Growth and Development of Among the activities of PMAP are:

Personnel/Human Resources and 1. Training and developing personnel

Management in the Philippines
administrators through seminars,
Personnel's or human resource
lectures, workshop meetings, natural
management is a relatively new field in the
conferences, and holding tripartite
Philippines. It was only in the early 1950s that it
conferences pertaining to personnel
gradually gained acceptance and recognition in
management and industrial relations.
private business and industry. For it to gain.
2. Participation in public hearings to voice
support of opposition to propose
Acceptance and recognition are three
legislation affecting business industry.
conditions that need to exist:
3. Dissemination of information to upgrade
1. Top management must be convinced
personnel management, offering
that personnel management is needed
technical advice through its special
in its business operations.
committees and library facilities; and
2. Qualified personnel administration must
4. Establishment of a public relations
be available.
program aimed at informing the public
3. Personnel administrator must
about the nature of personnel work.
demonstrate their capacity to contribute
In addition, government institutions such as
to the company objectives and goals.
the Department of Labor and Employment, the
Employees Compensation Commission, the
Top management is unaware of what
Social Security System, Technical and Skills
personnel do and what they can do to promote
Development Administration, and other
effective management. As a result, personnel
government agencies usually consult with the
management is usually given only a minor role
association before taking a stand on matters
in business affairs. The lack of qualified
affecting employer-employee relations.
personnel and executives complicates the
As a result of these efforts, the quality of
problem. Even when management sees that a
personnel management has been enhanced,
good personnel department is desirable, not
and the salary of personnel managers has
enough qualified personnel management
improved.
practitioners are available to run it.
Organization and Human Resources
To grow and thrive in today's
With the supply-demand gap in
competitive environment, organizations must
personnel administration, many personnel
deal with many and diverse changes.
specialists without adequate preparation have
Traditionally, the concept of values has been
entered the field, messing up some personnel
considered a concept of finance or accounting.
programs because of amateurism or a plain
Human resources are crucial for the long-term
lack of understanding of what personnel work
survival of an organization.
is. The "Personal Management Association of
the Philippines" (PMAP) is a nationwide
The organization is made up of people.
organization of all the personnel managers and
The main goal of any organization is to provide
human resource practitioners in the country
goods and services effectively. It is the people
that was stabilized to uphold the profession to
who are linked to the formal structure, and
the fullest.
managerial leadership people are vital to an
effective personnel management program. The
development of an effective organization Human resources management
hinges on the proper selection, development, significantly impacts profitability and growth by
utilization, reward, and maintenance of people. reducing expenses, enhancing quality control,
and fostering a valuable workforce.
The organization is stretched tightly to
meet the demands of the global environment. 3. The Challenge for Productivity
The allocation of these various resources Global technology is transforming
wisely is expiration. An organization must work human resources into smarter workers,
together to contribute efficiently towards the requiring a redesign of training curriculum,
goals and objectives set by management. The incentive structure, and work design for
effective utilization of manpower can help add improved productivity.
value.
The Links of High Productivity are:
a) Human resources and capabilities
b) New technology and opportunities
c) Efficient work structure and company
policies allow employees and
technology to interact.
Number of employees: 100 or less.

The Organization’s Competitive Advantage

KEY ROLES: Depends on the Strength of the Above
At the top of the chart would be Linkage.
the CEO, or alternatively, there may be an HR To add and keep value, organizations
director or manager. This person would must successfully navigate these challenges.
manage one or two HR team members, such These are the difficulties that human resource
as an HR specialist and a recruiting management must overcome in order to inspire
coordinator. Other functions, like payroll, may and grow a motivated and dedicated workforce.
be outsourced.
Contributing Growth Factors
The Challenges of Human Resources Among the factors that have contributed to
1. The Challenge of the Global Community the growth of personnel management in the
Organizations are realizing the need to Philippines are the following:
compete globally, not just locally, and expand
their perspectives to include international 1. Increasing Complexity of Business
markets to defend themselves against foreign Operations
rivals. Post-war, big companies required
specialization in management due to
2. The Stockholders Challenge volume, variety, and size of operations, with
Meeting the needs of investors, expert personnel creating and implementing
customers, staff, and the neighborhood is personnel policies and programs.
crucial for business success. Businesses must
balance financial goals with customer 2. Government Regularizations and Labor
satisfaction, as satisfied customers support Laws Promulgated in Recent Years
growth and stability.
 The government enacted labor laws Personnel / Human Resource
and regulations to protect workers' Management: A Science and an Art
interests, including wages, working Personnel management is a science that
conditions, job security, and health. These involves systematic data collection, analysis,
laws, including the Woman and Child Labor and interpretation, making it an applied science
Law, Minimum Wage Law, Eight-hour Labor that applies scientific principles to manage
Law, and Industrial Peace Act of 1953, employees effectively.
became part of the personnel department's
services. Art involves applying knowledge learned
through study, experience, or observation. A
3. Growth of Labor Unions good executive must choose the best answer
The Industrial Peace Act of 1953, to a problem, analyze information, and
also known as the Magna Carta of Labor, formulate ideas. They must act on their
prompted labor unions and strengthened choices, adopt corrective measures, and make
workers' bargaining power. The personnel wise decisions.
department became crucial in handling
collective bargaining negotiations and union The people manager's creative skills and
contracts. intelligence are crucial in addressing employee
concerns and simplifying complex issues,
4. Influx of New Concepts in Management enhancing their ability to maintain order and
Employee welfare has evolved from balance in the workplace.
paternalism to rights through
institutionalized practices, requiring Personnel / Human Resource Manager
personnel department facilities for varied The creation of personnel policies and
and complex administration of employee programs, which will serve as the cornerstone
benefits. for an effective personnel administration in a
company to realize its goals and objectives and
Definition Personnel / Human Resource enable the employees to develop their personal
Management career goals, is the responsibility of the
Personnel or Human Resource personnel or human resource manager, who is
Management may be defined as the function of a member of the top executive group.
management, concerned with promoting and
enhancing the development or work Companies Hire a HR Manager because
effectiveness and advancement of the human he can:
resources in the organization. These are
accomplished through proper planning, 1) Help management achieve company
organizing, directing, coordination and objectives and goals in the management
controlling of activities related to procurement, of its human resources;
development, motivation and compensation of 2) Assist top management in formulating
employees to achieve the goals of the sound policies, programs and rules and
enterprise. after approval, administer them fairly
and efficiently;
3) Assist line supervisors and managers in
providing employees with a satisfactory
 work environment and in promoting organization through proper planning,
harmonious relationships with the organization, and coordination of activities.
employees and the unions;
4) Make managers and supervisors aware 2. EMPLOYEE ENGAGEMENT AND
of their full responsibilities in the MORALE:
management of human resources by HR managers face challenges in
providing them with technical help maintaining employee engagement and
needed to handle employee problems; morale, as motivation, satisfaction, and
5) Help train and develop the human commitment are vital for productivity and
resources of the company in order to company success.
equip them with the skills and
knowledge required in accomplishing 3. MANAGING EMPLOYEE RELATIONS:
their jobs efficiently; HR managers face challenges in
6) Help promote understanding and good handling conflicts or disputes between
relationships by opening the lines of employees, such as harassment complaints,
communication between management grievances, or disagreements, which require
and employee thereby creating an tactful handling and sensitivity.
atmosphere where workers can be
happy and proud to belong to the 4. LEGAL COMPLIANCE:
organization; HR managers must stay informed about
7) Identify management problems that can evolving labor laws and regulations to ensure
be resolved and opportunities that can company compliance, as navigating complex
be realized through improved legal requirements can be overwhelming,
effectiveness in personnel management; especially in different jurisdictions.
8) Assist managements and supervisors in
handling labor relations, problems, 5. PERFORMANCE MANAGEMENT:
utilizing his knowledge and competence HR managers face challenges in
on labor laws, government regulations implementing effective performance
and court decisions on labor relations; management systems and ensuring fair
9) Assist the company in promoting good evaluations, despite the importance of
morale and motivation among its human assessing employee performance for growth
resources; and development.
10) Assist in crisis management and The Changing Image of the Human
organizational development. Resource Functions
In time, there has been a big change in the

Problems and Difficulties of the function of human resources as well as how

Personnel / Human Resource people view it. HR has changed from being

Manager primarily viewed as administrative and

personnel-focused to becoming a strategic

1. ATTRACTING AND RETAINING TALENT: partner within enterprises.

Personnel management involves Here are some important changes:

managing and enhancing the development and 1. STRATEGIC BUSINESS PARTNER:

effectiveness of human resources within an HR functions have transitioned from

transactional to strategic business partners,
involving HR professionals in decision-making The HR department manages employee
processes to align human capital practices with relations, out-placements, labor law
organizational goals and objectives. compliance, record keeping, testing,
compensation, benefits administration, and
2. TALENT ACQUISITION AND collaborates with executives to improve quality
DEVELOPMENT: and productivity.
HR professionals are responsible for
designing recruitment strategies, improving The Role Includes the Following:
employer branding, and implementing 1. Recruitment and Employment
comprehensive training and development 2. Interviewing, Testing, Recruiting and
programs to attract, select, and develop talent. Temporary Employment
3. Labor coordinator
3. EMPLOYEE EXPERIENCE AND 4. Training and Development
ENGAGEMENT: • Orientation of new and temporary employees
HR functions prioritize employee • Performance management training
engagement and positive experiences by • Productivity enhancement
enhancing work-life balance, fostering a 5. Wage and salary management
supportive work culture, and implementing • Job evaluation
initiatives to improve well-being and job • Wage and salary
satisfaction. • Executive compensation
6. Benefits Administration
4. TECHNOLOGY INTEGRATION: • Vacation and sick leaves administration
HR professionals are utilizing • Insurance
technology to streamline processes, automate • Stock plans
administrative tasks, improve data analysis, • Pension plan
and offer self-service tools to employees. • Retirement plan assistance programs
7. Employee Service and Recreations
5. CHANGE MANAGEMENT AND • Bus service
ORGANIZATIONAL DEVELOPMENT: • Canteens
HR functions play a crucial role in • Athletics
change management and organizational • Housing and Relocation
development, facilitating organizational 8. Community Relocations
change, designing and implementing • Publication
restructuring initiatives, and supporting • Community project ad relation
employees during transition periods.
9. Record management
Overall, the changing view of HR roles • Employment record
shows a change from a primarily administrative • Information system
role to a strategic partner that actively supports • Performance record
the success and expansion of enterprises. 10. Health and safety
• Training
• Safety inspection
The Role of HR in the New Millennium • Dental and medical services
Organization • Drug testing
11. Strategic management 6. Educator
• Collaborative planning The individual is responsible for
• Out-sourcing manpower research managing the company's training program and
• Organizational manpower research plays a crucial role in overseeing employee
development programs.
Roles of the Personnel / Human Resource
Manager 7. Provider of Services
A variety of responsibilities are expected He assists employees in obtaining
of the people manager given his position within government agency facilities like SSS and
the organization and the scope of his Medicare, thereby enhancing their employment
responsibilities, including: satisfaction.
1. Supervisor
The individual plans, organizes, directs, 8. Employee Councilor
controls, and coordinates department activities, His expertise in human relations and
delegating functions to subordinates, manages behavioral sciences enhances his familiarity
employees' work, and trains them for with company operations, making him an ideal
efficiency. candidate for employee counseling.

2. Administrative Office 9. Promoter of Community Relations

The department manager directs The individual must be well-versed in
personnel activities, ensures compliance with the enterprise's activities and development,
labor laws and government regulations, and and is tasked by management to contribute to
understands policy creation and administration. a positive company image.

3. Adviser 10. Public Relations Man

The individual serves as a counselor, His duties necessitate his interaction
guide, and confidante to management and with the public, including employees, unions,
employees, maintaining competence by staying and the community.
informed about employee attitudes and
industrial relations trends. Personal Qualities of the Personnel
Manager
4. Coordinator
The individual manages all activities, 1) Can communicate effectively, both orally
regulates and coordinates diverse efforts, and and in writing.
coordinates the work of various personnel in 2) Possesses an above-average
their department and related functions in other intelligence.
departments. 3) Enjoys working with people.
4) Grasps the implication of a given
5. Negotiator situation, understands individual
The representative of management attitudes and the problems of the
negotiates labor contracts or advises unions, employees and of the employer.
requiring understanding of collective bargaining 5) Aggressive, mature and capable of
methods and its significance. giving sound advice that will be in the
 best interest of both the employer and
the employee. Rewards and Benefits for the Personnel
6) Possesses the integrity, industry and Manager
courage to earn the respect of the
employees and his employer. 1. COMPENSATION:
7) Possesses a pleasing personality and Personnel managers are typically well-
personal warmth and should be paid, receiving a competitive salary, bonuses,
approachable. and other perks based on their expertise and
experience.
The Skills Needed by Today’s HR
Professionals 2. JOB SECURITY:
The new HR professionals are expected to Personnel management is crucial in
be more professional. The following is included organizations, providing high job security and
in this: ensuring the continued need for employees as
long as there are employees.
1) A deeper understanding of management
procedures and techniques. To work 3. PROFESSIONAL GROWTH:
with other line managers, he would Personnel managers can enhance their
require this. skills and knowledge through professional
2) Other line managers receive services development programs, workshops, and
from the HR professional. He must have certification, ensuring they stay current with the
strong communication and public latest trends and best practices in HR
relations skills. management.
3) A thorough understanding of social
structures and psychology of people. It 4. LEADERSHIP AND INFLUENCE:
is a valuable tool for efficient Personnel managers, responsible for
coordination. managing human resources within an
4) He works as a labor relations consultant. organization, develop leadership skills and
It is very helpful to have a good influence decision-making processes, resulting
knowledge of labor rules and in increased job satisfaction and
regulations. accomplishment.
5) As an expert in management. All HR
managers must have a solid 5. NETWORKING OPPORTUNITIES:
understanding of management and how Personnel managers can establish
it relates to an efficient company in order robust professional networks, gaining access to
to develop strategic approaches to industry events, conferences, and associations,
issues and their solutions. which can offer valuable connections and
6) An official in community relations. potential career prospects.
Greater connections are made between 6. WORK-LIFE BALANCE:
the HR Manager and other stakeholders Organizations are promoting work-life
and the government. In order to pool balance through flexible schedules, remote
labor and provide other services, he work, and generous vocation policies,
must work with universities and other benefiting personnel managers by promoting a
organizations. healthy work-life balance.
 Career Advancement/Other Professional 6. ENTREPRENEURSHIP:
Options for the Personnel Manager: Personnel managers with an
entrepreneurial mindset may start their own HR
1. HUMAN RESOURCES consulting firm or staffing agency, allowing
DIRECTOR/MANAGER: them to build their own business and serve
Personnel managers often advance to various clients.
higher-level management roles in the HR
department, overseeing HR, developing Overall, personnel managers have a lot
strategies, and implementing policies that align of advantages and benefits to look forward to,
with the organization's goals. and the human resources industry offers a
variety of opportunities for professional growth.
2. HR CONSULTANT:
Personnel managers can become The Career Path to HR Management
independent consultants, offering their For those fresh out of college who want
expertise and guidance to multiple to advance in the field of human resources,
organizations, allowing them to work on diverse they must begin in the lower echelons of HR
projects, gain diverse experiences, and enjoy functions. They require experience in various
greater flexibility. industries or specialized HR function areas.

3. TRAINING AND DEVELOPMENT 1. ENTRANCE LEVEL – A recent college

MANAGER: graduate might begin working as a personnel
Personnel managers often transition into assistant in a small business. The following
roles specializing in employee training and abilities are required:
development, designing and implementing a.) Assisting in application
programs, assessing employee needs, and interviews.
supporting professional growth within the b.) Conducting and assessing
organization. personality evaluations and other skill
assessments.
4. ORGANIZATIONAL DEVELOPMENT c.) Helping with training and
SPECIALIST: orientation programs for new employees.
The role focuses on enhancing
organizational effectiveness, culture, and 2. SUPERVISORY LEVEL – The Personnel
change management, with personnel Assistant's capacity to acquire the abilities
managers using their HR knowledge to drive required for HR tasks will determine whether or
transformation and boost employee not they are promoted to a higher level. The
engagement. qualities and abilities are:
a.) Writing abilities for job
5. HR BUSINESS PARTNER: evaluations, work assessments, and job
Personnel managers collaborate with descriptions.
specific departments or business units as HR b.) Understanding of retirement
business partners, acting as strategic advisors benefits, mutual benefits, and leave for
to address HR-related issues and align HR vacation and illness programs for employees.
initiatives with business objectives.
 c.) He must have gained the ability environmental regulations, safety,
to counsel team members and interview job security, employee services, recreation,
candidates. and manpower demands, is crucial for a
d.) Abilities in conducting better working environment.
examinations, analyzing test findings, and
recommending applicants based on their d.) Interpersonal Team Work
fitness. The introduction of new technology in
e.) Job evaluation, wage the workplace has led to various HR
administration, and connecting pay to the issues, necessitating employee training
variations in job needs are all important. and skill development for global
f.) Abilities in identifying training competitiveness, and enhancing
needs, creating training modules, and carrying teamwork through organizational
out the same. interventions.
g.) Basic research abilities relevant
to manpower planning.
Career Path to Human Resource
3. MANAGERIAL LEVEL – The HR Management:
professional has mastered the previous
abilities at this level. However, at this time, the 1. Obtain a Bachelor’s Degree
HR department is focused on managing the
2. Gain Entry-Level HR Experience
various staff functions well. The following are
3. Pursue HR Certifications
some of the additional personnel activities:
a.) Leadership and Conceptual Ideas 4. Acquire HR Specializations
Visioning
5. Seek Higher Education
The HR manager is part of the strategic
6. Gain Management Experience
management team, assisting in planning
organizational strategies for enhanced 7. Stay Up-to-Date with Industry Trends
products and services, focusing on
8. Network and Build Professional
employee productivity and technology
Relationships
enhancement programs.
9. Display Leadership Skills
b.) Analytical of the Facts as Basis for
10. Continually Seek Professional
Decision Making
Development
The HR manager analyzes employee
development programs and seeks
solutions to improve performance for
global competitiveness. Their main
The Changing Landscape in HR
concern is transforming human
Management
resources into productive investments.
Human Resource (HR) plays a crucial
role in a company's workforce, screening new
c.) Compliance Administration and
employees, training current ones, and
Control
managing payroll. Over the past decade,
Compliance with social and legal norms
technology advancements like automation and
in the workplace, including labor laws,
artificial intelligence have made HR more characteristics. Eliminating discriminatory
efficient, but still retaining human aspects. practices, advancing diversity, and fostering an
inclusive and respectful culture are the goals of
SO WHAT DOES THE FUTURE OF HR LOOK EEO.
LIKE?
Changes in personnel values and In response to common discrimination
orientation must align with technological against women, minorities, and people with
advancements for competitive advantage. HR disabilities in the workplace, the idea of EEO
plays a crucial role in business dynamics, often emerged in the 1960s. Employees now have
overlooked. Companies may reduce costs by legal protections against discrimination on the
reducing the human workforce and installing AI basis of race, gender, religion, and other
systems. protected characteristics thanks to the Civil
Rights Act of 1964 and subsequent laws. EEO
THE RISE IN TECHNOLOGY has developed over time to include more
Technology has significantly impacted protections for people based on their sexual
HR, with businesses investing in smart tech for orientation, age, and military status.
better reporting and data analysis. As digital
HR technology becomes widespread, HR must EEO is a moral obligation as well as a legal
lead by delegating smaller tasks. duty. Because a diverse and inclusive
workplace offers a wider range of viewpoints,
Corporations can save money by ideas, and talents, it helps both employees and
improving the effectiveness of personnel employers. EEO may enhance worker morale,
management through more AI-driven HR productivity, and brand reputation by
departments. Then, this money can be used to eradicating prejudice and fostering a culture of
increase employee satisfaction and respect.
productivity.
An equitable and just workplace must be built
In conclusion, HR is changing quickly. on the fundamental idea of equal employment
The systems that businesses formerly relied on opportunities. It is not only a legal necessity but
are being replaced by AI technologies, which also a moral one that supports the ideals of
are developing at an extraordinary rate like equity, respect, and acceptance. EEO could
most other aspects of contemporary create a more hospitable and encouraging
enterprises. It will be required of HR employees work environment for all employees by
to adapt and seek refuge in new business- fostering diversity and combating prejudice.
enhancing initiatives.
WHAT IS THE BASIC PRINCIPLE OF EQUAL
EQUAL EMPLOYMENT OPPORTUNITY EMPLOYMENT OPPORTUNITY?
Equal Employment Opportunity (EEO) law
a) Equal Employment Opportunity ensures equal job opportunities based on
merit, prohibiting discrimination based on race,
The term "equal employment opportunities" sex, or sexual orientation, and prohibiting
refers to the idea that everyone should be discrimination under certain features.
treated fairly and equally at work, regardless of Any potential worker who defends his
their color, gender, religion, or other protected interests throughout all employment-related
decisions has a right to equal opportunities, or
EEO. This includes:
 Hiring and Recruitment
 Compensation and Pay Scale
 Termination
 Employment Requests
 Benefits, Bonus and Incentives
 Conditions of Employment
 Demotions
 Promotions/Transfers
 Disciplinary Measures
 Attendance and Leave Management
 Dressing and Appearance
WHAT ARE THE ADVANTAGES OF EQUAL
EMPLOYMENT OPPORTUNITY?
1. Improves Overall Recruitment Funnel
Organizations can establish an open
and transparent recruitment process
implementing equal employment opportunity in
HRM, preventing potential employees from
applying for better prospects.
2. Boosts Customer Satisfaction
Employee contributions to
organization's success ensure a safer, friendly
workplace, leading to improved service,
customer retention, and satisfaction.
3. Promotes Employee Engagement
The EEO law promotes open
communication and respect among employees,
fostering a friendly culture that values diversity
and encourages collaboration regardless of
race, gender, religion, or hierarchy.
WHAT TYPES OF DISCRIMINATION DO EEO
LAWS COVER?
Here’s a list of the main EEO categories
employers need to abide by:
 Age
 Disability
 Equal Pay/Compensation
 Genetic Information
 Harassment
 National Origin
 Pregnancy
 Race/Color
 Religion
 Retaliation
 Sex
 Sexual Harassment
a.1) Labor Code of the Philippines
In the Philippines, employment practices
and labor relations are governed by the Labor
Code of the Philippines. In the course of his
legitimate legislative authority, President
Ferdinand Marcos passed it on Labor Day of
1974. The code outlines the procedures for
by hiring and firing private employees, the terms
of employment such as the number of hours
that can be worked in a day and overtime pay,
employee perks such as vacation pay and
retirement benefits, and the rules for organizing
and joining labor unions as well as for
an engaging in collective bargaining.
The Labor Code safeguards labor rights,
prohibiting termination of private employees for
authorized reasons, recognizing trade union
rights, and allowing strikes as long as they
comply with strict requirements, with illegal
strike organizers potentially facing dismissal.
a.2) Civil Service Commission
The Civil Service Commission (CSC) is a
constitutionally mandated agency in the
Philippines, established in 1900 and tasked
with overseeing the integrity of government
actions and processes, encompassing policies,
plans, and programs for civil service
employees.
It operates 16 regional offices around the
nation.
 The Commission on Elections and the
Commission on Audit are the other two
constitutional commissions.

b) Rights and Privileges of Persons with

Disability

The UN Convention on the Rights of

Persons with Disabilities (CRPD) aims to
ensure equal enjoyment of human rights and
fundamental freedoms for all disabled
individuals.
The rights of persons with disabilities
include:
 Full realization of all human rights
and fundamental freedoms
 Reasonable accommodation
 Consultation and involvement
 Live independently and take part in
all aspects of life
 Equal protection and equal benefit of
the law
 Live, take part and be included in the
community
 Habilitation and rehabilitation
 Respect for the family
 Right to education
 Right to health
 Work and employment
 Adequate standard of living and
social protection

c) Gender Equality Employment

Opportunities