Introduction to Human Resource Management

Overview of Human Resource Management

Course: BA-MGT 101 Human Resource Management
Instructor: Prof. Rhia Liza R. Villanueva
Reference: Gerhart, B. et al., Fundamentals of Human Resource Management
Dates: August 28-29, 2025

  • Et al.: Abbreviation of the Latin term et alia, meaning "and others."
  • E.g.: Abbreviation of the Latin term exempli gratia, meaning "for example."

Definition and Importance of HRM

  • Human Resource Management (HRM): The strategic approach to managing people in an organization to improve performance and achieve business goals.
  • Gerhart et al. Definition: The policies, practices, and systems that influence employees' behavior, attitudes, and performance.
  • Strategic Focus: Views people as valuable assets to shape employee contributions for organizational success rather than acting merely as an administrative function.
  • Significance:
    • Aligns employee behavior with strategic business goals.
    • Improves organizational performance and builds a productive workforce.
    • Ensures legal compliance and ethical standards.
    • Supports employee growth, development, and retention.

Core Responsibilities of HRM

  • Recruitment & Selection: Attracting and selecting qualified candidates who fit the job and company culture using fair, legal hiring practices, interviews, and assessments.
  • Training & Development: Onboarding new hires, enhancing skills, and offering leadership and career growth programs.
  • Performance Management: Setting performance standards, evaluating contributions, providing feedback, and aligning individual objectives with business goals.
  • Compensation & Benefits: Designing fair, competitive salary structures, health insurance, retirement plans, and perks while ensuring equity and legal compliance.
  • Employee Relations: Fostering a positive work environment, resolving workplace conflicts/grievances, and promoting diversity, equity, and inclusion (DEI).
  • Legal Compliance: Adhering to labor laws, maintaining employee records/contracts, and enforcing workplace ethics.
  • Health & Safety: Promoting a safe and healthy work environment.
  • HR Planning & Strategy: Forecasting future workforce needs, planning succession, and aligning HR strategy with long-term business goals.

Key Terminologies

  • Human Capital: The skills, knowledge, and experience possessed by employees.
  • Strategic HRM: Aligning HR practices directly with long-term organizational goals.
  • Talent Management: Attracting and retaining skilled individuals.
  • EEO: Equal Employment Opportunity; ensuring equal access to job opportunities.
  • Job Analysis: Understanding specific roles and responsibilities within an organization.
  • Organizational Goal: A clearly defined objective set by a company to guide actions, align teams, and measure success (acting as a strategic compass).

Assessment & Application

Quiz 1 Highlights
  • Primary Goal of HRM: Effectively manage people within an organization.
  • Importance of Legal Compliance: Avoid penalties and ensure fair treatment of employees.
  • Performance Management: Function focused on evaluating and guiding employee performance.
  • Employee Relations: Function focused on managing workplace dynamics and conflict resolution.
Classroom Activities
  • Workplace Scenarios: Analyzing situations such as consistent lateness or employees feeling undervalued to determine appropriate HR interventions.
  • Group Task: Designing a mini HR strategy addressing specific goals (e.g., reducing employee turnover).

Next Topic: Chapter 2: Trends in Human Resource Management