HUMAN RESOUCE

MANAGEMENT
WEEK – 2 (DEVELOPMENT OF
HUMAN RESOURCES)

PHILIPPINE MANAGEMENT
ASSOCIATION OF THE PHILIPPINES
 PMAP helps
institutions mold an
OBJECTIVES: enlightened,
 To Define Human Resource Management competent, socially
 Discuss why HR is both a science and an art. responsible, and
 Explain and differentiate the roles of HR influential sector of
Manager and his functions. people managers
 Explain the career development of an HR who can effectively
Manager participate in nation
– building.
 PMAP also helps its
TO DEFINE HUMAN RESOURCE members become
MANAGEMENT more effective on
the job by teaching
Human Resource Management is a relatively new the human aspect of
field in the Philippines. It was only 1950’s that is management via
gradually gained acceptance and recognition in numerous career development forums and
private business and industry. training programs.

THREE CONDITIONS NEED TO EXIST A nationwide organization of all the personnel

 Top management must be convinced that HR is
needed in its business operations.
 Qualified HR Administrators must be available.
 HR administrators must demonstrate their
capacity to contribute to the company’s goals.
Top management is too often unaware of what
HR work is and what it can do to promote
effective management. As a result, HR personnel
is usually given only minor role in business
affairs.
Even when management sees that a good
personnel department is desirable, not enough
qualified HR practitioners are available to run it.
As a result,
Many HR personnel without adequate preparation
have entered the field, messing up some HR
programs.
managers and HR Practitioners in the country which
was established to uphold their profession to the
fullest.
DEPARTMENT OF LABOR AND
EMPLOYMENT (DOLE)
 Is one of the executive departments of the
Philippine government mandated to formulate
policies, implement programs and services, and
serve as the policy – coordinating arm of the
Executive Branch in the field of labor and
employment. It is tasked with the enforcement
of the provisions of the labor code.
EMPLOYEES’ COMPENSATION
COMMISION (ECC)
 Is a government agency in the Philippines that
provides assistance and benefits to employees
who get injured, disabled, or die due to work-
related accidents or illnesses.
NATIONAL WAGES AND programs and courses to develop professionals
PRODUCTIVITY COMMISSION who can effectively manage labor relations in
CAREER OPPORTUNITIES (NWPC) organizations.

 Is responsible for setting minimum wage rates PHILIPPINES HR GROUP

and promoting productivity improvement in the
 Is a community of human resource
country. It offers career opportunities for
professionals in the Philippines. It provides
individuals interested in labor and economic
networking opportunities, professional
development.
development, and resources for HR
PUBLIC EMPLOYMENT SERVICE practitioners to enhance their knowledge and
skills in the field of human resources.
OFFICE (PESO)
 Is a government initiative that connects job
seekers with potential employers. It provides
employment services such as job matching, job
fairs, and skills training to help individuals find
suitable job opportunities.

SOCIAL SECURITY SYSTEM (SSS)

 Is a government – run social insurance program
that provides financial protection to its
members and their dependents. It offers various
benefits, including retirement, disability,
maternity, sickness, and death benefits.

PAG IBIG (FUND)

 Is a government agency in the Philippines that
provides affordable housing loans to its
members. It also offers savings programs, short-
term loans, and other benefits to help Filipinos
secure their future and improve their quality of
life.
CHALLENGES OF HUMAN RESOURCES
 THE CHALLENGE OF THE GLOBAL
COMMUNITY
 THE STOCKHOLDERS CHALLENGE
 THE CHALLENGE FOR PRODUTIVITY

PHIL -HEALTH (YOUR PARTNER IN CONRIBUTING GROWTH FACTORS OF

HEALTH) PERSONNEL MANAGEMENT

 Also known as the Philippine Health Insurance  INCREASING COMPLEXITY OF BUSINESS

Corporation, is a government agency that OPERATIONS
provides health insurance coverage to Filipino  GROWTH OF LABORS UNIONS
citizens. It ensures access to affordable and  GOV’T REGULARIZATION AND LABOR
quality healthcare services by offering different LAWS
health insurance programs.  INFLUX OF NEW CONCEPTS IN
MANAGEMENT

TECHNICAL EDUCATION AND SKILLS

DEVELOPMENT AUTHORITY (TESDA)
 Is an agency that aims to promote and enhance
the skills of the Filipino workforce. It offers
various technical-vocational education and
training programs to enhance employability and
improve productivity.

SCHOOLOF LABOR AND INDUSTRIAL

RELATIONS
 Is an educational institution that focuses on
labor and industrial relations studies. It provides
 DISCUSS WHY HR IS BOTH A  Assist the company in promoting good morale
SCIENCEAND AN ART and motivation among its human resources.
 Assist in crisis management and organizational
 HR is a science because it involves the management.
systematic gathering of data derived from
surveys, interview, and observations.
 Art is proficiency in the practical application of
knowledge required through study, experience,
or observation

COMPANIES HIRE A HUMAN

RESOURCE MANAGER BECAUSE OF
THE FOLLOWING:

 Help management achieve company objectives

and goals.
 Assist top management in formulating sound
policies, programs, and rules and after approval,
administer them fairly and efficiently.
 Assist line supervisors and managers in
providing employees with satisfactory work
environment and in promoting harmonious
relationships with the employees and the
unions.
 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.
 Help train and develop the human resources of
the company.
 Help promote understanding and good
relationships by opening the lines of EXPLAIN AND DIFFERENTIATE THE
communication between atmosphere where ROLES OF HR MANAGER AND HIS
workers can be happy and proud to belong to FUNCTIONS.
the organization.
 Identify management problems that can be PROBLEMS AND DIFFICULTIES OF
resolved and opportunities that can be realized
THE HR MANAGER
through improved effectiveness in personnel
management.  Common misconception about his role and
 Assist managements and supervisors in functions
handling labor relations, problems, utilizing his  Inadequate recognition by management of the
knowledge and competence on labor laws, proper role of the HR manager.
government regulations, and court decisions on  In the area of labor relations
labor relations.  Jealousy of the other executives regarding the
HR Manager’s duty and authority.
 THE PAST AND PRESENT ROLE OF HR  Company cellular phone.
 Representation Allowance / Meal Allowance
The Traditional Personnel Image  Education Scholarship / Attending Conventions
and Seminars
HR Managers and their departments suffered from
 Laptop
very low perceived position due to the following
factors:

 Disrespect for the position and those who

perform it.
 The low position in the organization. CAREER ADVANCEMENT / OTHER
 Lack of expertise in performing their functions. PROFESSIONAL OPTIONS FOR THE HR
MANAGER
THE ROLES OF HR IN THE NEW
MILLENNIUM  College Professor
 Vice President of the Company
 Recruitment and Selection
 Chief Executive Officer (CEO)
 Testing administrator
 Politician
 Labor Officer
 Entrepreneur
 Training and Development
 Businessman
 Wage and Salary Management
 Benefits administration
 Employee Service and Recreations
 Community Relations
 Records Management
 Health and Safety
 Strategic Management

QUALITIES OF THE HR MANAGER

 Can communicate effectively, both orally and
in writing
 Possesses an above – average intelligence.
 Enjoys working with people.
 Problem solver
 Aggressive, mature, and capable of giving
sound advice.
 Possesses the integrity, industry, and courage to
earn the respect of the employees and his
employer.
 Possesses a pleasing personality and personal
warmth and should be approachable.

REWARDS AND BENEFITS FOR THE HR

MANAGER
 Car Plan or Free use of Company
Transportation
 Unlimited / Limited use of gasoline and free
maintenance check – up.
 WEEK – 3 (STRATEGIC HUMAN
RESOURCES PLANNING)
OBJECTIVES:
 Discuss the role of the HR in strategic
planning.
 Define HR Planning and its importance.
 Explain the two important components in
HR Planning.
 Determine the different kinds of HR
planning and the important elements of
strategic HR Management.
 Enumerate the five steps in HR Planning.
HUMAN RESOURCES PLANNING
STRATEGIC PLANNING GOAL
 A process of systematically reviewing human
resource requirements to ensure that the number  The determination of the overall organizational
of employees matches the required skills. purpose and goals and how they are to be
 It is the process of matching the internal and achieved. The HRD shall determine the total
external supplies of people with job openings manpower component to execute the planned
anticipated in the organization over a specific strategic activities.
period of time.
PURPOSE
WHAT IS HR PLANNING
 A scheme whereby current and future staffing
 Is the process by which an organization ensures needs and levels are identified and worked
that it has the right number and kind of people, towards with a view to ensuring they are
at the right places, at the right time, capable of matched as precisely as possibly.
effectively and efficiently completing those  To help a business to make the best use of its
tasks that will help the organization achieve its staff, by providing a framework against which it
overall objectives. can recruit, train, and develop, transfer and
promote, dismiss and retire them, at most
STRATEGIC HR MANAGEMENT appropriate times.

 Strategic HR management is defined as: COMPONENTS OF HR PLANNING

Integrating human resources management
strategies and systems to achieve the overall REQUIREMENTS
mission, strategies, and success of the firm
while meeting the needs of employees and other  Forecasting Human Resources involves
stakeholders. determining the number and types of employees
 Strategic HR planning is an important needed. The level of skills has to be determined
component of strategic HR management. It and matched with the plan operations.
links HR management directly to the strategic
plan of your organization. Most mid to large AVAILABILITY
sized organizations have a strategic plan that
 The firm determines whether there is a surplus
guides the organization in successfully meeting
or shortage of manpower.
its mission. Organizations routinely complete
financial plans to ensure they achieve
COMPONENTS OF A HRM SYSTEM
organizational goals and while workforce plans
are not as common, they are just as important.

ASPECTS OF HUMAN RESOURCE
PLANNING
 SYSTEMATIC FORECASTING OF
MANPOWER NEEDS
 PERFORMANCE MANAGEMENT
 CAREER MANAGEMENT
 MANAGEMENT DEVELOPMENT
THE IMPORTANT ELEMENTS IN
STRATEGIC HUMAN RESOURCE
PLANNING:
ORGANIZATIONAL GOALS
 The human resource planning process should be
tied up with the organizational strategic goals.
HUMAN RESOURCES FORECAST
 Process is the forecasting of human resource
needs based on the business strategies,
production plans, and the various indicators of
change in technology and the organization’s
operating methods.
EMPLOYEE INFORMATION
 Process is maintaining accurate information
concerning the composition, assignments, and
the capabilities of the current workforce.
HUMAN RESOURCES AVAILABILITY
PROJECTIONS
 Process is estimating the number of current
employees and those that could be available in
the future.
ANALYZING AND EVALUATING
HUMAN RESOURCE GAPS
 Process is comparing what is needed when what
is available in terms of numbers, mix, skills,
and technologies.
ADVANTAGES IN USING THE
ELEMENTS OF HR PLANNING
 A company can be better assisted in attaining its
goals and objectives.
 It helps the company determine its manpower
needs and provides a method of meeting them.
 It can be an effective means of planning the
development and growth of the employees.
 It can assist in placing the employees properly
in jobs.
 It can assist the company to attract and retain
better qualified employees.
FIVE STEPS TO HUMAN RESOURCE
PLANNING
 Determining the workload inputs based on the
corporate goals and objectives.
 Studying the jobs in the company and writing
the job description and job specifications
 Forecasting of manpower needs
 Inventory of manpower
 Improvement plans
WHY HUMAN RESOURCE PLANNING
IS IMPORTANT?
HRP needs for HRD:
 HRP is important for planning the investment in
the development and utilization of human
resources. Any investment in the HR activities
is considered an investment for the future
growth and development of the organization.
Examples: When curriculum has to be changed,
required knowledge and skills of teachers/instructors
should be developed prior to implement the new
curriculum. So educational institutions have to be
aware of that.
THE STRATEGIC ROLE OF HUMAN
RESOURCES PLANNING
IMPORTANCE OF HR PLANNING
 Plan staffing and development activities.
 Achieve economies in hiring.
 Anticipate and avoid staff shortages/surpluses.
 Establish employment equity goals/timetables.
BENEFITS OF HUMAN RESOURCE
PLANNING
 Can recruit effectively.
 Can compile long – term recruitment
programmed.
 It allows you to prepare key staff in anticipation
of transfer and promotion.
 It avoids you to understaffing and overstaffing.
 It enables you to keep abreast of ever –
changing circumstances.
 This is a technique wherein the personnel who
are promotable to the higher positions are
identified together with their backup or
understudy. There should be a ratio that will
ensure that promotions will not create any void.
CASCADE APPROACH
 This approach, the setting of objectives flows
from the top to bottom in the organization so
that everyone gets a chance to make his
contribution.

REPLACEMENT APPROACH
 Under this approach, HRP is done to have a
body of manpower in the organization that is
ready to take over existing jobs on a one – to –
one basis within the organization.

COMMITMENT PLANNING APPROACH

 This techniques involves the supervisors and
personnel in every component of the
organization on the identification of manpower
needs in terms of skills, replacement, policy,
working conditions and promotion so that
EFFECTIVE HR PLANNING human resource in the organization may be up
to the challenge of current and future
ASSESSING THE CURRENT SITUATION operations.
 Present staff needs.
SUCCESSOR PLANNING APPROACH
 Existing staff levels
 Making adjustments  This approach enables the personnel staff to get
by without having to ask much from
IDENTIFYING LIKELY INFLUENCES management, which in tern does not expect
UPON STAFF NEEDS HAVE TO BE much from the HR staff in terms of radical
IDENTIFIED. change.
 Internal influences COMMON WEAKNESS IN HUMAN
 External influences
RESOURCE PLANNING
PROBABLE CHANGES TO STAFF
 Over – Planning
LEVELS NEED TO BE RECOGNIZED.  Technique Overload
 Internal Changes within the workforce  Bias for the Quantitative
 External Changes within the labor market  Isolation of the Planners
 Isolation from Organizational Objectives
PLANNING TECHNIQUES IN HR  Lack of Line Supervisors’ Inputs
MANAGEMENT
FOUR BASIC TERMS OF MANPOWER
SKILLS INVENTORY FORECASTING

 This approach involves the listing of all the
skills possessed by the workforce, and they are
made to relate to the requirements of the
organization. It requires detailed information of
the experience and training of every individual
in the organization.
RATIO ANALYSIS
LONG – TERM TREND
 It is usually done for a period of five years or
more depending on the company operation and
customer demands.
CYCLICAL VARIATIONS
 This refers to reasonable and predictable
movement that occur over a period of one year
 or more (five years). This movement may be
due to economic conditions, political instability,
peace and order, loss in customer demands and
societal pressures.
SEASONAL VARIATIONS
 This variations change over a period of one
year. This covers firms who manufacture
seasonal products and hire temporary workers
for temporary increase in demand.
 It is a technique for the testing of alternatives
on mathematical models representing the real-
world situation. The purpose of this model is to
permit the human resource manager to gain
considerable insights into a particular problem
before making actual decisions.
HUMAN RESOURCE ROLE IN
PROVIDING TWO WAYS OF
COMPETITIVE ADVANTAGES

RANDOM VARIATIONS EMERGENT STRATEGIES

 This is one occasion where there is no special
pattern and it is quite difficult to predict or
determine. Along this line, temporary workers
are hired instead of regular workforce.
 This strategy evolves from grassroots of the
organization and can be though of as what the
organizations actually do.
INTENDED STRATEGIES
 The task if to formulate business related issues
relevant to strategy formulation and then
development of HR systems that can aid in the
implementation of the strategic plan.

HUMAN RESOURCE FORECASTING

TECHNIQUES

THE ZERO – BASE FORECASTING

APPROACH
 It use the organizations’ current level of
employment as the starting point for
determining future staffing needs. The usual
references point is the organizational structure
pattern based on company production forecast
on market and customer demands.

THE BOTTOM – UP APPROACH

 This forecast uses the progression upward
methods from the lower organization units to
ultimately provide the aggregate forecast of
employment needs. The starting point is the
number of current employees and the progress
in operation requirements as the company
improves its operation to meet increasing
customer demand.

USE OF PREDICTOR VARIABLES

 It uses the past employment levels to predict
future requirements. Predictor variables are HUMAN RESOURCE INFORMATION
known factors that have an impact on SYSTEM REPORTS
employment. Sales volume determines
employment levels. As production increase, ROUTINE REPORTS
demand for manpower increases.
 These are human resource data summarized o
SIMULATION scheduled bases, like manpower status, and
payroll.
EXCEPTION REPORTS 4. Performance Management Applications
5. Training and development Applications
 This information may contain confidential data 6. Compensation and Benefits Applications
that are available only for managerial decision
making and needs immediate attention.

ON DEMAND

MANPOWER FORECAST

SOFTWARE APPLICATION FOR HRM

HUMAN RESOURCES PLANNING

APPLICATIONS
1. Work – force Profile Analysis
2. Work – force Dynamic Analysis
3. Human Resources Planning for Decision –
Making