INTRODUCTION IN HRM

• 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.