MANAGEMENT Managerial work that commands people.

 Management as a Science - Where experts have to accumulate a

distinct body of knowledge about
management
- if we studied and applied, can
enhance organizational
effectiveness.
- Effective managers can be trained.

 Management as a art - This means that managerial ability

and success depends on
managements traits such as
charisma, enthusiasm , intelligence ,
integrity , decisiveness and self
confidence.
- Managers said to already possess
the managerial abilities when they
are born.

HUMAN RESOURCE MANAGEMENT - About the policies , systems, and

practices that influence employees
behavior, performance and attitudes
in organization.
- Focuses on employee or people in
work organization that is part of the
overall management process.

To be able to support organizational i. Analysis and design of work

business strategy or performance, Various
HR practices must be followed. ii. ( HR PLANNING )
- Determining how many employees
with specific knowledge and skills
are needed

iii. ( RECRUITING )
COMPANY PERFORMANCE - Attracting potential employees.

iv. ( SELECTION )
- Chosing the right employee fit for
the job.

v. ( TRAINING AND DEVELOPMENT )

- Training employees how to execute
their jobs efficiently and equipping
 them for nthe future.

vi. ( PERFORMANCE MANAGEMENT )

- Strategically evaluate their output .

vii. ( COMPENSATION )
- Rewarding human resources

viii. ( EMPLOYEE RELATION )

- Ensuring a conductive work
environment .

FUNCTIONS OF HUMAN RESOURCE STAFFING

MANAGEMENT - Involves the process of recruiting ,
selecting, human resource planning,
job analysis and training human
resources.
- Pitting the right people on the right
jobs with the appropriate skills,
abilities, knowledge and experience.

REWARDS
- Example of these are job evaluation,
performance appraisal and benefits
are the key practices in this HRM
function.
- Also involves the meticulous
administration and esign of
organizational system.

EMPLOYEE DEVELOPMENT
- To ensure effective delivery of
employees job in organization,
employee development is
conducted.
- when the training requirements are
analyze using the required
knowledge, skills and abilities ( KSA )
for the job.

EMPLOYEE MAINTENANCE
- This is the organization’s ability to
retain employees by monitoring
their safety and health in the
workplace, complying with the
statutory requirements imposed by
the government and monitoring
 their welfare policies.

Employee Relations
- refers to the effort of the
organization to maintain good
employee-employer relationship
that involves employee
involvement on union or non-
union workplaces.

RESPONSIBILITIES OF HUMAN RESOURCE ADMINISTRATIVE SERVICES AND

MANAGEMENT TRANSACTION
- A HR responsibility that entails
conducting administrative tasks
like hiring employees, addressing
employee queries and alike. This
requires expertise on the particular
HR task.

BUSINESS PARTNER SERVICES

- HR practitioner must understand
the business so they can
understand the business needs. The
role of HR as business partners is to
develop effective HR systems that
can help the organization meets its
goals for keeping, developing and
attracting people with skills it needs.

STRATEGIC PARTNER
- Through an understanding of its
existing and needed human
resources and ways, HR practices
can give competitive advantage to
the company’s strategy. For
strategic ideas to be effective, HR
people must understand the
business, its industry and its
competitors.

SKILLS OF HUMAN RESOURCE HUMAN RESOURCE EXPERTISE

MANAGEMENT PROFESSIONALS - the basic skill is knowing the
technicalities related to HR
Management to effectively
 perform the function. This
includes usage of HR technology,
applying fairly the policies and
procedures and keeping updated on
HR laws.

RELATIONSHIP MANAGEMENT
- as an HR personnel, you are
expected to handle personal
interactions necessary for
providing support and service for
the organizational goal. Treating
employees respectfully, providing
exceptional customer service and
building trust.

CONSULATION
- Coaching, gathering data to assist
business decision making and
creating solutions on business
strategies are examples of ways
for HR to guide the organization
through consultation.

Leadership and navigation – refers to

directing the
organization’s process and program.
Depending on the
level of the organization, the necessary
behavior includes
behaving consistently with the
organization’s culture,
encouraging people to collaborate or
setting vision for the
HR function or the entire organization.
Leadership and navigation – refers to
directing the
organization’s process and program.
Depending on the
level of the organization, the necessary
behavior includes
behaving consistently with the
organization’s culture,
encouraging people to collaborate or
setting vision for the
HR function or the entire organization.
LEADERSHIP AND NAVIGATION
 - refers to directing the
organization’s process and
program. Depending on the level
of the organization, the necessary
behavior includes behaving
consistently with the
organization’s culture, encouraging
people to collaborate or setting
vision for the HR function or the
entire organization.

COMMUNICATION
- A HR skills that involves exchanging
of information of persons inside and
outside the organization. Examples
ofwhich includes providing
constructive criticism, listening
carefully and expressing information
clearly.

- GLOBAL AND CULTURAL

EFFECTIVENESS

- includes considering various

people’s point of view regardless
of cultural background. You can
do this by acquiring additional
knowledge on other cultures,
resolving conflicts and supporting
inclusiveness so that all can
contribute to the organizational
goal.

ETHICAL PRACTICE
- Maintaining confidentiality,
rewarding ethical behavior and
responding to reports of unethical
conduct of examples on how to
maintain ethical practice.

CRITICAL EVALUATION
- means the interpretation of
information needed for making
business decisions that includes
actions of applying factual
statistical knowledge to analyze
data, gathering significant data
 and understanding problems using
root cause analysis.

BUSINESS ACUMEN
- Understanding more how
information can be used to
support the achievement of
organizational goals. This includes
applying and gaining knowledge
of business principles and how HR
functions affects business success.