People with formally assigned roles who work together to achieve the organization's goals
Manager
Someone who is responsible for accomplishing the organization's goals, and who does so by managing the efforts of the organization's people
Human Resource Management (HRM)
The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns
What are 5 Trends that Shape the Human Resourc?
Workforce Demographics and Diversity Trends
Trends in How People Work
Globalization Trends
Economic Trends
Technology Trends
WorkforceDemographicsand Diversity Trends
More women, minority group members, and older workers are joining the corporate structure
Millennials or 'generation Y' force constitute the major demographics, as they bring a vast array of skill set and unique adaptation to online advancement and innovation
Trendsin How People Work
Rise of On-Demand Workers - employees who are not literally the ones who report on a fixed time basis, but are those of freelancers and independent contractors
Trend of Human Capital
Globalization Trends
Companies extending their sales, ownership, and manufacturing to new markets abroad
International trade is also encouraged in free trade areas
Managing the workforce in different countries requires a lot for its HR personnel
EconomicTrends
Globalization supported a growing global economy
Economy can be affected by various factors like recession, government regulations, buying power of consumers and a country's financial capacity
TechnologyTrends
Five digital technologies are driving the shift of HR tasks into automation
Mastering Human Resources Management is important to: avoid personnel mistakes, improve profits and performance, their future career path in HR and also be an HR Manager for small businesses
Strategic Human Resource Management
The idea that as companies focus on the bigger picture, HR should be conceptualized
Employee performance- improvement efforts
1. HR department lever
2. Employee costs lever
3. Strategic results lever
Employee engagement
The extent to which an organization's employees are psychologically involved in, connected to, and committed to getting their jobs done
Behaviors and competencies HR Managers should have
Leadership and Navigation
Ethical Practice
Business Acumen
Relationship Management
Consultation
Critical Evaluation
Global and Cultural Effectiveness
Communication
Functional Areas of Human Resource Management
Talent Acquisition and Retention
Employee Engagement
Learning and Development
Total Rewards
Structure of the HR Function
Organizational Effectiveness & Development
Workforce Management
Employee Relations
Technology & Data
HR in the Global Context
Diversity & Inclusion
Risk Management
Corporate Social Responsibility
Employment Law & Regulations
Business & HR Strategy
Human is the core of all organizations, and understanding the 'hows' of managing the people inside the organization is a realization and appreciation of How powerful a Human is, as a driver of an organization's success
Workers' rights under the 1987 Philippine Constitution
Self-organization, collective bargaining and negotiations, and peaceful concerted activities, including the right to strike in accordance with the law
Security of tenure, humane conditions of work, and a living wage
Participation in policy- and decision-making processes affecting the workers' rights and benefits as provided by the law
A just share in the fruits of production vis-à-vis the right of the employer to reasonable returns on investments
Department of Labor and Employment (DOLE)
The executive department of the government mandated to formulate policies, implement programs and services for Philippine labor concerns
Philippine Employment Laws and Conditions of Work
Minimum Wage
Work Hours and Overtime
Night Shift Differential
Rest Days
Regular Holidays
Special Holidays
Service Incentive Leave
Meal Period
Private Retirement Benefit
Maternity Leave
Paternity Leave
Parental Leave
13th Month Pay
Types of Employment
Regular
Project
Seasonal
Casual
Fixed term
Regular Employment
Employees performing activities that are usually necessary or desirable in the usual business or trade of the employer, who undergo a probationary period before regularization
Project Employment
Employees with a specific period of employment which is fixed for a specific undertaking/project
Seasonal Employment
Employees who work only for a certain time of the year and the employment is for the duration of the season
Regular Employment
Employees with an indefinite term, performing activities that are usually necessary or desirable in the usual business or trade of the employer. Undergo a probationary period before regularization.
Project Employment
Employees with a specific period of employment which is fixed for a specific undertaking/project. May also be a regular employee when continuously rehired and tasks are vital, necessary and indispensable to the usual business or trade.
Seasonal Employment
Employees who work only for a certain time of the year and the employment is for the duration of that time of the year.
Casual Employment
Happens when an employee is engaged to perform work that is merely incidental to the business of the employer, and such work is for a definite period made known to the employee at the time of his engagement.
Fixed-Period Employment
The start and end of employment terms have been set before the employment relationship begins. Highly restricted and not encouraged.
Fixed-Period Employment
The fixed period of employment was knowingly and voluntarily agreed upon by the parties without any force, duress, or improper pressure
The employer and the employee dealt with each other on more or less equal terms with no dominance exercised by the former over the latter
Strategic Management Process
The process of identifying and executing the organization's strategic plan by matching the company's capabilities with the demands of its environment
Strategic Management Process
1. Define the current business
2. Perform external and internal audits
3. Formulate a new direction
4. Translate the mission into strategic goals
5. Formulate strategies to achieve the strategic goals
6. Implement the strategies
7. Evaluate performance
Corporate-level strategy
Type of strategy that identifies the portfolio of businesses that, in total, comprise the company and the ways in which these businesses relate to each other.
Competitive strategy
A strategy that identifies how to build and strengthen the business's long-term competitive position in the marketplace. In the long run, this could build the company's competitive advantage – either on cost leadership, differentiation or focus.
Functional Strategy
A strategy that identifies the broad activities that each department will pursue in order to help the business accomplish its competitive goals.
Strategic Human Resource Management
Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
Strategy Map
A strategic planning tool that shows the "big picture" of how each department's performance contributes to achieving the company's overall strategic goals.
HR scorecard
A process for assigning financial and nonfinancial goals or metrics to the human resource management–related chain of activities required for achieving the company's strategic aims and for monitoring results.
Digital dashboard
Presents the manager with desktop graphs and charts, showing a computerized picture of how the company is doing on all the metrics from the hr scorecard process.
Talent Management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees.
Job Analysis
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.