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8/11/2019 ETEEAP Human Resource Management
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HUMAN
RESOURCE
MANAGEMENT
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Intended Learning Outcomes
Res 1 3:00-4:301.Write a Statements of the problem
of the actual study
2. Make a Related Literature of theactual study
3. Create a Title of the chosen study
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HR overview in the early stage
Hr evolved from a mereadministration function to a strategicpartner in a company.
Perfunctory roles of HR practitionerswere recruitment, selection, andplacement of employees
Given the thrusts, the HR managerusually given to lawyers
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Developmental stage- HR managers need to manage the
people side of the company to createvalue to the organization as well as to theemployee.
- HR professionals are competence forbuilding capacity for excellence byacting as value adding unit in theorganization
- HR lead in identifying employee existinglevels of competencies
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Current Stage Human Capital Management
- employee has the greater stake of
companys profitability
-employees are treated like a capitalistpartner
* HR processes, technology and principles
play integral parts in the companys
mission vision and values
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Role of PMAP(Personnel Association in the Philippines)
HR are needed in business operations
Ensure qualified personnel
administrator
HR demonstrate their capacity tocontribute to the companys objectives
and goals.
Helped the supply-demand gap for HR
professionals
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Contributing Growth Factors of HR
1. Increasing complexity of business
operation
2. Government regulations and labor
laws promulgated in recent years
3. Growth of labor unions
4. Influx of new concepts in
management
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HR Functions and RolesHR Definition:
-Define as the function of
management concerned with
promoting and enhancing the
development of work effectiveness
and advancement of the personnel
in an organization.
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Management Functions:1. Planning-refers to the job of determining a
propose mode of action based on a full
understanding of the factors involved and
directed at a specific objectives.
2. Organizing-arrangement and relationshipof jobs and positions necessary to carry
out the personnel program as determined
by top management.
3. Directing-concerned with the guidance ofall efforts toward a stated objectives.
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4. Coordinating-method of gettingpeople in an organization to work
together harmoniously.
5. Controlling-concerned withkeeping all efforts within the
channels prescribed by the
management plan for the
organization
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JOB ANALYSIS
- It is the process of
studying positions, of
describing duties andresponsibilities that go
with job categories.
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Job Analysis Program
-Usually undertaken when theorganization is starting
operations, a new job is
created, and a job is changed
significantly by the nature of
operation, technology
introduction, restructuring or
other similar events.
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Four parts of Job Analysis1. Job Description-describes the job in terms of its level
of duties and tasks.
2. Job Specification-indicates the qualifications in terms
of skills, experience, training, and other special
qualifications as well as traits required of the worker
to satisfactorily perform the job.
3. Job Profile- describes the job in terms of key result
areas and functions and roles and competencies.
4. Job Data Gathering-job observation through job
evaluation
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Job Evaluation
The process of determining the work ofone job in relation to that of the
other jobs in a company so that a
fair and equitable wage and salary
system can be establishedPrinciples to follow related to salary:
-Equal pay for equal work
-Dif ferences in pay mus t be based on dif ferences
in work
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HR Functions1 . HR Planning- dynamic process of ensuring that at all times a
company or its units has in its employ the right number ofpeople with the right skills, assigned on the right jobs where
they can contribute most effectively to the productivity and
profitability of the company.
Elements:
a. Organizational planning
b. Selection and placementc. Training
d. Development
e. Motivation
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Appraisal
A method of evaluating and
providing Feedback on where
and how the employee meetswork expectations over a given
period of time.
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Variable Compensation
1. Sales Incentive Plans
2. Management Incentives plans
3. Benefits
a. Social Security System/ GSISb. Life Insurance
c. Retirement
d. Car and car-related benefits
e. other benefits
4. Recognition
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TRAININGIt is a carefully planned and handled effort of management
through competent instructors/workers, to impartknow-how and to develop or improve certain
phases of individual skills, attitudes, discipline,
behavior, or knowledge, to make him either more
effective on his present job or better qualified for
another job.Reasons:
a. Productivity
b. Effectiveness on the present job
c. qualification for a better job
d. Morale Booster
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LABOR-MANAGEMENT RELATIONS
The relationship between the employees on
one hand and management on the other
hand which governed by the Constitution,
pertinent provisions of the Labor Code of
the Philippines, other legislation, andapplicable court decisions and
regulations promulgated by the
appropriate government agencies
affecting employee-employer relations.
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Found in the Philippine Constitution
For your readings and understanding:
-Section 9-social responsibility of both parties
-Section 10-social justice for national development
-Section 20-dispensable role of private sector regarding
incentives
-Section 9 Article II-protection to employment and
quality in employment (equal opportunities)
-Section 9 Article XIII-Social justice and Human Rights
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HR Information System
Reasons:1. For basic transactions
2. For external and Internal reporting
3. For contracts and formaldocuments
4. For references
5. Continuing file on the person
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HR as Manager and as a Leader
For your readings and furtherunderstanding:
What is a Manager?
What is leader? Do the manager will always be a
leader?
Do leader will always be a
Manager?
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Human Capital Management
(Ability + Behavior) xeffort x time = TOTAL
HUMAN CAPITALINVESTMENT
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HR Transformational Principles
Human ResourcesTo place the r igh t peop le with the r ight
sk i l ls with the r igh t jobs for the
r igh t cost at the r ight t ime
Human Capital
To place the r igh t peop le with the r ight
competenciesin the r ight ro les that
are value-addedat the r ight t ime
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