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1. BAC 5:
HUMAN RESOURCES MANAGEMENT
MODULE 1
First Semester SY: 2022-2023
ETHEL T. DEL CASTILLO
Prepared by:

2. • HRM is the organizational function of managing and
handling one of the most valuable assets of the
organization-

3. Changing Perspectives of Human Resource
Management
• Emerged in the late 70s as a reaction against the more
functional approach.
• The change was also accompanied by a fundamental shift in
management’s view of its employees.
• Rapid advances in technology and communication also
dictated that managers carefully assess every facet of their
operation to ensure that employees were being as efficient
and as productive as possible.
• While managers were becoming increasingly concerned with
ways to improve productivity and competitiveness, they also
began to realize that workers needed to feel that their jobs
were sources of personal satisfaction and growth.

4. Evolution of Human Resource Management
(Atty.Arnulfo Rayos)
• Depending upon the culture and focus of the
company and the degree of importance that the
position and function of the HRM head is viewed
by top management, the title may vary from
personnel officer, personnel manager industrial
relations officer, vice president (VP), or senior
vice president (SVP) for personnel administration
or industrial relations.

5. Main Trends in the HR Profession
• Human Resource and Information Technology (IT)
• The arrival of the "computer age" has greatly changed 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, gathered,
analyzed, and communicated.

6. Applications of Information
Technology (IT) in HR
• The Philippines has all the potential to be an
active player in the digital domain. At present,
joint government and private sector groups are
unified in pushing for the development of e-
commerce in the Philippines. lt is seen as an
important driving force that could fuel the
country's economic growth and development.
Moreover, the government is positioning the
country to serve as host to various service-
oriented businesses particularly in the lT and
related industries.

7. IT applications in HR aimed
Use of job boards and other similar web-based recruitment
(e-recruitment)- provides accessibility to a wider range of
applicants for the job and usually communicates job vacancies
and application procedures. Web recruitments include resume
submission, quick interactive screenings.

8. IT applications in HR aimed
E-selection- uses technology to help organizations more
efficiently manage the process of identifying the best job
candidates-those who have the right knowledge, skills, and
abilities for each job and who may best fit the organization. This
technology can reduce the time and effort involved in selecting
the most qualified applicant for the job including the use and
interrelation of test results.

9. IT applications in HR aimed
3. Employment kiosk- provides updates on employee status
and other pertinent information imitated and made by the
employees themselves. This employee self-service delivery
system ensures that the employee data is updated. An
alternative to this web-based employee sell-service application is
the use of interactive voice response systems.
.

10. IT applications in HR aimed
4. E-Learning- facilitates the learning process by providing
Just-in-time learning Opportunities. The use of a Learning
Management System (LMS) will allow HRD managers to
focus on the more important aspects of their job rather than
being concerned with course registration and following up
attendance to training programs. Online multi-rater
assessment tools can help managers provide immediate
feedback to their team members and ink feedback to
development opportunities.

11. IT applications in HR aimed
5. Electronic Performance Support System
(EPSS) provides online Coaching and mentoring
services. Managers and employees can access
organizational information through an EPSS
application. Online performance management
systems also provide managers a very effective
tool to communicate and establish key result areas
(KRAs), objectives, and required competencies for
employees. This can make performance
appraisals (PA) more objective and less biased.

12. IT applications in HR aimed
6. Salary and payroll administration, for most
companies, is now linked to performance management
systems, time and attendance, and other employee
benefits, and pay systems. This ensures timely release
of salaries, wages, bonuses, and other similar
compensation. An example of this is the use of time
sheets. Employees can record the number of hours
spent to perform a job the moment they complete their
work, or whenever it is most convenient. Managers
can review and approve time sheets with just a few
clicks. Payroll batches are created automatically
reducing data entry and ensuring timely and accurate
pay processing.

13. IT applications in HR aimed
7. Growth of social networking sites like
Facebook and Twitter. One of the next
challenges for HR executives is learning to
integrate information from social networking
sites. Potential benefits must be balanced
with issues of privacy and data accuracy.

14. IT applications in HR aimed
8. Use of email or electronic mail has
emerged as the heart and soul of corporate
communication. Because of inbox overload
and spams, it became difficult to track
messages efficiently, with this development,
HR department with the help of their IT
experts should develop unified messaging
that will allow workers to check and store
emails related to work in one single inbox.

15. IT applications in HR aimed
9. Use of IT to foster customer involvement.
Because of the popularity of social media,
companies started using different social
networking sites where they can post company
updates, Service, offerings, Or Just to let the
users of the account know their company
exists. With this development, HR departments
should also start thinking how to use these
social media to 1mprove and enhance
employee services and employee relations.

16. IT applications in HR aimed
10. Telecommuting/Teleworking is any form of
substituting information technologies (such as
telecommunications and/or computers) to establish
remote or Virtual office-the act of moving the work to
the workers instead of moving the workers to work. It
allows employees to work in a place with access to
the Internet. With this, people will no longer have to
commute every day. They will be able to send their
work along "electronic highways to their
organization’s main office. Teleworking closes the
gap between where people live and work. It provides
jobs near homes or transforms homes into virtual
office extensions.
.

17. Benefits of
Teleworking/Telecommuting
1. Employer Benefits
a. Increased productivity, Stimulated by lower absenteeism,
higher employees concentration on work, and fewer
distractions
b. Less travel time and better use to employee’s peak efficiency
time
c. Decreased turnover because employee morale ls higher and
more work options such as Job or office sharing become
possible once long commutes are eliminated
d. Hiring incentive to new employees
e. An opportunity to tap new labor pools such as parents with
young Children
Persons with disabilities, and the like

18. Benefits of
Teleworking/Telecommuting
2. Employee Benefits
a. They save money on fuel, car maintenance, and
insurance.
b. A large reduction of stress
c. More time for their families; more participation in
their communities
d. Fewer distractions on the Job, greater work
autonomy, and more relaxed work environment
e. Closer to their workplaces and thus can save hours
each day on their commute to work

19. Organization Structure of the Human
Resources Department
• An organization refers to the structure
created as a result of the grouping of
functioning segments like departments,
divisions, sections and units that work into
a harmonious relationship so that all the
different processes within the system can
operate efficiently and effectively.

20. What Is Human Resources (HR)?
•Human resources (HR) is the division
of a business that is charged with
finding, screening, recruiting, and
training job applicants. It also
administers employee-benefit
programs

21. The factors to consider when choosing to create a separate
department are the following:
a. The size of the organizational population
• An organization may not create a human resources
department as part of the original organization structure,
especially if there is relatively a small population of
organization members. However, growth may be possible
and an increasing number of members may call for more
attention of the top management.
• In this case, the organization may create a human
resources department to fully tend to the needs of the
human resources.

22. The factors to consider when choosing to create a separate
department are the following:
b. The philosophy of the top management
• The decision to create a human resources department will
always be given by the top management. It will depend on
the philosophy of the top management towards the
importance of the human resources department.
• If the top management feels that a human resources
department is necessary, then they may choose to put
one up, even though there is still a small population of
members.

23. The factors to consider when choosing to create a separate
department are the following:
c. The organizational emphasis
• The creation of all departments also depends on the type
of operations that the organization is engaged in. This is
where the emphasis of the organization comes in.
.
• In this case, a human resources department may be
created if the organization is engaged in operations where
the human element is the most useful asset, for example:
factories, educational institutions, service-oriented
business etc.

24. The factors to consider when choosing to create a separate
department are the following:
d. The financial resources
• After “man”, the next most important resource would be
“money”. Even though an organization may start with zero
funding, a growing organization will require money.
• In this case, an organization may want to set up a
separate department but can’t, simply because they have
no funds available to hire people to man the human
resources department and funds to support the projects of
the HRD.
• On the other hand, an organization may have a relatively
small number of members but still put up an HRD if they
have sufficient funding.

25. The Place of Human Resources Department in the Organization
Several factors before there can be a creation of an HRD.
However, there are several schemes that an organization
can follow when creating an HRD. They are:
1. The Human Resources Department as a separate
department, or
2. The Human Resources Department combined with
another department, such as:
• Administration Department
• Operations / Production Department
• Finance Department
• Services Department
• Corporate Affairs Department

26. The Structure of the Human Resources
Department
• The structure of authority refers to the
degree of centralization or decentralization of
decision-making normally expressed in the
following four measures: the width of the
organization, height of the organization, the
span of control and the decision-making
process adapted by the organization.

27. The Structure of the Human Resources
Department
• Width/Flat of the Organization. The number of
subsystems, departments, sections and units comprises
the width of the organization. The organization itself is
considered a subsystem of society. It has its own set of
various departments. This depends on the nature of the
organization, its functions and services offered.
•

28. The Structure of the Human Resources
Department
• Width/Flat of the Organization. The number of
subsystems, departments, sections and units comprises
the width of the organization. The organization itself is
considered a subsystem of society. It has its own set of
various departments. This depends on the nature of the
organization, its functions and services offered.
•

29. The Structure of the Human Resources
Department
Height/Tall of the Organization. The height of the
organization refers to the existing number of levels, statuses
and positions. Just like the width, the height depends on
available resources and services offered. Another important
factor that will determine the height of the organization is the
leadership style of the top management.
• .

30. The Structure of the Human Resources
Department
Height/Tall of the Organization. The height of the
organization refers to the existing number of levels, statuses
and positions. Just like the width, the height depends on
available resources and services offered. Another important
factor that will determine the height of the organization is the
leadership style of the top management.
• .