HUMAN

RESOURCE
MANAGEMENT
CHAPTER 2/GROUP 2:
CRUZ, DONALYN FEI G.
TRENDS IN HUMAN
RESOURCE
MANAGEMENT IN
CONSTRUCTION:
 HR TRENDS in 2020
KEY TAKEAWAYS FOR HR PROFESSIONALS

■ AI AND HUMANS COMPLEMENT EACH OTHER

– Contrary to early concerns, the presence of AI doesn’t devalue human work.
Rather, AI follows human work to be more focused and strategic.

■ VIRTUAL AND AUGMENTED REALITY AIDS

RECRUITING AND TRAINING
– Companies will leverage virtual and augmented reality to improve recruiting and
training efforts.
 HR TRENDS in 2020
KEY TAKEAWAYS FOR HR PROFESSIONALS

■ THE EMPLOYEE EXPERIENCE BOOM CONTINUES

The employee experience will continue to play a pivotal roles as companies seek to
drive engagement and position themselves as employee-centric to attract talent.

■ HR OFFERS GUIDANCE
Rather than merely providing data for practitioners to look at HR will move toward
guiding businesses to successful outcomes across key spheres of influence.
 HR TRENDS in 2020
KEY TAKEAWAYS FOR HR PROFESSIONALS

■ MILLENNIALS AND GEN Z SHOW INTEREST IN THE

GIG ECONOMY
More than 8 in 10 millennial and Gen Z workers are interested in working as
freelancers part- or ful-time

■ INTEGRATION PLAYS A KEY ROLE

With so many applications used across the employee lifecycle, companies will
emphasize integration in order to breakdown silos and facilitate seamless data sharing.
 EQUAL
EMPLOYMENT
OPPORTUNITIES
CRUZ, Donalyn Fei G.
Equal Employment
Opportunities
■ The basic EEO definition (or equal
employment opportunity) is the idea
that everyone should be treated fairly
when they’re considered for various
employment decisions including
hiring, promotion, termination,
compensation, etc.
In the legal sense of the Equal
Employment Opportunities
definition, “same chances” or
“equal opportunity” means that
employers cannot use certain
characteristics as reasons to hire or
reject candidates or make other
employment decisions; in other
words, they cannot discriminate
against those characteristics.
The Magna Carta of Women (Republic Act No. 9710, as
amended) prohibits discrimination against women and
expressly imposes liability for damages on the person
directly responsible for such discrimination.

The Labor Code of the

The Anti-Age Discrimination in Employment Act (Republic Philippines (Presidential
Act No. 10911) prohibits discrimination on account of age,
and imposes penalties for violation of the Act.
Decree No. 442, as amended)
(the Labor Code) and the
Omnibus Rules Implementing
The Magna Carta for Persons with Disability (Republic Act the Labor Code, as amended
No. 7277, as amended) provides that a qualified employee are the main employment
with disability shall be subject to the same terms and
conditions of employment as a qualified able-bodied person. statutes and regulations in the
Philippines.

Job enrichment is empowering employees by adding decision

making authority to their jobs. It comes from the work of
Frederick Herzberg.
The Indigenous Peoples’ Rights Act (Republic Act
No. 8371) prohibits discrimination against
Indigenous Cultural Communities or Indigenous
Peoples with respect to recruitment and conditions
The Department of Labor
of employment on account of their descent. and Employment (DOLE) is
the primary policy-making,
programming, coordinating
The Anti-Sexual Harassment Act (Republic Act No. and administrative entity in
7877) prohibits sexual harassment in the workplace.
the field of labour and
employment. It has primary
The Mental Health Act (Republic Act No. 11036) requires responsibility for the
employers to develop appropriate policies and
programmes on mental health in the workplace designed
promotion of gainful
to, among others, raise awareness on mental health issues, employment opportunities, the
correct the stigma and discrimination
advancement of workers’
The Philippine HIV and AIDS Policy Act (Republic Act
welfare and promoting
No. 11166) also prohibits the rejection of job application, harmonious, equitable and
termination of employment, or other discriminatory policies
in hiring, provision of employment and other related stable employment relations.
benefits, promotion or assignment of an individual
perceived or suspected HIV status.
The overall policy objective for
the employment discrimination
laws we will be examining is
summed up by the phrase equal
opportunity. These laws
generally do not aim to create
equal outcomes, but rather seek
to ensure that all employees or
job applicants have an equal
opportunity to engage in the
employment market
In other words, these laws try to
level 'the playing field' so that
certain classes of people who
have been discriminated against
in the past are not subjected to
adverse treatment based upon
certain characteristics that have
nothing to do with being a
qualified job applicant or
employee.