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Module 1 - The Development of Human Resources

The document discusses the history and development of human resources (HR) in the Philippines. It began gaining acceptance in private business in the 1950s as top management recognized its importance. Now, HR handles recruitment, employee development, compensation, labor relations, and plays a strategic role in helping organizations adapt to changes. The role of the HR manager is to formulate personnel policies to help a company achieve its goals and allow employees to further their careers. Modern HR deals with issues like outsourcing, labor laws, and technology changes. The field has evolved from an administrative role to a strategic partner within organizations.

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Nicolle Jung
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Download as PDF, TXT or read online on Scribd
122 views

Module 1 - The Development of Human Resources

The document discusses the history and development of human resources (HR) in the Philippines. It began gaining acceptance in private business in the 1950s as top management recognized its importance. Now, HR handles recruitment, employee development, compensation, labor relations, and plays a strategic role in helping organizations adapt to changes. The role of the HR manager is to formulate personnel policies to help a company achieve its goals and allow employees to further their careers. Modern HR deals with issues like outsourcing, labor laws, and technology changes. The field has evolved from an administrative role to a strategic partner within organizations.

Uploaded by

Nicolle Jung
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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▪ Explain how human resources started in the Philippines

▪ Identify and explain the problems and difficulties of human


resource management
▪ Familiarization to the different roles in human resource
management
▪ Identify and explain the basic concepts of HRM and its role
in the recruitment process of competent organizations.
Personnel of human resource management is a relatively
new field in the Philippines. It was in the early 1950s that
is gradually gained acceptance and recognition in
GROWTH AND private business and industry. For it to gain acceptance
and recognition, three conditions needs to exist:
DEVELOPMENT OF
▪ Top management must be convinced that
PERSONNEL/HUMAN personnel management is needed in its
RESOURCE IN THE business operations;
PHILIPPINES ▪ Qualified personnel administrators must be
available;
▪ Personnel administrators must demonstrate
their capacity to contribute to the
company’s objectives and goals.
To grow and thrive in today’s competitive
environment, organization must deal with
ORGANIZATION many diverse changes.

AND HUMAN
Traditionally, the concept of value has
RESOURCES been considered a function of finance or
accounting.
The Challenge of the Global The Stockholders Challenge The Challenge for Productivity
Community
The links of high Human resources New technology and Efficient work structure and
productivity are: and capacities opportunities company policies allow employees
and technology to interact.
CONTRIBUTING 1. Increasing complexity of business
operations
GROWTH 2. Government regularizations and labor
laws promulgated in recent years

FACTORS 3.
4.
Growth of labor unions
Influx of new concepts on management
▪ Personnel and Human Resource
Management may be defined
as the function of
DEFINITION OF management, concerned
with promoting and
PERSONNEL/HUMAN enhancing the development
RESOURCE MANAGEMENT of work effectiveness and
advancement of the
human resources in the
organization.
PERSONNEL/HUMAN
RESOURCE MANAGER
The personnel or human resource
manager, who is a member of a top
executive groups, is responsible for
the formulation of personnel policies
and programs which will serve as the
foundation for an efficient personnel
administration in a company for it to
realize its goals and objectives and
allow the employees to develop their
individual career goals.
Common misconception about his role and functions

Inadequate recognition by the management of the proper role of the


personnel manager in the organization

In the area of labor relations

Jealousy of the other executives regarding the personnel manager’s


duty and authority
The Traditional Personal Image
• Historically, personnel managers and their departments suffered from very low
perceived position due to the following factors:

Disrespect for the position and for those who perform it;

The low position in the organization;

Lack of expertise in performing their functions.


▪ With the advancement in technology and
their higher qualifications for
THE CHANGING employment, the position of the human
IMAGE OF THE resource department in the organization
got the boast of higher recognition and
HUMAN RESOURCE importance. Organization now
FUNCTION recognized the important role played by
human resource in the company’s profit
index.
THE ROLE OF HR
IN THE NEW ▪ The new role that the HR department performs
includes out-placements, labor law compliance,

MILLENNIUM
record keeping, testing, compensation and some
aspects of benefits administration.

ORGANIZATION
2. Interviewing, testing,
1. Recruitment and
recruiting and temporary 3. Labor coordination
Employment
employment

4. Training and
development
• Orientation of New and
temporary employees
• Performance management
training
• Productivity enhancement
5. Wage and salary 6. Benefits Administration 7. Employee service and
management • Vacation and Sick Leave recreations
• Job evaluation administration • Bus service
• Wage and Salary survey • Insurance • Canteens
• Executive compensation • Stock plans • Athletics
• Pension plans • Housing and relocation
• Retirement plan assistance programs
8. Community 9. Record management
Relations • Employment record
• Publicity • Information system
• Community project and • Performance record
relation

10. Health and Safety 11. Strategic


• Training management
• Safety Inspection • Collaborative planning
• Dental and Medical • Out-sourcing manpower
Services research
• Drug testing • Organizational Planning
Administrative
Supervisor Adviser Coordinator Negotiator
Official

Promoter of
Provider of Employee Public
Educator Community
Services Counselor Relations Man
Relations
Entry Level
Supervisory Managerial
(Personnel Level Level
Assistant)
TRUE OR FALSE

______1. Personnel or Human Resource Management is a relatively new field in the Philippines.

______2. The top management is aware that there is always a need for personnel management in the company.

______3. Industrious and hardworking personnel are already suitable qualifications in becoming a personnel or
human resource manager.

______4. The Personnel Management Association of the Philippines or PMAP is a national organization of all
human resource practitioners which was established to uphold the profession to the fullest.

______5. The variety of operations at work and the increase in size of personnel management in the Philippines.
EVALUATION &
ASSESSMENT
1. What is Human Resource Management? What
are the significance of HRM in the
organization?
2. Discuss the Roles of Human Resource
Management.
VI. Other Reading Materials
Links
http://www.businessdictionary.com/definition/allocation-of-resources.html
http://www.learneconometrics.com/

VII. Reference
Human Resource Management (Revised Edition) by Dr. Marissa B. Ferrer, Dr. Raymundo P. Arcega, Dr. Pedrito
R. Pereda.

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