ETEEAP Human Resource Management

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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Documents

ETEEAP Human Resource Management