Human Resource Management (HRM)

and Employment Relations

E HUMAN RESOURCE FUNCTI

DEFINITIONS:

1. Personnel Management or Human

Resource Management refers to the
handling, directing and controlling of
individual employees rather than the
employees as a group. It covers the
acquisition and retention of competent
employees through proper recruitment,
selection, placement, utilization and
development. (Sison, Perfecto)
DEFINITIONS:
2. Employment Relations (ER)- the new
discipline that evolved with the merger of
Human Resource Management (HRM) and
Industrial Relations (IR).
•ER is focused on Human Resource
Development (HRD), organized learning
activities arranged within an organization in
order to improve performance and/or
personal growth for the purpose of
improving the job, the individual and/or the
organization . (Gilley)
 Human Resource Development

Human Resource
Organization
Information
System Development

Employee Labor – Mgmt Career

Assistance Relations
Development
Separation
Human Resource Areas
Outputs:
- Quality Work life Training &
Compensation/
- Productivity Development
Benefits
- HR Satisfaction (Individual
- HR Development Development)
- Readiness for change

Performance Organization/
Management Job Design

Recruitment, Human
Selection Resource
and Staffing Planning
Personnel
Employment
Management
Relations
HUMAN RESOURCE MANAGEMENT
 The Human Resource Function
Business Planning HR Acquisition
Vision/Mission Recruitment
Goals/Objectives Selection
Strategies Placement

HR Maintenance &
HR Planning Conservation
Forecasting Performance Management
Inventory Rewards/Salary Administration
Audit Health,Safety,Recreation
Discipline

HR Development
Training
Career Development
Organization Development

Separation HR Information
System
Retirement
Termination
Redundancy
Retrenchment
 INTERPHASE OF BUSINESS
Vision
Mission PLANNING
Goals
Objectives WITH HUMAN RESOURCE
PLANNING

Business
Strategies
Plans

Reward
Structure
Job Analysis &
Design

Appraisal
Organization Selection &
Performance
Placement System
Structuring

Human
Resource
Training &
Planning
Development

Human Resource Information System

 Human Resource Management became
strategic when it was incorporated as part
of strategic business planning and was
used to focus employee commitment and
loyalty towards the attainment of
corporate objectives like quality and
productivity.
 ULRICH’S HR ROLES
FUTURE/STRATEGIC FOCUS

Aligns HR Identifies and develops new

strategies and behaviors that build capability
practices and for transformation towards
makes tangible sustaining the organization’s
contributions to competitiveness
business Change Agent
Strategic Partner
PROCESS PEOPLE

Administrative Expert Employee Champion

Concerned with designing Deals with day to day
and delivering problems, needs and
infrastructure towards concerns to promote
efficient HR processes employee well being, building
their capability and
commitment
DAY TO DAY OPERATIONAL FOCUS
tHANK yOU..