4. Agile HR refers to the
way of working and
organizing of the HR
function that facilitates
responsiveness and
adaptiveness of
activities and
structures, facilitating
the flexibility in
matching workforce
fluctuations to
6. Source: OD Practice in the Philippines, 2018
Ateneo De Manila University Press
Re engineering/Process Improvement
Job Design
Organization Design
Quality Management
7. “Great advances in any field rarely come from a
single discipline. Rather, they came from advances
in one discipline being transplanted into another,
which procedures, ideas, or methods have never
been applied to problems in this other domain.”
-Peter F. Drucker
9. THE ROLE OF HR IN THE ORGANIZATION
MISSION
VISION
STRATEGY
PROCESSES
CORE
COMPETENCE
TECHNOLOGY
ORGANIZATION
STRUCTURE
JOB
DESIGN
HR Integration Model, Payos and Zorilla, Personnel Management in the 21st
Century, 7th
ed.
Job Analysis
Planning
Recruitment
Selection &
Placement
Appraisal
Training
Employee
Relations
Industrial
Relations
Rewards &
Recognition
HR
Information
(with copyright permission from Mr. Ranulfo Payos, DPM, 2020)
10. The Four (4) Stage Roadmap
HR PROGRAM SUSTAINABILITY
HR PROCESS EXCELLENCE
HR PROGRAM EFFECTIVENESS
HR PROGRAM DEVELOPMENT
12. ENHANCING
HR PRACTICES
PROCESS:
Ways to improve or re-engineer HR Practices
ALIGN INTEGRATE INNOVATE
PEOPLE
PERFORMANCE
COMMUNICATION
WORK
CONTENT:
Categories
of
HR
Practices
HR Transformation, Ulrich, Dave, et.,al., 2009
13. JOB METHODS ANALYSIS
Step 1: Breakdown the job
Step 2: Question every detail
Step 3: Develop the new method
Sep 4: Apply the new method
1. Eliminate unnecessary details
2. Combine details when practical
3. Rearrange for better sequence
4. Simplify all necessary details
5. Work out your ideas with others
6. Write your proposed new method
14. -the introduction of something new and unusual.
Idea
WHAT IS INNOVATION?
Method Device Product
19. THE ROLE OF HR IN THE ORGANIZATION
MISSION
VISION
STRATEGY
PROCESSES
CORE
COMPETENCE
TECHNOLOGY
ORGANIZATION
STRUCTURE
JOB
DESIGN
HR Integration Model, Payos and Zorilla, Personnel Management in the 21st
Century, 7th
ed.
Job Analysis
Planning
Recruitment
Selection &
Placement
Appraisal
Training
Employee
Relations
Industrial
Relations
Rewards &
Recognition
HR
Information
(with copyright permission from Mr. Ranulfo Payos, DPM, 2020)
20. DEPLOYMENT STRATEGY
VISION
MISSION
CRITICAL STRATEGY
OBJECTIVES + KRAs
Q1 Q2 Q3
KPI / MEASURES
TARGETS
INITIATIVES
What do we aim to do this?
What do we want to be
In the future?
How do we intend to
accomplish our vision
What areas should we
focus on and complete?
What are the
indicators of
success
What action programs will help
achieve our performance goals
What is the
result?
30. BUSINESS PROCESS
Is a related, structured, measured, designed, linked and systematic set
of activities by using inputs to valuable output for customers.
SUPPLIERS CUSTOMERS
Tasks/Activities
Inputs Outputs
Processes
S-I-P-O-C
31. THE PIRT-FI PROCESS MATRIX
Process
“what is the step
by step
procedure?”
Input
“what is needed?”
Responsibility
“who are
responsible to this
process other than
me?”
Time line
“how long will it
take to deliver
result?”
Flaw
“what is the
identified
problem?”
Improvement
“what is the
suggested change
in process?
