Human

Resource
Management

By: Tholyma May P. Embatic

Evolution of Human Resource Management

Depending upon the culture and focus of the company and

the degree of importance that the position and function of
the HRM head is viewed by top management, the title may
vary from personnel officer, personnel manager, industrial
relations officer, vice president (VP), or senior vice
president (SVP) for personnel administration or industrial
relations. Whatever the job title is, the implication is that
the position functions is that the position functions within
a whole range of personnel-related activities. 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.
Main Trends in the HR Profession

Human Resource and Information Technology (IT)

The advent of the “computer age” has greatly altered not
only the availability of information but also the manner in
which it is identified and acquired. Information technology
deals with how information is accessed, gathered,
analyzed, and communicated.
The increase in the use of information technology can be
seen as not only driven by the need to automate HR
process and services, but actually influenced by a
realization that improved delivery of HR services can
become a competitive advantage of the enterprise.
Applications of Information Technology (IT)
in HR
The Philippines has all the potential to be an active player in
the digital domain. At present, joint government in and private
sector groups are unified in pushing for the development of e-
commerce in the Philippines. It is seen as an important driving
force that could fuel the country's economic growth and
development. Moreover, the government is positioning the
country to serve as host to various service-oriented businesses
particularly in the IT and related industries. This only implies
that HR should not be left behind.
The HR plan should be aligned with the business plan of the
organization. It is then critical for HR people to understand
and initiate useful IT applications in HR aligned with the
company goal efficiency and profitability. Some of these are
the following:
1. Use of job boards and other similar web-based
recruitment ( e-recruitment ) - provides accessibility to a
wider range of applicants for the job and usually
communicates job vacancies and application procedures.
Web recruitment includes resume submission, quick
interactive screenings methodologies, and in some cases,
online testing and experience profiling. Applicants get
instant feedback on the status of their employment
application.
2. E-selection – uses technology to help organization more
efficiently manage the process of identifying the best job
candidates- those who have the right knowledge, skills,
and abilities for each job who may best fit the organization.
3. Employment Kiosk - provides updates on employee
status and other pertinent information initiated and made
by the employees themselves. This employee self-service
delivery system ensures that the employee data is updated.
4. E- Learning - facilities the learning process by
providing just-in-time learning opportunities.
5. Electronic Performance Support ( EPSS ) - provides
online coaching and mentoring services. Managers and
employees can access organizational information
through an EPSS application. Online performance
management systems also provide managers a very
effective tool to communicate and establish key result
areas (KRAs), objectives and requires competencies for
employees.
6. Salary and payroll administration - for most
companies, is now linked to performance management
systems, time and attendance, and other employee
benefits, and pay systems. This ensures timely release
of salaries, wages, bonuses, and other similar
compensation.
8. Use of email – or electronic mail has emerged as the
heart and soul of corporate communication. Because of
inbox overload and spams, it became difficult to track
messages efficiently.
9. Use of IT to foster customer involvement – because of
the popularity of social media companies started using
different social networking sites where they can post
company updates, service offerings, or just to let the users
of the account know their company exists.
10. Telecommuting/Teleworking – is any form of
substituting information technologies (such as
telecommunications and/or computers ) to establish
remote or virtual office- the act of moving the work to the
workers instead of moving the workers to work. It allows
employees to work in a place with access to the internet.
Benefits of Teleworking/Telecommuting

1. Employer Benefits
a) Increased productivity, stimulated by lower
absenteeism, higher employees’ concentration to work,
and fewer distractions.
b) Less travel time and better use of employees 'peak
efficiency time
c) Decreased turnover because employee morale is higher
and more work options such as job or office sharing
become possible once long commutes are eliminated.
d) Hiring incentive to new employees
e) An opportunity to tap new labor pools such as parents
with young children, persons with disabilities, and the
like
2. Employee Benefits
a) They save money on fuel, car maintenance, and
insurance.
b) A large reduction of stress.
c) More time for their families; more participation in their
communities
d) Fewer distractions on the job, greater work autonomy,
and more relaxed work environment.
e) Closer to their workplaces and thus can save hours
each day on their commute to work.
Human Resource Information System
(HRIS)
It is a system for gathering and maintaining
data that describe the HR; transforming data
into information, and reporting the
information to users.
Purposes of HRIS
a) To improve the efficiency with which data
on employees and HR activities are
compiled.
b) To provide HR information more rapidly
and more easily to be used in
management’s decision making.
Some of the Benefits of HRIS Solutions
1. Salary and Payroll Administration
- Payroll management is often a tedious process that requires a
high level of accuracy, timeliness, and effective financial controls.
2. HR Training
- It provides control of internal organizational training from
delegating participants to projecting training budget, course
scheduling and enrollment, to training assessments and
individual performance appraisals.
3. Self- service Benefits Transactions
- Employees can gain online access to their benefits package at
their own leisure so they can focus on more demanding tasks at
hand during office hours.
Example of Software
Is a client-server-based integrated personnel and payroll system
specifically designed for the Philippine use. It composed of three
major modules, namely: Time attendance, payroll system, and
HRIS system all rolled into one complete system.
Labor Relations
The relationship between the management of a company or
organization and its workforce.

Increase in Social Contribution

Under Republic Act No. 11199, otherwise known as the Social
Security Act of 2018, which was signed in February 2019, the
Social Security System (SSS) implemented a contribution rate
hike from the current 12% to 13%, and issued the new
schedule of contributions for employers and employees
effective 1 January 2021.

Business Process Outsourcing(BPO)in the Philippines and

HR
Outsourcing is a proven tool that can help companies improve
service and better manage their operating costs and cash flow.
HR Departments Organization Charts and
Structures
Organizations historically divided their managers into line
management and staff management, and HRM was traditionally
considered to be a staff function. Line managers were
responsible for an indirect or support function that would have
costs but whose bottom line was less direct. However, many
organizations have blurred this distinction. Existing firms and
companies have different organizational design and gravitate
toward smaller staff units with non traditional arrangements.
Decision making authority
Centralization – Some organization centralize HR. A centralized
strategy locates the design and administration responsibility in a
single organizational unit.
Decentralization – gives each unit the responsibility to design
and administer its own personnel system.
Organizational Chart – Organization can use charts for the
number of purposes.