ASPECTS

OF
HUMAN RESOURCES
MANAGEMENT
 Human Resource Management

• The process of planning, organizing, directing

(motivating), and controlling the procurement,
development, compensation, integration,
maintenance, and separation of organizational human
resources to the end that organizational, individual,
and societal needs are satisfied.
Human Resource Management
Human Resource Management includes all activities
used to attract & retain employees and to ensure they
perform at a high level in meeting organizational
goals.
These activities are made up of
1. Recruitment & selection.
2. Training and development.
3. Performance appraisal and feedback.
4. Pay and benefits.
5. Labor relations.
 Human Resource Planning
• HR Planning includes all activities managers do to forecast
current and future HR needs.
– Must be done prior to recruitment and selection
– Demand forecasts made by managers estimate the number
& qualifications the firm will need.
– Supply forecasts estimate the availability and
qualifications of current workers and those in the labor
market.
 HRM Components
– Component should be consistent with the others, organization structure,
and strategy.
• Recruitment: develop a pool of qualified applicants.
– Selection: determine relative qualifications & potential for a
job.
• Training & Development: ongoing process to develop worker’s
abilities and skills.
• Performance appraisal & feedback: provides information about how
to train, motivate, and reward workers.
– Managers can evaluate and then give feedback to enhance
worker performance.
 HRM Components
 Pay and Benefits: high performing employees should be rewarded
with raises, bonuses.
– Increased pay provides additional incentive.
– Benefits, such as health insurance, reward membership in firm.
 Labor relations: managers need an effective relationship with labor
unions that represent workers.
– Unions help establish pay, and working conditions.
If management moves to a decentralized structure, HRM should be adjusted as
well.
 • Types of Employment Termination
• There are two types of employment
termination in the Philippines:

1. Termination by employer and

2. Voluntary resignation or termination by employee.
• Termination by Employer
• According to Article 282 of the Labor Code, an employer can
terminate an employee for just causes, which could be any of the following:
• serious misconduct or willful disobedience by the employee of the lawful orders of
his employer or representative in connection with his work;
• gross and habitual neglect by the employee of his duties;
• fraud or willful breach by the employee of the trust reposed in him by his employer
or duly authorized representatives;
• commission of a crime or offense by the employee against the person of his
employer or any immediate member of his family or his duly authorized
representatives; and
• other similar causes.
•
• Employers can also terminate an employee based on
authorized causes like business and health reasons. Art. 283 of
the Labor Code states that an employee can be terminated due
to business reasons such as:
• installation of labor-saving devices;
• redundancy;
• retrenchment (reduction of costs) to prevent losses; or
• the closing or cessation of operation.
• For termination of employment based on health
reasons, employers are allowed to terminate employees found
suffering from any disease and whose continued employment
is prohibited by law or is prejudicial to his health as well as to
the health of his co-workers (Art. 284, Labor Code). The
employer must obtain from a competent public health authority
a certification that the employee’s disease is of such a nature
and at such a stage that it can no longer be cured within a
period of six (6) months even with medical attention.
• Voluntary Resignation

• This type of termination is strengthened by the

provisions of Art. 285 of the Labor Code which recognizes two kinds of
termination an employee can initiate – without just cause and with just
cause. If the resignation is without just cause, the employee must give a
one (1) month advance written notice for resignation (commonly referred to
as a “resignation letter”) to the employer to enable them to look for a
replacement and prevent work disruption. If the employee fails to provide a
resignation letter, he or she runs the risk of incurring liability for damages.
• It should be noted that employees who voluntarily resign from work
are not entitled to separation pay. Philippine laws only grant separation pay to those
who were dismissed from service not due to their own fault or negligence but for
reasons that are beyond their control, i.e. business closure, cessation of operation,
retrenchment (reduction of costs) to prevent losses, etc. However, there are at least
two cases where employees who resign voluntarily may be entitled to separation
pay, and they are as follows:
• when payment of separation pay is provided in the employment contract or
Collective Bargaining Agreement (CBA, for companies with existing bargaining agent
or labor union); and
• when it is authorized by established company practice or policy.
What is a Zero Tolerance Sexual Harassment Policy?

Zero tolerance sexual harassment policies provide that an

individual will be dismissed from his or her position if the
business finds that he or she committed any act of sexual
harassment that is likely unlawful. Under this type of policy,
employees do not receive warnings or disciplinary action
regarding unlawful behavior, do not benefit from a three-strikes
rule, or do not have the right to a probationary period. One
instance of sexual harassment could lead to an immediate
termination.
Family and Medical Leave Act (FMLA)
Definition: The 1993 law that entitles a covered employee to take up to 12 weeks of
leave in a 12-month period for the birth or adoption of a child or the serious health
condition of the employee or the employee's child, spouse or parent.

The federal Family and Medical Leave Act (FMLA) requires employers to give
workers up to 12 weeks off to attend to the birth or adoption of a baby, or the serious
health condition of the employee or an immediate family member.

After 12 weeks of unpaid leave, you must reinstate the employee in the same job or
an equivalent one. The 12 weeks of leave does not have to be taken all at once; in
some cases, employees can take it a day at a time.