Republic of the Philippines

BATANGAS STATE UNIVERSITY

The National Engineering University
JPLPC-MALVAR CAMPUS
G. Leviste Street, Poblacion, Mavar, Batangas, Philippines 4233
Tel Nos.: (+63 43) 778-2170; 778-6633 loc. 101
E-mail Address: ovcdea.malvar@g.batstate-u.edu.ph | Website Address: http://www.batstate-u.edu.

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS

AND INTERNATIONAL HOSPITALITY MANAGEMENT

Course Code MGT 101

Course Description Human Resource Management
Week 1

STUDY GUIDE
Topic/Lesson:
● Changing Perspective of Human Resource Management

Intended Learning Outcome (ILO):

● Understand the basic functions of human resource management and aware the
management responsibilities are performed throughout the organization.

What is Human Resource Management

Human resource management as “planning, organizing, directing,

controlling procurement, development, compensation, integration,
maintenance and separation of human resources to the end that
individual, organizational and social objectives are achieved”.
-Edwin Flippo

According to David DeCenzo and Stephen Robbins (1994), human resource

management is concerned with the people's dimensions in management. Since every
organization is made up of people, acquiring their services, developing their skills,
motivating them to higher levels of performance and ensuring that they continue to
maintain their commitment to the organization is essential to achieve organizational
objectives.

The Changing Perspective of Human Resource Management

There are five learning emphases which reflect recurring themes changing the
perspective of HRM.
 ❖ Evolution of Human Resource Management according to James Dulebohn
et alDuring the 1930s and 1940s, these units gradually began to be called personnel
departments and were usually set up as special contained departments charged with
the responsibility of hiring workers and administering the basic HR activities like
determining the appropriate pay and benefits. The recognition that HR needed to be
managed separately and the creation of personnel departments also gave rise to a new
type of management function.
According to Robert Blake (1995), personnel management was not seen as a
particularly important critical function in most business organizations until the 1990s.
Over the years, however, the role of HRM changed dramatically and became much
more important in most organizations.
According to Richard A. Starkweather (1998), Rapid advances in technology and
communication also dictated that managers carefully assess every facet of their
operation to ensure that employees were being as efficient and as productive as
possible. Social justice and human rights

❖ Main Trends in the HR Profession, the increase in the use of information

technology can be seen as not only driven by the need to automate HR processes and
services, but actually influenced by realization that improved delivery of HR services
can become a competitive advantage of the enterprise.

❖ Applications of Information Technology (IT) in HR, the HR plan should be

aligned with the business plan of the organization. There are some IT applications in
aligned with the company goal of efficiency and profitability and these are e-recruitment,
e-selection, employment kiosk, e-learning, electronic performance support system
(EPSS), salary and payroll administration, social networking, use of email, use of IT to
foster customer involvement and telecommuting/teleworking.

❖ Human Resource Information System (HRIS), the purpose of HRIS is to

improve the efficiency with which data on employees and HR activities are compiled
and to provide HR information more rapidly and more easily to be in management’s
decision making. With the HRIS solutions, the following functions and activities become
much easier for the HR Manager on salary and payroll administration, HR Training, self-
service benefits transaction and labor relations.

❖ HR Departments’ Organization Charts and Structures, organizations

historically divided their managers into line management and staff management, and
HRM was traditionally considered to be a staff function. Some organizations centralize
HR, a centralized strategy locates the design and administration responsibility in a
single organizational unit while some organizations decentralized HR give each unit the
responsibility to design and administer its own personnel system.

FURTHER READING

To learn more about Human Resource Management, a handout will be

uploaded which you can also access thru:
● http://www.whatishumanresource.com/human-resource-management

SELF-CHECK

What are the challenges of Human Resource Manager face today, in 21 st

century?
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________

Future of HR 2020
As the world experience rapid changes and now that we are in the 4 th industrial
revolution, preparing workforce is a challenging for the HR function. According to
KPMG, based on the results of a global survey of 1362 HR executives, pathfinding is an
HR functions who are focusing on four discrete capabilities to chart their course to the
future in a disrupted world.
● Workforce shaping composition as a strategic priority.
● Culture is playing a vital role in establishing the right culture.
● Employee experience, meaning grade experience at work mirrors the customer
experience.
● Data and Analytics as understanding the root causes of turnover and understanding
employee and HR functions.
 LET’S WATCH!

Watch the following video Future of HR 2020 by opening the

following link:
● https://www.youtube.com/watch?v=tMpTE3Cn2Zs

SELF-CHECK

How is the changing perspective of human resource management relevant to

learners?
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________

ACTIVITY No. 1

What are the changing perspectives of Human Resource Management?

● Write down three (3) IT applications in HR and explain how IT can help
managers fulfill their HR responsibilities.
● With the growth of the different IT applications in HR. discuss the changing role
of the HR manager in any business organization?

End of Module Test

References:
Corpuz, Crispina, 2013. Human Resource Management. 3rd Ed. Manila: Rex Bookstore, Inc.
Accessed on 18 August 2020:
http://www.whatishumanresource.com/human-resource-management
https://www.youtube.com/watch?v=tMpTE3Cn2Zs

Prepared by:
Dr. SHARON G. ANGULO