“Hire character.

Train skill”
-Peter Schutz
 LEARNING GOALS

The introduction to human resource

management aims to introduce the
participants/students to the Human
Resource Management (HRM) and
explain its evolution over the years, the
role of HRM in PNP organization, the
major HRM activities and functions,
and the 13 steps in the HR life cycle.
 LEARNING OBJECTIVES

After the lecture, the participants shall be

able to:
1. Define HRM and explain its evolution over
the years;

2. Explain the role of HRM in organizations;

3. Discuss the major HRM activities and

functions; and

4. Explain the 13 Steps in the HR life cycle.

 SEQUENCE OF PRESENTATION

Role of HRM in PNP 13 Steps in the HR Life

organizations Cycle

01 03
Define Human Resource
04
Major HRM
Management (HRM) and
explain its evolution
02 activities and
functions
over the years
 DEFINE HUMAN RESOURCE MANAGEMENT (HRM)

It is a strategic and coherent

approach in the
administration of an
organization’s most valued
assets – the people working
therein who individually and
collectively contribute to the
achievement of its objectives.
 DEFINE HUMAN RESOURCE (HR)
The people who work for or
contribute in the attainment of
the organization’s mission and
objectives.
 HRM

HR M HRM
Human Resource Management Human Resource Management
 EVOLUTION OF HRM

Reference:
Evolution and History of Human Resource Management by Sumit Thakur on July 4, 2021.
 EVOLUTION OF HRM

Post independence
period
(after 1948 – 1990s)
Post Industrial
Revolution (after
1850 to 1947)
Period of
Industrial
Revolution
(1750 to
Period 1850)
before
industrial
revolution
EVOLUTION OF HRM
 THE ROLE OF HRM IN PNP ORGANIZATION
 The role of HRM in PNP organization is to maximize both
employee and organizational potential .
 Responsible for serve or look after the society or common
person.
 The police is playing an important role to providing a peaceful
and secure atmosphere in the society.
 For fulfillment of the objectives, the police organization is
required good human resource management which includes
recruitment, selection, training, promotion, placement, job
analysis, job evaluation, and retirement.
 The police organization imparted various types of training to
their personnel for more effective and efficient working.
 HUMAN RESOURCE MANAGEMENT (HRM) MAJOR ACTIVITIES

Human Resource Management is an

organizational process that involves
major activities:

1. Acquisition
2. Development
3. Motivation
4. Maintenance of Human Resource

It involves designing a management

system to ensure that human talent is
utilized in an effective manner, to
accomplish organizational goals.
 FUNCTIONS OF HRM
1. Human Resource Planning
2. Recruitment and Selection
3. Training and Development
4. Compensation and Benefits
5. Performance Management
6. Reward and Recognition
7. Health and Safety
8. Industrial Relations
9. Career and Succession
Planning
10.Retirement
 THE 13 STEPS IN THE HR LIFE CYCLE
• HRM lifecycle is a concept in
human resources management
that describes the stages of an
employee's time with a given
organization and the
responsibilities of the human
resources department at each
stage.

• The HR life cycle, or HR cycle, is

the continuous process of
integrated HR activities. The HR
life cycle integrates both the HR
strategy creation and execution
with the employee life cycle.
 THE 13 STEPS IN THE HR LIFE CYCLE
1. Organizational Strategy – the organizational strategy translates to several strategic priorities,
which are then translated into the HR strategy
2. HR Strategy – in this stage, the organizational strategy is translated into the people or HR
strategy
3. Organizational design – Organization strategy and HR strategy then need to be translated
into an organization designed for success.
4. Job design – Job design is the process of creating jobs that help to achieve organizational
objectives while being motivational for the individual employee. This process involves job
analysis, a competency analysis, and the (re) designing of the job.
5. HR planning – HR planning revolves around forecasting employee demand and supply.
Demand will be influenced by the organizational strategy. Similarly, supply is influenced by
the internal and external supply, retention capacity, and the common characteristics of
current employees. Based on supply and demand a personnel action plan will be
established. This can involve active recruiting, internal movements, reskilling, and a push for
automation, or a hiring stop, earlier retirement and severance packages.
 THE 13 STEPS IN THE HR LIFE CYCLE
6. Vision and culture – Culture starts with a clear vision of what the organization will be “one
day”. The culture is the more operational execution that helps to achieve that vision.
7. Recruitment and selection – this is where the employee life cycle starts. The first stage is
recruitment and selection. This is about attracting talent and selecting the best.
8. Onboarding and induction – employee induction, also known as employee orientation,
revolves around bringing employees up to speed and giving them all the information they
need to do their work well. Similarly, employee onboarding is about bringing people up to
speed. This is the journey from the employee joining until the employee is at optimum
productivity levels.
9. Assessment and appraisal – in this stage of the human resource life cycle, performance
management comes in. Employees are assessed and are given feedback to improve their
performance. The performance management cycle mostly focuses on setting goals and
monitoring of progress in these goals. When goals are not reached or new skills are
needed, employees will be developed, and when goals are reached, the employee will
be rewarded for good performance.
 THE 13 STEPS IN THE HR LIFE CYCLE
10. Training and development – this stage of the Human Resource cycle is all about the
development of employees. This is done to improve their current skills, teach them skills
they need in order to qualify for a promotion, or general upskilling because changing
times require changing competencies.
11. Engagement and reward – employee engagement is a positive, work-related state of
mind, characterized by vigor, dedication, and absorption.
12. Career management – Career management and career pathing are a great way to help
the employee grow professionally. If an employee has the ambition to be promoted he or
she has to go through multiple work experiences to get there. Planning their career path
will help them stay motivated, learn faster, and perform better so that they can land their
dream job.

13. Exit – the final stage in the Human Resource cycle is the exit. This is when an employee exits the
organization.
“Human resources are like
natural resources; they’re
often buried deep. You
have to go looking for
them; they’re not just lying
around on the surface.”
-Ken Robinson
END OF PRESENTATION