1. Session 9: Human Resource Management

2. HR-Based Core Competencies
Organizational Culture
The shared values and beliefs of the workforce
Productivity
A measure of the quantity and quality of work done, considering the cost of the resources used.
A ratio of the inputs and outputs that indicates the value added by an organization.

3. HR-Based Core Competencies
Quality Products and Services
High quality products and services are the results of HR-enhancements to organizational performance.

4. Customer Service Dimensions
Service Excellence
Physical Facilities & Equipment
Confidence in Employees’ Knowledge
Dependable and Accurate Performance
Care and Concern
Timely Assistance

5. Overall Strategic Plan
HR Planning Process
HR Strategies
The means used to anticipate and manage the supply of and demand for human resources.
Provide overall direction for the way in which HR activities will be developed and managed.
Overall Strategic Plan
Human Resources
Strategic Plan
HR Activities

6. Factors That Determine HR Plans
HR Plans & Policies for
Recruiting
Selection
HR Development
Compensation
Performance Management
Staffing Adjustments
Need for Human Resources:
Quantity and Skill Levels
Available
Financial Resources
Strategy of the Organization
Culture of the Organization
Competitive/
Financial Environment
Current Organizational Situation

7. Reducing Labor Surplus
Option
Speed
Extent of Human Suffering
Downsizing
Fast
High
Pay reductions
Demotions
Transfer
Moderate
Work sharing
Hiring freeze
Slow
Low
Natural attrition
Early retirement
Retraining
Which are applicable in the Philippines?

8. Reducing Labor Shortage
Option
Speed
Extent of Human Suffering
Overtime
Fast
High
Temporary employees
Outsourcing
Retrained transfers
Slow
Turnover reductions
Moderate
New external hires
Low
Technological innovation
Which are applicable in the Philippines?

9. Phl Law on Downsizing
The firm has the right to terminate employees on the basis of installation of a labor-saving device or to prevent losses or because of the closing of the firm.
Reason for Downsizing
Effect on Employee
Installation of labor-saving device
Separation pay equivalent to one month pay or one month pay for every year of service, whichever is higher
Prevention of losses
Separation pay equivalent to ½ month pay or ½ month pay for every year of service …
Closure of firm
Ditto

10. Phl Law on Retirement
Employees reaching 60 years of age but not exceeding 65 years (which is the compulsory retirement age) and have served the firm for at least five years are entitled to receive retirement pay equivalent to ½ month pay or ½ month pay for every year of service, whichever is higher.

11. Employing Temps
Hiring temporary workers helps eliminate a labor shortage.
Temporary employment affords firms the flexibility needed to operate efficiently in the face of swings in demand.
Other advantages include:
temporary workers free a firm from many administrative tasks and financial burdens
temporary workers are often times tested by a temporary agency
many temporary agencies train employees before sending them to employees

12. Phl Employee Classification
Employment is deemed regular when work that is performed by the employee is necessary and desirable in the conduct of the usual business and trade of the employer
Exceptions: seasonal work, contractual or project work