HRM Group 1

**WHAT IS HUMAN RESOURCE ALL ABOUT** **[Human Resource]** refers to the people who make up the workforce of an organization. Human Resources are seen as both the employees and their collective abilities, skills, and knowledge that contribute to organizational goals. **[Human Resources Management]...

**WHAT IS HUMAN RESOURCE ALL ABOUT** **[Human Resource]** refers to the people who make up the workforce of an organization. Human Resources are seen as both the employees and their collective abilities, skills, and knowledge that contribute to organizational goals. **[Human Resources Management]** is the art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization\'s goals and objective *(Dr. Zenaida A. Velasco, 'Essentials of Human Resource Management' 2008)* **IMPORTANCE OF HUMAN RESOURCE MANAGEMENT** Human Resource Management (HRM) is essential because it manages the organization\'s most valuable asset---its people. HRM ensures that the right individuals are hired, trained, and developed, aligning their goals with the company\'s objectives. It also enhances productivity, fosters a positive workplace culture, and ensures legal compliance, all of which contribute to both organizational success and employee growth. **OBJECTIVES OF HUMAN RESOURCE MANAGEMENT** - **Achieve Organizational Goals** - The HRM objectives are to fulfill organizational goals by utilizing human resources to achieve business requirements and standards. An effective HRM needs to accomplish the organizational goals to inflate the profitability of an organization. - **Better Work Culture** - An HR manager needs to be active while calling for strategies to foster better work culture. Automated activities like leave approvals, reimbursement request acknowledgement, etc. can help you. - **Team Integration** - The proper connection between individuals is a must to ensure productivity. To make human capital management successful, you need to search for better integration portals to make data availability easier for people. - **Training and Development** - With proper training and providing future opportunities, employees feel safe and organized. Effective employment is highly dependent upon training practices. Providing opportunities to employees is one of the great steps to ensure workforce performance management. - **Employee Motivation** - An automated feedback system for performance appraisal management can keep your employees motivated and ensure productivity throughout the service. When the employees are satisfied and fulfilled, nothing else can prevent them from accomplishing the required target for the enhancement of productivity. - **Retention** - To ensure the retention of employees, the HR department should optimize the functional objectives of the company in accordance to the interest of company as well as its workforce to ensure the engagement of staff in achieving the company's goals. **ROLES OF HUMAN RESOURCE** The role of HRM is to plan, develop and administer policies and programs designed to make optimum use of an organizations human resources. a. **Effective Utilization of Human Resources** - This involves strategically placing employees in roles where they can contribute most effectively, providing them with the necessary training and support, and continually assessing their performance to align their efforts with the organization\'s goals. b. **Desirable Working Relationships Among All Members of the Organizations-** This includes promoting a respectful workplace culture, resolving conflicts, encouraging open communication, and implementing engagement strategies to build strong, productive relationships among all members of the organization. c. **Maximum Individual Development-** This includes offering training programs, career development resources, and regular performance feedback, all aimed at enhancing employees\' skills and preparing them for future roles within the organization. **COMPENSATION AND BENEFITS IN ADMINISTRATION** **Compensation** - Monetary payment given to employees in exchange for their work, typically in the form of wages or salaries. **Benefits*-*** Non-monetary rewards or provisions offered to employees in addition to their compensation, such as health insurance, retirement plans, and paid time off. **2 TYPES OF COMPENSATION** I. **Direct Compensation -** Direct compensation is the financial compensation, or cash, given from the employer to the employee for their services. a. **Base Pay-** (also known as basic salary or base salary) refers to the fixed financial amount that an organization pays its employees in exchange for the services they perform. This amount is negotiated during the hiring process and agreed upon before the employment contract begins. It is typically an annual or monthly salary or an hourly rate. - **Salary*-*** a fixed amount of money paid to an employee on a regular basis, typically monthly or annually, regardless of the number of hours worked. It is commonly associated with professional, administrative, or managerial roles where the focus is on the completion of tasks rather than the number of hours spent working. - **Wages*-*** payments made to employees for the work they perform, typically calculated on an hourly, daily, or weekly basis. The amount can vary depending on the number of hours worked, with employees usually receiving additional pay, known as overtime, if they work beyond the standard hours set by their employer or labor laws. b. **Merit Pay-** a form of compensation where employees receive additional pay based on their job performance. It\'s intended to reward and motivate employees who meet or exceed specific performance criteria set by their employer. Unlike standard raises or bonuses, which might be given across the board, merit pay is awarded selectively to individuals who have demonstrated exceptional work, achieved specific goals, or contributed significantly to the company's success. c. **Incentive Pay-** specifically tied to achieving certain measurable goals or targets, such as meeting sales quotas, completing a project ahead of schedule, or increasing productivity. It is designed to motivate employees to reach specific, often short-term objectives. Incentive pay is usually conditional and only awarded if the set targets are met. II. **Indirect Compensation**- refers to monetary and non-monetary incentives given to an employee to increase their overall engagement and motivation at work. This type of compensation still has a financial value, but employees don't receive it in cash form. a. **Protection Programs**- provide financial security and mitigate risks associated with health and personal well-being. They typically encompass various types of insurance coverage, including health insurance, which assists with medical expenses; disability insurance. b. **Pay for Time Not Worked-** refers to compensation employees receive for periods when they are not actively working but are still compensated. This category includes paid leave options such as vacation days, sick leave, and holidays. c. **Services and Perquisites-** encompass additional benefits and perks provided by employers that enhance employees\' work experiences and well-being. These benefits are intended to improve job satisfaction, support employees\' personal needs, and offer extra value beyond the standard salary and direct compensation. **2 TYPES EMPLOYEE BENEFITS** I. **Legally Required Benefits -** are those benefits that employer are obligated to provide under federal, state, or local laws. These benefits are designed to protect employees and ensure a baseline of support and security. - ***Social Security System (SSS)*** - a government-required benefit in the Philippines that provides financial support to employees during retirement, sickness, disability, or death. - ***Service Incentive Leave (SIL)-*** SIL is a legally mandated benefit in the Philippines that gives employees five days of paid leave each year after completing one year of service. II. **Discretionary Benefits-** are additional perks and benefits that employer voluntarily offer, beyond the minimum legal requirements. These benefits are designed to improve employee satisfaction and enhance the overall compensation package. - ***Flexible Work Arrangements***- Offering options like remote work, flexible hours, or compressed workweeks can help employees achieve a better work-life balance. - ***Tuition Assistance***- By offering this benefit, employers aim to support employees in pursuing further education or professional development, which can enhance their skills and knowledge relevant to their job **WHAT IS HR'S ROLE IN COMPENSATION AND BENEFITS?** HR's role in compensation and benefits encompasses designing equitable pay structures, linking compensation with performance, developing comprehensive rewards strategies, and ensuring legal compliance and effective communication. This multifaceted role is crucial for aligning HR practices with organizational goals and enhancing overall employee satisfaction and retention. Ensuring legal compliance is crucial for HR as well. HR professionals must stay informed about labor laws and regulations related to compensation and benefits. This includes adhering to minimum wage laws, overtime regulations, and other legal requirements to avoid potential legal issues and ensure that the company\'s practices are lawful and fair. **WHAT IS EMPLOYEE RETENTION?** ***Employee Retention*** is the organizational goal of keeping productive and talented workers and reducing turnover by fostering a positive work atmosphere to promote engagement. This includes showing appreciation to employees, providing competitive pay and benefits, and encouraging a healthy work-life balance. Managing for employee retention involves strategic actions to keep employees motivated and focused so they elect to remain employed and fully productive for the benefit of the organization. (*Dr. Jack Philips, 'Managing Employee Retention' 2004*) **WHY DOES EMPLOYEE RETENTION MATTER?** Employee retention promotes the health and success of your organization. The time, stress, and cost of hiring and training new employees are significant, and high staff turnover rates are incredibly disruptive to business growth, so it's important your organization can keep hold of its people. The ability to retain employees is universally beneficial for many reasons. Following are the top benefits: 1. **Cost Reduction** 2. **Increased Productivity** Productivity and engagement tend to be higher among tenured employees. Long-term employees have had time to develop their abilities, can accomplish tasks within a shorter amount of time, and are more committed to the success of the business. Research also shows that high engagement levels lead to increased productivity and better quality of work. When you focus on engagement and retention, employees notice and perform better. 3. **Improved Employee Morale** When valued employees leave, it's a downer for their team members. Effective retention strategies can boost morale. When employee morale is high, the workplace becomes a more positive place. Positivity rubs off on employees, making them believe their company is a great place to work. Happy employees are likely to stay and become great advocates for your company. 4. **Better Customer Service** Focusing on retention makes employees happy. And employees who are happy exude that feeling to customers. Employee happiness correlates with high engagement, and high engagement leads to better customer service. Also, employees who have been at their company on long-term can solve complicated problems to boost customer satisfaction. **RETENTION STRATEGIES TO BOOST ENGAGEMENT** Employee engagement plays a crucial role in any retention strategy. Engaged employees find meaning in their work and care about their performance. To boost engagement amongst your teams, think about implementing these strategies. - **Introduce meaningful perks and discounts** When your employees have access to perks and discounts, they can buy more of the things they love, instead of worrying about the cost of living as much. A comprehensive discount scheme can set your company apart from the competition, helping you attract and retain new employees, especially if you also offer a good salary. Discount schemes tend to include savings on a wide variety of purchases, from everyday purchases to larger, occasional ones. - **Support well-being** The easiest place to begin making well-being improvements is the physical environment. At the most basic level, employees should have a desk assessment to ensure their desk and chairs are a good fit. Once you've taken care of the workplace environment you can turn your attention to addressing the mental and physical well-being of your employees. Investing in a well-being program with plenty of resources is a great way to take care of their health. - **Implement a recognition and reward scheme** Recognition and reward aren't just about reinforcing positive behaviors, it's also a great way of showing your teams appreciation and letting them know you value their contributions. Acknowledging when an employee does a great job not only makes them feel good, but also promotes a strong and supportive company culture. - **Offer flexible working** Flexible working allows employees to vary the hours or location of their work, so they can achieve a better work-life balance. For some companies this may look like an employee working from home a few days a week, or staggering hours across different days. Overall, employee retention strategies have a halo effect. They not only make employees stay in your company but also boost productivity and promote higher levels of engagement, which ultimately increases revenue. The main goal of any retention strategy is to keep turnover as low as possible. To do this, it has to improve the employee experience. **WHAT IS TRAINING AND DEVELOPMENT?** Training and Development in Human Resource Management is the process of acquiring knowledge, skills, and attitude that helps improve employees' job performance and enables future career growth. It is a system of educating employees within a company. It includes various tools, instructions, and activities designed to improve employee performance. It\'s an opportunity for employees to increase their knowledge and upgrade their skills. **DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT** ***Training*** is the process to develop employee performance on a presently held job or one related to it. This usually means changes in specific, identifiable knowledge, skill, or behaviors for use in their current jobs. (*Dr. Marivic F. Flores, 'Training and development' 2015*) ***Development*** refers to learning opportunities intended to assist employees grow. While training concentrates on enhancing specific job-related competencies, development takes a more expansive, long-term approach to foster employees\' overall growth and potential. These initiatives involve workshops, courses, on-the-job learning, mentoring, and various methods. The objective is to provide employees with the necessary tools to excel in their current roles and prepare for the future. By embracing both Training and Development initiatives, organizations can create a well-rounded approach that not only meets current job requirements but also prepares employees for upcoming challenges and leadership role. **WHY IS TRAINING AND DEVELOPMENT IMPORTANT IN HRM?** Investing in employee training and development is vital for a business's lasting success. Studies, like ***LinkedIn's 2019 Workforce Learning Report***, reveal that 94% of employees are likely to stay longer with a company that supports their career growth. These training programs not only boost sales and profitability but also enhance employee engagement, contributing to overall financial success. **OBJECTIVES OF TRAINING** In order to keep the workforce safe, productive and engaged in the company\'s activities and interests is one of the key roles of the human resources (HR) department. Through educating employees and managers on the appropriate procedures, human resource training objectives support this role. What the organization desires to attain and how to help employees reach company goals are the focus of training objectives. Based on the form of business and definite challenges the organization faces, there are several possible HR training objectives that could be formulated. Nevertheless, some are really vital in almost all organization. 1. **Health and Safety** - A safe and healthy working environment is a duty of every employer. On the other hand, each employee has a responsibility to look after himself and those around him. Both in small and medium-sized companies health and safety is often integrated as part of the HR function. In big organizations, a dedicated health and safety department is always available. Training on risk assessment and the importance of embarking on them frequently and properly by managers while putting into practice any essential actions speedily is a necessity. Failure to be trained in risk management can have negative consequences like injury, illness, death and legal action against the organization. The results of all of these could be significant financial costs that may place the company\'s future at danger. This is a striking ongoing training objective for every company as all staff must be conscious of health and safety issues and company policies. 2. **Equality and Diversity** - Unlawful behaviors and potential lawsuits are often avoided by organizations through making certain that all staff are sensitive of the essential legal requirements on equalities and have an understanding of the benefits of diversity. Managers in order to work within the legal structure and shun from bias in recruitment and how they treat staff must be equipped with equality training. A range of skills and ideas comes from a diverse workforce which brings many advantages to an organization. However, it is vital that everybody is proficient to communicate effectively with a desire to work together. Human resource training in diversity can assist staff build the most of their working relationships. It also helps expand new approach into manner the business interrelates with its customers and the business community. 3. **Staff Management** - It is crucial for every manager to be able to manage staff effectively. Management of staff includes how to direct recruitment campaigns and pick the right people; oversee them and exploit their performance; preserve good employee relations; and assemble teams. While difficult issues can be given to an HR manager, daily staff management is the accountability of line managers. Managers are frequently made advancement to their posts with knowledge in their related fields although they have modest familiarity of employment law, HR policies or excellent practice in managing people. **Basic Steps in Training Process** In any business or industry one of the most profitable investments an organization can make is training. The approach organizations organize and design their training shapes the manner employees experience the training which most likely would have bearing on the effectiveness of training. In developing an effective training program, it is best to use the systematic training process. There are four basic training steps in this process which are assessment, design, delivery and evaluation. **STEP 1: Training needs analysis** The needs analysis is the first step for all training. This step requires data collection in order to justify an investment for training. **STEP 2: Training designs** This step establishes the training design appropriate depending on the training objectives. The training must be designed in order to deal with the evaluated specific needs. The effectiveness of the training relies on learning concepts and the wide variety of approaches to training. **STEP 3: Training delivery** Once training design has been decided this step can begin. One-on-training, on-the-job training, group training, seminars, and workshops are the most popular ways of training delivery. **STEP 4: Training Evaluation** This step will determine how effective and profitable the training program has become due to cost and time expenditure. **Employee Development** **Employee development** is a key contributor to a company's competitive advantage by helping employees understand their strength, weaknesses and interests and by showing them how new jobs and expanded job responsibilities are available to them to meet their personal growth needs. This helps retain valuable managers who might otherwise leave to join clients or competitors. The challenges associated with the changing nature of work and the workplace environment are as real for the campus as elsewhere. Rapid change requires a skilled, knowledgeable workforce with employees who are adaptive, flexible, and focused on the future. Most employee development and training programs fall under the following categories: ***➤* Management Development** -- Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery and professional development, coupled with career planning activities. Job mastery skills are those that are necessary to successfully perform one's job. Professional development skills are the skills and knowledge that go beyond the scope of the employee's job description, although they may indirectly improve job performance. **➤ Career Development** -- is an ongoing, dynamic process, employees may need encouragement and support in reviewing and re-assessing their goals and activities. You are in a key position to provide valuable feedback and learning activities or resources. Formal training and classes away from the job are effective in providing new you can contribute cancer staff member's career development by supporting career activities within your department. ***➤*Basic Skills** -- is a concept comprising the skills and the understanding necessary to be an active participant in working life and in society in general. Basic Skills are a foundation for further learning. We can include these skills in our Basic Skills work: Literacy / reading and writing, Numeracy / everyday mathematics, Digital competence / ICT skills, Oral communication. ➤ **Professional Skills*-***are the skills that are required for any person who is working or experiencing work either own business or of some other business. These skills are gained through working experiences from one company to the other. ***➤* Technical Training** -- refers to the abilities and knowledge of a person needed to perform specific tasks. This ability can be attributed to the use of certain tools, whether tangible or intangible, and technology to complete them. In this regard, the knowledge in a technical skills area is seen as a practical in nature as it allows a person to complete a designated task in a real, not theoretical way. With the rapid changes and innovation in technology the need for technical skills is likely to increase or grow. ***➤* Supervisory Skills *--*** are responsible for planning the work and establishing goals, leads the group of people to achieve goals set. Employee in this level should have a good communication skill which makes him/her a good listener and speaker. It's should know the importance of training, planning, problem solving and demonstrate authority among subordinates. **DEALING WITH LAWS AFFECTING THE EMPLOYEES** In the Philippines, many laws govern employment practices. What can be considered as the backbone, however, is the Presidential Decree No. 442 also known as the Labor Code of the Philippines. It was enacted in 1974 and has long undergone various changes to accommodate the evolving landscape of employment. Below are some of the key provisions in the Labor Code: ** Equal Work Opportunities for All** The Department of Labor and Employment states employers must protect labor, provide equal work, promote employment regardless of race, gender, or creed, and regulate relationships with their employees. This law applies to situations such as paying someone less due to prejudice. Republic Act No. 6725 also explicitly prohibits employers from paying female employees less than their male counterparts for work of equal value. Otherwise, it is considered discrimination. ** Security of Tenure** The law states that employees have a right to job security. You cannot dismiss them due to unjust and unauthorized causes. Additionally, due process, which entails extensive investigation of a supposed incident, is necessary. ** Work Days and Hours** All hours worked must be compensated appropriately. A typical workday is eight hours with one hour for meals and rest. Employees are also entitled to higher pay when working overtime or during the night shift. ** Weekly Rest Day** Your duty as an employer involves giving your employees at least 24 hours of an uninterrupted rest day after every six consecutive working days. However, the law does not explicitly state that a rest day should be on the weekend. ** Wage and Wage-Related Benefits** Wage is compensation for services rendered by your employees. Under Republic Act 6727, wages should be fair, encourage productivity, help workers and their families live well, and support business growth and investment. They can also be fixed for a specific period. The minimum wage may vary depending on the sector or region where the worker is employed. Failure to appropriately compensate your employees is a direct violation of the law. According to the Department of Labor and Employment (DOLE), the latest minimum wages in Metro Manila remained the same in 2024 as they were in 2023. As a result, the minimum wage ranges from Php 608.00 to Php 645.00 per day in 2024. ** Employment of Women** While already an outdated law, female employees are prohibited from reporting to night work, with some exemptions under specific rules and conditions. For Industrial work, they may report from 10 PM to 6 AM. Commercial, non-industrial, and agricultural work may be conducted between 12 AM and 6 AM, provided they have had nine consecutive hours of rest time. Additionally, welfare facilities like independent dressing rooms and lavatories must be present in your work establishments. ** Payment of Wages** The wage payment process involves all compensation paid in cash, legal tender, and on-site or near the workplace. Employers can opt to pay wages through bank transfers. All forms of wage payment must be paid directly to employees and given every two weeks but not exceeding 16 days. ** Employment of Children** The Philippines' minimum working age is 15 years old. Any worker you employed before age 15 must have permission and be under the strict supervision of their parents or guardians. Additionally, you must ensure that the workload will not interfere with the child's development or schooling. DOLE issues work permits for hazardous jobs to legal adults 18 years of age. In contrast, workers 15 years of age can only secure a work permit if the nature of the job is non-hazardous. ** Safe Working Conditions** Regardless of industry or nature of work, the labor code of the Philippines requires safety precautions to protect employees against sickness, injury, or death. On-the-job protection---such as proper ventilation, fire exits, fire extinguishers, and occupational health personnel or services---must be present. ** Rights to Self-Organization and Collective Bargaining** Collective bargaining refers to negotiating terms about a particular issue between employers and employees. Republic Act 6715 permits all workers to self-organize and join unions from the day they are hired to participate in collective bargaining agreements What types of workers are protected by employment law? How are different types of workers distinguished? **MAJOR FUNCTIONS OF HUMAN RESOURCE** - [**Recruiting, Hiring and Retaining Talent**](#page-0) Talent acquisition is a vital HR function that goes beyond simply filling roles. It involves three key stages: 1. Recruiting Candidates: HR creates accurate job descriptions, analyzes market trends, sets salary budgets, promotes job openings, screens candidates, conducts interviews, and selects the best fit for the role. 2. Hiring Employees: HR verifies candidate credentials and past performance through reference and background checks, onboards new employees, explains payroll, benefits, and company policies, handles legal paperwork, and ensures all information is accurate and secure. 3. Retaining Talent: HR focuses on employee retention by addressing factors like work environment, career development, compensation, work-life balance, and recognition to foster job satisfaction - **Training and Development-** In *Dr. Gary Dessler\'s* book *"Human Resource Management,"* he highlights that training and development programs are crucial for addressing employees\' learning needs and improving their skills in alignment with organizational goals. These programs identify knowledge and skill gaps, allowing the creation of targeted training. Enhancing employee skills not only benefits individuals but also boosts the company\'s performance and competitive advantage. - **Performance Management -** It is a continuous process aimed at aiming or improving job performance. It involves monitoring and evaluating employee's work, attitude, efficiency and effectiveness. This process includes addressing underperformance, recognizing achievement, and documenting progress. By aligning individual contributions with organizational goals and supports overall business success. - **Compensation and Benefits-** It is a major Human Resource function focused on rewarding and supporting employees. It involves offering competitive salaries and a range of benefits to attract and retain top talent. Compensation includes base salary that is agreed upon with each employee, while benefits may encompass pay raises, social security, pensions, health insurance, paid time off, and other perks tailored to the company's and employees\' needs. - **Employee Relations** Human Resources (HR) has two main functions: 1. Preventing and resolving conflicts between employees and management. 2. Developing and implementing fair and consistent policies across the entire workforce. According to *Dr. Neil Thompson\'s* *\"The Managing People Practice Manual\"* (2022), HR is tasked with creating comprehensive policies covering employee behavior, performance management, and disciplinary procedures. These policies must be clearly communicated and uniformly applied to ensure equitable treatment of all staff members. - **Health and safety-** Health and safety are vital HR functions focused on creating a safe work environment and protecting employee well-being. HR develops and implements policies for risk assessment, hazard identification, and mitigation, provides training on emergency protocols and safety measures, and collaborates with health and safety specialists. They also promote employee well-being, including stress management and mental health, while ensuring compliance with all relevant health and safety laws to protect both the company and its employees. - **[Compliance and Legal Labor Laws](#page-0)-** Labor laws and compliance shape the employer-employee relationship. HR managers must stay informed about employment laws and ensure that organizational policies and benefits comply with current regulations to avoid legal issues. Non-compliance can lead to workplace complaints, which may negatively affect productivity and profitability. **THE PERSONNEL MANAGEMENT AND THEIR ROLES IN HRM** **Personnel management -** traditionally involves managing the administrative and operational aspects of employee relations. It focuses on the day-to-day management of people within an organization. They act as an indication of contact between employees and management, offering assistance on HR-related concerns and ensuring the effective implementation of HR regulations. **The Roles of Personnel Management in Human Resource Management** 1. **Administrative Management** - Ensure adherence to labor laws and regulations. - Implement policies for legal compliance. - Address legal issues and regulatory requirements. - Manages daily HR operations and administration. - Ensures efficient handling of employment-related paperwork. 2. **Employee Services** - Manage and process employee payroll. - Oversee benefits enrollment and administration. - Address compensation and benefits-related inquiries. 3. **Record Keeping** - Maintain and manages accurate employee records. - Manage personal information, performance data, and employment history. - Ensure record security and compliance with legal standards. 4. **Employee Welfare** - Focus on overall employee well-being and satisfaction. - Organize health, safety and wellness programs. - Support work-life balance initiatives. 5. **Labor Relations** - Handle interactions with labor unions and collective bargaining. - Negotiate terms of employment and manage union relationships. - Address labor disputes and ensure balanced interests. 6. **Disciplinary Actions** - Manage and enforce organizational policies related to employee conduct. - Conduct investigations and implement corrective measures. - Ensure fair and consistent policy enforcement. **References:** [**https://www.pockethrms.com/blog/8-primary-objectives-of-human-resource-management-hrm/?fbclid=IwZXh0bgNhZW0CMTEAAR1oPvbHRLLnoyYlPeNLkfyXpBMgD4Po5bTmvdneUWgVECqQbsY18WRG1Y0\_aem\_0Xs8d-Ic0ya1HcUgzxfKBA**](https://www.pockethrms.com/blog/8-primary-objectives-of-human-resource-management-hrm/?fbclid=IwZXh0bgNhZW0CMTEAAR1oPvbHRLLnoyYlPeNLkfyXpBMgD4Po5bTmvdneUWgVECqQbsY18WRG1Y0_aem_0Xs8d-Ic0ya1HcUgzxfKBA) [**https://www.aihr.com/blog/compensation-and-benefits/?fbclid=IwZXh0bgNhZW0CMTEAAR2eskuFvgnjZEnbB06tVllTKDxameICIdmoXdit4OC4xtixquKVjaeMOqM\_aem\_0T-cstGuaVsb\_YGd9qiaoA**](https://www.aihr.com/blog/compensation-and-benefits/?fbclid=IwZXh0bgNhZW0CMTEAAR2eskuFvgnjZEnbB06tVllTKDxameICIdmoXdit4OC4xtixquKVjaeMOqM_aem_0T-cstGuaVsb_YGd9qiaoA) [**https://www.bamboohr.com/resources/hr-glossary/retention-strategy**](https://www.bamboohr.com/resources/hr-glossary/retention-strategy) [**https://www.sciencedirect.com/book/9780750674843/managing-employee-retention**](https://www.sciencedirect.com/book/9780750674843/managing-employee-retention) [**https://manilarecruitment.com/manila-recruitment-articles-advice/philippine-labor-laws-101/**](https://manilarecruitment.com/manila-recruitment-articles-advice/philippine-labor-laws-101/) **.** [**https://www.umassglobal.edu/news-and-events/blog/key-functions-of-human-resources**](https://www.umassglobal.edu/news-and-events/blog/key-functions-of-human-resources) [**https://www.thehumancapitalhub.com/articles/functions-of-human-resources-how-the-department-works**](https://www.thehumancapitalhub.com/articles/functions-of-human-resources-how-the-department-works)