ALMIRA A.

VERDAN

HUMAN RESOURCE MANAGEMENT – MPA 205

COURSE ENRICHMENT PAPER

1. Describe the nature of Human Resource Management in your organization. Review the current HRM

practices of your organization.

Answer: Basically, Human Resource Management is a process of bringing the people and its organization
together, public and private alike in order to reach a certain goal which is the sustainability,progress and
success of an organization. HRM has various features innate in the performance of their functions such
as but not limited to employer-employee relationship, planning, compliance, etc.

In our organization in the Integrated Provincial Health Office, being the lead agency in the health sector,
Human Resource Management is basically inclined as to what the law prescribes and has high regards to
the mandates of the Local Chief Executives subject to the existing rules and regulations provided under
the 1991 Local Government Code of the Philippines and the Civil Service Rules and Regulations.

Our Human Resource Management always sees to it that rules and regulations involving human
resources are in place. However, based on my honest opinion, there are some aspects that our HR is
overlooking which is the consistent implementation of seminars on Knowledge, Skills and Aptitude
especially those in Rank and File positions downwards.

2. Make a reflection on the Evolution of Concept of Human Resource Management.

Answer: In medieval ages, Human Resource Management can be said as free-flowing, meaning, the
managers that time have no written policies being implemented, but instead, they do what they think is
suited for the interest of their organization regardless of the effect on their workforce, moreso, working
conditions that time were untenable and unsafe.

However, between 1890 and 1920, with the onset of american leaders, a policy dealing with human
resource started anew with the establishment of a tougher work and tougher conditions to stabilize the
labor force and encourage employee loyalty, but still focused on the organizations stability.

Around the 1920s-1950s, the human resource concept was finally realized and workers were treated as
people and are important factors in economic growth. Opportunities were opened up to employees for
them to learn the job and be compensated for what is due them based on their individual performance.

During the 1960s-1980s, Workers rights were acknowledged and given importance but still with certain
limitations being applied based on their work capability.

With the new and emerging technology, around 1990-2010, human resource management became more
complex, giving way to different dimensions and aspects of human resource management with emphasis
on human resource development and continued learning strategies which are beneficial to both the
organization and the employee.
ALMIRA A. VERDAN

With the aforementioned evolution, the human resource management became stratified inclined with
the existing rules and regulations that safeguards both the welfare of the organization and employee.
Establishing employer-employee relationship within the bounds of the law, primarily the Philippine Law
and/or the Constitutional Law.

3. Identify your knowledge, skills and attitudes and identify what you are doing that is useful and what

you can add that will help you achieve your goal.

Answer: As to my personal knowledge, skills and attitude, I am confident to say that as a government
employee, I am still in a never-ending learning process. Each day I go to work, I am always open for new
learnings that will help me grow and will make me a better public/civil servant. Optimism is always my
mantra that helps me best in doing the assigned task to me.

Continuing Education is what I can add to my optimism to help me achieve my goals further as a
public/civil servant.

Finally, living up to the time-honored principle that public service is a public trust which is mandated by
the constitution and is the very essence of public administration.