h.
Labor Relations and Compliance
Introduction to Human
Resources Management
Human Resources
● People who work for a company or
organization.
Management
● Act of getting people together to
accomplish desired goals and objectives
using available resources efficiently and
effectively.
Human Resource Management
● It is a function in organizations designed
to maximize employee performance in
service of an employer’s objectives and
goals.
HUMAN RESOURCE FUNCTIONS
1. Managerial Functions
a. Planning
b. Organizing
c. Leading
d. Controlling
2. Operative Functions
a. Human Resource Planning
b. Job Analysis and Design
c. Recruitment and Selection
d. Training and Development
e. Performance Management
f. Compensation and Benefits
Administration
g. Employee Engagement
i. Occupational Health, Safety,
and Well-being
j. Employee Discipline and Policy
Making
3. Advisory Functions
a. Top Management Advice
b. Department Head Advice
Importance of HRM in Organizations
● Recognizing and valuing individuals
● Bring competent people and train
employees
● Maintain discipline
● Quality of work life
● Employee satisfaction
HISTORY OF HUMAN RESOURCE MANAGEMENT
Over the years, human resource management has
evolved from a mere administrative function to a
strategic partner in a business enterprise.
Perfunctory Roles:
● RECRUITMENT AND SELECTION
● PLACEMENT
● FAIR WAGES AND BENEFITS
● TRAINING AND DEVELOPMENT
● EMPLOYEE MOVEMENTS
● PERFORMANCE APPRAISAL
Industrial Revolution
Industrial Revolution, in modern history, the
process of change from an agrarian and handicraft
economy to one dominated by industry and
machine manufacturing. (Britannica)

1970s - Value of people in business
PERSONNEL MANAGEMENT - HUMAN
RESOURCE MANAGEMENT
Employees are now referred as the greatest assets
of the business enterprise.
"The workforce should no longer be viewed as a
group of individuals who need to be closely
supervised and managed, but rather as a collection
of human resources to be valued as a distinctive
source of competitive advantage. "
- Beaumont, 1992
HR Managers
Should make sure that the firm pays attention to
employees' concerns and problems.
While still responsible for the traditional, trivial
administrative functions, HR managers are now
considered as specialist-consultant on motivation
and productivity.
Added to the functions are:
● Business planning for the firm
● Organizational development
● Monitoring of employee pulse through
opinions and surveys
● Management of change
● Business development
HR professionals must therefore prove their
competence by continuously building capacity for
excellence and superior performance in work
among employees and by acting as the
value-adding unit in the organization.
HRM is now moving towards Human Capital
Management
For the management point of view, the employee
shall now be recognized as human capital who has
a greater stake in the company's profitability.
HRM IN THE PHILIPPINES
GROWTH AND DEVELOPMENT OF PERSONNEL
MANAGEMENT IN THE PHILIPPINES
Personnel management is a relatively new field in
the Philippines. It was only in the early 1950s that
it gradually gained acceptance and recognition in
private business and industry.
For it to gain acceptance and recognition, three
conditions need to exist:
● Top management must be convinced that
personnel management is needed in its
business operations.
● Qualified personnel administrators must
be available
● Personnel administrators must
demonstrate their capacity to contribute
to the company's objectives and goals.
Contributing Factors
● Increasing complexity of business
operations
● Government regulations and labor laws
● Growth of labor unions
 ● Influx of new concepts in management
VARIED ROLES OF HUMAN
Increasing complexity of business operations
RESOURCE MANAGERS
Government regulations and labor laws
SUPERVISOR
Growth of labor unions The HR manager oversees the employees in his
own department over whom he exercises a direct
Influx of new concepts in management line of authority.

ADMINISTRATIVE OFFICIAL
The HR manager translates into action those parts
of the personnel policies and programs assigned to
him/her.

ADVISER
The HR manager serves as counselor, guide, and
confidant to management, supervisors, and
employees.

COORDINATOR
He brings into action all activities; regulates and
combines diverse efforts into harmonious whole.

NEGOTIATOR
The HR manager is usually asked either to
represent management in negotiating labor
contracts or to attend negotiations with unions in
an advisory capacity.

EDUCATOR
The HR manager’s educational functions focus on
conducting and administering training programs.
SERVICE PROVIDER
The HR manager occupies a position in a company
Information Technology
which best provides certain services to all
employees.
and Human Resource
EMPLOYEE COUNSELOR
Management
One of the functions of an HR manager is to be a
counselor for employees at all times. Impact of Technology in Recruitment and
Selection
PROMOTER OF COMMUNITY RELATIONS
The HR manager must be well informed of the Online Recruitment/E-Recruitment
activities and development in the environment ● E-recruitment, also known as online
where the company operates. recruitment, is the practice of using
technology and in particular Web-based
PUBLIC RELATIONS MAN resources for tasks involved with finding,
The HR manager is required to deal with various attracting, assessing,interviewing and
publics of the company. hiring new personnel.
○ Job Portals
WHAT ARE THE SKILLS NEEDED BY HR ○ Social Media Recruitment
MANAGERS? Advantages of Online Recruitment
● Communication skills ● Cost effective
● Organizational skills ● Quick and saves time
● Decision-making skills ● Better chance of success
● Training and developmental skills ● Bigger audience
● Budgeting skills ● Easy to use
● Empathetic skills Disadvantages of Online Recruitment
● Too many candidates
● Fraudulent candidates
● Client-candidate mismatch

Applicant Tracking System/Candidate Screening

Software
○ Video Job Interview
Advantages
● Lower costs
 ● Saves time
● Screening remote candidates
● Assess communication skills
● Less pressure on candidates
Disadvantages
● Technical problems
● Time zones
● Potential fraud
Employee Attendance Monitoring System
● Instant and Accurate Reporting
● Keep Track of Good Attendance
● Automated application of time and pay
rules
● Leave tracking
IT and Employee Training and Development
Online Training Courses
Massive Open Online Course (MOOCs)
Massive Open Online Courses (MOOCs) are free
online courses available for anyone to enroll.
MOOCs provide an affordable and flexible way to
learn new skills, advance your career and deliver
quality educational experiences at scale.
Can MOOCs Solve Your Training Problem?
More than one-third of 1,481 employed
learners—mostly managers and knowledge
workers taking online courses—said they had
received no training from their organizations in
the previous 12 months.
It also means a lot of people who want to become
better at their jobs are funding for themselves.
Organizations could change that—and offset the
drop in formal training—by encouraging and
supporting enrollment in MOOCs (massive open
online courses), which are readily available and
relatively inexpensive on platforms.
Some companies realize this and have started to
team up with MOOC providers to enhance
employee training. AT&T, GE, L’Oréal, and Marks
& Spencer are prominent examples. Others, such
as McKinsey, Microsoft, and Tenaris (a tube
supplier for the energy industry), are even
producing their own content—on management,
computer science, engineering, finance, and so
on—for public consumption.
Just 5% of employed learners receive support
from their companies for MOOCs.
Advantages of MOOCs
● Low budget
● Flexible and global
● Ease of Resources
Disadvantages of MOOCs
● Less Interaction
● Lack of Control
● Isolated
Virtual Reality in Employee Training
● Using Virtual Reality to Improve
Employee Training. Virtual reality (VR)
is a three-dimensional, computer-
generated representation of physical
worlds. These worlds are immersive, and
 users can interact with them as if they
are real
Samsung Electronics upgrades employee training
with virtual reality
South Korea’s tech giant Samsung Electronics Co.
has employed virtual reality equipment based
training system at its workplace, making training
at production lines more efficient and less costly.
The so-called cyber training first started at the
company’s Consumer Electronics (CE) division and
it is expected to spread out to other business
departments including IT & Mobile
Communications (IM) division, which makes
mobile phones.
Walmart is training employees with a Black
Friday VR simulator
Walmart’s 200 “Walmart Academy” training
centers are all planning to incorporate virtual
reality by the end of 2017, after an earlier pilot
program. The limited curriculum is being
produced by Strivr, a company previously known
for helping NFL players train through VR. New
Walmart employees will put on an Oculus Rift
headset and enter different real-world scenarios,
during which they’ll be asked to make simple
choices based on what they see. Eventually, Strivr
and Walmart hope to expand the program to all
stores, not just the academies.
KFC’s New Employee Training Game Is a Virtual
Reality Nightmare
In case being a fast-food employee wasn’t hard
enough, KFC is now putting its workers through a
bizarre initiation rite: a creepy BioShock-esque
virtual reality “escape room” replete with
narration from an omnipresent, mildly
demonic-sounding Colonel Sanders. Cool!
IT and Employee Engagement
Workgroup support
● Since information technology facilitates
in the creating an information sharing
environment, workers can easily consult
each other across different department
without any interruption. They work
group support to inquire some thing
related to a given task at work. With
work group support systems, group
decision making becomes easier.
IT and Data Management
Cloud and Cloud Computing
● With the help of database software, an
organization stores all its relevant data
on a database. This infrastructure can be
designed when it is internal or external.
IT and Employee Safety
Wearable Technology to Track Employees’
Performance and Minimize Workplace Injury
Using wearable technology in the workforce is
among the best ways to address this issue.
Researchers said that wearable technology can
reduce workplace injuries resulting from fatigue.
● Alerting – to warn employees of exposure
to risk factors like toxins, high
temperatures, or noise levels.
● Emergency stopping – to alert employees
operating heavy machinery when sudden
stops are required during an emergency.
 ● Body movement and posture – to
identify activities that increase risk to the
Ethics in Human Resources
lower back and shoulder in order to avoid
strain and injury.
Management
● Monitoring – to collect real-time data
about time and effort required for each HR are people champions!
task, so managers can use the data to
manage workflow and identify additional You are the voice of your employees
risks.
As HR, you also represent the management
Other Trends in HR
HR is influential.
Managing Remote Employees
● Remote work is a working style that
Ethics, Morality and The Law
allows professionals to work outside of a
Good vs. Wrong
traditional office environment. It is based
Ethical - SPECIFIC PROFESSION
on the concept that work does not need
Moral - PERSONAL
to be done in a specific place to be
executed successfully.
LEGAL
Team Management Software Compliance with the law and regulations

HR SHOULD ALWAYS BE ETHICAL IN ANY OF

THEIR ACTIONS BECAUSE WE ARE BEING
VIEWED AS ROLE MODELS.

D-FACTOR/DARK FACTOR
● It is the tendency of the person to
single-mindedly focus on achieving one’s
goals to maximize a desired outcome at
the expense of other people.

Machiavellianism
● It refers to a personality trait that sees a
person so focused on their own interests
they will manipulate, deceive, and exploit
others to achieve their goals.
Moral Disengagement Where to get important HR information?
It happens when an individual convinces ● DOLE, NLRC, ECC, and other websites and
him/herself that ethical standards do not apply to Facebook pages Labor Code of the
him/herself within a particular situation or Philippines
context. ● Worker’s Statutory and Mandatory
1. Moral justification Benefits Handbook
2. Diffusing responsibility ● HR Facebook Groups
3. Misrepresenting Injurious Consequences ● Certifications
4. Dehumanizing the victim ● Webinars, Seminars, and Training
Programs
Narcissism
Narcissism is extreme self-involvement to the How to Earn Employees’ Respect?
degree that it makes a person ignore the needs of ● Be good at your job
those around them. ● Do what you say
● Be nice and kind
Entitlement
It is the belief to have more than the others and to Ask yourself:
be treated better than others
● Are you competent?
● Do you know what you are doing?
Spitefulness
● Are you fair and balanced?
It is a need to seek revenge, even if it results
● Do you put in the work?
in harming other people.
● Do you share in the work?
Sadism ● Can you get things done?
The process of inflicting pain or humiliation to ● Can you give the answers that they
others to assert pleasure or satisfaction. need?
● Do you lie?
In order to be ethical, you have to follow your code ● Do you do the right things?
of conduct of the HR profession. ● Do you make excuses for your
negligence?
How to be a competent HR?
● Know what you do Learn to say no to employees.
● If you do not know what to do, find out. ● It is against the company policy
● Once you found out, get back to the ● It is not something you want done in the
person who’s asking. entire organization
 ● You can’t justify it to the boss when
questioned
● It makes uncomfortable
● It is outright illegal

As HR, you should.

● Acknowledge the mistake
● Understand what went wrong
● Fix the problem
● Promise it will not happen again

Stop blaming because..

● It’s the easy way out
● It will not solve the problem
● It will affect your reputation
● You will not learn the lesson