What is HUMAN RESOURCE
MANAGEMENT?
• Organization- A group consisting of
people with formally assigned roles
who work together to achieve the
organization’s goals.
• Manager- Someone who is
responsible for accomplishing the
organization’s goals, and who does
so by managing the efforts of the
organization’s people.
• Human Resource Management-
The process of acquiring, training,
appraising, and compensating
employees, and of attending to their
labor relations, health and safety,
and fairness concerns
• Management process:
o Planning
o Organizing
o Staffing
o Leading
o Controlling
Why is Human Resource Management
important to all Managers?
• Avoid personnel mistakes, such
as:
o To have your employees not
doing their best.
o To hire the wrong person for
the job.
o To experience high turnover.
o To have your company in
court due to your
discriminatory actions.
o To have an employee hurt
due to unsafe practices.
o To let a lack of training
undermine your department’s
effectiveness.
o To commit any unfair labor
practices
• Improving profits and
performance- it can help ensure
that you get the results- through
people.
• You may spend some time as an
HR Manager
• HR for small businesses
Line and Staff Aspects of Human
Resource Management
• Authority- the right to make
decisions, direct others’ work, and
give orders.
• Staff authority- gives a manager
the right to advise other managers or
employees.
• Line authority- traditionally gives
managers the right to issue orders to
other managers or employees.
• Line manager- a manager who is
authorized to direct the work of
subordinates and is responsible for
accomplishing the organization’s
tasks.
• Staff manager- a manager who
assists and advises line managers.
Line Manager’s Human Resource
Management Responsibilities
1. Placing the right person in the right
job
2. Starting new employees in the
organization (orientation)
3. Training employees for jobs that are
new to them
4. Improving the job performance of
each person
5. Gaining creative cooperation and
developing smooth working relationships
6. Interpreting the company’s policies
and procedures
7. Controlling labor costs
8. Developing the abilities of each
person
9. Creating and maintaining
departmental morale
10. Protecting employees’ health and
physical conditions
The Human Resource Department
• Human Resource Department-
provides specialized assistance.
• Example of Job duties:
o Recruiters: Use various
methods including contacts
within the community and print
and online media to search for
qualified job applicants.
o Equal employment opportunity
(EEO) representatives or
affirmative action
coordinators: Investigate and
resolve EEO grievances,
examine organizational practices
for potential violations, and
compile and submit EEO reports.
o Job analysts: Collect and
examine detailed information
about job duties to prepare job
descriptions
o Compensation managers:
Develop compensation plans
and handle the employee
benefits program.
o Training specialists: Plan,
organize, and direct training
activities.
 o Labor relations specialists:
Advise management on all
aspects of union–management
relations.
The Trends Shaping Human Resource
Management in the Philippines
• Redefined workplace
environment- flexible workplace
environment or hybrid (remote work,
or office work)
• Life experiences and inclusivity
• Data-driven decisions
• Flexible Development
Opportunities (contingent
approach)
Globalization Trends
• Globalization refers to companies
extending their sales, ownership,
and/or manufacturing to new markets
abroad.
• More globalization meant more
competition, and more competition
meant more pressure to be “world
class”—to lower costs, to make
employees more productive, and to
do things better and less expensively.
• Managing the “people” aspects of
globalization is a big task for
companies that expand abroad—and
for their HR managers
• For example, Jollibee has extended
its sales by opening branches in
various countries outside the
Philippines. They have expanded to
markets in North America, Asia, the
Middle East, and Europe.
Economic Trends
• Economic trends have moved up
today, and hopefully they will
continue to do so.
• In Asia robots are replacing human
labor in clothing factories, and many
experts predict automation will soon
replace jobs ranging from
bookkeepers and telemarketers to
cashiers, retail salespeople, and,
alas, human resources assistants.)
• For example, Philippines has been a
hub for BPO services such as call
centers, IT outsourcing, and back-
office operations. This growth creates
a high demand for skilled workers in
areas such as customer service,
technical support, and data analysis.
LABOR FORCE TRENDS
• HR managers involved in recruiting
OFWs need to identify and attract
skilled talent to meet the demand in
various industries and countries
where OFWs are typically employed.
• One study of 35 large global
companies’ senior human resource
officers said “talent management”—
the acquisition, development, and
retention of talent to fill the
companies’ employment needs—
ranked as their top concern.
THE UNBALANCED LABOR FORCE
• The result is an unbalanced labor
force: in some occupations (such as
engineering) unemployment rates
are low, while in others
unemployment rates are still
relatively high; recruiters in many
companies can’t find candidates,
while in others there’s a wealth of
candidates and many people working
today are in jobs “below” their
expertise.
• For example, college graduates end
up working in jobs that do not fully
utilize their education, skills, and
potential. HR managers may
encounter challenges in managing
underemployed employees who may
feel disengaged or demotivated due
to their mismatched job roles
Technology Trends
• Technology is changing human
resource management in two main
ways. First (as we saw),
technological change is affecting the
nature of jobs. Second, technology is
changing how employers get human
resource management tasks done.
• Employers use social media tools
such as Twitter, Facebook, and
LinkedIn (rather than, say,
employment agencies) to recruit new
employees.
• Employers use mobile applications,
for instance, to monitor employee
location and to provide digital photos
at the facility clock-in location to
identify workers.
• Cloud computing–based tools enable
employers to monitor things like a
team’s goal attainment and to provide
real-time direct evaluative feedback.
• Data analytics basically means using
statistical techniques, algorithms,
and problem solving to identify
relationships among data for the
purpose of solving particular
problems. When applied to human
 resource management, data competencies and
analytics is called talent analytics. behaviors the company
• Artificial intelligence (AI) basically needs to achieve its
means using computers to do tasks in strategic aims
human-like ways.
3. Performance and Human
• Augmented reality (AR) transforms
Resource Management
huge amounts of data and
superimposes digital summaries and • human resource
images on the physical world. management expect to
lead employee
performance-
improvement
THREE LEVERS
1. HR department lever –

• HR manager ensures
that the human
A Brief History of Personnel/Human
resource management
Resource Management
function is delivering
• The evolution of human resource services efficiently
management in the Philippines 2. Employee costs lever –
reflects worldwide trends, with a shift
away from traditional personnel • human resource
management and toward a more manager takes a
strategic and technology-driven prominent role in
strategy focused on optimizing advising top
human capital to obtain a competitive management about the
advantage in the global market. company’s staffing
levels, and in setting
Distributed HR and the New Human
and controlling the
Resource Management firm’s compensation,
• Technologies like social media and incentives, and
cloud computing, more human benefits policies
resource management tasks are 3. Strategic results lever –
being redistributed from a central HR
department to the company’s • HR manager puts in
employees and line managers. place the policies and
practices that produce
Digital and Social Media Tools and the the employee
New Human Resource Management
competencies and
• Digital and social media tools are skills the company
changing how people look for jobs, needs to achieve its
and how companies recruit, retain, strategic goals
pay, and train employees. 4. Sustainability and Human
• Recruitment is another familiar way Resource Management
social media revolutionized human
resource management. • human resource
• Hilton Worldwide is “distributing management takes
HR”—placing more HR activities in within the companies’
the hands of employees. efforts should be
sustainable—judged
IMPORTANT COMPONENTS OF TODAY’S not just on profits, but
NEW HUMAN RESOURCE MANAGEMENT also on their
2. Strategic Human Resource environmental and
Management social performance as
well
• formulating and
executing human 5. Employee Engagement and
resource policies and Human Resource Management
practices that produce
the employee
EMPLOYEE ENGAGEMENT – being ✓ Communication – the ability to
psychologically involved in, connected to, effectively exchange information with
and committed to getting one’s jobs done stakeholders

• it drives performance HR Manager Certification

• engaged employees
• human resource managers use
experience a high level
certification to demonstrate
of connectivity with
their mastery of contemporary
their work tasks
human resource management
• work hard to
knowledge and competencies
accomplish their task-
related goals HR Certification Institute (HRCI) – an
independent certifying organization for
6. Ethics and Human Resource
human resource professionals
Management
HR and the Manager’s Human Resource
ETHICS – the standards someone uses to
Philosophy
decide what his or her conduct should be
• as an HR manager, the basic
assumptions you make about
THE NEW HUMAN RESOURCE people comprise your
MANAGER philosophy of human resource
management
Society for Human Resource Management • every personnel decision you
(SHRM) introduced a “competency model”
make—the people you hire, the
called the—SHRM Body of Competency and
training you provide, your
Knowledge leadership style, and the like—
Behaviors or Competencies in SHRM reflects (for better or worse) the
says today’s HR Manager should exhibit: basic philosophy
• you will bring to your job an
✓ Leadership and Navigation – the initial philosophy based on your
ability to direct and contribute to experiences, education, values,
initiatives and processes within the assumptions, and background
organization • but your philosophy should
✓ Ethical Practice – the ability to evolve as you accumulate
integrate core values, integrity, and knowledge and experiences.
accountability throughout all
organizational and business
practices
✓ Business Acumen – the ability to
understand and apply information
with which to contribute to the
organization’s strategic plan
✓ Relationship Management – the
ability to manage interactions to
provide service and to support the
organization
✓ Consultation – the ability to provide
guidance to organizational
stakeholders
✓ Critical Evaluation – the ability to
interpret information with which to
make business decisions and
recommendations
✓ Global and Cultural Effectiveness
– the ability to value and consider
the perspectives and backgrounds of
all parties