HUMAN RESOURCE MANAGEMENT

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An overview of HRM History of HRM Definition of HRM Functions of HRM Role of the HR Manager Trends and Issues in HRM

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History of HRM
The chronology of events in and outside the Philippines virtually changed the nature and scope of the functions of HRM from merely recruiting and monitoring people to performing more strategic functions such as training, development and labor relations, and to increasing employee productivity and morale as well as the competitive advantage of the firm.
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Major historical developments, particularly in the political and economic arenas, made crucial HRM functions in dealing with workers through labor unions and ensuring that the firm complies with all labor laws and other related legislations.

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The traditional role of HRM being reactive to the demands of the stakeholders in and outside the firm shifted to a more proactive approach in the performance of its functions.

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Even the image of the HRM person has changed over time; that is, from a mere administrative personnel to a strategic manager. At present, the HRM unit, like the other functional areas of the firm, cannot operate effectively and efficiently without the aid of information technology.
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Definition of HRM
Human Resource Management refers to many different activities dealing with the human side of the organization. This involves planning, organizing, implementing and evaluating programs and activities related to the recruitment, development, remuneration, health, safety and welfare, labor relations, research and information technology, and post-employment to achieve individual organizational goals and national development.
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Other definitions of HRM

By R. Noe (2002) Refers to policies, practices and systems that influence employees behavior, attitudes and performance By Byars and Rue (1991) It is the utilization of human resources to achieve organizational objectives

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By Mondy and Noe (1993) It is the process of achieving the best fit between individuals, jobs, organization and the environment

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FUNCTIONS OF HRM
     

Selection and staffing Human resource planning Organizational and job design Training and development Employee and labor relations Compensation benefits Research and information system

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Common Roles of HR by size of companies

HR Functions Recruitment and selection Small Recruitment and selection Medium HR planning Recruitment Orientation Large HR planning Recruitment Orientation Job analysis and design

Training and development

Implementation of in-house programs Simple performance appraisal

Planning of training programs Implementation and evaluation of training programs Performance appraisal

Planning of training programs Implementation and evaluation of training programs Career development Performance appraisal
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HR Function Compensation

Small Wage Other benefits

Medium Job Evaluation Wage and salary scale Fringe benefits Discipline Employees deal with union Communication with employees various ways

Large Job Evaluation Wage and salary scale Discipline and grievance of employees Communication with employees various ways Employee counselling

Labor relations

Discipline and grievance Personal communication

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HR function Health and Safety

Small

Medium

Large

Implementation of Implementation health and safety of health and programs safety programs Separation of employees Separation of employees Separation of employees Human resource research computerization

Post-employment HR Research and Information System

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Group Assignment
Assume that you are the human resource manager of an IT services company located in Quezon City with about 50 employees and with a present capitalization of P50 million. Your company has been operating for 18 years and for the past years the annual gross sales amount to about P20 million with an ROI of 25%. Moreover, the company has been unionized recently and must negotiate with the union for the collective bargaining agreement. 1/30/2012

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The CEO of the company has just issued a memo to all departments to develop a budget for the coming year and to justify such budget proposal. As part of this requirement, prepare a list of at least 5 major reasons why the HR department is vital to the success of the whole firm. Be ready to present your list to the class.

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