OBJECTIVES:

❖ To define Human Resource Management

❖ Discuss why HR is both a science and an art
❖ Explain and differentiate the roles of HR
Manager and his functions.
❖ Explain the career development of an HR
Manager
Human Resource Management is a
relatively new field in the Philippines.

It was only 1950’s that is gradually gained acceptance

and recognition in private business and industry.

Top management must be convinced that HR is

THREE CONDITIONS
needed in its business operations.

NEED TO EXIST
Qualified HR Administrators must be available

HR administrators must demonstrate their

capacity to contribute to the company’s goals.
 • PMAP helps institutions mold
an enlightened, competent,
socially responsible, and
influential sector of people
managers who can effectively
participate in nation-building.
• PMAP also helps its members
become more effective on the
job by teaching the human
A nationwide organization aspect of management via
of all the personnel
managers and HR numerous career development
Practitioners in the country forums and training programs.
which was established to
uphold their profession to
the fullest.
Training and Development and holding tripartite
conferences pertaining to HR and Industrial Relations.

Participation in public hearings to voice support of, or

opposition to, opposed legislation affecting business and
industry.

Dissemination of information to upgrade HR, offering

technical advices through its special committees and
library facilities.

Establishment of a public relations program aimed at

informing the public about the nature of HR work.
 THE CHALLENGE OF THE
CHALLENGES OF HUMAN
GLOBAL COMMUNITY
RESOURCES

THE STOCKHOLDERS
CHALLENGE

THE CHALLENGE FOR

PRODUCTIVITY
CONTRIBUTING GROWTH FACTORS OF PERSONNEL
MANAGEMENT

INCREASING
GOV’T
COMPLEXITY OF
REGULARIZATION
BUSINESS
AND LABOR LAWS
OPERATIONS

INFLUX OF NEW
GROWTH OF
CONCEPTS IN
LABOR UNIONS
MANAGEMENT
It may be defined as the
function of management,
concerned with promoting and
enhancing the development of
work effectiveness and
advancement of the human
resources in the organization.
 HR is a science Art is proficiency
because it involves in the practical
the systematic application of
gathering of data knowledge
derived from required through
surveys, interview, study, experience,
and observations. or observation.
HR Manager is a member of the top executive
group, who is responsible for the formulation of
personnel policies and programs which will serve
as the foundation for an efficient personnel
administration in a company.
 Qualities of the HR Manager

❖ Can communicate effectively, both orally and in writing

❖ Possesses an above-average intelligence
❖ Enjoys working with people
❖ Problem solver
❖ Aggressive, mature and capable of giving sound advice.
❖ Possesses the integrity, industry, and courage to earn the
respect of the employees and his employer
❖ Possesses a pleasing personality and personal warmth
and should be approachable
 THE ROLE OF HR in the NEW MILLENNIUM

❖ Recruitment and Selection

❖ Testing administrator
❖ Labor Officer
❖ Training and Development
❖ Wage and Salary Management
❖ Benefits administration
❖ Employee Service and Recreations
❖ Community Relations
❖ Records Management
❖ Health and Safety
❖ Strategic Management
 THE ROLE OF HR in the NEW MILLENNIUM

❖Educator
❖Supervisor
❖Provider of Services
❖Administrative official
❖Employee Counselor
❖Adviser
❖Promoter Community
❖Coordinator
Relations
❖Negotiator
❖Public Relations Man
 Rewards and Benefits for the HR Manager

❖ Car Plan or Free use of Company Transportation

❖ Unlimited/ Limited use of gasoline and free
maintenance check-up.
❖Company cellular phone
❖Representation Allowance / Meal Allowance
❖Education Scholarship / Attending Conventions and
Seminars
❖Laptop
Career Advancement/ Other Professional Options for
the HR Manager

❖ College Professor
❖Vice President of the Company
❖Chief Executive Officer (CEO)
❖Politician
❖Entrepreneur
❖Businessman
The Career Path to HR Management

CAREER PATH ENTRY LEVEL

SUPERVISORY
LEVEL

MANAGERIAL
LEVEL