PRINCESS ALEN A.

CABUNOC, RMT
MASTER IN PUBLIC ADMINISTRATION

MPA 206 HUMAN RESOURCE MANAGEMENT- ASSIGMENT 01

PROFESSOR ABRAHAM A. PASCUA

EVOLUTION OF PERSONNEL MANAGEMENT TO HUMAN RESOURCE MANAGEMENT IN THE

PHILIPPINES

Personnel management has limited role which only pattern in Industrial Age, where people
work more in mass production and the management does not invest much towards human asset.
Human resource management is the new practices which obliterate traditional personnel
management functions, shouldered broader responsibilities for the welfare of its people that make it
as integral part of the strategic development of the organization.

It was only in the early 1950s that is gradually gained acceptance and recognition in private
business and industry. For it to gain acceptance and recognition three conditions need to exist:

1. Top management must be convinced that personnel management is needed in its

business operations
2. Qualified personnel administrators must be available
3. Personnel administrators must demonstrate their capacity to contribute to the
company’s objectives and goals.

Top management is too often unaware of what personnel work is and what it can do to
promote effective management.

 As a result, personnel management is usually given only minor role in business

affairs.
 The lacks of qualified personnel executives complicate the problem.
 Even when management sees that a good personnel department is desirable, not
enough qualified personnel management practitioners are available to run for it.
 With the supply – demand gap for personnel administrators, many ‘personnel
specialist” without adequate preparation have entered the field, messing up some
personnel programs because of amateurism or plain lack of understanding of what
personnel work is.

HISTORY

 National Cash Register Co - there are different claims where and how the HRM began, but It's
believed that the first personnel management department began at the National Cash
Register Co
 In pre-Spanish and Spanish occupation, the "mayordomo system" of the foreign groups took
on a master-servant type of relationship with no written codes used as guidelines. The
relationship that existed was between master and domestic servant or laborer. At that time,
the natives were generally illiterate. Thus, they were veritable preys to abuses.
 U.S.A. 1920 - it also happened in the US, during the 1920s, when largely concerned with the
technical aspects of hiring, evaluating, training, and compensating employees and was very
much a "staff" function in most. Although, America gives importance to raised education,
there is no labor laws were passed against oppressed women and child labor conditions. But
America introduced “unionism” to anchor for protection of workers’ rights for the farmhands
and industrial workers, aside from oppressive working conditions, suffered from lack of
proper avenues for ventilating their grievances, exacerbated by their fear of losing their jobs.
 Post War II- The period after the war saw a change of tide in favor of personnel
management. In Fact, “Its development and growth in the Philippines is primarily a post-war
phenomenon which Sison attributes to:
o The increasing complexity of business operations
PRINCESS ALEN A. CABUNOC, RMT
MASTER IN PUBLIC ADMINISTRATION

MPA 206 HUMAN RESOURCE MANAGEMENT- ASSIGMENT 01

PROFESSOR ABRAHAM A. PASCUA

o The number of government regulations and labor laws promulgated in recent years.
o The growth of labor unions
o The influx of new concepts in management.

 Peter F. Drucker - the term "human resource" was coined by management guru Peter F.
Drucker (1954) in The Practice of Management.
 Late 1970s American Businesses - Late 1970s, when the number of different American
business organizations increased, HRM development also happened.
 From 1990 to Date  The reinstitution of democracy, the exercise of freedom, the
mechanisms of wider consultations, the participative law making process through national
legislation for management and labor.