1. Instructor: Prof. Bobbie Co-Laguitao, FPM

2.  World Café (activity)
 Definitions of HR:
 The art and science of acquiring, motivating,
maintaining and developing people in their jobs in
the light of their personal, professional and technical
knowledge, skills, potentialities, needs and values in
synchronization with organization philosophy,
resources and culture for the maximum achievement
of individual, organization and society goals.
(Martires on HRM: Principles and Practices)

3.  HR Mission
 Sample: to provide leadership, services and
processes that empower employees to achieve our
business goals

4.  Personnel Management
- Adversarial, Reactive and Piecemeal, Separate
Functions, Employees as Cost, Regulatory,
Record-keeping, Routine
 Human Resource Management
- Collaborative and cooperative, Proactive and
Future-Oriented, Integrated Function,
Employees as Valuable Resource, Strategic,
Facilitating, Change Agent

5.  Traditional – comprises the nuts and bolts of HRM;
form the practices and systems to ensure strategy
execution (Recruitment and Selection, Training,
Performance Appraisal, Compensation, Employee
Relations)
 Transactional – refers to day-to-day transactions
(Benefits Administration, Record-keeping,
Employee Services)
 Transformational – creates long-term capability
and adaptability (Knowledge Management,
Strategic Renewal and Redirection, Cultural
Change and Diversity, Management Development)

6.  Reactive to Proactive
 Policing to Partnering
 Operational to Strategic
 Short-term to Long-term
 Qualitative to Quantitative
 Administrative to Consultative
 Activity-focused to Solutions-focused
 Functionally-oriented to Business-oriented
 Internally-focused

7.  Human Resource Planning
 Recruitment, Selection, Placement
 Compensation
 Training and Learning
 Employee Engagement (Employee Relations)
 Labor Relations
 Organizational Development
 Performance Management

8.  David Ulrich Model
 Strategic Partner
 Administrative Expert
 Employee Champion
 Change Agent

9.  OD is a systematic, planned and integrated
approach to enhance enterprise capability to
effectively respond to changes brought about by
the external and internal environments
 OD Issues: Vision, Mission, Values; Strategy
Setting, Balanced Scorecards, Corporate Culture,
Organizational Excellence, Performance
Management, Leadership, Organizational
Structure, Rewards, Feedback and Surveys,
Change Management, Adult Learning,
Development Tools, Coaching, Teambuilding

10.  Talent Search
 Compensation
 Training and OD
 Performance Evaluation
 Employee Relations
 Labor Relations

11.  A systematic process of analyzing and
identifying the need for and availability of
Human Resources according to required
specifications
 Process:
 Needs Forecasting
 Program Planning
 Job Analysis

12.  Recruitment is the search for potential applicants
for planned, anticipated and unexpected vacant
positions in the organization
 Selection is the collection of information about the
applicant and using it to deliberate on and execute
employment decision (Workshop: Selection Biases)
 Placement is the determination of the specific
position and unit, section, branch, department or
division where the individual is to be assigned for
work

13.  Human Resource Information System
 It is used to acquire, store, manipulate, analyze,
retrieve and distribute pertinent information
regarding and organization’s human resources

14.  Forms: Cash, Perks and Benefits, Intrinsic
(psychological)
 Direct Financial (Wages, Salaries, Allowances,
Bonuses, Commissions)
 Indirect Financial (Statutory Benefits, Fringe
Benefits, CBA-Mandated Benefits)
 Non-financial (satisfaction/fulfillment, work
environment)
 Salary Structure and Salary Review program

15.  It is a systematic process of measuring the
relative worth or value of jobs within the
organization compared to the other jobs in that
organization for the purpose of administering
compensation in a rational way
 Point Rating Method
 Assigns points to the jobs that would compare the
relative value of the jobs

16.  Skills
 Education, Experience and Training, Skills – Managerial
or Technical
 Responsibility
 Accountability (assets, records and documents), Need for
Supervision, People Management, Contacts
(Internal/External)
 Effort
 Physical, Mental
 Working Conditions
 Job Conditions, Exposure to Risks, Hazards or Danger