https://www.kpi.com/blog/2019/07/17/core-elements-of-human-resource-management-system/
Authors:
Krizzaline D. Barua, MBA
Mariane Vonne C. Delfin
JANITA T. DARIAGAN, DPA
Course Facilitator
1st semester, 2023-2024
Preliminaries
Course Title
Course Number
Semester
:
:
:
Human Resource Management
BA 101
First Semester, Academic Year 2023-2024
Course Description
:
This course is a comprehensive view of personnel policy development. The human
resource policies are discussed with interrelationships between management and the management functions of planning,
organizing, staffing, directing, and controlling. Explores the human resource function of recruiting, development,
compensation, integration, and maintenance of personnel. Includes the analysis of cases or simulated personnel problem
in business.
Total Learning Time: 18 weeks or 54 hours
Overview:
According to Ricky W. Griffin, Human Resource Management is the set of organizational activities directed at
attracting, developing and maintaining an effective workforce. It has been seen as one of the integral parts in managing
a business for it plays a strategic role in managing people including the workplace culture and environment. Without
human resource management, companies would not be able to effectively hire, retain, and maintain employees.
This module in Human Resource Management is made for the purpose of guiding the students in their independent
learning and discovery of the whole Human Resource Management functions. This module is composed of thirteen (13)
sub-modules which focuses on the four major purposes of manpower management which are: Acquisition,
Development, Maintenance, and Utilization.
Under Acquisition, topics such as job analysis, recruitment, selection, and placement will be introduced. For
Development, the students will be made familiar of training and development, performance appraisal, and coping with
changing technology. Wage and salary administration, and benefits and services will be presented as part of the
Maintenance function. And finally, topics on human resource planning and career development will be introduced for
the Utilization function.
Each sub-module is consist of the following components:
Part I- Introduction
This part contains the expected learning outcomes of the students, and the possible deliverables of the
sub-module.
Part II- Core Content
This is the main part of the sub-module which contains the discussion of key concepts/ topics needed
to be learned by the students. This may include diagrams, graphs, tables, or illustrations to reinforce
the learnings of the students.
Part III- Exercises and Evaluation
This is the part of the sub-module which would enable the students to practice the concepts learned
through different exercises/ activities being given. This part would also try to measure their learnings
at the end of each sub-module.
Part IV- Additional Readings and References
This part includes additional readings and references, if any, to support the topics presented.
Learning Outcomes:
At the end of the Semester, the students must have:
1. Explained the various functions of human resource management and its evolution in the HR profession.
2. Understood the importance and value of Human Resource Management within an organization.
3. Made use of some, if not all, of the major purposes of manpower management in analyzing business contexts.
THE AUTHORS
CONTENTS
Preliminaries
Topic 1
Changing Perspectives of Human Resource Management
✓
✓
✓
✓
✓
Topic 2
Job Analysis
✓
✓
✓
✓
✓
✓
✓
✓
Topic 3
Evolution of Human Resource Management
Main Trends in the HR Profession
Applications of Information Technology (IT) in HR
Human Resource Information System (HRIS)
HR Departments’ Organization Charts and Structures
Importance of Job Analysis
Definition of Different Job Terms
Specific Information Provided by Job Analysis
Uses of Job Analysis Information
Methods Used in Job Analysis
Steps in Conducting Job Analysis
Writing the Job Description
Writing the Job Specifications
Recruitment of Employees
✓
✓
✓
✓
✓
Recruitment on the Internet
Tips to Applicants to Avoid Illegal Recruitment
Recruitment Process/Recruitment Plan
Sources of Applicants
Writing a Resume
Topic 4
Selection of Employees
Topic 5
✓ Why Selection Process is Important
✓ Selection Process
Training and Development of Employees
✓
✓
✓
✓
Topic 6
Performance Review and Appraisal
✓
✓
✓
✓
✓
Topic 7
Employee Orientation
The Training Process
Training Options
Training Methods
Performance, Performance Review, and Performance Management
Who Should Evaluate Performance?
Performance Appraisal Methods
Performance Appraisal Problems and Solutions
Feedback or Appraisal Interview
Compensating Human Resources
✓
✓
✓
✓
✓
Objectives of Compensation
Main Components of Compensation
Determining Pay Rates
Job Evaluation Methods
Different Forms of Compensation
Topic 8
Employee Benefits and Services
✓ Tax Advantages of Benefits
✓ Nontaxable Benefits under the Code
✓ Classification of Employee Benefits and Services
Topic 9
Basic Labor Law Affecting Employer-Employee Relationship
✓
✓
✓
✓
✓
Topic 10
State Policy on Labor
General Labor Standards
Provisions Regarding Health and Safety in the Workplace
The Philippine Labor Code (Selected Provisions)
Department of Labor and Employment (DOLE)
Human Resource Planning
✓
✓
✓
✓
Human Resource Planning and Its Importance
Human Resource Planning Process
Evaluating the HR Planning Program
Alignment of Business Planning and HR Planning
Topic 1
Changing Perspectives of Human
Learning Objectives:
At the end of the session, the students must have:
✓ Understood the evolution of human resource management up to its main trends in the HR profession;
✓ familiarized themselves with the different applications of Information Technology in HR and HRIS;
and
✓ explained the HR departments’ organization charts and structures
Evolution of Human Resource Management
As the business environment and the profit
opportunities
grew
increasingly
large,
organizations began to create specialized units to
cope with their hiring needs. During the 1930’s
and the 1940’s, these units gradually began to be
called personnel departments.
The word “personnel” is from an old French
word that means “person.”
Personnel management – a new type of
management function resulted from the
recognition that HR needed to be managed
separately and the creation of personnel
departments
Personnel Manager – the manager who
headed the personnel department.
Source: https://www.slideshare.net/araktim/evolution-of-hr-function
Until the 1990’s, personnel management was seen primarily as a routine clerical and bookkeeping
function. Human resource management emerged in the late ‘70s as a reaction against the more functional
approach embodied in personnel management. Employees were no longer viewed as a group of individuals
who needed to be closely supervised and managed, but rather, as a collection of human resource to be valued
as a distinctive source of competitive advantage.
Today, most employee handbooks or declarations of philosophy and principle of companies specifically
state that “human resources are the greatest assets of the company.” An important by-product of this change
is management behavior that no longer treats employees as mere costs but assets.
In recent years, human resources as assets have been assailed
by management experts led by Thomas Davenport in his 1999 book
Human Capital. Davenport stated that “assets are passive – bought,
sold and replaced at the whim of their owners, workers in contrast
take increasingly active control over their lives. Human capital in
reference to workers now takes the place of human resources.
Source: https://www.masstlc.org/leveraging-humancapital-management-analytics/
Human capital refers to the attributes gained by a worker
through education & experience. With all these changes, HRM
becomes even more complex because of the need to go beyond the
borders which have become “borderless” because of technological
innovations.
Main Trends in the HR Profession
Human Resource and Information Technology (IT)
The advent of the “computer age” has greatly altered not only the availability of information but also the
manner in which it is identified and acquired. Information technology deals with how information is accessed,
gathered, analyzed, and communicated.
The Internet and the Web generated an
explosion of HR systems and applications.
The increase in the use of information
technology is influenced by a realization
that improved delivery of HR services can
become a competitive advantage of the
enterprise.
Organizations over the past years, show
that competitive advantage will no longer be
defined by better business processes but will
be determined by the quality of the workforce.
Applications of Information Technology (IT) in HR
Development in the e-Commerce has been seen to be a critical driving force for economic growth.
Thus IT must also be integrated with the HR Plan. The HR plan should be aligned with the business plan of
the organization. It is then critical for HR people to understand and initiate useful IT applications in HR aligned
with the company goal of efficiency and profitability. Some of these are the following:
1) Use of job boards and other similar web-based recruitment (erecruitment) – provides accessibility to a wider range of
applicants for the job and usually communicates job vacancies and
application procedures.
2) E-selection – uses technology to help organizations more
efficiently manage the process of identifying the best job
candidates.
3) Employment kiosk – provides updates on employee status and
other pertinent information initiated and made by the employees
themselves.
4) E-learning – facilitates the learning process by providing just-intime learning opportunities.
5) Electronic Performance Support System (EPSS) – provides
online coaching and mentoring services.
6) Salary and payroll administration – for most companies, is now Source: https://www.jobstreet.com.ph/careerlinked to performance management systems, time and attendance, resources/jobstreet-ph-homepage#.X4U5dWgzbIU
and other employee benefits, and pay systems.
7)
Growth of social network sites like Facebook
and Twitter – one of the next challenges for HR
executives is learning to integrate information from
social networking sites.
8)
Use of email or electronic mail – has emerged
as the heart and soul of corporate communication.
9)
Use of IT to foster customer involvement –
companies started using different social networking
sites because of the popularity of social media, where
they can post company updates, service offerings, or
just to let the users of the account know their company
exists.
10) Telecommuting/Teleworking – is any form of
substituting information technologies (such as telecommunications and/or computers) to establish
remote or virtual office.
Human Resource Information System (HRIS)
HRIS is a database system that keeps important information about employees in a central and accessible
location. It merges HRM as a discipline and its basic HR activities and processes with the IT field. It is an
integrated system designed to provide information used in HR decision making; a system for gathering and
maintaining data that describe the HR; transforming data into information; and reporting the information to
users.
Purposes of HRIS:
a. To improve the efficiency with which data on employees and
HR activities are compiled
b. To provide HR information more rapidly and more easily to
used in management’s decision making
Companies who successfully made use
of HRIS
be
Some of the benefits of HRIS Solutions:
1) Salary and Payroll Administration. Aligned with local statutory standards and regulatory
specifications, HRIS can help keep work flow costs in check and ensure that all employees are paid on
time in any circumstances.
2) HR Training. It provides control of internal organizational training from delegating participants to
projecting training budget, course scheduling and enrollment, to training assessments and individual
performance appraisals
3) Self-service Benefits Transactions. Employees can gain online access to their benefits package at
their own leisure so they can focus on more demanding tasks at hand during office hours.
HR Departments’ Organization Charts and Structures
Organizations historically divided their managers into line management and staff management and HRM
was considered to be a staff function back then.
➢ Line Managers – were directly responsible for the production of goods and services.
➢ Staff Managers – responsible for an indirect/support function that would have costs.
Right now however, many organizations have blurred the distinctions. Existing companies have different
organizational designs with nontraditional arrangements. Remember that no two HR departments have the
same roles and responsibilities. It depends on the company’s size and location, make up of workforce, type of
industry, and the value system of the top management.
The HR department can adopt either:
•
Centralization – a centralized strategy that locates the design and administration responsibility in a
single organizational unit.
•
Decentralization – gives each unit the responsibility to design and administer its own personnel
system.
Organization Chart
Organizations can use charts for a number of purposes. For example, HR administrations, as well as
chief executive officers, corporate planners, marketing representatives, and others, can use such organization
charts to:
1.
2.
3.
4.
design their department or division;
monitor reporting relationship;
gain access to information about newly created job titles, staff duties, and reporting relationships;
find out how leading agencies organize their management teams and workforces;
5. assess industry patterns;
6. examine the competition; and
7. use in business presentations and to facilitate placement decision.
Examples of Organizational Charts
Source: https://www.pinterest.ph/pin/552394710519652558/
Source: https://www.slideteam.net/0514-organizational-chart-samplepowerpoint-presentation.html
Additional Readings and References
Additional Readings:
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“Human Capital” by Thomas Davenport (1999)
“Fundamentals of Human Resource Management” by DeCenzo and Robbins (2005)
“The History and Evolution of Human Resource Management” by James Dulebohn et al.,
“Job Satisfaction Affects the Bottom Line” by Richard A. Starkweather (1998)
“Changing the HR Workscape” by Victor Magdaraog (2002)
“Fast Forward 25 Trends That Will Change the Way You Do Business Today” by Workforce
“Human Resource Information System” by Steven Phillip Brown (2007)
“Managing a Horizontal Revolution” by Susan Brooks (1995)
References:
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Corpuz, Crispina R. Human Resource Management. Third Edition. Rex Book Store, Inc. (RBSI), 856 Nicanor
Reyes Sr. St., Sampaloc, Manila, Philippines.
http://www.google.com/
http://www.ihrim.org/
http://www.shrm.org/Pages/default.aspx
http://www.pmap.org.ph/
http://www.hreonline.com/HRE/index.jsp
http://www.hrvillage.com/
Image Sources:
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https://www.kpi.com/blog/2019/07/17/core-elements-of-human-resource-management-system/
https://www.researchgate.net/figure/Users-Information-Security-Changing-Perspectives_fig3_320365460
https://www.slideshare.net/araktim/evolution-of-hr-function
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