Seminar On Human Resource Management: Romel B. Basilan, Mpa

Seminar on
Human Resource Management
Prepared by:
ROMEL B. BASILAN, MPA
DPA-Student
On Policies and Practices:
Strengthening the Mighty of the
Society
“Public Office is a Public
Trust.”
-Philippine Constitution
What people need nowadays
as a Filipino is a revival of the
sense of values, a reawakening
of the moral sensibilities, a
turning back to the old but
simple or humane principle of
caring for the welfare of others.
Leadership
“A true leader can impart vigor

and vitality and inspire the highest
obedience from the people.”
JPL
Nationalism
“How must we love our country?

Not by words but by deeds.”
JPL
Righteousness
“Righteousness means devotion

to truth and justice; it is fortitude and
benevolence; it is courage in
action.”
JPL
What, then, are the signs of good
leadership? Laurel said:
The foundation of good leadership is
morality, and the basis of morality is
righteousness. The righteous leader will
undoubtedly meet with obstacles and
difficulties on the way. Not infrequently, we will
find people cajoled or misled by evil forces but
his authority not being founded on deception,
corruption, selfishness or vainglory, will be
blessed with the support and protection of
Divine Providence (Agpalo, 1992).
Why Study Human Resource Management?
It’s natural at this point to be thinking, “What can I

get from this subject or seminar?
Success in our professional and personal lives is

about creating relationships, students and
professionals like us understand the importance of
relationships.
So the short answer is that the better you can

work with people – the more successful you will be
in your personal and professional lives as an
employee, a manager or a Human Resource
Manager, or a public servant/employee/official.
Objectives of the Study of HRM:
• To teach the important functions and

concepts of Human Resource
Management (HRM)
• To develop the ability to apply the HRM

functions and concepts through critical
thinking
• To develop HRM skills in your personal

and professional lives
What is Human Resource Management?
Human resource (HR) management consists of

dedicated professionals working co-operatively with
other talented organizational members to achieve the
organization’s vision, mission, goals, and values. As
such, HR management operates as a service unit for
other operational units.
HR strives to develop policies, plans, programs,
and initiatives that advance other working units’
human capacity and their ability to provide high-
quality products and services to customers, clients, or
citizens (in the case of government).
HR Six Core Values
The six core values fundamental to high

effectiveness and to quality public sector HR units
are:
• Responsiveness to the public’s will

• Social equity
• Mission-driven focus
• Skills-based competency in employment
practices
• Professional human resource competency
• Ethically based organizational culture
Responsive to the Public’s Will
The principal responsiveness to the public’s will
demands that public employees act in the citizens’
best interest. The public’s will is determined through
the electoral processed and expressed through
public policy decisions offered by their elected
representatives.
Social Equity
The second value, social equity, stresses the fair
treatment to all members of society, including
employees in public organization.
Mission-Driven Focus
In this case, public organizations have
incorporated mission statements as an integral
component of their management planning process
and organizational philosophy. Mission statements
give organizations purpose, vision, and meaningful
directions for seeking collective agency
accomplishment.
HR units play a significant role in the
identification and attainment of the organization’s
mission by assisting in the identification of human
capital trends and aiding department through
necessary organizational restructuring.
Skills-based Competency in
Employment Practices
The principle of skills-based competency

relates to the identification and selection of
individuals with the demonstrated talents and
capacity to function effectively in the position
they hold or seek.
Professional Human Resource Competency
HR practitioners also aspire to attain professional

skill competency. In this profession, one’s actions
impact the lives of others on a daily basis. HR
decisions affect who is hired, the content of training
and development afforded to employees, and the
nature of measuring performance levels in the
agency.
Ethically Based Organizational Culture
The Final HR value, creating standard for

improved ethical behavior in public
organizations, ranks among the most
significant concerns in today’s public sector
environment.
Views of HRM:
HRM Past and Present
Past View of HRM (Traditional View)
•No computers available to most

managers
•HR Manager (usually called as

Personnel
Managers) were sometimes selected
for the job because they had limited
skills as an Operational Manager ,
they might have had less experience or
been considered “a people person”
rather than a “tough boss.”
Past View of HRM (Traditional View)
•Not capable of managing what were

considered to be real operations, so
the company/organization put them in HR
•Most HRDs provided limited services to the

organization – keeping track of job
applicants, maintaining employee paperwork,
and filing annual performance evaluations
•Managers simply told employees what to do
•Orientation of the organization is cost center

Cost centers. In these types of organization,
the HRD was considered to be a cost center for
the organization. A cost center is a division or
department within the organization that brings in
no revenue or profit – it only costs money for the
organization to run this function.
Revenue centers. Revenue centers are a

division or department that generates monetary
returns for the organization.
Present View of HRM (Twenty-first Century
View)
The arrival of the third millennium now is a reality

and so is need for twenty-first century human
resource management.
Employee will most likely work in a team and

share in decision making and other management
tasks. Today, people want to be involved in
management, and organizations expect employees
to work in teams and participate in managing the
firm.
Present View of HRM (Twenty-first Century
View)
•Orientation of the organization is

productivity center
•HRM/HR Managers function is to improve

organizational revenues and profits – to
be a profit center by enhancing the
productivity of the people within the
organization.
•Technology improves the effectiveness

and efficiency of HR Managers / Personnel
A productivity center is a revenue
center that enhances profitability of the
organization through enhancing the
productivity of the people within the
organization.
HRM Challenges
Among the most important and most difficult things that

HR managers deal with are the following:
1. Productivity – the amount of output that an organization

gets per unit input, with human input usually expressed in
terms of units of time
Productivity is the end result of two components that

managers work to create and improve within the organization:
•Effectiveness - a function of getting the job done
whenever and however it must be done; it answers the
question “Did we do the right things?”
•Efficiency – a function of how many organization
resources were used in getting the job done; it answers the
question “Did we do things right?’’
Both of these are important, but most of
the time we are focused on efficiency.
Human resources (our people) allow us to
be more efficient as an organization if they
used in the correct manner. The challenge
on the part of the HRD is about how to
make our people more efficient.
2. Job satisfaction – a feeling of well-being and
acceptance of one’s place in the organization
3. Turnover – permanent loss of workers from

the organization (People who quit would be
considered voluntary turnover, while people who
were fired would be involuntary turnover.)
4. Absenteeism – temporary absence of
employees from the workplace as scheduled.
Why do managers worry about absenteeism?

Well, for one thing, it does cost the organization
money indirectly.
Note that the four HR challenges are
interrelated. Absenteeism is costly; it is often due to
the results of low job satisfaction, and usually leads
to lower productivity. People tend to leave their jobs
(turnover) when they don’t have job satisfaction,
and while they are being replaced, and sometimes
after, productivity in the organization goes down.
In short, in the 21st-century organization,
the primary HRM function is no longer just
ensuring that the company has (1) the correct
number of employees with the levels and type
of skills the organization requires and (2)
control systems to make sure employees are
working toward the achievement of the goals
in the strategic plan.
The organization’s HR Manager/Personnel
have to encourage our human resources to the
maximum extent possible through motivation,
leadership, environmental analysis, and
organizational changes that work to improve job
satisfaction.
In addition, it is very important nowadays that

HR Managers/Personnel have to be part of the
strategic planning team.
Salamat po…

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Seminar on

Human Resource Management

“A true leader can impart vigor

“How must we love our country?

“Righteousness means devotion

It’s natural at this point to be thinking, “What can I

Success in our professional and personal lives is

So the short answer is that the better you can

• To teach the important functions and

• To develop the ability to apply the HRM

• To develop HRM skills in your personal

Human resource (HR) management consists of

The six core values fundamental to high

• Responsiveness to the public’s will

The principle of skills-based competency

HR practitioners also aspire to attain professional

The Final HR value, creating standard for

•No computers available to most

•HR Manager (usually called as

•Not capable of managing what were

•Most HRDs provided limited services to the

•Managers simply told employees what to do

•Orientation of the organization is cost center

Revenue centers. Revenue centers are a

The arrival of the third millennium now is a reality

Employee will most likely work in a team and

•Orientation of the organization is

•HRM/HR Managers function is to improve

•Technology improves the effectiveness

Among the most important and most difficult things that

1. Productivity – the amount of output that an organization

Productivity is the end result of two components that

3. Turnover – permanent loss of workers from

Why do managers worry about absenteeism?

In addition, it is very important nowadays that

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