04 – Human Resource Management and Development
PY108 | IOPSY | 2023 - 2024
Main Reference: Dessler Additional References: Aamodt Compiled by: Kyra Alexandra U. Ramirez, RPm
OUTLINE HR staff facilitate a healthy
relationship between the admin
1. Human Resource Management
and the union labors
a. Defining HRM
b. Functions of HRM Personnel Continuous research to improve
c. The HRM Manager Research and exchange of information through
2. Human Resource Development Information effective communication systems
a. Defining HRD System
b. Functions of HRD
c. Talent Management Employee Assistance programs which align
d. The HRD Manager Assistance to an employee’s unique character,
3. Employee Training personality, expectation, and
temperament
a. Employee Orientation
b. Employee Training
Compensation and Area of wages and salary
c. Management Development Benefits administration where wages and
Programs compensations are fixed
4. Organizational Development
Organizational Generating healthy interpersonal
Development and inter-group relationship within
HUMAN RESOURCE MANAGEMENT the organization
THE HRM MANAGER
DEFINING HUMAN RESOURCE MANAGEMENT
Manager – responsible for accomplishing the
Human Resource Management – process of
organization’s goals by managing the people
managing an organization’s employees
● Managing may involve
● Includes all aspects of people management to
○ Manpower Planning/Organizing: estimating
effectively meet an organization’s goals
the optimum number of people needed for a
● Involves staffing, compensation, benefits, and
project
defining/designing work
○ Staffing and Developing: determining who
● Aka Strategic HRM
to hire for what position, setting performance
standards, and compensating employees
FUNCTIONS OF HRM ○ Monitoring Employee: motivating others to
get the job done, maintaining morale
Selection and Process of recruitment and
Staffing selection of staff ○ Evaluating: setting standards and providing
feedback
Must consider the traits an
employee must have in order to fit
in the company culture People of HRM
● Recruiters
HR Planning Ensures that organization has the ● Equal Employment Opportunity Representatives
right type of person at the right ● Affirmative Action Coordinators
time and place
● Job Analysts
Ex. tracking down potential ● Compensation Managers
employees that are about to resign ● Training Specialist
and train the replacement
● Labor Relations Specialist
(succession planning)
Organization and Compliance with the
Job Design organizational structure/hierarchy
HUMAN RESOURCE DEVELOPMENT
Training and Involves an organized attempt to
Development find out training needs of the DEFINING HUMAN RESOURCE DEVELOPMENT
individuals
Human Resource Development – cultivation of an
Training: present needs
organization’s employees
Development: future needs ● Entails providing workers with skills and relevant
knowledge that may help them grow in the
Union/Labor Important in enhancing peace and workplace
Relations productivity in an organization
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FUNCTIONS OF HRD
HRD vs. HRM
Training Training: process of acquiring skills, ★ HRD – highly present-oriented
Development rules, concepts, or attitudes that
○ Refers to improvement in the growth of employees
result in improved performance
○ Training is mainly used in aligning personal
Depends on the organization development goals with the broader goals of the
which skills are needed to be organization
developed via training needs ★ HRM – highly future-oriented
assessment ○ Refers to the policies in processing human
relations
Career Process of enabling employees to ○ Keywords: maintenance, equilibrium, stability,
Management better understand and develop
compliance
their skills and interests
★ Similarities – overlapping of appraisal and training
Providing opportunities to
upgrade the self, professionally
EMPLOYEE TRAINING
Career Proactive, lifelong process of
Development finding your footing and
advancing your career path
EMPLOYEE ORIENTATION
Involves setting long-term goals,
exploring professional
Types of Training
development opportunities, and
gaining new work experience ★ Lifelong Learning – providing employees with
continuing learning experiences over their tenure;
Used to be an employee-initiated ensures that they learn the skills for the job and
task expand their horizons (ex. Scholarship)
★ Literacy Training – programs that increase
Involves job rotation, job
competency of employees who are less educated
enrichment, job enlargement,
skills training
Types of Career Development Orientation – process of providing new employees
- Formal: short-term training with basic information in order for them to function
programs, education, ● Aka onboarding
certifications, workshops etc…
● Considered as the first form of training a new hire
- Informal: mentorship
opportunities, networking experiences
events, online courses, ● Objectives of Employee Orientations
internships etc… ○ Help employees feel welcomed and at ease
○ Understand the organization (realistic job
Career Planning Deliberate process through which
someone becomes aware of preview)
personal skills interests, ○ Know what is expected in work and behavior
knowledge, motivations, and other ○ Begin the socialization process
characteristics
● Orientation Process
Acquires information about ○ Employee benefit information
opportunities, identify ○ Personnel policies
career-related goals, and establish
action plans to attain said goals
○ Daily routine
○ Company organization and operations
○ Safety measures and regulations
TALENT MANAGEMENT ○ Facilities tour
Talent Management – process of attracting, EMPLOYEE TRAINING
selecting, and retaining employees
● Overlap with HRM Employee Training – process of teaching new
● Requires proper job analysis, selection employees the basic skills they need to perform their
procedures, and management of turnovers jobs
● Considered as a hallmark of good management
THE HRD MANAGER ● Reduces employer’s exposure to negligent
training ability
● Goal is to empower employees to become major
assets of the company
● They provide training and opportunities for career Training’s Strategic Context
★ Aims of firm’s training programs must make sense in
growth
terms of the company’s strategic goals
● Gained skills and knowledge will be used for the
organization as a whole
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★ Training fosters employee learning, which results in Advantages: inexpensive,
enhanced organizational performance hands-on, immediate feedback
Apprenticeship Practical training on jobs in highly
Steps in the Training Process Training technical industries
● Needs Analysis
Include theoretical (classroom) and
○ Organizational Development practical (OJT) parts
○ Task Analysis
○ Person Analysis Ex. Getting a Non-PRO Driver’s
License / Tattoo Artists
● Instructional Design
○ Set objectives of the training Informal Learning Unstructured and self-directed
○ Should match and tailor the results of the learning that happens naturally
needs analysis and methods that will be and spontaneously
carried out
Job Instruction Step-by-step training on the use of
● Implementation Training machines
● Evaluation
Lectures Intends to present information or
teach people about a particular
Analyzing Training Needs
area / topic of choice
● Task Analysis
○ Assessing NEW employees’ training needs Programmed Step-by-step, self learning method
○ Detailed study of the job to determine what Learning that consists of presenting
information, allowing the person to
specific skills the job requires
respond, and providing feedback
● Performance Analysis
○ Assessing CURRENT employees’ training Mainly theoretical
needs
Advantages: reduced training
○ Process of verifying that there is a time, self-paced learning,
performance deficiency immediate feedback, reduced risk
○ Determining whether the employer should of error for learner
correct such deficiencies through training or Ex. Certificate in CBT
other means
Vestibule Training Method of training technical staff
near the production plant, using
simulated tools and machinery so
they know how to operate them
Simulated Training Involves role playing in a specific
situation
Internet-based Distance learning / learning via the
Training internet
Ex, LMS, Canvas
Methods in Identifying Training Needs MANAGEMENT DEVELOPMENT PROGRAMS
● Specialized software
● Assessment center results Management Development – any attempt to
● Individual diaries improve managerial performance by imparting
● Attitude surveys knowledge, changing attitudes, or increasing skills
● Tests ● Long-Term Focus
● Performance appraisals ○ Assess company’s strategic needs
● Job-related performance data ○ Appraise manager’s current performance
● Observations ○ Develop managers and future managers
● Interviews ● Targets future needs
Succession Planning – process through which a
TRAINING METHODS
company plans for and fills senior-level openings
On-the-Job Hands-on, practical way of learning ● Succession Planning Process
Training the skills required to do a job ○ Anticipate management needs
○ Review firm’s management skills inventory
Types: Coaching / understudy, Job
Rotation, Special Assignments
○ Create replacement charts
○ Begin management development
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Management Development Techniques
● Job Rotation
○ Involves moving a trainee from department to
department
○ Goal is to broaden their experience and
identify strong / weak points
● Coaching and Understudy
○ Trainee works directly with a senior manager
○ Scenario is responsible for the trainee’s
coaching
● Action Learning
○ Management trainees are allowed to work
full-time analyzing and solving problems in
other departments
○ Observer in different departments
● Off-the-Job Managerial Training
○ Case Study Method
○ Management Games
○ Outside Seminars
○ University-related programs
○ Role Playing (interpersonal skills)
○ Behavior Modeling – model effective
behaviors, have trainees role play using
behaviors, provide social reinforcement,
encourage transfer of training to job
○ Corporate Universities
○ Executive coaches
HRD vs. Employee Training
★ HRD – various methods to help employees adjust to
the organization and its culture; future needs
★ HRM – process of providing knowledge and skills
needed for the job
ORGANIZATIONAL DEVELOPMENT
DEFINING ORGANIZATIONAL DEVELOPMENT
Organizational Development – a science-backed,
interdisciplinary field that aims to improve
organizational effectiveness, solve problems, and
drive change
● Usually involves action research
● Applies behavioral science knowledge
● Changes organization in a particular direction
HRD vs. OD
★ HRD – centers around training and development of
employees, training appraisal
★ OD – centers around planned, organization-wide
effort to increase organizational effectiveness; makes
use of research
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