BA 201 HRM Class (Mtg#2)

September 12, 2020

 Overview of
Human Resource Management
 Class Norms

Unlearn, learn, re-learn

Focus
PKTT (pls keep to time)
 To be able to know the meaning /definition
and importance of HRM in an organization;
 To explain the HR Motto;
 To determine the factors responsible for the
emergence of HR Function as vital area in the
implementation of Corporate Strategy;
 To differentiate Traditional Personnel Mgt vs
Human Resource Mgt and roles of HR; and
 To identify the functional elements of HRM
(HR Wheel).
 By the end of the course,
the participants will be able to
explain the integrated roles and
key processes of Human Resource
Management in an organization.
 Specific Learning Objectives:

At the end of the course, the students will

be able to :

◦ Appreciate the importance of human resource

management in the operation of any
organization;

◦ Identify and acquire working knowledge of the

various components of human resource
management; and

◦ Apply quality principles in their practice of

human resource management.
GENERAL MANAGER’S PERSPECTIVE

HRM involves all management decisions and actions

that affect the nature of the relationship between the
organization and employees– its human resources.

It is a function that integrates and synchronizes the

series of seemingly disjointed activities such as Labor
Relations, Compensation, and so on in a way that make
them mutually reinforcing and thus contribute
meaningfully to the attainment of overall objectives of
the organization.
HUMAN RESOURCE MANAGEMENT DEFINED
(by: Michael Armstrong)

 HRM goes beyond records keeping, organizing

socials, and firefighting to head off trouble or to
settle it.
 It is a function with strategic and forward looking
orientation aimed at helping management do its
personnel job more effectively.
 This may mean advising on policies and procedures
or doing expert and professional service in the
various areas of human resource management.
What is Human Resource?
MAN is the most versatile Resource available
to industry. Human resources should not be
regarded as just one of the resources in that it
cannot be owned by the organization by which
it is employed.

If it does not like the decisions taken by

management, it can react by walking out. It is
a resource which has a will of its own, both
individually and collectively. It has to be
treated with due regard for human values.
Human Resource. . . Continued

It is a very special resource which can change its

nature when circumstances change – in a manner
not shared by any inanimate resource.

It can strike, increase or decrease its productivity,

migrate or transfer itself from one employer to
another.

An organization’s greatest resource is its people.

Its products or services are only as good as the
people who produce, market and support them.
Human Resource Management
 It comprises the performance of all
functions involved for recruiting
and selecting, developing,
utilizing, and rewarding the human
resources of an organization. (Dr.
Tomas D. Andres)

 It involves getting the right people

into the right jobs at the right time
(Ken Blanchard & Terry Waghorn)
 WHAT IS THE HUMAN RESOURCE
DEPARTMENT?

It is a basic organizational unit which

strategically puts into action the role of the
human resource management function in
supporting organizational goals and
individual employee aspirations toward
productivity.

HRM Motto: Industrial Peace and

Productivity
Stiffer competition in business
Rapid changes in technological,
competitive and economic
knowledge
Spiraling Wage and Benefits Costs
Increasingly complex government
intervention through laws and
regulations
Growing strength of Labor Unions
 ELEMENTS PERSONNEL HUMAN RESOURCE
MANAGEMENT MANAGEMENT

• Mgt-Employee Adversarial Collaborative & Cooperative

Relations

• Orientation Reactive & Piecemeal Proactive & Future-Oriented

• Organization Separate Functions Integrated Function

• Client Management Management & Employees

• Values Employees as Cost Employees as Valuable

Resource

• Role Regulatory, Record- Strategic, Facilitating Change

Keeping
Components of
Quality Work Life ( QWL )

 Competitive Benefits
 Safe and Healthy Environment

 Job Security

 Growth and Development Opportunities

 Participation
 HR Roles
Role Deliverable Metaphor Activity
/ Outcome
Management of Executing Strategic Partner Aligning H R &
Strategic Human Strategy business strategy:
Resources “Organizational
Diagnosis”
Management of Building an Administrative Reengineering
Firm efficient Expert organization
Infrastructure infrastructure processes: “Shared
Services”
Management of Increasing Employee Listening &
Employee employee Champion responding to
Contribution commitment and employees:
capability “Providing resources”
Management of Creating a Change Agent Managing
Transformation renewed transformation and
and Change organization change: “Ensuring
Capacity for Change

Dave Ulrich
“H R Champions”
BASIC HRM FUNCTIONAL UNITS

Recruitment and Placement

Training and Development
Employee Relations
Compensation and Benefits
Safety and Health
 HRRESOURCE
THE HUMAN WHEEL WHEEL
TRAINING & DEVELOPMENT
Focus: Identifying, assessing &
through planned learning-
UNION/LABOR ORGANIZATIONAL
helping develop the key
DEVELOPMENT
RELATIONS competencies which
enables perform Focus: Assuring healthy inter-
Focus: Assuring healthy
current or
& intra relationships &
Union/Organization future jobs.
EMPLOYEE
helping groups Initiate &
relationships.
ASSISTANCE HUMAN RESOURCE manage change.
AREAS ORGANIZATION /
Focus: Providing personal
problem solving, counseling to Outputs: JOB DESIGN
individual employees. -Quality Work Life Focus: Defining how tasks
-Productivity authority & systems will be
COMPENSATION/BENEFITS organized & integrated across
-HR Satisfaction
Focus: Assuring compensation & organizational units & in individual
-HR Development
benefits fairness & consistency. jobs.
-Readiness for change

PERSONAL RESEARCH & SELECTING HUMAN RESOURCE

INFORMATION SYSTEM PLANNING
& STAFFING
Focus: Matching people Focus: Determining the organization’s
Focus: Assuring a personnel
information base. major resource needs, strategies
& their career needs &
capabilities with jobs & career & philosophies.
paths.
God bless you,

Dr. Estela Verana

:
By Group/Team

Tips for Group Reporters

◦ Team 1 – Organizational Design (Team Voltes V –
c/o Shaneen Morales)

◦ Team 2 – HR Planning, Recruitment, Selection and Placement

(Team PLESS – c/o Praise Dansalan)

◦ Team 3 – Job Evaluation, Motivation, Compensation, Benefits

and Rewards (Team Parity – c/o Quin Vallar)

◦ Team 4 – Employee/Labor Relations & Ethics

(Team Rapid Hire – c/o Regidor Abing)

◦ Team 5 – Performance Mgt & Trng & Devt

(Team R&R – c/o Arjay Barolo)

◦ Team 6 – Organizational Devt & TQM

(Team Liquid – c/o Elaine Gilva)
◦ 1. Opening prayer; present the Title of Topic; introduction of team
members/reporters

◦ 2. Present the Learning Objectives (for the topic)

◦ 3. Preliminary activity (select 1 technique : e.g. Pre-test; Vignette

presentation, short video clip, etc.)

◦ 4. Body of Report (include 1short learning activity and select possible

options such as: mini case; game, etc. )

◦ 5. Conclusion (sharing of 3 Good HR practices related to the topic

and 1 HR related policy)

◦ Q&A / Wrap up (c/o Team moderator or emcee); appoint a timekeeper

◦ Timeframe : 1.5 hours

Sample Report
Presentation
 To be able to know the importance and the
key elements of HR Planning
 To determine how HR planning facilitates
recruiting
 To identify various recruiting sources and
describe their strengths and weaknesses as
well as their linkage with strategic recruiting
practices
 To gain knowledge of the selection process
 POSITION- consist of the responsibilities and
duties of individual.
 JOB- group of positions that are similar in their
duties.
 OCCUPATION- groups of jobs that are similar as
to kind of work and are found throughout an
industry. An occupation is a category of work
found in many firms.
 JOB ANALYSIS- the procedure used for
determining/collecting information relating to
the operations and responsibilities of a specific
job.
 JOB DESCRIPTION- organized, factual statement
of the duties and responsibilities of a specific
job.
 JOB SPECIFICATIONS- a written explanation of the
minimum acceptable human qualities necessary
for effective performance on a given job.
 JOB CLASSIFICATION- grouping of jobs on some
specified basis such as kind of work or pay
 JOB EVALUATION- systematic and orderly process
of determining the worth of a job in relation to
other job.
 TASK- coordinated and aggregated series of
work elements used to produce an output.
- Is both a process and a set of
plans. It is how the organizations
assess the future supply and
demand for human resources.
 Situation Analysis and
Environmental
Scanning
 Forecasting Demand
for employee
 Inventory of
Manpower
 Action Plan
Development
 Attaining company goal and objectives will
be best assisted.
 Helps the company determine its manpower
needs methods in meeting them
 It can be an effective means in planning the
development and growth of the employees.
 It can assist in placing the employee properly
in jobs where they can maximize the use their
skills and potentials.
 Assist the company to attract and retain
better qualified employees.
Which of the
statements do you
think are true?
 1. Effective organizations do all they can to get as
many people as possible to apply for jobs.
 2. Organizations should be careful to communicate
only positive things to job applicants.
 3. A company should develop strong relationships
with professors at universities where it recruits.
 4. One way of attracting more job applicants is to
pay high wages.
 5. Job applicants referred by current employees
seldom work out because employees often refer
friends who don’t have good work skills.
 Formulating a recruiting strategy
◦ Internal vs. External recruitment

 Searching for job applicants

◦ It may involve traditional recruitment method or
recruitment via internet

 Screening applicants

 Maintaining an applicant pool

  refers to the process of attracting
applications from people

Selection
 is the process of measuring and
assessing the characteristics of
applicants and choosing those persons
who are most likely to succeed on the job

Taken from HR Dev’t. by Perla Legaspi (2002 2 nd Ed.)

 Familiarity
 Compensation and Similar Job
Features
 Organizational Traits
 Recruiting Activities
Common Measures include
assessments of:
 Cost
 Time
 Quantity
 Quality
 Job Posting
-using company communication
channels to communicate job
vacancies
-is most appropriate for organizations
adopting internal recruiting strategies.
 Employee Referrals
-occur when current employees get their friends
and acquaintances to apply for positions.
Strengths:
1. relatively inexpensive
2. quicker than many other forms of recruiting
3. people hired through referrals tend to become
better employees
4. current employees become more committed when
they successfully refer someone
 PrintAdvertising
-uses newspapers, trade journals,
etc.
-has decreased in recent years with
many of the advertisements placed in
newspapers and journals now
appearing online
 Electronic Advertising
-uses modern technology, particularly the Internet
and e-mail to recruit new employee
Effective Online Recruiting:
1. Be Clear
2. Target the message
3. Monitor and improve
4. Choose words carefully
5. Describe organizational culture
6. Include links
 Employment Agencies
Public employment agency
-government-sponsored agency that
helps people find jobs
Private employment agency
-a business that exists for the purpose
of helping organizations find workers
 Campus Recruiting
-usually involves a number of activities, such as
giving talks to student organizations, participating in
job fairs, and hosting receptions that provide an
informal setting where information about the
organization can be shared
-adopt a targeted approach that helps them identify
people with the skills to perform specialized tasks,
such as engineering, IT, and accounting
 • Preliminary Screening Application blank & Interview
1
• Employment Interview
2
• Employment Testing
3
• Back ground investigation/Reference check
4
• Final Interview
5
• Selection Decision
6
7 • Physical Examination

• Placement on the job

8
◦ Test of cognitive abilities
 Intelligence test
 Aptitude test

◦ Test of motor and physical abilities

◦ Measuring personality and interest

◦ Achievement test

◦ Back ground investigation

◦ Physical examination
 STRUCTURE OF INTERVIEW
◦ Unstructured or nondirective type
◦ Structured or directive type

 ADMINISTERING THE INTERVIEW

◦ Serialized interview
◦ Panel interview
 1. FALSE. Organizations with targeted recruiting
strategies generally do not wish to attract large
number of applications.
 2. FALSE. Employees who receive realistic job
information are more likely to remain with the
organization once they are hired.
 3. TRUE. An important element of recruiting new
workforce entrants is to develop relationships with
people who provide advice to job seekers.
 4. TRUE. Organizations that pay higher wages are
more attractive to job seekers.
 5. FALSE. Employee referrals are a high-quality
source of recruits. Employees feel personal
responsibility and usually only refer people they
know will be successful.
THANK YOU!!!

Estela Marie O. Verana, D.M.