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“THE HUMAN RESOURCE

ENVIRONMENT”

HRM PRACTICES

The concept of human resource

➜ management implies that employees

are resources of the employer. As a ETHICS IN HRM

type of
Ethics refers to the fundamental
resource, human capital means the
principles of right and wrong; ethical
organization’s employees, described
behavior is behavior that is consistent
in terms of their
with those principles. Business
training, experiences, judgment,

intelligence relationships, and insight decisions, including HRM decisions,

– the employee characteristics that should be ethical, but the evidence

can add economic value to the suggests that is not always what

organization. happens. In the context of ethical

IMPACT OF HRM HRM, HR managers must view

employees as having basic rights, to

wit:

1.Right of Free Consent

People have the right to be treated

only as they knowingly and willingly

consent to be treated. (Ex. The

employees should know the nature of

the job they are being hired to do; the

employer should not deceive them.)

RESPONSIBILITIES OF 2. Right of Privacy

HR DEPARTMENT
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People have the right to do as they If people believe their rights are being

wish in their private lives, and violated, they have the right to a fair

they have the right to control what and impartial hearing.

they reveal about private activities.

One way an employer respects this

ETHICS IN HRM
right is by keeping the employees’ ● Labor Code of the Philippines

personal records confidential. PRESIDENTIAL DECREE NO.

442, AS AMENDED
3. Right of Freedom of A decree instituting a labor code
Conscience
thereby revising and
People have the right to refuse to do consolidating labor and social laws to
what violates their moral beliefs, as afford protection to labor, promote

long as these beliefs reflect employment and human resources

commonly accepted norms. development and insure industrial

A supervisor who demand that an peace based on social justice

employee do something that is unsafe ● REPUBLIC ACT NO. 6715

(March 2, 1989)
or environmentally damaging may be
An act to extend protection to labor,
violating this right if the task conflicts
strengthen the constitutional rights of
with the employees’ values.
workers to self-organization,

collective bargaining and peaceful

4.Right of Freedom of
Speech concerted activities, foster industrial

peace and harmony, promote the

People have the right to criticize an
preferential use of voluntary modes of
organization’s ethics if they do so in
settling labor disputes, and
good conscience and their criticism
reorganize the national labor relations
does not violate the rights
commission, amending for these
of individuals in the organization.
purposes certain provisions of
Manu organizations address this right
presidential decree no. 442, as
by offering hot lines or policies and amended, otherwise known as the
procedures designed to handle labor code of the Philippines,
complaints from employees. appropriating funds therefore and for

other purposes.
5. Right to Due Process
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DOLE – Department of Labor race, or creed; and regulate

and Employment employee-employer relations.
Secretary: Silvestre H. Bello III
Male and female employees are

Department Advisory 01-19 entitled to equal compensation for

➜
Guidelines on the Computation of work of equal value and to equal

Salary Differential of Female Workers access to promotion and training

during her Maternity Leave and its opportunities. Discrimination against

Criteria for Exemption Pursuant to female employees is unlawful. It is

Republic Act No. 11210 and its also unlawful for an employer to

Implementing Rules and Regulations require a condition of employment

Department Order 201-19 Guidelines that a woman employee shall not get

on the Deployment of Workers to married, or to stipulate expressly or

Japan under the Status of Residence tacitly that a woman employee shall

“Specified Skilled Worker” be deemed dismissed upon marriage.

The minimum age of employment is

Department Order 198-18 18 years for hazardous jobs, and

Implementing Rules and Regulations 15 years for non-hazardous jobs. But

of Republic Act No. 11058 ”An Act a child below 15 maybe employed

Strengthening Compliance with by parents or guardians in a non-

Occupational Safety and hazardous job if the employment does

Health Standards and Providing not interfere with the child's

Penalties for Violations Thereof” schooling.

2. Security of Tenure -
Every employee shall be assured
BASIC RIGHTS OF
security of tenure. No employee can
EMPLOYEES/WORKERS
be dismissed from work for a just or
IN THE PHILIPPINES
authorized cause, and only after due
1. Equal Work Opportunities process.
for All
Just Cause -
The State shall protect labor, promote
Refers to any wrongdoing
full employment, provide equal work
committed by an employee including:
opportunity regardless of gender,
serious misconduct; willful
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disobedience of employers' lawful A day-off of 24 consecutive

orders connected with work; gross hours after 6 days of work should be
and habitual neglect of duty; fraud or scheduled by the employer upon
willful breach of trust; commission of consultation with the workers.
crime or offense against the

employer, employer's family 5. Wage and Wage-Related

Benefit –
member/s or representative

Authorized Cause – Wage is the amount paid to an

employee in exchange for a task,

Refers to an economic
piece of work, or service rendered to
circumstance not due to the

employee's fault, including: the an employer. This includes overtime,

introduction of labor-saving devices; night differential, rest day, holiday

redundancy; retrenchment to prevent and 13th month pay. It also includes

losses closure or cessation of the fair and reasonable value of

business board, lodging and other facilities
Due Process – customarily

In cases of just cause involves:

Note: An employer cannot make any
notice to employee of intent to
deduction from an employee's wage
dismiss and grounds for dismissal

opportunity for employee to explain except for insurance premiums with

his or her side notice of decision to the consent of the employee, for

dismiss union dues, or for withholding taxes,

3. Work Days and Work SSS premiums and other

Hours – deductions expressly authorized by
Work Day refers to any day during law.
which an employee is regularly
6. Payment of Wages –
required to work. Hours of Work refer

to all the time an employee renders Wages shall be paid in cash, legal

actual work, or is required to be on tender at or near the place of

duty or to be at a prescribed work. Payment may be made through

workplace. a bank upon written petition of

majority of the workers

4. Weekly Rest Day –
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in establishments with 25 or more Note: No person below 18 years of

employees and within one (1) age can be employed in a hazardous

kilometer radius to a bank. undertaking.

Payment shall be made directly to the

9. Safe Working Conditions
employees.
–

Note: Wages shall be given not less Employers must provide workers with

than once every two (2) weeks or every kind of on-the-job protection

twice within a month at intervals against injury, sickness or death

not exceeding 16 days. through safe and healthful working

conditions.
7. Employment of Women –
Welfare facilities must be installed

at the workplace such as seats,

Note: Jobs may be hazardous or
separate toilet rooms,
highly hazardous. Hazardous jobs are
lavatories, and dressing rooms.
those which expose the employee to

Prohibition against discrimination with dangerous environment elements,

respect to pay, promotion, training including contaminants,

opportunities, study and scholarship radiation, fire, poisonous substances,

grants. biological agents and explosives, or

dangerous processes or
8. Employment of Children – equipment including construction,
Minimum employable age is 15 mining, quarrying,
years. A worker below 15 years of age blasting, mechanized farming and
should be directly under the operating heavy equipment.
sole responsibility of parents or

guardians; work does not

10. Right to Self –
Organization and Collective
interfere with child's schooling/normal Bargaining
development. The right to self-organization is the

right of every worker, free of

any interference from the employer

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or from government, to form or join because they own the knowledge that

any legitimate worker's organization, the company needs in order

association or union of his or her own

to produce its products and services,
choice.

and they must share their

knowledge and collaborate with

others in order for their employer

to succeed.

Employee Empowerment
11.Employees’
Compensation Benefits for Giving employees responsibility and
Work-Related Contingencies
authority to make decisions regarding
The Employees' Compensation
all aspects of product development
Program is the tax-exempt
or customer service. Employees are
compensation program for employees
then held accountable for products
and their dependents created under

Presidential Decree No. 626 which and services. In return they the

was implemented in March 1975. The resulting losses and rewards.

benefits include: Medical benefits for Employee empowerment can also
sickness/injuries, Disability benefits; lead to innovation.
Rehabilitation benefits Death and
Teamwork
funeral benefits; Pension benefits
The assignment of work groups of
TRENDS IN HRM employees with various skills who

Knowledge Workers interact to assemble a product or

Employees whose main contribution provide a service. Work teams often

to the organization is assume many activities

specialized knowledge, such as traditionally reserved for managers,

knowledge of customers, a such as selecting new teams,

process, or a profession. Knowledge scheduling work, and coordinating

workers are in a position of power

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work with customers and other units tackle the issues and solve the

of the organization. problems.

Additional Note: Skill deficiencies of the

labor force
How does each of the following labor
Whenever the labor force consists of
force trends affect HRM: (Just get an
people having lack skills, the human
idea from the answers since these are
resource management often has to do
from internet)
several screening processes to find

out the best among them, for which

Aging of the labor force
often the company might incur extra
One of the most complex -- and
recruitment costs for the human
potentially rewarding -- issues in

which human resources professionals resource management to perform

engage is working with an aging effectively.

workforce. Mature workers may have

Diversity of the labor force
projected for themselves an
Diversity can help companies gain a
impending end to their careers;

however, concerns brought on by an competitive edge in global markets

erratic economy and pension and when targeting business

instability have forced many to segments that require input from

extend their working years longer diverse perspectives. HR expertise is

than anticipated. For HR personnel, useful in evaluating where diverse
aging employees engender candidates can be placed in the
challenges as well as offer new
organization so they can make the
opportunities for your business.
most valuable contributions.

The bad impact of the older work

CHALLENGES IN HRM
force is generally, old workers may

face many problems such as physical, 1. Environmental

Challenges
sensory and cognitive modifications
Environmental challenges refer
that will come with growing older. The
to forces and institutions that are
HR managers make strategies to
beyond the access of management.
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These forces are external to the 3. Individual Challenges

organization, and beyond the control
These forces are related to
of management. Hence, the
the personnel aspect of the
managers face difficulties in
organization. It includes all
managing such environmental
the complexities that are raised due
issues. Environmental challenges
to organizational interaction with
consist of the following factors:
people. These are similar to the
Globalization Movement
 organizational challenges but are
Change in Economic Outlook
 primarily concerned with the
Change in Political
 individual. Some of its components
Environment
are as follows:
Change in Socio-cultural
 Brain Drain
Environment

Individual Norms and Values
Change in Technological

 Aspirations of Employees
Environment


2. Organizational Challenges
Organizational challenges are internal PROVIDING EQUAL
to the firm, often they are the by-
EMPLOYMENT
OPPORTUNITY AND A
product of environmental challenges.
SAFE WORKPLACE
The management has control over

these issues and can be managed by Equal Employment

Opportunities
efficient management. Moreover,
Among the most significant efforts to
under organizational challenges we

review the components of specific regulate human resource

environment of the company. It management are those aimed at

consists of the following aspects: achieving Equal Employment

Work Force Diversity Opportunity (EEO). It is the condition


Organizational Objectives in which all individuals have an equal

Downsizing
 chance for reemployment, regardless
Management of Human
 of their race, color, religion, sex, age,
Relation
disability or national origin. The
Computerized Information
 government’s effort to create equal
System
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employment opportunity It is a condition in which employment

include constitutional amendments, practices are seemingly neutral

legislation, and executives orders, as yet disproportionately excluded a

well as court decisions that interpret protected group from employment

the laws. opportunities. (Ex. encouraging

workers to recommend friends or

BUSINESSES’ ROLES IN family members for open positions)
PROVIDING EQUAL
EMPLOYMENT Employers can also avoid
OPPORTUNITIES discrimination and
defend against claims of
1. Avoiding Discrimination discrimination by
Decisions about resources are so establishing an
enforcing the following
complex that discrimination is often policies:
difficult to identify and prove.
Equal Employment
However, legal scholars and Opportunity
court rulings have arrived at some The policy should define and prohibit
ways to show evidence of unlawful behaviors, as well as
discrimination. provide procedures for making and

investigating complaints. The policy

Disparate Treatment
should require that employees at all
It refers to differing treatment
levels engage in fair conduct and
of individuals, where the differences
respectful language. Derogatory
are based on the individuals’ race,
language can support a court claim of
color, religion, sex, national
discrimination.
origin, age or disability status. (Ex.

hiring or promoting one person over Affirmative Action and Reverse

an equally qualified person because
Discrimination

of race, or a company fails to hire The policy increases the

representation of the minorities. The

women with school-age children)
policy was meant a taking extra effort
Disparate Impact to attract and retain

minority employees.
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2. Providing Reasonable
Accommodation
In situations involving religion and

individuals with disabilities, equal

employment opportunity may require

that an employer make reasonable

accommodation. Reasonable

accommodation refers to an

employer’s obligation to do

something to enable an otherwise

qualified person to perform a job. (Ex.

religious practices, person with

disabilities)

3. Preventing Sexual
Harassment
Sexual harassment refers to

unwelcome sexual

advances. Preventing sexual

discrimination includes managing

the workplace in way that does not

permit anybody to threaten

or intimidate employees through

sexual harassment.