Development of

HRM in the
Philippines
 NO
MANAGEMENT
AND LABOUR
GROUPS
NO
BARTER PERSONNEL
MANAGEMEN
SYSTEM T

PRE-
SPANISH
ERA (to
1521)
 COMMERCE AND
LOOSE BUSINESS
ORGANISATIONS

SPANISH NO
UNPAID ERA MANAGEMENT
LABOUR - LABOUR
(1521-1898)
RELATIONS

FREEDOM FROM
HARSH AND CRUEL
EMPLOYMENT
CONDITION
AMERICAN ERA (1891-1941)

NOT FORCED AND NOT AS

HARSH AS THOSE IN THE
PREVIOUS REGIME
FAR FROM BEING FAIR AND
JUST LABOUR CONDITION
UNIONISM
MORE SCHOOLS
JAPANESE ERA (1941-1946)
 SUSPENSION OF NORMAL EDUCATION
SYSTEM
 DECIMATEDBIG TRADE, BUSINESS
AND INDUSTRY
 ANNIHILATED THE
MANAGEMENT-
LABOUR RELATIONS THAT EXISTED
BEFORE
 TEMPORARILY SMOTHERED
UNION
MOVEMENT AND LABOUR AND
PERSONNEL MANAGEMENT
 NATIVES

BARTER
CHINESE, MORO
ETC… SYSTE MUSLIMS
M

MALAYS
 *MA
YOR
DO
MO

SERVANTS

* NO WRITTEN AGREEMENT
 GALLEON TRADE (MANILA-ACAPULCO
TRADE)
 500,000 PESOS WORTH OF GOODS (A-M)
 250,000 PESOS WORTH OF GOODS (M-A)
 TOBACCO (1686)
 DUTCH BUYING RICE, BEES WAX,
TOBACCO
 SUEZCANAL (1869)- PAVED WAY FOR
FOREIGN TRADERS
 BENEFITS: ECONOMY, WAY OF LIFE,
EDUCATION (but its minimal)
 CIVIL CODE OF 1889 (EXTENDED TO THE PHIL. IN
1899)
 CONTROLLED THE RELATIONSHIP BETWEEN
MASTER DOMESTIC LABOURERS.

 LABOUR LAWS AND EMPLOYMENT REGULATION

DIDN’T EXIST
 DIEGO SILANG
-SPANISH TAXATION AND ABUSES
-ADMINISTRATION AND LEADERSHIP OF THE
ROMAN CATHOLIC CHURCH
 THE THREE MARTYR PRIEST
-CAVITE CONSPIRACY
GRACIANO
LOPEZ
JAENA,
MARCELO H.
DEL PILAR

RISE OF
REFORMIST

JOSE P. RIZAL,
KATIPUNAN
 THE TREATY OF PARIS OF 1898
T
(SURRENDERING THE CONTROL OF
THESE COUNTRIES TO THE US)
H
E
THE
PHILIPPINES
WEST
INDIES;
GUAM
U.
CUBA; S.
PUERTO
RICO
 4 YEARS
PRIMARY

ELEMENTARY

3 YEARS
LEVELS OF INTERMEDIATE
EDUCATION

SECONDARY 4 YEARS

COLLEGE /
TERTIARY
 SCHOLARS
(EXCELLED; SENT THOMASITES
TO THE US TO
STUDY)

JOSE ABAD SANTOS; VOLUNTEERED

FRANCISCO BENITEZ; AMERICAN
DR. HONORIA SISON; SOLDIERS
FRANCISCO DELGADO (USS Thomas)
 Economic
environment

HRM
Practices

Political Cultural
environment environment
History
Post War Period

1. The increasing complexity of business operations

2. In the 1950s acceptance and recognition in private
business and industry
3. The number of government regulations and labour
laws promulgated in recent years
4. The growth of labour unions
5. The influx of new concepts in management
Post War Period

 Personnel Department was formally organized

 Personnel Management Association of the

Phils.

 Good education

 Enlightenment among the masses

Martial Law Period

 A parliamentary form of government

 Less proliferation of local unions
 Government ban on strikes
 Ministry of Labor and Employment
 Schools offering courses continued
 Human Resource Management
 Work setting and academe through literature, returning scholars,
grantees, academe and practitioners from abroad
Post Martial Law Period

 Management Labor problems

 Rebellions
 Attempts to abolish constitutional authority
 Indebtedness with international financial intermediaries
 Implementation of a land reform program
 Graft and corruption & foreign military bases
 Right to self-organize
Post Martial Law Period

Positive signals to unfreeze the previous and present status:

 Reinstitution of democracy
 Exercise of freedom
 Mechanisms of wider consultation
 Participative working process
 1987 Accord in Industrial Harmony
 President’s personal role modeling
 Analyze the human resource implications of the mission
and other strategies;
 Design human resource policies to support the
organization’s goals;
 Provide support and expertise to line managers;
 Handle any human problems that arise within the
organization
HR policies and program
initiatives
 Responsive to market conditions and global business
structures;
 Closely linked to strategic business plans;
 Conceived and implemented jointly by line and HR
managers;
 Focused on quality, customer service, productivity,
employee involvement, teamwork and workforce
flexibility.
Evolution of HRM

Proactive- growth oriented phase

Development phase

Personal management

Welfare management

1920-1930 1940-1960 1970-1980 1991-

ownwards
 Welfare phase- welfare management, maintaining records of employees
such as attendance, leave etc. Roles: Welfare administrator, policeman
 Personal management- Fire fighting stage- Employee disputes, trade
unions, decisions taken by top management.
Roles: Advisor, mediator, legal advisor, fire fighting
 Development phase- Importance given on efficiency and effectiveness,
emphasis on human values, dignity. Hr manager does the role of change
agent, trainer etc.
 Growth oriented – employees are considered as assets. Hr manager’s role-
developer, counselor, coach, mentor, problem solver