Human Resources Management

human resource importance includes the following:

1. People create the organization’s competitive advantage.

2. Managing people effectively results in organizational success.

3. Human resources build relationship.

human resource management defined:

• it is the management of the people in organizations

• It is the process of employing people, training them, compensating them, developing policy is related to them, and developing strategies to retain them

• it is a strategic, integrated, and coherent approaching to the employment, development, and well-being of the people working in the organizations

The following are the roles of an human resource for passion:

1. Strategic partner

2. Employee advocate

3. Change champion

Strategic partner

The HR professional contributes to developing and accomplishing the organizations wide strategic plan and objectives. this strategic partnership impacts HR services such as the design of the work positions, hiring, reward, recognition, and strategic pay, performance development and appraisal systems, career and succession planning, and employee development

Employee advocate

as an employee sponsor or advocate, the HR professional place an integral role in organizational success using his or her knowledge about the Advocacy of people.

Change champion

both the knowledge and their ability to execute successful change strategies makes the HR professional exceptional valued.

Main trends in the HR profession

1. use of artificial intelligence

2. More remote employees

3. Organization of virtual team buildings

4. Automation of task

5. Data event strategies

6. Emphasis on learning

7. Better on boarding

8. Focus on workplace experience

9. Health advocacy program

10. Caregiving benefits

11. Concentrating on inclusion

12. Open workforce

13. Improve candidate experience

14. Pre-employment assessment over resumes

15. Recruitment marketing

16. Mobile friendly recruitment

Use of artificial intelligence or AI

Companies incorporate more AI tools in everyday operations for better efficiency and workflow

More remote employees

during the COVID-19 pandemic, the Work from home (WFH) set up and flexible working arrangements were viewed as alternative to continue working and coordinate task without the need to meet physically.

Organization of virtual team buildings

team building is one of the traditional activities that can creatively help team members bond through online conference in shorter periods 10 physical meeting meetings.

Automation of task

HR people have a lot on their plate, It is big health in efficiently Using their time and energy. Automating major task like payroll, employee benefits management, and record management could be handy and accessible on work from home set ups or overseas business meetings.

Data driven strategies

using matrix and analytics removes the guess works and provides meaningful decisions for the company backed up by records and information.

Emphasis on learning

whether it’s personal or professional development, employees who feel their employer supports their growth will be more engaged, motivated, and productive.

Better on boarding

when there is the urgency to fill a vacant position, HR creates skills gap that can be filled in by good training modules and updated on boarding processes in tune with the why’s of the company such as mission, vision and values.

Focus on workplace experience

The HR trend shifts away from the paternalistic towards a new human centered interaction, empowering employees, and encouraging responsibilities.

Health advocacy program

Health insurance cost are reduced as employees become aware of managing their health and lifestyles.

Caregiving benefits

Some employees juggle work with caring for an elderly or disabled family member. Adopting eldercare benefits can simply be done by offering flexible work hours, remote work options, care assistance plan, and giving time offs and paid family leave.

Concentrating on inclusion

The humans resource department should make sure all employees feel safe, respected, and free to share their beliefs. To boost inclusion efforts, a crack down on harassment, ensure policies are applied consistently.

Open workforce

define the best talent, many HR departments turned to the open workforce, hiring freelancers and independent contractor on an “as needed”basis.

Improved candidate experience

improve candidate experience by pursuing where the applicants are located, instead of relying on them to search for the company. Another way is by making the application process smoother by providing fill out forms online.

Preemployment assessments over resumes

How the applicant performs the assessment set such as interview, simulations, and other examinations should be the basis of hiring as the candidate abilities to get the job done and not simply on the word written in the resumes.

Recruitment marketing

Is about proactively putting the employer brand in the recruitment process to attract the right candidates.

Mobile friendly recruitment

it is an essential HR trend for it is easier for the applicant and HR personal to access. If it is slow, hard to read, or difficult to use on mobile, qualified candidates might abandon the recruitment process if they were not given an immediate response.

Application of information technology (IT) in HR

1. E-Recruitment

2. E-Selection

3. Employment Kiosk

4. E-Learning

5. Electronic performance support system (EPSS)

6. Salary and payroll administration

7. Growth of social networking sites like Facebook and Twitter

8. Use of emails

9. Use of IT to Foster customer involvement

10. Telecommunicating/Teleworking

E-Recruitment

this technology provides accessibility to a wider range of applicants for the job and it is usually used to communicate job vacancies and application procedures.

E-selection

this technology can reduce the time and effort involved in selecting the most qualified applicants for the job, including using the interpreting test results.

Employment Kiosk

this service is a web-delivered application that can assist employees who have access to the Internet, modify their personal information, and resolve any issues quickly, easily, and conveniently.

E-Learning

this program facilities the learning process by providing just-in-time learning opportunities.

Electronic Performance Support System (EPSS)

this provides manager a very effective tool to communicate and establish key results areas (KRAs), Objectives, and required employees competencies .

Salary and payroll administration

for most companies, payroll management HR information system is now linked to performance management systems, time and attendance, and other employee benefits and pay systems.

Growth of social networking sites like Facebook and Twitter

vital questions at this point include how to use social networking data to support recruitment, internal communication communications, employee knowledge sharing, collaboration and training.

Use of emails

each our departments should develop unified messaging that will allow workers to check and store emails related to work in one inbox.

Use of IT to foster customer involvement

because of social media’s popularity, companies started using different social networking sites where they can post company updates, service offerings, or just to let the users of the account know their company exists.

Telecommuting/teleworking

teleworking closes the gap between where people live and work. It transforms homes into Virtual office dimensions.

Human Resources Information System (HRIS)

is the composite of databases, computer applications, hardware, and software necessary to collect, record, store, manage, deliver, manipulate, and present the guitar regarding human resources.

Benefits of HRIS solutions

1. salary and payroll administration

2. HR training

3. Self service benefits transactions

Salary and payroll administration

it is align with local statutory standards and regulatory Specifications. HRIS can help keep workflow cost in check and ensure that all employees are paid on time in any circumstances.

HR training

it provides control of internal organizational training, from delegating participants to projecting training budget, Course scheduling, enrollment, training assessments, and individual performance appraisals.

Self service benefits transactions

employees can gain online access to their benefits package at their leisure so they can focus on more demanding task at hand during office hours.

JeonSoft Payroll Suite

is the leading payroll software in the Philippines. It comprises three major modules: Time attendance system, payroll system, an HRIS system. All rolled into one complete package. The system automate payroll computation while making recording and retrieval of employee records fast and easy.

International human resource management (IHRM)

is the process of managing people across international boundaries. Most companies have been expanding their operations in different countries around the world.

Offshoring

Is when a business relocates or moves some parts of its operation to another country.

Outsourcing

involves contracting with another company (onshore or offshore) to perform some business-related task.

Domestic companies

create and sell a product within the borders of the country.

International companies

are importers and exporters but have no investment outside their home country.

Multinational companies

have investments in other countries but do not have a coordinated product offering in each country.

Global companies

have investments and our present in many countries.

Transnational companies

our complex organizations that invest in foreign operations, central corporate facilities, decision-making, research and the development, and marketing powers to each foreign market.

Parent country nationals (PCNs)

Are employee from the country where the organization is based, like the headquarters.

Host country nationals (HCNs)

Our employees from the country in which the subsidiary is based.

Third-country nationals (TCNs)

are employees working in a different country.

Ethnocentric Approach

gives the most autonomy, decision-making, and key positions to headquarters and PCNs, therefore replicating the corporate culture to the subsidiary.

Polycentric Approach

gives each subsidiary a distinct national entity with some decision-making autonomy giving way to HCNs and a few language and culture barriers

Geocentric Approach

views that the best and the most competent individuals hold key positions irrespective of nationalities.

Human Resource Management

also called Manpower Management, consists of putting the right number of people, right kind of people at the right place, in the right time, and doing the right things for which they are suited for to achieve the goals of the organization

The Acquisition Function

It is concerned with hiring a competent workforce in the company. It ensures that the organization has the required number of qualified persons performing the right jobs in the organization. Job Analysis, Recruitment, Selection, Placement.

Job analysis

determines the tasks inherent in the position as well as the qualifications needed to fulfill the responsibilities.

Recruitment

is the process of finding and engaging the people the organization needs.

Selection

is that part of the recruitment process concerned with deciding and choosing which applicant or candidate to fill the vacant jobs.

Placement

is the process of assigning selected applicants to specific jobs or positions that match their skills and abilities.

The Development Function.

It is related to upgrading human resource capabilities and skills in order to make employees capable of performing challenging tasks. The development function is necessary for the personal and career development of employees and for the growth of the company.

Training and Development

is a combined effort of the organization that is focused on both the short-term performance concerns of an employee (training) and broadening the individual skills (development).

Performance Appraisal

is a method by which job performance is measured. It is more known today as performance management.

Coping with Changing Technology

is the process and programs of HR activities that are intertwined with the use of technology. Making it, a must to be knowledgeable in basic software and equivalent online HR procedures.

Maintenance Function

It aims to earn honesty and loyalty from its employees and make them stay in the company for a long time.

Wages and Salary Administration

establishes a structure for the equitable compensation of employees, depending on their jobs and their level of performance in their jobs.

Benefits and Services

is a form of indirect financial compensation. Benefits are given over and above the basic compensation as an additional reward to employees for being part of an organization.

Labor Management Relations

refers to the administration of the relationships of employees and management, and of management and labor unions.

Collective Bargaining

is a process by which the firm's management team and employee representatives discuss and negotiate terms of their relationships.

Discipline

refers to the actions taken by a manager to enforce the organization's standards and regulations.

Complaints and Grievances

differ in the way that complaints are an informal form of any accusation, allegation, or charge in oral or written form, while the grievance is a formal complaint raised by an employee to an employer on terms and conditions of employment.

Utilization Function

is concerned with maximizing employees' competitiveness by aligning their careers to achieve high performance and productivity.

Human Resource Planning

is a process by which companies assess the future demand and supply of human resources and ensuring that it has the right number and kind of people, in the right places at the right time, doing the things for which they are economically most useful.

Career Development

prepares a person for progression along a designated career path and a company's formal approach to ensure that people with proper qualifications and experiences are available when needed.

Organizational Structure

often called an organization chart, is one of the vital tools of management used for planning the staff required to run the company efficiently and cost-effectively. Different organizations have different organizational charts depending on the type of their business and on which department they would put emphasis on (Hill, n.d.)

Example: A construction company will not need a research and development department, while a food manufacturing company might invest more in research and development. A small and starting company might not put an HR department at the onset since the owner can also perform its functions.

Five (5) Elements of Organizational Structures

• Job Design.

• Departmentalization.

• Delegation.

• Span of Control.

• Chain of Command.

Hierarchical Structure

is where employees are grouped, with every employee having one (1) clear supervisor. The grouping is done based on a few factors, making it the dominant mode of organization among large organizations. Some examples include corporations, governments, and organized religions.

Matrix Structure

is a type of organizational management in which people with similar skills are pooled for work assignments, resulting in more than one manager to report to (sometimes referred to as solid line and dotted line reports, in reference to traditional business organization charts). Some examples include construction companies and Starbucks.

Horizontal/Flat Structure

is mostly adopted by small companies and start-ups in their early stage, where many levels of middle management are eliminated, decision-making power is shared, and employees are held accountable for it. Some examples are IT companies and brand Nike.

Network Structure

is based on social networks because it relies on internal and external communications. They are not only less hierarchical but are also more decentralized and more flexible than other structures. H&M is an example of a company that uses a network structure.

Divisional Structure

contains the necessary resources and functions needed to support each organizational function that has its own division, which corresponds to either products or geographies. Examples of companies that use a divisional structure are McDonald's and General Motors.

Line Organizational Structure

is one of the simplest types of organizational structures as its authority flows from top to bottom. Independent decisions can be taken by line officers because of its unified structure. Small or starting companies use this type of organizational structure.

Team-based Organizational Structures

are made of teams working toward a common goal while working on their individual tasks. They are less hierarchical, and they have flexible structures that reinforce problem-solving, decision-making, and teamwork. Deloitte Philippines and Google use this type of organizational structure.

Line Managers

are the individuals who create, manage, and maintain the people and organizational processes of the actual operations. HR Managers are staff managers who advise line managers in some field of expertise. Line managers are the first point of contact for the employees when they have questions about policies or procedures.

Legal Considerations

These are laws that a line manager needs to understand. These include laws about employment, labor, workplace safety, and health, dealing with compensation and benefits, and the company manual.

Labor Cost Controls

Line managers are the ones who have expertise on the number of employees required to make the operations run smoothly; thus, they are responsible for controlling and budgeting the labor costs.

Leadership and Motivation

Managers can improve their workers' performance through motivation and leadership.

Training and Development

Line managers are generally the first who see a problem with organizational processes and identify what training is required and for whom the training is intended in an employee's department.

Appraisal and Promotion

Line managers should be responsible for the appraisal or the evaluate the people who work for them. They are also expected to speak for those who are eligible for the promotion.

Safety and Security of Employees

Line managers need to monitor the areas under their physical control to minimize the hazards that can occur inside the company.

Job Analysis (JA)

is the process of obtaining job-related information to establish a basis for an accurate description and to determine the specification and requirements of a specific job (Aguiling, 2009). it is a process of studying and collecting information relating to the operations and responsibilities of a specific job.

Purpose of Job Analysis (JA)

is used in the preparation of job descriptions and job specifications, which help in the hiring of the right personnel for the job. The general purpose of job analysis is to establish and document the requirements of a job.

Training needs assessment.

JA is used to determine training needs such as training content, assessment tests, test equipment, methods of training, and areas where an employee needs training.

Compensation management.

The pay depends on the position, job title, duties, and responsibilities associated with a job. JA guides HR managers in deciding how much an employee is a worth based on the job.

Recruitment and selection procedures.

JA helps in identifying the job duties that should be included in vacancy announcements and in collecting information on educational qualifications, minimum requirements, and appropriate salary levels.

Performance review.

JA helps in identifying the goals and objectives, performance standards, and evaluation criteria and duties to be evaluated.

Position

It is a work assignment having a specific set of duties, responsibilities, and conditions different from those of other work assignments. It is a group of positions that are similar to the kind and level of work.

Job

It refers to work performed by an individual, whether such work differs from the work assignment of other individuals or not. It is a group of tasks assigned to one individual.

Occupation

It is a group of jobs that are similar (closely related) as to kind of work having common characteristics.

Job Description

It is an organized, factual statement of the duties and responsibilities of a specific job.