Human Resource Management in The Philippines

Subject: Personnel Management in Education
THE TRENDS AND ISSUES IN PERSONNEL MANAGEMENT

HUMAN RESOURCE MANAGEMENT IN THE PHILIPPINES
Aside from natural resources is one of the basis of economic development. Its people is the most important
resource of any country. It is important to understand how people utilize and develop natural resources based on
their character, diligence, and creativity. In fact, humans serve as the driver of the world since the direction of it
depends on them.
HUMAN RESOURCE MANAGEMENT IN THE CORPORATE SETTING
The Human Resources Management corporate is committed to ensuring that the Bank attracts, recruits, develops,
retains and sustains a high performing, diverse work force by developing and implementing progressive human
resource management policies and strategies.
EFFECT OF SOCIO-POLITICO-ECONOMIC CHANGES IN MANAGEMENT

External Factors that Affect Human Resource Management
Economic Conditions One of the biggest external influences is the shape of the current economy. Not only
does it affect the talent pool, but it might affect your ability to hire anyone at all. One of the biggest ways to prepare
against economic conditions is to not only know whats happening in the world around you, but also create a plan for
when there is an economic downturn. All companies can make due in a bad economy if they have a rainy day fund or plan
to combat the harsh environment.
Technological Advancements This is considered an external influence because when new technologies
are introduced the HR department can start looking at how to downsize and look for ways to save money. A job that used
to take 2-4 people could be cut to one done by a single person. Technology is revolutionizing the way we do business and
not just from a consumer standpoint, but from an internal cost-savings way.
Workforce Demographics As an older generation retires and a new generation enters the workforce the
human resources department must look for ways to attract this new set of candidates. They must hire in a different way
and offer different types of compensation packages that work for this younger generation. At the same time, they must
offer a work environment contusive to how this generation works.
THE SOCIO-ECONOMIC FACTORS AFFECTING HUMAN RESOURCE MANAGEMENT

1. EDUCATION. As a result of upgrading of the education sector the elite employees are very clear on what their
rights are and hence the employers challenge is to ensure they comply with the law.
2. WORK LIFE BALANCE. Many organizations are forced to develop flexible working programs due to
recognition of the importance of the work life balance.
3. WORKFORCE DIVERSITY. Is becoming very diverse. More women, minority group members and older
workers are entering the work place. This changes effective management and it is very important to management
as it affects employee relations in the industry. Greater female employment gives rise to new career conflict.
TRENDS IN HUMAN RESOURCE MANAGEMENT

1. GLOBALIZATION AND ITS IMPLICATIONS
Business today doesnt have national boundaries it reaches around the world. The rise of multinational
corporations places new requirements on human resource managers. The HR department needs to ensure that
the appropriate mix of employees in terms of knowledge, skills and cultural adaptability is available to handle
global assignments.
2. CHANGING SKILL REQUIREMENTS
Recruiting and developing skilled labor is important for any company concerned about competitiveness,
productivity, quality and managing a diverse work force effectively. Skill deficiencies translate into significant
losses for the organization in terms of poor-quality work and lower productivity, increase in employee accidents
and customer complaints. Since a growing number of jobs will require more education and higher levels of
language than current ones.
3. CORPORATE DOWNSIZING
Whenever an organization attempts to delayer, it is attempting to create greater efficiency. The premise of
downsizing is to reduce the number of workers employed by the organization. HRM department has a very
important role to play in downsizing. HRM people must ensure that proper communication must take place
during this time.
4. CONTINUOUS IMPROVEMENT PROGRAMS
Continuous improvement programs focus on the long term well-being of the organization. It is a process whereby
an organization focuses on quality and builds a better foundation to serve its customers. This often involves a
company wide initiative to improve quality and productivity.
5. EMPLOYEE INVOLVEMENT
For todays organizations to be successful, there are a number of employee involvement concepts that appear to
be accepted. These are delegation, participative management, work teams, goal setting, employee training and
empowering of employees. HRM has a significant role to play in employee involvement.
6. TECHNOLOGY
With the current technological advancement and its projection in the future, it has brought in new eyes in the
face of HRM. A number of computerized systems have been invented to help in the HRM of which they are seen
as simplifier of HR functions in companies. Large or multinational organizations using some of the human
resources information systems are reaping big.
SYSTEM APPROACH TO HUMAN RESOURCE MANAGEMENT

SYSTEM
A system is a set of interrelated but separate parts working towards a common purpose. The arrangement
must be orderly and there must be proper communication facilitating interaction between the elements
and finally this interaction should lead to achieve a common goal.
It is a collection of interrelated parts acting together to achieve some goal which exists in the
environment. Also, system is defined as a set of objects working together with relationships between the
objects and their attributes related to each other and to the environment.
Therefore, system in simple terms in respect to management, it is a set of different independent parts
working together in interrelated manner to accomplish a set of objectives.
System approach to management views the organization as a unified, purposeful system composed of interrelated
parts.
This approach also gives the manager to see the organization as a whole and as a part of the larger external
environment.
TOTAL APPROACH TO HUMAN RESOURCE MANAGEMENT

HUMAN RELATIONS APPROACH
Human Relations Approach is the analysis of people's issues that arise due to interpersonal and organizational
relationships.
Human Relations Approach
Need for attention
Social interaction
Individual achievement
If management pays attention to these, worker productivity will increase!
SCIENTIFIC MANAGEMENT APPROACH
Scientific Management Theory is important because its approach to management is found in almost every
industrial business operation across the world. Its influence is also felt in general business practices such planning, process
design, quality control, cost accounting, and ergonomics.
Is a theory of management that analyzes and synthesizes workflows. Its main objective is improving economic
efficiency, especially labor productivity. It was one of the earliest attempts to apply science to the engineering of
processes and to management.
Always treat your employees exactly as you want them to treat your best
customers. Stephen R. Covey

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Subject: Personnel Management in Education

THE TRENDS AND ISSUES IN PERSONNEL MANAGEMENT

EFFECT OF SOCIO-POLITICO-ECONOMIC CHANGES IN MANAGEMENT

THE SOCIO-ECONOMIC FACTORS AFFECTING HUMAN RESOURCE MANAGEMENT

TRENDS IN HUMAN RESOURCE MANAGEMENT

2. CHANGING SKILL REQUIREMENTS

4. CONTINUOUS IMPROVEMENT PROGRAMS

SYSTEM APPROACH TO HUMAN RESOURCE MANAGEMENT

TOTAL APPROACH TO HUMAN RESOURCE MANAGEMENT

Human Relations Approach

Need for attention

If management pays attention to these, worker productivity will increase!

SCIENTIFIC MANAGEMENT APPROACH

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