HUMAN BEINGS 1.
Human resources management (HRM) is a
management function concerned with hiring,
are social beings and hardly ever live and work motivating and maintaining people in an
in isolation. organization
plan, develop and manage the relations both 2. It focuses on people in organizations.
consciously and unconsciously. 3. designing management systems to ensure that
The relations are the outcome of our actions and human talent is used effectively and efficiently to
depend to a great extent upon our ability to accomplish organizational goals
manage our actions 4. HRM is the personnel function which is
knowledge and experience in understanding concerned with procurement, development,
others and how to behave in all situations in life compensation, integration and maintenance of
are acquired from childhood then they are the personnel of an organization for the purpose
forwarded even up to the workplace of contributing towards the accomplishments of
To overcome and grow in today’s global the organization’s objectives
competitiveness organizations are faced with so 5. personnel management is the planning,
many challenges. It is understood that organizing, directing, and controlling of
companies are to produce products and deliver the performance of those operative functions
services that are of quality. However, in order to (Edward B. Philippo).
remain competitive, to growth, and diversify, an
organization must ensure that its employees are HRM
qualified, placed in appropriate positions,
properly trained, managed effectively, and are is concerned with the most effective use of people
committed to the firm’s success to achieve organizational and individual goals.
the only thing that will uphold a company’s is the way of managing people at work, so that
advantage is the merit or character of people in they can give their best to the organization”
the organization. the policies and practices involved in carrying out
people truly are the organization’s most the “people” or human resource aspects of a
important asset management position, including recruiting,
screening, training, rewarding, and
THE GOAL OF HRM appraisingcomprise HRM. Dessler (2008)
is to maximize employees’ contributions OBJECTIVES OF HRM:
in order to achieve optimal productivity and
effectiveness, Societal Objectives - to ensure that the
simultaneously attaining organizationbecomes socially responsible to the
individual objectives (such as having a needs and challenges of the society while
challenging job and obtaining minimizing the negative impact of such
recognition), and demands upon the organization
societal objectives (such as legal
compliance and demonstrating social Organizational Objectives- to ensure
responsibility). organizational effectiveness, to assist the
organization with its primary objectives, to serve the
THE CONCEPT OF HUMAN RESOURCES. rest of the organization,
Human resources in the business are people Functional Objectives- to maintain the
who do the actual work in the organization. department’s contribution at a level appropriate to
Human resources were once viewed as costs. the organization’s needs
In the early ‘90s, organizations are beginning to
go beyond the usual mantra “People are our PERSONNEL OBJECTIVES - to assist employees in
greatest assets.” achieving their personal goals (meet, maintain, retain,
and motivate) increase performance and satisfaction
WHAT IS HUMAN RESOURCE MANAGEMENT?
ORIGIN AND DEVELOPMENT OF HRM.
Human Resource Management is the study of
activities regarding people working in an 17th century – working arrangements involved
organization. close relationships between mentors and
It is a managerial function that tries to match an apprentices dedicated to a particular trade.
organization’s needs to the skills and abilities of
With the advent of the Industrial Age – work
its employees.
moved from guilds and home shops to stream –
driven factories. Management philosophy at the
turn of the 20th century was epitomized by Henry
DEFINITION OF HRM Ford who often wondered why workers brought
their heads to work when all he really needed was in policy and decision-making processes affecting
their hands and feet. their rights and benefits as may be provided by law.
Adam Smith (The Wealth of Nations, 1776). The state shall regulate the relations between
Proposed that work could be made more efficient workers and employers, recognizing the right of
through specialization and he suggested that work labor to its just share in the fruits of production and
should be broken down into simple tasks the right of enterprises to reasonable returns on
investments, and to expansion and growth
In early 1800s – governments began to feel
pressure from working class masses started to ask KIND OF EMPLOYEES
questions and defy the power of capitalists
Employer: includes any person acting in the interest of
At the turn of the 20th century, Frederick W. the employer directly or indirectly.
Taylor, considered to be father of Scientific
Management. Proposed four overriding principles of Employee: includes any person in the employ of an
management employer.
Each part of an individual’s work is analyzed a. Managerial Employee
‘scientifically’.
b. Supervisory Employee
The most suitable person to undertake the job is
‘scientifically chosen’ and is taught the exact way c. Rank and File Employee
to do the job.
Types of Employees in Terms of Tenure:
Managers must cooperate with workers to ensure
the job is done in a scientific way. o There is a a. Regular
clear division of work and responsibility between
b. Casual
management and workers
c. probationary
CHAPTER 2
The Constitutional and Legal Framework d. Fixed Contract Employee as
Settled in Jurisprudence
Managing human resources is oftentimes fraught with
legal implications. Ignoring the legal aspects of human Employee Compensation and Insurance Fund
resources can result in legal suits that could cost a lot of
money to your company and to your company’s The state shall promote and develop a tax-
reputation. exempt employee compensation program whereby
employees and their dependents, in the event of work-
The Constitutional Basis: connected disability or death, may promptly secure
adequate income benefit, and medical or related benefits
The Philippine Constitution laid the basis for
protecting the rights and welfare of employees A State Insurance Fund is created out of monthly
contributions by the employer for the employee.
In the Declaration of the Principles and State Policies the The agency in charge of the administration of this
Constitution provides: fund is the Employees Compensation Commission
which composed of five ex-officio members,
The state affirms labor as a primary socio-economic
namely, the Secretary of Labor and Employment,
force. It shall protect the right of workers and promote
the GSIS General Manager, the SSS Administrator,
their welfare. (Article II, Section 18).
the Chairman of the Philippine Medical Care
Also, pursuant to this Declaration of Principles, Article Commission, and the Executive Director of the ECC
XIII, Section 3 expands its labor policy by providing that: secretariat and two appointee members, one of
whom shall represent the employees and the other,
The state shall afford full protection to labor, local the employers to be appointed by the President of
and overseas, organized and unorganized, and the Philippines for a term of six years.
promote full employment and equality of
employment opportunities for all. Unfair Labor Practice (ULP): Unfair labor
practices are those covered under Articles 247,
It shall guarantee the rights of all workers to self- 248, and 249 of the Labor Code. It can be
organization, collective bargaining and negotiations, committed by the Employer or Employee although
and peaceful concerted activities, including the right ULP is always charged against the Employer
to strike in accordance with law. They shall be
entitled to security of tenure, human conditions of Strikes and Work Stoppages/Lockouts:
work, and a living wage. They shall also participate
The right to strike is guaranteed by the Constitution and legislation law in recent history is R.A. No. 9481
the law. Employees can only strike on two grounds: that was passed in 2008. Otherwise known as
“An act strengthening the workers’ constitutional
1. Deadlock in Collective Bargaining Negotiations. right to self organization, amending the Labor
Code of the Philippines”
2. Unfair Labor Practices (ULP)
Lockout is a weapon that can be availed of by the
company under some conditions. It must be approved by
two-thirds vote of the Board of the Directors.
Illegal Strikes: strike is a right guaranteed by
our constitution and law. there are procedures to
be followed before the union can strike. Short of
any of these conditions, the strike can be
declared illegal.
The Law on Terminations:
The security of tenure of employees is
guaranteed by the Constitution and by law. An
employee unjustly dismissed form work shall be
entitled to reinstatement without loss of seniority
rights and other privileges and his full back
wages inclusive of allowances, or other benefits
or their monetary equivalent computed form the
time of his compensation was withheld up to
time of reinstatement.
THE LAW ALLOWS TERMINATION DUE TO JUST
CAUSES OR AUTHORIZED CAUSES.
Due Process Requirement - The Bill of Rights
of the Constitution provides that no person shall
be deprived of life, liberty or property without
due process of law. The job of the person is
considered as his property and therefore he
cannot be deprived of that property without due
process.
Due process - an erring employee is entitled
to a “day in court”, with the assistance of
counsel if he so desires, to confront the
witnesses against him.
The Wage Rationalization Law (R.A. 6727)
passed in 1989, to “rationalize wage fixing of
minimum wages and to promote productivity
improvement and gain-sharing measures
Sexual Harassment Law (R.A. 7877) - was
enacted on February 14, 1995 under this law,
companies could not just ignore the complaints
because “the employer or head of office,
educational or training institutions shall solidarity
liable for damages arising from the acts of
sexual harassment
The New Labor Relations Law (R.A. 9481)
Perhaps the most controversial labor and social
