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Development of HR in The Phil

The document traces the evolution of management and labor relations in the Philippines from the pre-Spanish era to the modern post-martial law period. It discusses the lack of formal management and labor groups before the Spanish arrived and the introduction of an unpaid labor system under Spanish rule. During the American period conditions improved but were still unfair, and unionism emerged. The Japanese occupation disrupted education and management-labor relations. After World War 2, personnel management became more recognized in private business and government labor laws were promulgated. The martial law period saw a ban on strikes and the rise of the Ministry of Labor. In the current period, HRM practices are aligned with business strategy and support organizational goals.

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Dhar Dayandayan
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42 views

Development of HR in The Phil

The document traces the evolution of management and labor relations in the Philippines from the pre-Spanish era to the modern post-martial law period. It discusses the lack of formal management and labor groups before the Spanish arrived and the introduction of an unpaid labor system under Spanish rule. During the American period conditions improved but were still unfair, and unionism emerged. The Japanese occupation disrupted education and management-labor relations. After World War 2, personnel management became more recognized in private business and government labor laws were promulgated. The martial law period saw a ban on strikes and the rise of the Ministry of Labor. In the current period, HRM practices are aligned with business strategy and support organizational goals.

Uploaded by

Dhar Dayandayan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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History

NO
MANAGEMENT
AND LABOUR
GROUPS

NO
BARTER PERSONNEL
SYSTEM MANAGEMENT

PRE-
SPANISH
ERA (to
1521)
COMMERCE AND
LOOSE BUSINESS
ORGANISATIONS

SPANISH NO
UNPAID ERA MANAGEMENT
LABOUR - LABOUR
(1521-1898)
RELATIONS

FREEDOM FROM
HARSH AND CRUEL
EMPLOYMENT
CONDITION
AMERICAN ERA (1891-1941)
 NOT FORCED AND NOT AS
HARSH AS THOSE IN THE
PREVIOUS REGIME
 FAR FROM BEING FAIR AND

JUST LABOUR CONDITION


 UNIONISM
 MORE SCHOOLS
JAPANESE ERA (1941-1946)
 SUSPENSION OF NORMAL EDUCATION
SYSTEM
 DECIMATED BIG TRADE, BUSINESS
AND INDUSTRY
 ANNIHILATED THE MANAGEMENT-
LABOUR RELATIONS THAT EXISTED
BEFORE
 TEMPORARILY SMOTHERED UNION
MOVEMENT AND LABOUR AND
PERSONNEL MANAGEMENT
NATIVES

CHINESE, BARTER MORO


ETC… SYSTEM MUSLIMS

MALAYS
*MAYORDOMO

SERVANTS

* NO WRITTEN AGREEMENT
GALLEON TRADE (MANILA-ACAPULCO
TRADE)
 500,000 PESOS WORTH OF GOODS (A-M)
 250,000 PESOS WORTH OF GOODS (M-A)
TOBACCO (1686)
DUTCH BUYING RICE, BEES WAX, TOBACCO
SUEZ CANAL (1869)- PAVED WAY FOR
FOREIGN TRADERS
BENEFITS: ECONOMY, WAY OF LIFE,
EDUCATION (but its minimal)
CIVIL CODE OF 1889 (EXTENDED TO THE PHIL. IN
1899)
CONTROLLED THE RELATIONSHIP BETWEEN
MASTER DOMESTIC LABOURERS.

LABOUR LAWS AND EMPLOYMENT REGULATION


DIDN’T EXIST
DIEGO SILANG
-SPANISH TAXATION AND ABUSES
-ADMINISTRATION AND LEADERSHIP OF THE
ROMAN CATHOLIC CHURCH
THE THREE MARTYR PRIEST
-CAVITE CONSPIRACY
GRACIANO
LOPEZ
JAENA,
MARCELO H.
DEL PILAR

RISE OF
REFORMIST

JOSE P. RIZAL,
KATIPUNAN
THE TREATY OF PARIS OF 1898
T
(SURRENDERING THE CONTROL OF H
THESE COUNTRIES TO THE US)
E
THE
PHILIPPINES
WEST
INDIES;
GUAM
U.
CUBA;
PUERTO
S.
RICO
4 YEARS
PRIMARY

ELEMENTARY

3 YEARS
LEVELS OF INTERMEDIATE
EDUCATION

SECONDARY 4 YEARS

COLLEGE /
TERTIARY
SCHOLARS
(EXCELLED; SENT THOMASITES
TO THE US TO
STUDY)

JOSE ABAD SANTOS; VOLUNTEERED


FRANCISCO BENITEZ; AMERICAN
DR. HONORIA SISON; SOLDIERS
FRANCISCO DELGADO (USS Thomas)
Post War Period
1. The increasing complexity of business operations
2. In the 1950s acceptance and recognition in private
business and industry
3. The number of government regulations and labour
laws promulgated in recent years
4. The growth of labour unions
5. The influx of new concepts in management

Rey R. Donato
Post War Period
Personnel Department was formally organized

Personnel Management Association of the Phils.

Good education

Enlightenment among the masses

Rey R. Donato
Martial Law Period
 A parliamentary form of government
 Less proliferation of local unions
 Government ban on strikes
 Ministry of Labor and Employment
 Schools offering courses continued
 Human Resource Management
 Work setting and academe through literature, returning
scholars, grantees, academe and practitioners from abroad

Rey R. Donato
Post Martial Law Period
Management Labor problems
 Rebellions
 Attempts to abolish constitutional authority
 Indebtedness with international financial intermediaries
 Implementation of a land reform program
 Graft and corruption & foreign military bases
Right to self-organize

Rey R. Donato
Post Martial Law Period
Positive signals to unfreeze the previous and present status:

 Reinstitution of democracy
 Exercise of freedom
 Mechanisms of wider consultation
 Participative working process
 1987 Accord in Industrial Harmony
 President’s personal role modeling

Rey R. Donato
Evolution of HRM
Proactive- growth oriented phase

Development phase

Personal management

Welfare management

1920-1930 1940-1960 1970-1980 1991-


ownwards
Welfare phase- welfare management, maintaining
records of employees such as attendance, leave etc.
Roles: Welfare administrator, policeman
Personal management- Fire fighting stage- Employee
disputes, trade unions, decisions taken by top
management.
Roles: Advisor, mediator, legal advisor, fire fighting
Development phase- Importance given on efficiency
and effectiveness, emphasis on human values, dignity.
Hr manager does the role of change agent, trainer etc.
Growth oriented – employees are considered as assets.
Hr manager’s role- developer, counselor, coach,
mentor, problem solver
HR policies and program initiatives
Responsive to market conditions and global business
structures;
Closely linked to strategic business plans;
Conceived and implemented jointly by line and HR
managers;
Focused on quality, customer service, productivity,
employee involvement, teamwork and workforce
flexibility.

Rey R. Donato
Analyze the human resource implications of the
mission and other strategies;
Design human resource policies to support the
organization’s goals;
Provide support and expertise to line managers;
Handle any human problems that arise within the
organization

Rey R. Donato
Economic
environment

HRM
Practices

Political Cultural
environment environment

Rey R. Donato

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