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 —because it requires practical application of knowledge acquired through study to make sound decisions.

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

personnel/human resource manager

• A member of the top executive group

• Responsible for personnel policies and programs which will serve as the foundation for an effective personnel administration in a company for it to realize its goals and objectives and allow the employees to develop their individual career goals.

1. Help management achieve company objectives and goals in the management of its HR;

2. Assist top management in formulating sound policies, programs and rules and after approval, administer them fairly and efficiently;

3. Assist line supervisors and managers in providing employees with a satisfactory work environment and in promoting harmonious relationships with the employees and the unions

4. Make managers and supervisors aware of their full responsibilities in the management of HR by providing them with technical help to handle employee problems;

5. Help train and develop the human resource of the company in order to equip them with the skills and knowledge required in accomplishing their jobs efficiently;

6. Help promote understanding and good relationships by opening the lines of communication between management and employee thereby creating an atmosphere where workers can be happy and proud to belong to the organization;

7. Identify management problems that can be resolved and opportunities that can be realized through improved effectiveness;

8. Assist managements and supervisors in handling labor relations, problems, utilizing his knowledge and competence on labor laws, government regulations and court decisions on labor relations;

9. Assist the company in promoting good morale and motivation among the HR;

10. Assist in crisis management and organizational development.

reasons to hire hr manager

1. Common misconception about his role/ functions (nothing more than a simple clerk and power behind the throne)

2. Inadequate recognition by management of the proper role of the personnel manager in the organization

3. in the area of labor unions

4. jealousy of the other executives regarding the personnel manager’s duty and authority

problems and difficulties of the Hr Manager

1. Supervisor

2. administrative official

3. adviser

4. coordinator

5. negotiator

6. educator

7. provider of service

8. employee counselor

9. promoter of community relations

10. public relations man

roles expected of the personnel/hr manager

supervisor

- he plans, organizes, directs, controls and coordinates the activities of his department. He delegates some of his functions to his subordinates but check on them through follow-ups. He manages the work of the employees in his department and trains them in developing their skills for efficiency.

administrative official

he or his staff conducts or directs certain personnel activities as provided or in the policies and programs entrusted to the department. He sees to it that labor laws and government regulations are properly complied with. He should also know how policy is made and administered.

adviser

he serves as  counselor, guide and confidante to management supervisors and employees. To be competent, he must keep himself informed about employee attitudes and behavior and be abreast of treads in the industrial relations field which may affect his company.

coordinator

he brings into actions all activities, regulates and combines diverse efforts into harmonious whole, and gets together and harmonizes the work of various personnel in his department and the related function in other departments.

negotiator

he is the representative of the management in negotiating labor contracts or to attend negotiations with unions in an advisory capacity. As a negotiator and administrator of the labor contract, he must understand the nature, significance and methods of collective bargaining.

educator

he conducts or administer company’s training program. He is very much involved in the management of employees development programs of his company.

provider of services

he provides services to all employees and helps them obtain facilities with government agencies like SSS, Medicare, etc., which can make employment more satisfying

employee counselor

- his knowledge and training in human relations and the behavioral sciences plus his familiarity with company operations, puts him in the best position to counsel employees

prompter of community relations

ions - he must be well informed of the activities and developments in the environment where the enterprise operates. He is called by the management in helping the company project favorable and positive image to the community.

public relations man

his functions require him to deal with the general public, which includes the employees, the unions, and the community.

1. Can communicate effectively (both orally and in writing).

2. Possesses an above-average intelligence.

3. Enjoys working with people.

4. Grasps the implication of a given situation, understands individual attitudes and  the problems of the employees and of the employer.

5. Aggressive, mature and capable of giving sound advice that will be in the best interest of both the employer and the employee.

6. Possesses the integrity, industry and courage to earn the respect of the employees and his employer.

7. Possesses a pleasing personality, personal warmth and should be approachable.

Personal Qualities of Hr Manager

1. High degree of knowledge on the management practices and processes.

2. Possess a high degree of human and public relations for s/he is a service provider.

3. With great knowledge of human psychology and social relations (great asset to effective coordination).

4. He is a consultant on labor relations with working knowledge in labor laws and regulations (great advantage).

5. With thorough knowledge of management and its relations to effective organizations (as a management practitioner, it is a must).

6. Develops greater linkage with government and other stakeholders (as a community relations officer).

skills needed of hr professionals

1. entry level

2. supervisory level

3. managerial level

career path to hr management

entry level (fresh graduate)

Skills needed:

​​-Assisting in interviewing applicants.

​​-Giving tests and scoring test results in personality inventory and  other skill test.

​​-Assisting in employee orientation and training programs.

​​-Record Keeping.

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.

​Traits and Skills needed:

​​-Skills in writing job description, job analysis, and job evaluation.

​​-Knowledge of employee benefit programs related to vacation and sick leaves, pensions and other mutual benefits

​​-He must have acquired the skills in interviewing applicants and counseling employees.

​​-Skills in testing and interpreting test results and making recommendations as to fitness of applicants.

​​-Job evaluation and wage administration skills and relating pay to the differences in job requirements.

​​-Skills in determining training needs and develop training modules and conducting it.

​​-Skills in basic research related to manpower planning.

managerial level

at this level, the HR practitioner has acquired the above skills. However, at this point, the concentration of the HR is the effective management of the different areas of personnel functions.

1. leadership, conceptual ideas and/or visioning

2. analytical decision making

3. compliance administration and control

4. interpersonal team work

in managerial level, added activities include