HUMAN RESOURCE MANAGEMENT

LEARNING LOG 2

NAME: JAMES CARL P. SAGANG

Please answer the following guide questions. You have until TODAY, OCTOBER 1, 2023 to TURN IN your
LEARNING LOG 2.

1. Reflect on your experiences in today’s class and the teacher's approach to class management,
discussion, presentation, and drawing students' engagement. Discuss specific strategies or techniques
employed by the teacher that you found particularly effective in enhancing your learning experience on
Human Resource Management.

According to Peter Drucker, “Learning is a lifelong process of keeping abreast of

change. And the most pressing task is to teach people how to learn.” Today’s discussion is quite
interesting and entertaining at the same time. It is because the topics being discussed was
actually a reality check to the existing human resource management of every organization. And
students were able to absorb the importance of human resource management.

During the class discussion, Dr. Edzen effectively discussed the history, roles and
models of human resource management. From his discussion, we, the students, were able to
reflect and check our existing human resource management set-up that we belonged to. He
kept every student involved in the discussion by employing simple and effective methods.
Asking possible questions and follow-up questions helped the students’ retention about the
topic. It was a common but yet an effective way to know if the students were still following or
catching up to the class discussion. Aside from that, he highlighted and emphasized some
important points and ideas. For example, he highlighted some major contributions of notable
individuals like Henri Fayol, Frederick Taylor, and Max Weber. Dr. Edzen regularly gave
illustrations of the idea by giving actual scenarios and examples to connect with. He also gave
emphasis on the history of human resource management with its evolution, roles and models.
Based on the discussion, students were able to realize how far the current human resource is
from the ideal one.

Overall, Today’s discussion was productive and enjoyable because the class was able to
capture the beauty and importance of human resource management. Human resource
management’s function is not just in an administrative area but more importantly in the strategic
area which greatly gives an impact in the success of every organization. The HR department is
the talent searcher for every organization that will set and drive the future of organizations.
Because it is said that even how good the operation and financial performance of the
organization is, if that organization is unable to maintain or unstable about its employees as a
resource of the company then that organization will face future instability if employees decide to
leave the company due to several HR reasons.
2. Examine the historical evolution of Human Resource Management (HRM) and its changing roles
within organizations. Drawing from your professional experience or the organization you are associated
with, provide specific examples of how HRM functions have evolved. Discuss the impact of these
changes on organizational performance, employee engagement, and strategic decision-making.
Additionally, reflect on the potential future trends in HRM that may influence your organization.

Human Resource Management has undergone many changes over the years. Just
because we do not have the title of HR manager doesn’t mean we won’t perform all or at least
some of the HRM tasks and functions. From what we have learned, It is encouraged that every
personnel has a capacity and must have a background of what human resource management is
all about. We must keep in mind that many functions of HRM are also tasks other department
managers perform, which is what makes this information important, despite the career path
taken. These changes have been driven by shifts in the business environment, technology, and
societal expectations.

Human Resource Management plays a more strategic role rather than administrative
role. Normally, HRM focused on administrative tasks like record-keeping, payroll, and
compliance. It was primarily a support function, ensuring employees were paid accurately and
that organizations complied with labor laws. For example, HR departments mainly focused on
hiring and firing employees (even in reality, they keep pressuring an employee until that
employee tenders its own resignation letter to the company or organization), handling
paperwork related to employee benefits and compensation, and maintaining employee records.
But HRM shifted towards improving employee morale and relationships. The focus was on
understanding and addressing employees' emotional needs and motivations, aiming to enhance
productivity through better working conditions and communication. Today, HRM is the main
contributor to the longevity of one employee. This is very important and true because an
employee nowaday is looking for a WORK-LIFE BALANCE which addresses the other needs of
the employee as an individual and as a human being. Designing training programs, workshops,
and team building activities will help to strengthen the relationship of employees to the other
employees and organization which will have a positive impact and help in the stabilization of
the company. Giving what is due and extra benefits to the employees will motivate them more to
achieve the company’s goals, mission, and vision. Aside from that, The evolution of HRM has
been closely tied to organizational performance. As HR functions became more strategic, they
contributed to better talent management, improved employee engagement, and ultimately,
enhanced performance of the individual. HR's shift toward strategic HRM has made it an
integral part of decision-making at the executive level. HR data and insights now influence
decisions related to resource allocation, market expansion, and restructuring. Considering
historical data will also help the company and learning from the past failures or lapses can be a
strong basis in establishing and developing a decision-making process.

Accordingly, the HRM evolution will be significant over the years, from an administrative
function to a strategic partner in organizations. This evolution has had a positive impact on
organizational performance, employee engagement, and strategic decision-making. To remain
effective, HR departments must continue to adapt to future trends, such as remote work,
ongoing skills development and be open to new ideas. Current and more on Future trends, like
remote and Hybrid Work, will require HR to develop new policies and practices to support these
models. And above all, The rapid pace of technological change will necessitate continuous
learning and development initiatives to ensure employees have the skills needed for the future.

3. Analyze the Pinwheel Model and framework of Human Resource Management (HRM) that has been
discussed. Reflect on how your current or previous organization aligns with this model. Discuss the
strengths and weaknesses of the model employed in your organization and its impact on organizational
effectiveness. Based on your analysis, provide recommendations for potential improvements or
adjustments in HRM practices to better meet the organization's strategic goals and objectives.

Pinwheel model is the ideal structure or a framework that illustrates various HR

functions. It will serve as a guide of the organization in functioning in a more effective and
efficient way as more strategic activities are planned rather than administrative functions. Each
of these functions plays a crucial role in managing an organization's human capital. The model
also provides functions with a corresponding set of activities that will help the company ensure
its success in terms of human resource management. And the most important, how they interact
with each other and the overall business strategy.

During my employment with the top retailing store in the Philippines, SM (Shoe Mart)
Department store or The SM Store, one of the conglomerates of SM Retail Inc and SM
Investments. From strategy and planning to employee and labor relations, I observed that the
company mostly practiced and implemented standards based on DOLE’s policies, rules and
regulations. For example, in strategy and planning, the company deploys several studies and
analyzes available historical data to implement a plan. The company uses generative reports as
the basis and project if the plan is feasible and also the company conducts several consultations
to the experts inside and outside in the organization to ensure the risk of failure is very low.
Then for compliance, The management ensures that regulatory compliance is properly
addressed to avoid and to prevent future complications especially regarding the tax compliance.
Compliance will help the company to avoid paying tax’s penalty and surcharges due to non-
compliances detected by Bureau of Internal Revenue (National Tax) or Local Government Unit
(licensing or local tax). Even if the reports are generated through a system, the checking and
preparation of the actual reports is manually created or filed to detect errors in application of tax
rates and tax base. In talent management, the company is conducting several and numerous
job fairs to capture best talents and candidates that are suitable for the company’s needs. The
company conducts and employs a third party organization to facilitate the background
investigation of all qualified candidates that passed in the first screening or interview. As to
training and development, the company participates in this area with the help of its learning and
development team through SM academy that aims to enhance the skill of all employees. The
company partnered with the UP YOUR SERVICE program to help everyone in the organization
of how to deal with inside and outside customers. In the career development or planning, the
company encourages individuals to absorb everything in the operation to get ready for the future
promotions. When conducting appraisals, The employee will be appraised once a year and
will be part of the basis in granting merit increase or salary increase for the next year. An
employee will be rated by the immediate supervisors or managers only which is not only
the ideal party to rate to avoid biases. I do recommend and agree with Dr. Edzen that in this
area, the appraisals must be rated by various parties that have direct involvement with the
ratee.Then as to rewards, the company provides standard compensation and even high of what
is in the market rate. SM always pays the employee what is due for them. Giving 13th month
pay and even half of 13th month pay as a bonus for all levels of employees every before 15th of
December. Then as to safety and health, all regular employees were given additional HMO
benefits which allows every employee to maximize this benefits package in time of emergency.
Lastly, employee and labor relation, the company is compliant when it comes to DOLE policies
to prevent and to avoid future lawsuits. In totality, the company follows the ideal functions set by
the pinwheel model.

While the model outlines key functions, in practice, organizations may struggle to
integrate these functions effectively. In my previous organization, there were occasional
disconnects between recruitment, development, and maintenance, leading to suboptimal
results. For example, in recruitment, it was sometimes done by the head office (Manila) which
failed to consider local behaviors of the employees that later on were assigned in the different
areas. Valuable framework for understanding and organizing HR functions, but its effectiveness
depends on how well it is applied and integrated within an organization. Addressing
weaknesses and continuously adapting to the evolving HR landscape can help organizations
better leverage this model to achieve their strategic goals and enhance organizational
effectiveness. To wrap up, even how big or small an organization if the company did not listen to
each other, that miscommunication will be a problem that needs to be addressed and the cycle
will just continue until it is properly addressed. So the key is to have effective communication
with all levels of the organization.