Republic of the Philippines

POLYTECHNIC UNIVERSITY OF THE PHILIPPINES

Santa Rosa Campus
____________________________________________________________

INSTRUCTIONAL MATERIAL
FOR
HUMAN RESOURCE
MANAGEMENT
2020

COMPILED BY:

Prof. PARALUMAN L. VELOZ, Ph.D.

TABLE OF CONTENTS
UNIT I - HUMAN RESOURCE MANAGEMENT Defined.
Introduction to Human Resource Management
Lesson 1 ......... 1
The Challenge of Human Resources Management
Lesson 1b ......... 2-4

Strategy and Human Resources Planning

UNIT II- .........
Strategic Planning
Lesson 2 .........
Human Resources Planning
Lesson 3 .........

UNIT III- Equal Employment and Opportunity and Human Resources Management

Job Analysis, Employee Involvement and Flexible Work Schedules

Lesson 4 .........
Lesson 4a Job Description .........
Lesson 4b Job Design

Lesson 4c Job rotation  .........

UNIT III- Expanding the Talent Pool: Recruitment, Selection and Careers

Recruitment,
Lesson 5 .........
Lesson 5a Selection .........
Career Management
Lesson 5b .........

UNIT IV- Training and Development

Lesson 6 Training Programs/Methods .........

UNIT V- Appraising and Improving Performance

Lesson 7 Performance Appraisal process .........

UNIT VI - Preparing the Human Resource Plan

Lesson 8 Human Resource Plan process
Learning Objectives:

To understand the role of human resources in development of nation's economy.

*Human resources is the set of individuals who make up the workforce of an
organization, business sector, or economy. *The way in which people are spread across
the earth surface is known as the pattern of population distribution.

UNIT 1 Human Resource Management

LESSON 1- Introduction to Human Resource Management
Human resource management, HRM, is the department of a business organization
that looks after the hiring, management and firing of staff. HRM focuses on the function of
people within the business, ensuring best work practices are in place at all times.
Human Resource Management is a management function concerned with hiring,
motivating, and maintaining workforce in an organization. Human resource management deals
with issues related to employees such as hiring, training, development, compensation,
motivation, communication, and administration.
Key Points

In short, human resource activities fall under the following five core functions: staffing,
development, compensation, safety and health, and employee and labor relations.

Activities/Assessments:
Case Study
Exercise #1
HR plays a key role in developing, reinforcing and changing the culture of an
organisation. Pay, performance management, training and development, recruitment and
onboarding and reinforcing the values of the business are all essential elements of business
culture covered by HR. Getting culture right isn't easy.Jan 3, 2019
The primary objective of HRM is to ensure the availability of competent and willing
workforce to the organization as well as to meet the needs, aspirations, values and dignity of
individuals/employees and having due concern for the socio-economic problems of the
community and the country.
These human resource functions are expressed as under:
Job analysis and job design: ...
Recruitment and selection of retail employees: ...
 Training and development: ...
Performance Management: ...
Compensation and Benefits: ...
Labor Relations: ...

Managerial Relations:
The responsibilities of a human resource manager fall into three major areas: staffing,
employee compensation and benefits, and defining/designing work. Essentially, the purpose of
HRM is to maximize the productivity of an organization by optimizing the effectiveness of its
employees.
Below are some of the most in-demand specialist human resources jobs.
Compensation and benefits managers. ...
Training and development specialists. ...
Employment, recruitment and placement specialists. ...
Human resources information system (HRIS) analysts. ...
Employee assistance plan managers.
Common units in human resource departments include recruiting, training and
development, compensation and benefits administration, health and safety and employee and
labor relations. The size and complexity of the HR department will depend on the size,
complexity and needs of the greater organization it services.
9 In-demand human resources skills
Employee relations. ...
Onboarding. ...
Human Resources Information Software (HRIS) ...
Performance management. ...
Teamwork and collaboration. ...
Scheduling. ...
Customer service. ...
Project management.
HR is a rewarding career field poised for growth. HR specialist even ranked among the
Best Business Jobs in America for 2019 by U.S. News & World Report. For many, a “good
career” represents a combination of strong employment growth, ample advancement
opportunities and high job satisfaction.
Activities/Assessments:
Case Study
Exercise #2
Watch: George Elton Mayo:The Father of Human Resource Management & His Hawthorne
Studies.Jan 24, 2016
www.linkedin.com › pulse › george-elton-mayothe-father..

Qualities of HR Manager
Henry fayol categorized as
a) Physical- health, vigor (energy, strength), address
b) Mental- ability to understand, learn, judge & adaptable
c) Moral – firmness, responsible, initiative, loyal, dignity (self respect)
d) Educational- subject knowledge about function performed
e) Technical- peculiar knowledge on function
f) Experience – arising from work proper.

OTHERS: Alert mentally, competent to take quick decision, honesty & integrity,
patience, good leader, socially responsible, good communicator, courteous (well
mannered)
Lesson 1b. The Challenge of Human Resources Management
Taking a Closer Look at the Top 3 Human Resource Management Challenges

1. Change Management
Since this is generally not a focal point for HR professional training and development,
change management represents a particular challenge for personnel management. The
WFPMA finds that “This may also be the reason why it is cited as the foremost issue as HR
continues to attempt to help businesses move forward. An intensified focus on training may be
needed to develop added competencies to deal with change management.”
2. Leadership Development
As the second of the biggest challenges for human resource management, leadership
development needs to be a critical strategic initiative. HR professionals are faced with being
expected to provide the essential structures, processes, tools, and points of view to make the
best selection and develop the future leaders of the organization. The WFPMA reports that,
“Across the globe leadership development has been identified as a critical strategic initiative in
ensuring that the right employees are retained, that the culture of the organization supports
performance from within to gain market position, and that managers are equipped to take
on leadership roles of the future so that the organization is viable in the long term.”
3. HR Effectiveness Measurement
How can improvement happen without the right tools to measure HR effectiveness? As
with many other areas of business, this profession also needs to be able to measure results in
terms of transaction management, as well as in terms of the positive influence on business.
“Utilizing metrics to determine effectiveness is the beginning of a shift from perceiving HR’s role
as purely an administrative function to viewing the HR team as a true strategic partner within the
organization,” the WFPMA says. “In fact, the next section reports that survey participants
believe a critical future issue for HR will be organizational effectiveness – again supporting HR’s
critical role as a strategic partner to management.”
This world federation also notes that, “Where HR departments have traditionally focused
on measuring their own effectiveness, there is an evolving recognition that they can provide
organizational value by measuring the effectiveness of the entire business organization. The
shift is significant as it represents movement from simply counting the numbers hired to
determining the ROI of collective and individual hires on a long-term basis. Going beyond
measuring turnover, this new approach considers ‘bad’ turnover and ‘good’ turnover along with
the overall cost of replacement hires.”
Activities/Assessments:
Case Study
Exercise #3

Unit II- Strategy and Human Resources Planning

Lesson 2: Strategic Planning

Strategic planning is the process of documenting and establishing a direction of your

small business—by assessing both where you are and where you're going. The strategic
plan gives you a place to record your mission, vision, and values, as well as your long-term
goals and the action plans you'll use to reach them.Nov 19, 2018
Step One: Mission, Vision and Values
Step 2: Environmental Analysis
Step 3: Internal Analysis
Step 4: Formulating Strategy
Step 5: Strategy Implementation
Step 6: Evaluation and Assessment

Lesson 3. Human Resources Planning

Human resource planning (HRP) is the continuous process of
systematic planning ahead to achieve optimum use of an organization's most valuable asset—
quality employees. Human resources planning ensures the best fit between employees and jobs
while avoiding manpower shortages or surpluses.Jul 7, 2020

Top 5 Steps Involved in Human Resource Planning Process

Analysis of Organisational Plans and Objectives:
Analysis of Human Resource Planning Objectives:
Forecasting for Human Resource Requirement:
Assessment of Supply of Human Resources:
Matching Demand and Supply

Human resource planning enables businesses to meet their current and future demands
for talent, allowing human resource managers to anticipate and develop the skills most valuable
to an organization, and providing the enterprise with the optimal balance of staff in terms of
available skill-sets and numbers of personnel ...Apr 27, 2020
Activities/Assessments:
Case Study
Exercise # 4

WATCH: Why Is Human Resource Planning Important? - ITChronicles

itchronicles.com › human-resources › why-is-human-reso..
 UNIT III- Equal Employment and Opportunity and Human Resources Management
Lesson 4 Job analysis

Job analysis is the process of gathering and analyzing information about the content and
the human requirements of jobs, as well as, the context in which jobs are performed. This
process is used to determine placement of jobs.
The steps to conduct a Job Analysis are outlined below:
Identify the Job(s) to be analyzed.
Determine the procedures to be used (methods) in collecting job data.
Implement the job analysis methods.
Review the data collected through Job Analysis.
Summarize and document the data collected.

Job analysis is a procedure through which you determine the duties and responsibilities,
nature of the jobs and finally to decide qualifications, skills and knowledge to be required for an
employee to perform particular job. Job analysis helps to understand what tasks are important
and how they are carried on.
Job analysis is the process of studying a job to determine which activities and
responsibilities it includes, its relative importance to other jobs, the qualifications necessary for
performance of the job and the conditions under which the work is performed.
Elements of Job Analysis:
Job Description: It describes the duties, responsibilities and working conditions of a
specific job. ...
Specimen of job description:.
Job Specification: ...
Its basic contents are: ...
Specimen of job specification: ...
Job design: ...
Human resource planning: ...
Recruitment and selection:
Disadvantages of Job Analysis: Time Consuming:
The biggest disadvantage of Job Analysis process is that it is very time-consuming. It is
a major limitation especially when jobs change frequently.
 Difference Between Job Analysis and Job Description. Job Analysis can be understood
as the process of gathering information related to the specific job. ... Job description is a
document indicating what a job covers, i.e. tasks, responsibilities, duties, powers and
authorities, attached to a job.May 28, 2015
Activities/Assessments:
Case Study
Exercise #5

Lesson 4a Job description

A job description summarizes the essential responsibilities, activities, qualifications and
skills for a role. ... A job description should include important company details — company
mission, culture and any benefits it provides to employees. It may also specify to whom the
position reports and salary range.
Job specification measures the capabilities that the job holder must possess to perform
the job. Job description offers ample information about the job which helps the management in
evaluating the job performance and defining the training needs of an employee.Mar 22, 2018
Employee Involvement and Flexible Work Schedules
Relationship of Job Requirement and HRM Functions
Job Analysis
Activities/Assessments:
Case Study
Exercise #6

Lesson 4b Job Design

"Job design" refers to the way that a set of tasks, or an entire job, is organized.
Job design involves determining the specific task and responsibilities to be performed
and carried out by the employees. It is a complex process. It enables to identify employees' skill
and competence with the job requirements. It ensures organisational efficiency and
effectiveness.
The job designing techniques can be divided into two categories based on an individual
employee or a group of employees. The techniques considering the individual employee involve
work simplification, job rotation, job enlargement, and job enrichment.
Job Design is a psychological theory of motivation that is defined as the systematic and
purposeful allocation of tasks to groups and individuals within an organization. The five core
characteristics of job design are skill variety, task identity, task significance, autonomy,
and job feedback.
 Another modern job design theory is the Core Characteristics Model, which maintains
five important job elements that motivate workers and performance:
Skill variety.
Task identity.
Task significance.
Autonomy.
Job feedback.
The aim of a job design is to improve job satisfaction, to improve through-put, to improve
quality and to reduce employee problems (e.g., grievances, absenteeism).
There are some issues or drawbacks of job designs as well based on the techniques
used:
Job simplification method of job design can lead to monotonous work and boredom.
Job design by enrichment gives too much control too senior employees which can lead
to poor results or conflicts with lower staff.
The original version of job characteristics theory proposed a model of five “core” job
characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that
affect five work-related outcomes (i.e. motivation, satisfaction, performance, and absenteeism
and turnover) through three …
What is the main strength of job rotation? One of the main benefits of job rotation is the
fact that it is an excellent way to transfer specific skills, knowledge, and competencies, leading
to human capital accumulation and a more flexible workforce.
Research shows that there are five job components that increase
the motivating potential of a job: Skill variety, task identity, task significance, autonomy, and
feedback. Finally, empowerment is a contemporary way of motivating employees through job
design.
Activities/Assessments:
Case Study
Exercise #7

Lesson 4c Job Rotation

Job rotation is the systematic movement of employees from one job to another within the
organization to achieve various human resources objectives such as orienting new employees,
training employees, enhancing career development, and preventing job boredom or burnout.
In a sense, job rotation is similar to job enlargement. This approach widens the activities
of a worker by switching him or her around a range of work. For example, an administrative
employee might spend part of the week looking after the reception area of a business, dealing
with customers and enquiries.
 Job rotation is seen as a way to motivate key employees, broaden their skill sets and,
most important, hold onto them. It also gives employers the comfort of knowing there's someone
who can quickly fill an ailing or departing coworker's shoes.
Informal Rotation
In informal programs, rotations may occur anywhere from one month to one or more
years. Some companies operate job rotations as an extended form of cross-training. In this
case, employees rotate every one to six months.
Activities/Assessments:
Case Study
Exercise #8

UNIT III- Expanding the Talent Pool: Recruitment, Selection and Careers
LESSON 5:Recruitment
Recruitment is the process of actively seeking out, finding and hiring candidates for a
specific position or job. The recruitment definition includes the entire hiring process, from
inception to the individual recruit's integration into the company.
Recruitment is a process of identifying, screening, shortlisting and hiring
potential resource for filling up the vacant positions in an organization. It is a core function
of Human Resource Management. Recruitment is the process of choosing the right person for
the right position and at the right time.
Recruitment refers to the process of attracting the best candidates for a certain position
at a company. ... It also involves screening and interviewing various applicants to see who is
best qualified for the job. Once the best candidate is selected, he or she will need to be
integrated into the workplace environment.
The following are common types of recruitment.

 Employer Branding. Attracting talent by working on your reputation and brand

recognition as an employer. ...
 Publication. ...
 Databases. ...
 Internal Recruitment. ...
 Employee Referral. ...
 Promotion. ...
 Events. ...
 Internships.

7 Steps to Effective Recruitment

 Step 1 – Before you start looking.

  Step 2 – Preparing a job description and person profile.
 Step 3 – Finding candidates.
 Step 4 – Managing the application process.
 Step 5 – Selecting candidates.
 Step 6 – Making the appointment.
 Step 7 – Induction.

On the most fundamental level, recruiting is a triad. All recruiting comes down to three

basic decisions: 1) time, 2) cost, and 3) quality. These are the three recruiting pillars when it
comes to effective recruiting and hiring.Nov 5, 2018

WATCH; What is Recruitment: Three Hiring Principles for Every Situation ...
workology.com › recruitment-hiring-principles-recruitin

 The candidates may be available inside or outside the organisation. Basically,

there are two sources of recruitment i.e., internal and external sources.

Internal recruiting is the process of filling vacancies within a business from its existing
workforce. ... Companies today use internal recruitment to fill roles in their business that are
best suited to having an insider's view or knowledge, as well as encourage loyalty and a sense
of progress for employees.

Internal Sources of Recruitment:

 Promotions: ADVERTISEMENTS: ...

 Retirements: The retired employees may be given the extension in their
service in case of non-availability of suitable candidates for the post. ...
 Former employees: ...
 Transfer: ...
 Internal advertisement: ...
 Press advertisement: ...
 Campus interviews: ...
 Placement agencies
External recruitment is the assessment of an available pool of job candidates, other
than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform
existing job vacancies. It is the process of searching outside of the current employee pool to fill
open positions in an organization.
An external candidate may provide a fresh perspective, which can be beneficial for the
team and for the organization—it can help to get out of old habits. Top talent may be available
to increase the overall performance of the team.
 LESSON 5a :Selection
Selection is the process of selecting a qualified person who can successfully do a job and
deliver valuable contributions to the organization. A selection system should depend on job
analysis. This ensures that the selection criteria are job related and will provide meaningful
organizational value.
The selection process refers to the steps involved in choosing someone who has the right
qualifications to fill a current or future job opening. There are five main steps in the selection
process. First, criteria are developed to determine how the person will be chosen.
What are the six steps in the selection process?

1. Placing a job advert.

2. Screening applications.
3. Candidate interviews.
4. Verifications and references.
5. Final selection.
6. Making a job offer.

Importance of Selection

Selection is an important process because hiring good resources can help increase the
overall performance of the organization. In contrast, if there is bad hire with a
bad selection process, then the work will be affected and the cost incurred for replacing that
bad resource will be high.

LESSON 5b:Career Management

Career management can be defined as the process that plans and shapes the
progression of individuals within an organisation in accordance with the organisational needs
and objectives, employees= performance potential and their preferences (i.e: the integration of
the individual=s objectives with those of the ...

The goal of career management and planning is to produce the desired results for
our careers that impact our lives in a positive way. Career management allows us to prepare
and maintain a degree of control over the expected outcomes
.Career Management is a life-long process of investing resources to accomplish your
future career goals. ... The career management process embraces various concepts: Self-
awareness, career development planning/career exploration, life-long learning, and networking.
A career development manager is responsible for shaping the staff employed by a
company. They may be included in the human resources department or work closely with them.
Career development managers may be responsible for training new staff.May 30, 2020
 Career development is the series of activities or the on-going/lifelong process
of developing one's career. ... It involves training on new skills, moving to higher job
responsibilities, making a career change within the same organization, moving to a different
organization or starting one's own business.

Career Management Process

Career Management is a life-long process of investing resources to accomplish your
future career goals. ... The career management process embraces various concepts: Self-
awareness, career development planning/career exploration, life-long learning, and
networking.

WATCH: Career Management | Human Resources

hr.ucmerced.edu › training › careermanagement

Activities/Assessments:
Case Study
Exercise #9

.
UNIT IV- Training and Development
Lesson 6: Training Program
Training and development refers to educational activities within a company created to
enhance the knowledge and skills of employees while providing information and instruction on
how to better perform specific tasks.

What is Training & Development in HRM?

Hrm training & development. 1. ... A formal definition of training & development is…
it is any attempt to improve current or future employee performance by increasing an
employee's ability to perform through learning, usually by changing the employee's attitude or
increasing his or her skills and knowledge.Nov 20, 2010
Training refers to a systematic setup where employees are instructed and taught
matters of technical knowledge related to their jobs. It focuses on teaching employees how to
use particular machines or how to do specific tasks to increase efficiency.
A training program allows you to strengthen those skills that each employee needs to
improve. A development program brings all employees to a higher level so they all have similar
skills and knowledge. This helps reduce any weak links within the company who rely heavily on
others to complete basic work tasks.
The different methods of training
 Continuous training develops cardiovascular fitness.
  Fartlek (speed play) training develops a range of components and is used by
games players.
 Interval training develops strength, speed and muscular endurance.
 Weight training develops strength.
 Plyometric training develops power.
 Flexibility training develops flexibility.

Training and development describes the formal, ongoing efforts that are made within
organizations to improve the performance and self-fulfillment of their employees through a
variety of educational methods and programs. ... "Employees today must have access to
continual training of all types just to keep up'¦.

WATCH: Training and Development - Encyclopedia - Business Terms | Inc.com

www.inc.com › encyclopedia › training-and-development

The Scope of Training

Phase 1: Conducting the Needs Assessment
Phase 2: Designing the Training Progra
m
Phase 3: Implementing the Training Program
Phase 4: Evaluating the Training Program
Activities/Assessments:
Case Study/exercise #10
UNIT V- Appraising and Improving Performance
Lesson 7:Performance appraisal
Performance appraisal is a systematic evaluation of the employee's present job
capabilities and also his potential for growth and development by his superiors. It can be either
informal or formal.

WATCH:Performance Appraisal in HRM: Meaning, Characteristics ...

www.economicsdiscussion.net › performance-appraisal

Human resource department plays an important role in designing and

implementing performance appraisals. Infact, the HR team acts as mediator between the
functional heads or reviewing authorities and the employee. It is the human resource team's
responsibility to ensure a smooth implementation of the appraisal process.
Performance appraisal is the process of evaluating and documenting an
employee's performance with a view to enhancing work quality, output and
efficiency. Performance appraisals perform three important functions within companies. They
provide feedback to a person on their overall contribution for a period.
.
The most common types of appraisal are:

 straight ranking appraisals.
 grading.
 management by objective appraisals.
 trait-based appraisals.
 behaviour-based appraisals.
 360 reviews.

What are the six steps in a performance appraisal?

Necessary Steps in Process Of Performance Appraisal.

Step 1: Establish performance expectations and standards.
Step 2: Providing regular feedback.
Step 3: Measure actual performance.
Step 4: Compare actual performance with standards.
Step 5: Discuss results of appraisal.
Step 6: Come up with corrective measures.

Here's a close look at the six most-used modern performance methods:

1. Management by Objectives (MBO) ...

2. 360-Degree Feedback. ...
3. Assessment Centre Method. ...
4. Behaviorally Anchored Rating Scale (BARS) ...
5. Psychological Appraisals. ...
6. Human-Resource (Cost) Accounting Method.

Disadvantages of Performance Appraisals. Creates Negative Experience: If not done

right, the performance appraisal can create a negative experience for both the employee as
well as the manager. Proper training on processes and techniques can help with this.Jun 6,
2018

WATCH: Advantages and Disadvantages of Performance Appraisals – The ...

thethrivingsmallbusiness.com › advantages-and-disadvant..

Activities/Assessments:
Case Study/exercise #11

UNIT VI- Preparing the Human Resource Plan

Lesson 8: Human Resource Planning process
There are two types of Human Resource Planning (HRP). Hard Human Resource
Planning. Soft Human Resource Planning. HRP based on quantitative analysis in order to
ensure that the right number of the right sort of people are available when needed is called
Hard Human Resource Planning.
The job specification states the minimum acceptable qualifications an incumbent must
possess to perform a given job successfully. It identifies the knowledge, skills, and abilities
needed to do the job effectively. Job analysis is then followed by a human resource inventory,
which catalogs qualifications and interests.
Human resources planning is the process of understanding the needs of the company
and making any necessary changes to meet company goals and objectives. This planning is
important to the success of the company; and factors like growth, change, and technology need
to be considered in the process.
The following are the major benefits of human resource planning:

Retaining top talents:

Addressing the organization's manpower needs:
Ensuring that the right people are hired:
Training employees:
Managing employees:
Facilitating expansion programs:
Coping with change:
Assessing human resource capacity:

Human resource planning – Process steps

Step 1: Assess your current human resource capacity. Start by looking at your
current human resources state of play. ...
Step 2: Forecast future HR requirements. ...
Step 3: Identify HR gaps. ...
Step 4: Integrate the plan with your organization's overall strategy.
WATCH: Human Resource Planning - Process Steps ‹ Poppulo
www.poppulo.com › blog › human-resource-planning-pr.
Activities/Assessments:
Case Study/exercise #12