The Art & Science of HRM

Y HRD

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HRM

Human Resource l{heel

Adapted from Models for Excellence, American Society for Training and Development.
HRM as (2 SCHOOLS of Thought):

ART
SCIENCE
M F
A U
P N N
•  Psychology E •  Planning
•  Cultural Values A C •  Organizing
•  Characteristics O G T •  Motivating
•  Sentiments P E I •  Communicating
Behavior •  Leading
•  Norms
L M O •  Controlling
E E N
N S
T
HRM as (2 SCHOOLS of Thought):

ART
M F SCIENCE
•  Because the
A U •  Because it is a
manager, after P N N body of
gaining knowledge E A C systematized
from education, knowledge
experience or
O G T based on
observation uses P E I general
imagination, L M O principles
originality, and which are
foresight to apply
E E N verifiable in
such knowledge. N S business
T practices.
 HUMAN RESOURCES
–
™ Includes the total knowledge, skills, creative abilities,
talents, and aptitudes of organization’s work force,
as well as the values, attitudes and beliefs of the
individuals involved.
 HUMAN RESOURCES
MANAGEMENT
–
™ Comprises the performance of all functions involved
in planning for, recruiting and selecting, developing,
utilizing, and rewarding, the human resources of an
organization.
™ It is therefore that branch of business management
concerned with securing and maintaining the right
quantity and the right quality of people needed for
the company to meet its objectives (mission, vision,
goals).
 Role and Importance
–
ü  Most line managers are periodically involved to some extent in
each of the major human resource functions, e.g. recruitment,
selection, placement, discipline, training, etc.

ü  In small organizations, the owner or the operating managers do

most of the human resource functions. In large organizations,
however, one department is tasked to do most of the human
resource functions, plus HR specialists are normally
maintained.

ü  Regardless of the size, however, and particularly in large

organizations, all managers must regularly perform and be
involved with many of the human resource functions.
 Role and Importance
–
ü Most LINE MANAGERS
involved in major human
resource functions
 Role and Importance
–
ü  SMALL organizations = OWNER or the operating
managers do most of the HR functions

ü  LARGE organizations = ONE DEPARTMENT is

tasked to do most of the HR functions
plus HR specialists maintained
 Role and Importance
–
ü  REGARDLESS OF THE SIZE, ALL MANAGERS
must regularly perform and be involved with many
of the human resource functions.
 Role and Importance
–
ü PRIMARY FUNCTION of HRD
is to provide support to operating managers on
all human resource matters.

MOST HRD fulfill a traditional staff role and act

primarily in an advisory capacity.
 Role and Importance
–
ü HRD
ü  customarily organizes and coordinates hiring and
training;
ü  maintains personnel records;
ü  acts as a liaison between management, labor and
government;
ü  coordinates safety programs.
Three Types of Assistance
Provided by a Human Resource Department
(Byars & Rue, 1997):

–
Specific Services

HUMAN
RESOURCE
Operating
Dept Advice Manager

Coordination
 ROLES
of the Personnel Department/Human Resource Department

–
1  POLICY INITIATION AND FORMULATION.

™ The HR Department (titled either as Personnel

Director, Personnel Manager, Industrial Relations
Director, or Vice-President for Human Resource) is
the one individual most actively involved in policy
creation.
 ROLES
of the Personnel Department/Human Resource Department

–
2  ADVICE. A major portion of the activities of those engaged in
staff personnel work is in the nature of counsel and advice to line
managers.

Some situations:
™  An employee who has a grievance over distribution of overtime.
™  An Immediate Superior who believes an employee under him is in
need of a disciplinary measure or suspension.
™  An employee who has been comparing work functions and salaries
of co-workers and feel aggrieved.
™  An employee who has been a top performer and being considered
for promotion or a raise in compensation.
™  Etc., etc.
 ROLES
of the Personnel Department/Human Resource Department

–
2  ADVICE. A major portion of the activities of those engaged in
staff personnel work is in the nature of counsel and advice to line
managers.

™  In all these situations, the HR man is expected to be familiar with

personnel policy, contractual obligations of workers, past practice,
etc. of the organization, and the needs and welfare of both the
employee and the organization --- balancing objectivity and human
considerations. The more challenging aspect is his obligation to
preserve the structure and functioning of the organization.

™  Advice includes the preparation of and communication of reports,

bulletins, procedural guidelines, interpretation of policies, etc.
 ROLES
of the Personnel Department/Human Resource Department

–
3  SERVICE. The service responsibilities of the HR
department are seen from the period of
employment to the training and benefit programs
of the organization. Some situations:
 ROLES
of the Personnel Department/Human Resource Department

–
4  CONTROL. The HR department carries out
important control functions. It monitors the
performance of line managers and other staff
departments to insure that they conform to
established personnel policy, procedures and
practices.
 ROLES
of the Personnel Department/Human Resource Department

–
Some examples of control:
™ Procedural control such as in cases of dismissal or
termination of employment. The HR department
ensures that due process has been taken therefore it
may involve submission of written evidence,
obtaining testimony of evidence, granting enough
period for proper notice and hearing, etc.

™ To raise an employee’s salary the supervisor

generally must abide by certain procedures.
 FUNCTIONS of HR
DEPARTMENT
–
™  Employment
™  Transfer, Promotion, Layoff
™  Training and Development
™  Compensation Administration
™  Health and Safety
™  Discipline and Discharge
™  Labor Relations
™  Benefits and Services
™  Organization Planning
™  Organization Development
™  Human Resource Planning
™  Equal Employment Opportunity
™  Personnel Behavior and Research
™  Personal Information System
 HR as STAFF Function
–
A LINE Executive
™ Line managers have ™ Staff refers to those
direct responsibility for
accomplishing the
objectives of the
organization.
A STAFF Executive
elements of the
organization who help
the line to work most
effectively in
accomplishing the
objectives of the
organization.
 HR as STAFF Function
–
A LINE Executive A STAFF Executive
™ Line executives carry ™ Staff Executives
the operational perform specialized
activities; they execute functions; they plan
plans and directly and give counsel and
exercise authority. advice.
 HR as STAFF Function
–
A LINE Executive A STAFF Executive
™ Lines do. ™ Staff thinks, analyzes,
and recommends.
 HR as STAFF Function
–
A LINE Executive A STAFF Executive
™ Lines says, do. ™ Staff says: If and when
you do it, do it this way.
 HR as STAFF Function
–
A LINE Executive A STAFF Executive
™ Lines have the ™ Staff has the authority
authority of command. of ideas.
 HR as STAFF Function
–
A LINE Executive A STAFF Executive
™ Lines tells the Staff ™ Staff” tells” Line what
where to go. to do.
 Principles of Line and
Staff relationships
–
™  Principle of Advice. The Staff can only advice the line
what to do.
™  Principle of limitation on staff economy. The staff
should serve the line economically.
™  Principle of compulsory staff advice. The line official
must listen to, although he is not forced to accept and
follow, the staff’s advice.
™  Principle of Staff independence. The staff personnel
should have sufficient security to be able to give their
truthful advice to their superiors without fear of losing
their jobs.
 ASSIGNMENT
–
™ Read on the following topics:

2  Human Resources and Total-Quality Management

(TQM) (Sherman, Bohlander, Snell)
3  Formulating Human Resource Policies and
Procedures (Andres)