HR AND OM

• GENERATIVE AI TO STREAMLINE PROCESSES
• HR TRENDS 2024
• HEALTHY ORGANIZATION FRAMEWORK

  
• Vernã Myers: '"Diversity is being invited to the party. Inclusion is being asked to dance."'
• WELCOME TO GENERATION Z
• 3.1% UNEMPLOYMENT RATE IN THE PHILIPPINES
• LOWEST SINCE 2005
• ACCORDING TO THE LATEST LABOR FORCE SURVEY
• 50.5 Million Employed
• BASIC 5 M'S OF HR

  • Mobilizing
  • Measuring
  • Mentoring
  • Motivating
  • Mixing & Matching
• ADDITIONAL 4 M'S OF HR


  • Reviewing
  • Rewarding
  • Retaining
  • Resonating
• ADDITIONAL 3 M'S OF HR

  • Recruiting
  • Routing
  • Retooling
• MIXING & MATCHING


  • Reviewing
  • Rewarding
  • Retaining
  • Resonating
  • Recruiting
  • Routing
  • Retooling
• MOBILIZING


  Linking HRM Systems with Administrative Policies, Designs and administers HR systems, policies, and procedures to manage the organization
• RECRUITMENT


  People are the organization's most critical and significant resource. Provides more options and more choices for requesting units. A competency-based screening process together with a compensation and benefits system that aligns all comparable positions in the organization will support this
• RECRUITMENT


  • JOB DESCRIPTION- duties and responsibilities of the potential employee including the scope, limitations, and terms and conditions of employment
  • COMPENSATION AND BENEFITS RANGE- Details the potential salary and benefits that the employee will get
  • EMPLOYEE QUALIFICATION - Educational background, Work experience, Specific skill or knowledge, Work attitude
• ROUTING


  Presumes a company's assurance of opportunities for growth, and an individual's commitment to do a job excellently. Provides the proper assignment and appropriate opportunities for new and existing employees of the organization. A well-articulated career and succession plan that identifies the vertical and horizontal possibilities for advancement
• MOTIVATING


  Motivating People in Organizations, Increasing Employees' Productivity and Contribution to the Organization. Empowering and energizing people to create a conducive work environment and elicit "best practices"
• RETAINING


  We must ensure that present employees are made effective, their potentials are identified and realized, and they must be developed into new and different conduits of enterprise development. Develops and keeps excellent performers
• RESONATING


  This function does two things: preventive care or monitoring of the organizational climate, and echoing the values, beliefs, and best practices of the organization. A proactive "realities" program (organizational climate survey) that understands the true conditions of the work environment can transform conflicts or encounters to relationships
• MENTORING


  • Teaching
  • Coaching
  • Advising
• RECYCLING


  A well-designed trigger and alert system able to detect early signs of indifference or non-conformity is essential. Provides flexibility to the organization by redeploying or reassigning employees to other positions to enhance meaning and challenge in the workplace
• RETOOLING


  It is the Company's commitment to maximize the potential of its people and provide them the required knowledge, skills, competencies,attitudes, and values to attain thosepotentials. This function bridges the "gaps" in competencies (knowledge, skills, and attitude) of new and existing employees
• MEASURING


  Human Resource Strategy aligned with Business Strategy. Strategic deployment of people to execute strategy and achieve desired goals
• REVIEWING


  This function finds innovative ways to measure the contributions from employee performance including exemplary work achieved beyond the call of their present assignments. The Company must continually find innovative ways to value contribution and results. It must be in constant search for creative means to measure human capital and knowledge resources
• REWARDING


  If a company is to obtain the needed contributions, it must reward those who make them. An attractive incentives, compensation, and recognition plan will increase the significance and value of this
• MIXING & MATCHING


  In order to accomplish their assigned roles, teams must have the proper mix of individuals. The correct mix will depend on the required team outputs and outcomes. Teams need different types of people. They need good leaders and followers, initiators and implementors, extroverts and introverts, visionaries and operators, entrepreneurial trend-setters andcautious controllers