MBA Written Report MBA 208

Republic of the Philippines
City of Taguig
Gen. Santos Avenue, Central Bicutan, City of Taguig
Taguig City University

CHAPTER 7 - Other Functions of HRM
7.1 Managerial Functions
7.1.1 Planning
7.1.2 Organizing
7.1.3 Directing
7.1.4 Controlling
7.2 Advisory Functions
7.2.1 Advising Top Management
7.2.2 Advising Department Heads
7.2.3 Advising Middle Management
7.2.4 Advising Subordinates
7.3 Operative Functions
7.3.1 Employment
7.3.2 Compensation
7.3.3 Development
7.3.4 Working Conditions and Welfare
7.3.5 Motivation
7.3.6 Personal Records
7.3.7 Separation
7.3.8 Industrial Relations

City of Taguig

Learning Objectives
After reading this chapter, you should be able to:
1. Other functions of human resource management
2. Define the other functions of human resource management.
3. Explain the other functions of human resource management.
4. Summarize the other functions of human resource management.
Learning Outcomes
After studying this chapter, you should be able to:
1. After the presentation, students will be able to identify the other functions
of human resource management.
2. As a result of the presentation, students will be able to describe and
discuss the functions of human resource management.
3. Explain and cite some of the examples of basic functions of human
resource management experience inside the workplace.
4. Lastly, the student will be able to apply their key takeaways in their
everyday corporate life.
Motivational Activity (2 truths and 1 lie)
My name is Lori Edwards, I’m the director of product at Niche, an Ed-tech
company specializing in school search, and have been in the product for over 7
years. The one thing I love most about Product is watching an idea come to life
City of Taguig

and a person using it for the first time. Outside of work, you will find me inspiring
the next generation of wealth through financial literacy and you may even see me
bowling on CBS.
Today we are going to play a little game, called 2 truths and a lie. Many of
you are probably familiar with this little game but for those of you who aren’t. I am
going to give you 3 statements and you are going to pick which one you think is
the Lie.
All right, get your chat ready–
1. When I started managing people, my day-to-day work became completely
different.
2. Every week I’m presented with at least 1 difficult conversation.
3. Once I became the manager of my team, I had control of our strategy and
roadmap.
Let's see how you did:
1. When I started managing people, my day-to-day work became completely
different.
2. This is True! You’ve moved from player to coach, and you now execute
through influence, ultimately equipping and trusting others rather than
doing it yourself.
3. Every week I’m presented with at least 1 difficult conversation.

City of Taguig

4. This is also true! Some difficult conversations are in your control and
others are not but it's still up to you to effectively communicate these to
your team.
5. Once I became the manager of my team, I had control over our strategy
and roadmap.
6. You guessed it! This is a lie. You will be spending your time influencing
and making tradeoffs with other leaders across the org so collectively you
all can achieve the company’s goals.
Recall
Recall a true-to-life work experience, Have you ever encountered a
situation at your workplace where you needed help in a certain situation (conflict,
payroll issue, contract issue, legal matters & etc.) Who did you turn to? Why did
you turn to them?
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Human Resource Management can be defined as “a strategic approach to
acquiring, developing, managing, motivating and gaining the commitment of the
organization’s key resource – the people who work in and for it.” (Michael
Armstrong, 1997)
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Figure 1. HRM Functions
There are four generally accepted functions of management.
Figure 2. Managerial functions of HRM

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 These functions work together in the creation, execution, and realization
of organizational goals.
 The four functions of management can be considered a process where
each function builds on the previous function.
 To be successful, management needs to follow the four functions of
management in the proper order.
 Managers first need to develop a plan, organize their resources, and
delegate responsibilities to employees according to the plan, then lead
others to efficiently carry out the plan, and finally evaluate the plan’s
effectiveness as it is being executed and make any necessary
adjustments.
Planning
1. Designed to recruit potential employees, hire and train them, and then
support them in improving their performance so they can reach their full
potential and help the organization achieve its targets.
2. Is a continuous, data-driven process to make sure that the organization
has the right people in the right place at the right time to achieve its
strategic goals.
3. Management makes strategic decisions to set a direction for the
organization. Managers can brainstorm different alternatives to achieve
the objective before choosing the best course of action.

City of Taguig

4. Managers usually evaluate internal and external factors that may affect
the execution of the plan, such as economic growth, customers and
competitors. They also establish a realistic timeline for achieving the goal
or goals based on the organization’s available finances, personnel and
resources.
SEVERAL APPROACHES TO PLANNING
STRATEGIC PLANNING
This type of planning is often carried out by an organization’s top
management and usually creates goals for the entire organization. It analyzes
threats to the organization, evaluates the organization’s strengths and
weaknesses, and creates a plan of how the organization can best compete in
its environment. Strategic planning usually has a long timeframe of three
years or more.
TACTICAL PLANNING
Tactical planning is the shorter-term planning of an objective that will take a
year or less to achieve. It is usually carried out by an organization’s middle
management. Tactical planning is usually aimed at a specific area or
department of the organization such as its facilities, production, finance,
marketing or personnel.
City of Taguig

OPERATIONAL PLANNING
Operational planning is the process of using tactical planning to achieve
strategic planning and goals. Operational planning creates a timeframe for
putting a portion of the strategic goal into practice operationally.
Organizing
1. Responsibility for assigning various functions to different individuals.
2. Responsibility for delegation of authority, keeping in mind the task
assigned.
3. Responsibility for the coordination of activities of different individuals.
Directing/Leading
1. Leading consists of motivating employees and influencing their behavior
to achieve organizational objectives.
2. Leading focuses on managing people, such as individual employees,
teams and groups rather than tasks.
3. Managers who are successful leaders usually connect with their
employees by using interpersonal skills to encourage, inspire and
motivate team members to perform to the best of their abilities.
Managers usually incorporate different leadership styles and change their
management style to adapt to different situations.
Examples of situational leadership styles include:

City of Taguig
Directing: The manager leads by deciding with little input from the employee.
This is an effective leadership style for new employees who need a lot of initial
direction and training.
Coaching: The manager is more receptive to input from employees. They may
pitch their ideas to employees to work cooperatively and build trust with team
members. This style of leadership is effective for individuals who need
managerial support to further develop their skills.
Supporting: The manager decides with team members but focuses more on
building relationships within the team. This style of leadership is effective for
employees who have fully developed skills but are sometimes inconsistent in
their performance.
Delegating: The leader provides a minimum of guidance to employees and is
more concerned with the vision of the project than day-to-day operations. This
style of leadership is effective with employees able to work and perform tasks on
their own with little guidance. The leader can focus more on high-level goals than
on tasks.
Controlling
1. Controlling is the process of evaluating the execution of the plan and
adjusting ensure that the organizational goal is achieved.

City of Taguig
Taguig City University 10
2. During the controlling stage, managers perform tasks such as training
employees as necessary and managing deadlines.
3. Managers monitor employees and evaluate the quality of their work.
4. They can conduct performance appraisals and give employees feedback,
providing positive remarks on what they are doing well and suggestions
for improvement. They may also offer pay raise incentives to high-
performing employees.
Managers may need to adjust such as:
STAFFING ADJUSTMENTS
Managers may need to make challenging decisions such as whether to reassign
an employee who produces low-quality work to a different task or dismiss them
from a project. They may also need to add additional team members to meet an
organizational goal if they conclude that the team is understaffed. If this is the
case, they may also need to consult with organization executives to secure more
funding.
BUDGET ADJUSTMENTS
Managers monitor the budget and resources to ensure that they are using the
resources available and not going over budget.

City of Taguig
ADVISORY FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
HRM team can advise departmental heads on various matters such as
workforce planning, job analysis, job design, recruitment, selection, placement,
training, and performance appraisal. This guidance helps departmental heads
make informed decisions about their workforce, ensuring that they have the right
people in the right positions and that employees are adequately trained and
evaluated.
Human Resource Management is an expert in managing human
resources and so can advise on matters related to human resources of the
organization.
The HRM experts guide and advise the top management and
departmental heads.
The HRM experts guide and advise the top management and
departmental heads. The HRM team can recommend the top management in
formulating and evaluating personnel programs, policies, and procedures. This
helps to align the HR strategies with the overall organizational goals and
objectives.
The advisory function of Human Resource Management is essential for
organizations to manage their human resources effectively. The HRM team’s

City of Taguig
expertise can be utilized to guide and support decision-making at all levels of the
organization, resulting in a more efficient and productive workforce.
1. ADVISED TO TOP MANAGEMENT
The personnel manager advises the top management in the formulation
and evaluation of personnel programs, policies, and procedures.
2. ADVISED TO DEPARTMENTAL HEADS
The personnel manager advises the heads of various departments on
matters such as manpower planning, job analysis, job design, recruitment,
selection, placement, training, performance appraisal, etc.
3. ADVISED TO MIDDLE MANAGEMENT
• The personnel manager advises the middle management in developing
and implementing day-to-day routines for a specific office, branch or
department
• Monitoring employee performance
• Assigning and supervising specific work tasks
• Making sure that processes and procedures comply with the overall
organization’s guidelines
• Inspiring and encouraging employees to perform their best

City of Taguig
• Producing ideas to improve productivity at a specific business location or
in a specific department
• Recruiting and retaining hourly or salaried employees
• Interpreting the strategy of top-level management and translating it into
everyday policies
• Allocating resources within a branch, office or division
• Reporting issues and performance up the chain to top-level management
4. ADVISED TO SUBORDINATES
Advising on workforce planning strategies to ensure the organization has
the right talent in the right roles at the right time. This includes analyzing
workforce demographics, skills inventories, and talent pipelines to anticipate
future workforce needs and address potential talent shortages.

City of Taguig
Figure 3. The Operative Functions of HRM
The operative functions are those tasks or duties or functions that a
company entrusts to the human resource or personnel department. These
include employment, development, compensation, integration, and
maintenance of personnel of the organization.
1. Employment
This step involves finding candidates who can turn into employees and
is a perfect fit for the organization. It also involves recruiting someone with a
proper skill set and understanding the number of persons needed to fulfill
the organization's goal. Some of the steps involved in this sub-sect of operative
functions are recruitment, selection, and personnel placement.
2. Compensation
As the name suggests, this is a step involved with determining the
remuneration amount for an employee in exchange for their contribution to the
organizational goals. As an aspiring HR manager, it is essential to remember that
the remuneration can be monetary or non-monetary rewards. Certain factors
influence the remuneration of an employee. They are:
• Requirement of the job
• Basic needs
• Legal provision
• Organization’s capacity to pay

City of Taguig
3. Development
This function can be described as a follow-up of the employment function.
Under this, the HR manager is responsible for training the new employees
properly. They must teach each employee properly to ensure their skill sets are
utilized appropriately. It is also a process that lays the foundation for developing
an employee in a way that can help them climb the ladder within the
organization.
4.Working Conditions and Welfare
The function of the HR department doesn't end with just hiring someone
and training them. There is much more to that situation; it involves creating a
workspace where employees feel comfortable and motivated to work. An HR
manager's job is to ensure appropriate workplace conditions. They need to
ensure that the workspace is safe and healthy for employees. As an HR
manager, one has to provide all the services related to the employees' physical,
mental, and social welfare. Some of the aspects are:
 Cafeteria
 Restrooms
 Group insurance
 Education for children of employees
 Counseling
 Recreational activities
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5. Motivation
Keeping employees motivated is among the key functions of the human
resource department. It has been seen that employees often hold back from
relating to the overall organizational goal because they don't feel motivated
enough. The HRM department's responsibility is to create such an environment
where the employees feel adequately motivated to give their best.
6. Personal Record
An employee's journey is documented right from the day they joined. It is
the HRM department's responsibility to maintain the personnel records. The
records contain information on their appointment, training, appraisal, promotion,
transfer, achievement, and other things related to the organization. Other than
these, the department also maintains records to ensure that employees follow
the organization's policies properly.
7. Separation
When an employee decides to leave a company or retire, it is the job of
the HRM department to handle the separation of that person from the
organization. Also, the personnel manager is the one who handles the retirement
benefits for employees who are retiring from the office.
8. Industrial Relations
No one can work alone. It is also true for an organization that has to stay
in touch with several other bodies to ensure its smooth working. A human
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resource manager is responsible for maintaining relationships with other
industries. As an HR manager, one can help in several things, like collective
bargaining, settlement of disputes, and joint consultation. Furthermore, their job
is to maintain an efficient relationship with the labor union or other concerned
bodies.
Generalization
Human Resource is a very dynamic and power-packed role. An HR
professional acts as the liaison between the employee and the company and has
the power to change lives and make employees’ experiences better in an
organization. It is a vital arm of an organization and is not restricted to only hiring,
which is a common misconception amongst the public. These functions
encompass the role of an HR professional in an organization and can help you
decide if you want to take this life-changing role.
Reflection and Synthesis
Personally, my reflection on studying the functions of human resource is
that I discovered that HR does not only handles things like recruiting and firing.
Their jobs are way broader than most common misconceptions employees have.
The HR department is one of the most important parts of any company. It is not
about hiring and firing only; it is responsible for employee and labor relations,
salary and benefits, workplace safety and health, and talent development.
City of Taguig
Furthermore, human resource management is one of the most crucial aspects of
any business.
Feedback
Human resources functions cover many parts, namely strategy and
planning, equal employment opportunity, talent acquisition, talent management,
total rewards, risk management and worker protection, and employee and labor
relations. I firmly believe that every company should not ignore or only focus on
certain parts, because every part of the human resources functions is very
important, all of which will seriously affect the company's existing or potential
employees and even the company's reputation. In my opinion, I would like to
suggest that more and more companies should practice human resources
functions as early as possible because all of these are the basic needs of the
company to survive and grow in today's competitive market. Please bear in mind
that talent acquisition is important, but retaining your current talent is equally
important.
Bio-note of Speaker
Daniella Mariz Lamptey is currently a Recruitment Specialist II at PSG
Global Solution. A proud graduate of Taguig City University with a Bachelor’s
Degree in Tourism Management and currently pursuing a Masters Degree in
Business Administration. She was inspired by traveling, adventures, and an
interest in the business which led her to take up these courses.

City of Taguig
She was awarded as one of the Q4 2022 Elite Awardees at PSG Global
Solutions and was also recognized as an employee with an unwavering
commitment to integrity, ethics, and honesty.
Ms. Lamptey received notable awards in her college years including
Breakthrough Research Awardee in Thesis Writing, and Leadership Awardee,
She was also awarded as the Champion for the De La Salle University
Dasmarinas, Turismo Skills Competition 2018 Flight Safety and Demonstration.
She also served as the Vice President for External Affairs for the Tourism
Society for 2 consecutive years as well as the Business Manager of the Tourism
Society year 2017 and 1st year representative of the Tourism Society year 2016.
In her prime years, she was also a talent, a model, and a beauty queen
with 12 prestigious titles namely
• *Luminous Artist and Model
• * Ramp Walk Philippines 2014 -2nd Runner Up
• *Runway Campus Top Model Grand Winner 2015
• *Ms. Binalayan 2016 - Title Holder
• *Ms. Rizal Tourism 2016- 1st Runner Up
• *TCU-CHTM Ms. Ecotourism 2017- Title Holder
• *Ms. Taguig City University 2017- Title Holder
• *Ms. Tourism Student Philippines 2017 @ De La Salle University Dasma
• *Ms. ALCU-AA 2017

City of Taguig
• *Ms. Mandaluyong 2017 - Title Holder
• *Ms. Millennial Mandaluyong 2017 for the noon time show Eat Bulaga -
GMA
• *Ms. Hannah’s World Tourism Philippines 2018 Official Candidate
In addition, she was also an inspirational speaker at Andres Bonifacio
Integrated School Mandaluyong to fight Cyberbullying during the ABIS Digital
Citizenship with Digital Thumbprint Event. A volunteer for the HIV Save Sexy
Campaign, also she does several community extensions around communities in
Taguig City as well as an event organizer and host.
Her professional experience includes:
• Receptionist and F&B staff at Artina Zobel Residences
• Onboard Stewardess at Starlite Ferries Incorporated
• Research Specialist and Sensory Evaluator at Century Pacific Foods Inc
• Directory Assistance Representative at E-Teleconncet Incorporated
• Receptionist at Fitness District Philippines
• Toll Associate at Metro Pacific Tollways Corporation- Cavitex
• Concierge at Azure Urban Resort And Residences
References
• https://www.aihr.com/blog/human-resources-functions/
• https://go-better.com/blog/hrm-functions/
• https://www.jotform.com/blog/functions-of-human-resource-management/
City of Taguig
• https://www.mygreatlearning.com/blog/human-resource-management/
• https://www.simplilearn.com/functions-of-hrm-article
• https://www.umassglobal.edu/news-and-events/blog/key-functions-of-
human-resources
• https://www.knowledgehut.com/blog/others/function-of-hrm
• https://www.indeed.com/career-advice/career-development/basic-
functions-of-management
City of Taguig

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Republic of the Philippines

Taguig City University

7.1 Managerial Functions

7.2 Advisory Functions

7.2.1 Advising Top Management

7.2.2 Advising Department Heads

7.2.3 Advising Middle Management

7.2.4 Advising Subordinates

7.3 Operative Functions

7.3.4 Working Conditions and Welfare

7.3.6 Personal Records

7.3.8 Industrial Relations

Taguig City University

After reading this chapter, you should be able to:

1. Other functions of human resource management

2. Define the other functions of human resource management.

3. Explain the other functions of human resource management.

4. Summarize the other functions of human resource management.

After studying this chapter, you should be able to:

of human resource management.

2. As a result of the presentation, students will be able to describe and

discuss the functions of human resource management.

3. Explain and cite some of the examples of basic functions of human

resource management experience inside the workplace.

everyday corporate life.

Motivational Activity (2 truths and 1 lie)

My name is Lori Edwards, I’m the director of product at Niche, an Ed-tech

Taguig City University

All right, get your chat ready–

1. When I started managing people, my day-to-day work became completely

2. Every week I’m presented with at least 1 difficult conversation.

Let's see how you did:

1. When I started managing people, my day-to-day work became completely

through influence, ultimately equipping and trusting others rather than

3. Every week I’m presented with at least 1 difficult conversation.

Taguig City University

all can achieve the company’s goals.

Recall a true-to-life work experience, Have you ever encountered a

you turn to them?

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Human Resource Management can be defined as “a strategic approach to

acquiring, developing, managing, motivating and gaining the commitment of the

Taguig City University

Figure 1. HRM Functions

There are four generally accepted functions of management.

Figure 2. Managerial functions of HRM

Taguig City University

 The four functions of management can be considered a process where

each function builds on the previous function.

 To be successful, management needs to follow the four functions of

management in the proper order.

 Managers first need to develop a plan, organize their resources, and

delegate responsibilities to employees according to the plan, then lead

effectiveness as it is being executed and make any necessary

potential and help the organization achieve its targets.

2. Is a continuous, data-driven process to make sure that the organization

3. Management makes strategic decisions to set a direction for the

organization. Managers can brainstorm different alternatives to achieve

the objective before choosing the best course of action.