Personnel /Human Resource Management
- Function of management concerned with
promoting and enhancing the development of
work effectiveness and advancement of the
human resources of the organization.
Growth and Development of Personnel/ Human
Resource Management in the Philippines
- Relatively new field in the Philippines
. In the early 1950s; gained acceptance and
recognition in private business and industry
- For it to gain acceptance and recognition, three
conditions need to exist:
. 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 the
company’s objectives and goals
- Usually given only minor role in business affairs
PMAP – The Personnel Management Association of
the Philippines
- Nationwide organization of all the personnel
managers and human resource practitioners in
the country which was established to uphold the
profession to the fullest
Among the activities of PMAP are:
1. Training and developing personnel
administrators through seminars, lectures,
workshops, meetings, national conferences, and
holding tripartite conferences pertaining to
personnel management and industrial relations;
2. Participation in public hearings to voice support
of, or opposition to, proposed legislation
affecting business and industry;
3. Dissemination of information to upgrade
personnel management, offering technical
advice through its special committees and library
facilities; and
4. Establishment of a public relations program
aimed at informing the public about the nature
of personnel work.
Organization and Human Resource
- Human resources are crucial to the long-term
survival of the organization.
- Main goal of organization is to provide goods and
services effectively
The Challenges of Human Resources
1. The Challenge of the Global Community
2. The Stockholders Challenge
. Stakeholders are the customers, employees
and the community where the enterprise
operates.
3. The Challenge for Productivity
. Human resources became “smarter
workers” with the aid of computer-aided
machines, internets, and expert systems.
. The links of high productivity are:
a. Human resources and capabilities
b. New technology and opportunities
c. Efficient work structure and
company policies allow employees
and technology to interact
The organization’s competitive advantage depends on
the strength of the above linkage
Contributing Growth Factors
1. Increasing complexity of business operations
. Personnel specialist was called upon to
formulate and carry out the organization’s
personnel policies and programs
2. Government regularizations and labor laws
promulgated in recent years
. In order to safeguard the workers’ interests,
especially those related to wages, working
conditions, job security and health, the
government deemed it wise to enact several
laws and government regulations.
. Labor Code of the Philippines (November 1,
1974)
˚ Women and Child Labor Law
˚ The Minimum Wage Law
˚ The Eight-hour Labor Law
˚ Industrial Peace Act of 1953
3. Growth of Labor Unions
. Industrial Peace Act of 1953
˚ Magna Carta of Labor
˚ Triggered the organization of Labor
unions and the strengthening the
workers’ bargaining power
4. Influx of new concepts in management
. The employee welfare concept is not new,
but its nature has changed from one of
paternalism to that of employee’s right
through practices that have become
institutionalized.
Personnel/ Human Resource Management:
A Science and an Art
- Personnel management is a science because it
involves the systematic gathering of data derived
from surveys, statistics, interviews, and
observations.
Personnel/ Human Resource Manager
- It is a member of the top executive group
- responsible for the formulation of personnel
policies and programs which will serve as the
foundation for an efficient personnel
administration in a company for it to realize its
goals and objectives and allow the employees to
develop their individual career goals.
Companies Hire a Human Resource Manager
because he can:
1. Help management achieve company objectives
and goals in the management of its human
resources;
2. Assist top management in formulating sound
policies, programs and rules and after approval,
administer them fairly and efficiently;
3. Assist line supervisors and managers in providing
employees with a satisfactory work environment
and in promoting harmonious relationships with
the employees and the unions;
4. Make managers and supervisors aware of their
full responsibilities in the management of human
resources by providing them with technical help
needed to handle employee problems;
5. Help train and develop the human resources of
the company in order to equip them with the
skills and knowledge required in accomplishing
their jobs efficiently;
6. Help promote understanding and good
relationships by opening the lines of
communication between management and
employee thereby creating an atmosphere
where workers can be happy and proud to
belong to the organization;
7. Identify management problems that can be
resolved and opportunities that can be realized
through improved effectiveness in personnel
management;
8. Assist managements and supervisors in handling
labor relations, problems, utilizing his knowledge
and competence on labor laws, government
regulations and court decisions on labor
relations;
9. Assist the company in promoting good morale
and motivation among its human resource;
10. Assist in crisis management and organizational
development.
Problems and Difficulties of the Personnel/ Human
Resource Manager
An appraisal of the role and functions of the managers
reveals four main problems:
1. Common misconception about his role and
function
. Personnel manager is nothing more than a
simple clerk
. “power behind the throne” who has full
control of the workers
2. Inadequate recognition by management of the
proper role of the personnel manager in the
organization
3. In the area of labor relations
. Some expect the personnel manager to keep
the labor unions out or if there is one, to
break or bust it
4. Jealousy of the other executives regarding the
personnel managers’ duty and authority
The Past and Present Role of Human Resources
The Traditional Personnel Image:
Personnel managers and their departments
suffered from very low perceived position due to the
following factors:
1. Disrespect for the position and those who
perform it;
2. The low position in the organization
3. Lack of expertise in performing their actions
The Changing Image of the Human Resource Functions
1. Organizations now recognized the important
role played by the human resources in the
company’s profit index
2. Organizations are now aware that attention
should be given to their important assets
3. Companies now look Human Resources practices
as a means to profitability, quality and other
business goals through enhancing and
supporting business operations
4. Continuing education and seminars are
contributory factors that increase knowledge in
the more efficient and effective management of
the HR departments
The Role of HR in the New Millennium Organization
. HR department performs out-placements, labor
law compliance, record keeping, testing,
compensation and some aspect of benefits
administration
. Has to collaborate with other company
executives on employment interviewing,
performance management, employee
discipline and efforts to improve quality and
productivity
The role includes the following: 3. Adviser
 He serves as counselor, guide and
1. Recruitment and Employment
confidante to management supervisors and
2. Interviewing, testing, recruiting and temporary
employees.
employment
4. Coordinator
3. Labor coordination
 He brings into action all activities, regulates
4. Training and Development
and combines diverse efforts into a
 Orientation of new and temporary
harmonious whole, and gets together and
employees
harmonizes the work of various personnel
 Performance management training
in his department and the related function
 Productivity enhancement
in other departments.
5. Wage and salary management
5. Negotiator
 Job evaluation
 He is the representative of the
 Wage and salary survey management in negotiating labor contracts
 Executive compensation or to attend negotiations with unions in an
6. Benefits Administration advisory capacity.
 Vacation and Sick leaves administration 6. Educator
 Insurance  He conducts or administers company's
 Stock plans training program.
 Pension plan 7. Provider of Services.
 Retirement plan assistance programs  He provides services to all employees and
7. Employee Service and Recreations helps them obtain facilities with
 Bus service government agencies like SSS, Medicare,
 Canteens etc., which can make their employment
 Athletics more satisfying.
 Housing and Relocation 8. Employee Counselor
8. Community Relations  His knowledge and training in human
 Publication relations and the behavioral sciences plus
 Community project and relation his familiarity with company operations,
9. Record management puts him in the best position to counsel
 Employment record employees.
 Information system 9. Promoter of Community Relations
 Performance record  He must be well informed of the activities
10. Health and Safety and developments in the environment
 Training where the enterprise operates.
 Safety inspection 10. Public Relations Man
 Dental and Medical Services  His functions require him to deal with the
 Drug testing general public, which includes the
11. Strategic Management employees, the unions, and the community.
 Collaborative planning
 Out-sourcing manpower research
 Organizational Planning Personal Qualities of the Personnel Manager

1. Can communicate effectively, both orally and in

Roles of the Personnel/ HR Manager
Considering his position in the company and the scope
of his functions, the personnel manager is expected to
play varied roles such:
1. Supervisor
 He plans, organizes, directs, controls and
coordinates the activities of his
departments.
2. Administrative Official
 He or his staff conducts or directs certain
personnel activities as provided or in the
policies and programs entrusted to the
department.
writing
2. Possesses an above-average intelligence
3. Enjoys working with people
4. Grasps the implication of a given situation,
understands individual attitudes and the
problems of the employees and of the employer
5. Aggressive, mature and capable of giving sound
advice that will be in the best interest of both
the employer and the employee
6. Possesses the integrity, industry and courage to
earn the respect of the employees and his
employer
7. Possesses a pleasing personality and personal
warmth and should be approachable
The Skills Needed by Today’s HR Professionals 2. Supervisory Level — The promotion to a higher
level depends on the ability and capability of
1. A higher degree of knowledge on management the Personnel Assistant to acquire the skills
practices and processes necessary in the HR functions. The traits and
2. The HR practitioner is a service provider to skills are:
other line managers a. Skills in writing job descriptions, job
3. A great knowledge of human psychology and analysis, and job evaluations.
social relations b. Knowledge of employee benefit
4. He is a consultant on labor relations programs related to vacation and sick
5. As a management practitioner leaves, pensions and other mutual
6. A community relations officer benefits.
c. He must have acquired the skills in
interviewing applicants and counselling
Rewards and Benefits for the Personnel Manager employees.
d. Skills in testing and interpreting test
1. Car Plan or Free use of Company Transportation
results and making recommendations
2. Unlimited/ Limited use of gasoline and free
as to the fitness of applicants.
maintenance check-up
e. Job evaluation and wage administration
3. Company cellular phone
skills and relating pay to the differences
4. Representation Allowance/ Meal Allowance
in job requirements.
5. Education Scholarship/ Attending Conventions
f. Skills in determining training needs and
and Seminars
develop training modules and
conducting he same.
g. Skills in basic research related to
Career Advancement/ Other Professional Options manpower planning
for the Personnel Manager 3. Managerial Level – HR practitioner has
The Personnel Manager, known as the “jack of all acquired the above skills
trades”, has the opportunity for other career options a. Leadership and Conceptual Ideas
such as the following: Visioning
b. Analytical of the facts as basis for
1. College Professor Decision Making
2. Vice President of the Company c. Compliance Administration and Control
3. Chief Executive Officer (CEO) d. Interpersonal Teamwork
4. Politician
5. Entrepreneur
6. Businessman

The Career Path to HR Management

Entry Level
(personnel assistant)

Supervisory Level

Managerial Level

1. Entrance Level – may start as personnel assistant

a. Assisting in interviewing applicants;
b. Giving tests and scoring test results in
personality inventory and other skill
test;
c. Assisting in employee orientation and
training programs;
d. Record keeping