DM 212 and ME 212 Pangasinan State University Summer 2012

1. Module 3: HUMAN RESOURCE
MANAGEMENT
Its Functions and their Interrelationships
PANGASINAN STATE UNIVERSITY –
GRADUATE SCHOOL
DM 212 Human Resource Management
and Development
MARJOHN P. SANTE
Discussant 1-1

2. Human Resource Management
• Utilization of individuals to achieve
organizational objectives
• All managers at every level must
concern themselves with human
resource management
• Five functions
– Staffing
– HR Dev’t
– Motivation & Evaluation
– Employee Provisions
– Industrial Relations
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3. Human Resource Management Functions
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4. STAFFING
• Human Resource Planning
• Job Analysis
• Recruitment
• Selection
Source: flyhightechnologies.com
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5. Staffing - Process through which organization
ensures it always has proper number of
employees with appropriate skills in right jobs at
right time to achieve organizational objectives
- Penalties for not being correctly staffed are costly.
This is due to Understaffing or Overstaffing.
Source: rjstaffing.com
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6. Human resource planning - Systematic process of
matching the internal and external supply of people
with job openings anticipated in the organization over
a specified period of time.
Future staffing needs will derive from:
- sales and production forecasts
- technological change
- government policies
- change in employment practices and others.
Source: staffing.medicalsolutions.com 1-6

7. • Job analysis - Systematic process of
determining skills, duties, and knowledge
required for performing jobs in organization
- job description is an output of this activity.
Recruitment - Process of attracting individuals on
a timely basis, in sufficient numbers, and with
appropriate qualifications, to apply for jobs with
an organization
- main sources of recruitment are: internal, career
officers, university appointment board, agencies and
advertising
source;:techguidesinc.com
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8. • Selection - Process of choosing from a group of
applicants the individual best suited for a
particular position and the organization
– This process involves testing the applicants’ aptitude,
general intelligence and attainments
– The activities involved in this process varies
depending on the post being filled.
Source: oasiscorporation.com
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9. HUMAN RESOURCE DEVELOPMENT
• Training
• Development
• Education (Career Planning & Development)
• Organizational Development
- within an organization these are necessary in
order to: develop workers to undertake higher-
grade tasks, provide conventional training to new
employees, raise efficiency, meet legislative
requirements and inform people
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10. • Training - Designed to provide learners with knowledge
and skills needed for their present jobs
• Development - Involves learning that goes beyond
today's job; it has more long-term focus
• Career planning - Ongoing process whereby individual
sets career goals and identifies means to achieve them
• Career development - Formal approach used by
organization to ensure that people with proper
qualifications and experiences are available when
needed
• Organization Development - Planned process of
improving organization by developing its structures,
systems, and processes to improve effectiveness and
achieving desired goals
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11. MOTIVATION & EVALUATION
Financial, Psychological and even
Physiological - All rewards that
individuals receive as a result of their
employment
Performance Management & Appraisal
-an organization needs constantly to
take stock of its workforce and to
assess its performance in existing
jobs
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12. Financial (Compensation)
• Direct Financial Compensation - Pay that person
receives in form of wages, salaries, bonuses, and
commissions.
• Indirect Financial Compensation (Benefits) - All financial
rewards not included in direct compensation such as
paid vacations, sick leave, holidays, and medical
insurance.
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13. Psychological and Physiological
• Non Financial Compensation - Satisfaction that
person receives from job itself or from psychological and/
or physical environment in which person works.
- The influence of behavioral science discoveries are
becoming important not merely because of the
widely- acknowledged limitations of money as a
motivator, but because of the changing mix and
nature of tasks
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14. Performance Evaluation
• Performance management - Goal-oriented
process directed toward ensuring organizational
processes are in place to maximize productivity of
employees, teams, and ultimately, the
organization
• Performance appraisal - Formal system of review
and evaluation of individual or team task
performance
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15. EMPLOYEE PROVISIONS
Employees who work
in safe environment,
enjoy good health and
welfare are more likely
to be productive and
Source: fishingforedtech.com
yield long-term
benefits to
organization.
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16. Safety and Health
• Safety - Involves protecting employees from injuries
caused by work-related accidents
• Health - Refers to employees' freedom from illness and
their general physical and mental well being
- the government prescribes strict implementation or
observation of the occupational health and safety
standards in the different workplaces.
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17. Welfare Benefits
• Fringe Benefits or Perks - are
various non-wage compensations
provided to employees in addition to
their normal wages or salaries.
- Examples of these benefits include:
housing (employer-provided or
employer-paid), group insurance
(health, dental, life etc.), disability
income protection, retirement
benefits, loan benefits, recreational
benefits, daycare, tuition
reimbursement, sick leave, vacation
(paid and non-paid), social security,
profit sharing, funding of education,
and other specialized benefits.
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18. INDUSTRIAL RELATIONS
• Business is required by law to recognize a union and
bargain with it in good faith if the firm’s employees want
the union to represent them
• Human resource activity is often referred to as industrial
relations
• Most firms today would rather have a union-free
environment
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19. INTERRELATIONSHIPS OF HRM FUNCTIONS
• All HRM functions are
interrelated
• Each function affects other
areas
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