1. HUMAN RESOURCE MANAGEMENT
AND DEVELOPMENT
IMPORTANCE
DEFINITION
SCOPE

2. The Importance of Human
Resources
• Important and vital factor in organization’s
success and failure
• The quality and utilization of other m’s-
money, machine, materials, methods and
markets are almost always affected by
decision about and by human resource
• Man does or undoes what exists
Man creates or bypasses opportunities

3. Definition of Human Resource
Management
• Deals with management of people
• The art and science of acquiring, motivating,
maintaining and developing people in their
jobs in light of their personal, professional and
technical knowledge, skills, potentialities,
needs and values and in synchronization with
the achievement of individual, organization
and society’s goals

4. A Paradigm of Human Resource
Management
Job Organization and Information JOBS
Acquisition
PEOPLE
PEOPLE
Maintenance -Knowledge
-skills
-attitudes
Development -potentialities
-needs
-values
Research on Human Resource

5. General Management
MACHINES
Personnel MONEY
Management
MAN
HUMAN MINUTES MATERIALS
RESOURCE
MGT. METHODS
MARKET
General Management, Personnel Management and
Human Resources Management:
A Distinction in Scope

6. SCOPE: PEOPLE INVOLVED
Personnel Management Human Resource Management
• Mostly rank and file • All people working for and
with the organization
including the Board, top
management, consultants
or resource persons, middle
management, rank and file

7. HOURS OF WORK
Personnel Management Human Resource Management
• Full-time Work • Full-time, part-time, flex-
time

8. PLACE OF WORK
Personnel Management Human Resource Management
• Formal Setting: • Formal and Informal
office, factory/plant Settings

9. Type of Service/Function
Personnel Management Human Resource Management
• Few and Simple: personnel • Varied and Complex: Job
information, recruitment, a Organization and
d screening social Information, Acquisition of
activities, management- Human
labor relationships Resources, Maintenance, de
velopment,

10. Department Head
or Officer-in-Charge
Personnel Management Human Resource Management
• Administrative Officer or • Separate Human Resource
Chief Executive Officer Department manned by
human resource specialist

11. Department Staff:
Qualifications
Personnel Management Human Resource Management
• Lawyer • Behavioral Scientist
• Records Clerk • Social Science Researcher

12. Level of Reporting
Personnel Management Human Resource Management
• Lower level to Line • Higher Level to General
Managers Manager or Chief Executive
Officer

13. Goals
Personnel Management Human Resource Management
• Accomplishments of • Accomplishment of
organization goals being organization and individual
emphasized goals

14. Technology
Personnel Management Human Resource Management
• Mechanistic: • Developmental:
reactive, structural, inflexibl proactive, socio-technical
e, technical, control- orientation, flexible, particip
oriented and organization- atory, creative and
oriented innovative

15. Strategies
Personnel Management Human Resource Management
• Personally subjective based • Objective and scientific
on management’s needs based on individual and
and values organization culture total
compartmentalized systems approach
approach

16. Philosophy
Personnel Management Human Resource Management
• Traditional work orientation • Humane with emphasis on
with priorities on respect for individual and
organization and society’s well-being
management welfare
mainly for profit
• People: an investment and
• People: an expense and resource
factor of production

17. THANK YOU!