HRM involves selecting, training, developing, and utilizing employees throughout an organization. It is a dynamic field that aims to maximize human resources. When employees join an organization, they bring values, attitudes, needs and expectations from prior experiences that influence their work relationships and ethic. Management aims to develop common values among employees but this can be difficult due to individual differences. The human relations approach focuses on fully developing employee talents and skills through opportunities to participate in decision making. This benefits both employees and the organization.

1. Your only
limit is your
mind!
Human Resource
Management

2. HRM is a broad concept from employee selection,
training and development programs, career
development, promotion, performance review and
union – management interface and other activities.
Peterson and Tracy (1981) emphasized that HRM
is an “emerging dynamic field in terms of both the
staff functional and day-to-day utilization of
human resources throughout the organization”.

3. 2. Employee Need,
Values and Expectations
When you entered your cooperative, you brought
into your job you own set of values, attitudes, needs,
interests, and expectations acquired from previous
work experiences. These have definitely influenced
your work relationships with other as well as your
work ethic.
If you are the type who is conditioned to distrust
anything that management says or does, then you
may find your opportunities for movement in the
organizational limited.

4. Individual
Characteristics
Describe your individual characteristics

5. As you described your individual characteristics, you will
come to realize the difficulty of management developing
common or shared values and needs among employees.
Do you think that it is necessary for management to come
up with common or shared values among employees?
If you think so, what are the ways and means by which by
management of your agency would be able to accomplish
this with personnel.
Positive
Helpful
Mindful
Energetic
Motivator
Encourager
influencer
Sense of
Urgency
Responsible
Reliable

7. HR

9. Number of Employees
• MSMEs are businesses engaged in industry, agribusiness or
services whose total assets, inclusive of loans but exclusive of
the land on which they operate, have the following asset values:
micro, not more than P3 million; small, P3 million to P15 million;
and medium, P15 million to P100 million.
• For their usual employee complement, micro has one to nine
employees; small, 10 to 99 employees; and medium, 100 to 199
employees.
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10. Filipinos who lived below
the poverty threshold
estimated at PhP 12,082,
on the average, for a
family of five per month in
the first semester of 2021
Wage Rate: NCR

11. Due to lack of financial resources, may
organizations are losers because of its
inability to retain in its work force that
are highly qualified and competent.
The private firms usually get the best
people because of their higher salary
scale.

12. IntegratingTheory and Practice
This include training and
education which are aimed in
upgrading knowledge and
skills and improving the
attitudes of all personnel. It
includes career planning &
counseling
Job design specifies the tasks to be
performed by the individual employees
as well as groups within the agency. It
set out rules and regulations and
establishes working conditions under
which tasks are performed
Employee’s skills, abilities, and
motives must match the job
requirements for a satisfactory
performance. ensure the required
number of employees with the
required skills;
- assess its manpower needs in
relation to its goals and
objectives;
- determine the quantity and quality
of work force and ensure
competent personnel are
employed.
The process include motivation, compensation
administration, rewards and sanctions,
performance evaluation, benefits, services,
maintenance of discipline and working
conditions
HRM System

13. Orientation – Tasks and Responsibilities
• Promotion
• New Board/Officers

14. Employees work for the accomplishment
of the organization goals and objectives
if individual needs and interests are
being met by the organization. They are
mutually interdependent.
For example, an employee looks for
challenging work, more equitable pay
and more participation in decision-
making and the organization expects
better work performance for more
efficient and effective operations.
Human Resources Approach
The focus is on the
full development
and utilization of the
talent and skills of
the employees. as
such, they are given
better and more
opportunities to
actively involved
themselves and
decision-making
processes.

15. HR Approach
HIGHER
Employee
Motivation and
Applied Ability
GREATER
Quality and
Quantity of
Work
HIGHER
Organization
productivity
and profits
GREATER
Employee
Rewards and
Profits
Source: Carell, Elbert and Hatfield, 1995, p. 9.
EMPLOYEE
ORGANIZATION

16. “You cannot mandate
productivity; you must provide
the tools to let people become
their best.” — Steve Jobs.

17. o Employees have to be trained and retrained in order to keep up with the
pace of changes. For examples, computers in office work demand a new set
of skills from the employees particularly from the clerical force.
o In fact, computer literacy as now a requirement in hiring new personnel in
many agencies. Other organizations change the nomenclature of position
from clerks to computer operators or data entry machine processors.

18. Human Relations
• We can define human relations as
relations with or between people,
particularly in a workplace or
professional. From a personal
perspective, human relations is an
important part to our career success. It is
defined as relations with or between
people, particularly in a workplace
setting. Because an organization
depends on good human relations
through its organizational structure,
developing these skills is important.

20. Without the active involvement
and participation of the
employees, the organization
cannot grow and develop to
meet its goals. All these are
critical in understanding HRM.

21. Both
influence
each
other to
promote
their
needs
and well
being

22. It’s all about alignment
• Alignment with the
leadership team
• Alignment with the vision
and strategy
• Alignment with the whole
organization

23. • Need to align team to
execute the plan
• Who are the key people in
the organization responsible
in the function areas?
• What are the gaps as far as
key functions?
• Are there people responsible
for more than one area?
Human Resource
Each
person
developing
self
discipline
to do their
part

24. Willingness to
do whatever it
takes . . .
Self Management

26. In management, the
first concern of the company is the happiness of people
who are connected with it, If the people do not feel
happy and can not be made happy, the company
does not deserve to exist

27. •40 % genetics
• 60% you have complete
control of!