Module 1

• Job Analysis, Recruitment, Selection, Training and Development
• Many people say that “the only constant thing in this world is CHANGE”.
• Human resources have evolved with time. Whatever we name it may adapt –"personnel office”, “human resource office” or “human resource development office”

  these terms will focus only on human resources and their development.
• The significant impact on labor relations and competitiveness is evident.
• Human resources have the following objectives:

  1.To know the four major purposes of manpower management

  2. To identify the important elements of human relations in the workplace

  3. To identify practical steps in meeting human needs.
• the key to survival and success lies not in the rational, quantitative approaches, but rather in the commitment to irrational, difficult to measure things like people.
• People are considered as an organization’s most valuable asset because they can make or break any business venture.
• Human Resource Management (HRM) is defined as "a strategic approach to managing people at work."
• Employee involvement and commitment plays a vital key role in the success of any business organization.
• A process that involves with the Acquisition, Development, Maintenance and Utilization of valuable human resources necessary for organizational success.
• (HRM) is used to be called “personnel department’ from 1930s to 1940s.
• (HRM) is used to be called “personnel department’ from 1930s to 1940s.
• The term Human Resources Management was first introduced by Dave Ulrich in 1982.
• Personnel came from a French word “person” which function as a self-managed department responsible in hiring and administer basic activities like pay and benefits.
• In 1970s, personnel department changed its name into Human Resource Management (HRM).
• During 1930s and 1940s, these units gradually began to be called personnel department and gave rise to a new type of management function: Personnel management.
• Management no longer treated employees as cost but assets.
• “Human capital” in reference to workers now takes the place of human resources.
• 4 Major Purposes of Human Resource Management

  • Aquisition
  • Development
  • Maintenance
  • Utilization
• To get the right person for the right job- Aquisition
• To get the most form the employee- Development
• The retain the best workforce- Maintenance
• To instill loyalty among the employees- Utilization
• Started in 1960s where HR Information Systems and payroll administration were computerized.
• More powerful database was introduced in 1970s.
• In 1980, HR application like time and attendance were linked to the payroll system.
• In the 90s as the cost of computerization dropped dramatically, the rise of personal computers increased.
• Philippines is an active player in the digital domain.
• Applications of Information Technology in HR

  1. (e-recruitment)
  2. E-selection
  3. Employment kiosk
  4. E-learning
  5. Electronic Performance Support (EPSS)
  6. Salary and payroll administration
  7. Growth of social networking sites like Facebook and Twitter
  8. Use of email
  9. Use of IT to foster customer involvement
  10. Telecommuting/Teleworking
• Salary and Payroll Administration – help keep workflow costs in check and ensure that all employees are paid on time in any circumstances.
• HR Training – provides control of internal organizational training from

  delegating participants to projecting training budget,
• Self-service Benefits Transactions – employees can gain online access to their benefits package at their own leisure so they can focus on more demanding tasks at hand during office hours and
• HRM SYSTEM

  • Recruit
  • Promote
  • Evaluate
  • Train