation as to the fitness of applicants, Job evaluation and wage administration
skills and relating pay to the differences in job requirements, Skills in determining training
needs and develop training modules and conducting he same and of course, Skills in basic
research related to manpower planning.

Shyryn: In managerial level the HR practitioner has acquired the above skills. However, at
this point, the concentration of the HR is the effective management of the different areas of
personnel functions. The added personnel activities include leadership and conceptual
ideas visioning. Here, the HR manager is a member of the strategic management group
that plans for better goods and services in connection to employee productivity and its
relationship to technological advancement initiatives.

Jasmin: The added personnel activities also include analytical of the facts as basis for
decision making. In this area, the HR manager is responsible for analyzing the employee
development plan and coming up with other methods to raise employee performance levels
in light of increased worldwide competition. His major interest is how a suitable
compensation and benefits scheme may transform human resource assets into profitable
investments.

Rochelle: The added personnel activities also include compliance administration and
control. Compliance with social and legal standards at work is necessary given the evolving
social and workforce environment. This comprises rules governing labor, the environment,
employee services including recreation, safety and security requirements, and other
personnel requirements for a better working environment.
Shyryn: The added personnel activities also include Ibterpresonal Team Work. Numerous
HR issues were caused by the use of new technology in the workplace. An employee must
go through training and develop new work values and skills. The new mandate for
industries, which emphasizes global competitiveness, calls for personnel who are devoted to
their jobs and goal-oriented. Teamwork is a skill that takes time to acquire. Teamwork
gives value to more effective workforce, hence organizational interventions and
teambuilding are required to achieve more teamwork. All these level is required for every
HR, walang nagsisimula sa taas kaagad, so HR must be patient and perform excellently for
HR to be on Managerial level.

Rochelle: And here we are to our last topic for this chapter which is the changing landscape
in HR Management. The expansion of these responsibilities has caused management to
perceive and realize that the most important level for businesses to acquire a competitive
edge both in the local and international market is via productive and dedicated staff. Top
management feels that HRM practices are closely tied to how well businesses are able to
respond to market difficulties. Without changes in technology, it would be difficult to gain
a competitive edge. Therefore, changes in personnel values and attitude must keep pace
with these developments. 

Jasmin: Companies must work harder to attract, develop, and keep talented employees if
they want to compete in the global economy. The bureaucratic systems that prevent
employees from innovating and being creative need to be eliminated, and employees need
to be taught and developed. Employee commitment to Theory Y and Theory Z ideals
should be supported while managing human resources. If the economic prosperity of our
nation is to be achieved, employees should be given the freedom to engage in productive
work and should be directed in light of the requirement for a competitive edge.

Shyryn: Cooperative efforts that will boost job efficiency must take the place of the politics
of division in the workplace. The HRM, operating in this field in accordance with the new
directives, must give weight to more productive efforts in the direction of properly paid
human resources. Although we must acknowledge productivity, it cannot be achieved when
starving. If workers are to contribute to the profitability of the organization, HRM will face
these new problems. In changing landscape in HR management, hinahighlight kung ano ba
yung dapat manatili, mabago, maayos, makumpleto at kung ano yung dalat effort and
activities for employers na ginagawa for a organization or company to be stable and have
the ability compete globally with the help of HR Management. Efforts of both organization,
company and HR Management is needed to achieve the objectives goals of every company.
Productive employers are needed since it is one of the factors that help the development of
a company and it can achieve it by giving trainings and programs that will boost their
productivity. Top management really believes that HRM practices are directly related to
the companies' success in meeting competitive challenges, and it just give us a realization
that HRM are now highly honor and recognizable and we should be aware that the
program we are taking has a lot of roles in developing a organization, company, and
business industry as well, and I hope that all of us will be part of those HRM who's making
a big name.
Jasmin: Thank you everyone! We hope that we gave a clear discussion about the chapter 1
in Human Resource Management. Thank you Prof. Tiglao.