Chapter 1

CHANGING PERSPECTIVES
OF HUMAN
RESOURCE MANAGEMENT

DR. SHARON G. ANGULO

 Topic to be discuss :
 Evolution of Human Resource Management
 Main Trends in the HR Profession
 Applications of Information Technology (IT) in HR
 Human Resource Information System (HRIS)
 HR Departments’ Organization Charts and Structures
FIRST : EVOLUTION OF HUMAN RESOURCE
Personnel Officer, Personnel Manager, Industrial Relations Officer, Vice
President or Senior Vice President for Personnel Administration or
Industrial Relations (job titles).

Changes in terminologies reflect the significance

associated with the management of people in the
organization as well as the broader perspective from
which the field is currently viewed.
 During the 1930s and the 1940s, Human Resource Management
gradually called Personnel Departments.

 charge with the responsibility of hiring new workers

and administering basic HR activities like
determining the appropriate pay and benefits.
 the manager who headed the personnel
departments also gave rise to a new type of
management function is called personnel manager.

4
  Rapid advances in technology and communication
also dictated that managers assess every facet of
their operation.
 Given the shift in competitiveness, top executives in
most firms began to see that HRM practices and
policies significantly affected their ability to
formulate and implement strategy in any area and
that other strategic decisions significantly affected
the firms HR .

5
With all these changes, HRM becomes even more complex because of
the need to go beyond the borders which have become “borderless”
because of technological innovations
SECOND : MAIN TRENDS IN THE HR PROFESSION
Human Resource and Information Technology (IT)
 APPLICATIONS OF INFORMATION TECHNOLOGY (IT) in HR

1. Use of job boards and other similar web-based recruitment (e-recruitment)

- it provides accessibility to a wider range of applicants for the job and
usually communicates job vacancies and application procedures.
- it include resume submission, quick interactive screenings methodologies,
and in some cases, online testing and experience profiling.
 2. E-selection
■ It uses technology to help organizations more efficiently manage the
process of identifying the best job candidates.
■ This technology can reduce the time and effort involved in selecting the
most qualified applicant for the job.

3. Employment kiosk
■ Provides updates on employee status and other pertinent information
initiated and made by the employees themselves.
■ It ensures that the employee data is updated.

11
 4. E-learning
■ Facilitates the learning process by providing just-in-time learning
opportunities.
Advantages:
■ an increase in employee flexibility
■ control over learning
■ reduction of training costs
■ better tracking and management of employee training.
Disadvantages:
 isolating the trainee that can reduce career enhancement through
networking and linkages
5. Electronic Performance Support System (EPSS)
■ Provides online coaching and mentoring services.
■ It also provide managers a very effective tool to communicate and
establish key result areas (KRAs).
12
■ This can make performance appraisals (PA) more objectives and less
 6. Salary and payroll administration
■ For most companies, they linked to performance management system, time
and attendance, and other employee benefits, and pay systems
■ This ensures timely release of salaries, wages, bonuses and other similar
compensation.

7. Growth of social networking sites like Facebook and Twitter

■ HRM is evolving into a more technology-based profession.

■ It also provide managers a very effective tool to communicate and establish key
result areas (KRAs).
■ This can make performance appraisals (PA) more objectives and less biased

13
 8. Use of email or electronic mail
■ HR department with the help of IT experts developed unified messaging
that will allow workers to check and store emails related to work in one
single inbox.

9. Use of IT to foster customer involvement

■ HR departments start thinking how to use these social media to improve and
enhance employee services and employee relations.

10. Telecommunicating / Teleworking

An any form of substituting information technologies ( such as telecommunications

and /or computers) to establish

14
 😉

15