I’m Ma. Eppie A.

Antioquia, Assistant Professor IV from URS Binangonan

campus 18 years in service, from the College of Business teaching Management
subjects, took up Bachelor of Science in Commerce Major in Management in Tomas
Claudio Memorial College, with Master in Management in University of Rizal System
and completed academic requirements in Doctor in Business Administration at
University of Rizal System.

Welcome to this subject and I look forward to working with you all in the class

If you have questions email me at mariaeppie.antioquia@gmail.com

Module 2

Course Title: Human Resource Management

Objectives:

1. Distinguish Human Resource Development from Human Resource

Management;
2. Identify the scope, concepts of Human Resource Management;
3. Explain and differentiate the different roles of the HR managers and his
functions;
4. Differentiate Human Resource Management from Personnel management

Introduction:

Human Resource Management is a process of bringing people and organization

together so that the goals of each are met, it tries to secure the best from people by
winning their whole hearted cooperation. In short, it defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an
organization in an effective and efficient manner.

Contents of the module:

HRM Definition, Scopes, Functions, HR Managers and their Roles

Differentiate Human Resource Management from Personnel Management

Overview:

Human Resource Management (HRM) and Human Resource Development, It is a

service and reactive function. It is proactive function. It seeks to improve the efficiency
of people and administration. It seek to develop the total organization and its culture. It
is considered to the responsibility of all manager. It focus on salary, economic rewards,
job specialization for motivating people. It focus on autonomous work group, job
challenges and creativity for motivating people.

Scopes:

Managers job is administering a “social system”. Personnel records is becoming

more and more important so as to ensure adaptability of personnel/employees. Labor
relations, public relations and plant security are Personnel sub areas—not left to be the
sole responsibility of personnel management, the scope is wide and varied. Personnel
Department and Personnel managers perform s variety of roles in accordance with the
needs of situation.

Concepts:

People are treated as investors, They bring into the company their talent,
knowledge, skills, competence, values, time and effort. Having invested in this treasure
trove of qualities and attributes vital to organization’s success, people demand a fair
return of their investment.

Humans are equipped with the knowledge of transforming the other factors of
production into useful products and services. In fact, they are capable of producing
output is greater than the sum of its inputs and deliver extra ordinary results. This,
however, can only be made possible under harmonious conditions. People need to be
inspired and work in a suitable working environment. Income and benefits should also
be in proportion to the individuals needs for them to have a decent life and be able to
provide for the growing needs of their families. Under such conditions, employees can
help an organization achieve the objectives and goals efficiently and effectively.

Human Resource Management is basically centered with the human dimensions

of management of the people at work. It is the process which connects individuals with
organizations and supports both people and the firm to realize each other’s goals
through an assortment of systems, procedures and strategies.

Managing this human resources or human capital has been a growing focus in
our highly competitive world of business.

What is Human Resource Management

 HRM is the art of managing people and all aspects of the human
workforce at a company or organization via creative and innovative
approaches.
 It is a branch of management that is focused on making the best possible
use of the enterprises human resources by way of granting better working
conditions and activities to their personnel. In addition, it intends to
 maintain respectable and valuable working relations within and among the
various levels of management.
 Basically, it is a process of making the efficient and effective use of human
resources so that the circle of set goals are accomplished.
 HRM is properly defined as the process of managing people in
organization in a structured and detailed routine.

Role of HR Managers:

The manager has the duty to ensure that his or her management of the
employees is free of biases and prejudices. Its been the case across industries where
the employees feel discriminated against leading to attrition, lower employee morale
and the extreme cases , law suits against the company. Hence, the manager has to
“walk the talk” and not simply pay lip service to the company’s policies on employee
performance. During the course of working together as a team, there are bound to be
instances where friction happened. It is important for the manager to ensure that this will
not happen that comes an effect that threatens the existence of the team.

HR managers contributes a lot to organizational effectiveness. The conscience

role-that of humanitarian who reminds management of its moral obligation to employees
and society. The counselor for job related, professional and personal problems, the
mediator, peacemaker, settles disputes between employees and management, work as
a communication link. The spoke person—spoke person of or for the company. The
problem solver with respect to the issues that involve HR management and over all long
range organizational planning. The change agent---introduces changes in the various
existing programmes. Other roles, welfare roles, clerical role and fire fighting role.

The Role of HR in the New Millennium Organization

The new role that the HR department performs includes out-placements, labor
law compliance, record keeping, testing, compensation and some aspects of benefits
administration. The HR department has to collaborate with other company executives
on employment interviewing, performance management, employee discipline and efforts
to improve quality and productivity.

The Role includes the following:

1. Recruitment and Employment

2. Interviewing, testing, recruiting and temporary employment
3. Labor coordination
4. Training and Development
 Orientation of new and temporary employees
 Performance management training
  Productivity enhancement
5. Wage and Salary management
 Job evaluation
 Wage and salary survey
 Executive compensation
6. Benefits Administration
 Vacation and Sick leaves administration
 Insurance
 Stock plans
 Pension plan
 Retirement plan assistance programs
7. Employee Service and Recreation
 Bus service
 Canteens
 Athletics
 Housing and relocation
8. Community Relations
 Publication
 Community project relation
9. Record Management
 Employment record
 Information system
 Performance record
10. Health and Safety
 Training
 Safety inspection
 Dental and Medical services
 Drug testing

Human Resource Development and Human Resource Management

Human Resource Development (HRD) and Human Resource Management

(HRM) – what’s the difference? Their names may sound commonly similar and there
are instances when these two are used interchangeably. One thing for certain is that all
involves working with people to develop largely the overall interest, operations and
performance of its manpower resources. To avoid confusion let us define the terms.
Human resource Development (HRD)

 HRD is the integrated use of training, organizational and career development

efforts to improve individuals, group, and organizational effectiveness.
 It is equipping its staff with the relevant skills necessary in promoting a long-term
professional in-service learning capacity at the individual, group and
organizational level.
 Hence, it is the process of adding value or worth not only to the individual, but
taking the teams and the organization as a human system growing together.

Human Resource management (HRM)

 HRM is both an art and a science combined into one.

 HRM is the art of managing people and all aspects of the human workforce at a
company or organization via creative and innovative approaches. Also, it is a
science due to the precision and painstaking application of various theories
required.
 It is a branch of management that is focused on making the best possible use of
the enterprise’s human resources by way of granting better working condition
and activities to their personnel. In, addition, it intends to maintain respectable
and valuable working relations within and among the various levels management.
 Basically, it is a process of making the efficient and effective use of human
resources so that the circle of set goals are accomplished.
 HRM is properly defined as the process of managing people in organizations in
a structural and detailed routine.

Difference between Human Resources Management (HRM) and Human Resources

Development (HRD)

While both Human Resources Management (HRM) and Human Resource

Development (HRD) are related to a company’s human resources, there are number of
key differences.

1. HRM is maintenance-oriented focused on administrative tasks like payroll and

managing employees file, while HRD is learning oriented and focused on
improving employee performance.
2. HRM aims to improve employee efficiency while HRD is about developing the
employees for the benefit of the organization as a whole.
3. The responsibility for HRM is given to the HR department while the responsibility
for HRD is given to all managers.
4. HRM motivates employees through rewards and financial incentives, while HRD
is focused on motivating employees by making them feel valued and other
higher-order needs.
 5. HRM aims to improve employee efficiency, while HRD is aimed at the
development of employees for the benefit of the organization.

SAQ

1. Can Human Resource platforms enhance efficiency? Is it the responsibility of

HRM in the first place? If it is about hiring the right people to do the job, then
what does it have to do with profitability and effectiveness? After all, these new
hires will be working directly under various departments and would be reporting
directly to their immediate supervisors.
2. What are the best motivating factors that would increase the productivity that can
contribute to the efficiency reaching the goals and objectives of the organization?

Activity

Case Study

The Prime Manufacturing Company is a garment factory that employs about

1000 employees of varied skills. About 75 percent are women

The Human resource Department was hired to head the HR department. Prior to
his assignments at Prime Manufacturing company, Bong was in a construction firm, a
who are mostly in the production department. Men employees are assigned in the
maintenance department and as operators of machines used in the garment production.
Women are mostly in sewing department, packaging and quality control. Medium size
organization. His main concern was preparing the payroll and handling employee’s
records.

The Human resource department is composed of 5 employees a payroll clerk, a

personnel assistant and two supervisors and Bong Si as manager. The record of Bong
Si in his academic achievements is quietly satisfactory. His bachelor’s degree is in the
field of engineering. Performance in the previous employment is quite satisfactory. The
construction company of his previous employment closed shop due to an economic
slowdown, this cause his separation from employment.

The garment business is globally competitive and customer’s satisfaction is of

prime importance. Employee’s commitments to performance standard are high priority.
In the three-month span of Mr. Bong Si employment, 20 percent of women employees
and 12 percent of male employees resigned for unknown reasons, as there was no exit
interview conducted. Production schedule was delayed and foreign customers were
alarmed.

The general manager Mario Mabilangan, called Rod Santos regarding the
problem. He noted Rod’s indecisive approach to the HR problem and actions that he
failed to take. He pointed out to Bong Si that he exactly did not know what to do
regarding the current situation. His subordinates began to complain to Mr. Habibi about
Bong Si indecision.

Bong Si became more withdrawn from his subordinates and other managers in
the plant. He showed little interest in his job and concentrated in mental jobs concerning
the department. In general, he lost control of his job on managing the department.

Note: Use the case analysis format

Problem

Case Facts

Analysis/Hypothesis

Alternative Courses of Action

Recommendation and Conclusion

Rubrics:

96-100 91-95 86-90 81-85

Well-organized Well-organized Well-organized Well-organized
thoughts and ideas thoughts and ideas thoughts and ideas thoughts and ideas
are very are satisfactorily are fairly evident are not evident
satisfactorily evident evident
Grammar and Grammar and Grammar and Grammar and
format are very format are highly format are fairly format are not
highly observed observed observed observed

References:

Ernesto H. Mendoza, Lorna S.P. Garcia Human Resource Management: Limited Books
library Services and Publishing Inc.2019

Dr.Pedrito R. Pereda, Dr.Marissa B. Ferrer et.al Human Resource Management

Unlimited Books Library services and Publishing Inc. 2020

Ranulfo Payos Llb, FPM, Human Resource Management, Rex Bookstore,2010

Edwin Flippo , Personnel Management 6th Edition