1st Sem of SY 2010 - 2011

MGT

2:

HUMAN RESOURCE
MANAGEMENT

OVERVIEW ON PERSONNEL: HUMAN RESOURCE

MANAGEMENT

SUBMITTED TO: MRS. MAIGUE SUBMITTED BY: GROUP 1 LOPEZ, APRIL JOY SAMONTE, RUBY LUBIANO, CHRISTIAN HRDM II-A CNSC

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT

Efficient management of human resource in any organization can spell the difference between its success and failure to attain its objective or goals. Human Resource Management plays important role in the accomplishment of individual, organizational, national or societal goals. Human Resource Management is a line management responsibility Relationship of Personnel department manager w/other organizational units Personnel Department manager and his subordinates or staff perform specialized staff function in relation to other employees from other units w/in organization. Line Managers are responsible for getting results in such function areas as manufacturing, marketing operation, the people in personnel department involving manpower. Personnel Manager provides advice, informs and recommends steps to be taken on personnel matters to other managers w/in the organization Chief Executive Officer (CEO) is responsible to design a workable organizational structure to transform the inputs of people and resources into specified outputs. In some organizational the personnel managers assists the presidents in designing structure of relationship among employees. Human Resource Management and personnel management refers to the same process and are interchangeable. It covers all the activities dealing w/the management of people in organization Human Resource Management and personnel management consists of managerial function such as planning, organizing, directing, and controlling of the human resources of an organization. The six Ms of Management 1. Men and women is the most important cuase w/out the fullest cooperation of the people in organization, the company goals and objective cannot be obtained efficiently 2. Money 3. Methods 4. Materials 5. Machines 6. Market Managerial functions 1. Planning determine in advance of how the obj. of the organization will be attained 2. Organizing HRDM II A CNSC Group. 1

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT 3. Directing 4. Controlling

Reported by: Samonte, Ruby OPERATIVE FUNCTIONS OR PERSONNEL 1. Personal Planning I s a study of the labor supply of jobs. 3 activities in personal Planning 1.a Recruitment

Process of encouraging job applicants from outside an organization to seek employment in an organization. Source of Applicant: The Org. current employees Newspaper Advertising Schools Referrals from Employee Recruitment Firms 1.b Selection

The purpose of this is to evaluate each candidate. And choose the most qualified applicant for the job position Ways of determining the qualifications of a job candidate Application Blanks References Interviews Testing

Types of testing 1. Psychological test HRDM II A CNSC Group. 1 Aptitude test

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT Performance test Personality test Interest test

2. Physical test 3. General Knowledge test

1.c

Placement

Process of making an employee adjusted and knowledgeable in a new job/working environment 2. Training and developmenta. Refers to any method used to improve the attitude, knowledge, skill, behavior of employee. b. Learning is made easier for employees when organization provides formal proper training and development.

Reported by: Lopez, April Joy Padillo

3. Employee Performance Rating May be: Judgmental if it is made a tool in decision making for promotion, transfer, pay increase or termination of employee. Developmental - in purpose when the evaluation is used to facilitate employee improvement in performance.

4. Compensation a. Base Pay (Basic Compensation) description, the job evaluation. using job analysis and job

HRDM II A CNSC Group. 1

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT b. Incentive (Variable Compensation) plans that would pay at different level of pay based on performance or productivity c. Supplementary Compensation added benefits given to employees usually as a result of organization membership. Ex. SSS,pagibig,medicare,medical,dental benefits, LOA, tution assistance, company provided housing or car, retiremenet plans and others 5. Maintenance Covers all activities intended to provide an acceptable working environment for employees. Topics would under in maintenance (employee morale, communication, motivation, personnel coordination, health and safety, grievances, maintaining discipline, personnel research. 6. Labor relations Relationship existence between the management of an organization and its employees refers to the efforts of satisfactory accommodation between both employees and the management to settle disagreement.

IMPORTANCE OF HUMAN RESOURCE MGT. 1. Complicated Jobs of Managers 2. Labor Laws Compliance Required 3. Changing Attitude and Values of Both Employers and Employees 4. Consistency Maintenance W/in Organization 5. Sophisticated methods used in personnel activities require Expertise 6. Cost or Expense involved in handling personnel problems

Reported by: Lopez, April Joy Padillo

HRDM II A CNSC Group. 1

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT All the management team from the President down to the level of the first line supervisor are responsible for the success or failure of human resource management w/in their respective areas of supervision. Personnel Programs, objectives, plans, policies, strategies and programs pursued by the different functional areas to accomplish organizational goals In large organizations, the personnel function is centralized staff or service department activity. They porvide service or staff assistance by helping line managers on matters involving personnel recruitment.selection,training, development, maintenance and compensation. Function of Human Resource Department 1. To recruit, screen and refer qualified job applicants to line managers who will decide to employ 2. To assist line managers in the area of personnel changes 3. To assist line managers on safety matters 4. To assist managers in the field of employee relations 5. To assist in providing employees services 6. To conduct employee research and standards for job description, job evaluation, job grading, wage analysis, labor market survey, organizational planning and development, preparation of employee manuals, human resource development program and personnel audit. Personnel Program Refers to the activities programmed to implement the organizational philosophy or creed and the personnel philosophy of central managers in relation to people to as to accomplish organizational objectives. Factors to be consider in Personnel Program Objectives of the organization Organizational philosophy or creed Philosophy of central managers in relation in personnel Financial conditions and physical facilities of the company The cultural background and the tradition of the people Governmental factors

Personnel Policies Are continuing decisions applicable to routine or repetitive situations used as guide in the management of human resource. HRDM II A CNSC Group. 1

CHAPTER 1 OVERVIEW ON PERSONNEL: HUMAN RESOURCE MANAGEMENT

HRDM II A CNSC Group. 1