Chapter 1 role of personnel human resource mgnt

Chapter 1 Role of Personnel/Human Resource Management

Growth and Development of Growth and Development of Personnel/Human Resource Personnel/Human Resource Management in the PhilippinesManagement in the Philippines

Personnel or HRM is a relatively new field in Personnel or HRM is a relatively new field in the Philippines. It was only in 1950’s that it the Philippines. It was only in 1950’s that it is gradually gained acceptance and is gradually gained acceptance and recognition in private business and industry.recognition in private business and industry.

The Challenges of Managing The Challenges of Managing Human Resources Today.Human Resources Today.

Changing employee expectationChanging employee expectationRapidly changing technologyRapidly changing technologyEmphasis on increased productivityEmphasis on increased productivityNew Modalities of Employment – New Modalities of Employment – OutsourcingOutsourcingFlatter organization.Flatter organization.Fall of the command and control manager.Fall of the command and control manager.

Changing employee Changing employee expectationexpectation

One must recognize that today’s workplace One must recognize that today’s workplace comprise of several generations, each with a comprise of several generations, each with a different set of values, aspirations, and each with different set of values, aspirations, and each with a unique perspective and attitude towards work. a unique perspective and attitude towards work.

Changing employee Changing employee expectationexpectation

Generations have been classified into 4 Generations have been classified into 4 categories:categories:

1.1.The Silent Generation (born before 1946)The Silent Generation (born before 1946)

2.2.The Baby Boomers (born between 1946-1959)The Baby Boomers (born between 1946-1959)

3.3.The Generation X (born 1960-1979)The Generation X (born 1960-1979)

4.4.The Generation Y (born between 1980-2008)The Generation Y (born between 1980-2008)

Changing employee Changing employee expectationexpectationThe Silent Generation (born on The Silent Generation (born on before 1946)before 1946)

This generation is the so called veterans who This generation is the so called veterans who entered the workplace in the 1950’s and early entered the workplace in the 1950’s and early 1960’s1960’sSince they are old, they have since long retired Since they are old, they have since long retired and unheard from.and unheard from.They are known to be loyal to the organization.They are known to be loyal to the organization.

Undoubtedly one of the most influential film personalities in the history of film, Steven Spielberg is perhaps Hollywood's best known director and one of the wealthiest filmmakers in the world. Spielberg has countless big-grossing, critically acclaimed credits to his name, as producer, director and writer.Birthday:December 18, 1946

Changing employee Changing employee expectationexpectationThe Baby Boomers (born The Baby Boomers (born between 1946-1959)between 1946-1959)

Born after the WW2 when the economy Born after the WW2 when the economy was booming.was booming.

People that never experienced the People that never experienced the hardships of war days.hardships of war days.

Aggressive and ambitiousAggressive and ambitious Known to be loyal to their careers.Known to be loyal to their careers.

The Prince of Wales, as Heir to the Throne, seeks, with the support of his wife, to do all he can to use his unique position to make a difference for the better in the United Kingdom and internationally.Born:14 November 1948

Changing employee Changing employee expectationexpectationThe Generation X (born 1960-The Generation X (born 1960-1979)1979)

Born before the advent of the information Born before the advent of the information Age.Age.

Concerned with work/life issuesConcerned with work/life issues

Diana, Princess of Wales (Diana Frances;[N 1] née Spencer; 1 July 1961 – 31 August 1997) was the first wife of Charles, Prince of Wales, whom she married on 29 July 1981, and an international charity and fundraising figure, as well as a preeminent celebrity of the late 20th century.

Changing employee Changing employee expectationexpectationThe Generation Y (born The Generation Y (born between 1980-2008)between 1980-2008)

Referred to as the NextersReferred to as the Nexters Known for talking back to their bossesKnown for talking back to their bosses They are ambitious, demanding and question They are ambitious, demanding and question

anythinganything When it comes to loyalty, the companies they work When it comes to loyalty, the companies they work

for are the last priority behind their friends, for are the last priority behind their friends, communities, co-workers, and of course themselvescommunities, co-workers, and of course themselves

High maintenance workforce in the history. High maintenance workforce in the history.

Changing employee Changing employee expectationexpectationThe Generation Y (born The Generation Y (born between 1980-2008)between 1980-2008)

According to Bruce Tulgan founder of research firm According to Bruce Tulgan founder of research firm Rainmaker Thinking “ They are also going to be the Rainmaker Thinking “ They are also going to be the most high-performing workforce in the history of most high-performing workforce in the history of the world. the world.

They walked with more information in their They walked with more information in their fingertips fingertips

They have the high expectations, but they have They have the high expectations, but they have the highest expectations first and foremost for the highest expectations first and foremost for themselves” themselves”

To gain acceptance and To gain acceptance and recognition, recognition, 3 conditions need to exist:3 conditions need to exist:

Top management must be convinced that Top management must be convinced that personnel management is needed in its personnel management is needed in its business organizationbusiness organizationQualified personnel administrators must be Qualified personnel administrators must be availableavailablePersonnel administrators must demonstrate Personnel administrators must demonstrate their capacity to contribute to the their capacity to contribute to the company’s objectives and goals.company’s objectives and goals.

What is Personnel/ Human What is Personnel/ Human Resource Management?Resource Management? Defined as the function of Defined as the function of

management, concerned with management, concerned with promoting and enhancing the promoting and enhancing the development of work effectiveness development of work effectiveness and advancement of the human and advancement of the human resources in the organization.resources in the organization.

Why does it become…Why does it become…

A Science?A Science? It involves the systematic gathering of It involves the systematic gathering of

data derived from surveys, statistics, data derived from surveys, statistics, interviews, and observations.interviews, and observations.

An Art?An Art? It involves the making of sound It involves the making of sound

decisions.decisions.

Personnel/ HR Manager…Personnel/ HR Manager…

Member of top executive group, who Member of top executive group, who is responsible for the formulation of is responsible for the formulation of personnel policies and programs personnel policies and programs which will serve as the foundation for which will serve as the foundation for an efficient personnel administration an efficient personnel administration in a company for it to realize its goal in a company for it to realize its goal and objectives and allow the and objectives and allow the employees to develop their individual employees to develop their individual career goals.career goals.

Why do we need to hire Why do we need to hire them?them?

1.1. Help management achieve company objectives and Help management achieve company objectives and goals in the management of its human resources;goals in the management of its human resources;

2.2. Assist top management in formulating sound Assist top management in formulating sound policies, programs and rules and after approval, policies, programs and rules and after approval, administer them fairly and efficiently;administer them fairly and efficiently;

3.3. Assist line supervisors and managers in providing Assist line supervisors and managers in providing employees with a satisfactory work environment employees with a satisfactory work environment and in promoting harmonious relationships with the and in promoting harmonious relationships with the employees and the union.employees and the union.

4.4. Make managers and supervisor aware of their full Make managers and supervisor aware of their full responsibilities in the management of human responsibilities in the management of human resources by providing them with technical help resources by providing them with technical help needed to handle employees problems. needed to handle employees problems.

Why do we need…Why do we need…

5. Help train and develop the human 5. Help train and develop the human resources of the company in order to equip resources of the company in order to equip them with skills and knowledge required in them with skills and knowledge required in accomplishing their jobs efficiently.accomplishing their jobs efficiently.

6. Help promote understanding and good 6. Help promote understanding and good relationships buy opening the lines of relationships buy opening the lines of communication between management and communication between management and employeesemployees

7. Identify management problems that can be 7. Identify management problems that can be resolved and opportunities that can be realized resolved and opportunities that can be realized through improved effectiveness in personnel through improved effectiveness in personnel management.management.

8. Assist management and supervisors in 8. Assist management and supervisors in handling labor relations, problems, handling labor relations, problems, utilizing his knowledge and competence utilizing his knowledge and competence on labor laws, government regulations and on labor laws, government regulations and court decisions on labor relations;court decisions on labor relations;

9. Assist the company in promoting good 9. Assist the company in promoting good morale and motivation among its human morale and motivation among its human resources;resources;

10. Assist in crisis management and 10. Assist in crisis management and organizational development.organizational development.

Why do we need…Why do we need…

Past VS. PresentPast VS. Present

Past…Past… Disrespect for the position and those who Disrespect for the position and those who

perform itperform it The low position in the organizationThe low position in the organization Lack of expertise in performing their Lack of expertise in performing their

functionfunction Present…Present…

Organization are now aware that the Organization are now aware that the attention should be given to their important attention should be given to their important assets. assets.

(Human Resources)(Human Resources)

What are the Roles of HR What are the Roles of HR Dept.?Dept.?a. Recruitmenta. Recruitment

b. Training and Developmentb. Training and Development

c. Wage and Salaryc. Wage and Salary

d. Benefits Administrationd. Benefits Administration

e. Employee Services and Recreatione. Employee Services and Recreation

Interviewing, testing recruiting and temporary labor coordination

Orientation of new and temporary employees, performance management training and productivity enhancement

Job evaluation, wage and salary survey, executive compensation

Bus service, canteens, athletics, housing and relocations

Vacations and sick leaves administration, insurance, stock plans, pension plans, retirement plans assistance programs

f. Community Relationsf. Community Relations

g. Records Managementg. Records Management

h. Health and Safetyh. Health and Safety

i. Strategic Managementi. Strategic Management

Publications, community projects and relations

Employment records, information system, performance records

Training, safety inspection, dental medical services, drug testing

Collaborative planning, out-sourcing manpower research, organizational planning

Roles of the Personnel/ HR Roles of the Personnel/ HR ManagerManager SupervisorSupervisor

Administrative OfficialAdministrative Official

AdviserAdviser

He plans, organizes, directs, controls and coordinates the activities of his department.

He or his staff conducts or directs certain personnel activities as provided for in the policies and programs entrusted to the department

He serves as counselor, guide and confidante to management supervisors and employees

Roles of the…Roles of the…

CoordinatorCoordinator

NegotiatorNegotiator

EducatorEducator

He brings into action all activities

He is the representative of management in negotiating labor contracts or to attend negotiations with unions in an advisory capacity

He conducts or administers the company’s training program

Roles of the…Roles of the…

Provider of ServicesProvider of Services

Employees CounselorEmployees Counselor

Promoter of Community RelationsPromoter of Community Relations

He provides services to all employees and helps them obtain facilities with government agencies like SSS w/c make their employment more satisfying

His knowledge and training in human relations and the behavioral sciences plus his familiarity with company operations, puts him in the best position to counsel employees

He must be well informed of the activities and developments in the environment where the enterprise operates.

What kind of Personnel/ HR What kind of Personnel/ HR manager should we have?manager should we have? Can communicate effective, both orally Can communicate effective, both orally

and in writingand in writing Possesses an above-average intelligencePossesses an above-average intelligence Enjoys working with peopleEnjoys working with people Grasps the implications of a given Grasps the implications of a given

situation, understands individual situation, understands individual attitudes and proves equal to the attitudes and proves equal to the problems of the employees and of the problems of the employees and of the employeremployer

What kind of…What kind of…

Aggressive, mature and capable of Aggressive, mature and capable of giving sound advice that will be in the giving sound advice that will be in the best interest of both the employer best interest of both the employer and the employeeand the employee

Possesses the integrity, industry and Possesses the integrity, industry and courage to earn the respect if the courage to earn the respect if the employees and his employeremployees and his employer

Possesses a pleasing personality and Possesses a pleasing personality and personal warmth and should be personal warmth and should be approachable.approachable.

What are the skills a HR What are the skills a HR manager needed?manager needed? A higher degree of knowledge on A higher degree of knowledge on

management practices and management practices and processes.processes.

The HR practitioner is a service The HR practitioner is a service provider to other line managers.provider to other line managers.

A great knowledge of human A great knowledge of human psychology and social relations.psychology and social relations.

What are the benefits given What are the benefits given to a HR Manager?to a HR Manager? Car Plan or Free use of Company Car Plan or Free use of Company

TransportationTransportation Unlimited/ Limited use of gasoline Unlimited/ Limited use of gasoline

and free maintenance check-upand free maintenance check-up Company cellular phoneCompany cellular phone Representation Allowance/ Meal Representation Allowance/ Meal

AllowanceAllowance Education Scholarship/ Attending Education Scholarship/ Attending

Conventions and SeminarsConventions and Seminars

Other Professional Options Other Professional Options for the HR Manager for the HR Manager College ProfessorCollege Professor V.Pres. Of the CompanyV.Pres. Of the Company CEOCEO PoliticianPolitician EntrepreneurEntrepreneur BusinessmanBusinessman

Career Path to HR Career Path to HR ManagementManagement

Entry LevelEntry Level

(Personnel Assistant)(Personnel Assistant)

Supervisory LevelSupervisory Level

Managerial LevelManagerial Level

Assisting in interviewing applicantsAssisting in interviewing applicants Giving tests and scoring test results Giving tests and scoring test results

in personally inventory and other in personally inventory and other skills testskills test

Assisting in employee orientation Assisting in employee orientation and training programsand training programs

Record keepingRecord keeping

Entry LevelEntry Level(Personnel Assistant)(Personnel Assistant)

Skills in writing job descriptions, job analyses Skills in writing job descriptions, job analyses and job evaluationsand job evaluations

Knowledge of employee benefit programs Knowledge of employee benefit programs related to vacation and sick leaves, pensions related to vacation and sick leaves, pensions and other mutual benefitsand other mutual benefits

He must have acquired the skills in He must have acquired the skills in interviewing applicants and counseling interviewing applicants and counseling employeesemployees

Skills in testing and interpreting test results Skills in testing and interpreting test results and making recommendations as to the and making recommendations as to the fitness of applicantsfitness of applicants



Job evaluation and wage Job evaluation and wage administration skills and relating administration skills and relating pay to the differences in job pay to the differences in job requirementsrequirements

Skills in determining training needs Skills in determining training needs and develop training modules and and develop training modules and conducting the sameconducting the same

Skills in basic research related to Skills in basic research related to manpower planningmanpower planning

Leadership and Conceptual Ideas Leadership and Conceptual Ideas VisioningVisioning

Analytical of the facts as Basis for Analytical of the facts as Basis for Decision MakingDecision Making

Compliance Administration And Compliance Administration And ControlControl

Interpersonal Team WorkInterpersonal Team Work

Managerial LevelManagerial Level

The end…The end…