UNIVERSITY OF MAKATI

J. P. Rizal Ext., West Rembo, Taguig City

COLLEGE OF BUSINESS AND FINANCIAL SCIENCE

Human Resource Development and Management Department

Course Title Title

Module No. 1
Human Resource Management Overview

Human Resource Management

Module Writer Dr. Bernie E. Balmeo

Timeframe Two Weeks

1. Complete the reading assignment

2. View online resources
How to Complete this Module? 3. Participate in this week’s discussion
4. Complete the Module Problem Set
5. Answer review and discussion questions
6. Accomplish Experiential exercises
Teaching Strategies
INTRODUCTION
Welcome to the module on Human Resource Management (HRM) Overview. In this
module, we will delve into the fundamental concepts and key aspects of HRM, a vital
function that plays a pivotal role in organizations of all sizes and industries. HRM is not
only about managing employees; it encompasses strategic planning, talent acquisition,
training and development, performance management, and much more.

Throughout this module, we will explore the evolution of HRM, its importance in
organizational success, and the various functions it encompasses. We will delve into the
processes that HR professionals undertake to attract, retain, and develop a talented
workforce, while aligning HR strategies with overall business objectives.

By the end of this module, you will gain a comprehensive understanding of the integral
role HRM plays in fostering a productive and motivated workforce. You will also be
equipped with the knowledge to recognize the strategic significance of HRM practices
and how they contribute to an organization's overall success. Let's embark on this
journey to discover the dynamic world of Human Resource Management.

Upon completion of this module, students will be able to:

LEARNING OBJECTIVES
1. Evaluate the various functions of Human Resource Management and explain how they
contribute to enhancing employee performance, engagement, and organizational
effectiveness.
2. Compare and contrast different approaches to HRM, such as strategic and
operational, to understand how they align with organizational goals and shape
workforce dynamics.
3. Recognize the strategic importance of HRM in shaping an organization’s culture,
values, and long-term success, fostering an appreciation for HR’s impact beyond
administrative tasks.
4. Develop a sense of ethical responsibility by appreciating the significance of ethical
decision making in HRM, and understanding how ethical behavior positively impacts
employee and the organization.
5. Exhibit effective communication skills by articulating the role and functions of HRM to
diverse audiences, such colleagues, management, and employees.
6. Identify potential HRM challenges within real-world scenarios, demonstrating the
ability to recognize organizational issues and discuss how HR strategies could
address them.

Evolution of Human Resource Management

The evolution of Human Resource Management (HRM) traces a transformative

journey from a traditional administrative function to a strategic partner in
organizational success. Initially, HRM primarily focused on record-keeping, payroll
management, and compliance with labor laws. Over time, as businesses
recognized the strategic value of their workforce, HRM evolved to encompass a
more comprehensive role.

The emergence of the "personnel management" era marked a shift towards

acknowledging the importance of employee welfare and satisfaction. However,
HR practices remained primarily reactive, addressing issues as they arose. The
subsequent "human resource management" era brought a more strategic
approach, aligning HR practices with organizational goals and emphasizing
employee development.

In the modern era of HRM, businesses recognize human capital as a critical asset.
HR professionals are engaged in strategic planning, talent acquisition, training,
and performance management. Technology plays a pivotal role, streamlining HR
processes and enabling data-driven decision-making. Furthermore, the concept
of "employee engagement" gained prominence, emphasizing a holistic approach
to creating a motivated workforce.

Looking ahead, HRM continues to evolve. The rise of remote work, globalization,
and diverse workforces presents new challenges and opportunities. HRM now
focuses on fostering inclusivity, adapting to rapid technological advancements,
and navigating dynamic organizational landscapes.

The evolution of HRM reflects a paradigm shift – from transactional tasks to

strategic contributions. Today, HRM is a strategic partner, shaping organizational
culture, aligning HR practices with business objectives, and ensuring the well-
being and growth of employees, thus propelling the organization towards
sustained success.

HRM’s Role in Organizational Success

Human Resource Management (HRM) plays a pivotal role in driving organizational

success by effectively managing an organization's most valuable asset – its human
capital. HRM goes beyond administrative functions; it aligns with strategic goals,
fosters employee development, and cultivates a positive workplace culture.

Firstly, HRM is instrumental in attracting and retaining top talent. Through

strategic recruitment and selection processes, HR professionals identify
candidates who fit the organization's culture and possess the skills needed for
success. Moreover, HRM designs compensation and benefits packages that not
only attract but also motivate employees to contribute their best.
Secondly, HRM supports employee growth and development. Training and
development programs enhance employees' skills, ensuring they remain
competitive and adaptable in a dynamic business landscape. Performance
management systems provide constructive feedback and opportunities for
improvement, thereby fostering continuous learning and improvement.

Thirdly, HRM contributes to a healthy work environment. By implementing

policies that promote diversity and inclusion, HRM nurtures a workforce that
brings diverse perspectives and ideas. Employee relations efforts focus on
resolving conflicts and creating a harmonious workplace, boosting morale and
collaboration.

Fourthly, HRM is a strategic partner in organizational planning. It aligns HR

practices with business goals, ensuring that the workforce is equipped to achieve
the organization's objectives. HR professionals collaborate with leaders to
forecast talent needs, helping the organization prepare for future challenges.

Lastly, HRM upholds ethical and legal standards. It ensures compliance with labor
laws, anti-discrimination regulations, and ethical guidelines, safeguarding both
employees' rights and the organization's reputation.

In essence, HRM's multifaceted role is essential for an organization's sustained

success. By cultivating a skilled, motivated, and diverse workforce, aligning HR
practices with business strategies, and fostering a positive work environment,
HRM contributes significantly to achieving organizational excellence and
competitiveness.

HRM Functions and Responsibilities

Human Resource Management (HRM) encompasses a range of functions and
responsibilities that collectively contribute to the effective management of an
organization's human capital. These functions are essential for creating a
conducive work environment, nurturing employee development, and achieving
overall business objectives.

1. Recruitment and Selection: One of HRM's primary functions is to attract,

identify, and hire the right talent for the organization. This involves
creating job descriptions, posting job openings, screening applicants,
conducting interviews, and selecting candidates who align with the
organization's values and goals.

2. Training and Development: HRM is responsible for enhancing employees'

skills and competencies through various training and development
programs. These programs ensure that employees have the knowledge
and abilities needed to perform their roles effectively and contribute to
the organization's growth.
 3. Performance Management: HRM establishes systems for evaluating and
managing employee performance. This involves setting clear performance
expectations, conducting regular performance reviews, providing
feedback, and identifying opportunities for improvement and growth.

4. Compensation and Benefits: HRM designs and manages compensation

packages, ensuring that employees are fairly compensated for their
contributions. This includes salary structures, bonuses, incentives, and
benefits such as healthcare, retirement plans, and work-life balance
initiatives.

5. Employee Relations: HRM fosters a positive work environment by

addressing employee concerns, resolving conflicts, and promoting open
communication between management and employees. Employee relations
efforts aim to create a harmonious and productive workplace.

6. Diversity and Inclusion: HRM promotes diversity and inclusion by

implementing policies that ensure equal opportunities for all employees,
regardless of their background or identity. This function contributes to a
diverse workforce that brings varied perspectives and ideas.

7. Organizational Development: HRM supports the organization's growth and

adaptability by facilitating change management, organizational
restructuring, and culture-building initiatives. This function ensures that
the organization remains agile and responsive to market changes.

8. Ethics and Compliance: HRM ensures that the organization adheres to

ethical standards and legal regulations. This includes compliance with
labor laws, anti-discrimination policies, and workplace safety regulations.

9. Strategic Planning: HRM collaborates with organizational leadership to

align HR strategies with overall business goals. HR professionals forecast
talent needs, develop workforce plans, and contribute to strategic
decision-making.

In summary, HRM's functions and responsibilities encompass the entire employee

lifecycle – from recruitment to retirement. By effectively executing these
functions, HRM contributes to building a skilled, engaged, and motivated
workforce that drives the organization's success.

HRM’s Interplay with Other Organizational Departments

Human Resource Management (HRM) operates at the heart of an organization,
interacting with various departments to ensure the alignment of human capital
strategies with overall business objectives. HRM's interplay with other
organizational departments is integral to fostering a harmonious work
environment, optimizing performance, and achieving collective success.
 1. Collaboration with Operations: HRM collaborates closely with the
operations department to ensure that staffing levels are adequate to meet
production and service demands. By forecasting workforce needs and
coordinating recruitment efforts, HRM ensures a seamless alignment
between operational requirements and the availability of skilled
personnel.

2. Partnership with Finance: HRM's relationship with the finance department

is essential for managing compensation and benefits costs. HRM provides
accurate data on payroll, benefits, and compensation structures, enabling
finance to allocate resources effectively while ensuring the organization
remains competitive in attracting and retaining talent.

3. Strategic Alignment with Management: HRM works in tandem with top

management to align human resource strategies with the organization's
overall strategic goals. By understanding the business objectives and
challenges, HR professionals develop workforce plans that support the
company's long-term vision.

4. Collaboration with Training and Development: HRM closely collaborates

with the training and development department to design and implement
programs that enhance employees' skills and competencies. This
collaboration ensures that employees are equipped to meet the
organization's evolving needs and contribute effectively to its success.

5. Integration with Marketing and Sales: HRM plays a role in shaping the
organization's brand image through the recruitment and selection
process. The alignment between HR and marketing ensures that potential
employees perceive the organization positively and are aligned with its
values and culture.

6. Interaction with Legal and Compliance: HRM partners with the legal and
compliance departments to ensure that employment practices adhere to
labor laws, anti-discrimination regulations, and ethical standards. This
collaboration safeguards the organization from legal risks and upholds
employee rights.

7. Engagement with Research and Development: HRM interacts with research

and development teams to identify skills and competencies needed for
innovation and growth. By understanding the organization's future needs,
HRM can anticipate talent gaps and develop strategies to bridge them.

8. Communication with Employee Relations: HRM and employee relations

collaborate to create a positive and harmonious work environment.
Employee relations efforts address conflicts, promote open
communication, and cultivate a culture of respect and collaboration.

In conclusion, HRM's interplay with other organizational departments

underscores its role as a strategic partner in achieving holistic organizational
success. By collaborating seamlessly with various functions, HRM ensures that the
workforce is aligned, motivated, and well-equipped to contribute to the
organization's shared objectives.

Global Trends in HRM

Human Resource Management (HRM) is undergoing transformative shifts driven

by the dynamics of a globalized and interconnected world. These trends reflect
the evolving needs of businesses to adapt to a rapidly changing landscape, where
technological advancements, demographic shifts, and cross-border operations are
reshaping how HRM operates.

1. Technology Integration: Technology, such as artificial intelligence (AI) and

automation, is revolutionizing HRM. From recruitment chatbots to data
analytics for performance management, technology streamlines
processes, enhances decision-making, and offers insights for strategic
planning.

2. Remote Work and Flexibility: The rise of remote work has accelerated,
giving rise to a hybrid work model. HRM is tasked with ensuring that
remote employees remain engaged, productive, and connected while also
addressing challenges related to work-life balance, communication, and
performance assessment.

3. Diversity and Inclusion: Organizations are recognizing the value of diversity

and inclusion in fostering creativity and innovation. HRM is leading
initiatives to create diverse workforces, inclusive cultures, and equitable
opportunities, aiming to reflect a global mosaic of backgrounds and
perspectives.

4. Talent Shortages and Global Sourcing: The war for talent continues as
organizations seek specialized skills. HRM explores global talent pools
through international recruitment, remote work arrangements, and
leveraging freelance and gig workers.

5. Employee Well-Being: HRM's focus on employee well-being has intensified,

encompassing physical, mental, and emotional health. Initiatives range
from wellness programs to flexible work arrangements that support work-
life balance and overall well-being.

6. Learning and Development: Continuous learning has become essential to

maintain a skilled workforce. HRM designs personalized development
plans, offers online learning platforms, and encourages a culture of
upskilling and reskilling.

7. Data-Driven Insights: HRM increasingly leverages data analytics to inform

 decisions. By analyzing employee data, HRM identifies trends, predicts
turnover, assesses engagement levels, and tailors strategies to boost
performance and retention.

8. Global Compliance and Regulations: Cross-border operations require HRM

to navigate complex labor laws, cultural norms, and compliance
regulations. HR professionals ensure the organization adheres to
international labor standards while respecting local practices.

9. Remote Performance Management: As remote work becomes prevalent,

HRM adapts performance management practices to assess and develop
remote employees effectively. This includes setting clear expectations,
providing regular feedback, and measuring outcomes.

10. Sustainable Practices: Organizations are integrating sustainable practices

into their operations. HRM supports these initiatives by promoting
environmentally responsible practices, ethical sourcing, and fostering a
culture of corporate social responsibility.

In conclusion, the evolving landscape of global HRM is shaped by the interplay of

technological advancements, changing workforce dynamics, and a commitment to
fostering a diverse, inclusive, and innovative work environment. HRM's role in
addressing these trends is pivotal to ensuring organizations thrive in a rapidly
changing world.

Ethical Considerations in HRM

Human Resource Management (HRM) operates at the crossroads of people and
organizational success, making ethical considerations paramount in every facet of
its operations. These ethical considerations guide HR professionals in ensuring
fair treatment, transparency, and respect for employees' rights, while also
upholding the organization's values and reputation.

1. Equal Opportunity and Diversity: Ethical HRM ensures that all employees
are treated with fairness, irrespective of their background, gender, race,
or other characteristics. Discrimination-free recruitment, promotions, and
compensation reflect a commitment to equal opportunity and diversity.

2. Confidentiality and Privacy: HR professionals handle sensitive employee

information. Ethical HRM mandates safeguarding employee privacy,
ensuring that personal and sensitive information is kept confidential, and
only shared on a need-to-know basis.

3. Transparency in Communication: Open and transparent communication is

essential. Ethical HRM provides accurate and truthful information to
employees regarding policies, performance assessments, and
organizational changes.
 4. Fair Compensation and Benefits: Employees should receive fair
compensation and benefits for their contributions. Ethical HRM ensures
that salary structures are equitable, and benefits are consistent with
industry standards.

5. Conflict Resolution: Ethical HRM addresses conflicts promptly, ensuring

that disputes are resolved impartially and professionally. It aims to
maintain a harmonious work environment where concerns are taken
seriously and resolved with due process.

6. Whistleblower Protection: Ethical HRM supports a culture where

employees can report wrongdoing without fear of retaliation.
Whistleblower protection mechanisms are in place to safeguard those
who raise concerns in good faith.

7. Anti-Harassment and Anti-Discrimination: Ethical HRM is committed to

preventing harassment and discrimination in the workplace. Policies are in
place to protect employees from any form of harassment or bias.

8. Ethical Hiring Practices: Recruitment processes are conducted

transparently and fairly. Ethical HRM avoids nepotism, favoritism, and any
other unfair practices that compromise the integrity of the hiring process.

9. Employee Development: Ethical HRM ensures that employees have

opportunities for growth and development. Adequate training, career
advancement, and mentoring programs are available to enhance
employees' skills and knowledge.

10. Social Responsibility: Ethical HRM takes into account the broader impact
of its decisions on society and the environment. Sustainability, social
responsibility, and ethical sourcing are integral parts of HRM's
considerations.

In conclusion, ethical considerations are the foundation upon which HRM

operates, reflecting the organization's commitment to integrity, fairness, and the
well-being of its employees. By upholding these ethical principles, HR
professionals contribute to a positive work culture, employee satisfaction, and
the overall success and reputation of the organization.

Overview of Legal Framework in HRM

Human Resource Management (HRM) operates within a complex legal landscape,
characterized by a multitude of labor laws, regulations, and statutes that govern
the relationship between employers and employees. Understanding and adhering
to this legal framework is essential for HR professionals to ensure ethical and
compliant practices within the organization.

1. Employment Laws: HRM is subject to various employment laws that dictate

 the rights and obligations of both employers and employees. These laws
encompass areas such as minimum wage, working hours, overtime, and
employment contracts.

2. Anti-Discrimination Laws: HRM must comply with anti-discrimination laws

that prohibit unfair treatment based on protected characteristics such as
race, gender, religion, age, disability, and more. HR professionals must
ensure that all employment practices, from hiring to termination, are free
from discrimination.

3. Equal Pay Laws: Equal pay laws mandate that employees performing
similar roles receive equal compensation, regardless of their gender or
other protected characteristics.

4. Workplace Safety Laws: HRM is responsible for creating a safe and healthy
work environment. Compliance with workplace safety laws ensures that
employees are protected from hazards and that proper safety protocols
are in place.

5. Labor Relations Laws: HRM's interactions with unions and employee

associations are regulated by labor relations laws. These laws outline the
rights and responsibilities of both employers and employees in unionized
settings.

6. Family and Medical Leave Laws: Employees' rights to family and medical
leave are protected by law. HRM must understand and administer leave
policies that comply with these laws, providing employees with necessary
time off while safeguarding their jobs.

7. Privacy Laws: HR professionals handle sensitive employee information,

requiring compliance with privacy laws. Proper data protection measures
are essential to safeguard employee data and maintain confidentiality.

8. Employee Termination Laws: HRM must follow legal procedures when

terminating employees to ensure fairness and compliance. Wrongful
termination claims can result from improper dismissal practices.

9. Immigration Laws: For organizations with international employees,

compliance with immigration laws is vital. HRM ensures that employees
have the necessary legal authorization to work in the country.

10. Contractual Agreements: HRM often deals with employment contracts,

non-disclosure agreements, and non-compete clauses. These agreements
must be legally sound and enforceable.

In conclusion, HRM's adherence to the legal framework is vital to avoid legal

liabilities, lawsuits, and reputational damage. By staying updated on the evolving
legal landscape and implementing compliant policies and practices, HR
professionals contribute to a fair, ethical, and legally sound work environment
 that benefits both employees and the organization.

Written Assignment

Task: In this assessment, you will be required to analyze a case scenario involving various
HRM concepts and apply your understanding of the overview of Human Resource
Management to provide solutions and recommendations.

Case Scenario: You are a newly appointed HR manager in a mid-sized organization. The
organization is experiencing rapid growth and expansion. As part of your role, you have
ASSESSMENT been tasked with addressing several HR challenges that have arisen due to the growth
phase. The challenges include issues related to recruitment and selection, employee
development, diversity and inclusion, and ethical considerations.

Instructions:

1. Analyze the Situation: Begin by analyzing the challenges outlined in the case
scenario. Identify the specific HRM concepts and principles that are relevant to
each challenge.

2. Provide Solutions: For each challenge, propose practical solutions and strategies
that align with HRM best practices. Explain how each solution addresses the
challenge and contributes to the overall success of the organization.

3. Support with Theory: Support your solutions with relevant HRM theories,
concepts, and principles discussed in the module. Explain how your proposed
solutions are rooted in sound HRM practices.

4. Consider Legal and Ethical Implications: Address any legal and ethical
considerations associated with your proposed solutions. Ensure that your
recommendations are compliant with labor laws and ethical standards.

5. Integration of Global Trends: Discuss how the global trends in HRM, as covered
in the module, could influence the organization's approach to addressing these
 challenges.

6. Presentation and Clarity: Present your analysis and recommendations in a clear

and organized manner. Use headings, subheadings, and appropriate formatting
to enhance readability.

Assessment Criteria:

Your assessment will be evaluated based on the following criteria:

1. Analysis: Thorough analysis of the HR challenges presented in the case scenario.

2. Applicability: Relevance of the proposed solutions to the identified challenges.
3. Integration of Theory: Effective incorporation of HRM theories and concepts to
support solutions.
4. Legal and Ethical Considerations: Thoughtful consideration of legal and ethical
implications in the proposed solutions.
5. Global Trends: Integration of global HRM trends in addressing the challenges.
6. Presentation and Clarity: Clear organization, coherent presentation, and proper
formatting.

Submission Guidelines:

Submit your written assignment as a well-structured document in accordance with the

provided instructions. Ensure proper citation of sources using a recognized citation style
(e.g., APA, MLA). The assignment should be submitted by the specified deadline.

This assessment aims to assess your comprehension of HRM concepts, your ability to
analyze real-world HR challenges, and your capacity to propose effective solutions
aligned with best practices and ethical considerations.
 A
S
S
I
G
N
M
E
N

R
U
B
R
I 1. Ferrer, A., Arcega, C., & Pereda, M. (2020). *Human Resource Management Revised
Edition*. Unlimited Books Library Services & Publishing Inc.
C
2. Barboza, P., Viernes, V., & Montoya, R. (2019). *Job Analysis & Design*. Unlimited
Books Library Services & Publishing Inc.
REFERENCES
3. Berger, L. A., & Berger, D. R. (Eds.). *The Talent Management Handbook: Creating
Organizational Excellence by Identifying, Developing and Promoting Your Best
People*. McGraw-Hill.
4. Dessler, G. (2019). Human Resource Management (16th ed.). Pearson.
5. Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources
(8th ed.). Pearson.
6. Kramar, R., & Syed, J. (2012). Strategic human resource management in a changing
environment: Assessing the roles of HRD and HRM. Human Resource Development
International, 15(3), 275-293.
7. Lepak, D. P., & Gowan, M. A. (2010). Human resource management: Managing
employees for competitive advantage. Pearson.
8. Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2017). Human resource management
(15th ed.). Cengage Learning.
9. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Fundamentals of
Human Resource Management (8th ed.). McGraw-Hill Education.
10. Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence
of technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231.