INTRODUCTION IN HRM

Cards (48)

  • Organization
    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
  • Workforce Demographics and 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
  • Trends in 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
  • Economic Trends
    • 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
  • Technology Trends
    • 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.