INTRODUCTION

TO HUMAN
RESOURCE
MANAGEMENT
presented by:
Abrido, Jane Ann G.
Estares, Rogeli Joy G.
Gaitan, Mae Rose M.
Garde, Lovelen E.
of BSBA FM 3-B
“YOU DON’T BUILD A BUSINESS
YOU BUILD PEOPLE
AND THEN PEOPLE
BUILD YOUR BUSINESS.”
~ Zig Ziglar
 OBJECTIVES:
1. Understand the definition, scope, and importance of Human
Resource Management in organizational settings.
2. Recognize the importance of human resource policies and
how they support administrative personnel functions,
performance management, employee relations, and resource
planning.
3. Learn about the roles and challenges faced by HR managers,
including the implementation of HR practices like employee
empowerment, teamwork, and ethical management.
 INTRODUCTION
Human Resource Management (HRM) is a dynamic and
evolving discipline that focuses on the effective
management of people within an organization. Over the
years, HRM has developed through various theories,
practices, and concepts tested by both managers and
academics. This chapter delves into the fundamental
concepts of HRM, its nature, and its critical functions,
highlighting its significance in modern organizational
settings.
 BODY
I. CONCEPTS OF HUMAN RESOURCE MANAGEMENT
HRM is integral to the management of people in organizations,
encompasssing a wide range of activities and responsibilities. The
emergence of HRM can be traced back to the human relations
movement, which emphasized the importance of the human
factor in organizational success. The nature of HRM is
characterized by several key features:
Inherent Part of Management: HRM is a vital function
performed by all managers, involving the selection
and training of employees to achieve optimal
performance.
Pervasive Function: HRM is essential at all organizational levels, requiring
input from experts in personnel management and industrial relations.
Basic to all Functional Areas: HRM spans all areas of management, including
production, finance, and marketing, necessitating personnel functions
across all levels.
People-Centered: HRM focuses on all personnel within an organization,
from blue-collar workers to professionals, emphasizing a people-centered
approach.
Personnel Activities or Functions: HRM involves planning, employment,
placement, training, appraisal, and compensation, often necessitating a
dedicated Personnel Department.
Continuous Process: HRM is an ongoing process that must be consistently
executed to achieve organizational objectives.
Based on Human Relations: HRM emphasizes the importance of human
relations skills in managing and motivating employees, considering their
individual needs and expectations.
II. PERSONNEL MANAGEMENT VS.
HUMAN RESOURCE MANAGEMENT
Modern HRM distinguishes itself from
traditional personnel management by adopting a
strategic approach to managing people at work.
This strategic perspective includes the
acquisition, motivation, and management of
employees, aligning HR practices with
organizational goals.
III. FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
HRM functions can be broadly categorized into two main areas:
Managerial Functions: These include planning, organizing,
directing, and controlling HR activities to ensure they align
with organizational objectives.
Operative Functions: These encompass specific HR activities
such as recruitment, selection, training, development,
performance appraisal, and compensation management.
IV. HUMAN RESOURCE POLICIES
Human resource policies are codified
decisions established by an organization to
support administrative personnel functions,
performance management, employee
relations, and resource planning.
V. RELATIONSHIP WITH OTHER FIELDS
HRM interacts with various fields, including employment and
placement, compensation, benefits, job analysis, training,
development, and work environment.
Nature of the Work: HR managers and specialists attract, motivate,
and retain employees. They have evolved from administrative roles to
strategic partners, enhancing morale, productivity, and satisfaction
through effective use of skills, training, and improved working
conditions.
Employment and Placement: They oversee recruitment, hiring,
and separation of employees. They maintain community
contacts, attend job fairs, screen, interview, and test applicants,
ensuring compliance with company policies and laws.
Compensation, Benefits, and Job Analysis: Specialists manage
compensation programs, pensions, and job classifications. They
ensure fair pay rates, manage health insurance and retirement
plans, and stay updated on regulations. Employee assistance plan
managers handle safety, wellness, and work-life balance programs.
Training and Development: Training managers create and conduct
programs to develop employee skills, enhance productivity, and
build loyalty. They oversee training budgets, needs assessments,
and content creation.
EEO and Emerging Specialties: EEO officers handle grievances and
reports. New specialties include international HR managers, HR
information system specialists, and total compensation
specialists.
Work Environment: HR personnel work in comfortable offices,
travel extensively, and typically work a standard 40-hour week,
with longer hours for contract negotiations or dispute resolutions.
VI. TRAINING, OTHER QUALIFICATIONS,
AND ADVANCEMENT
Education and training in HRM are crucial, with
many institutions offering courses in personnel
administration, human resources, and labor relations.
Experience, commitment to organizational goals,
interpersonal skills, and technological proficiency
are essential for HR professionals.
 VII. SCOPE OF HRM
HRM manages key organizational resources, including
manpower needs, management, and retention. It ensures
harmonious workplaces and balances organizational and
individual goals. The scope includes:
Human Resources Planning: Forecasting future HR needs and
developing strategies to meet those needs.
Job Analysis and Design: Defining job roles, responsibilities, and
the skills required for each position.
Recruitment and Selection: Attracting, screening,
and selecting qualified candidates for job openings.
Orientation and Induction: Introducing new
employees to the organization, its culture, and their
specific roles.
 Training and Development: Providing employees with the
necessary skills and knowledge to perform their jobs
effectively and to grow within the organization.
Performance Appraisal: Evaluating employee performance
and providing feedback to help them improve and develop.
Compensation Planning and Remuneration: Designing and
managing salary structures, benefits, and incentives to
attract and retain talent.
Motivation, Welfare, Health, and Safety: Ensuring employee
well-being through motivation strategies, health and safety
programs, and welfare initiatives.
The scope of HRM is extensive and far-reaching.
Therefore, it is very difficult to define it concisely.
However, we may classify the same under
following heads:
HRM in Personnel Management: This involves activities related to
managing employees, such as recruitment, selection, training,
performance appraisal, and career development. It focuses on
ensuring that the organization has the right people with the right
skills.
HRM in Employee Welfare: This includes initiatives aimed at
improving the well-being of employees. It covers health and safety
programs, employee assistance programs, and initiatives to
enhance work-life balance and overall job satisfaction.
HRM in Industrial Relations: This area deals with the relationship
between management and employees, particularly in unionized
environments. It involves negotiating labor contracts, resolving
disputes, and ensuring compliance with labor laws and regulations.
 VIII. IMPORTANCE OF HRM
The importance of HRM for organizational success can be
categorized into four levels:
1. Corporate: HRM ensures that the organization has the
right people in the right roles, enhancing productivity
and achieving business goals. It also fosters a positive
work culture and employee engagement, leading to
higher retention rates.
2. Professional: HRM supports the professional growth of
employees through training and development programs. This
not only improves individual performance but also builds a
skilled and competent workforce.
3. Social: HRM promotes ethical practices, diversity, and
inclusion within the workplace. By addressing social issues and
ensuring fair treatment, HRM contributes to a more equitable
and just society.
4. National: Effective HRM practices can boost the overall
economy by creating job opportunities, improving workforce
quality, and enhancing national productivity. It also helps in
maintaining labor standards and compliance with national labor
laws.
 IX. EVOLUTION OF HRM
HRM has evolved from the industrial revolution,
where personnel departments were established to
manage wages and worker welfare, to a strategic
function in modern organizations.
X. ENVIRONMENTAL INFLUENCE AND
CHALLENGES ON HRM
HRM is influenced by external factors such as technological
innovation, economic conditions, labor markets, laws, regulations,
and labor unions. These factors shape the roles and challenges
faced by HR managers.
Technological Innovation: Advances in technology can lead to
automation, new tools, and platforms that change how HR
functions, from recruitment to employee management.
Economic Factors: Economic conditions, such as
inflation, unemployment rates, and economic
growth, can impact hiring practices, salary levels,
and overall HR strategies.
 Labor Markets: The availability of skilled labor,
competition for talent, and demographic changes in the
workforce affect recruitment and retention strategies.
Changing Demand of Employers: Shifts in industry
demands, new business models, and evolving job roles
require HR to adapt by reskilling and upskilling employees.
Challenges of HRM: This includes managing diversity,
ensuring compliance with labor laws, addressing
employee well-being, and adapting to remote work
trends.
These factors collectively shape the strategies
and practices of HR departments, making it
essential for HR professionals to stay informed
and adaptable.
 CONCLUSION
In conclusion, Human Resource Management is a
crucial aspect of organizational success, focusing on
the effective management of people. By understanding
the concepts, nature, and functions of HRM,
organizations can better align their HR practices with
their strategic goals, ensuring a motivated and
productive workforce. As HRM continues to evolve, its
importance in achieving organizational excellence
cannot be overstated.
THANK YOU!