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Understanding The Basic Concepts of HRM

The document discusses several key concepts in human resource management. It outlines that the Philippine Constitution provides the foundation for HRM by protecting employee rights. It then describes the new roles of human resource professionals as strategic partners, employee advocates, change champions, and harnessing technology. Finally, it lists critical skills for HR practitioners' success such as human relations, multitasking, organization, negotiating, and honesty.

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Shaniah Iturralde
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45 views2 pages

Understanding The Basic Concepts of HRM

The document discusses several key concepts in human resource management. It outlines that the Philippine Constitution provides the foundation for HRM by protecting employee rights. It then describes the new roles of human resource professionals as strategic partners, employee advocates, change champions, and harnessing technology. Finally, it lists critical skills for HR practitioners' success such as human relations, multitasking, organization, negotiating, and honesty.

Uploaded by

Shaniah Iturralde
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Shaniah Nicole C.

Iturralde 02/03/2022
BSFA – III FOA 28

UNDERSTANDING THE BASIC CONCEPTS OF HRM

1. What is the constitutional foundation/basis of HCM?

- Managing human capital or resources cannot be done successfully without adhering to


the Philippine Constitution that protects the rights of laborers and prevents companies
from doing unethical and illegal transactions that would put their employees at risk.
The Philippine Constitution is therefore the bedrock for protecting the rights and
welfare of employees when they are forming unions that do not violate the law (Article
II, Section 18 of the Declaration of Principles and State Policies). Furthermore, Article
XIII, Section 3 further elaborates on its labor policy extending to: promoting equality
and full employment opportunities for all, guaranteeing worker rights and security in
doing strikes, promoting shared responsibilities between workers and employers in
fostering industrial peace, and regulating relations between workers and employers
when it comes to fruits of production.

2. In chapter 3, it enumerates the new role of the Human Resource Professional. Name
them and describe each.

- The essence of human resource management is heavily anchored on keeping up with


an increasingly globalized world – with drastic changes and developments happening
in the market and the current economic recession that is currently affecting the modern
economy. With these present challenges, the Human Resource Professional is
presented with a new role to fulfill in making decisions, sustaining organization, and
keeping competitive advantage:

• A strategic partner – being the HR professional in an organization requires the


discipline and expertise to boost productivity among employees in order to
achieve the business objectives. This also entails that an HR professional must
be knowledgeable in strategic HR services that affects the business strategy at
a larger scale (design of work positions, rewards and recognition, manpower
development, and appraisal systems among many others).

• Employee advocate – the success of an organization lies on how an HR


professional carries out their role as advocating for their people by creating a
work environment that makes the employees feel safe, motivated, and
productive through providing opportunities, incentives, programs, and
interventions. In establishing a healthy work culture or routine, employees
become more bound to serving their consumers to the fullest.
• Change Champion – change is constant and even necessary for a working
environment to thrive; however, it also creates conflicts due to difference in
ideologies in the workplace. An HR professional’s role in change is not only
the agent who champions it, but also and more importantly the agent who knows
how to inclusively effectuate change that will minimize employees’ resistance
to change. The HR must serve as the middle ground for a business’ interest and
employees’ welfare.

• Harness the Benefits of Technology – a lot of HR-related issues need to be fully


automated in a way that is time and cost-efficient for the department, hence the
effective utilization of technology to improve customer services and create new
value-added strategies. One effective way is the usage of Local Area Network
(LAN) that allows employees to interact and communicate with fellow
employees, and gather information faster to craft a business strategy using
relevant data. This advantage extends to HR staff making more informed
decisions to meet a company’s future needs.

3. What skills and attributes that are credited for success of an HR practitioner?

- It has been observed that the skills that make an HR practitioner effective and
successful are soft skills. The list of critical skills and attributes that are credited for
HR practitioners’ success are as follows: human relations or interpersonal,
multitasking, organization, ability for dual focus, trust and confidence, dedication to
continuous improvement, negotiating and problem-solving, team-oriented, and honesty
and integrity. Although these skills differently entail various responsibilities of an HR
practitioner, they are all rooted on having good human relations and being an effective
team player who knows how to communicate and work with other people’s ideas. In
addition, these skills allows for an HR professional to effectively lead, manage, and
organize certain aspects in a business.

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