HUMAN RESOURCE

ENVIRONMENT
Reporter 1
HUMAN RESOURCE MANAGEMENT
1/4
• Human resource management is the strategic
approach to nurturing and supporting
employees and ensuring a positive workplace
environment. Its functions vary across
different businesses and industries, but
typically include recruitment, compensation
and benefits, training and development, and
employee relations.
HUMAN RESOURCE MANAGEMENT
2/4

• Human resource management is the general

Internal Environments
• Is the set of environments that can be found
inside the organization itself.
• Include the resources owned or controlled by
the organization that include money,
inventory, equipment and materials.
HUMAN RESOURCE MANAGEMENT
4/4

External Environments
• Is the set of environments that are not found
inside the organization and not directly or
heavily influenced by the organization.
• Include the demographic, cultural, ecosystem,
external competition, economic, technological
political and legal environments that can be
found locally or globally.
PURPOSE OF HUMAN RESOURCE
MANAGEMENT
• Ensure that an organization has the right skills,
abilities, and knowledge to implement its strategy.
• Fostering a culture that reflects core values and
empowers employees to be as productive as
possible.
• To achieve organizational goals effectively.
• They are responsible for the organizing,
coordinating, and managing employees within an
organization to accomplish its mission, vision, and
goals.
BRIEF HISTORY OF HUMAN RESOURCE
MANAGEMENT
• The human resources field began to
take shape in 19th century in Europe.
It was built on a simple idea by
Robert Owen (1771–1858) and
Charles Babbage (1791-1871)
during the industrial revolution.
These men concluded that people
were crucial to the success of an
organization.
OBJECTIVES OF HUMAN RESOURCE
MANAGEMENT
• To ensure a seamless experience for the staff and
other people associated with management and
accomplish organizational goals.
• To ensure a satisfactory accomplishment of the
objectives of an organization and its employees
• To provide the employees with the capability to
manage: healthcare, record keeping, promotion
and advancement, benefits, compensation, etc.
PRINCIPLES OF HUMAN RESOURCE
MANAGEMENT 1/3
• The HR department has transformed
significantly from the task-oriented nature of
administration it used to be in the 1980s. It is
now viewed as a strategy-focused extension of
every firm.
• The HR department thrives on specific
principles commitment and competence.
PRINCIPLES OF HUMAN RESOURCE
MANAGEMENT 2/3
1. Commitment
• One aspect that the HR department tries to deal with is job
security.
• To guarantee job security, many employees know that they need to
show commitment to the company and their job duties.
• The HR management comes in to put measures in place that ensure
that staffing levels correspond to the company’s needs and that, in
the process, assure employees of their long-term positions within
the organization.
• The firm demonstrates its long-term commitment to the workers by
providing regular training, performance evaluations, and
goal-setting activities.
PRINCIPLES OF HUMAN RESOURCE
MANAGEMENT 3/3
2. Competence
• One of the core principles that supports a company’s growth and
development.
• It is also an aspect that affects employees’ job satisfaction and how the
company benefits society.
• The HRM department tries to sustain workforce competency by providing
training opportunities.
• It also schedules orientation programs, which provide avenues to enlighten
new employees on a company’s mission and objectives.
• Training and orientation are essential in improving employees’ skills,
knowledge, and competency.
• In the absence of a high level of competence, a company will be susceptible
to lawsuits and legal claims resulting from the products and services that it
renders.
SPECIFIC FUNCTION OF HUMAN
RESOURCE MANAGEMENT 1/5
1. Human Resource Planning
• In this function of HR, the number and the type
of employees that are required will be
determined to start their hiring process.
• This can be accomplished through researches
that were designed to collect, compile analysis
and interpret the data in order to meet the
needs of the organization in terms of its human
resources.
SPECIFIC FUNCTION OF HUMAN
RESOURCE MANAGEMENT 2/5
2. Job Analysis
• This function defines the nature of a job needed
in an organization.
• It also outlines the worker’s requirements that
includes skills, experience, education and job
description.
• The job description is very important, it provides
the work, duties and activities of the employee.
SPECIFIC FUNCTION OF HUMAN
RESOURCE MANAGEMENT 3/5
3. Staffing
• This function is simply the recruitment and
selection of employees for the organization by
the human resources department.
• Recruitment aims to attract qualified applicants
that will fill vacant positions.
• The selection function will choose the most
qualified of all the applicants.
• The most qualified will be selected and contacted.
SPECIFIC FUNCTION OF HUMAN
RESOURCE MANAGEMENT 4/5
4. Orientation
• This function corresponds to acquainting
new employees with important aspects
of working in the organization that
include but not limited to working hours,
company rules, expectation to job, pay
and benefit programs, etc.
SPECIFIC FUNCTION OF HUMAN
RESOURCE MANAGEMENT 5/5
5. Evaluating Employees
• This function accounts people in the
organization (also referred as human resources
accounting).
• The accounting process measures the cost and
value of people by computing the costs of their
recruitment, selection, hiring, training and
maintenance and comparing it to their outputs
in the organization.
THANK YOU FOR
LISTENING

REPORTER BY:
SION, JESSA CATHERINE C.
ILAN, IRAMIE J.