Functions and Scope of Human Resource Management 7.

Employees and Executive Remuneration

1. Human Resource Planning This is another important area of human resource
A well-defined plan is an essential element of human management. It is the responsibility of every human
resource management. resource manager to drain and implement a suitable
Planning is necessary for all the activities related with wage and salary structure for the benefit of the
HRM. It is concerned with the determination of the employees.
number of personnel required in an organization, right Such a wage structure must also ensure an equitable
person should be appointed at right job at right time. labor cost to the concern.
2. Job Analysis and Design 8. Motivation
This is another important area of Human Resource The human resource manager should adopt appropriate
Management. measures to motivate employees to achieve
Job analysis - a detailed and systematic study of jobs. organizational objectives. It is an important factor,
This is undertaken to know the nature and which encourages employees to give their best
characteristics of the people to be employed in different performance and help in achieving enterprise goals.
kinds of jobs. 9. Communication
In other words, it is the study of qualitative aspect of Communication is considered to be the part and parcel
human resource requirement. human resource management.
Job design - related with deciding the contents of the Communication - involves transmission of ideas,
job in terms of its duties and responsibilities. information, facts, opinions or emotions by two or more
3. Recruitment and Selection persons. Communication helps much in managing and
Recruitment - a systematic process of searching the coordinating the employees of an organization more
required qualified personnel and stimulates them to effectively.
apply for jobs in the establishment. 10. Human welfare
Suitable employees are selected among the qualified Labor welfare aims at providing such service facilities
applicants. and amenities, which enables a worker to perform their
Selection - the process of choosing the most suitable work in healthy atmosphere
persons out of all applicants. 11. Health and Safety
4. Orientations and Placement Due attention should be given to industrial health and
Orientation is given to newly selected employees in safety of employees. Sufficient measures should be
order to provide variety of information relating to taken to protect workers against industrial accidents.
organization such as its rules and populations, his 12. Industrial Relations
subordinates and superiors. The management should give due consideration for
5. Training and Development maintaining a harmonious relationship between
Proper training should be given to employees to acquire management and employees.
new knowledge and skills. Many training and
development programmes are designed by the Bad hires - unsure how to do the necessary tasks
company in order to make the employees more capable associated with their job, or how to operate essential
and fit in performing their work. equipment.
6. Performance Appraisals and Job Evaluation - complain about everything from the work
Performance appraisal - the process of assessing the environment to the nature of the work and coworkers
performance and progress of on employee or of a group - clash with other employees and do not fit the
of employees on a given job. It also measures their organizational culture
potential for development. - constantly missing deadlines, constantly make
In job evaluation, the relative worth of the job is mistakes
determined. - continually being late, taking extended lunch breaks
or unexpected time off
- constantly asking the same questions about their job quality that serves to influence the organizations
or role behaviour.
- blame coworkers for the problems they are having Mission statement - statements of the core purpose of
Best practices - valid, reliable, and legally defensible the organization; define the organization’s business;
- involve the ethical treatment of job applicants and the guiding force that provides employees with a
throughout the recruitment and hiring process direction
- following the accepted standards and principles of Value statement - an expression of a company’s core
professional association beliefs
People - an organization’s most important asset Values - the principles that drive the organization and
Talent management - an organizations commitment to the strategic objectives that flow from the principles
recruit, retain, and develop the most talented and
Strategy - is the formulation of organizational
superior employees.
objectives, competitive scopes, and action plans for
Talent management - a business strategy directed at
gaining advantage
ensuring the attraction of top talent to the organization
Environmental scan - analysis of threats and
Broader functions of talent management opportunities in the external environment
 recruitment & selection Legislative environment - a major determinant of an
 training & development organization’s strategic planning; include concerns for
 strategic hr planning the human and legal rights of job applicants and
 career management employees
performance management
 compensation & benefits Types of Organizations
 succession planning Public sector - tends to have more formalized
recruitment and selection systems
Human Resources Information Systems (HRIS) - are Private sector, recruitment and selection procedures
computer-based systems that track employee data, the may vary by the type and size of the business or
needs of HR, and the requirements and competencies industry
needed for different positions
Elements of a Recruitment & Selection Action Plan
Recruitment - the generation of an applicant pool for a
1. Develop recruitment strategy
position or job in order to provide the required number
2. Develop the applicant pool
of candidates for a subsequent selection or promotion
3. Screen the applicant pool
program
4. Review and selection of job applicants
Selection - the choice of job candidate from a previously
5. Evaluate the recruiting and selection effort
generated applicant pool in a way that will meet
management goals and objective as well as current legal
HR staff - professionals who must keep abreast of
requirements
developments in their field through continuous learning
Ethics - the means by which we distinguish what is right
Two basic principles that underlie the Human Resource
from what is wrong, what is moral from what is
System:
immoral, what may be done from what may not be
(1) HRM must carefully coordinate its activities with the
done
other organizational units
Ethical standards - regulate the behavior of those using
(2) HRM must think strategically in system terms and
employment tests
have the welfare of the whole organization in mind

Vision statements - present an organizations future

aspiration – they describe a future level of excellence or
1. Title VII of the Civil Rights Act of 1964 (U.S.) Title o Maternity Leave: 105 days of maternity leave with
VII prohibits discrimination in employment based on pay, and an additional 15 days for solo parents
race, color, religion, sex, or national origin. Under
4. Expanded Maternity Leave Law (Republic Act No.
Title VII, it is unlawful for employers to treat
11210)
individuals unfavorably in hiring or recruitment
This law further expanded the maternity leave benefits
because of their race or ethnicity. This law applies
provided to female employees.
to all aspects of employment, including recruitment,
- all female workers, regardless of civil status or
interviews, job offers, and promotions.
legitimacy of the child, are entitled to 105 days of
maternity leave with full pay, plus an additional 30 days
Laws Governing Human Resource Management
without pay upon request
1. Labor Code of the Philippines (Presidential Decree
5. The Safe Spaces Act (Republic Act No. 11313)
No. 442)
Also known as the "Bawal Bastos Law," this law aims to
The Labor Code is the primary law governing
prevent gender-based harassment in both public and
employment relations in the Philippines.
private spaces, including workplaces.
- provides the framework for recruitment, employment
- creating safe and respectful working environments,
conditions, employee benefits, and termination of
free from harassment and violence
employment.
Some important provisions include: 6. The Data Privacy Act of 2012 (Republic Act No.
o Working Hours: Normal working hours - limited to 8 10173)
hours/day, with OT pay for work beyond these This law governs the collection, handling, and
hours Rest Days: at least 24 consecutive hours of protection of personal data in the Philippines. In the HR
rest in every seven-day period. context, it mandates employers to ensure that the
o Termination: lawful grounds for termination, such personal data of employees are protected and handled
as serious misconduct, neglect of duty, and in compliance with privacy regulations.
redundancy. o Employers must secure and protect employees’
o Employee Rights: protections for wages, working personal information
conditions, and the right to form unions o Consent must be obtained for the collection and use
of personal data
2. Anti-Sexual Harassment Act of 1995 (Republic Act
No. 7877) 7. Wage Rationalization Act (Republic Act No. 6727)
This law mandates that workplaces adopt policies to This law provides for the establishment of regional
prevent and address sexual harassment wage boards that set minimum wage rates based on
o Employers must have a policy to prevent sexual factors such as the cost of living and socio-economic
harassment conditions in each region.
o Employers are responsible for creating a - ensure that workers are compensated fairly
harassment-free work environment o Employers are required to pay the minimum wage
3. The Magna Carta for Women (Republic Act No. o Minimum wage laws differ by region
9710) 8. Social Security Act of 2018 (Republic Act No. 11199)
This law mandates non-discrimination and gender This law provides employees with benefits related to
equality in the workplace. It emphasizes the role of sickness, maternity, disability, retirement, and death.
women in the workforce and provides additional - employers are required to contribute to the Social
protection for women employees, including maternity Security System (SSS) on behalf of their employees,
leave and protection from gender-based discrimination. ensuring that workers have access to these benefits.
o Equal Pay for Equal Work: women receive equal o Compulsory Coverage: All employers are required
pay for work of equal value to register their employees with the SSS.
o Contributions are shared between the employer 13. The Solo Parents’ Welfare Act (Republic Act No.
and employee 8972)

9. Philippine Health Insurance Act of 2013 (Republic This law provides special benefits to solo parents,
Act No. 10606) including flexible work schedules, parental leave of
The law mandates that all employees must be covered seven days, and protection from work discrimination.
by PhilHealth, the national health insurance program.
- employers must register their employees and EQUAL EMPLOYMENT OPPORTUNITY (EEO)
contribute to PhilHealth to provide workers with Equal Employment Opportunity Commission (EEOC)
medical benefits Guidelines - enforces federal laws prohibiting
employment discrimination. Employers must avoid
10. Home Development Mutual Fund Law of 2009
practices that disproportionately affect minority groups
(Republic Act No. 9679)
unless those practices are job-related and consistent
Also known as the Pag-IBIG Fund, this law mandates
with business necessity
both employers and employees to contribute to a
savings program that provides housing loans and other Bases for protection:
benefits to employees • Race, ethnic origin, color (including multiracial/ethnic
backgrounds)
11. Occupational Safety and Health Standards (OSHS)
• Sex/gender (including pregnant women and men in
Act (Republic Act No. 11058)
certain situations)
This law requires employers to provide a safe and
• Age (individuals over age 40)
healthy working environment for their employees.
• Individuals with disabilities (physical or mental)
- employers must comply with occupational safety
• Military experience (military status employees and
standards and provide the necessary personal
Vietnam-era veterans)
protective equipment (PPE), training, and safety
• Religion (special beliefs and practices)
measures to prevent workplace accidents and illnesses
• Marital status
o Employers must comply with national standards on
• Sexual orientation
occupational health and safety
o Regular training and risk assessments must be Protected category - a group identified for protection
conducted under EEO laws and regulations
Disparate Treatment - the first type of illegal
12. The Telecommuting Act (Republic Act No. 11165) discrimination occurs with employment-related
This law institutionalizes telecommuting as an situations in which either:
alternative work arrangement. • different standards are used to judge individuals
- allows employees to work from home or any location • the same standard is used, but it is not related to the
outside the office, as long as both the employee and individuals’ jobs
employer agree to such arrangements. Disparate Impact - occurs when members of a
o Employers must ensure that telecommuting protected category are substantially underrepresented
employees receive the same rights, benefits, and because of employment decisions that work to their
compensation disadvantage
o Protections must be in place for telecommuting Nepotism - the practice of allowing relatives to work for
employees regarding hours of work, data privacy, the same employer
and work conditions
Managerial Grid How the court defines discrimination
Impoverished management 1,1 1. Intentional Discrimination or Disparate Treatment
Country club management 1,9 (pr,ppl) - a kind of an unlawful discrimination wherein the
Middle-of-the-road management 5,5 employer makes a gesture that intentionally treats an
Authority-compliance management 9,1 (pr,ppl) individual differently on the basis of some form of
Team management 9,9 criteria
2. Unintentional Discrimination or Disparate Impact
Human Resources Functions - an indirect type of discrimination whereby a policy or
5 Core Functions standard that is work-related gives unequal chances to
1. Compensation and Benefits individuals from various protected groups
2. Recruiting and Staffing
3. Safety and Compliance Equal Employment Opportunity vs Affirmative Action
4. Training and Development EEO - every employment opportunity seeks to
5. Employee Relation guarantee despite his age, color, disability, sex, religion,
national origin or race has an equal chance of
12 Functions and Scope
employment based on his or her qualifications
1. Human Resource Planning
inventory
2. Job Analysis and Design
Affirmative Action - it goes beyond equal employment
3. Recruitment and Selection
opportunity by compelling employers to take certain
4. Orientations and Placement
steps to provide those in the protected group fair
5. Training and Development
chances for employment
6. Performance Appraisals and Job Evaluation
7. Employees and Executive Remuneration
Equal Employment Opportunity Legislation in the
8. Motivation
Philippines
9. Communication
RA 7277- an act providing for the rehabilitation, self-
10. Human welfare
development and self-reliance of disabled persons and
11. Health and Safety
their integration into the mainstream of society and for
12. Industrial Relations
other purposes
Disable persons - those suffering from restriction or
Employment discrimination - the unjust or prejudicial
different abilities, as a result of a mental, physical or
treatment of different categories of people of thing
sensory impairment, which render them unable to
specifically on the basis of their age, race, gender, and
perform an activity in the manner or within the range
religious belief
considered normal for human being

Categories of people protected by EEO Laws Title II Rights and Privileges of Disable Persons
1. PROTECTED CLASSIFICATIONS
Sec. 5- Equal Opportunity for Employment
Categories of people who are lawfully protected
o No disabled person shall be denied access to
against employment discrimination based on their
opportunities for suitable employment. A qualified
age, gender, skin color, ethnicity and physical or
disabled employee shall be subject to the terms and
mental disability
conditions of employment and the same
2. PROTECTED GROUPS
compensation, privileges, benefits, fringe benefits,
Sub-categories of people within each protected
incentives or allowances as a qualified able-bodied
classifications
person
o 5% of all casual, emergency and contractual
positions in the DSWD, Health; Education, Culture
and Sports; and other government agencies, offices
 or corporations engaged in social development shall Act to Regulate the Employment of Women & Children,
be reserved for disabled person. To Provide for Penalties in Violation Hereof, And for
Sec. 6- Sheltered Employment Other Purposes, 1952
Sec. 7- Apprenticeship The act prohibits the employment of women in work
Sec. 8- Incentives for Employees which involves prolonged standing or lifting of heavy
Sec.9- Vocational Rehabilitation objects and (with some exceptions) night work, and
Sec. 10- Vocational Guidance and Counseling provides for rest periods
Sec. 11- Implementing Rules and Regulations (Sec.7). It prohibits discrimination against women in
terms of work and remuneration. It also provides for
Anti-Sexual Harassment Act, 1995- Philippines maternity leave benefits (at least two weeks before and
All forms of sexual harassment in employment, four weeks after delivery but only for the first four
education or training environment are declared deliveries) and requires the establishment of facilities
unlawful (Sec.2) for women and children at the workplace.
Sexual Harassment - a request for sexual favor,
accepted or not, from an employer, employee, Magna Carta for Public Health Workers Act, 1992
manager, teacher, instructor, professor, coach, trainer The Acts grants additional benefits to public health
or other persons who have authority, influence or moral workers, the majority of whom are women, such as
ascendancy over another security of tenure, regulations concerning the normal
hours of work, overtime work, work during rest day and
Two (2) types of Sexual Harassment night shift, and leave and benefits
1. Quid Pro Quo Sexual Harassment
Happens when a manager demands sexual intimacy Local Government Code, 1991
from subordinate or possible a hire in exchange of provides seats for women in all local legislative
employment assemblies or local government units nationwide
2. Hostile Environment
Can take place when unsolicited criticism and action
interfere with the employee’s performance and well-
being or has created a disrespectful or insulting work
environment for the harassed-employee

Wage Rationalization Act, 1989

aims to promote the objective appraisal of jobs on the
basis of the work to be performed and cooperation of
the employers’ and workers’ organization concerned

Women In Development and Nation Building, 1992

State must ensure fundamental equality before the law
and provide women with rights and opportunities equal
to that of men. Gender biases must be removed and a
substantial part of foreign assistance funds are utilized
to support programs and activities for women