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IMPORTANCE OF HUMAN RESOURCES

WHAT IS HUMAN RESOURCES?

Human Resources are the


people who make up the work
force of an organization,
business sector or economy.

IMPORTANCE AND ROLES OF HUMAN RESOURCES


Concerned

with the issues of managing

people
Recruiting suitable candidates for the
organization
Identifying and meeting the training needs of
existing staff

Ensuring

employee welfare and


employee relations are positive
Ensure the working environment is
safe for employees
Raising awareness of current work
place legislation

IM 2
Human Resource
Management

What is human resources?


Human Resources is the department
within a company that handles all matters
relating to employment.

Personnel
Management

Scope of
Human
Resource
Management
Industrial
Relations

Employee
Welfare

Personnel Management
Human

Resource Planning
Job Analysis Design
Recruitment and Selection
Orientation and Induction
Training and Development
Performance Appraisal

Personnel
Management

Scope of
Human
Resource
Management
Industrial
Relations

Employee
Welfare

Employee welfare
Benefits
Rewards
Facilities

Personnel
Management

Scope of
Human
Resource
Management
Industrial
Relations

Employee
Welfare

Industrial relations
Employee

Unions
Maintaining Work Relations

HISTORY OF HUMAN
RESOURCE
MANAGEMENT

Pre-Spanish and Spanish Occupation

In pre-Spanish and Spanish occupation, the


"mayordomo system" of the foreign groups took on
a master-servant type of relationship with no
written codes used as guidelines.

American Occupation

The labor conditions during the American period,


though not forced and not as harsh as those in the
previous foreign regime, were far from being fair
and just.

World War II

In World War II, the anemic union movement was


smothered temporarily. It decimated big trade, business
and industry activities and also a suspension of the
normal educational system. Frenzied efforts to rise from
the war debris were exerted.

World War II

Martial Law

Although much knowledge about personnel or human resources


management was imbibed by individuals and organizations, practice fell
short due to suppression of rights when Martial Law Period (years
when the late Philippine president Ferdinand Marcos exercise his
dictatorial/authoritarian powers) took place causes severe economic
and financial setbacks due to international events and exacerbated by
national state of affairs. The political atmosphere and economic state
of affairs were not conducive to operationalize knowledge and
implement policies.

Democracy

However, the democracy was reinstituted; the exercise of


freedom to participative law making process through
legislation for management and labor has begun; many laws
have been passed in protection for both sides of employer and
employee to date; the Personnel Management Association of
the Philippines (PMAP) has exerted and shown leadership in
many years in the professionalization of human resource
management through formal and informal training, and a
giving-body award for most human resources program that
excel every year.

Education

With the purpose and need to keep pace with


the demands of local and international business
environment to become globally competitive,
Commission on Higher Education (CHED)
mandate Higher Education Institutions (HEIs)
offering Bachelor of Science in Commerce (BSC)
to adapt Bachelor of Science in Business
Administration (BSBA) that also covered
specialization on course program like Human
Resource Development Management (HRDM).
(CHED Memorandum Order No. 39, Series of
2006)

Human Resource Management

As discussed earlier,the history of human resource management is a


product of its various events and influenced by most of the capitalist
from local and overseas. The economic, political, and educational
environment influenced various programs and services for manpower
welfare.

Today, the current status of human resource is continually grow, spread


and strengthen as the world academe, government agencies and
corporate world embrace the needs of human resourcing not only to
provide the organization with sustained competitive advantage but
also as important strategic partner in shaping the ideal human asset
not only for collective organizational success but also in nations
competitive economic development.

COMPETITIVE
CHALLENGES
INFLUENCING HUMAN
RESOURCES
MANAGEMENT

Technology
Certainly,

an understanding of the part that


technology plays in supporting human capital
management is a main element of the success of
Human Resources.

Training

in technology improves the efficiency of


workers, and thereby increases profits. It also
keeps employees abreast of new developments
which assist them in their particular positions.

Recruitment and availability of


skilled labor
Human

Resources must have selection


tests that match positions in the
company
a method of search for important
communication skills and co-operative
skills are also essential to a company's
success.

Retention and Succession Planning


of employees

Human Resources must establish a strong rapport among


employees so that the company's goals can be reached
through harmony and motivation in the work place

Fair treatment is essential and justified promotion by


means of better employee assessment is also requisite for
retention of good employees.

Recognition of employees as assets is necessary for the


successful operation of a company, as well as planning for
candidates to be promoted and for succession of retiring
employees is needed.

Health and Welfare


Provisions

must be made for the care


of employees. This can be in the form
of health benefits and sick days.
Workshops and company picnics,
outings, holiday celebrations, etc.
often boost morale.

Workforce diversity
As

required by law, diversity in the


workplace must be maintained.
Careful attention to equitable and
harmonious arrangements in the
workplace will ensure the success
of such diversity.

Industrial and Employee Relations


Human

Resources can assist in maintaining


a rapport within a company as well as
between its own company and others with
whom it interacts in trade or otherwise.
This may involve restructuring, outsourcing,
and retirement. New insights on how to
improve productivity, reduce costs,
intervention, etc. are also essential
components of good relations.

Meeting
Competitive
Challenges through
HRM Practices

HRM practices that help companies dealwith


the four competitive challenges:
1.

The HR environment

2.

Acquiring and preparing HR

3.

Assessment and development of HR

4.

Compensating HR

The HR environment

Managing internal and external


environmental factors, allows
employees to make the greatest
possible contribution to
company productivity and
competitiveness.

Internal and External Environment


Internal Environment forces internal to an
organization. Internal forces have profound
influence on HR functions.
External Environment are things from outside
an organization that directly or indirectly
influence it. These external factors are outside
of the control of organization.

Environmental Forces
External Forces
Internal Forces
Unions
Strategy, Task

&
Leadership

Organizational

culture & conflict

Political-Legal

Technological

Cultural

Economic

Acquiring and preparing HR


Customer

needs for new products


or services influence the number
and type of employees businesses
need to be successful.

Assessment and development of


HR
Managers

need to ensure that


employees have the necessary
skills to perform current and
future jobs.

Compensating HR
Besides

interesting work, pay and


benefits are the most important
incentives that companies can offer
employees in exchange for contributing to
productivity, quality, and customer
service.

Create pay systems, reward employee contributions and provide benefits