HUMAN RESOURCE MANAGEMENT

• Human Resource, also referred as Human Capital, is

  defined as the set of individuals that comprises the

  workforce of an enterprise
• Human Resource Management (HRM) is all about

  managing the human workforce, the single most

  important resource of any organization.
• HRM is characterized as moving through four broad phases, namely: the craft system, the scientific management, the human relations movement, and the organizational management
• The craft system occurred in the early stages of

  human resource management. During this period,

  workers were highly skilled and as the name of the

  period implies, workers were more like craftsmen

  than factory workers.
• Frederick Taylor, an American

  mechanical engineer, led a movement called the

  Scientific Management that was based on the

  principle that out of the myriad of ways that a certain

  job can be done, there is always one that does the

  job faster and for the least cost.
• Human Relations

  Movement was born. It all started when Elton Mayo,

  an Australian born psychologist, sought to determine

  the effects that levels of illumination had on the

  productivity of workers and got nowhere with the

  results.
• It is called Organization Science, and human resource

  management is currently growing out of this trend (3).

  It has many functions that center around job and

  employee requirements.
• An HRM team helps a business develop a

  competitive advantage, which involves building the

  capacity of the company so it can offer a unique set

  of goods or services to its customers
• Specific Functions of HRM

  1. Human Resource Planning and Forecasting
  2. Employee Recruitment and Selection
  3. Employee Training and Development
• (a) In on-the-job training, employee training takes

  place at the job site and it tends to be directly

  related to the job (14).

  (b) Off-the-job training is different in which the

  working environment that the person will be

  working in is taught in a classroom or in simulated

  environments like vestibules and simulators.
• 4. Performance Evaluation and Career Development

  Ranking Method – oldest and simplest

  performance appraisal method where an

  employee is compared to other employees

  and ranked according to their performance.

   Grading Method - employee performance is

  evaluated through grades.

   360-degree Approach – a method first

  developed by General Electric Company of

  America in 1992 where an employee‘s

  performance is evaluated his or her

  supervisors, peers, and customers.
• 5. Employee Compensation

  The internal factor utilizes job evaluation

  which compares jobs so that reasonable pay

  rates may be determined.

  The external factor on the other hand, looks

  at the external environment and tries to

  determine how much, rival firms pay their

  employees.
• 6. Fringe Benefits and Employee Services

  Fringe benefits are employee benefits beyond wages

  and salaries. These include insurance, pension plans,

  which are retirement income paid to workers, and sick

  leave.
• Promotion


  Upward move inside an organization to a position of higher authority and pay
• Transfer


  Employee's movement to a position of more or less the same pay and authority but is done for personal enrichment, convenience, or to get a job that offers more chances for advancement
• Separation


  • Resignation - wherein a person chooses to leave the company
  • Layoff - where an employee is temporarily separated from a job
  • Termination - arranged by the employer due to employee dishonesty, sexual harassment, theft, violation of the rules, etc.
• Frustration can be expressed in four different forms:

  1. Aggression - any verbal or physical abuse

  directed to the cause of the obstruction or to the

  person‘s subordinates

  2. Regression - the reversion to childish form of

  behavior such as sulking or throwing tantrums

  3. Fixation - the persistence of doing the same

  action despite obvious failure from previous

  attempts

  4. Withdrawal - ending any kind of involvement

  with the task or anything related to it
• The Johari Window divides personality into four

  areas: Open, Hidden, Blind, and Unknown. The open

  area is known to all, by everyone around the person,

  and by himself. The hidden area is known only by the

  person. The blind area is known to others, but

  unknown to the person. Lastly, the unknown area is

  yet to be known by everyone, and by himself.
• Another personality test is the Big-Five model, which

  also assesses personality based on traits and

  degrees, namely:

  1. Extraversion

  2. Agreeableness

  3. Conscientiousness

  4. Emotional stability

  5. Openness to experience.
• Two-Factor Theory


  Theory of human motivation proposed by Frederick Herzberg, where two sets of factors were observed to affect motivation
• Hygiene factors


  • Salaries
  • Wages
  • Benefits
  • Company policy and administration
  • Good interpersonal relationships
  • Duality of supervision
  • Job security
• Hygiene factors


  When present, they give rise to general satisfaction of the worker
• Motivator factors


  • Sense of personal achievement
  • Status
  • Recognition
  • Stimulating work
  • Responsibility
  • Opportunity for advancement
  • Promotion
  • Growth
• Motivator factors


  When present, high motivation is achieved
• Downward Communication -

  messages and orders start at the

  upper levels of the organizational

  hierarchy and move down toward the

  bottom levels (27).

  Upward Communication - keeps

  managers aware of how employees

  feel about their jobs, policies and

  procedures, and the business in

  general (28).
• Group Effectiveness

  As often experienced in group works in class or in a

  company team, forming a group requires four givens:

   Group Size

   Nature of the Task

   Individual Objectives and Roles

   Member Characteristics
• Behavior of Mature Groups

  This is divided into four phases:

  1. Nurturing phase - Group members meet, and

  the atmosphere is still informal.

  2. Energizing phase - Discussions commence.

  3. Peak activity phase - High interaction

  between members.

  4. Relaxation phase - All important business is

  complete (22).
• Meetings

  Merriam-Webster defines meetings as an ̳assembly‘

  or ̳the act or process of coming together‘, in this

  case, for a business purpose.
• Classifications of a meeting according to size are:

   Large - the ̳mass meeting‘; 100 or more

  participants

   Medium - the ̳council‘

   Small - the ̳committee‘; 12 or less

  participants
• To be efficient means of conducting business, proper

  spearheading must be observed. The following are

  the essentials of managing meetings:

  1. Planning - Objectives are decided upon.

  2. Pre-notification - All team members must be

  informed of correct place, time, and duration.

  3. Preparation - Each agenda is assessed

  according to the objectives.

  4. Processing - Discussions must be structured.

  5. Putting on record - Summarizing decisions,

  and documenting actions to be made
• Sources of a Leader’s Power

  There are two basic sources of a leader‘s power:

  Organizational and Personal power.
• Impoverished Leadership, characterized by low

  production and low people, is where the leader is

  mostly ineffective.

  Next style of leadership is the Country Club, with high

  people and low production.

  Another is the Middle-of-the-Road Leadership,

  medium production and medium people.

  Authority-Compliance Leadership is characterized by

  high production and low people.

  The last is the Team Leadership, with high production

  and high people.
• TYpes of leadership

  A) Country Club

  B) Team Leader

  C) Impoverished

  D) Authoritarian

  E) middle of the road

  
• Functions of leadership


  • Executive - makes the decision
  • Planner - sets the plans and objectives of the group
  • Policy maker - sets the policies to be followed by the whole team
  • Expert - source of skills and knowledge
  • External representative - represents the group to the outside environment
  • Internal relations controller - maintains the harmony inside the group
  • Rewarder/punisher - to return for performance of a desired behavior
  • Arbitrator/mediator - controls interpersonal conflict
  • Exemplar - sets himself/herself as a good example
  • Symbol - what he/she reflects what the whole group is
  • Substitute for individual responsibility - does all the unfinished businesses
  • Ideologist - source of beliefs, values and standards
  • Father figure - inspires and boosts up confidence
  • Scapegoat - gets blamed for all the failure
• There are various styles of leadership across all

  resources, functions, and settings. Eight of them will

  be discussed: authoritarian, democratic, bureaucratic,

  benevolent, charismatic, consultative, laissez faire,

  and abdicatorial.