HUMAN

RESOURCE
DEVELOPMENT
MANAGEMENT
SPECIAL TOPICS
 COURSE OBJECTIVES
 Students should be able to review and have a
better grasp of relevant HRDM topics
 Students must relate topics and immerse
theories in real life situations
 Students may acquire skills and knowledge in
handling different HR functions
 CLASS RULES
 BOTH MODULAR & ONLINE CLASSES MUST BE
ATTENDED & HAS REQUIREMENTS AT THE END
OF EVERY MEETING
 INSTRUCTIONS WILL BE GIVEN THOROUGHLY
HOWEVER IF YOU HAVE QUESTIONS, WE MAY
BE REACHED THROUGH BRIGHTSPACE OR VIA
MESSENGER
 LETS LEARN FROM EACH OTHER & GET AHEAD
IN LEARNING
GRADING SYSTEM
 ATTENDANCE
 PARTICIPATION
 COURSE REQUIREMENTS
 QUIZZES/LONG TESTS
 PRELIMS
 MIDTERMS
 FINALS
GETTING TO KNOW YOU
Tell us a bit about yourself .
At the end, give us the hashtag
of your life ‘today and why??
What do you know about HR?
 Perceptions and thoughts
 Topics you are interested/curiousa about
INTRODUCTION
WHAT IS HUMAN
RESOURCE MANAGEMENT?
 The management function that is concerned with getting,
training , motivating and keeping competent employees
(Fundametals of Management by Robbins/De Cenzo)
 The management of a workforce of a business to ensure
staff levels with the right skills are properly rewarded &
motivated
 Function performed in the organizations that facilitates
the most effective use of people to achieve organizational
and individual goals.
“Having good talents and people
in the organisation was
important yesterday,
but today it is critical !!”
HR FRAMEWORK &
CHALLENGES
 International – Need for
globally competent &
oriented selection
process; Must achieve
standards abroad to be
able to have most
competent people
(Asean Integration)

 Equal Employment – laws

affecting equal
opportunity to eliminate
discrimination
TRANSITION FROM PERSONNEL
MANAGEMENT
 Where HR originated
 Defined as obtaining, using and maintaining a satisfied
workforce
 Conducting job analysis
 Planning personnel needs & recruitment
 Selection
 Orienting and training
 Determining and managing wages and salaries
 Providing benefits & incentives
 Resolving disputes
 Communicating with all employees at

all levels
 DIFFERENCES
 PERSONNEL MANAGEMENT
 MANAGEMENT OF PEOPLE
 TRADITIONAL, ROUTINE,
MAINTENANCE ORIENTED, ADMIN
FUNCTION
 REACTIVE, RESPONDING TO
DEMANDS WHEN THEY ARISE
 FOCUS ON ADMINISTRATIVE PEOPLE
 CONCERNED WITH RECRUITMENT,
SELECTION & ADMINISTRATION OF
MANPOWER
 HRM
 MANAGEMENT OF EMPLOYEES
KNOWLEDGE, APTITUDE, ABILITIES,
TALENTS ETC
 CONTINUOUS, ONGOING DEVT
FUNCTION AIMED AT IMPROVING
HUMAN PROCESS
 PROACTIVE,
ANTICIPATING,PLANNING &
ADVANCING
 VIEWS THE ORGANIZATION AS A
WHOLE & GIVES EMPHASIS ON
BUILDING A CULTURE
 SATISFY THE HUMAN NEEDS OF
THE PEOPLE AT WORK & HELP
MOTIVATE
Ph challenges
HR & BEYOND: GAME CHANGING
TRENDS
Inquirer.net
 Culture engagement, leadership and
development continues to be urgent priories
 Capability gaps in leadership and learning
increased dramatically in importance
 HR skills are not keeping up with business needs
 HR technology has a growing market but with
largely unfulfilled promise
 People analytics are priority but progress is slow
 Simplification is vital but HR remains part of the
problem
OBJECTIVES OF HR
MANAGEMENT
 ORGANIZATIONAL – To create and utilize an able and motivated
workforce to accomplish organizational goals and effectiveness
 Every employee must contribute to achieve objectives:
productivity/profitability
FUNCTIONAL – HR addresses various functions in the
organization but it must be ensured that BENEFITS obtained are
far more than the COST
 SOCIETAL – to be ethically and socially responsive to the needs
and challenges of society while minimizing the negative impact
of such demands on the organization
 Address what is LEGAL AND ETHICAL
 PERSONAL - To assist employees in achieving their personal
goals, at least in so far as those goals enhance the individual’s
contribution to the organization; to BOOST MORALE
MANAGEMENT OBJECTIVES SUPPORTING ACTIVITIES
Societal Objective 1. Legal Compliance
2.Benefits
3. Union- management relations
Organizational Objective 1. Human Resource Planning
2. Employee relations
3. Selection
4. Training and development
5. Appraisal
6. Placement
7. Assessment
Functional Objecctive 1. Appraisal
2. Placement
3. Assessment
Personal Objective 1. Training and development
2. Appraisal
3. Placement
4. Compensation
5. Assessment
 • JOB ANALYSIS & DESIGN
PROCESSES
PREPARATION &
SELECTION
• HR PLANNING
• RECRUITMENT & SELECTION

• ORIENTATION/ PLACEMENT/SEPARATION
• TRAINING & DEVELOPMENT
DEVELOPMENT
AND
EVAKUATION
• PERFORMANCE APPRAISAL/EVALUATION

• Wages and Salaries (payroll/pay scale)

• Incentives
COMPENSATION • Performance Management
AND
PROTECTION • Benefits Administration (Safety/Securityand Health

• LABOR PROBLEMS/ LABOR RELATIONS

• DISCIPLINE
EMPLOYEE
RELATIONS • GRIEVANCE MACHINERIES
Human resource management

COMP
JOB HR&
ORG/EMPLOYEE
EMPLOYEE
WORKPLACE
PERFORMANCEBENEFITS
ANALYSIS
DEVT
RELATIONS
& DESIGN
PLANNING
HEALTH &
& TRAINING
MANAGEMENT
SAFETY
END OF LESSON 1
 Read through the lesson and answer our
Worksheet 1
 This may be submitted via print or via
BS
Thank you