Human Resource Human Resource ManagementManagement

Fundamentals of Human Resource Management

Reported by: Jay Gonzales and PerdieReported by: Jay Gonzales and Perdie

Human Resource Human Resource ManagementManagement(HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding. (e.g., managing pay and benefit systems). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws.

Management EssentialsManagement Essentials

Management involves setting goals and allocating scarce resources to achieve them.

Management is the process of efficiently achieving the objectives of the organization with and through people.

TWO FUNCTIONS IN TWO FUNCTIONS IN HRM:HRM:

A.

Planning – refers to the job determining a proposed mode of action based on an understanding of factors involved, and directed at specific objectives.

Organizing – refers to the arrangement and relationship of jobs and positions, which are necessary to carry out the personnel program as determined by top management.

THE MANAGEMENT FUNCTIONS:

Directing – is concerned with the guidance of all efforts toward stated objectives.

Coordinating – a method of getting people in an organization to work together harmoniously to achieve common goal with minimum expenditure of effort and materials.

TWO FUNCTIONS IN HRM:TWO FUNCTIONS IN HRM:

A. THE MANAGEMENT FUNCTIONS:

Controlling – concerned with keeping all efforts within the channels prescribed by management as shown in the personnel for the entire organization.

B. THE OPERATIVE FUNCTIONS:

Procurement of employees – concerned with the recruitment, selection, hiring and placement of employees.

Placement and utilization of employees – after the employee is hired and trained, he is expected to contribute the maximum of his abilities towards attaining the productivity objective of the company.

TWO FUNCTIONS IN HRM:TWO FUNCTIONS IN HRM: B. THE OPERATIVE FUNCTIONS:

Training and development of employees – refers to employee’s acquisition of knowledge, development of skills, in the job, and proper work attitudes.

Motivating employees – the means by which the employees are inspired to work to achieve the objectives of the organization effectively.

Compensating – the objectives of a good compensation plan are to attract and retain well-qualified employees in the organization and to reward them for good performance.

Organization is a planned, coordinated and purposeful action of human beings to construct or compile a common tangible or intangible product. It is framed by formal membership and form.

Sociologists’ View

DEFINITION

Organization is a collection of people engaged in a

specialized and interdependent activity to

accomplish a goal or mission.

Why is HRM Important to Why is HRM Important to an Organization?an Organization?HRM is the part of the

organization concerned with the “people” dimension.

HRM is both a staff, or support function that assists line employees, and a function of every manager’s job.

HRM Certification ◦Colleges and universities offer HR

programs.

The achievements of an organization are the results of

the combined effort of each

individual.

-Vince Lombardi-

Principles of GOOD ORGANIZATION:

Formal Organization – well defined, bounded by delegation and relatively stable

Basic Principles: Subsidiary Principles:1. Objectives 1. delegation2. Specialization 2. efficiency3. Coordination 3. unity of command4. Authority 4. span of control5. Responsibility 5. short chain of command

6. flexibility7. exception8. control

AN OVERVIEW OF HUMAN RESOURCE MANAGEMENT :

Personnel Management:

- is the planning, organizing, directing and controlling of procurement, development, compensation, integration, maintenance andseparation of human resources to the end that individuals, organizational and societalobjectives are accomplished.

Human Resource Management:

It is the art and science of acquiring, motivating, maintaining and developing

people in their jobs in light of their personal, professional and technical knowledge, skills, potentialities, needs and values

in synchronization with the achievement of individual, organization, and society’s goals.

A COMPARISON OF PERSONNEL MANAGEMENT And HUMAN RESOURCES MANAGEMENT:

Personnel Management:

Mostly rank and file

Full-time work

Formal setting: office, factory/ plant

Few and simple: personnel

Information, recruitment and

Screening social activities, management-labor relationships

HR Management:All people working for and with the organization including the Board, top management, consultants or resource persons, middle management, rank and file.

Full-time, part-time, flexi-time

Formal and informal settings

Varied and complex:

Job organization and information: job analysis, job design and job evaluation.

Acquisition of human resources: human resources planning, recruitment, screening, selection and placement.

Factors

1. Scope: People Involved

2. Hours of Work

3. Place of work

4. Types of Service/ Function

A COMPARISON OF PERSONNEL MANAGEMENT And HUMAN RESOURCES MANAGEMENT:

Personnel Management:

Administrative Officer or

Chief Executive Officer

Lawyer; Records Clerk

HR Management:Maintenance: orientation, motivation, assessment and evaluation, compensation, administration, movement analysis, benefits, participation and services programs, management-labor relations.

Development: Training and education, career planning, testing and counseling.

Research in human resources

Separate Human Resources Department manned by human resources specialist

Behavioral scientist

Social science researcher

Factors

4. Types of Service/ Function:

5. Department Head or Officer-in-Charge

6. Department Staff: Qualifications

A COMPARISON OF PERSONNEL MANAGEMENT And HUMAN RESOURCES MANAGEMENT:

Personnel Management:

Lower level to line managers

Accomplishment of organization goals being implemented

Mechanistic: reactive, structural, inflexible, technical, control-oriented and organization-oriented

Personally subjective based on management’s needs and values

Compartmentalized approach

HR Management:

Higher level to General Manager or Chief Executive Officer

Accomplishment of organization and individual goals

Developmental : proactive, socio-technical orientation, flexible, participatory, creative and innovative

Objective and scientific based on individual and organization culture

Total Systems approach

Factors

7. Level of Reporting

8. Goals

9. Technology

10. Strategies

A COMPARISON OF PERSONNEL MANAGEMENT And HUMAN RESOURCES MANAGEMENT:

Personnel Management:

Traditional work orientation with priorities on organization and management welfare mainly for profit

People: an expense and a factor of production

HR Management:

Humane with emphasis on respect for individual and society’s well-being

People: an investment and a resource

Factors

11. Philosophy

BUSINESS PLANNING

HR PLANNING

HR ACQUISTION

VISION/MISSIONGoals/Objectives

Strategies

ForecastingInventoryAudit

HR MAINTENANCE and CONSERVATION

HR DEVELOPMENT

SEPARATION

HR INFO. SYSTEM

RecruitmentSelection / placement

Performance Mgmt.Rewards/Salary Admin.Health, Safety, Recreation, Discipline

TrainingCareer Development

Retirement TerminationRedundancy, Retrenchment

KEY WORDS IN HRM:KEY WORDS IN HRM:

Solution on employment problems

Treats each employee as an individual

Concerned with helping an organizationachieve its objectives in the future

Thank Youand

God Bless!