Lesson 1: Overview of Human ● Career Planning
Resource Management ● Function Evaluation
● Rewards
What is Human Resource Management ● Industrial Relations
(HRM)? ● Employee Participation &
Communication
HRM is the strategic approach to ● Health & Safety
managing people effectively in a workplace ● Personal Well-being
to gain a competitive advantage. It involves ● Administrative Responsibilities
hiring, training, appraising, and
compensating employees and handling Why HRM is Important to All Managers
labor relations, health and safety, and
fairness. ● Avoid hiring mistakes
● Prevent high turnover
Functions of a Manager ● Ensure legal compliance
● Maintain employee safety
1. Planning – setting goals and ● Improve morale and productivity
standards ● Avoid unfair labor practices
2. Organizing – assigning tasks and
responsibilities Activity 4: Check for Understanding
3. Staffing – recruiting, hiring, (Correct Answers)
evaluating
4. Leading – motivating and guiding 1. TRUE – HRM aims for strategic
teams advantage through people.
5. Controlling – evaluating 2. FALSE – HRM covers many
performance, making corrections functions, not just recruitment.
3. TRUE – HRM helps develop
Key Functions of HRM employees' potential.
4. FALSE – HRM encourages positive
● Job analysis employee relationships.
● Labor planning & recruitment 5. TRUE – HRM is about people as
● Selection and orientation individuals and in groups.
● Training & development
● Compensation & benefits Lesson 2: Human Resource
● Performance appraisal Planning
● Communication & discipline
● Employee engagement What is Human Resource Planning
● Health, safety, and labor relations (HRP)?
12 Main Functions of HRM HRP is a systematic process of
ensuring that the number and quality of
● HR Planning employees match the organization’s needs.
● Recruitment & Selection It aligns internal and external workforce
● Performance Management supply with future job openings.
● Learning & Development
7 Steps of the HR Planning Process 2. ✅ Productivity levels against
3. ❌ Alignment of HR plan to the
established goals
1. Analyze Objectives – Align HR
strategy with company goals
4. ✅ Actual personnel flow rates
company’s business plan
2. Inventory Current HR – Assess
current workforce: numbers, skills,
5. ❌ Banning trade unions
against desired rates
performance
3. Forecast Demand – Estimate future 6. ✅ Programs implemented against
employee needs (quality & quantity)
7. ❌ Non-compliance to labor
action plans
4. Estimate Gaps – Identify
shortages/excesses; train or
8. ✅ Program results against
standards
redeploy as needed
5. Formulate Plan – Decide on hiring,
9. ✅ Labor and program costs against
expected outcome
training, transfers, or retirement
6. Implement Plan – Execute with full
10.✅ Ratios of program results to
budgets
management support
7. Monitor, Control & Feedback – program costs
Evaluate and adjust the plan as
needed Activity 5: Check for Understanding
(Answer Key)
Criteria in Evaluating HR Plans
1. TRUE – HRP includes forecasting
● Actual staffing levels vs. 2. FALSE – HR plans are
requirements future-oriented
● Productivity levels vs. goals 3. TRUE – Evaluation includes
● Personnel flow rates vs. desired flow comparing actual vs. expected
● Programs implemented vs. action outcomes
plans 4. FALSE – HRP aims to match the
● Results vs. expected outcomes right person with the right job
● Costs vs. budgets 5. TRUE – HRP includes scanning
● Ratio of results to costs both internal and external
environments
Factors Influencing HR Planning
FAQs Summary
● Internal conditions (e.g., company
goals, staff turnover) 1. Is HR Planning effective if manpower
● External influences (e.g., economic is adequate?
trends, labor laws, technology)
- No. Manpower adequacy is only one
Exercise 2: Evaluating HR Plans (Answer metric. Effectiveness must be
Key) measured across various criteria like
1. ✅ Actual staffing levels against productivity, costs, flow rates, and
outcomes.
established staffing requirements
2. Why is HR Planning important? ● Emotional characteristics
● Sensory
- It ensures the organization has the
right talent at the right time.
Success relies heavily on the skill, Job Description Job Specification
creativity, and dedication of
employees.
Lesson 3: Job Description vs. Job Directly reporting to With pleasing
the operations personality
Specification
manager
What is Job Analysis?
Job analysis is the foundation of all Perform other duties Graduate of any
HR functions. It’s the process of collecting as may be required college degree
detailed info about a job’s:
● Tasks, duties, responsibilities
● Required skills and qualifications Will report to work Can work with
● Work environment from Mon–Sat, minimal
8am–5pm supervision
Job Description (JD)
A document that describes the what of the Conduct periodic Requires
job: analysis problem-solving
skills
● Job title
● Job location
● Job summary
● Reporting relationships Position: Training Managerial skills
● Supervisory responsibilities Head and technical
● Working conditions know-how
● Duties
● Machines to be used
● Hazards
FAQs Summary
Job Specification (JS)
Q1: Why is Job Analysis important?
A document that defines the who needed It helps employees understand duties and
for the job: helps organizations design clear structure.
● Qualifications Q2: What’s the difference between JD &
● Experience JS?
● Training
● JD = Duties, tasks, responsibilities
● Skills
● JS = Qualifications, skills, traits
Lesson 4: INTERNAL AND EXTERNAL RECRUITMENT
EXTERNAL RECRUITMENT
- Hiring candidates from outside the
organization.
RECRUITMENT
Methods:
Recruitment is the process of
attracting, screening, and selecting qualified 1. Company Websites
individuals to fill job vacancies in an 2. Job Websites (e.g., Indeed)
organization. It starts as soon as the need 3. Social Media (Facebook, LinkedIn,
for personnel is identified and is ideally part etc.)
of strategic human resource planning. 4. Employee Referrals
5. Headhunters
INTERNAL RECRUITMENT 6. Employment Agencies
7. PESO (Public Employment Service
- Filling job vacancies from within the
Office)
current workforce.
8. Campus Recruitment &
Types of Internal Recruitment: Internships
9. Job Fairs
1. Career Ladders – Structured
promotions based on tenure, Advantages:
performance, or qualifications.
● Larger talent pool
2. Supervisor Referrals –
● Brings in fresh ideas and diversity
Recommendations by supervisors
● Opportunity to fill skill gaps
for internal candidates.
● Competitive advantage
3. Internal Job Boards – Posting job
openings within the company (e.g., Disadvantages:
bulletin boards).
4. Promotions – Advancing current ● More time-consuming and expensive
employees to higher roles. ● Requires more training/onboarding
● May lower morale of current
Advantages: employees
● Less time for screening/training
Lesson 5: Employee Selection and
● Known past performance
● Higher morale and employee loyalty Employment Types
● Stronger organizational stability
EMPLOYEE SELECTION PROCESS
Disadvantages: Employee selection is the process of
choosing the best applicant from the pool of
● Limits diversity and innovation candidates to fill a job vacancy.
● May create jealousy or internal
conflict
● Smaller candidate pool
Steps in the Employee Selection Process
(In order): Regular Permanent employee
with security of tenure
1. Preliminary Screening – Initial
assessment: grooming, background,
communication.
2. Application Form – Collects Fixed-Term/Con Set time, not beyond
standardized personal/professional tractual 6 months (e.g.,
info. “endo”)
3. Testing and Evaluation – Includes
IQ, aptitude, personality, proficiency
tests. Casual Not directly related to
4. In-depth Interview – Most important the core business; for
step; final judgment point. a defined short period
5. Evaluating References –
Verification from academic,
character, and work references.
6. Physical Examination – Fitness for Project-based For a specific project,
the job. ends when project
7. Placement – Final job offer and ends
assignment to department.
WHO SELECTS EMPLOYEES? Seasonal Work based on
seasonal demand
● The HR Department (HRD) sets the (e.g., Christmas)
process and policy.
● Department heads and top
management finalize hiring
decisions. Apprenticeship Learner-based; skill
development through
TYPES OF EMPLOYMENT IN THE practice
PHILIPPINES
Type Description
Probationary Trial period not
exceeding 6 months;
subject to
performance