HUMAN RESOURCE
MANAGEMENT
Chapter 1
INTODUCTION
It was in the 18th century that Human Resources starts to
be interesting with the evolution of the large factories. The
factories hired thousands of workers, who worked up to 16
hours a day.
On the 20th century, most organizations introduced the
Personnel Management. It had the responsibility for the
implementation of different social and work place safety
programs.
The real Human Resources Revolution began in 70’s of the
20th century. The technology and the globalization have
changed the rules of the game. The structure of the
workforce changed and the leadership development begin
WHAT IS HUMAN
RESOURCE?
Human Resources is a term used to describe the individual
who make up the workforce of an organization. Human
resources is also the name of the function within an
organization charged with the overall responsibility for
implementing strategies and policies relating to the
management of individuals. This is often abbreviated to the
initials “HR.” The human resource function is to implement
an organization’s human resource requirements effectively,
taking into account labor laws and regulations, ethical
business practices, and net cost, in a manner that
maximizes, as far as possible, employee motivation,
commitment and productivity.
WHAT IS HUMAN
RESOURCE MANAGEMENT?
Is the core function of all organizations. It
ensures that companies have the necessary
talent required to operate effectively. It
manages the recruitment and selection of
new employees as well as the training and
development of new and current employees.
It establishes and administers compensation
plans and employee benefit programs.
WHAT IS HUMAN
RESOURCES DEVELOPMENT?
Human resources development is the structure that
allows for individual development, potentially
satisfying the organization’s, or the nation’s goals.
At the organization level, a successful Human
Resources Development program prepares the
individual to undertake a higher level of work,
“organized learning over a given period of time, to
provide the possibility of performance change
IMPORTANCE OF HUMAN
RESOURCE MANAGEMENT
[Link] and Training
This is one of the major responsibilities of the
human resource team. The HR managers come
up with plans and
strategies for hiring the right kind of people.
They design the criteria which is best suited for
a specific job description. Their other tasks
related to recruitment include formulating the
obligations of an employee and the scope of
tasks assigned to him or her.
2. Performance and Appraisals
HRM encourages the people working in an
organization,to work according to their potential and
gives them suggestions
that can help them to bring about improvement in it.
3. Maintaining Work Atmosphere
This is a vital aspect of HRM because the performance of
an individual in an organization is largely driven by the
work
atmosphere or work culture that prevails at the
4. Managing Disputes
In an organization, there are several issues on which
disputes may arise between the employees and the
[Link] can say conflicts are almost inevitable. In
such a scenario,
It is the human resource department which acts as a
consultant and mediator to sort out those issues in an
effective manner.
[Link] Public Relations
The responsibility of establishing good public relations lies
with the HRM to a great [Link] organize business
meetings, seminars and various official gatherings on
THE HUMAN RESOURCES
DEPARTMENT’S ROLES
1. The process of recruiting suitable candidates for
the organization
2. Identifying and meeting the training needs of
existing staff
3. Ensuring employee welfare and employee
relations are positive
4. Ensure the working environment is safe for
employees
THE HUMAN RESOURCES
DEPARTMENT FIVE KEY
ROLES
1. Executive Role- in this role the HR department are
viewed as the specialists in the areas that encompass
Human Resources or people management.
2. Audit Role- in this capacity the HR department will
check other departments and the organization as a
whole to ensure all HR policies such as Health and
Safety, Training, Staff Appraisal etc are being carried
out in accordance with the company's HR policy.
3. Facilitator Role- in this role, the HR department
help or facilitate other departments to achieve the
goals or standards as laid out in the HR policies of
the organization. This will involve training being
delivered for issues that arise in the areas relating to
people management
[Link] Role- the HR department will advise
managers on how to tackle specific managing people
issues professionally.
[Link] Role- in this capacity the HR department is
an information provider to raise awareness and
inform departments and functional areas on changes
HUMAN RESOURCE
MANAGER’S JOB
[Link] staff vacancies according to the needs of
the company; recruit, interview and select
applicants.
[Link] human resources, ensuring appropriate
matches between personnel.
[Link] current and prospective employees with
information about policies, job duties, working
conditions, wages, opportunities for promotion and
employee benefits.
[Link] managers on organizational policy matters
such as equal employment opportunity and sexual
harassment, and recommend needed changes.
[Link] difficult staffing duties, including dealing
with understaffing, refereeing disputes, firing
employees, and administering disciplinary
procedures.
[Link] Manager administers performance management
systems, compensation benefits and safety and
recreation programs.
MANAGEMENT TRENDS AND
INFLUENCES
[Link] role of HR in an organization is to serve as the
systematizing, policing arm of executive management;
[Link] promote the overall success of the organization,
the identification of the organizational mission, vision,
values, goals and action plans.
[Link] ensures that the business gets the most out of its
employees.
[Link] needs to provide a high return on the business’s
investment in its people. This makes it a highly complex
THANK
PRESENTED BY:
YOU!
ROMUALDO, JAY AR C.
DERELO, NABI
DE GUZMAN, CYBELL
JOYCE
SARTIN, MARICAR