BA 3 Human Resource Management Source: Human Resource Management (From the Practitioner's Point of View) by Ranulfo Payos, LLB, FPM

1. THE NEW ROLES OF
HUMAN RESOURCES

3. •Cross functional assignments
- enhance HR professionals’ knowledge of
Marketing, Finance, Production, and Engineering and other
functions and thus, can qualify them to become future
CEOs.

4. Why are there some notable exceptions?
• It is the culture of the company that gives Human
Resource function importance,
• It is the incumbent’s track record that persuades top
management that he is a strategic partner in business.

5. MISPERCEPTIONS REGARDING HR
FUNCTION
• HR:
• A department whose employees spend 80% of their time on routine
administrative tasks.
• Leaders are unable to describe their contribution to value-added
• The department frequently dispenses to others advice on how to
eliminate work that does not add value

6. MAKING A CORRECTIVE ACTION
HR Department
- its purpose is to serve the needs of the company,
the managers and the employees – his constituency – and
to balance these needs, to help them get the work done.
- not a profit center but it can make a company make
things or sell things or services by assisting other
departments

7. • Good HR
 Recognize that while
they have to initiate and
implement rules and
regulations, they don’t
dictate and go absolutely
by the book, but,
balance the needs of the
managers and
employees.
 Makes a balancing act,
does a supporting or
mediating function rather
than being an autocratic
actor.
• Bad HR
 They forget that if they
don’t help others get
their job, they won’t get
cooperation from these
departments.
 Dictates the policy or the
process whether you like
it or not.

8. THE BALANCING ACT OF HUMAN
RESOURCE PROFESSIONALS
1. Serving both management and employees
2. As employee advocate and chief social worker
3. “Owning” the people issues
4. A rubber stamp of other managers rather than a partner

9. HOW TO GETA SEATAT THE
EXECUTIVE TABLE
• Understand Your Organization’s Business
• Share Responsibility for Business Goals and Plans
• Run Your Department Like a Business

10. THE FUNCTIONS OF HUMAN
RESOURCES DEPARTMENT
The objective of resource management is to
maximize the return on investment from the organization’s
human capital and minimize financial risk.

11. Human resource management serves these key functions:
1. Recruitment, selection and placement
2. Training and development
3. Performance evaluation and management
4. Promotions
5. Redundancy
6. Industrial and Employee Relations
7. Record Keeping of all personal data
8. Compensation, retirement, incentive programs
9. Confidential advice to internal ‘customers’ in relation to
problems at work
10. Career development

12. DEVELOPING A PUBLIC STATEMENT
OF THE HR PHILOSOPHY
 The consultative function of human resources is that it
provides overall guidance and direction on workforce
matters.

13. Human Resource Principle Specific Practice
Build and implement an
HRM strategy
Develop a shared philosophy for managing
people
Build systems and practices to implement the
philosophy
Hire the right people Know what you want
Be selective
Keep them Reward well
Protect jobs
Promote from within
Share the wealth
Invest in them
Empower them
Invest in learning
Provide information and support
Encourage autonomy and participation
Redesign work
Foster self-managing teams
Promote egalitarianism
Promote diversity Be explicit and consistent about the
organization's diversity philosophy
Hold manager’s accountable

14. THE NEW ROLE OF THE HUMAN
RESOURCE PROFESSIONAL
• A Strategic Partner
• Employee Advocate
• Change Champion
• Harness the Benefits Technology

15. CONTINUE TO UPGRADE YOUR
PROFESSIONAL SKILLS AND
COMPETENCIES
1. Seek out more experienced mentor.
2. Be active in professional organizations.
3. Attend executive leadership and management
conferences.
4. Spend significant hours of training and education every
year.

16. Thank You!