HUMAN RESOURCE MANAGEMENT
People design and produce the goods and service and
set overall strategies and objectives for the
organization. Without people, it is simply impossible for
an organization to achieve its objective. Thus, employee
involvement and commitment play a vital and key role
in the success of any business organization. It is
impossible to show a good financial or operating report
unless you get the support and commitment of your
employees.
The objective of HRM is to help make an
organization more effective. It seeks to
achieve this objective by means of:
 1. integrating comprehensive human
resource policies with overall organization
plans and strategies; and
 2. implementing responsive human resource
programs with a growing sensitivity to the
economic and policy needs of the
organization as well as being responsive to
the changing technology.

Major Purpose of Manpower Management
ACQUISITION
Jobs Analysis
Recruitment
Selection
Placement
OBJECTIV
E
DEVELOPMENT
Training and
Development,
Performance
Appraisal,
Coping with
Changing
Technology
OBJECTIV
E
MAINTAINANCE
Wage and Salary
Administration,
Benefits and
Services, Labor
Management
Relations,
Collective
Bargaining,
Discipline
Complaints and
Grievances
OBJECTIVE
To get the right
person for the
right job
To get the
most from the
employee
OVERALL OBJECTIVE
To retain
the best
work force
UTILIZATION
Human
Resource
Planning
And Career
Development
OBJECTIV
E
To instill
loyalty among
the employees
EVOLUTION OF HUMAN RESOURCE
MANAGEMENT
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Whatever the job title is, the implication is that the position functions within
a whole range of personnel-related activities. Changes in terminologies
reflect the significance associated with the management of people in the
organization as well as the broader perspective from which the field is
currently viewed.
As the business environment and the profit opportunities grew increasingly
large, organization began to create specialized units to cope with their hiring
needs. These units gradually began to be called personnel departments (the
word personnel is from an old French word that means “person”).
Human resource management emerged in the late 70s as a reaction
against the more functional approach embodied in personnel management.
The change was also accompanied by a fundamental shift in management’s
view of its employees.

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An important by-product of this change is management
behavior that no longer treats employees as mere costs but
assets. To achieve success, organizations must maximize
competencies – those underlying attributes or
characteristics that can predict superior performance.
These competencies range from tangible attributes, such as
skills and knowledge, technical know – how, to intangible
attitudes and values such as teamwork and flexibility.
Human capital refers to the attributes gained by a worker
through education and experience. These can help the
worker develop competencies, knowledge, and personality
attributes that in turn could help him/her perform and
produce economic value for his/her employer.
APPLICATIONS OF INFORMATION TECHNOLOGY
(IT) IN HR
1.
2.
3.
4.
5.
6.
Use of job boards and other similar web-based
recruitment(e-recruitment)
E-selection
Employment kiosk
E- learning
Electronic Performance Support System
(EPSS)
Salary and payroll administration
7. Growth of social networking sites like Facebook
and Twitter
8. Use of Email
9. Use of IT to foster customer involvement
10. Telecommuting / teleworking
BENEFITS OF TELEWORKING/TELECOMMUTING
1.
Employer benefits
- increased productivity, simulated by lower
absenteeism , higher employees’
concentration on work, and fewer distractions.
- less travel time and better use of employees’
peak efficiency time
- decrease turnover
- hiring incentive to new employees
- an opportunity to tap new labor pools
2. Employee Benefits
- They save money on fuel, car maintenance and
insurance
- a large reduction of stress
- More time for their families
- Fewer distraction on the job, greater work autonomy ,
and more relaxed work environment.
- Closer to their workplaces
HUMAN RESOURCE INFORMATION SYSTEM
(HRIS)
- is a database system that keeps important
information about employees in a central and
accessible location. It merges HRM as a
discipline and in particular, its basic HR
activities and processes with the IT field.
PURPOSES OF HRIS
a.
b.
To improve the efficiency with which data on
employees and HR activities are compiled
To provide HR information more rapidly and
more easily to be used in management’s
decision making.
HRIS APPLICATIONS
The following are examples of organizations who
made successful use of HRIS to deal with
problems related to HR and IT:
1.
2.
IBM
Toshiba America Medical Systems Inc. (TAMS)
SOME OF THE BENEFITS OF THE HRIS
SOLUTIONS
Salary and Payroll Administration
 HR Training
 Self-service Benefits Transactions

EXAMPLE OF HR DATA BY VARIOUS
Position
Online Self -service
STAKEHOLDERS
USING HRIS
Applicants
Job Openings
Application blanks
Data on the company
Employees
Benefits enrollment and claims
Print pay slips for past and current
months
Enroll for training and check training
schedule
Dependent data
Download forms and templates for HR
administration
Retirement planning scenarios
Provide feedback and view latest
company news and announcement
Managers
Training investment factor
Cost per hire
Turnover costs
Executives
Data for HR forecasting and costing
Succession plans
External groups
Time and attendance data
Dependent health insurance status
Payroll information
EXAMPLE OF SOFTHWARE
Jeonsoft Payroll Suite 2006 – is a client –
server-based integrated personnel and payroll
system specifically designed for Philippine use.
3 major modules:
 Time attendance system
 Payroll system
 HRIS system

ACCORDING TO JOHNSON AND GUEUTAL, HR IS
EVOLVING INTO A MORE TECHNOLOGY-BASED
PROFESSION BECAUSE ORGANIZATIONS NEED
TO:
 Streamline HR processes and reduce administrative
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burdens;
Reduce HR administration and compliance costs;
Compete more effectively for global talent;
Improve service and access to data for employees and
managers;
Provide real-time metrics to allow decision –makers to
spot trends and manage the workforce more effectively;
and
Enable HR to transform so it can play a more strategic
role in the business.
LABOR RELATIONS
Labor relations- provides advice, guidance and
direction to employees, supervisors and
administrators on a wide range of labor
relations and collective bargaining matters.
 Unions are required to provide workers with the
opportunity to have a say at their workplace
and to impact wages , work hours, benefits,
workplace, health and safety.

INCREASE IN SOCIAL CONTRIBUTION
Mandatory Contributions:
 Social Security System(SSS) – 10.4% of the
monthly salary ( by bracket)
 Government Service Insurance System (GSIS)21% of the monthly salary
 Philhealth – 2.5% (2.75%)
 PAG-IBIG -
BUSINESS PROCESS OUTSOURCING (BPO) IN
THE PHILIPPINES AND HR
Outsourcing is a proven tool that can help
companies their operating costs and cash flow.
 It is considered as one of the fastest growing
business sectors in the world including
Philippines.

HR DEPARTMENTS’ ORGANIZATION CHARTS
AND STRUCTURES
Centralization – a centralized strategy locates the
design and administration responsibility in a single
organizational unit.
 Decentralization - gives each unit the
responsibility to design and administer its won
personnel system.
 Organization chart – is a diagram that shows the
structure of an organization and the relationships
and relative ranks of its parts and positions/jobs.

Organizations can use charts for a number of
purposes:
 Design their department or division;
 Monitor reporting relationship;
 Gain access to information about newly created
job titles, staff duties, and reporting
relationship.
 Find out how leading agencies organize their
management teams and workforces.
Assess industry patterns
 Examine the competition
 Use in business presentations and to facilitate
placement decision.
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