HUMAN

RESOURCE
MANAGEMENT
MICHELLE J. BERSANO, CHRA
 CHAPTER 1
HUMAN RESOURCE
MANAGEMENT
PERSPECTIVE AND
ENVIRONMENT
OBJECTIVES
 Define the Human Resource Management;
 Discuss why HRM is both Scientific and an art;
 Explain and differentiate the different roles of the
Human Resource Manager and his function
 Discuss the importance of the Human Resource
Manager in a business and his major contribution
toward the development of the organization; and
 Explain the career development of Human
Resource Man
HUMAN RESOURCE MANAGEMENT

-it is the organizational function of managing and

handling one of the most valuable asset in the
organization- its employees.

-it tackles the various undertakings performed by the

business to make certain that workers are handled and
managed as human being worthy of respect and
compassion throughout their employment
FREDERICK life. as the father of scientific
TAYLOR- known
management
- introduced management in
his book “The Shop
Management”
 Year Events
1890-1910 Frederick Taylor introduced a management approach known as scientific
management that focuses on the idea of scientific selection of employees
based on their capabilities. This system provides that workers will be paid
additional compensation when they exceed the standard level of output for a
given job, with the aim of motivating them.
1910-1930 Most companies started to develop departmental units focused on
maintaining the well-being of employees. The field of industrial psychology,
together with the beginning of World War I, led to the development of
employment tests and selection techniques.
1930-1945 During this period, the Hawthorne Studies started to have a tremendous
effect on management studies and principles such that much attention was
given to personal and social interactions in the work-place that affect and
influence worker productivity and level of performance.
1945-1965 This period marked the birth of union membership that gave considerable
importance to employee-employer relationships. It was also during this period
that pay and benefits programs slid in a very notable value as organized
unions bargained for paid work leaves, health and welfare coverage.
1965-1985 The Civil Rights Act of 1964 reached its highest point when it prohibited
discriminatory practices based on an individual's age, sex, color, religious
affiliation, race, and physical or mental disabilities. Employers were advised
to adhere to equal employment opportunity provisions and take affirmative
steps to avoid workplace discrimination.
1985-present Diverse labor force, globalization, and strategic HRM functions were three
pressing concerns during this period. Employers, primary aim is to effectively
cope with the intense demands and effects of change, competition and job
efficiency.
 Personnel/ Human Resource
Management: A science and an
Art

Personnel Management is science because it

involves the systematic gathering of data derived from
survey’s, statistics, interviews, and observations.
It becomes an Art because after the requires
knowledge are gathered and analyzed and the possible
solutions to a problem are formulated, a good executive
needs to select the best from among alternative
solutions. He needs to implement his choice at the right
tine to achieve the desired results ab to foresee the
probable success or failure of his kune of actions, and
institute needed corrective measures promptly. This is
where personnel management is an art, since it involves
the making of sound decisions.
 Growth and Development of
Personnel/Human Resource
Management in the Philippines

-1950 it was gradually gained acceptance and

recognition in private business and industry.
-it was relatively new field in the Philippines.

Three condition needs to exist:

1. Top management must be convinced that personnel

management is needed in its business operations;
2. Qualified personnel administrators must be
available;
3. Personnel administrators must demonstrate their
capacity to contribute to the company’s
objectives and goals.
 Personnel Association
Management of the Philippines
(PMAP)
-it is a nationwide organizations of all the personnel
managers and human resource practitioners in the
country which was established to uphold the profession
in the fullest

Activities:

 Training and development

 Participation in public hearing
 Dissemination of information and offering
technical advise
 Establishment of public relation program
 ORGANIZATION AND HUMAN
RESOURCES

ORGANIZATION HUMAN RESOURCES

• Made up of people • Crucial to the long-term survival
• Its main goal is to provide goods of the organization
and services • Its goal is not only give profits but
• Deal with many and diverse also employee growth and
challenges satisfaction, additional
employment opportunities,
protection of the environment and
contribution to community
development
1. The Challenges of the Global Community
2. The Stockholders Challenge
3. The Challenge of Productivity CHALLENGES OF
 Human Resources and capabilities
 New technology and opportunities HUMAN RESOURCES
 Efficient work structure and company
policies allow employees and technology to
interact.
 CONTRIBUTING GROWTH
FACTORS

 Increasing complexity of business operation

 Government regularizations and labor laws
promulgated in recent years
 Growth of labor unions
 Influx of new concept in management
 PROBLEMS AND DIFFICULTIES OF
THE PERSONNEL/HUMAN
RESOURCE MANAGER

Inadequate
Jealousy of the
recognition by
Common other executives
management of
misconception In the area of labor regarding the
the proper role of
about the role and relation personnel
the personnel
function manager’s duty
manager in the
and authority
organization
 THE ROLE OF HR IN THE NEW MILLENNIUM
ORGANIZATION

RECRUITMENT AND INTERVIEWING , TESTING,

EMPLOYMENT RECRUITING AND TEMPORARY
EMPLOYMENT

LABOR CONDITION TRAINING AND DEVELOPMENT

WAGE AND SALARY

COMMUNITY RELATION
MANAGEMENT

EMPLOYEE SERVICE AND BENEFITS ADMINISTRATION

RECREATION

STRATEGIC
HEALTH AND SAFETY
MANANGEMENT
 PERSONAL QUALITIES OF THE PERSONNEL
MANAGER

1. Can communicate effectively, both orally and in writing

2. Possesses an above-average intelligence
3. Enjoy working with people
4. Grasp 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 employer and employees
7. Possesses a pleasing personality and personal warmth and
should be approachable.
 SKILLS NEEDED BY TODAY’S HR
PROFESSINALS

1. A higher degree of knowledge on management practices and

processes. HE would need this collaborate with other line
managers
2. The HR practitioner is a service provider to the other line
managers. He must possess a high degree of human and public
relations.
3. A great knowledge of human psychology and social relations. It is
a great asset to effective coordinators.
4. He is a consultant on labor relations. A working knowledge of labor
laws and regulations is a great advantage.
5. As a management practitioner. A thorough knowledge of
managements and its relations to effective organization is a must
for all HR managers to plan out strategic approaches to problems
and solutions.
6. A community relation officer. The HR manager develops greater
linkage with government and other stakeholders. He has to
coordinate with the schools and other agencies for their