HRDEV – discussion notes 052122

Lesson 1 &2: Human Resource Employee Staffing and Development

HRM – process of employing people, hiring, training, compensating, developing rules/procedures how
to work, strategies to retain them.

Indentured Labor – ang ginagawa is allocating specifics skills/task for people to do and syempre hinahati
hati ang tasks na ginagawa, dapat may foresight para makita if they are doing it efficiently.

Evolution of HRM

Industrial Revolution Era – nagkaroon ng mas understanding on how man and machine collaborate in
terms of work. Napag-alaman that whenever man is using machine, efficiency ay tumataas. 3 systems of
personal management: recruitment, training, and control of workers.

Master-servant relationship: Tingin ng business owner sa trabahador ay alila.

Trade Union Era – workers to organize themselves based sa gusto nila/common interest nila. Dito
umusbong ang labor union history. Nagorganize based sa common interest nila (e.g agriculture,
merchandise). Uphold the rights of the members, suggest changes how labors work, adapt grievance
handling system. Nagkaroon ng stronger voice laban sa may-ari ng negosyo.

Social Responsibility Era – adaptation ng scientific management. Analyze ng trabaho, optimal ways to
do the task. Selection ng tao ay base sa kakayahan ng tao to perform the work needed to do,
responsibility rin ng manager na tignan ang incumbents ano ba yung ginagagwa nila, ano yung best
practices para ma-incorporate during the hiring. Employees should be properly trained. Employees
should be rewarded para the likelihood of the behavior will be repeated.

Human Relations Era – researchers look at human factor at work. They see people as important part of
the workforce. Dito umusbong ang concepts ng organizational psychology. Para makita o ipakita na kapa
inalagaan ang tao, mas magiging productive sila.

Behavioral Science Era – ang assumption is kapag masaya ang workers = productive ang workers.
Parang behaviorism ng TOP, reward and punishment ay inaapply dito na kaibahan sa Human Relations
Era. Sa HRE you are seeing the person as a person. Sa BSE, you see person as a part of the system.
Nagkaroon ng development sa two-way communication/relationship, ways to set-up reward system to
increase the productivity of the employees.

Systems and Contingency Approach Era – integrated approach/management of which includes human
resource and its totality based on empirical data… we are not looking at people as part of the whole
process, but we are looking at the numbers. Gaano ba ka-productive ang team na ito? Wala sila
pakialam basta makita na nagpeperform based sa numbers na tinitignan nila.

Human Resource Management Era – stems of Human relations movement. More on admin work, more
on payroll,. Due to globalization and tech advancement, ang focus more on strategic na… kung titignan,
cinombine yung mag best practices na makikita sa iba’t ibang evolution ng era. Talent
management(BSE), pagsukat ng performance (SCAE).

3 Stages for Growth of HRM

Labor welfare management – emerges from handling off industrial disputes and conflicts.
Pagmamanage at pagdeal ng mga business owners/management with trade unions which focus on
protecting workers interest. How management deal with union na meron sa company. Management to
trade union//

Personnel management – stems from the need of conflict management. from labor welfare, nakakuha
sila ng resistance, naghanap sila ng magandang approach. Ang ginawa, they began to focusing on
behavior on employees and overall organization basis. nakita na ng management team ang kagandahan
ng iba’t ibang subset ng employees from individual to overall organization. Natuto na to handle people

HRM – aims at maximizing employee performance in accordance to the adjective of the organization.
Paano gagamitin yung employees/talents na meron ka.

The role of HRM

1. Staffing – involve entire hiring process, from creating job description to salary negotiation
2. Development of workplace policies – create standard policies that would enable employees to
wwork harmoniously and in relation to company goals
3. Compenben administration – for HR team to determine if tama ba, o fair pa ba yung
pinapasahod sa employees. Sakto ba yung benefits in order for employees to be motivated to
stay sa company
4. Retention – making sure that your employees are still motivated to be in the company and
continue performing their work
5. Training and development – training the employees to make sure that they will be able to meet
the criteria and set them up for success.
6. Dealing with laws affecting employment – HR dept is also aware of existing laws of the land
about sa employment. Para ma-explain din nang ayos sa employees bakit ganon yung ginagawa
nila sa company.
7. Worker protection – HR dept must be aware of worker protection requirements and make sure
na nagcocomply sa protection ng workers
8. Communication – clear in terms of messages that they are sending both the employees and
management. organize in terms of how you deal/relay information sa stakeholders
9. Awareness of external factors – volatile and uncertain ang state ngayon. HR dept should be
aware of external factors na nangyayari, ex. Remote work since the start ng pandemic. So that
they can come up with strategies na maging easier for both employees and management. (e.g.
globalization and offshoring, healthcare, changes in employment laws, worker expectation,
diversity in workplace, changing demographics in the workplace, technologies, etc.)

HRM in the PH

Current Practice

• Administrative Experts – tayo parin ang gumagawa ng payroll related task, pagcoordinate sa
government related sa benefits/loans/remittances
• Employee Champion – to promote equal rights and welfare of the employees
 • Technical Knowledge on HR function – alam or aware dapat yung work na pasok sa HR field.
Nakabucket na sa iba’t ibang excellence ngayon para mas makapag-focus sila sa job/goals na
given sa center of excellence nila.

Challenges on HR Practice

• Corruption and poor governance

• High labor cost
• Low labor productivity – maraming trabahong available pero wala makita na taong magfifit sa
trabaho na yun. (e.g. mismatch, unemployment)
• Lack of high skilled workers

– kapag hindi nakahanap or may problema palang sa recruitment, magdo-domino effect siya sa
iba’t ibang department ng company.

Room to grow

• Becoming a business partner – HR dept taking a stand with stakeholders (e.g. planning)
• Global awareness and thinking – on top ang HR dept sa nangyayari sa environment
• Strategic thinking – being one step ahead of the problem. Looking at the historical data and
trying to predict kung saan ang patutunguhan ng company.

Human Resource Planning

- Making sure that the company has the right number of staffs to perform each job function.

Traditional Workforce Planning

Statistical regression - para makita yung possible number ng tao na umalis. Looking at the
historical data.

Staffing Ratio – for possession. (1 is to 50, means kaya mong humawak ng 50 na tao.

Workforce Analytics – tinitignan yung goals or business metrics. Tinitignan yung dami ng tao would help
attain the business goals. Technical kasi gagamit ng HRIS or Human Resource Information System
(system na nakaupload lahat ng information ng employees, gaano karami ang employee, integrated ang
payroll)

Forecasting and scenario modelling – Titignan pa rin ang historical data pero may scenario modelling,
you can plug in several scenarios na pwedeng mangyari within the year based sa nangyari last year.

Strategic workforce planning – tied into goals of the entire organization.

Human Capital Planning – may tatlong facets: segmentation (classifying job roles), justification, …

Benefits:

1. If tama ang headcount, wala masyadong gastos. Hindi magbabayad nang sobra. Savings for the
company
 2. Efficiently manage the tao na meron ka within the company. Lesser workloads for HRM
practitioners.

HRM Duties on the Strategic Planning

• Staffing
• Policies
• Compenben
• Retention
• Training
• Safety

HRM Strategic Plan VS HR Plan

HRM Strategic Plan – major objectives, long terms goals, nakalatag sa buong company

HR Plan – step by step/specific goals in order to achieve the strategic plan, short term objectives

Ulrich’s HR Model

- Suggested na ibang responsibilities ni HR.

Strategic Partner – should be able to partner with the entire company. Para ma-explain how HR works,
inform the company kung paano makakatulong ang HR.

Change Agent – hindi lang change agent sa HR dept but also sa changes na gagawin ng company.

Administrative and Functional Expert – nandun ang mastery sa trabaho na ginagawa, it is important as
HR alam yung HR function lalo na kung nasa management position.

Human Capital Developer – alam yung importance ng pagtrain sa talents/employees, may forecast sa
tao na kakailanganin sa future at alam kung paano makaka-recruit o magkakaroon ng talent pool.

Employee Advocate – champion the needs of employees to make sure na hindi sila taken for granted.

Four Aspects to Consider for a Good HRM Strategic Plan

• Make It applicable – dapat naka-tailor sya sa needs or gusting marating

• Be a strategic partner – making sure na ang strategic plan ay fulfilled at the end of the year.
• Involve people – nagcoconsult sa ibang stakeholders para malaman kung magbebenefit ang
lahat.
• Understand technology – maraming systems na pwedeng magamit para maging easy ang
trabaho ng HR. Hindi lang dapat naka-stock sa alam na proseso, dapat maging open sa changes.

Steps in Strategic Plan Creation

1. Conduct strategic analysis – make sure na aligned sa mission and values ng company,
department, target yung challenges ng company/department
2. Identify strategic HR issues – makikita ang challenges/issues sa paggawa ng hrm strategic
planning, at malalaman kung alin ang nasa scope ng HR at ang kaya na ayusin.
3. Prioritize issues and actions – once identified yung challenges/issues, kailangan intindihin saan
galing yung challenge at mag-come up ng action para masolve ito.
4. Draw up an HRM plan

Steps in Strategic Plan Creation

- Determine HR needs
- Determine recruiting strategy
- Selecting employees – pagiinterview
- Develop training –
- Determine compensation
- Appraise performance

Tips in HRM Planning

- Link HRM Strategic Plan to company plan

- Monitor the plan constantly
- Measure the plan
- Account changes as possible
- Be aware of legislative changes