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The Human Resource Management Environment in the Philippines
This document discusses the history of human resources management in the Philippines and competitive challenges influencing HRM practices. It covers the development of HRM through different periods of Philippine history from pre-Spanish to modern times. Three main competitive challenges are outlined - sustainability, globalization, and advancing technology. The document then describes how HRM practices can help companies meet these challenges in four key dimensions: managing the HR environment, acquiring and developing talent, assessing and developing employees, and compensation. Case studies are provided as examples.
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The Human Resource Management Environment in the Philippines
- 1. CHAPTER 1 1.1 Historyof Human Resources Management in the Philippines 1.2 Competitive Challenges Influencing Human Resource Management 1.3 Meeting Competitive Challenges through HRM Practices *Case Study • Amagan • Asedillo • Belmonte • Bersabe • Bodestyne
- 2. History of HumanResources Management in the Philippines 0 2 4 6 8 10 12 14 16
- 3. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management Pre-Spanish Occupation
- 4. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management Spanish Occupation
- 5. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management American Occupation
- 6. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management Japanese Occupation
- 7. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management Post-War The period after the war saw a change of tide in favor of personnel management. In fact, “its development and growth... in the Philippines is primarily a post-war phenomenon… which Sison attributes to: 1.The increasing complexity of business operations 2.The number of government regulations and labor laws promulgated in recent years 3.The growth of labor unions 4.The influx of new concepts in management
- 8. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management Martial Law Period
- 9. History of HumanResources Management in the Philippines Periods in Philippine History & Human Resources Management From 1990 to Date • The reinstitution of democracy, the exercise of freedom, the mechanisms of wider consultation, the participative law making process through national legislation for management and labor. • The Personnel Management Association of the Philippines (PMAP)
- 10. History of HumanResources Management in the Philippines The Environment and Human Resource Management Economic Environment. Where the windfall of trade, business and industry is robust and there’s plenty of activity like in the post war period, employment is high. Political Environment. Where political stability, expression of ideas and opportunities for innovation are curtailed or wanting like in Spanish occupation and martial law period, the employed an unemployed are seething.
- 11. History of HumanResources Management in the Philippines The Environment and Human Resource Management Educational Environment. Masses are enlightened through training, education and mass media like in the post war, martial law and post martial law periods.
- 12. Competitive Challenges Influencing HumanResource Management Three competitive challenges that companies now face will increase the importance of Human Resources Management practices: • The Challenge of Sustainability • The Global Challenge • The Technology Challenge
- 13. Competitive Challenges Influencing HumanResource Management The Challenge of Sustainability Sustainability refers to the ability of a company to survive and succeed in a dynamic competitive environment. • A learning organization embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge.
- 14. • The psychologicalcontract describes what an employee expects to contribute and what the company will provide to the employee for these contributions. • Alternative work arrangements include independent contractors, on-call workers, temporary workers and contract company workers. Competitive Challenges Influencing Human Resource Management The Challenge of Sustainability
- 15. The Balanced Scorecard CustomerHow do customer see us? Time, quality, performance, service, cost Internal What must we excel at? Process that influence customer satisfaction, availability of information on service and/or manufacturing processes Innovation and Learning Can we continue to improve and create value? Improve operating efficiency, launch new products, continuous improvement, empowering of workforce, employee satisfaction. Financial How do we look to shareholders? Profitability, growth, shareholder value
- 16. Competitive Challenges Influencing HumanResource Management The Global Challenge Companies are finding that to survive, they must compete in international markets as well as fend off foreign corporations’ attempt to gain ground in the U.S. Offshoring refers to the exporting of jobs from developed countries to less developed countries.
- 17. Competitive Challenges Influencing HumanResource Management The Technology Challenge Technology has reshaped the way we plan, plan our lives and where we work.
- 18. Meeting Competitive Challenges throughHRM Practices HRM practices that help deal with the competitive challenges can be grouped into four (4) dimensions: • The human resource environment • Acquiring and preparing human resources • Assessment and development of human resources • Compensating human resources
- 19. Meeting Competitive Challenges throughHRM Practices The Human Resource Environment Managing internal and external environment factors allows employees to make greatest possible contribution to company’s productivity and competitiveness.
- 20. Meeting Competitive Challenges throughHRM Practices Acquiring and Preparing Human Resources Customers’ needs for new products or services influence the number and type of employees businesses need to be successful.
- 21. Meeting Competitive Challenges throughHRM Practices Assessment and Development of Human Resources Human resources management practices both of managers and the human resource function must be aligned and contribute to the companies strategic goals.
- 22. Meeting Competitive Challenges throughHRM Practices Compensating Human Resources Besides interesting work, pay and benefits are the most important incentives that companies can offer employees in exchange for contributing to productivity, quality and customer service.
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