Bus-2203-unit-1-ppt(HRM UNIT 1-chapter 1)
- 1. Introduction to Human Resources Management Unit I
- 2. Learning Outcomes As a result, students will be able to: 1. Explain how good human resource management practices can help achieve organizational objectives. 2. Discuss the contribution of human resource management profession toward the development of the organization 3. Give examples of the roles and competencies of a human resource manager. 4. Suggest desirable qualities that will make one become good future HR manager 5. List some of the rewarding careers of human resource managers. Values Focus: Social respect, responsibility
- 3. Why should you study human resources management? • Which of these activities would you like to engage in your career? • Establishing the strategic direction your firm should take. • Attracting top-notch people to work for you and your firm? • Determining the right people to hire so your team and company are a success? • Helping and coaching people so they become top performers. • If you answered yes to these question, a job managing people might be a rewarding career for you and a very good reason why you should study human resources management.
- 4. What is human resource management? • Human resource management (HRM) is… • defined as the function of management, concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization (Pereda, P., et al., 2020).
- 5. What is human resource management? • Human resource management (HRM) is… • the art of procuring, developing, and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner (Mendoza and Garcia, 2019) • the process of managing human talent to achieve an organization’s objectives (Snell, Morris, and Bohlander, 2016)
- 6. Other definitions • Human resource development (HRD) – is the integrated use of training organizational and career development efforts to improve the individual, group, and organizational effectiveness (Mendoza and Garcia, 20190
- 7. What is human resources? • Human resources (HR) – the set of individuals who make up the workforce of an organization, business sector, or economy (Mendoza and Garcia, 2019) • Human capital – is the term used to describe the employees’ knowledge, skills, abilities, and other attributes (KSAOs) that have economic value to an organization (Snell, Morris, and Bohlander, 2016). • Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization’s workforce (https://youtu.be/jNkV4zQzQHE) •
- 8. Growth and Development of Personnel/HRM in the Philippines • New field in the Philippines • Early 1950s - gained acceptance and recognition • Three conditions for its acceptance and recognition: • Top management must be convinced that personnel management is needed in its business operations • Qualified personnel administrators must be available • Personnel administrators must demonstrate their capacity to contribute to company’s objectives and goals achievement.
- 9. Growth and Development of Personnel/HRM in the Philippines… • Personnel Management Association of the Philippines (PMAP) is national organization established to uphold the profession to the fullest. Activities include: 1. Training and development of personnel administrators 2. Participation in public hearings 3. Dissemination of information and technical advice to upgrade the field of personnel management 4. Establishment of a public relations program 5. Participation in the consultation of government instrumentalities prior to taking a stand on matters affecting employer-employee relations.
- 10. Growth and Development of Personnel/HRM in the Philippines… • These government Instrumentalities include: • Department of Labor and Employment (DOLE) • Employees Compensation Commission (ECC) • Social Securities System (SSS) • Technical and Skills Development Administration (TESDA), and • Other government agencies. • All these efforts, resulted to the enhancement of the status of personnel management and improvement of the compensation of personnel managers.
- 11. Human Resources and the Organization • To achieve success depends increasingly on the ability of an organization to manage its human capital. • Firms create value and does not only include financial function, it now includes employee growth and satisfaction, employment opportunities, environment protection and community development contribution. • Human resources are crucial to the long-term survival of the organization. They are human capital who can be a source of competitive advantage to an organization. • It is people who provide new ideas, innovation, skills, and leadership to organizations. • The effective utilization of manpower can help add and create value to the organization.
- 12. What are the Challenges of Human Resources? 1. The challenge of competing in the global community 2. The stockholders challenge – meet investors’ and other stakeholders’ needs. 3. The challenge for productivity – the global technology, smarter workers is increasing the challenge to greater productivity. The links of high productivity are: • Human resources and capabilities • New technology and opportunities • Efficient work structure and company policies The organization’s competitive advantage depends on the strength of the above linkage. Human resource Management must face these challenges to motivate and develop a well-trained and committed workforce.
- 13. Factors that contribute to the growth of PM in the Philippines 1. Increasing complexity of business operations 2. Government regularizations and labor laws promulgated in recent years 3. Growth of labor unions 4. Influx of new concepts in management
- 14. Human Resource Management: a Science and an Art • A science because it involves the systematic gathering of data derived from surveys, interviews, and observations. • Science is a systematic accumulation of facts. • An art because an executive needs to select the best from among alternative solutions. • Art is proficiency in the practical application of knowledge acquired through study, experience or observation. • This is where personnel management is an art, since it involves the making of sound decisions. • The major tools of the personnel manager as a scientist and an artist are his creative imagination and intelligence.
- 15. The Roles and Functions of an HR Manager Personnel/Human resource manager – is a member of the top management responsible for the formulation of personnel policies and programs which will facilitate an efficient personnel administration for individual and organization goal achievement. 1. Help management achieve company goals and objectives; 2. Assist managers in formulating sound policies, programs and rules, and implementing them fairly and efficiently; 3. Assist in providing satisfactory work environment and promote harmonious relationships with the employees and the unions; 4. Make managers and supervisors aware of their full responsibilities in the management of HR. 5. Help train and develop the human resources
- 16. The Roles and Functions of Personnel/HR Manager (cont.) 6. Help promote understanding and good relationship through communication; 7. Identify management problems that can be resolved and opportunities that can be realized; 8. Assist managements and supervisors in handling labor relations and problems; 9. Assist the company on promoting good morale and motivation among its human resources; 10.Assist in crisis management and organizational development
- 17. Problems and Difficulties of the HR Manager • Common misconception about his role and functions • Nothing more than a simple clerk • Power behind the throne • Inadequate recognition by management of the proper role of HR manager in the organization • In the area of labor relations – keep the labor unions out, break or bust it • Jealousy of other executives regarding his duty and authority
- 18. The Changing Image of the HR Functions Traditional Image • Disrespect for the position and those who perform it • The low position in the organization • Lack of expertise • Result: difficulty of hiring qualified personnel Changing Image • Advancement in technology and the higher qualifications for employment – higher recognition and importance of the HR Dept. • Organization’s awareness of giving attention to their important assets— the human resources, HR practices as a means to profitability, quality and other business goals. • Specialization in education of HR practitioner has contributed to the higher respect for the position.
- 19. The New Role of HR Dept. in the Millennium Organization, includes: • Recruitment and employment • Interviewing, testing, recruiting and temporary employment • Labor coordination • Training and development • Wage and salary administration • Benefits administration • Employee service and recreations • Community relations • Record management • Health and safety • Strategic management
- 20. Roles Personnel/Human Resource Manager play in the company 1. Supervisor 2. Administrative official 3. Adviser 4. Coordinator 5. Negotiator 6. Educator 7. Provider of services 8. Employee counselor 9. Promoter of community relations 10.Public relations man
- 21. What are the personal qualities that a Personnel Manager must posses? 1. Effective communicator orally and in writing 2. Above-average intelligence 3. Enjoys working with people 4. Understands a given situation, individual attitudes and the problems of the employees and of the employer 5. Aggressive, mature and capable of giving sound advice 6. Has integrity, industry, and courage to earn the respect of the employees and his employer 7. Pleasing personality, personal warmth and approachable.
- 22. What are the skills needed by today’s HR Professionals? 1. A higher degree of knowledge on management practices and processes. 2. A high degree of human and public relations 3. A working knowledge of labor laws and regulations 4. A thorough knowledge of management 5. A good community relations officer 6. Knows how to develop greater linkages with government and other stakeholder linkages
- 23. What are rewards and benefits for human resource managers? 1. Financially rewarding career with competitive salaries 2. Attractive benefits or “perks” aside from the usual benefits mandated by law. 3. Company benefits may include, car plan or free use of company transportation, free/limited use of gasoline and maintenance check- up, cellular phone, representation/meal allowance, scholarship or funded attendance to conventions and seminars.
- 24. What are the opportunities for career advancement or other professional options for the Personnel Manager? • College professor • Vice-president of the company • Chief executive officer (CEO) • Politician • Entrepreneur • Businessman • And many more
- 25. The career path to HR Management Entry Level (personnel assistant Supervisory Level Managerial Level • Fresh college graduate • Personnel assistant • Promotion to a higher level • Leadership and conceptual ideas visioning • Analytical of the facts • Compliance administration and control • Interpersonal team work
- 26. The Changing Landscape in HR Management • Gaining competitive advantage through productive and committed personnel • The change in personnel values and orientation should match the changes in technology • Putting greater effort towards accelerating and retaining talented personnel. • Employees should be empowered towards productive endeavor • More productive efforts toward properly compensated manpower resources
- 27. Seatwork 1 Five ways you want others to treat you that you would also like to do to others. 1. I want others to…
- 28. Case Study Assignment by team • Please read Case Study 1: The New Human Resource Manager • Write your analysis and be ready to discuss and submit it in class next meeting. • Use the suggested case analysis format. • The instructions are given on the next slide.
- 29. CASE STUDY 1 The New Human Resource Manager • Case 1 is found in page 16 of our textbook. (30 pts) • Instructions: Please form a team of 5 members. Please read and analyze the case study as a team of consultants hired by the company. Your analysis should use the format outlined below: 1. Problem (State the problem in the case) 2. Case Facts (Write a short paragraph of the facts given in the case) 3. Analysis (Write bulleted statements of your analysis) 4. Alternative Courses of Action (As hired consultants, propose three alternatives or options that the company can do to solve the problem with the new HR manager. Give the advantages and disadvantages of each alternative) 5. Recommendation and Conclusion (Recommend which one from the three options or alternatives your group proposed is the most appropriate. Justify your choice). 6. Implementation Plan (Give three to four steps or procedures you will take to put into action your recommendation).
- 30. References • • Pereda, Pedrito R., Pereda, Purisima P., Ferrer, Marissa P., and Arcega, Raymundo P. (2020). Human Resource Management, 2nd ed., Unlimited Books Library Services & Publishing Inc., Manila. • Mendoza, Ernesto H. and Garcia, Lorma S.P. (2019). Human Resource Management: Current Directions and New Challenges with Overview of International HRM, 1st ed. Unlimited Books Library Services & Publishing Inc., Manila. • Snell, Scott A., Morris, Shad S., and Bohlander, George W. (2016). Managing Human Resources. 17th ed. Cengage Learning.