HRM Module 1 and 2

An organizational function of managing and handling one of the most valuable assets of the organization–its employees.

The effective supervision and management of employees' capabilities and other attributes.

An organizational function of managing and handling one of the most valuable assets of the organization–its employees.

The effective supervision and management of employees' capabilities and other attributes.

Human Resource Management (HRM)

The conventional supervisory administration of people in an organization.

Personnel Management (PM)

Laws that protect individuals from employment discrimination based on their age, gender, race, and other protected classifications.

Equal Employment Opportunity (EEO)

Unjust or prejudicial treatment of different categories of people or things based on their age, race, gender, and religious involvement.

Discrimination

Steps taken by employers to consider individuals in protected groups for employment opportunities, in order to eliminate the adverse effects of past discriminatory practices.

Affirmative Action

Individuals with mental, physical, or sensory impairments that restrict their abilities to perform activities considered normal for a human being.

Disabled Persons

Unlawful behavior involving requests for sexual favors or any unwelcome conduct of a sexual nature in the workplace or educational environment.

Sexual Harassment

Legislation in the Philippines that regulates wages and promotes objective appraisal of jobs based on the work performed.

Wage Rationalization Act

Legislation promoting the integration of women as equal partners with men in development and nation-building, removing gender biases, and providing equal rights and opportunities for women.

Women in Development and Nation Building Act

Legislation in the Philippines that protects Filipino workers, particularly female domestic workers, working overseas and promotes full employment and equality of employment opportunities.

Migrant Workers and Overseas Filipinos Act

Legislation providing additional benefits and protection for public health workers, including provisions against discrimination based on gender.

Magna Carta for Public Health Workers Act

All forms of sexual harassment in employment, education, or training environments are declared unlawful (Section 2). Section 3 defines sexual harassment as a request for a sexual favor, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer, or other persons who have authority, influence, or moral ascendancy over another.

ANTI-SEXUAL HARASSMENT ACT, 1995 - PHILIPPINES

The Act prohibits the employment of women in work that involves prolonged standing or lifting heavy objects, with some exceptions, and also prohibits night work. It provides for rest periods (Section 7). The Act prohibits discrimination against women in terms of work and remuneration. It provides for maternity leave benefits (at least two weeks before and four weeks after delivery, but only for the first four deliveries) and requires the establishment of facilities for women and children at the workplace.

ACT TO REGULATE THE EMPLOYMENT OF WOMEN AND CHILDREN, 1952 - PHILIPPINES

Sexual harassment that occurs when a manager demands sexual intimacy from a subordinate or potential hire in exchange for employment.

Quid Pro Quo Sexual Harassment

Sexual harassment that occurs when unsolicited criticisms and actions interfere with an employee's work performance and well-being, creating a disrespectful or insulting work climate.

Hostile Environment

Frederick Taylor introduced scientific management, emphasizing scientific selection of employees based on their capabilities and extra compensation for exceeding output standards.

1890-1910

Companies developed employee-focused departments, and industrial psychology led to employment tests and selection techniques.

1910-1930

Hawthorne Studies emphasized personal and social interaction in the workplace affecting productivity.

1930-1945

Birth of union membership, focusing on employee-employer relationships and pay and benefits programs.

1945-1965

Civil Rights Act 1964 prohibited discrimination based on age, sex, race, religion, etc., promoting equal employment opportunity.

1965-1985

Concerns include a diverse labor force, globalization, and HRM's strategic role in coping with change and competition.

1985-present:

Entrepreneurs have to meet challenges in handling and managing their workers, including training, compensation structure design, and building a company culture. Studying HRM provides insights into the employment cycle and various HR practices.

ENTREPRENEURS

Employees are valuable assets. Understanding HRM helps them know their rights and privileges and gain a better view of their role within the organization.

EMPLOYEES

Studying HRM gives supervisors and leaders a competitive edge in recruitment and the ability to design productivity improvement programs for employee development and enhanced performance.

SUPERVISOR AND LEADERS

• Prevalent in Nature: Present in all areas of management continuously.

• Dynamic: Focuses on logical and well-grounded solutions rather than rigid rules.

• Individually-Oriented: Aims to bring out the best in each employee through training and development.

• Employee-Oriented: Values and appreciates employees' contributions.

• Forward-Looking: Envisions and assesses labor needs for the future.

• Growth-Oriented: Enhances employees' skills and analytical abilities.

BEST FEATURES OF HRM

• Personnel Management (PM): Conventional, supervisory, separate function.

• Human Resource Management (HRM): Continuous, develops employees, integral part of the organization.

• PM is reactive; HRM is proactive.

• PM treats employees as tools; HRM views them as assets.

• PM focuses on administration; HRM promotes growth and advancement.

• PM emphasizes contentment; HRM links satisfaction, productivity, and social well-being.

• PM manages costs; HRM builds healthy relationships and encourages communication

DIFFERENCES BETWEEN PERSONNEL MANAGEMENT (PM) AND HUMAN RESOURCE MANAGEMENT (HRM)

• HRM focuses on enhancing employees' potentials.

• HRD aims to enhance employees' capabilities for positive behavior change.

• HRM utilizes employees' capabilities.

• HRD ensures continuing growth and development opportunities.

• HRM decides HRD plans.

• HRD relies on HRM's decisions.

• HRM contains HRD within.

• HRD aligns its goals with HRM's benefits for workers.

• HRM addresses employee demands.

• HRD promotes upskilling and outstanding performance.

• HRM is about the present satisfaction.

• HRD aims for long-term skill development and improved performance.

DIFFERENCES BETWEEN HUMAN RESOURCE MANAGEMENT (HRM) AND HUMAN RESOURCE DEVELOPMENT (HRD)

• Protected Classifications (e.g., age, gender) and

• Protected Groups (subcategories). Discrimination can be Intentional (disparate treatment) or Unintentional (disparate impact).

Two categories protected by EEO (EQUAL EMPLOYMENT OPPORTUNITY) laws

EEO ensures equal chances for employment based on qualifications, while affirmative action goes further by requiring employers to consider protected groups to counter past discrimination.

EQUAL EMPLOYMENT OPPORTUNITY VERSUS AFFIRMATIVE ACTION

An act providing for the rehabilitation, self development and self-reliance of disabled persons and their integration into the mainstream of society and for other purposes.

REPUBLIC ACT NO. 7277

No disabled person shall be denied access to opportunities for suitable employment. A qualified disabled employee shall be subject to the same terms and conditions of employment and the same compensation, privileges, benefits, fringe benefits, incentives or allowances as a qualified able bodied person.

Sec.  5. Equal Opportunity for Employment.

If suitable employment for disabled persons cannot be found through open employment as provided in the immediately preceding Section, the State shall endeavor to provide it by means of sheltered employment.

SEC. 6 -  Sheltered Employment

disabled persons shall be eligible as apprentices or learners: Provided, that their handicap is not as much as to effectively impede the performance of job operations in the particular occupation for which they are hired.

Sec.  7. Apprenticeship

To encourage the active participation of the private sector in promoting the welfare of disabled persons

Sec.  8. Incentives for Employers

the State shall take appropriate vocational rehabilitation measures that shall serve to develop the skills and potentials of disabled persons and enable them to compete favorably for available productive and remunerative employment opportunities in the labor market.

Sec.  9. Vocational Rehabilitation.

The Department of Social Welfare and Development, shall implement measures providing and evaluating vocational guidance and counseling to enable disabled persons to secure, retain and advance in employment.

Sec.  10. Vocational Guidance and Counseling.

The Department of Labor and Employment shall,  in coordination with the Department of Social Welfare and Development (DSWD) and National Council for the Welfare of the Disabled Persons (NCWDP) shall promulgate the rules and regulations necessary to implement the provisions under this Chapter.

Sec.  11. Implementing Rules and Regulations.