Republic of the Philippines

SOUTHERN LEYTE STATE UNIVERSITY SAN JUAN

San Juan, Southern Leyte
GRADUATE STUDIES
San Juan External Learning Center
Name : Adalia Buta

Course&Year : Master in Management 1

July 04, 2015

Unit I Understanding Human Resource Management

There are a number of factors that contribute to the success of an

organization. It is not only the quality of the physical resources or the
technology that counts, but the people and their skills also make the
difference. This is where human resource management plays. Human
resource management is a term used to describe formal systems devised for
the management of people within an organization in which the purpose is to
maximize the productivity of an organization by optimizing the effectiveness
of its employees.
Human resource management is a management function that helps
managers plan, recruit, select, train develop, remunerate and maintain
members for an organization. There are mainly two major forces which affect
HRM system: Internal and External factor. External forces include politicallegal, economic, technological, and cultural factors. On the other hand,
prominent internal forces are unions, organizational culture and conflicts, and
professional bodies.
Human resource is a function within an organization concentrated on
recruiting, managing and directing people who work in it. It deals with issues
related to compensation, performance management, organization
development, safety, wellness, benefits, employee motivation, training and
others. HRM plays a strategic role in managing people and the workplace
culture and environment. If effective, it can contribute greatly to the overall
company direction and the accomplishment of its goals and objectives.
To be effective, HRM should be employee advocates first, second,
management. Because HR needs to be seen as a representative of
employees, helping them meet their personal and professional goals. The
role of Human Resource Management must constantly be refined to add
greater value to an organization. HRM has a responsibility to employees to
provide for their long-term development and a commitment to continuously
afford employees with opportunities for personal and professional
advancement.

The role of the HR manager must follow the needs of the changing
organization. Successful organizations are becoming more adaptable,
resilient, quick to change directions, and customer-cent red. The primary
function of human resources today is to ensure the effective and efficient use
of human talent to accomplish an organization goal and objectives. Using
human resource as a competitive advantage means analyzing what factors
are necessary for the organization long term success.
HRM is always associated with personnel management. Often times, the meaning and functions of
this two worlds are interchange. Human resource management is the new version of

personnel management. To give clarification, here are the things that

separate HRM to personnel management.
1. Personnel management is a traditional approach of managing people in
the organization. Human resource management is a modern approach of
managing people and their strengths in the organization. 2. Personnel
management focuses on personnel administration, employee welfare and
labor relation. Human resource management focuses on acquisition,
development, motivation and maintenance of human resources in the
organization. 3. Personnel management assumes people as a input for
achieving desired output. Human resource management assumes people as
an important and valuable resource for achieving desired output. 4. Under
personnel management, personnel function is undertaken for employee's
satisfaction. Under human resource management, administrative function is
undertaken for goal achievement. 5. Under personnel management, job
design is done on the basis of division of labor. Under human resource
management, job design function is done on the basis of group work/team
work. 6. Under personnel management, employees are provided with less
training and development opportunities. Under human resource
management, employees are provided with more training and development
opportunities. 7. In personnel management, decisions are made by the top
management as per the rules and regulation of the organization. In human
resource management, decisions are made collectively after considering
employee's
participation,
authority,
decentralization,
competitive
environment etc.
8. Personnel management focuses on increased
production and satisfied employees. Human resource management focuses
on effectiveness, culture, productivity and employee's participation. 9.
Personnel management is concerned with personnel manager. Human

resource management is concerned with all level of managers from top to

bottom. 10. Personnel management is a routine function. Human resource
management is a strategic function.