RIZAL MEMORIAL INSTITUTE OF DAPITAN CITY, INC.

Dr. Heinz Luetke St., Potol, Dapitan City

Zamboanga del Norte

MODULE IN HUMAN RESOURCE MANAGEMENT

COURSE INFORMATION
Couse Course
Number HRM Title Human Resource Management
Course
Code Instructor
Course Email Consultatio
Credit 3 units Address n Hours
School Class
Year 2020-2021 Schedule Room
COURSE DESCRIPTION

Many professionals who enter into the world of human resources believe that they will
succeed in their new found field simply because they have a knack for relating with people from
all walks of life. While having "good people skills" is certainly a positive attribute for working in
the human resources field, being in tune with the ever-changing policies and procedures that
successfully make a team or company tick, is just as important as being the boss that everyone
loves. Managing your rules and guidelines works in tandem with managing "your humans."

Today, many managers enter the world of human resources simply because they are
exceptional managers. They have climbed the rank and file of the corporate ladder, succeeding at
each rung, to the point where they are now managing a team, which may include "kids" fresh out
of college or professionals who have been in the workforce for some time, sometimes even
longer than the manager himself. Having the ability to create synergy on his team, to drive
productivity and provide opportunities for employee growth while developing policies and
procedures that apply to all are just a few of the trademarks that make a great manager.

Others enter the human resource field by choice. They are the "people" people who want
to work in the actual Human Resources department of a company to become "the people that
staff and operate an organization … as contrasted with the financial and material resources of an
organization. Hiring the right people, training them, affording them opportunities for growth, all
while setting parameters and guidelines, is the key to great human resource management.

The course includes a thorough discussion of the four major purposes of manpower
management: acquisition, development, maintenance, and utilization of manpower, as well as its
integration to other areas such as general management and strategic management.
 COURSE LEARNING OUTCOMES

At the end of the course, the students shall be able to:

- Know the evolution and changing perspective of human resource management

- Identify the acquisition of human resources

- Know the maintenance and rewarding of employees

- Apply the development of human resources

- Discuss and elaborate the utilization of manpower

- Integrate human and Christian values in the characteristics of management and the
culture of the people outside the organization

TEACHING STRATEGIES/DELIVERY MODES

Blended (Asynchronous
Online (Hybrid Model) Model) Offline (Flex Model)

Online teleconferencing There will be no classroom Classroom lectures and

lecture/discussion is meet-ups. discussions meet-ups is
conducted only once a week conducting only once a week
for MWF classes and once a However, web content for MWF classes and one a
week for TThS classes with resources are provided at week for TThS classes with
two (2) hours per meeting. regular intervals. two (2) hours per meeting.

Self-directed learning and/or Assessment and evaluation A self-directed learning and/or

home assignments are to be will be done at regular home assignments are to be
spent with allocated two (2) intervals depending on the spent with allocated two (2)
hours per week. promptness of the compliance hours per week.
of students to every
assignments given.

The remaining two (2) hours The remaining two (2) hours
per week is to be devoted in per week is to be devoted in
checking the materials checking the materials
submitted/sent by the students submitted/sent by the students
and giving feedbacks, and giving feedbacks,
discussions and clarifications. discussions and clarifications.
 GRADING SYSTEM
Blended Offline (Flex
Description Online (Hybrid Model) (Asynchronous Model)
Model)

Attendance/Class
Participation 10% 10% 10%
Quizzes/Assignments/Oral
Presentation/Reporting 20% 20% 20%
Projects/Portfolio/Reports/
Research/FS/etc. 20% 20% 20%
Major Examinations
Prelim 12.5% 12.5% 12.5%
Midterm 12.5% 12.5% 12.5%
Semi-Final 12.5% 12.5% 12.5%
Final 12.5% 12.5% 12.5%
TOTAL 100% 100% 100%
 COURSE OUTLINE
Preliminary Term Mid Term Semi-Final Term Final Term
(21 hours)
Week 8-10 Week 11-14 Week 15-17
Week 1
Training and Compensating Human Human Resource
Orientation/ Development of Resources Planning
Introduction of the Employees
course, source book, Employee Benefits Career Management
authors, methods, Performance and and Services and Development
requirements, Review and Appraisal
schedules of classes Labor Management
and examination and Changes in Personnel Relations
grading Status
system/Overview Basic Labor Law Week 18
Affecting Employer-
Week 2-4 Employee Online/Offline Job
Relationship Interview with
Changing selected interviewers
perspectives of human Employee Relations
resource management and Employee
Discipline

Week 5-7 Employee Grievances

Job Analysis Employee Morale and

Motivation
Recruitment of Health and Safety in
Employees the Workplace

Selection of
Employees

Book page: 1-53 Book page: 63-107 Book page: 115-234 Book page: 243-269
Human Resource Human Resource Human Resource Human Resource
Management Management Management Management

Corpuz Corpuz Corpuz Corpuz

PRELIMINARY

TOPIC (WEEK 2-4)

 CHANGING PERSPECTIVES OF HUMAN RESOURCE MANAGEMENT

 RECRUITMENT OF EMPLOYEES
 SELECTION OF EMPLOYEES

Abstract:

This study focuses on the overview and changing Perspectives of Human Resource
Management.

Lesson Objectives:

As a result of completing this learning module, students will be able to:

 Equip students with the knowledge of the evolution and changing perspective of human
resource management

Module Guide:

1. Study topic content presented below.

2. Answer the exercises presented after the topic content below.
TOPIC CONTENT:

Overview

Why do some organizations become successful while others fail despite facing the same
opportunities available? Findings show that the key to survival and success lies not in the rational,
quantitative approaches, but rather in the commitment to irrational, difficult-to-measure things like,
people, quality, customer service, and most importantly in developing the flexibility to meet changing
conditions. Human Resource (HR) provides the creative spark in any organization.

The figure below shows how these HRM activities relate to each other as work, activities, and
development in one area affect the focus and activities of other units.

Major Purposes of Manpower Management

ACQUISITION DEVELOPMENT MAINTENANCE UTILIZATION

Job Analysis Training and Wage and Salary

Recruitment Development, Administration, Human Resource
Selection Performance Benefits and Planning and
Placement Appraisal, Coping Services, Career
with Changing Labor Management Development
Technology Relations,
Collective
Bargaining,
Discipline
Complaints and
Grievances
OBJECTIVE
OBJECTIVE
OBJECTIVE OBJECTIVE
 To get the
right person To get most To retain the To instill
for the right from the best loyalty
job employee workforce among the
employees

OVERALL OBJECTIVE

INCREASING PRODUCTIVITY

CHANGING PERSPECTIVES OF HUMAN RESOURCE MANAGEMENT

EVOLUTION OF HRM

MAIN TRENDS IN THE HR PROFESSION

Human Resource and Information Technology (IT)

The advent of the “computer age” has greatly altered not only the availability of information but also the
manner in which it is identified and acquired. Information technology deals with how information is
accessed, gather, analyzed and communicated.

APPLICATIONS OF INFORMATION TECHNOLOGY (IT) IN HR

1. Use of job boards and other similar web-based recruitment (e-recruitment)

2. E-selection
3. Employment kiosk
4. E-learning
5. Electronic Performance Support System
6. Salary and payroll administration
7. Growth of social networking sites like Facebook and Twitter
8. Use of email
9. Use of IT to foster customer involvement
10. Telecommuting/Teleworking

HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

- is a database system that keeps important information about employees in a central and
accessible location.
- It merges HRM as a discipline and, in particular, its basic HR activities and processes with the
IT field.
- It is an integrated system designed to provide information used in HR decision making.
- It is a system for gathering and maintaining data that describe the HR; transforming data into
information; and reporting the information to users.

EXERCISES:

I. Read and analyze the following statements carefully. Decide if each statement is true or false. Write Ton the blank
if the statement is True and F if it is False and revise to make it true.
(Point system: 5 items x 5 points each = 10 points)

___ 1. HRM is a relatively new field in the Philippines.

____ 2. HRM today is mainly concerned with the recruitment and selection of people with the right qualifications.

____ 3. HRM functions should be exclusively performed by the HR department.

____ 4. The increasing IT applications in HR would eventually lead to the demise of HR or decrease the role of
HRM in the organization.

____ 5. Learning about IT should be reserved fr computer specialists.

II. Answer this graphic organizer after you read the content above.

FIVE-PARAGRAPH ESSAY

Main Idea and Introductory Paragraph

Support/Proof Details Support/Proof Details Support/Proof Details

 Summary/Conclusion

TOPIC (WEEK 5-7)

 JOB ANALYSIS
 RECRUITMENT OF EMPLOYEES
 SELECTION OF EMPLOYEES

Abstract:

This study focuses on the acquisition of Human Resource Management.

Lesson Objectives:

As a result of completing this learning module, students will be able to:

 To provide important details on the acquisition of human resources in an organization

Module Guide:
 1. Study topic content presented below.
2. Answer the exercises presented after the topic content below.

TOPIC CONTENT:

JOB ANALYSIS – the procedure used for determining/collecting information relating to the
operations and responsibility of a specific job. The end results are job description and job
specifications.

Specific Information Provided by Job Analysis:

1. Job Title and Location
2. Organizational relationship
3. Relation to other jobs
4. Job summary
5. Information concerning job requirements

Uses of Job Analysis Information

1. Preparing the job description and writing the job specification
2. Recruitment and selection
3. Determining the rate of compensation
4. Performance appraisal
5. Training
6. Career planning and development
7. Safety
8. Labor relations

Methods used in Job Analysis:

1. Interview
2. Observation
3. Questionnaires
4. Employee recording/use of log book

STEPS IN CONDUCTING JOB ANALYSIS

STEP 1 STEP 2 STEP 3 STEP 4

Examine the total Determine the Select job to be Collect data by

organization and purpose of JA. analyzed. using acceptable
the fit of each JA technique
job.

STEP 7 STEP 6 STEP 5

Use information from Step 1-6 for Job Design, Prepare JS Prepare JD
Planning, Selection and Training, Recruitment,
Performance Appraisal, Compensation, etc.
Contents in Writing Job Description

1. Date written
2. Job Status
3. Job identification
4. Job summary
5. Working relationship, responsibilities and duties performed
6. Authority of incumbent
7. Competency requirements
8. Working conditions

Information contained in a Job Specification:

1. Knowledge
2. Skills
3. Ability
4. Personal characteristics
5. Credentials
6. Technical requirements

RECRUITMENT ON THE INTERNET

The Internet has truly changed the way we conduct business today. We now have the
ability to do virtually everything from our computers and recruiting is one of them.
Using the Internet is the fastest, simplest, and most convenient or most cost effective
way to reach hundreds of thousands of qualified candidates.
Job seekers have always wanted detailed job descriptions. They want to know what the
job entails, the qualifications for the job that are more important, and what you can offer them as
an organization. Recruitment sites can provide job seekers with detailed information on the
qualifications you are looking for in a candidate. You can even create a customized response
form to help filter your applicants further.

RECRUITMENT PROCESS/RECRUITMENT PLAN

- this plan is an effort to quickly fill the HR request with an individual who first
satisfies the job specifications.

1. Formulating a recruiting strategy

- this is a choice between internal and external recruiting strategy

2. Searching for job applicants

- the applicant search may involve traditional recruiting methods or through the use of e-
recruitment.
3. Screening applicants
 - applicants should be screened to eliminate individuals who are obviously unqualified.
4. Maintaining an applicant pool
- applicant pool consists of individuals who have experessed an interest in pursuing a job
opening and who might be feasible candidates for the position.

SOURCES OF APPLICANTS

1. Internal Sources - current employees of the organization

2. Referrals - present employees are asked to encourage friends and relatives to apply.
3. External Sources
a. Job advertisement - placement of help-wanted advertisements in newspapers, trade and
professional publications or on radio and television.
b. Employment centers or agencies - agencies that charge a fee for each applicant they
place.
c. Campus recruitment -a primary source for entry-level job candidates.
d. Internships - for students with practicum or on-the-job training, this can help them in
honing their business skills, check out potential employers and learn more about their likes
and dislikes when it comes to choosing careers.
e. Job fairs/special events recruiting - joining or sponsoring employment fairs.
f. Online recruitment/e-recruitment

ALTERNATIVES TO RECRUITING

1. Subcontracting/outsourcing - subcontract work to another organization wherein the

organization loses some of its control over work that is outsourced.
2. Overtime- used to avoid the incremental costs of recruiting and hiring additional employees
for a short period of time.
3. Temporary help - use of temporary help services to fill the needs of companies on a temporary
basis.
4. Employee leasing - similar to temporary help agency but employees are not temporary.

WRITING A RESUME

A curriculum vitae is a document that describes your qualifications including but not
limited to your profile, goals, skills, education and professional experience. An employer mostly
sees a preview of how you can contribute to their company. A brief resume gives your employer
what you can offer them if they hire you.
For employers, the resume is a screening device. Resume writing is a critical task. People
are always confused about resume writing. They don’t know what to write in a resume and what
not to write. To get the attention of those in charge with recruitment, you need to use words that
would highlight what you do best since your resume is the first step in “marketing” yourself to
your respective employer. In terms of style and format, keep in mind the position and the
company where you are applying.

Different Parts of Your Resume

1. Name, Address and Telephone Number - these should be on top for companies to remember
 your name. If possible, use a font size larger than what is used on the rest of your resume.

2. Job Objective - this is crucial because it informs the employer if there is a match between the
job vacancy and what you can offer. If you can offer what the employer is looking for, he/she
will read on.

3. Education - list your educational experience in reverse chronological order.

4. Skills - Employers want to know what skills you have. Highlight the main skills required of
the position you are seeking.

5. Work Experience - list in reverse chronological order. Play up your work if it is career-related
or requires skills you want to emphasize.

6. Communication Skills
EXERCISES:

MID-TERM

TOPIC (WEEK 8-10)

 Training and Development of Employees

 Performance and Review and Appraisal

 Changes in Personnel Status

Abstract:

This study focuses on the acquisition of Human Resource Management.

Lesson Objectives:
 As a result of completing this learning module, students will be able to:

- To provide important details on the acquisition of human resources in an organization

ACTIVITIES, RESOURCES AND ASSESSMENT

Online (Hybrid Model) Blended (Asynchronous Offline (Flex Model)
Model)
Resources: Resources: Resources:

Silid Aralan, Google Silid Aralan, Google Silid Aralan, Google

Classroom/Messenger Classroom/Messenger Classroom/Messenger

Textbook: Textbook: Textbook:

Human Behavior in Human Behavior in Human Behavior in
Organization by: Roberto G. Organization by: Roberto G. Organization by: Roberto G.
Medina, Ph.D. Medina, Ph.D. Medina, Ph.D.

Activities: Activities: Activities:

Topic discussion will be Topic discussion will be Topic discussion will be

through Silid Aralan with through Silid Aralan during during classroom meet-ups,
materials posted on the LMS which the exercises will be and during which the exercises
during which the exercises posted. Such teleconferencing will be provided.
will be provided. will be recorded, the video of
which will be made available
to you via Messenger Group
Chat or Gmail address.

Assessment: Assessment: Assessment:

Topic quiz will be published Topic quiz will be published Topic quiz will be issued to
at Google Classroom with at Google Classroom with you and will be answered at
instructions as to the time instructions as to the time home, which will be
allocated for answering and allocated for answering and immediately due for
deadline for submission with deadline for submission with submission for an agreed date
announcements via Messenger announcements via Messenger at the box placed at the
Group Chat. Group Chat. RMIDCI guard house.
Communication as to the
receipt of the said quiz will be
through text messaging.

TOPIC 2: