HUMRES REVIEWER

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. For it to gain acceptance and recognition.

three conditions need to exist:

1. Top management must be convinced that personnel management is needed in its business
operations;
2. Qualified personnel administrators must be available;
3. Personnel administrators must demonstrate their capacity to contribute to the company’s
objectives and goals.

The Personnel Management Association of the Philippines (PMAP) is a nationwide organization

of all the personnel managers and human resource practitioners in the country which was
established to uphold the profession to the fullest.

Among the activities of The Personnel Management Association of the Philippines

(PMAP) are:

1. Training and development personnel administrators through seminars, lectures,

workshops, meetings, national conferences, and holding tripartite conferences pertaining to
personnel management and industrial relations;

2. Participation in public hearings to voice support of, or opposition to, proposed legislation
affecting business and industry;

3. Dissemination of information to upgrade personnel management, offering technical advice

through its special committees and library facilities; and

4. Establishment of a public relations program aimed at informing the public about the
nature of personnel work.

Government instrumentality such us the Department of Labor and Employment, the

Employees Compensation Commission, the Social Security System, Technical Education
and Skills Development Administration, and other government agencies, usually consult with
the association before taking a stand on matters affecting employer – employee relations.

Organization and Human Resources

Traditionally, the concept of value has been considered a function of finance or
Accounting.

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 main goal of any organization is to provide goods and services effectively
People are vital to an effective personnel management program.
The development of an effective organization hinges on the proper selection, development, and
utilization, rewarding, and maintaining capable people.

The Challenges of Human Resources

1. The challenge of global community

Organizations are increasingly finding out that to survive they must compete with organizations
not only in the place of operation but the global business community.

2. The stockholder’s challenge

The key to success in today’s business environment is to meet the investor’s needs and those
of the other stakeholders. These stakeholders are the customers, employees, and the
community where the enterprise operates.

3. The challenge for productivity

Global technology is increasing the challenge to greater productivity. Human
resources became smarter workers with the aid of computer aided machines, internet, and
expert systems.

The Links of High Productivity are:

a) Human resources and capabilities
b) New technology and opportunities
c) Efficient work structure and company policies allow employees and technology to interact.

Contributing Growth Factors

1. Increasing complexity of business operations

The post – war period saw the birth of big corporations where the volume and variety of
operations and the size of the labor force demanded specialization in management

2. Government regularization and labor laws promulgated in recent years.

In order to safeguard the worker’s interest, the government deemed it wise to enact a number of
labor laws and government regulations. such laws are the Woman and Child Labor Law, the
Minimum Wage Law, the Eight-hour Labor Law, the Industrial Peace Act of 1953, and several
other labor and social laws which are embodied in the Labor Code of the Philippines.

3. Growth of labor unions

The passage of Industrial Peace Act of 1953, otherwise known as the Magna Carta of Labor,
triggered the organization of labor unions and the strengthening of the worker’s bargaining
power.

4. Influx of new concepts in management

nature has changed from one of paternalism to that of employee’s rights through practices that
have become institutionalized.

Definition of Personnel/Human Resource Manager

Personnel or Human Resource Management may be defined as the function of management,
concerned promoting and enhancing the development of work effectiveness and advancement
of the human resources in the organization.

Personnel/Human Resource Management: A Science and An Art

Personnel management is a science because it involves the systematic gathering of data
derived from surveys, statistics, interviews, and observations. It is an applied science because it
utilizes scientific principles in analyzing and interpreting data for application in the management
of the people at work.

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 as the
foundation for an efficient personnel administration in a company for it to realize its goals and
objectives and allow employees to develop their individual career goals.

Companies hire a Human Resource Manager because he/she can:

1. Help management achieve 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 line supervisors and managers in providing employees with a satisfactory work
environment and in promoting harmonious relationships with the employees and the unions.

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 acknowledgement required in accomplishing their jobs efficiently.
6. Help promote understanding and good relationships by opening the lines of communication
between management and employee thereby creating an atmosphere where workers can be
happy and proud to
belong to the organization.
7. Identify management problems that can be resolved and opportunities that can be realized
through improved effectiveness in personnel management.
8. Assist in management and supervisors in handling labor relations, problems, utilizing his
knowledge and competence on labor laws, government regulations and court decisions on labor
relations.
9. Assist the company in promoting f=good morale and motivation among its human resources.
10. Assist in crisis management and organizational development.

Problems and Difficulties of the Personnel/Human Resource Manager

1. Common misconception about his role and functions
2. Inadequate recognition by management of the proper role of the personnel manager in the
organization
3. In the area of labor relations
4. Jealousy of the other executives regarding the personnel manager’s duty and authority

The Past and Present Role of Human Resources

The Traditional Personnel Image
Historically, personnel managers and their departments suffered from very low perceived
position
due to the following factors:
1. Disrespect for the position and those who perform it.
2. The low position in the organization.
3. Lack of expertise in performing their functions.

The Role of HR In the New Millenium Organization

The new role that the HR department performs includes out – placements, labor law
compliance, record keeping, testing, compensation, and some aspect of benefits administration

The Role Includes the Following:

1. Recruitment and employment
2. Interviewing, testing, recruiting and temporary employment
3. Labor coordination
4. Training and development
● Orientation of new and temporary employees
● Performance management training
● Productivity enhancement

5. Wage and salary management

● Job evaluation
● Wage and salary survey
● Executive compensation

6. Benefits administration
● Vacation and sick leaves administration
● Insurance
Stock plans
● Pension plan
● Retirement plan assistance programs

7. Employee service and recreation

● Bus service
● Canteens
● Athletics
● Housing and relocation

8. Community relations
● Publication
● Community project and relation
● Record management
● Record management
● Employment record
● Information system
● Performance record

9. Health and safety

● Training
● Safety inspection
● Dental and medical services
● Drug testing

10. Strategic management

● Collaborative planning
● Out-sourcing manpower research
● Organizational planning

Roles of the Personnel/Human Resource Manager

Considering his position in the company and the scope of his functions, the personnel manager
is expected to play varied roles such us:
1. Supervisor
2. Administrative official
3. Adviser
4. Coordinator
5. Negotiator
6. Educator
7. Provider of services
8. Employee counselor
9. Promoter of company relations
10. Public relations man

Personal Qualities of the Personnel Manager

1. Can communicate effectively, both oral and in writing
2. Possesses and above average intelligence
3. Enjoy working with people
4. Grasps the implication of a given situation, understands individual attitudes and the problems
of the employees and of the employer.
5. Aggressive, mature, and capable of giving sound advice that will be in the best interest of
both employer and the employee.
6. Possesses the integrity, industry, and courage to earn the respect of the employees and his
employer.
7. Possesses a pleasing personality and personal warmth and should be approachable.

The Skills Needed by Today’s HR Professional

1. A higher degree of knowledge on management practices and processes.
2. The HR practitioner is a service provider to other line managers.
3. A great knowledge of human psychology and social relations.
4. He is a consultant on labor relations.
5. As a management practitioner.
6. A community relation officer.

Some benefits being offered to Personnel Managers are the following:

1. Car plan or Free use of Company Transportation
2. Unlimited/Limited – Use of gasoline and free maintenance check-up.
3. Company Cellular Phone
4. Representation Allowance/Meal Allowance
5. Education Scholarship/Attending Conventions and Seminars

Other Professional Options for the Personnel Manager

1. College Professor
2. Vice president of the Company
3. Chief Executive Officer (CEO)
4. Politician
5. Entrepreneur
6. Businessman

Career Path to Human Resources Management

1. Entrance level a new college graduate may start as personal assistant in a medium – size
Organization.
2. Supervisory level – the promotion to a higher level depends on the ability and capability of the
personnel assistant to acquire the skills necessary in the HR functions.
3. The managerial level – at this level the HR practitioner has acquired the above skills.

added personnel activities include in the following:

a. Leadership and conceptual ideas visioning
b. Analytical of the Facts as Basis for Decision Making
c. Compliance Administration and Control
d. Interpersonal Teamwork

The Challenging Landscape in HR Management

The increase in these functions has been seen and realized by management that the most
An important level for companies to gain competitive advantage both in the domestic and
foreign market is through productive and committed personnel. To compete in the global
economic arena, companies need to put greater effort towards accelerating and retaining
talented personnel. Employees need to be trained and developed and we need to dismantle the
bureaucratic structures that limit employee’s ability to innovate and be creative.