You are on page 1of 6

TOPICS

PERSONNEL & HUMAN RESOURCES MANAGEMENT DEPARTMENT IN AN ORGANIZATION OF INSTITUTION


ALVIN E. ESPEJO MAEd-EdMa Human Resources Management

Organizational Structure of the Personnel & Human Resource Department Functions and Composition of Personnel Management & Human Resources Department and Qualification of its Staff The Personnel Program Personnel Policies

Organizational Structure of HRD

Organizational Structure of HRD Patterns or Scheme of the position of HRD in an organization 1. HRD as a distinct and separate department. 2. HRD combined with any of the other departments Administration Operations/Production Finance Services Corporate Affairs
Scheme/Pattern 1 Napocor Abbott Lab, Inc. Eastern Telecom PNB Scheme/Pattern 2 Phil. Fisheries Dev't. Authority, MWSS, BIR PhilamLife, ADB Bank of America Mercantile Insurance Corp. Suarez Group of Companies/Caltex

Organization a specific configuration of structure, people, task and techniques. Structure describes the form of the departments People refers to the skills, attitudes & social interaction Task refers to the goals of individual & organization Techniques refers to the methodical approach used to perform task Organizational structure is the way in which a company arranges itself. Organizational structure defines the different divisions of an organization and their responsibilities, as well as the different decision-making levels internally. Having a definite structure promotes a better understanding of job responsibilities among employees and more-effective coordination among departments

Organizational Structure of HRD Organization Structure of the Private & Public Organization by Percentage
1. 2. 3. 4. 5. 6. Scheme HRD a separate department HRD combined with Admin HRD combined with Operations/Production HRD combined with Finance HRD combined with Services HRD combined with Corporate Affairs Private Sector 45 36 10 2 1 6 Public Sector 30 61 5 0 2 2

Organizational Structure of HRD

The table shows that the biggest proportion of organizations follow the scheme where HRD was integrated with administration. This is because functions like record keeping, recruitment, screening, evaluation, wage & salary administration have been done by administration department.

1. 2. 3. 4. 5. 6.

Other Factors that Determine Organizational Structure: Availability of Funds Top Management decision making Type of Business Attitude of Top Management toward the importance of HRD Type of Leadership (Autocratic or Democratic) Cultural values

Organizational Structure of HRD

Organizational Structure of HRD

3 Dimensions of Organization Structure 1.Structure of Skills 2.Structure of Rewards 3.Structure of Authority

1. Width of the Organization it is the number of subsystems, department, section and units. 2. Height of Organization refers to the existing number of levels, statuses and positions. 3. Span of Control this refers to the number of employees supervised at various level of the organization.

Organizational Structure of HRD Organizational Structure of the Human Resources Division of Carlos J. Valdes and Company
Professional Development & Research Division

Organizational Structure of HRD

1. 2. 3. 4. 5. 6.
Research

Assistant Personnel Director

Personnel & Recruitment

Training & Audit Pool

Performance Evaluation

Armstrongs Basic Approaches when Designing an Organization Structure Define what the organization is there to do. Analyze the circumstances in which the activities are carried out Identify the activities required to achieve the aims of the organization Group related activities logically together into organizational units, and within units, into individual positions. Establish the relationships that should exist in the organization (within functions and between functions) Ensure that everyone in the organization understands their responsibility, authority, structure wherein they operate, and relationship they need to maintain.

Functions/Composition of HRD & Qualification of its Staff

Functions/Composition of HRD & Qualification of its Staff


Relationship Between the Human Resources Department and the Other Departments and Between the Human Resources Department and Its Sections/Units

Functions of Human Resources Department: 1. Staff Function it has been considered as staff to the other department since its role is advisory utilizing the personnel policies of the organization, the data it accumulates and the studies it makes of their workers. It can only recommend measures to line managers on matters concerning human resources. 2. Line Function HRD manager performs line function since he has workers within his department. He has direct control and supervisory powers over them. He leads and motivates them in the same way that his coline managers lead and motivate their own subordinates.

CEO

Administration

Production Operations

Marketing

Finance

Research & Development

HRD

Personnel & Recruitment

Training & Audit Pool

Performance Evaluation

Research

Functions/Composition of HRD & Qualification of its Staff

Functions/Composition of HRD & Qualification of its Staff

Five Functions of Human Resources Department

1. Job Organization and Information 2. Acquisition of Human Resources 3. Maintenance 4. Development 5. Research

The duties of the HR staff starts from the philosophy and services of the organization. It functions in light of the organization objectives, needs and resources. This functions assume two important blocks in an organization: jobs and people. Jobs are to be determined and established first after the organization philosophy is conceived. Then, people are brought in to man the jobs in order for the organization to move.

Functions/Composition of HRD & Qualification of its Staff

Functions/Composition of HRD & Qualification of its Staff

Qualifications of HRD Manager: Personal Qualifications a) Healthy attitude towards people b) Possess a pleasant personality c) Enjoys working with both management and workers d) Should be honest, fair, just and courageous e) Willing to work even during odd hours when workers wage demonstrations

Qualifications of HRD Manager: Professional Qualifications a) Should have taken some courses in human behaviour; b) A Law graduate; c) A Business Administration graduate

Functions/Composition of HRD & Qualification of its Staff

The Personnel Program These are tools to enhance the morale and welfare of the employees, thus contributing to the operational readiness and effectiveness of an organization. Personnel Program may include managing and delivering high quality support and family services, health programs, and physical fitness, sports and recreation programs, career development program.
Personnel Programs: a) b) c) d) e) f) g) Personal Health Care Flexi-Time Employee Assistance Programs Harassment Policy Maternity & Adoption Leave Medi-claim Insurance Employee Referral

Qualifications of HRD Manager: Work Experience: Has worked in any section or unit of HRD or had related work experience in the same field. (they are armed with better insights into the nature, scope and functions of HRM than one who come from accounting department or other department)

The Personnel Policies

The Personnel Policies

What are Personnel Policies? Personnel policies define the treatment, rights, obligations, and relations of people in an organization. They are the blueprints by which the organization runs--the rules and procedures that protect workers (and the organization) from being abused, put them in control of their jobs, and keep them from making errors that will hurt the organization or one another.

What do personnel policies include? Personnel policies may differ significantly from
organization to organization, but they must contain instructions and rules for dealing with issues and overcoming obstacles that may present themselves both during normal working days and under extraordinary circumstances. They touch on relationships (staff/staff, staff/administration, etc.), expectations (hours worked, schedules, what defines the work of a position), and ways of doing things (who gets to use what equipment when, how to arrange a sick day) that affect employees' lives and the running of the organization.

The Personnel Policies

What do personnel policies look like? Personnel policies should be written in clear,
understandable language, so that everyone knows exactly what they mean and as little as possible is left open to interpretation. In many organizations, employees are either given their own copy, or are encouraged to read the policies in some easily available form. It is extremely important that everyone in the organization be reasonably familiar with these policies, and that they always be readily available to any employee.