INTRODUCTION:

A social unit of people that is structured and

managed to meet a need or to pursue
collective goals.

A business organization is an entity aimed at

carrying on commercial enterprise by
providing goods or services,to meet needs of
the customers
THE CHALLENGE OF MANAGING HUMAN
RESOURCES TODAY
●Changing employee expectations
●Rapidly changing technology
●Emphasis on increased productivity
●New Modalities of Employment
Outsourcing
●Flatter Organization
●Fall of the command-and-control
manager
Changing
Employee
Expectation
 5 Generations
1) Silent Generations
-People who were born before 1946.
-Known to be loyal to the organization.
2) Baby Boomers
-People born between 1946 and 1959.
- They are aggressive and ambitious which
they were known to be loyal to their careers.
3) Generation X
-People born between 1960 and 1979
-Concerned about work/life issues.
4) Generation Y (A.K.A. Millenials Nexters)
-People born between 1980 and late 2000.
-known for talking back to their bosses, they
are ambitious, demanding and questions
everything.
-When it comes to loyalty, the companies
they work for are last on their list.
-Self-absorbed, gregarious multitasking,
loud, optimistic and pierced.
-Most High maintenance workforce in the
history of the World.
5) Generation Z
- Post Millenials, Homeland Generation
-Born after Millenials
-Mid 1990’s to Mid 2000’s as a starting birth
years
-They have used the Internet since young
age, and comfortable with technology and Social
Media.
-Independent, and has led to an
entrepreneurial design.
-They are loyal, compassionate, thoughtful,
open-minded, responsible and determined. They
are also risk-averse in certain activities.
Rapidly
Changing
Technology
Emphasis on
Increased
Production
New
Modalities of
Employment
Outsourcing
Flatter
Organization
Fall of the
Command and
Control
Manager
CONCEPT OF HUMAN RESOURCES
► In business, Human Resources are people
who do the actual work in the organization.
► Before Early 90’s
Cost Assets
►People are treated as investors ( talent
,knowledge, skills, competence, values ,time
and effort )
WHAT IS HUMAN RESOURCE
MANAGEMENT ?
● Human Resource Management (generally
refferred to a HRM) is the effective use of an
organization’s human resources to improve its
performance
● The strategic and coherent approach
to the management of an
organizations most valued assets the
people.
●The productive use of people in
achieving the organization’s strategic
business objectives and the
satisfaction of the individual.
HRM’S ROLE IN BUSINESS ORGANIZATION
STRATEGY ORGANIZATION HUMAN RESOURCE MGT.

Employee Relations/
Business Communication
processes
Rewards and Recognititon
Organization
Vision
Mission
structure
Values
Strategies Performance
Jobs Recruitment Performance
Operating Competencies and selection management
Plan

People
Training and
Development
Resources
THE ORIGIN AND DEVELOPMENT OF
HUMAN ERSOURCE MANAGEMENT
1. 17TH Century
- work arrangements involved closed
relationship between mentor and apprentice
2. Industrial Age
- Employees attention focused on consumer
demands .
- a notion of work moved from guild and home
shop
●Assembly line Production – required large
number of people come to gather for work
3. 1800s
- The working class began to form
workplace organizations to provide a
collective voice for their rigts .
4. 20th Century
- Frederick W. Taylor, considered to
be father of scientific management
proposed four overriding principles
of management
1. Each part of an individual’s work is
analyzed ‘scientifically’
2. The most suitable person to undertake
the job is scientifically choosen and is
taught the exact way to do the job
3. Managers must cooperate with worker
to ensure the job is done in a scientific
way .
4. There is clear division of work and
responsibility between managementt and
workers
THE TRANSITION FROM PERSONNEL TO
HUMAN RESOURCE MANAGEMENT

►National Cash Register Co. (NCR)

- where the first personnel management
began
►1980’s
- the concept of human resources
management (HRM) began to permeate
through larger corporations.
► People Management Association o the
Philippines (PMAP)
- then knows as personnel management
association of the philippines began to use
the term ‘’ human resources management’’
earlier at the 1978 national conference in
Baguio City .
 KEY FUNCTION AREAS OF HRM
1. COMPENSATION AND BENEFITS
- Successful organizations understand the
importance of providing competitive
compensation and enefits to its employees
2. RECRUITMENT AND STAFFING
- Recruiting and screening applications can be a
tiring chore but with electronic screening
programs, it can be very manageable
3. TRAINING AND DEVELOPMENT
- Training employees is key to
maintaining high level of employee
performance and is considered an
important benefit for employees
a) Organizational Orientation
b) Department Orientation
c) Job Training
d) Continuing Education
4. EMPLOYEE RELATIONS
- A workforce o engaged employees
can have a high correlation to
increased productivity and improve
the bottom line
5. EMPLOYEE SATISFACTION
- Monitoring employee satisfaction is
important to understanding the
employee perception of how well the
organization is managed
6. LABOR LAWS AND LEGAL
COMPLIANCE
- There are countless laws that govern
how organizations manage operations
and labor. The DOL is a great resource
for many of these laws
HUMAN RESOURCE PLANNING
PROCESS
Objectives of
Current Manpower Forecasting Demand
Human Resource
Inventory and Supply
Planning

Manpower Gaps

Appraisal of Man Training and

Employee Plan
power Planning Development