Podcast
Questions and Answers
What best describes the purpose of human resource management (HRM)?
What best describes the purpose of human resource management (HRM)?
Which of the following is NOT a component that HRM ties together?
Which of the following is NOT a component that HRM ties together?
Which function is included in the HRM process of managing employees throughout their lifecycle?
Which function is included in the HRM process of managing employees throughout their lifecycle?
Which of the following activities is a responsibility of HRM?
Which of the following activities is a responsibility of HRM?
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What does HRM NOT typically include in its activities?
What does HRM NOT typically include in its activities?
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What was a significant outcome of the mechanistic approach in the workforce?
What was a significant outcome of the mechanistic approach in the workforce?
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Who were the early personnel administrators responsible for connecting management and workers?
Who were the early personnel administrators responsible for connecting management and workers?
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Which movement emphasized the importance of social interaction and work groups in organizations?
Which movement emphasized the importance of social interaction and work groups in organizations?
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What was a consequence of the passing of acts in the 1960s and 1970s regarding HR departments?
What was a consequence of the passing of acts in the 1960s and 1970s regarding HR departments?
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Which theme in the history of human resource management focuses on fairness and equality in the workplace?
Which theme in the history of human resource management focuses on fairness and equality in the workplace?
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What is one primary reason for the need for Human Resource Management (HRM)?
What is one primary reason for the need for Human Resource Management (HRM)?
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Which function of HRM involves helping managers make strategic business decisions?
Which function of HRM involves helping managers make strategic business decisions?
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Why is consistency and equity important within an organization according to HRM principles?
Why is consistency and equity important within an organization according to HRM principles?
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What is a key factor that HRM addresses related to legislation and litigation?
What is a key factor that HRM addresses related to legislation and litigation?
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What is one way HRM helps manage the cost of Human Resources?
What is one way HRM helps manage the cost of Human Resources?
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What is a key focus of the 'hard' approach in HRM?
What is a key focus of the 'hard' approach in HRM?
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Which model emphasizes the human relations aspects of HRM?
Which model emphasizes the human relations aspects of HRM?
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How does the 'soft' approach view employees in relation to the organization?
How does the 'soft' approach view employees in relation to the organization?
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What does David Guest's Model of HRM emphasize?
What does David Guest's Model of HRM emphasize?
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What is a common belief in HRM according to the provided models?
What is a common belief in HRM according to the provided models?
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Which aspect is NOT emphasized in the 'hard' approach to HRM?
Which aspect is NOT emphasized in the 'hard' approach to HRM?
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What does the 'soft' HRM approach aim to develop within the organization?
What does the 'soft' HRM approach aim to develop within the organization?
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What does the notion of treating employees with 'mutuality' imply in HRM?
What does the notion of treating employees with 'mutuality' imply in HRM?
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What systemic change occurred in HRM during the Post-war period in the Philippines?
What systemic change occurred in HRM during the Post-war period in the Philippines?
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How did employee relations shift from Personnel Management to Human Resource Management?
How did employee relations shift from Personnel Management to Human Resource Management?
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What characterized the Japanese era in terms of working conditions in the Philippines?
What characterized the Japanese era in terms of working conditions in the Philippines?
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Which of the following statements best describes the role of HRM in the current state?
Which of the following statements best describes the role of HRM in the current state?
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During which period was HRM slowly introduced but not fully accepted in the Philippines?
During which period was HRM slowly introduced but not fully accepted in the Philippines?
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In the historical context of HRM, what was emphasized in the Personnel Management approach?
In the historical context of HRM, what was emphasized in the Personnel Management approach?
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What did the economic crisis during the Martial Law era result in for organizations in the Philippines?
What did the economic crisis during the Martial Law era result in for organizations in the Philippines?
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How is the evaluation criteria different between Personnel Management and Human Resource Management?
How is the evaluation criteria different between Personnel Management and Human Resource Management?
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Which of the following best describes the psychological contract focus in HRM compared to Personnel Management?
Which of the following best describes the psychological contract focus in HRM compared to Personnel Management?
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What was a primary characteristic of the American era concerning work conditions in the Philippines?
What was a primary characteristic of the American era concerning work conditions in the Philippines?
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Study Notes
History of Human Resources Management (HRM)
- The evolution of HRM began with personnel management focused on administrative tasks like record-keeping and employee benefits.
- The transformation to HRM emerged due to changing technology, organizational growth, unionization, and government regulations.
- The Hawthorne studies (1924-1933) highlighted the importance of human relations and social interaction in the workplace, influencing the shift towards a more human-centric approach.
- Several legislative acts in the 1960s and 1970s, such as the Equal Pay Act and Civil Rights Act, further emphasized the need for HR departments to address legal compliance and ethical considerations.
HRM in the Philippines
- Pre-Spanish era: a master-servant relationship dominated, lacking formalized organizations.
- Spanish era: limited employer-employee relations due to the Code of Commerce, with no specific labor laws to protect workers.
- American era: introduced unionism but saw limited improvements in working conditions.
- Japanese era: work conditions deteriorated further, resulting in abusive and harsh work environments.
- Post-war period: marked by growing awareness of personnel management, with the establishment of personnel departments to address government regulations and the formation of professional HR groups like PMAP.
- Martial Law era: saw a parliamentary form of government, with limited freedom to organize labor unions and a focus on addressing economic crisis.
- Post-Martial Law era: continued with management-labor challenges with some limitations on union organization.
- Current State: widespread recognition of HRM's importance for global competitiveness and a focus on strategic roles in organizations.
HRM and Personnel Management
- HRM is a broader approach than personnel management, encompassing strategic focus on human capital and employee engagement.
- The rise of HRM emphasizes the importance of considering individuals as valuable assets rather than simply replaceable resources.
- HRM focuses on creating a supportive and engaging work environment, fostering employee commitment and aligning human resource strategies with organizational goals.
Basic Goals of HRM
- Integrate HRM with organizational strategy, ensuring alignment between HRM practices and overall business goals.
- Build strong organizational cultures that promote employee commitment and engagement.
- Foster a flexible and adaptable work environment that allows organizations to navigate change and innovation in response to globalization.
Functions of HRM
- Addressing worker needs and family responsibilities through policies and programs.
- Supporting line managers in strategic decision-making and aligning employee skills with organizational missions.
- Ensuring legal compliance by keeping accurate records and reports related to employment, compensation, safety, and labor relations.
- Promoting fairness and consistency in organizational decisions such as promotions and compensation.
- Developing specialized skills and procedures for objective and efficient HRM systems.
- Maximizing human resources, recognizing them as the largest expense, to avoid costly personnel errors.
HRM Models
-
Hard Approach (Michigan Model) emphasizes aligning human resource strategy with business goals.
- Views employees as a resource like any other, to be procured and utilized to achieve organizational goals.
- Focuses on cost-effectiveness and maximizing resource utilization.
-
Soft Approach (Harvard Model) prioritizes employee well-being, commitment, and stakeholder engagement.
- Recognizes employees as valuable assets and seeks to create a supportive and engaging work environment.
- Focuses on developing HRM practices to encourage employee commitment and organizational success.
- David Guest's model further expands on the soft approach by focusing on the link between HRM practices, employee behavior, and organizational outcomes.
Beliefs and Assumptions
- Underlying HRM is the belief that human resources contribute significantly to competitive advantage.
- The emphasis is on fostering employee commitment rather than merely complying with regulations.
- Key assumptions include: carefully selecting talent, emphasizing employee development, and cultivating a positive and engaging work environment.
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Description
Explore the evolution of Human Resources Management from its roots in personnel management to the modern practices shaped by social interactions and legislation. Understand the historical context in the Philippines and the impact of significant legislative acts on HR practices.
