HUMAN

RESOURCE
MANAGEMENT

Intended Learning Outcomes
Res 1 3:00-4:30
1.Write a Statements of the problem
of the actual study
2. Make a Related Literature of the
actual study
3. Create a Title of the chosen study

HR overview in the early stage
• Hr evolved from a mere
administration function to a strategic
partner in a company.
• Perfunctory roles of HR practitioners
were recruitment, selection, and
placement of employees
• Given the thrusts, the HR manager
usually given to lawyers
Developmental stage
- HR managers need to manage the
„people‟ side of the company to create
value to the organization as well as to the
employee.
- HR professionals are competence for
building capacity for excellence by
acting as value adding unit in the
organization
- HR lead in identifying employee existing
levels of competencies

Current Stage
• Human Capital Management
- employee has the greater stake of
company’s profitability
-employees are treated like a capitalist
partner
* HR processes, technology and principles
play integral parts in the company’s
mission vision and values
Role of PMAP(Personnel Association in the Philippines)
• HR are needed in business operations
• Ensure qualified personnel
administrator
• HR demonstrate their capacity to
contribute to the company’s objectives
and goals.
• Helped the supply-demand gap for HR
professionals

Contributing Growth Factors of HR
1. Increasing complexity of business
operation
2. Government regulations and labor
laws promulgated in recent years
3. Growth of labor unions
4. Influx of new concepts in
management

HR Functions and Roles
HR Definition:
-Define as the function of
management concerned with
promoting and enhancing the
development of work effectiveness
and advancement of the personnel
in an organization.

Management Functions:
1. Planning-refers to the job of determining a
propose mode of action based on a full
understanding of the factors involved and
directed at a specific objectives.
2. Organizing-arrangement and relationship
of jobs and positions necessary to carry
out the personnel program as determined
by top management.
3. Directing-concerned with the guidance of
all efforts toward a stated objectives.
4. Coordinating-method of getting
people in an organization to work
together harmoniously.
5. Controlling-concerned with
keeping all efforts within the
channels prescribed by the
management plan for the
organization

JOB ANALYSIS
- It is the process of
studying positions, of
describing duties and
responsibilities that go
with job categories.
Job Analysis Program
-Usually undertaken when the
organization is starting
operations, a new job is
created, and a job is changed
significantly by the nature of
operation, technology
introduction, restructuring or
other similar events.
Four parts of Job Analysis
1. Job Description-describes the job in terms of its level
of duties and tasks.
2. Job Specification-indicates the qualifications in terms
of skills, experience, training, and other special
qualifications as well as traits required of the worker
to satisfactorily perform the job.
3. Job Profile- describes the job in terms of key result
areas and functions and roles and competencies.
4. Job Data Gathering-job observation through job
evaluation
Job Evaluation
The process of determining the work of
one job in relation to that of the
other jobs in a company so that a
fair and equitable wage and salary
system can be established
Principles to follow related to salary:
-Equal pay for equal work
-Differences in pay must be based on differences
in work
HR Functions
1 . HR Planning- dynamic process of ensuring that at all times a
company or its units has in its employ the right number of
people with the right skills, assigned on the right jobs where
they can contribute most effectively to the productivity and
profitability of the company.
Elements:
a. Organizational planning
b. Selection and placement
c. Training
d. Development
e. Motivation

Appraisal
A method of evaluating and
providing Feedback on where
and how the employee meets
work expectations over a given
period of time.
Variable Compensation
1. Sales Incentive Plans
2. Management Incentives plans
3. Benefits
a. Social Security System/ GSIS
b. Life Insurance
c. Retirement
d. Car and car-related benefits
e. other benefits
4. Recognition

TRAINING
It is a carefully planned and handled effort of management
through competent instructors/workers, to impart
“know-how” and to develop or improve certain
phases of individual skills, attitudes, discipline,
behavior, or knowledge, to make him either more
effective on his present job or better qualified for
another job.
Reasons:
a. Productivity
b. Effectiveness on the present job
c. qualification for a better job
d. Morale Booster
LABOR-MANAGEMENT RELATIONS
The relationship between the employees on
one hand and management on the other
hand which governed by the Constitution,
pertinent provisions of the Labor Code of
the Philippines, other legislation, and
applicable court decisions and
regulations promulgated by the
appropriate government agencies
affecting employee-employer relations.
Found in the Philippine Constitution
For your readings and understanding:
-Section 9-social responsibility of both parties
-Section 10-social justice for national development
-Section 20-dispensable role of private sector regarding
incentives
-Section 9 Article II-protection to employment and
quality in employment (equal opportunities)
-Section 9 Article XIII-Social justice and Human Rights


HR Information System
Reasons:
1. For basic transactions
2. For external and Internal reporting
3. For contracts and formal
documents
4. For references
5. Continuing file on the person

HR as Manager and as a Leader
For your readings and further
understanding:
• What is a Manager?
• What is leader?
• Do the manager will always be a
leader?
• Do leader will always be a
Manager?


Human Capital Management
(Ability + Behavior) x
effort x time = TOTAL
HUMAN CAPITAL
INVESTMENT


HR Transformational Principles
Human Resources
“To place the right people with the right
skills with the right jobs for the
right cost at the right time
Human Capital
“To place the right people with the right
competencies in the right roles that
are value-added at the right time”