Chapter 1:

Role of Personnel/Human
Resource Management
Prepared by:
Mary Jane S. Abarca
Roy T. Bendijo
 Growth and
D e v e l o p m e n t of
Personnel/Human R
e s o u r c e in the Philippines
•A relatively new field in the
Philippines.
•In 1950’s that it is gradually gained
acceptance and recognition in private
business and industry.
 The Challenge of
Human Resource
Management today
• Changing employee expectation
• Rapidly changing technology
• Emphasis on productivity
• New Modalities on employee-Outsourcing
• Flatter Organization
• Fall on the command and control manager.
 Changing Employee expectations

•Todays workplace is composed of

different generation with different set
of values aspirations, and each with a
unique perspective and attitude
towards work.
 Classification of Generations

•Silent Generation (Born Before 1946)

•Baby Boomers (1946-1959)
•Generation X (1960-1979)
•Generation Y ( 1980-2008)
 Silent Generation

•Veterans – Entered the workplace in

1950 to early 1960’s
•Retired but known to me the most
LOYAL TO THE ORGANIZATION.
 Silent Generation
Steven Spielberg

Director - one of the wealthiest

filmmakers in the world.
Spielberg has countless big-grossing,
critically

Birthday: December 18, 1946

 Baby Boomers

• Born after WWII where economy is booming.

• Never experienced hardships
• Aggressive and ambitious
• LOYAL TO THEIR CAREERS.
 Baby Boomers
The Prince of Wales,
Heir to the Throne
Seeks, with the support of his
wife
Born:14 November 1948
 Generation X

•Born before the advent of the

technology.
•Concerned with work/life issues
 Generation X
Diana, princess of wales
The first wife of Charles prince of
Wales whom she married on 29 July
1981, and an international charity
and fundraising
Figure, as well as a preeminent
celebrity of the late 20th century.
 Generation Y

• “The Nexters” “Millennial”

• Talks back to their bosses
• Ambitious, demanding, and question
anything
• High maintenance.
 Generation Y

They are also going to be the

most high performing workforce
in the history of the world.
-Bruce Togan-
 Generation Y

• They walk with more information in their

fingertips
• They have high expectation but they have the
highest expectation first and foremost to
themselves.
 To gain acceptance and recognition, 3
conditions need to exist:

•Top management must be convinced

that personnel management is
needed in its business organization
 To gain acceptance and recognition, 3
conditions need to exist:

•Qualified personnel
administrators must be available.
 To gain acceptance and recognition, 3
conditions need to exist:

•Personnel administrators must

demonstrate their capacity to
contribute to company’s objectives
and goals.
 Personnel / Human Resource Management

•The function of management

concerned with promoting and
enhancing the development of work
effectiveness and advancement of the
organization.
 Why does it become…

•A Science?
• It involves the systematic gathering of data
derived from surveys, statistics, interviews and
observations.
•An Art?
• It involves the making of sound decisions.
 Personnel / HR Manager

•Member of top executive group, who

is responsible for the formulation of
personnel policies and programs
which will serve as the foundation for
an efficient personnel administration
Why do we need to
help them?
•To meet company objectives
and goals in the management
of its human resources
•Assist top management in
formulating sound policies,
programs and rules and after
approval, administer them
fairly and efficiently;
•Assist line supervisors and
managers in providing employees
with satisfactory work
environment and in promoting
harmonious relationships with
the employees and the union.
•Make managers and supervisors
aware of their full responsibilities in
the management of human resources
by providing them with technical help
needed to handle employees
problems.
•Help train and develop the
human resources of the company
in order to equip them with skills
and knowledge required in
accomplishing their jobs
efficiently.
•Help promote understanding
and good relationships by
opening the lines of
communication between
management and employees
•Identify management problems
that can be resolved and
opportunities that can be realized
through improved effectiveness
in personnel management.
•Assist management and supervisors
in handling labor relations, problems,
utilizing his knowledge and
competence on labor laws,
government regulations and court
decisions on labor relations;
•Assists the company in promoting
good morale and motivation among
its human resources;
•Assist in crisis management and
organizational development.
 Past V.S. Present

•Past…
• Disrespect for the position and those who
perform it.
• The low position in the organization
• Lack of expertise in performing their function.
 Past V.S. Present

•Present…
• Organization are now aware that the
attention should be given to their important
assets. (Human Resources)
What are the roles of HR
Department
 Recruitment

•Interviewing, testing recruiting and

temporary labor coordination.
 Wage and salary

•Job evaluation, wage and salary

survey, executive compensation
Benefits Administration
•Vacations and sick leave
administration, insurance, stock
plans, pension plans, retirement
plans, assistance programs
 Employee Services and
Recreation

•Bus Service, canteens, athletics,

housing and relocations
 Community Relations

•Publications, community projects

and relations
 Records Management

•Employment records, information

system, performance records
 Health and Safety

•Training, safety inspection, dental

medical services, drug testing
 Strategic Management

•Collaborative planning, out-

sourcing manpower research,
organizational planning.
 Supervisor

•He plans, organizes, directs,

controls, and coordinates the
activities of department.
 Administrative official
•He or his staff conducts or directs
certain personnel activities as
provided for in the offices and
programs entrusted to the
department.
 Adviser

•He serves as counselor, guide and

confidante to management
supervisors and employees.
 Coordinator

•He brings into action all

activities
 Negotiator
•He is the representative of
management in negotiating labor
contracts or attend negotiations
with unions in an advisory capacity
 Educator

•He conducts or administers

the company's training
program
 Provider of Services
•He provides services to all employees
and helps them obtain facilities with
government agencies like SSS w/c
make their employment more
satisfying
 Employees Counselor
•His knowledge and training in human
relations in the behavioral sciences plus
his familiarity with company
operations, puts him in the best
position to counsel employees.
 Promoter of Community
Relations
•He must be well informed of the
activities and developments in the
environment where the enterprise
operates.
What kind of Personnel/
HR manager should we
have
•Can communicate effective, both
orally and in writing
•Possesses an above-average
intelligence
•Enjoys working with people
•Grasps the implications of a given
situation, understands individual attitudes
and proves equal to the problems of the
employees and of the employer.
 What kind of Personnel/ HR manager should
we have

• Aggressive, mature, and capable of giving sound advice

that will be in the best interest of both the employer and
the employee.
• Possesses the integrity, industry, and courage to earn the
respect if the employees and his employer.
• Possesses a pleasing personality and personal warmth
and should be approachable.
What are the skills a Human Resource manager
needed

• A higher degree of knowledge on management

practices and processes.
• The HR practitioner is a service provider to other
line managers.
• A great knowledge of human psychology and
social relations.
What are the benefits given to a HR manager?

• Car plan or free use of company transportation

• Unlimited/ limited use of gasoline and free
maintenance check-up
• Company cellular phone
• Representation allowance/meal allowance
• Education scholarship/attending conventions and
seminars
Other professional Options of the HR Manager

• College Professor
• V.Pres of the Company
• CEO
• Politicians
• Entrepreneur
• Businessman
 Career Path to HR Management

Entry level: Personnel Assistant

Supervisory Level

Managerial Level
 Entry Level: Personnel Assistant
• Assisting in interviewing applicants
• Giving tests and scoring test results in personality
inventory and other skills test.
• Assisting in employee orientation and training
programs.
• Record keeping
 Supervisory Level

• Skills in writing job descriptions, job analysis and job evaluations

• Knowledge of employee benefit programs related to vacation
and sick leaves, pensions and other mutual benefits
• He must have acquired the skills in interviewing applicants and
counseling employees
• Skills in testing and interpreting test results and making
recommendations as to the fitness of applicants.
 Supervisory Level

• Job evaluation and wage administration skills and

relating pay to the differences in job requirements
• Skills in determining training needs and develop
training modules and conducting the same
• Skills n basic research related to manpower
planning.
 Managerial Level

• Leadership and conceptual ideas visioning

• Analytical f the facts as basis for decision
making
• Compliance administration and control
• Interpersonal team work