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Chapter 1 Role ofPersonnel/Human

Resource

Management


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Growth and Development of

Personnel/Human Resource

Management in the Philippines

Personnel or HRM is a relatively new field in the

Philippines. It was only in 1950s that it is graduallygained acceptance and recognition in private

business and industry.


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The Challenges of Managing Human

Resources Today.Changing employee expectation

Rapidly changing technology

Emphasis on increased productivityNew Modalities of EmploymentOutsourcing

Flatter organization.

Fall of the command and control manager.


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Changing employee expectation

One must recognize that todays workplace

comprise of several generations, each with a

different set of values, aspirations, and each with aunique perspective and attitude towards work.


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Generations have been classified into 4 categories:

1. The Silent Generation (born before 1946)2. The Baby Boomers (born between 1946-1959)

3. The Generation X (born 1960-1979)

4. The Generation Y (born between 1980-2008)


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The Silent Generation (born on

before 1946)

This generation is the so called veterans who

entered the workplace in the 1950s and early

1960s

Since they are old, they have since long retired

and unheard from.

They are known to be loyal to the organization.


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Undoubtedly one of the most

influential film personalities in the

history of film, Steven Spielberg is

perhaps Hollywood's best knowndirector and one of the wealthiest

filmmakers in the world. Spielberg

has countless big-grossing, critically

acclaimed credits to his name, asproducer, director and writer.

Birthday:December 18, 1946


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The Baby Boomers (born between

1946-1959) Born after the WW2 when the economy was

booming.

People that never experienced the hardships ofwar days.

Aggressive and ambitious

Known to be loyal to their careers.


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The Prince of Wales, as Heirto the Throne, seeks, with

the support of his wife, to do

all he can to use his unique

position to make a difference

for the better in the United

Kingdom and internationally.

Born:14 November 1948


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The Generation X (born 1960-1979)

Born before the advent of the information Age.

Concerned with work/life issues


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Diana, Princess of

Wales (DianaFrances;[N

1] ne Spencer; 1 July

196131 August 1997)

was the first wifeof Charles, Prince of

Wales, whom she

married on 29 July

1981, and aninternational charity and

fundraising figure, as

well as a preeminent

celebrity of the late 20th

Ch i l t ti


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The Generation Y (born between

1980-2008)

Referred to as the Nexters

Known for talking back to their bosses

They are ambitious, demanding and questionanything

When it comes to loyalty, the companies they

work for are the last priority behind their friends,

communities, co-workers, and of coursethemselves

High maintenance workforce in the history.

Ch i l t ti


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The Generation Y (born between

1980-2008)

According to Bruce Tulgan founder of research

firm Rainmaker Thinking They are also going

to be the most high-performing workforce in the

history of the world.

They walked with more information in their

fingertips

They have the high expectations, but they havethe highest expectations first and foremost for

themselves


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To gain acceptance and recognition,

3 conditions need to exist:Top management must be convinced that

personnel management is needed in its business

organization

Qualified personnel administrators must be

available

Personnel administrators must demonstrate their

capacity to contribute to the companys objectivesand goals.


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What is Personnel/ Human

Resource Management?

Defined as the function of management,

concerned with promoting and enhancing

the development of work effectiveness and

advancement of the human resources inthe organization.


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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.


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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 efficientpersonnel administration in a company for

it to realize its goal and objectives and

allow the employees to develop theirindividual career goals.


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Why do we need to hire

them?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 inpromoting harmonious relationships with the employeesand the union.

4. Make managers and supervisor aware of their fullresponsibilities in the management of human resourcesby providing them with technical help needed to handleemployees problems.


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Why do we need

5. 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.

6. Help promote understanding and good relationshipsbuy opening the lines of communication between

management and employees

7. Identify management problems that can be resolved

and opportunities that can be realized through improved

effectiveness in personnel management.


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8. Assist management and supervisors in handling

labor relations, problems, utilizing his knowledge

and competence on labor laws, government

regulations and court decisions on laborrelations;

9. Assist the company in promoting good morale

and motivation among its human resources;

10. Assist in crisis management and organizational

development.

Why do we need


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Past VS. Present

Past

Disrespect for the position and those whoperform it

The low position in the organization Lack of expertise in performing their function

Present

Organization are now aware that the attentionshould be given to their important assets.

(Human Resources)


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What are the Roles of HR Dept.?

a. Recruitment

b. Training and Development

c. Wage and Salary

d. Benefits Administration

e. Employee Services and Recreation

Interviewing, testing recruiting and temporary labor

coordination

Orientation of new and temporary employees, performancemanagement training and productivity enhancement

Job evaluation, wage and salary survey, executive

compensation

Bus service, canteens, athletics, housing and relocations

Vacations and sick leaves administration, insurance, stock plans,

pension plans, retirement plans assistance programs


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f. Community Relations

g. Records Management

h. Health and Safety

i. Strategic Management

Publications, community projects and relations

Employment records, information system, performance

records

Training, safety inspection, dental medical services, drug

testing

Collaborative planning, out-sourcing manpowerresearch, organizational planning


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Roles of the Personnel/ HR

Manager

Supervisor

Administrative Official

Adviser

He plans, organizes, directs, controls and coordinates the

activities of his department.

He or his staff conducts or directs certain personnel activities as

provided for in the policies and programs entrusted to the

department

He serves as counselor, guide and confidante to

management supervisors and employees


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Roles of the

Coordinator

Negotiator

Educator

He brings into action all activities

He is the representative of management in negotiating labor

contracts or to attend negotiations with unions in an advisory

capacity

He conducts or administers the companys training

program


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Roles of the

Provider of Services

Employees Counselor

Promoter of Community Relations

He provides services to all employees and helps them obtain facilities

with government agencies like SSS w/c make their employment more

satisfying

His knowledge and training in human relations and the behavioral

sciences plus his familiarity with company operations, puts him in the

best position to counsel employees

He must be well informed of the activities and developments in

the environment where the enterprise operates.


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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


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What kind of

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.


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What are the skills a HR 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.


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What are the benefits given to a

HR Manager?

Car Plan or Free use of CompanyTransportation

Unlimited/ Limited use of gasoline and free

maintenance check-up Company cellular phone

Representation Allowance/ Meal

Allowance Education Scholarship/ Attending

Conventions and Seminars


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Other Professional Options for the

HR Manager

College Professor

V.Pres. Of the Company

CEO Politician

Entrepreneur

Businessman


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Career Path to HR

ManagementEntry Level

(Personnel Assistant)

Supervisory Level

Managerial Level


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Assisting in interviewing applicants

Giving tests and scoring test results in personally

inventory and other skills test

Assisting in employee orientation and training

programs

Record keeping

Entry Level

(Personnel Assistant)


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Skills in writing job descriptions, job analyses and job

evaluations

Knowledge of employee benefit programs related to

vacation and sick leaves, pensions and other mutualbenefits

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


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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 in basic research related to manpower

planning


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Leadership and Conceptual Ideas Visioning

Analytical of the facts as Basis for Decision

Making

Compliance Administration And Control

Interpersonal Team Work

Managerial Level


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The end

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