HUMAN RESOURCE MANAGEMENT
Module 1
THE REWARDS AND CHALLENGES OF
HUMAN RESOURCE MANAGEMENT
Learning Outcomes
After studying this chapter, you should be able to:
1. EXPLAIN how the human resource managers and other managers
can have rewarding careers by helping their firms gain a
sustainable competitive advantage through strategic utilization of
people.
2. DISCUSS how good human resource practices can help a firm’s
globalization, corporate social responsibility, and sustainable
effort.
3. DESCRIBE how technology can improve how people perform and
how they managed.
Learning Outcomes
4. EVALUATE dual goals HR manager have in terms of
increasing productivity and controlling costs.
5. ASSESS how firms can leverage employee differences to
their strategic advantage and how educational and cultural
changes in the workforce are affecting how human
resources manager engage employees.
6. PROVIDE examples of the roles and competencies of
today’s HR managers and their relationship with other
managers.
I. REWARDING CAREERS IN HUMAN RESOURCE
MANAGEMENT
• Understanding
human
resources
management practices and issues can
help you better compete in the
marketplace.
• Employees and managers who have a
good understanding of their firm's
business can help it achieve its
strategies the effective utilization of
people and their talents.
Competitive Advantage through People
1.
2.
3.
4.
Managers must develop strategies for identifying,
recruiting, and hiring the best talent available;
Develop these employees in ways that are firmspecific; helping them to generate new ideas and
generalize them throughout the company;
Encourage information sharing;
Rewarding collaboration and teamwork among
employees.
The Challenging Role of Managing Human
Resource Today
• Changing Employee Expectations
1.
2.
3.
4.
5.
The Silent Generation / Traditionalist
The Baby Boomers
Generation X
Generation Y, or Millennial
Generation Z
Globalization
Globalization is the process by means of which
there permanently develop and grow flows of
ideas, people, goods (capital and consumer),
services, capital, information, everything which in
the final result leads to the integration of
economies and societies and brings prosperity and
benefits to countries participating.
Globalization
• These organizations are able to take advantage of
the global pool of talent and resource as
opportunities arises.
• These requires HRM professionals to adopt to
cultures, legal systems and business practices in
many different countries and ensures that
employees with the appropriate mix of
knowledge, skills and cultural adaptability are
available and ready to handle global assignments.
Understanding Cultural Environment
• The increase of multinational and
transaction companies creates new
requirements on human resource
managers to understand global and
organizational cultures and to ensure
that the employees have the
appropriate mix of knowledge, skills and
adaptability to operate within those
cultures.
Regulations and Legislation
• Legal rights and requirements are so
important, legal compliance has become a
major responsibility for HRM.
• Records must be kept, posters must be
posted, data must be reported, safety must
be monitored, and a thousand other legal
requirements need to be monitored to
protect the rights of employees and protect
the employer from legal liability.
Diversity and Inclusion
• This includes going beyond Equal
Employment Opportunity laws that protect
recognized groups from discriminatory
practices, recognizing that we are all
unique individuals who want to be
recognized for our uniqueness rather than
our similarity to others.
Technology and HR
•
Many HR tasks have been automated, making it easier for
employees to access HR information quickly and easily via
company websites and intranets.
•
These self‐service systems allow employees to access
frequently requested information such as payroll, benefits,
available training, employee handbooks, and deductions
conveniently.
•
The Human Resource Information Systems (HRIS) that
make this possible to many other important HR functions.
GOALS OF HR MANAGERS IN TERMS OF INCREASING
PRODUCTIVITY AND CONTROLLING COST
•
Efficiency is “the amount of resources used
by HR programs, such as cost-per-hire.”
•
Effectiveness is made up of “the outcomes
produced by HR activities, such as learning
from training.”
Labor Cost
• Labor costs are a significant expense for
many organizations. During the recent
recession, many were forced to reduce
the size of their workforce significantly
using a variety of methods such as
reduced
hours,
pay
reduction,
downsizing, outsourcing, off-shoring, and
using contingent labor.
HR Ways to Control Labor Cost
• Downsizing and Rightsizing
• Contingent workers
•
Part-time, Temporary and Contractual
Employees
• Off-shoring
Continuous Improvement Program
• The generic terms that describe this
revolution are quality management and
continuous improvement.
• Hiring, training, and maintaining workers
able to support an emphasis on quality
management and continuous
improvement are a strategic HRM
responsibility in many organizations.
CHALLENGES FACING BY HUMAN RESOURCE
MANAGER
•
•
•
•
•
Employee Involvement
Economy
Merger and acquisition
Labor Union
World Health Issues
ROLES AND COMPETENCY OF TODAY’S HUMAN
RESOURCE MANAGER
• The competency models for HR
managers in both the private sector
and the public sector are virtually the
same.
• HR managers in either sectors are
responsible for creating and sustaining
a productive workforce and positive
work environment.
ROLES AND COMPETENCY OF TODAY’S HUMAN
RESOURCE MANAGER
• HR professionals need business acumen,
HR expertise, leadership qualities and the
ability to establish HR as an advocate.
• In addition, HR professionals is a change
agent. In order to fulfill this role, HR
managers must have four primary
competencies:
•
communication, analysis capabilities,
relationship-building skills and leadership
qualities.
Relationship of HR Manager with other
Managers
•
The relationship between human resources
and department managers would be strong.
•
HR leadership and departmental leadership
should speak with one voice when it comes to
employment matters and maintaining a
productive workforce.
•
The HR department designs and develops
people management processes; line and staff
managers implement and use them.
References
This section may include list of books, journals, magazines, articles, and
other online resources.






Human Resource Management 16th Ed. By Scott Snell and George Bohlander. 3rd Philippine
Reprint Cengage. 2014
Human Resource Management: From the Practitioner’s Point of View. Ranulfo Payos, LLB FPM,
2010.
Human Resource Management, 12th Edition by Dessler, Gary. Global edition, Pearson Education
Inc., Pearson Education South Asia Pte, Ltd., Jurong Singapore., 2010
Human Resource Management, 10th Ed., DeCenzo, Robbins &Verhults. John Wiley and Sons,
Inc., Asia. 2010
Personnel Management in the 21st Century, 7th Ed., Sison Perfecto S., Revised by: Paayos and
Zorilla, Rex Bookstore, Inc.,
Business Policy and Strategic Management: Concepts and Applications, 2nd Ed, Gupta, Vipin,
Gollakota, Kamala, Srinivasan R.
References
 http://www.dole.gov.ph/labor_codes
 https://www.businessstudynotes.com/hrm/human-resource-managementchallenges/
 https://www.bls.gov/opub/mlr/2015/article/labor-force-projections-to2024.htm
 https://www.youtube.com/watch?v=gmzgfJl40hQ
 https://blog.vantagecircle.com/challenges-of-hr/
 https://factorialhr.com/blog/hr-challenges/
 https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/03/15/h
ow-hr-is-keto-successful-mergers-and-acquisitions/
 https://blog.vantagecircle.com/challenges-of-hr/
 https://factorialhr.com/blog/hr-challenges/
 https://yourbusiness.azcentral.com/four-competencies-hr-manager3925.htmlhttps://yourbusiness.azcentral.com/relationship-between-hrdepartment-manager-1496.html
References
• https://www.iedunote.com/values-attitudes-difference
• https://www.sagepub.com/sites/default/files/upm-binaries/17521_Chapter_5.pdf
• https://www.iedunote.com/values-attitudes-difference
• https://ameerrosic.com/wp-content/uploads/2015/01/12-Tips-On-How-to-Change-Your-AttitudeTowards-Life-When-You-Cant-Change-Your-Situation.jpg
• https://www.akkaarchitects.com/attitude-the-number-one-factor-when-hiring-new-employees/
• https://eliteblogacademy.com/power-core-values/
• https://www.ethicssage.com/2018/08/what-are-values.html