Human Resource Management PDF

HUMAN RESOURCE MANAGEMENT Scope of HRM Dr. Emerlita S. Naguiat PERSONAL ASPECT I. Introduction This is concerned with manpower planning,...

HUMAN RESOURCE MANAGEMENT Scope of HRM Dr. Emerlita S. Naguiat PERSONAL ASPECT I. Introduction This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, HUMAN RESOURCE MANAGEMENT training and development, layoff and retrenchment, It is the process of hiring and developing employees remuneration, incentives, productivity etc. so that they become more valuable to the organization. WELFARE ASPECT It deals with working conditions and amenities such as It includes conducting job analysis, planning personnel canteens, rest and lunch rooms, housing, transport, needs, recruiting the right people for the job, orienting medical assistance, education, health and safety, and training, managing wages and salaries, providing recreation facilities, etc. benefits and incentives, evaluating performance, resolving disputes, and communicating with all INDUSTRIAL RELATION ASPECT employees at all levels. This covers union-management relations, joint consultation, collective bargaining, grievance and Functions of HRM (ADMM) disciplinary procedures, settlement of disputes, etc. ACQUISITION getting people Benefits HR Professionals Bring to the Workplace DEVELOPMENT IMPROVE EMPLOYEE TURNOVER preparing people for work High employee turnover hurts a company’s bottom line. It costs twice as much as a current employee’s MOTIVATION salary to find and train a new recruit. activating people CONFLICT RESOLUTIONS MAINTENANCE Workplace conflict is somewhat inevitable as keeping people in the organization employees have different personalities, lifestyles and work ethic. Components of HRM EMPLOYEE SATISFACTION ORGANIZATIONAL CULTURE Human resource specialists are usually charged with The collection of values, working norms, company the responsibility of determining employee vision, habits and beliefs that the business promotes. satisfaction. PLANNING FOR CHANGE IMPROVE EMPLOYEE PERFORMANCE It means helping employees understand their roles in Human resources teams develop performance the larger picture of the company. management systems. TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT Continuing education keeps employees' skills fresh so Human resource departments conduct needs they bring new and innovative ideas to the workplace. assessments for employees to determine the type of skills training and employee development programs HEALTH AND SAFETY that are required for improvement and additional Ensuring health and safety in the workplace through qualifications. policies and procedures. HELPS WITH BUDGET CONTROL (RA 11058 – An Act Strengthening It’s critical for human resources to define as many compliance with Occupational Safety and processes as specific projects, the annual pay review Health Standards and Providing Penalties or the development of a new program. for Violations Thereof) RECRUITMENT AND RETENTION Finding qualified workers, keeping them engaged with the company, training them to effectively do their jobs and providing incentives for further education, benefits and compensation are all drivers to organizational success and should be constantly on the minds of HR managers. II. PART 1. The Human Resource Environment RIGHT OF FREEDOM OF CONSCIENCE People have the right to refuse to do what violates HRM Practices their moral beliefs, as long as these beliefs reflect commonly accepted norms. ➔ Analysis & Design of Work ➔ HR Planning A supervisor who demands that an employee do ➔ Recruiting something that is unsafe or environmentally damaging ➔ Selection may be violating this right if the task conflicts with the ➔ Training and Development employees’ values. ➔ Compensation ➔ Performance Management RIGHT OF FREEDOM OF SPEECH ➔ Employee Relations People have the right to criticize an organization’s ethics if they do so in good conscience and their = COMPANY PERFORMANCE criticism does not violate the rights of individuals in the organization. Concept of HRM Many organizations address this right by offering hot lines or policies and procedures designed to handle complaints from employees. RIGHT TO DUE PROCESS If people believe their rights are being violated, they have the right to a fair and impartial hearing. LABOR CODE OF THE PHILIPPINES PRESIDENTIAL DECREE NO. 442, AS AMENDED A decree instituting a labor code thereby revising and consolidating labor and social laws to afford protection to labor, promote employment and human resources development and insure industrial peace Ethics in HRM based on social justice ETHICS REPUBLIC ACT NO. 6715 (March 2, 1989) Refers to the fundamental principles of right and An act to extend protection to labor, strengthen the wrong; ethical behavior is behavior that is consistent constitutional rights of workers to self-organization, with those principles. collective bargaining and peaceful concerted activities, foster industrial peace and harmony, promote the Business decisions, including HRM decisions, should preferential use of voluntary modes of settling labor be ethical, but the evidence suggests that is not disputes, and reorganize the national labor relations always what happens. commission, amending for these purposes certain provisions of presidential decree no. 442, as In the context of ethical HRM, HR managers must amended, otherwise known as the labor code of the view employees as having basic rights, to wit: Philippines, appropriating funds therefore and for other purposes. RIGHT OF FREE CONSENT People have the right to be treated only as they DOLE – Department of Labor and Employment knowingly and willingly consent to be treated. (Ex. The Secretary: Silvestre H. Bello III employees should know the nature of the job they are being hired to do; the employer should not deceive Department Advisory 01-19 them.) Guidelines on the Computation of Salary Differential of Female Workers during her Maternity Leave and its RIGHT TO PRIVACY Criteria for Exemption Pursuant to Republic Act No. People have the right to do as they wish in their 11210 and its Implementing Rules and Regulations private lives, and they have the right to control what they reveal about private activities. Department Order 201-19 Guidelines on the Deployment of Workers to Japan One way an employer respects this right is by keeping under the Status of Residence “Specified Skilled the employees’ personal records confidential. Worker” Department Order 198-18 Implementing Rules and WAGE Regulations of Republic Act No. 11058 Amount paid to an employee in exchange for a task, An Act Strengthening Compliance with Occupational piece of work, or service rendered to an employer. Safety and Health Standards and Providing Penalties This includes overtime, night differential, rest day, for Violations Thereof” holiday and 13th month pay. It also includes the fair and reasonable value of board, lodging and other facilities customarily. Basic Rights of Employees/Workers in the Philippines WAGE RELATED BENEFITS An employer cannot make any deduction from an EQUAL WORK OPPORTUNITIES FOR ALL employee's wage except for insurance premiums with The State shall protect labor, promote full the consent of the employee, for union dues, or for employment, provide equal work opportunity withholding taxes, SSS premiums and other regardless of gender, race, or creed; and regulate deductions expressly authorized by law. employee-employer relations. PAYMENT OF WAGES Male and female employees are entitled to Wages shall be paid in cash, legal tender at or near equal compensation for work of equal value the place of work. Payment may be made through a and to equal access to promotion and training bank upon written petition of the majority of the opportunities. workers in establishments with 25 or more employees and within one (1) kilometer radius to a bank. Payment The minimum age of employment is 18 years shall be made directly to the employees. for hazardous jobs, and 15 years for non-hazardous jobs. EMPLOYMENT OF WOMEN Welfare facilities must be installed at the workplace such as seats, separate toilet rooms, lavatories, and SECURITY OF TENURE dressing rooms. Every employee shall be assured security of tenure. No employee can be dismissed from work for a just or Prohibition against discrimination with respect to pay, authorized cause, and only after due process. promotion, training opportunities, study and scholarship grants. JUST CAUSE It refers to any wrongdoing committed by an employee EMPLOYMENT OF CHILDREN Minimum employable age is 15 years. A worker below AUTHORIZED CAUSE 15 years of age should be directly under the sole It refers to an economic circumstance not due to the responsibility of parents or guardians; work does not employee's fault interfere with a child's schooling/normal development. DUE PROCESS SAFE WORKING CONDITIONS In cases of just cause involves: notice to the employee Employers must provide workers with every kind of of intent to dismiss and grounds for dismissal, on-the-job protection against injury, sickness or death opportunity for employee to explain his or her side, through safe and healthful working conditions. and notice of decision to dismiss. RIGHT TO SELF-ORGANIZATION AND WORK DAYS AND WORK HOURS COLLECTIVE BARGAINING Any day during which an employee is regularly The right to self-organization is the right of every required to work. worker, free of any interference from the employer or from government, to form or join any legitimate WORK HOURS worker's organization, association or union of his or All the time an employee renders actual work, or is her own choice. required to be on duty or to be at a prescribed workplace. EMPLOYEES’ COMPENSATION BENEFITS FOR WORK-RELATED CONTINGENCIES WEEKLY REST DAY The Employees' Compensation Program is the A day-off of 24 consecutive hours after 6 days of work tax-exempt compensation program for employees and should be scheduled by the employer upon their dependents created under Presidential Decree consultation with the workers. No. 626 which was implemented in March 1975. Challenges in HRM Employers can also avoid discrimination and defend against claims of discrimination by establishing and ENVIRONMENTAL CHALLENGES enforcing the following policies: Refers to forces and institutions that are beyond the access of management. These forces are external to EQUAL EMPLOYMENT OPPORTUNITY the organization, and beyond the control of The policy should define and prohibit unlawful management. Hence, the managers face difficulties in behaviors, as well as provide procedures for making managing such environmental issues. and investigating complaints. ORGANIZATIONAL CHALLENGES AFFIRMATIVE ACTION AND REVERSE Internal to the firm, often they are the by-product of DISCRIMINATION environmental challenges. The management has The policy increases the representation of the control over these issues and can be managed by minorities. efficient management. 2. PROVIDING REASONABLE ACCOMMODATION Moreover, under organizational challenges, the In situations involving religion and individuals with components of a specific environment are being disabilities, equal employment opportunity may require reviewed by the company. It consists of the following that an employer make reasonable accommodation. aspects: Reasonable accommodation refers to an employer’s INDIVIDUAL CHALLENGES obligation to do something to enable an otherwise These forces are related to the personnel aspect of qualified person to perform a job. the organization. It includes all the complexities that are raised due to organizational interaction with 3. PREVENTING SEXUAL HARASSMENT people. Sexual harassment refers to unwelcome sexual advances. Preventing sexual discrimination includes These are similar to the organizational challenges but managing the workplace in way that does not permit are primarily concerned with the individual. Some of its anybody to threaten or intimidate employees through components are as follows: sexual harassment. Providing Equal Employment Opportunity and a Safe Workplace EQUAL EMPLOYMENT OPPORTUNITIES Among the most significant efforts to regulate human resource management are those aimed at achieving Equal Employment Opportunity (EEO). It is the condition in which all individuals have an equal chance for reemployment, regardless of their race, color, religion, sex, age, disability or national origin. Businesses’ roles in providing Equal Employment Opportunities 1. AVOIDING DISCRIMINATION Decisions about resources are so complex that discrimination is often difficult to identify and prove. However, legal scholars and court rulings have arrived at some ways to show evidence of discrimination. DISPARATE TREATMENT It refers to differing treatment of individuals, where the differences are based on the individuals’ race, color, religion, sex, national origin, age or disability status. DISPARATE IMPACT It is a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities. II. PART 2 ACQUIRING AND PREPARING HUMAN RECRUITMENT SOURCES RESOURCES Planning for and Recruiting Human Resources FORECASTING Attempts to determine the supply and demand for various types of human resources. GOAL SETTING AND STRATEGIC PLANNING Focus attention on the problem and provide basis for measuring the organization’s success. PROGRAM IMPLEMENTATION AND EVALUATION REVIEW AND DISCUSSION QUESTION Ensure that individuals will be accountable in Suppose an organization expects a labor shortage achieving the goals and have the authority. over the next five years. Recommend general responses the organization could make in each of the MAJOR STEPS TO FORECASTING following areas: Recruitment Training Compensation (pay and employee benefits) Selecting Employees and Placing Them in Jobs SELECTION PROCESS Through personnel selection, organizations make decisions about who will or will not be allowed to join the organization. JOBS CATEGORIES Steps in Selection Process Recruiting Human Resources RECRUITING Any activity carried on by the organization with the Training Employees primary purpose of identifying and attracting potential employee TRAINING Consists of an organization’s planned efforts to help ASPECT OF RECRUITING employees acquire job-related knowledge, skills, abilities and behaviors, with the goal of applying these PERSONAL POLICIES on the job. RECRUITMENT SOURCES RECRUITER TRAITS AND BEHAVIOR STAGES OF INSTRUCTIONAL DESIGN 1. Assess needs for training 2. Ensure readiness for training 3. Plan training program 4. Implement training program 5. Evaluate results of training “Feedback” Methods of Training Method Techniques Presentation methods Lectures, workshops, video clips, websites Hands-on methods On-the-job training, simulation, role-plays, computer games Group-building Group discussions, methods experiential programs, team training