HRM Week 2-3 PDF

EVOLUTION OF HUMAN RESOURCE MANAGEMENT ​ The 1990s introduced strategic HRM concepts, aligning HR strategies with business goals. Early Beginnings (Pre-20th Century) ​ Indigenous communities practiced informal l...

EVOLUTION OF HUMAN RESOURCE MANAGEMENT ​ The 1990s introduced strategic HRM concepts, aligning HR strategies with business goals. Early Beginnings (Pre-20th Century) ​ Indigenous communities practiced informal labor Contemporary Era (2000s-Present) management before Spanish colonization. ​ The 2000s saw significant growth in HRM as a ​ The Spanish colonial period saw the introduction recognized profession. of feudal labor systems, impacting worker ​ Technology began to play a crucial role in HR management. practices, including the implementation of HRIS ​ The American period initiated formalized systems. management practices, including the ​ The 2010s focused on employee engagement and establishment of labor laws. fostering a positive organizational culture. ​ The rise of HR analytics allowed for data-driven Post-War Era (1940s-1960s) decision-making in HR practices. ​ The Philippines gained independence, marking the ​ The 2020s have emphasized remote work beginning of modern HRM practices. adaptation and DEI initiatives in the workplace. ​ Basic labor laws and regulations were established to protect workers' rights. GROWTH AND DEVELOPMENT OF ​ The formation of government agencies like DOLE PERSONNEL/HUMAN RESOURCE MANAGEMENT IN facilitated the development of HRM in businesses. THE PHILIPPINES Modernization and Industrialization (1970s-1990s) HRM ​ The industrialization boom in the 1970s led to the ​ gradually gained acceptance and recognition in evolution of HRM practices. private business and industry in the early 1950’s. ​ Large corporations began developing dedicated HR departments to manage personnel effectively. For it to gain acceptance and recognition, three ​ The 1980s emphasized Human Resource conditions need to exist: Development (HRD) focusing on employee ❖​ Top management must be convinced that training and development. personnel management is needed in business operations. 1  ❖​ Qualified personnel administrators must be Definition of Personnel /Human Resource available; Management ❖​ Personnel administrators must demonstrate their capacity to contribute to the company’s objectives Personnel or Human Resource Management may be and goals. defined as the function of management concerned with promoting and enhancing the development of work LEVELS OF MANAGEMENT effectiveness and advancement of the human resources ​ in the organization. These are accomplished through proper planning, organizing, directing, coordination, and controlling of activities related to procurement, development, motivations, and compensation of employees to achieve the goals of the enterprise. HRM: A SCIENCE AND ART? A SCIENCE is a systematic accumulation of facts, their analysis and interpretation, and their use to arrive at a satisfactory conclusion. HRM is a science because it involves the systematic gathering of data derived from surveys, statistics, interviews, and observations. It is an applied science because it utilizes scientific WHAT IS HUMAN RESOURCE MANAGEMENT? principles in analyzing and interpreting data for application in the management of the people at work. 2 ART is proficiency in the practical application of ORGANIZATION AND HUMAN RESOURCES knowledge acquired through study, experience or observation. ​ To grow and thrive in today’s competitive environment, organizations must deal with many After the required knowledge are gathered and analyzed, and diverse changes. and the possible solutions to a problem are formulated, a ​ Traditionally, the concept of value has been good executive needs to select the best from among considered a function of finance/accounting. alternative solutions. He needs to implement his choice ​ Human Resources are crucial to the long-term at the right time to achieve the desired result and to survival of the organization. foresee the probable success or failure of his line of ​ Definition of value includes not only profits but also action, and institute corrective measures promptly. This is employee growth and satisfaction, additional where HRM is an ART, since it involves the making of employment opportunities, protection of the sound decisions. environment, and contribution to community development. The major tools of the Human Resource Manager as ​ The organization is made up of people. a scientist and as an artist are his/her: ​ The main goal of any organization is to provide ​ Creative imagination goods and services effectively. ​ Intelligence ​ It is people who are linked in a formal structure and managerial leadership. PERSONNEL/HUMAN RESOURCE MANAGER ​ People are vital to an effective HRM program. ​ The development of an effective organization ​ A member of the top executive group, is hinges on the proper selection development and responsible for the formulation of personnel utilization, rewarding, and maintaining capable policies and programs which will serve as the people. foundation for an efficient personnel administration ​ The organization’s resources are stretched tightly in a company for it to realize its goal and to come up with the demands of the global objectives and allow the employees to develop environment. their individual career goals. ​ The allocation of these various resources wisely is imperative. An organization must work together to 3  contribute efficiently towards the goals and ​ The new role that the HR departments performs objectives set by the management. includes outplacements, labor law compliance, ​ The effective utilization of manpower can help add record keeping, testing, compensation, and some and create value. aspect of benefit administration. ​ The HR department has to collaborate with other THE CHALLENGES OF HUMAN RESOURCES company executives on employment, interviewing, performance management and employee ​ Challenges of the global community discipline and efforts to improve quality and ​ The stockholders challenge productivity. ​ The Challenge for Productivity The role includes the following: The links of high productivity are: ​ Recruitment and Employment a.​ Human resources and capabilities ​ Interviewing, testing, recruiting and temporary b.​ New technology and opportunities labor coordination. c.​ Efficient work structure and company policies ​ Training and Development allow employees and technology to interact. ​ Orientation of new and temporary employees, performance management training, and PROBLEMS AND DIFFICULTIES OF THE productivity enhancement. PERSONNEL/ HUMAN RESOURCE MANAGER ​ Wage and Salary Management ​ Common Misconception about his role and ​ Job evaluation, wage and salary survey,​executive functions compensation. ​ Inadequate recognition by management of the ​ Benefits Administration proper role of the HR Manager in the organization. ​ Vacation and sick leaves administration, ​ Jealousy of the other executives regarding the HR insurance, stock plans, retirement plans manager’s duty and authority. assistance programs. ​ Employee Service and Recreation THE ROLE OF HR IN THE ORGANIZATION ​ Bus service, canteens, athletics, housing and relocation ​ Community Relations 4  ​ Publications, community projects and relations. Provider of Services – He provides services to all ​ Records Management employees and helps them obtain facilities with ​ Employee records, information systems, government agencies like SSS, Medicare, etc. performance records. Employee Counselor – His knowledge and training in ​ Health and Safety human relations and the behavioral sciences plus his ​ Training, safety inspection, dental medical familiarity with company operations, puts him in the best services, drug testing. position to counsel employees. Promoter of Community Relations – He must be well ROLES OF THE PERSONNEL / HR MANAGER informed of the activities and developments in the environment where the enterprise operates. Supervisor – He plans, organizes, directs, controls and Public Relations Man – His functions require him to deal coordinates the activities of his departments. with the general public, which includes the employees, Administrative Official – He or his staff conducts or the unions and the community. directs certain personnel activities as provided or in the policies and programs entrusted to the department. PERSONAL QUALITIES OF THE PERSONNEL / HR Adviser – He serves as counselor, guide and confidante MANAGER to management supervisors and employees. Coordinator – He brings into action all activities, ​ Can communicate effectively, both orally and in regulates and combines diverse efforts into a harmonious writing. whole and gets together and harmonizes the work of ​ Possesses an above-average intelligence. various personnel in his department and the related ​ Enjoys working with people function in other departments. ​ Grasps the implication of a given sound advice Negotiator – He is the representative of the that will be in the best interest of both the management in negotiating labor contracts or attending employer and the employee. negotiations with unions in an advisory capacity. ​ Aggressive, mature and capable of giving sound Educator – He conducts or administers company’s advice that will be in the best interest of both the training program. employer and the employee. 5  ​ Possesses the integrity, industry and courage to Some benefits being offered to Personnel Managers are earn the respect of the employees and his the following: employer. ​ ✓ Car Plan ​ Possesses a pleasing personality and personal ​ ✓ Unlimited/Limited use of gasoline and free warmth and should be approachable. maintenance checkup. ​ ✓ Company Cellular Phone SKILLS NEEDED BY TODAY'S HR PROFESSIONALS ​ ✓Representative Allowance/Meal Allowance ​ ✓Education Scholarship/Attending Conventions and Seminars THE CAREER ADVANCEMENT/OTHER PROFESSIONAL OPTIONS FOR THE PERSONNEL MANAGER The HR Manager, known as the “Jack of all trades’’, has the opportunity for other career options such as the following: ​ College Professor ​ Vice President of the Company REWARDS AND BENEFITS FOR THE PERSONNEL / ​ Chief Executive Officer (CEO) HR MANAGER ​ Politician ​ Entrepreneur Benefits mandated by law: ​ Businessman/Businesswoman ✓ SSS ✓ PAG-IBIG ✓ PhilHealth ✓ 13th Month Pay 6 CAREER PATH TO HR MANAGEMENT Supervisory Level Traits and Skills: ​ Skills in writing job descriptions, job analysis, and job evaluation. ​ Knowledge of employee benefits programs related to vacation and sick leaves, pensions and other mutual benefits. ​ He must have acquired the skills in interviewing applicants and counselling employees. ​ Skills in testing and interpreting test results and making recommendations as to the fitness of job applicants. ​ Job Evaluation and wage administration skills and relating pay to the differences in job requirements. Entrance Level – A new College graduate may start as a ​ Skills in determining training needs. personnel assistant in a medium size organization. ​ Skills in basic research related to manpower planning The following skills are necessary: ​ Assisting in interviewing applicants Managerial Level - at this level the HR practitioner has ​ Giving tests and scorng test results in personality acquired the above. The added personal activities and other skills test include the following: ​ Assisting in employee orientation and training ​ Leadership and conceptual ideas Visioning programs. ​ Analytical of the facts as basis for decision making ​ Record keeping ​ Compliance Administration and Control ​ Interpersonal Teamwork 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. 7 ​ 8