EULOGIO “AMANG” RODRIGUEZ INSTITUTE

OF SCIENCE AND TECHNOLOGY

Cavite Campus

S T R A T E G I C

HUMAN RESOURCE
MANAGEMENT
PREPARED BY:

MR. ANDREW D. INTIA

Program Head
Business Administration and Office Administration Program
EARIST CAVITE | MODULE FOR STRATHRM

1.4 COURSE DESCRIPTION

COURSE OVERVIEW / PRELIMINARIES This course deals with the study
of the basic concepts of Human
Resources Management where
1.1 Course Code : STRATHRM
the students are given insights
into the principles and practices
1.2 Course Title :
of Human Resource
Strategic Human Resource
Management. It also
Management
emphasizes the purposes of
manpower development from
1.3 Course/Program :
recruitment, selection,
Bachelor of Science in Psychology
placement, maintenance and
Year Level: 4th Year
development of human
Semester: 1st Semester,
resources.
A.Y. 2021-2022
1.5 COURSE OUTLINE (List of Major Topics)
- Development of Human Resources
- Job Analysis
- Recruitment and Selection
- Training and Development of Employees
- Performance Review and Appraisal
- Changing Personnel Status
- Compensating Human Resources
- Employee Benefits and Services
- Basic Labor Law affecting Employer-Employee Relationship
- Employee Relation and Discipline
- Employee Morale and Motivation
LEARNING
MODULE
Lesson 1: (WEEK 2-3)
Development of
Human Resources
Target Learning Outcomes (TLO)
● Discuss the development of Human Resources, its growth and its organization.
● Recognize the importance of Human Resource in the Philippines.
● Define what is Human Resource Management and why it is considered both a
science and an art.
● Discuss the roles of Human Resources in the new millennium.
● Identify the challenges and difficulties faced by Human Resources and analyze
the appropriateness of solutions currently in use.
● Discover what a Personnel or Human Resource Manager is and recognize his
importance in the industry.
● Explore and distinguish the different roles and functions of a Human Resource
Manager.
● Identify some of the rewards and benefits of being a Personnel Manager.
● Discuss the Career Path to HR Management and it’s changing landscape.
● Discover the skills and qualifications required for HR Professionals.
Learning Management Tools

Multimedia presentation tools such as Microsoft

Powerpoint and Google Slides, learning
management system such as Google
classroom, free web-based social media
communication platform such as Facebook
Messenger or Viber, and electronic mail service
system such as Google Mail.
Learning Content,
Discussions, and
Illustrations Growth and Development of
Personnel/Human Resource Management
in the Philippines
- Personnel or human resource
management is a relatively new field in
the Philippines.
- It was only in the early 1950s that it
gradually gained acceptance and
recognition in private business and
industry.
Three Conditions:
- Top management is too often unaware of what personnel
work is and what it can do to promote effective
management. As a result, personnel management is usually
given only a minor role in business affairs.

- The lack of qualified personnel executives complicates the

problems. Even when management sees that a good
personnel department is desirable, not enough qualified
personnel management practitioners are available to run it.
- With the supply-demand gap for personnel administrators,
many “personnel specialists” without adequate preparation
have entered the field, messing up some personnel
programs because of amateurism or plain lack of
understanding of what personnel work is.

- The Personnel Management Association of the Philippines

(PMAP) is a nationwide organization of all of the personnel
managers and human resource practitioners in the country
which was established to uphold the profession to the
fullest.
PMAP

Source: pmap.org.ph
Activities of PMAP
● Training and developing personnel administrators
(through seminars, lecturers, workshops, meetings, national conference and holding
tripartite conference, pertaining to personnel management and industrial relations).
● Participation in public hearings
(to voice support of, or opposition to, proposed legislation affecting business and
industry).
● Dissemination of information
(to upgrade personnel management, offering technical advice through its special
committees and libraries facilities).
● Establishment of a Public Relations Program
(aimed at informing the public about the nature of personnel work).
In addition , government instrumentalities such as the
department of labor and employment, the employees
compensations commission, the social security system,
technical educational and skills development administration,
and other government agencies, usually consult with the
association before taking a stand on matters affecting
employer-employee relations.

As a result of these efforts, the status of personnel

management has been enhanced and the quality as well as
the salary of personnel managers has greatly improved.
Organization and Human Resource Management

- To grow and thrive in today’s competitive environment,

organizations must deal with many and diverse changes.
(Traditionally the concept of value has been considered a function of finance or
accounting).

- Human Resources are crucial to the long-term survival of

the organization.
(Our definition of value includes not only profits but also employee growth and
satisfaction, additional employment opportunities, protection of the environment, and
contribution to community development).

- The organization is made up of people.

(The main goal of any organization is to provide goods or services effectively. It is the
people who are linked in a formal structure and managerial leadership).
- People are vital to an effective personnel management
program.
(The development of an effective organization hinges to the proper selection,
development, and utilization, rewarding, and maintaining capable people).

- The organization resources are stretched tightly to come

up with the demand of the global environment.
(The allocation of these various resources wisely is imperative).

- An organization must work together to contribute efficiently

towards the goals and objectives set by management.
(The effective utilization of manpower can help add and create value).
Challenges in Human Resources

1. The Challenge of the Global Community

- Organizations are increasingly finding out that to survive they must compete with
organizations not only in the place of operation but in the global business
community. Companies need to compete and defend not only their local markets
and customers, they must broaden their scope to encompass global markets.

2. The Stockholder Challenge

- The key to success today’s business environment is to meet the investor’s needs
and those and those of other stakeholders. These stakeholders are the
customers, employees, and the community where the enterprise operates. The
companies are challenged to reach financial objectives through meeting
customer’s needs. Satisfied customers are assets that will sustain company
growth and financial stability.
3. The Challenge to Productivity
- The global technology is increasing the challenge to greater productivity.
Human Resources became more “smarter workers” with the aid of
computer-aided machines, internet, and expert systems. They produce high
quality products that are demanded by the world market. The introduction of
these new technologies need the reconfiguration of the employees, work
design, training program and reward system.

The links of high productivity are:

a. Human Resources & capabilities
b. New technology & opportunities
c. Efficient work structure & company policies
that allow employees & technology to interact.
Definition of Personnel Management
- Personnel or Human Resources Management may be
defined as the function of management., concerned with
promoting and enhancing the development of work
effectiveness and advancement of the human resources
in the organization.

- These are accomplished through proper planning,

organizing, directing, coordination and controlling of
activities related to procurement, development,
motivation, and compensation of employees to achieve
the goals of the enterprise.
 - It is an applied science because it
utilizes scientific principles in
analyzing and interpreting data for
application in the management of
people at work.

- Art is proficiency in the practical

application of knowledge acquired
through study, experience, or
- A science is a systematic accumulation observation. After the required data is
of facts, their analysis and gathered and analyzed and the
interpretation, and their use to arrive at possible solutions to a problem are
a satisfactory conclusion. Personnel formulated, a good executive needs
management is a science because it to select the best from among
involves the systematic gathering of alternative solutions.
data derived from surveys, statistics,
interviews, and observations.
The Personnel/Human
Resource Manager
The Personnel or human resource
manager, who is a member of the top
executive group, is responsible for
the formulation of personnel policies
and programs which will serve us the
foundation for an efficient personnel
administration in a company for it to
realize its goal and objectives and
allow the employees to develop their
individual career goals.
Source: pcg-services.com, The Indian Express
Why do companies hire a Human Resource Manager?
1. Help management achieves company objectives and goals in the
management of its human resources.
2. Assist top management in formulating sound policies, programs
and rules and after approval, administer them fairly and efficiently;
3. Assist lines supervisors and managers in providing employees with
a satisfactory work environment and in promoting harmonious
relationships with the employees and the union.
4. Make managers and supervisors aware of their full responsibilities
in the management of human resources by providing them with
technical help needed to handle employee problems.
5. Help train and develop human resources of the company in order
to equip them with the skills and knowledge required on
accomplishing their jobs efficiently.
6. Help promote understanding and good relationships by opening
the lines of communication between management and
employees.
7. Identify management problems that can be resolved and
opportunities that can be realized to improve effectiveness in
personnel management.
8. Assist management and supervisors in handling labor relations
problems, utilizing his knowledge and competence on labor
laws, government regulation, and court decision on labor
relations.
9. Assist the company in promoting god morale and motivation
among its human resources.
10. Assist in crisis management and organizational development.
An appraisal of the role and function of the personnel manager reveals four
main problems:

1. Common misconception about his role and functions

● There is a misconception that the personnel manager is nothing more than
a simple clerk whose job is to keep employees records and to give job
applicants necessary forms to fill out.
● Another misconception is that he is the “power behind the throne” who has
full control of the workers and who can do just about anything he wishes to
make them happy and to solve all problems involving personnel.
2. Inadequate recognition by management of the proper role of the
personnel manager in the organization
● Some top management executives are unwilling to give the personnel
manager the corresponding authority and responsibility for the job.
● Due to inadequate recognition, some personnel managers develop some
feeling of inferiority. In their desire to elevate and maintain their status,
personnel men may shift from being professionals to mere conformists just to
get recognized. This indicates lack of self-confidence.
3. In the area of labor relation
● Some employers expect the personnel manager to keep the labor union
out or; if there is one, to break or bust it. The personnel manager who is
a conformist becomes unstable and insecure in his position because of
lack of the necessary strength and knowledge of his job.

4. Jealousy of the other executive regarding the personnel manager’s duty

and authority.
● These problems can be avoided if top management defines clearly the
extent and limits of authority and responsibilities of the personnel
manager and enjoins the line executive and supervisors to cooperate
with him.
To understand the improving role of personnel function, we need
to compare the changes with past practices.
The Traditional Personnel Image
Historically, personnel managers and their departments suffered
from a very low perceived position due to the following factors:
- The weak position of personnel departments cause them to
suffer during times of budget cutting.
- The personnel department is one of the areas to be cut in hard
times and one of the last to be increased when conditions
improve.
- The other result of this low position, has been the difficulty of
hiring qualified personnel to enter the field. It is also due to the
reluctance of some old personnel practitioners to present to
top management advance ideas that could improve personnel
systems and procedures. On the other hand, top management
refuse to accept new ideas.
The Changing Image of Human Resource Functions
- With the advancement in technology and the higher qualifications for
employment, the position of the Human Resource Department in the
organization got the boost of higher recognition and importance.
- Organizations now recognize the important role played by human
resources in the company’s profit index.
- Organizations are now aware that attention should be given to their
important assets. That the labor force and together with this is the
advancement of the human resource department role.

Companies now look at Human Resources practice as

means to profitability, quality and other business goals
through enhancing and supporting business operations.
Roles of Human Resource Manager

● Supervisor – He plans, organizes, directs, controls and

coordinates the activities of his department.
● Administrative Official – He or his staff conducts or directs
certain personnel activities as provided for in the policies and
programs entrusted to the department.
● Adviser – He serves as counselor, guide and confidante to
management supervisors and employees.
● Coordinator – He brings into action all activities, regulates,
and combines diverse efforts into a harmonious whole, and
gets together and harmonizes the work of various personnel
in his department and the related functions in other
departments.
● Negotiator – He is the representative of management in negotiating
labor contracts or to attend negotiations with unions in an advisory
capacity.
● Educator – He conducts or administers the company’s training
program
● Provider of services – He provides services to all employees and helps
them obtain facilities with government agencies like SSS, Medicare, etc.
which can make their employment more satisfying.
● Employee Counselor – His acknowledgement and training in human
relations and the behavioral sciences plus his familiarity with company
operations, put him in the best position to counsel employees.
● Promoter of Community Relations – He must be well informed of the
activities and developments in the environment where the enterprise
operates.
● Public Relation Man – His functions require him to deal with the
general public, which includes the employees, the unions, and the
community.
Learning Activities
(Activity, Analysis, Abstraction, Application)
● Class discussion and video clip viewing on the definition of Human Resource
Management https://www.youtube.com/watch?v=A2HFusWQIeE.
● Group Brainstorming: Why Human Resource Management is considered as a
Science and as an Art?
● Video clip viewing: Responsibilities of Human Resource Manager
https://www.youtube.com/watch?v=hyxIaGmRvZE.
● Class research and reaction paper on the Problems and Difficulties faced by
Human Resources.
● Video clip viewing: Roles and Functions of Human Resource Management
(https://www.youtube.com/watch?v=9MWFkH4xb3U,
https://www.youtube.com/watch?v=ukmC6F0JvQw,
https://www.youtube.com/watch?v=oqPXarSXR9E).
Assessment / Evaluation
- Assessment and evaluation shall be in the form of individual quizzes, individual or
group research work, synchronous group reporting via Google Classroom or
Facebook Messenger or through recorded group presentation or activity, Project
Requirement and Midterm and Final Term Assessment/Examination.

References
- Ibrahim N., Rue, L., Byars, L. (2015) Human Resource Management, ISBN
978-007-76-3900-6
- Corpuz, C. (2013). Human Resource Management,
ISBN 978-971-23-6262-0
- Payos, R. LLB, FPM. (2010). Human Resource Management,
ISBN 978-971-23-5643-8
- Medina, R. (2006). Personnel and Human Resource Management,
ISBN 971-23-4396-0
- Corpuz, C. (2006). Human Resource Management,
ISBN 978-971-23-4379-7