Don Mariano Marcos Memorial State University OPEN UNIVERSITY SYSTEM La Union Philippines SUBJECT: COURSE: PROFESSSOR: STUDENT:

DATE: MODULE: Public Personnel Administration Masters in Development Administration LAPDE Dr. Remedios Corpuz Myrianne Shieltyle S. Felipe May 26, 2012 I

LESSON 1 Area of Human Resource Management FIGURE 1: Schematic Diagram of Human Resource Management Definition
PERSONNEL MANAGEMENT OR HUMAN RESOURCE MANAGEMENT Consist of the management functions of: Planning Organizing Directing Controlling of employees PERSONNEL OPERATIVE FUNCTIONS Personnel planning, recruitment selection and placemen Training and development Performance rating Compensation Maintenance and labor relations

With due regard for GOALS OR OBJECTIVES Individual Organizational Societal

EFFECTIVE HUMAN RESOURCE MANAGEMENT

Learning Activity 1 1. Explain the schematic diagram of an effective human resource management.

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ANSWER: A schematic diagram is a simple way of showing a certain field of study. The schematic diagram of an effective human resource management shows the different functions of human resource personnel in which in the end having an effective human resource management effectively. The human resource management consists of management functions and operative functions in connection with the goals or objectives of each member of the industry. Thus, the human resource manager must start to take into consideration the goals of an individual, organization and society by using the techniques of planning, organizing, directing and controlling of employees in connection with the operative functions. The schematic diagram must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach. The idea here is to adopt a holistic perspective towards effective human resource management that ensures that there are no piecemeal strategies and the human resource management policy enmeshes itself fully with those of the organizational goals. For instance, if the training needs of the employees are simply met with perfunctory trainings on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction. Hence, the organization that takes its human resource management policies seriously will ensure that training is based on focused and topical methods. In conclusion, the human resource management needs to be integrated with the overall techniques to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every peso spent on them and for the success of the organization.

Further Readings/References: a. Research and Analyze on the Human Resource Management in the Philippines, its Prospects and Recent Tends.

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Reference: Tomas P. Andres, Human Resource Management in The Philippine Setting: Quezon City: new Day Publishers. Research: The style by which human resource practices are devised and implemented in the Philippines is easily identifiable as distinctively Pinoy (Filipino). Within the bounds of the economic/political setting, Pinoy human resource management is based on an intricate system of indigenous core values which emphasize social acceptance. So far, the onslaught of globalization is less felt, since powerful local cultural imperatives have a strong impact on human resource practices of foreign firms, resulting in a considerable extent of localization. The rationale of this is that Pinoy human resource management moves slowly towards the results of globalization because of the culture of Pinoy such as strong family ties which became a core factor in the human resource management. LESSON 2: Managerial Functions FIGURE 2: Personnel Operative Functions
1. Personnel Planning, Recruitment, Selection & Placement

6. Grievance Machinery &

2. Training and Development EFFECTIVE HUMAN RESOURCE MANAGEMENT OR PERSONNEL MANAGEMENT

3. Performance Rating

Labor Relations

5. Maintenance

4. Compensation

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Learning Activity 2 1. Explain the different operative functions of management based in the STAR diagram. Figure 2. ANSWER: Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. A star is a shape that has more than five points connected to each other formed in a rectangular pattern. The personnel operative functions goes hand in hand as shown in a STAR diagram. Thus, without the other point connected with another point it would not be possible to form a STAR and it would not be possible to have complete personnel operative functions in consonance with effective human resource management. Human resource department would not be as effective as it seems if one of the operative functions is not present just like a star it would not be called a star if it has only three points sticking out of it in a rectangular pattern. The personnel operative functions has six points to take into account to have an effective human resource management therefore making it into a step by step project in which it must be started from the panning, recruitment up to the sixth step which is grievance machinery and it would not be as effective as it can be if it would start from the last step neither form the middle. Therefore, one point is necessary to form a STAR and to form an effective human resource management. LESSON 3: Importance of Human Resource Management Learning Activity 3 1. Why is human resource management important to any firm/institution? Explain. When any organization start to vision their business, their first priority is to hire competent work force means right person on the right job after that this man power decide about other tangible Module I page 4

and intangible resources, where to get? How to get? How to manage efficiently? What modification required? In the essence, other resources depend on human resource without which they are worthless because if there would be no human then who will plan, organize, or monitor the other resources. The manager is recognized as a holder of organization by his knowledge and art. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, HRM functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life, and not as a routine obligation. To that end, HRM is very crucial for the whole function of an organization because it assists the organization to create loyal employees, who are ready to offer their best. Thereby making human resource is as strategic assets of an organization.

Further Assignments/Readings:
1. Interview the head of one of the professional associations in personnel associations in personnel administration on the current trends in human resource management practices in th Philippines. 2. Write a position paper on what is the role of human resource management in the total development of Filipinos. ANSWER: (query 1)

Since I was not able to interview the head of one of the professional associations in personnel administration I have to nurture my knowledge on the important things regarding this matter so I researched and read some of the written lessons regarding this matter. The HRM activities in modern organizations are typically performed in communication with the General Management in an effort to provide a variety of views when a decision must be taken. Module I page 5

In that way, decision making is not subject to the individual perceptions of the HR or the General Manager, but it becomes the outcome of strategic consensus. The main goals / responsibilities of HRM are: To retain low employee turnover rate by inspiring people to work for the company To attract new employees To contribute to employee development To achieve these goals, Human Resources Management trains and motivates the employees by communicating ethical policies and socially responsible behavior to them. In doing so, it plays a significant role in clarifying the organization's problems and providing solutions, while making employees working more efficiently.
ANSWER: (query 2)

Human Resources Management (HRM) is the strategic management of the employees, who individually and collectively contribute to the achievement of the strategic objectives of the organization. Assuming that the employees of an organization are individuals with own mental maps and perceptions, own goals and own personalities and as such they cannot be perceived as a whole, HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals. On the other hand, challenges do not cease for the HRM. Organizations can survive in the dynamic, competitive environment of today only if they capitalize on the full potential of each employee. Unfortunately, many companies have not understood the importance of the human capital in successful operations. The recruitment and selection of the best employees is a very difficult obligation. Even companies that are voted in the top-ten places to work at, often endure long periods of hard work to realize that human element is all an organization should care about. New challenges arise even now for the organization, and it is certain that new challenges will never cease to emerge. Therefore, the use of proper Human Resources techniques is a really powerful way for organizations to overcome these challenges, and to improve Module I page 6

not only their quantitative goals but also their organizational culture, and their qualitative, cognitive aspects as well as the individual capacities of employees of an organization through the different trainings and development programs given to their employees. SUMMATIVE TEST 1. List all the Filipino values that interplay in the different functions of management. Analyze whether the values are helping or hindering the attainment of managements objectives. 2. Interview three managers whom you know and ask them to define human resources management in the Philippine setting. 3. How is human resource management related to organization planning and development? ANSWER (query 1) There are many Filipino values that interplay in the different functions of the management. I know I would not be able to list all the Filipino values so I will only mention some of those. First on the list is loyalty, in which Filipinos have loyalty among their employers or even officemates thus making the management unable to have a good internal control if employees are loyal to each other. On the other hand, in case of loyalty to their employer, employees would not be able to choose the right decision for the betterment of the company/institution or themselves. Second on the line is the perseverance, in which Filipino people strives so hard to achieve their respective goals, making it as a hindrance to the company if an employee will look for a greener pasteur then deciding to transfer from one company to another losing the trainings given by his previous company. It would be a great help for the new company where a trained employee transferred to them. Therefore, whatever the Filipino values or traits are it has always a helping or hindering factor depending on which side someone is looking to.

ANSWER (query 2) There are many different definitions of human resource management in the Philippine setting so I have to conceptualized and create a single definition out of those. Module I page 7

Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. . Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. As conclusion, the style by which human resource practices are devised and implemented in the Philippines is easily identifiable as distinctively Pinoy (Filipino). Within the bounds of the economic/political setting, Pinoy human resource management is based on an intricate system of indigenous core values which emphasize social acceptance. So far, the onslaught of globalization is less felt, since powerful local cultural imperatives have a strong impact on human resource practices of foreign firms, resulting in a considerable extent of localization. ANSWER (query 3) Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. Some need for this role remains you wouldnt want every manager putting his own spin on a sexual harassment policy, for example. Nor can every manager interpret and implement the employee handbook as she chooses. Payroll and benefits need administration, even if they are now electronically handled. In this role, employees regarded HR as the enemy and going to HR was Module I page 8

the kiss of death for your ongoing relationship with your own manager. Employees believed, and were often correct, that the HR function was in place solely to serve management. . Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, HRM functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life, and not as a routine obligation. To that end, HRM is very crucial for the whole function of an organization because it assists the organization to create loyal employees, who are ready to offer their best. Therefore, making the Human Resource management the core of the organization towards development and organization planning for it serves as a link between the manpower and the capitalist. CASE STUDY NO. 1 SIPAG AT TIYAGA COMPANY is a single proprietorship owned by Socorro Soriano. It is a manufacturing organization producing ready-towear garments for exports a major product. Presently employed are the following personnel: 100 women doing sewing work on pakiao or piece of work basis; five (5) women cutters; and ten (10) women inspectors. All paper work including the performance of all managerial functions are mostly performed by Socorro Soriano, except for the preparation of financial statement for the Bureau of Internal Revenue which is done by a Certified Public Accountant paid on a retainership basis. Socorro Soriano, now 25 years of age and single, started s a high speed sewer. Five years ago, she established SIPAG AT TIYAGA COMPANY and got into the RTW business as a sub-contractor for other manufacturers. Looking back, she admits that is a surprise and hard to believe that her company has grown big. It started with only two high speed sewing machines that she purchased on installment basis; employing her four sisters and two cousins.

QUESTIONS: 1. If you were to assist Socorro Soriano as a Personnel Consultant, list the problems you see in this case in the Module I page 9

2. 3. 4. 5.

area of management functions and personnel and operative functions. Having listed the problems as required in No. 1, explain how you would solve these problems 3. What personnel philosophy or creed, personnel program, personnel policies would you recommend that Socorro Soriano adopt at Sipag at Tiyaga Company? What qualities or factors do you think made Socorro Soriano succeed in her business venture? If Socorro Sorianos educational qualification reveal that she is a mere high school graduate, what suggestions can you offer her to improve her skills and knowledge now that he is a successful business entrepreneur?

ANSWER (query 1) If I were to assist Socorro Soriano as a personal consultant, first on my list on the problems to be cured is lack of proper Human Resource Management, second is the dissemination of work load to respective departments formulated of course by the Human Resource Management Officer, third is the propr training to her employees and she herself for better management and end products of her company, and last problem is that only women were her employees. ANSWER (query 2) In order to solve the problems of Socorro Soriano a proper study with efficient learning should be applied in order for the solutions to be effective. On the first dilemma, Socorro Soriano should create a Human Resource Management and hire a knowledgeable, competent and experienced Human Resource Management Officer so as to improve the management of manpower in her company. Likewise, on the second problem of Socorro the Human Resource Management Officer will be accountable for the distribution of workload and division of work to the respective employees so as to have a faster production. Third is the proper training which is also under the Human resource Management. The conduction of seminars, training programs that are necessary in the betterment of the company production are under the Human Resource personnel. Lastly, is the hiring of man applicants as employees in order not to hire outsider for the transportation of the heavy materials needed for the production. Module I page 10

In the end, the main solution of all the problems of Socorro Sorianos company is creating a Human Resource Management which is lacking in her company. ANSWER (query 3) The policy that Socorro Soriano should adopt is Human resource Management is the core of the whole company, thereby it should not be misinterpreted as beneficial only to the capitalist but instead it is beneficial for both, the capitalist and the manpower. ANSWER (query 4) I think the qualities of Socorro Soriano that made her succeed in her business venture is the name of the company itself SIPAG at TIYAGA. ANSWER (query 5) If in case I found out that Socorro Soriano is mere High school graduate, I would recommend her to take some business course in order to broaden her knowledge about business world. I am not saying that she is incapable but all I want for her is to be more effective and efficient in her field of work.

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