Human Resource Management PDF

Human Resource Management Development of Human Resources  Discuss the definition of Human Resource Management Identify the reason why HRM is both a science and an art Discuss the contributing growth factors of HRM in the Philippines  Personnel or Human Res...

Human Resource Management Development of Human Resources  Discuss the definition of Human Resource Management Identify the reason why HRM is both a science and an art Discuss the contributing growth factors of HRM in the Philippines  Personnel or Human Resource Management Personnel or Human Resource Management relatively new field in our country it was only in the early 1950s that is gradually gained acceptance and recognition in private business and industry  Personnel or Human Resource Management real development of the personnel management begun after the 2nd World War in 1945 most organizations stopped their rapid growth in the number of employees, but they realized the need to increase their productivity to stay competitive on the market  Personnel or Human Resource Management What is the importance of human resource management in the Philippine industry? Within the public sector in the Philippine setting, the role of HRM, especially in local government units (LGUs), is related to: the forecasting and planning of human capital selection and staffing development and training performance management employee discipline promotion of the productivity and welfare of each employee  Personnel or Human Resource Management For it to gain acceptance and recognition three condition need to exist: top management must be convinced that the personnel management is needed in its business operation qualified personnel administrators must be available personnel administrator must demonstrate their capacity to contribute to the company’s objectives and goals  People Management Association of the Philippines (PMAP) is a professional, non-stock, not-for-profit organization of over 1,800 member companies and individual management executives engaged or interested in Human Resource Management (HRM) and Industrial Relations (IR) work founded more than 59 years ago, PMAP continues the tradition of its forefathers in advancing the profession of Human Resource Management https://www.pmap.org.ph/about-pmap/  People Management Association of the Philippines (PMAP) As a professional association, it helps institutions mold an enlightened, competent, socially responsible, and influential sector of people managers who can effectively participate in nation-building helps its members become more effective on the job by teaching the human aspect of management via numerous career development forums and training programs https://www.pmap.org.ph/about-pmap/  Personnel or Human Resource Management may be defined as the function of management concerned with promoting and enhancing the development of work effectiveness and advancement of the Human resource in the organization It is a science because it involves the systematic gathering of data derived from surveys, statistics, interviews, and observations. It is an art since it involves the making of sound decisions.it is proficiency in the practical applications of knowledge acquired through study, experience and observation. Organization and Human Resources to grow and thrive in today’s competitive environment, organization must deal with many and diverse changes traditionally, the concept of value has been considered a function of finance and accounting Human Resources are crucial to the long-term survival of the organization Our definition of value includes not only profits but also employee growth and satisfaction, additional employment opportunities, protection of the environment and contribution to community development.  Challenges of Human Resources The Challenge of the Global Community Organization are increasingly finding out that to survive they must compete with organizations not only in the place of operation but the global business community. Broaden the scope of their market – to be globally competitive  Challenges of Human Resources The Stockholders Challenge The key to success in today’s business environment is to meet the investors needs and those of the other stakeholders. The stakeholders are the customers, employees and the community where the enterprise operates. Satisfy customer needs → goods and services Satisfy employees needs → salary, wages, mandatory benefits  Challenges of Human Resources The Challenge for Productivity The global technology is increasing HR capabilities the challenge to greater New technologies and opportunities productivity Efficient work structure and company policies allow employees and Human Resources became more technology to interact “smarter workers” with the aid of Reconfiguration of employees work computer aided machines, design, training program, reward internets, and expert systems system  Role of Personnel Human Resource Manager Supervisor plan, organize, direct control & coordinate activities of the department; delegate function to subordinate Administrative officials see that labor laws are properly complied know how policies are made and administered  Role of Personnel Human Resource Manager Adviser serve as counselor, guide & confidante keep informed of the attitude of the employees Coordinator Bring actions to the activities – to harmonized with other department  Role of Personnel Human Resource Manager Negotiator Negotiates CBA negotiates labor contracts A collective bargaining agreement (CBA) is a written legal contract between an employer and a union representing the employees. The CBA is the result of an extensive negotiation process between the parties regarding topics such as wages, hours, and terms and conditions of employment.  Role of Personnel Human Resource Manager Educator Administers company’s training programs to employees Provider of services Provides services to employees – (mandatory benefits) SSS, medicare, pag-IBIG  Role of Personnel Human Resource Manager Employee counselor trained in behavioral sciences (psychologists)– to counsel employees Promoter of community relations well informed of the activities and development in environment – situs of company; in the community Public relations man deal with general public – employees, unions, community  Contributing Growth Factors increasing complexity of business operations government regularizations and labor laws promulgated in recent years growth of Labor Unions influx of new concepts in management  Problems and difficulties of the Personnel Human Resource Manager common misconception about the role and functions inadequate recognition by management of the proper role of the personnel manager in the organization in the area of labor relations jealousy of the other executives regarding the personnel manager’s duty and authority  Role of HR in the New Millennium Organization The new role that the HR department performs includes: outplacements labor law compliance Outplacement is an record keeping employer-sponsored benefit typically provided as part testing of a severance package to help terminated and laid compensation off workers move on to another job or career. some aspect of benefits administration  Role of HR in the Organization Recruitment and employment Interviewing, testing, recruiting and temporary employment Labor coordination Training and development Orientation of new and temporary employees Performance training management Productivity enhancement  Role of HR in the Organization Wage and salary management Benefits administration Job evaluation Vacation and sick leaves Wage and salary survey Insurance Executive compensation Stock plans Pension plans Retirement plan assistance program  Role of HR in the Organization Employee Service Recreation Record Management Bus service Employment record Canteens Information system Athletics Performance record Housing and relocation Community relations Publication Community project and relation  Role of HR in the Organization Health and safety Strategic Management Training Collaborative planning Safety inspection Out-sourcing manpower research Dental and medical services Organizational planning Drug testing Rewards and Benefits for the Personnel Manager HRM job is demanding and stressful Financially rewarding and stable Big companies offer competitive salaries and attractive aside from the usual benefits being enjoyed by most employees, which are mandated by the Labor Law  Some Benefits Offered to Personnel Manager car plan or free use of company transportation unlimited use of gasoline and free maintenance check up company cellular phone representation allowance/meal allowance education scholarship/attending convention and seminars The Career Path to Human Resource Management Entry Level Supervisory Level Managerial Level  The Career Path to Human Resource Management Entrance/Entry Level – a new college graduate may start as personnel assistant in a medium-size organization Assisting an interviewing applicant Assisting in employee orientation and training program Record keeping  The Career Path to Human Resource Management Supervisory Level – the promotion to a higher level depends on the ability and capability of the personnel assistant to acquire the skills necessary in the HR functions Skills in writing job description, job analysis and job evaluation Skills in basic research related to manpower planning  The Career Path to Human Resource Management Managerial Level – the concentration of the HR is the effective management of the different areas of personnel functions Leadership and conceptual ideas visioning Analytical of the facts as basis for decision making Compliance administration and control Interpersonal team work  The Changing Landscape in the HR Management The increase in this function has been seen and realized by management that the most important level for companies to gain competitive advantage both in domestic and foreign market is through productive and committed personnel Top management believes that HRM practices are directly related to the company’s success in meeting competitive challenges The changes in personnel values and orientation should match the changes in technology without which competitive advantage could hardly be possible