INTRODUCTION TO

MGS Class
B
Group 2

*CLYDE G. CALIPES, *JOLLIBEE BERNALDES, *CRISLYN E. LILOC-BALUSAN, *EMMA BACLAYON BONGCAWEL, *JAY NIÑO
CABUTAJE, *JESSIEBEL C. CABATUAN, *MARICHO BALASE, *PEREJEAN B. BALOYO, *RODEL L. BASTASA,
*ROLAND BERNALES, *ROSEMINE BALINGIT, *JESHA MAE D. BERSABAL, *LOUIE JAY C. CAGAMPANG, *NANETTE C.
BASTASA, *NATHANIEL SALOMON BERSABAL
Introduction to Human
Resources
 Human resources (HR) encompasses so
many things.
What Is It is the transmission of your organization.
Human It is what keeps things moving. HR is
Resources responsible for your employee lifecycle, which
includes talent management, benefits
(HR)? administration, risk management,
compensation and compliance.
 The History of HR
At the turn of the 18th century, industrial changes pushed
cheap labor, long work hours (16 hours a day) and child labor.
Manufacturing factories sprouted up, mass producing goods
and creating more jobs. HR wasn’t at the forefront since
manager/supervisors worked in the capacity of current HR
tasks by finding and hiring employees.
By the turn of the 12th century, the workplace began to
change. Employees began to strike due to excruciating working
conditions. Once known as the personnel department, HR
started working with both union members and employers to
resolve grievances.
 By the 1960s, we began to see more legislation regarding
employment practices. The Civil Rights Act of 1964 passed around
this time — a landmark piece of legislation that prohibits
employment discrimination based on race, color, religion, sex and
national origin. This Act established the Equal Employment
Opportunity Commission to enforce the new legislation. After its
passage HR shifted its focus to maintaining compliance.
HR is now a strategic business partner, developing and
directing projects that support and drive the mission
organizations. Today, HR is more involved than ever in the
employee experience, specifically managing employees
expectations from their employer, such as workplace flexibility
and benefits.
How Is HR Changing?

There are number

of factors that
influence the change
of HR
 ❖ Health Now more than ever employees are taking measures to
and Wellness live a healthier lifestyle and HR will have to find more
ways for the organization to support its employees. For
example, organizations could provide mental health
services, or flexible work schedules to encourage
employee health.
❖ Laws Post pandemic, we have seen an influx of new laws and
and regulations, such as vaccine mandates. These mandates
Regulations are impacting the workplace; as HR grapples with
recruiting and retaining talent. Requests for reasonable
accommodations and religious exemptions have spiked.
Therefore; it is imperative for HR professionals to stay
abreast as to what is happening within the industry.
❖ Great The fight for talent continues, and employees are
Resignation demanding more. In the past, organizations provided
employees the benefits typically without any input, now
that the tides are shifting HR will need to determine what
benefits employees are wanting and how it aligns with
the organization’s goals.

❖ Engagement Now that the workforce is shifting to a remote work

environment, HR will need to become more creative
in keeping its remote employees engaged while
maintaining a positive company culture.
 There are a number of reasons why HR
is important to your organization. HR’s
Why Is HR ability to enhance the employees’
an experience while strengthening your
organization’s operations. And this are
Important? through.
• Strategic Management
HR is important because it is the foundation of a
healthy organization. Strategic HR professionals
identify ways that an organization/department can
improve in order to reach the organization’s goals.
For example, HR may conduct a GAP analysis to
determine if and where changes will be made in
order to support your organization — in the case
of a GAP analysis, they do this by automating the
onboarding process of new hires.
• Wages and Salaries
Employee wages and salary are an important part
of your organization. Wages and salaries can
attract and retain your employees, and also
influence the morale and engagement of your
employees. HR is important in this area because
they assist in creating an organization’s
compensation strategy that includes salary,
bonuses, incentive plans, and benefits, ensuring
an equitable pay rate.
• Benefits Administration
Admission to benefits involves managing health
insurance, retirement accounts, vacations, paid
time off and leave of absence. HR is important to
your organization’s benefits administration
because of its assistance with providing the right
mix of benefits to offer. This is an important area
of your business because employees expect more
than just a salary.
• Mitigating Liability Issues
With every organization there is some sort of
legal risk. HR is important in mitigating your
organization’s risk by staying abreast of local,
state and federal laws and specific regulations for
your industry. Failure to remain compliant can
result in legal action and fines for your
organization.
• Training and Development
Training and development programs provide a
host of benefits. They enhance employee
performance, boost employee productivity,
reduce employee turnover and improve company
culture. Understanding that an organization’s
employees are its most valuable asset, HR can
identify gaps and skills needed for employees to
be successful by providing effective and efficient
training programs.
• Recruiting and Onboarding
Recruiting and onboarding familiarizes employees
to their role and introduces them to your
organization. Without a proper recruitment and
onboarding strategy, your organization turnover
rate may increase and productivity may decrease,
ultimately costing the organization a loss in
revenue.
• Maintaining Compliance
Here are constant updates, best practices and new
laws and regulations to implement. Not knowing
what is required can lead to penalties, decrease
employee morale, negatively impact company
culture, increase turnover and lead to low retention
rates.
A key responsibility of HR is proactively monitoring
employment and labor laws and local, and
regulations to help organizations stay aware of
changes that could ultimately impact their business.
 What Does an HR
Department Do?
The HR is a strategic partner to the
organization, coordinating and directing the
people function, overseeing talent acquisition,
consulting leadership and their staff and
planning. Ultimately, HR is responsible for the
entire employee lifecycle. When HR is
effective, the company will see measurable
results across all areas involving its employees .
 Also known as workforce planning, allows
you to prepare for future demands by
1. Human identifying skills that would be most
important to your organization in the future.
Resources With planning, you will evaluate your
Planning current state and forecast for future
workplace needs.
 1. Strategic Direction – Understanding key
mission goals and future objectives set by
organization leadership and how the workforce
needs to be aligned to achieve them.

Six Stages of 2. Supply Analysis – Understanding the current

Workforce workforce and how it is projected to change
over time, due to attrition and other trends.
Planning
3. Demand Analysis – Understanding the
organization’s current and future workforce
requirements.
 4. Gap Analysis
Understanding the gaps between workforce demand
and supply and defining top priority gaps with the
greatest impact` on organizational performance.
Six 5. Solution Implementation
The appropriate workforce interventions and
Stages activities to close identified workforce gaps and
of enable your organization to meet its strategic goals.
Workforce 6. Monitoring progress
Planning Monitoring the performance of solutions and their
impact on the gaps they were designed to address, and
continuously improving the solutions to maximize their
effectiveness.
 • Recruitment and selection consists of
2. Recruitment sourcing, screening and selecting the best
and Selection candidate for your organization.
• It is a key responsibility of human
resources. Your organization’s recruitment
strategy is essential to the success of your
business. Recruitment can be costly if the
process of recruiting and selecting
candidates is inefficient.
• This function ensures that the
organization’s employees have the right
knowledge, skills and abilities to complete
tasks, get the job done and meet demands
 HR can increase employee
awareness of their career
goals through a variety of
3. Career educational techniques. HR
can host seminars on career
Planning planning, offer career
counseling and help
employees identify their
interests.
 4. Performance
Management
In this role, HR monitors the performance management
process. This area includes recommending goals, training
managers, assisting with any employee difficulties and
identifying areas of improvement. Training and development,
an arm of performance management, is designed to improve
your employee’s skills and knowledge by targeting certain
competencies.
 HR ensures that the organization follows
laws and policies both externally and
internally, from federal, state and local
laws and regulations to the organization’s
policies and procedures. Your company
5. Compliance handbook is a great way to communicate
policies, regulations and laws to your
employees. HR assists in creating and
updating your company handbook, and
policies and procedures within it. Note
that your handbook should be reviewed by
legal counsel as well.
 6. Workplace Safety
Employee safety should be a top priority of your organization. It is a
part of HR’s role to ensure that the workplace is free and clear of
any hazards and is healthy and safe for employees. HR will assist
with communicating safety standards to employees, ultimately
establishing a robust safety message while increasing safety
awareness. They assist in the creation of workplace safety policies
and procedures to ensure employees are aware of their
responsibilities.
7. Benefits Administration

HR is responsible for directing and planning

the day-to-day operations of the company
benefits program. One key responsibility of
HR is to ensure that employees are informed
and educated about their company benefits
and to consult with benefits brokers in
selecting the best benefits plans for your
organization.
 Talent management entails attracting,
developing, retaining and using employees
with the knowledge, skills and abilities
(KSAs) to meet your organization’s current
8. Talent and future goals.
Management In this function, HR will plan the
organization’s talent strategy based on your
goals and assist in managing people based on
the policies and procedures in place. HR will
also identify ways to develop employees
through programs such as training and
career planning.
 How Does HR Support
Employees?
• Creativity
Fosters innovation and HR can support
creativity and innovation by ensuring that
employees feel as though they are a part of the
organization’s decision-making process and
encouraging feedback from employees. Skip-
level meetings — where a meeting is held
without a manager — are a great way to solicit
feedback from employees.
 How Does HR Support
Employees?
• Career planning
Is a great way to support your organization’s
employees. Taking a personal interest in
your employees’ career goals creates an
opportunity for constant communication.
This communication and care builds
relationships that often leads to your
employees feeling valued and instigates
greater productivity.
THANK YOU
For Your Attention