development of human resources

new

Personnel/Hrm is relatively — in the field

1950s

only in — were it gradually gained acceptance and recognition in private business and industry (HRM)

1. Top Management must be convinced that personnel management is needed in
business operations;
2. Qualified personnel administrator must be available;
3. Personnel administrator must demonstrate their capacity to contribute to the
company’s objectives and goals.

3 Conditions (to gain acceptance and recognition):

People Management Association of the Philippines (PMAP)

is a nationwide
organization of all the personnel manager and human resource practitioner in the
country which was established to uphold the profession to the fullest

1. Training and development personnel administrators pertaining to personnel
management and industrial relations.
2. Participation in public hearings to voice support of, or opposition to, proposed
legislation affecting business and industry.
3. Dissemination of information to upgrade personnel management, offering
technical advice through business and industry.
4. Establishment of public relations program aimed at information the public about the nature of personnel work

PMAP Activities

1. Department of Labor and Employment (DOLE)

2. Employees Compensation Commission (ECC)

3. Social Security System (SSS)

4. Technical Educational and Skills Development Authority (TESDA)

5. Pag-ibig

6. PhilHealth

Government Instrumentalists (in HRM Ph)

long-term survival

Human Resource is crucial to a —- of the organization

organization

made up of people and it is vital to effective Personnel Management.
And to be effective, it hinges on the proper selection, development, and utilization,
rewarding, and maintaining capable people.

1. Global Community Challenge

2. Stakeholders Challenge

3. Productivity Challenge

The Challenges of HR/HRM

global community challenge

• - organization are finding out how to survive; and to
  survive they must compete with organizations not only in the place of operation butthe global business community.

• They must broaden their scope to encompass global markets.

stakeholders challenge

• the key to success is to meet the investor’s needs and those of other — (customers, employees, and the community where the enterprise operates).

• To meet financial objectives, satisfying the needs of customers
  and employees are a must, since customers are assets that will sustain company growth and financial stability.

• The HRM greatly influences cost reductions, quality management, and
  financial systems that are ingredients to profitability and growth.

• Successful companies practice good human resources management
  programs that motivate an reward employees, that provide high performance (company’s greatest assets are their work force).

productivity challenge

• - the global technology is increasing the challenge to greater productivity.

• HR became more “smarter workers” with the aid of computer-
  aided machines, internet, and expert systems. Being said, they produce highly quality products that are demanded by the world market.

• The introduction of these new technologies challenge the HR to reconfigure employees work design, training, program and reward system.

1. increasing complexity of business operations

2. government regulations and labor laws

3. growth of labor union

4. influx of new concepts in management

contributing growth factors of personnel management in the Philippines

1. the women and child labor law

2. the minimum wage law

3. eight hour labor law

4. the industrial peace act of 1954 - Magna Carta of Labor

5. Labor Code of the Philippines

labor laws

Magna Carta of Labor

the passage of —- triggered the organization of labor unions and the strengthening of the worker’s bargaining power.

Personnel/ HRM

• -It is the function of management, concerned with promoting and enhancing the development of work effectiveness and advancement of human resources in the organization.

• These are accomplished through proper planning, organizing, directing,
  coordination, and controlling of activities related to procurement, development, motivation, and compensation of employees to achieve the goals of the enterprise

1. planning

2. organizing

3. directing

4. controlling

5. coordination

6. staffing

roles of hr workers

scientist-practitioner model

Personnel/HRM: Science and Art
-anchored to —-

science

• Personnel Management is a —- - because it involves systematic gathering of data derived from surveys, interviews, observations, and statistics.

• It is also an applied — because it utilized scientific principles in analyzing and interpreting data for application in the management of the people at work

art

• Personnel Management is an Art - because it required practical application of knowledge acquired through study to make sound decisions.

• Tools: Personnel employees’/manager’s creative imagination and intelligence