Introduction to HRM

Human Resource Management

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

KEY TERMS:
Human Resource: the group of people involving the workforce
of a particular organization, institution or the economy.

The term was coined by management guru Peter F. Drucker

(1954) in The Practice of Management.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

KEY TERMS:
Management: set of functions directed at the efficient and effective utilization
of resources in the pursuit of organizational goals.

• Planning and Decision Making: thinking about the long- and short-term goals
• Organizing: having the common goal based on what is planned
• Leading: motivating employees and influencing their behavior to achieve
organizational objectives
• Controlling: being able to monitor each and every goal

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

HUMAN RESOURCE MANAGEMENT
● It is the study of activities regarding people working in an
organization.
● It is a managerial function that tries to match an
organization’s needs to the skills and abilities of its
employees.

Management function concerned with hiring, motivating, and

maintaining people in an organization. It focuses on people in
organizations.
● The set of policies and practices in facilitating “people”
including recruiting, screening, training, rewarding, and
appraising compromises of HRM.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

ROLE OF HUMAN RESOURCE MANAGEMENT:
● to plan, develop, and
administer policies and
programs designed to
make optimum use of
the human resources and
the organizations.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

 OBJECTIVES
1. Effective utilization of human resources;

2. Desirable working relationships among

all members of the organization;

3. Maximum individual development

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

RESPONSIBILITIES
1. To develop a thorough knowledge of
corporate culture, plans, and policies;
2. Act as an internal change agent;
3. Act as a facilitator;
4. Involve companies’ strategy formulation

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

NATURE OF HRM
1. Involves application of various management functions and principles. Way of leading, monitoring,
and compassing the human resource in order to achieve the goal of the company.

2. Decision relating to employees must be integrated. It should be integrated among the different
teams/departments.
3. Decisions made will influence the effectiveness of an organization. Every decision made by HRM
should reflect the mission vision of the management. Not only company-based; protects the
human resource through laws.
4. Functions of HRM are not restricted within the business establishments. Involves the
representation of the employee and company.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.
SCOPE OF HUMAN RESOURCE MANAGEMENT
All decisions, strategies, factors, operations, practices:
a. Human Resource Planning: how to assess the employee, from recruitment process and so on;
b. Design of Organization and Job: task of laying down organization structure, authority, relationship, and
responsibility. Also involves work contents for each position in the organization. (e.g. job description and
job specification);
c. Selection and Staffing: process of recruitment and selection of staff. This involves matching people and
their expectations with which the job specification and career path available;
d. Training and Development: tackles the training needs of the individuals to meet the knowledge;
FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.
SCOPE OF HUMAN RESOURCE MANAGEMENT
e. Organizational Development: how different team work hand-on-hand; synergistic
effect;
f. Compensation and Benefits: area of wages and salaries that meets fairness and
equity criteria;
g. Employee Assistance: Attending to the personal and official needs of an employee;
h. Union-Labor Relations: Healthy Industrial and Labor relations are very important for
enhancing peace and productivity in an organization;
i. Personnel Research and Information System: knowledge on behavioral science and
industrial psychology throws better insight into the workers expectations, aspirations
and behavior.
FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.
FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
• Personnel: assist employees in achieving their personal goals, at least that would
enhance the individual’s contribution to the organization.
• Functional Objectives: maintain the department’s contribution at a level appropriate to
the organization’s needs. Human resources are to be adjusted to suit the organization’s
demands. The department’s value should not become too expensive at the cost of the
organization it serves.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT
• Organizational Objectives: recognizes the role of HRM in bringing about
organizational effectiveness. Makes sure HRM is a standalone, it rather means
to assist the organization with its primary objectives.
• Societal Objectives: seeks to ensure that the organization becomes socially
responsible to the needs and challenges of the society while minimizing the
negative impact of such demands upon the organization

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
There are various functions of HRM in order to identify the series of processes
that should be done. Planning ahead the effectiveness of the human resource.

LOWER TURN OVER: mas better kasi may mas focus;

HIGHER TURN OVER: mas magastos; meaning may mali, maraming
nagre-resign;
Strategic Management HR management Constitutes planning and how to
have a competitive advantage.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE PLANNING (HRP) FUNCTION: determines the number and type of employees needed
to accomplish organizational goals. Analyzes and determines personnel needs in order to create effective
innovation teams.

● Basic HRP strategy: staffing and employee development

● Equal Employment Opportunity
● Compliance with equal employment opportunity (EEO) laws and regulation affects other HR
activities
● Staffing
Aims: provide sufficient supply of qualified individuals to fill jobs in an organization.

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Recruits, describes the nature of the job:
Main functions: job analysis, recruitment, and selection;
★ Job Analysis: process of describing the nature of a job and specifying the human requirements
such as knowledge, skills, and experience needed to perform the job.
★ End of job analysis is job description
Talent Management and Development: beginning with the orientation of new employees, talent
management and development includes different types of training.
❖ Concept of leveling up.
❖ Prepares employees for future challenges;
Career Planning activities: assess an individual’s potential for growth and advancement in the
organization

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Performance appraisal: includes encouragement of risk taking, demanding
innovation, generating or adopting new tasks, evaluations, and innovation
processes:
➢ Orientation is the first step towards helping a new employee to adjust
himself to the new job and the employer
➢ Programs that focus on development and training assure that the
employees are capable of performing their job at acceptable levels and
even more than that

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Total Rewards
➔ Usapang compensation such as pay, incentives, and benefits that are given to
the employees for performing organizational work
Benefits are another form of compensation to employees than direct pay for the work;
➔ Risk Management and Worker Protection
HRM addresses various workplace risks to ensure protection of workers by meeting
legal requirements and being more responsive to concerns for workplace health and
safety along with disaster and recovery planning

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.

TASK:
1. Identify the careers in Human Resource Management? Indicate possible salary
range.
2. Differentiate Personnel Management from Human Resource Management?
3. Outline how Human Resource Management started? (Brief history of Human
Resource Management).
Note:
Prepare visuals for better understanding.
Resources:

FATIMA MYNABELLE D. BELDIA-DARIA, Ph.D.