Assignment 9 (Due: September 14, 2009, 13:00hrs)

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

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QUESTION:Interview a personnel/human resource manager on
his concept on the nature, scope and role of human resource management.
Do you agree with him? Explain. Is his concept similar to that of the
management of his organization? If not, ask him how the differences are
settled. (1500 words)

RETORT:
Last time I interviewed Mr. Alexander Solano, the HR Manager of TEFASCO.
THe first thing I ask him is that how it is being a manager of a big company such as TEFASCO?
then he just smiled back and said, "for several years i've been a manager in the HR deparment, its probably difficult"! but its okey because he's well feed and well paid,he added with a laugh
according to him, managing and handling differrent kind of people is really hard, "it's really challenging" he said, "you need a lot of patience".
He then added that handling such task,much ,more he did multitasking or he is being multitasked in TEFASCO, needs an authority,because they have many employees. There are many conflicts Internal and External Issues and consequenses.""There is no Such a perfect company" Mr. Solano said,each has weaknesses and strenghts .Thats why The President and it's boards are making some strategic plans and actions to cope up in every situation and issues they are facing.
As the conversation got deeper, he said "one of the disadvantage of multitasking is the ownership of authority,who should do this,who should do that,would i need to do this, is it under my authority and the conflicts in time and schedule" sometimes [daw] he tends to question because of mutitasking, some assume to do the job that need to be done by him. He also added that the conflict in time and schedule also is an issue because example, like Mr. Solano, he is the Human Resource Manager as well as the Administration representative,when both have the same schedule for meetings and gatherings, it would be hard for him. But for several years he's been a manager he has already stretegies how to cope up in that situation.
TEFASCO has been operating it's shipments for 33 years. it had laid down its solid foundation on the ground and is still preparing it's uphill battle in its economical field in the coming years. It keeps on growing and booming..that's a big proof that they have a strong Human Resource Management.
DO You Agree with him?
- I should say that i agree with him. hes in that position for several years and i think that would be enough for me to trust him. because such a big company as TEFASCO entrusted that position for him, why should i not.i can say that Mr. Alexander Solano is a reliable and a trust worthy man.
i can say that all he stated are true in every situation in a company.
having a solid company needs a solid human resource department because it operates and controls every situation in a company.and TEFASCO is one of the most progressible company here in DAvao. so it means that their HR departmet is keeping on fulfilling it's missions, vissions and goals with sucess.


~FIN~

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)




I have decided to interview Mr. Carlito S. Llano, the Human Resource Manager of my adopted company which is the LYR Marketing since I certainly know that he could share to me a lot of informations and his knowledge regarding human resource management. He is in the business for many years and has been a professor that's why I know that he can share to me according to what he learned and experienced.

Summing up all of the things he shared to me from the time I first interviewed him up to the time I asked him things merely on what are the human resource management role, scope and nature. I may say that human resource management includes the processes and practical techniques involved in managing people(workforce) in an organization. These normally refer to the relationship between management and workers and the behavior of workers in companies.

According to what I understood from the things Mr. Llano had shared to us, human resource management has two main goals. First of which is to effectively make use of the talents and abilities of employees which are related to the implementation of strategies directed towards creating and sustaining competitive advantage. And second is to enable employees to agree about the objectives and nature of their working environment and ensure them with their compensation and benefits he or she would receive for them to successfully accomplish their assignments.

Among the roles of a HR manager comprises planning and organizing for work and people, people acquisition and development, and administration of policies, programs and practices. Disciplinary procedures as well as procedures for recognizing employee for exemplary work also fall under the responsibilities of a human resource manager.

His concept is similar to that of his organization in which they give great value and importance to their greatest asset- their employees. They are willing to give and are bound to give more for their employees for they are the ones who had shared their talents and knowledge for the company. I agree with these concepts in that the main concerns are for the people who individually and collectively contribute to the achievement of the objectives of an organization. The benefits and compensations they acquire from being a member of the workforce gives them a greate usefulness, self-confidence, and respect from their fellow citizens as well s workers.

I talked to my brother-in-law last week about the HR thing inside their company. He is the Manager in their LENDING COMPANY which is the RENMAR LENDING CORPORATION in TAGUM CITY. He's answers were substantial considering the fact that he is facing the HR handbook of their company hehe . So here are his answers.

NATURE:

• Personnel management includes the function of employment, development and compensation- These functions are performed primarily by the personnel management in consultation with other departments.It is an extension to general management. It is concerned with promoting and stimulating competent work force to make their fullest contribution to the concern. It exists to advice and assist the line managers in personnel matters. Therefore, personnel department is a staff department of an organization. It lays emphasize on action rather than making lengthy schedules, plans, work methods. The problems and grievances of people at work can be solved more effectively through rationale personnel policies. It is based on human orientation. It tries to help the workers to develop their potential fully to the concern. It also motivates the employees through it’s effective incentive plans so that the employees provide fullest co-operation. Personnel management deals with human resources of a concern. In context to human resources, it manages both individual as well as blue- collar workers.


SCOPE:


The scope of HR in RLC:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

ROLE:

1.Human Capital Steward. Acts as a guide and facilitator in partnership with employees with the aim of achieving the highest return possible on a company’s human capital investments. Compare: Skandia Navigator
2.Knowledge Facilitator. Facilitates both knowledge capital (held in explicit and implicit sources) and knowledge flows. Compare: Knowledge Management (Collison & Parcell)
3.Relationship Builder. Manages relationships between individuals and groups both internal and external to the organization to enhance social capital across the total value chain. Compare: Dimensions of Relational Work
4.Rapid Deployment Specialist. Takes responsibility for the development of flexible human capital resources with an emphasis on adaptability, tolerance




* The manager told me that his concept about the roles, scope and nature of HR is similar with its organizational concept. He may not be the manager in their HR department but he agrees on their corporation's concept.

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.

The human resources are multi­dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view­point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

Human Resource Manage­ment: Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

* It is pervasive in nature as it is present in all enterprises.
* Its focus is on results rather than on rules.
* It tries to help employees deve­lop their potential fully.
* It encourages employees to give their best to the organization.
* It is all about people at work, both as individuals and groups.
* It tries to put people on assigned jobs in order to produce good results.
* It helps an organization meet its goals in the future by providing for competent and well-moti­vated employees.
* It tries to build and maintain cordial relations between people working at various levels in the organization.
* It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo­mics, etc.

Human Resource Manage­ment: Scope

The scope of HRM is very wide:

1. Personnel aspect-This is con­cerned with manpower planning, recruitment, selection, place­ment, transfer, promotion, train­ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni­ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.

One very important trend in the recent times has been the growth of human resource outsourcing. HR outsourcing is the outsourcing of peripheral but necessary administrative tasks such as payroll, benefits, education/training, recruiting personnel, administration, to realize economies of scale and achieve standardization of services.

Rapidly changing market dynamics and global competitive pressures have caused organizations to spend more time focusing on their core business. Organizations are fast realizing that they can't be all things to all people. So companies now, be it a software company, a service provider or a manufacturing firm, decide what they are good at and outsource everything else, i.e., focus on their core competency, and let someone else do the rest in a more efficient and cost-effective manner.

As a result, human resources outsourcing is becoming increasingly prevalent. The number of companies outsourcing HR activities continues to rise, and the scope of outsourced HR activities continues to expand. HR outsourcing can happen in HR functions, like payroll administration (producing checks, handling taxes, dealing with sick-time and vacations), employee benefits (Health, Medical, Life insurance, Cafeteria, etc), human resource management (hiring and firing, background interviews, exit interviews and wage reviews), risk management, etc. Outsourcing has become a common response to manage people and technology resources strategically, enhance services, and manage costs more effectively.

Outsourcing noncore activities allows HR professionals to move away from routine administration to a more strategic role. The organization can focus on higher value-added activities while the outsourcing provider takes care of the day-to-day administration. Critical internal resources, such as technology and talent, can be devoted to company's core business. Outsourcing reduces the need for large capital expenditures in noncore functions. Thus, outsourcing becomes a strategy for reducing the capital intensity of the business. This strategy has gained popularity as companies aim to become more nimble and gain the speed and flexibility necessary to compete in today's business environment. A growing number of executives understand the benefits it can bring in terms of not only cost savings, but also heightened strategic focus. Many recognize outsourcing relationships as long-term partnerships created to further the strategic goals of the organization.



Role of Human Resource

Some industry commentators call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management.

In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself.

The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.
Strategic Partner

In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.

The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

Idea:

Nature - to the nature of human resource base on what above said, well all i can say is nature is just like the resources that are available. Above, it say's bonding up all together all the available resources or the nature to make it work as one. So, in that i am in favor of that as what it means. In binding up all the resources it needs it should apply also or consider the rules, the benefits and etc. in order to satisfy the needs of the workers in the company. It just like giving the best for the customer and the workers of the company plus the benefits of the growing company. agree!!

Scope - to the scope of the human resource as what it say's above, in my opinion the scope means the area or the limitations of area you should be handle,it means that you should know the scope of your company in order to make it runs smoothly. In the personnel part, it include the recruitment process, man power, placement ,promotion and etc those thing belongs to the part of it. The second was the, welfare aspect, includes the canteens , working place , housing , medical assistant to the employees and etc. The third part was the industrial union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.
agree!

Role - to the role of the human resource, as what in my mind "it is all about planning" what is the best in the company, where it will hold or go in the future . Role means the what is your company does, the companies purpose the role of it why it was established to what is the goal of it the mission of the company. Another important thing was the growing up of the company ! agree!!

source:

http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370

http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm

http://www.coolavenues.com/know/hr/shraddha_1.php3

Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

* It is pervasive in nature as it is present in all enterprises.
* Its focus is on results rather than on rules.
* It tries to help employees deve­lop their potential fully.
* It encourages employees to give their best to the organization.
* It is all about people at work, both as individuals and groups.
* It tries to put people on assigned jobs in order to produce good results.
* It helps an organization meet its goals in the future by providing for competent and well-moti­vated employees.
* It tries to build and maintain cordial relations between people working at various levels in the organization.
* It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo­mics, etc.

Scope

The scope of HRM is very wide:

1. Personnel aspect-This is con­cerned with manpower planning, recruitment, selection, place­ment, transfer, promotion, train­ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni­ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.

Human resource management has a lot of scope in future market by different ways.
New business strategies that require more teamwork to survive to serve and to succeed, organizations need to accomplish goals. The market needs to rely on teams of workers. Teams mean diverse workforces whether as a result of drawing from the most talented or experienced staff or through deliberately structuring diversity to stimulate creativity.

Market need Human resource for found that only through work team can they execute newly adopted strategies stressing better quality, innovation, cost control or speed.
Human resource management empowerment of lower level workers increased autonomy and responsibilities. And ability to attract and retain top talent. Teams also facilitate innovation by bringing together experts with different knowledge bases and perspectives. Such as in concurrent engineering a design process that relies on teams do expert from design manufacturing and marketing.

Young and old male and female encourage and do better and less well education these are just some of the dimensions along which team members may differ. Coordinating team talents to develop new products. Better customer services or ways of working more efficiently is a difficult yet essential aspect of business strategy. Human resource management indeed have a good scope in marketing for future and the market will increase their profit by human resource.

Role

The human resource function has gone from the traditional hire and fire role to a strategic partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as is the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to put this is that the human resource management needs to provide a high return on the business’s investment in its people. This makes it a highly complex function – because it deals with not just management issues but human ones as well.

These 2 polarities are not always easy to balance and the human resource managers specifically try to maximize output from employees by instituting various schemes and policies. The following are some of the functions handled by the human resources team.

Handle compensation and rewards:–

Human resources are responsible for tying incentives and rewards to certain positions and roles in order to maximize performance levels. This is a strategic thinking task because it affects every single person in the organization and has to be planned separately for each position, depending on level, department and goals. Some jobs need to be more goal driven, such as sales so salary can be basic but commission can form the bulk of the remuneration, leading to more incentive to work effectively and close sales. Some firms tie top management’s salary to stock price but this can be risky. It is up to human resources to structure this important aspect to everyone’s satisfaction.

Recruitment:–

Another important task handled by the human resource function is the selection and retention of employees. If the right type of employees does not enter the organization, its days are numbered, because people drive almost any type of organization towards success.

Performance management:–

Regular, balanced and systematic appraisals must be administered consistently in order to evaluate the performance of each individual in the organization. This allows human resources to pinpoint the weaknesses of an individual’s work style and the strengths. They can then share this information with the employee in order to affect a change in performance. This in turn will lead to more productivity and potentially better returns on human investment.

Point of contact:–

The human resource personnel form the point of contact for an employee with any type of difficulty or query about their remuneration or other aspects of employment with the business. It is essential for someone to be available to answer questions and provide guidance. This communicates to the employee that the business cares about his or her concerns and is available to address them.

Employee expectations:–

The human resources function fulfills a very important ‘soft skill’, unspoken task – that of balancing employee expectations and the organization’s expectations. Both need to be addressed and aligned for a business to be successful and one with satisfied employees. Only a content and motivated employee will deliver good work, so it is the job of human resources to keep track of the expectations of the employee and those of the organization to ensure both are met simultaneously.

I am agree with him and honestly, I dont have any reaction regarding all those informations becauseit's helps me to understand more the concept of human resource management and I learned a lot.!

Reference:
http://www.blurtit.com/q636223.html
http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370
http://ezinearticles.com/?What-Role-Does-Human-Resource-Management-Play-In-A-Business?&id=563848

Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.

The human resources are multi­dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view­point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

Human Resource Manage­ment: Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

* It is pervasive in nature as it is present in all enterprises.
* Its focus is on results rather than on rules.
* It tries to help employees deve­lop their potential fully.
* It encourages employees to give their best to the organization.
* It is all about people at work, both as individuals and groups.
* It tries to put people on assigned jobs in order to produce good results.
* It helps an organization meet its goals in the future by providing for competent and well-moti­vated employees.
* It tries to build and maintain cordial relations between people working at various levels in the organization.
* It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo­mics, etc.


Human Resource Manage­ment: Scope

The scope of HRM is very wide:

1. Personnel aspect-This is con­cerned with manpower planning, recruitment, selection, place­ment, transfer, promotion, train­ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni­ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.



reference:
http://www.mbaboleto.com/Core%20Roles%20In%20Human%20Resource%20Management.pdf

Last time, in our visit with the DMSF, we intervied Ms. Phoebie the Human Resourse Manager of the company and she discuss the role, scope, and the nature of Human Resource.

Role of Human Resource

The greatest role of HR is to give credit to the manpower. To give them ample treatments and benefits. To answer their needs, in times of crisis.


Human Resource Management Nature


Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multi¬dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view¬point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Human Resource Management Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settle¬ment of disputes, etc.


Human Resource Management Functions


In order to achieve the above objectives, Human Resource Management undertakes the following activi¬ties:

1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
9. Collective bargaining, contract negotiation and grievance hand¬ling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by pro¬viding incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled.





We will first define the meaning of Human resource management
Human resource management is resource-centred activity providing and deploying human resources catering to management needs. It is aligned to management interest being a management activity. Demand rather than supply is the focus of the activity. HRM emphasised on planning, monitoring and control. Human resources issues and problem solving is undertaken with other members of the management. Management of human resources is similar to other aspect of management in the organisation and an integrated part of it.

As we interview the human resource personnel of DLPC (Davao Light Power Company) she narrates the following:

Nature of Human Resource Management
1.Ogranisations is the people who manage.
2.HRM involves acquisitioning, developing, maintaining
3.Decisions relating to employees must be integrated.
4.Decisions made must influence the effectiveness of an organisation.
5.HRM functions are confirmed to Non-business organisation also.
1.Ogranisations is the people who manage.
2.HRM involves acquisitioning, developing, maintaining
3.Decisions relating to employees must be integrated.
4.Decisions made must influence the effectiveness of an organisation.
5.HRM functions are confirmed to Non-business organisation also.


Scope of Human Resource ManagementProspects

• Industrial Realization
  Remunation
  Motivation
  Maintenance
  Nature of HRM
  Employee Hiring

Role of Human Resource Management•To assist employees in achieving their personal goals, these goals enhance the individual’s contribution to the organisation.
•To maintain the department’s contribution at a level appropriate to the organization's needs
•To recognize the role of HRM in bringing about organizational effectiveness.
•To be ethical and socially responsible to the needs and challenges of the society.
•Minimizing the negative impact of such demands on organisation.


Reflection:
In my own opinion, the scope, role and nature of the Human resource management of DLPC is good, because the coincide with each other in order to have a firm way ofmanaging,
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Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Personnel and HR managers develop and implement policies regarding employment and working conditions. They are also involved in hiring new staff.
Function of HR manager and Personnel manager

Personnel Manager
-The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees.

Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well.

One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook.

Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company.

This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available.



Human Resources Manager

The current business and legal climate have changed both the function and the status of the human resources manager in many organizations. Employers worry about frequent or expensive legal claims by employees, particularly in relation to discrimination and downsizing. At the same time, hiring, training, and keeping skilled employees has become a priority for businesses concerned about their competitiveness. As a result, the professional expertise required for the human resources function has increased.

The current business and legal climate have changed both the function and the status of the human resources manager in many organizations. Employers worry about frequent or expensive legal claims by employees, particularly in relation to discrimination and downsizing. At the same time, hiring, training, and keeping skilled employees has become a priority for businesses concerned about their competitiveness. As a result, the professional expertise required for the human resources function has increased.


What personnel / HR managers do?
• organize and co-ordinate the recruitment and selection of new staff
• design and implement staff appraisal systems and develop effective training policies
• advise general managers on disciplinary issues
• monitor employment legislation
• advise senior management on pay and conditions, retention rates and business policy affecting employee relations
• keep up to date with best practice in recruitment and selection
• Maintain staff records.
It is very necessary to train the HR and Personnel manager in order to have a productive management.

Training to be a personnel / HR manager
It is possible to join an organization on a graduate training scheme as a human resources trainee. Otherwise, new graduates can study for an HR qualification through the Chartered Institute of Personnel and Development.


The scope of Human resource and Personnel management include:

- Personnel Management and administration
- Industrial management
- Manpower management
- Organizational management
- cordial employee relations.






Reference:
http://www.hrpolicyanswers.com/xstore/catalog/HUMAN-RESOURCES-MANAGER-Writing-and-Decision-Making-Kit-p-31.html
http://www.get.hobsons.co.uk/advice/management-hr-manager

Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Human resource management is one of the most populer decipline as the days are becoming more and more competitive you need to have the best possible people. apart from hiring retaining and getting the best productivity,industrial relations,compensation,performance appraisal are the specialised aspect and unlike old time it can not be handled by any manager. you need to have a well equipped Human resource department headed by a very senior HR professional.today HRM is as importantas Finance or Marketing and operation

Human Resource Manage­ment: Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:


It is pervasive in nature as it is present in all enterprises.
Its focus is on results rather than on rules.
It tries to help employees deve­lop their potential fully.
It encourages employees to give their best to the organization.
It is all about people at work, both as individuals and groups.
It tries to put people on assigned jobs in order to produce good results.
It helps an organization meet its goals in the future by providing for competent and well-moti­vated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization.
It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo­mics, etc.

Human Resource Manage­ment: Scope

The scope of HRM is very wide:

Personnel aspect-This is con­cerned with manpower planning, recruitment, selection, place­ment, transfer, promotion, train­ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.

Welfare aspect-It deals with working conditions and ameni­ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

Industrial relations aspect-This covers union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.

Human Resource Management: Role

Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.

Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.

Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.

Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.

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Interview a personnel/human resource manager on his concept on the nature, scope and role of human resource management. Do you agree with him? Explain. Is his concept similar to that of the management of his organization? If not, ask him how the differences are settled. (1500 words)

Short-live discussion....

In justifying this view, I had interview an HRM personnel and act as the head of the HRM department in the LGU of Tagum city. Due to the fact that the Human Resource was built through the idea of protecting and giving the right benefits among its people and especially conerning the employees.

Now, the appoint question is?
What could be her concept on the nature, scope and the role of the human resource in the management?

She just siplmy answer "Of cource to the whole functions of the management and especially to give the suitable benifits among our employees."

Why?
Because subdue to the task and duties of the office, we are reliable enough in giving the proper benefits to out employees and among the people living here in the tagum specifically and maybe the other HR department in different sectors will do the right thing.

In this role, the HR management served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself.

In addition, the role of the HR mangement must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.

Continue with the conversation she added the:

Employee Advocate

As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.

Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.

In this role, the HR manager provides employee development opportunities, employee assistance programs, gainsharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

Through this discussion and brief orientation, I can agree with her, because as what Human Resource Management intended to be and then it will actually acted and mandated among peoples rights and benefits.

Discussion ended....
thank you..!

Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.

The human resources are multi­dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view­point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.

Human Resource Manage­ment: Nature

Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

* It is pervasive in nature as it is present in all enterprises.
* Its focus is on results rather than on rules.
* It tries to help employees deve­lop their potential fully.
* It encourages employees to give their best to the organization.
* It is all about people at work, both as individuals and groups.
* It tries to put people on assigned jobs in order to produce good results.
* It helps an organization meet its goals in the future by providing for competent and well-moti­vated employees.
* It tries to build and maintain cordial relations between people working at various levels in the organization.
* It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo­mics, etc.



Human Resource Manage­ment: Scope

The scope of HRM is very wide:



1. Personnel aspect-This is con­cerned with manpower planning, recruitment, selection, place­ment, transfer, promotion, train­ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni­ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela­tions, joint consultation, collec­tive bargaining, grievance and disciplinary procedures, settle­ment of disputes, etc.



Human Resource Manage­ment: Objectives

To help the organization reach its goals.

To ensure effective utilization and maximum develop­ment of human resources.

To ensure respect for human beings. To identify and satisfy the needs of individuals.

To ensure reconciliation of indivi­dual goals with those of the organization.

To achieve and maintain high morale among employees.

To provide the organization with well-trained and well-motivated employees.

To increase to the fullest the employee’s job satisfaction and self-actualization.

To develop and maintain a quality of work life.

To be ethically and socially res­ponsive to the needs of society.

To develop overall personality of each employee in its multi­dimensional aspect.

To enhance employee’s capabi­lities to perform the present job.

To equip the employees with precision and clarity in trans­action of business.

To inculcate the sense of team spirit, team work and inter-team collaboration.

Human Resource Manage­ment: Functions

In order to achieve the above objectives, Human Resource Manage­ment undertakes the following activi­ties:

1. Human resource or manpower planning.
2. Recruitment, selection and place­ment of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organiza­tional relationship.
9. Collective bargaining, contract negotiation and grievance hand­ling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by pro­viding incentives.
13. Reviewing and auditing man­power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.

# Quality Circle, Organization development and Quality of Working Life.


http://francesrita.wordpress.com/2009/08/25/business-maker-academy/

The nature of Human Resource Management Roles


Human Resource Management: Definition


Human Resource Management: Evolution

Human Resource Management: Nature

• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology, economics, etc.

Human Resource Management: Scope

The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Human Resource Management: Beliefs

The Human Resource Management philosophy is based on the following beliefs:
• Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent.
• A healthy climate with values of openness, enthusiasm, trust, mutuality and collaboration is essential for developing human resource.
• HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization.
• Employees feel committed to their work and the organization, if the organization perpetuates a feeling of belongingness.
• Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs.
• Employee commitment is increased with the opportunity to dis¬cover and use one's capabilities and potential in one's work.
• It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates.

Human Resource Management: Objectives

• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in trans¬action of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.

Human Resource Management: Functions

In order to achieve the above objectives, Human Resource Management undertakes the following activities:
1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organizational relationship.
9. Collective bargaining, contract negotiation and grievance handling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by providing incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.

Human Resource Management: Major Influencing Factors

In the 21st century HRM will be influenced by following factors, which will work as various issues affecting its strategy:
• Size of the workforce.
• Rising employees' expectations
• Drastic changes in the technology as well as Life-style changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Impact of new economic policy. Political ideology of the Govern¬ment.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.

Sources:
http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function



My Blog: http://brian-takealook.blogspot.com/

Human Resource Management



Nature of Human Resource Management


Scope of Human Resource Management

The scope of HRM is very wide:

Role of Human Resource Management

Strategic Partner

Employee Advocate


Change Champion



Sources
http://en.wikipedia.org/wiki/Human_resource_management
http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm
http://www.blurtit.com/q636223.html
http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives and-Function&id=2658370
http://humanresources.about.com/od/hrbasicsfaq/a/hr_role.htm


mY bLog:http://stihlyn.blogspot.com/

Nature, Scope, and Role of Human Resource Management

http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370

Role of HRM
developed by Dave Ulrich, defines 4 fields for the HRM function:

* Strategic business partner
* Change management
* Employee champion
* Administration
http://en.wikipedia.org/wiki/Human_Resources_Management

His/her concept
These I will discuss are according to Ms. Jane Lee who is a consultant for Davao Light and Power Company and the former supervisor of the said company. According to Ms. Lee Human Resource is a very important part of every company. Without the department it would not be possible for the company to run well or would not actually run at all. Human resource Management refers to the administration of the people fro them to function well in the company. Ms. Lee said that the company have useful training for their employees appropriate for the job description they will get into.

Do you agree with him or her?
I do agree with the concept which Ms. Lee had conveyed to us. Human Resource Management is important for every company for it will be the one to administer the employee functions for the company.

blog link for this post:
http://xiibee.blogspot.com/2009/09/hrm-assignmnet-9.html
[font=Arial Black]

Human Resource Manager

Employees in this job function, as professional human resource managers, direct the work of professional staff. The employee, under general or administrative supervision, works within general methods, procedures, and exercises considerable independent judgment to select proper courses of action. The work requires knowledge of the policies, procedures, and regulations of personnel management and human resources development programs, and supervisory techniques, personnel policies, and procedures.

Human Resources Manager will be responsible managing the human resources function for a growing next-generation message switch company. This hands-on role will include: staffing, compensation, benefits, employee relations, performance management, policy administration and compliance. In this role you will be Designing and implementing HR strategies and plans that meet business priorities and deliver high quality programs that result in improved performance and retention that are required within a dynamic organization.

This is a leadership position where the candidate is expected to take personal accountability for the deliverables and work closely with management on the delivery of milestones.

Source: http://www.tervela.com/content1158


The Role of Human Resource Management in Risk Management


Human resources have two roles in risk management. First, people are a source of risk, e.g., shortage of employees, people doing sloppy work, an employee refusing to take on additional responsibility, or a key employee leaving two months after completion of a one-year training program. Second, people are important in handling risk, e.g., people using their ingenuity to solve unexpected problems, employees going the extra mile for the good of the organization, a key employee redesigning her own job to avoid unnecessary delays in getting work done, or an employee persuading a talented friend to apply for a position in the business.

Human resources include more than regular full-time employees. They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees.

Human resources play important roles in farm businesses of all sizes. Orientation and training matter as much for one employee as for 20 employees. A business with just two people can have serious conflicts that jeopardize the business’ continuity and success. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.

Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk. Risk management has paid little attention to human resources and human resource calamities such as divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families. Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals. Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned.
Smaller family businesses do not escape the impact of people. In these businesses, as in larger businesses, people are a source of risk and are important to the business’ ultimate success or failure. Overdependence on family members for management and labor negatively affects family business effectiveness and efficiency. A family may have highly talented people in one management or labor area but fall short in another area. Confronting human resource risk may take the family business outside its usual boundaries to fill critical labor and management gaps.

Source: http://www.extension.org/pages/The_Role_of_Human_Resource_Management_in_Risk_Management


Human Resource Management Nature


Human resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization.
The human resources are multi¬dimensional in nature. From the national point of view, human resources may be defined as the knowledge, skills, creative abilities, talents and aptitudes obtained in the population; whereas from the view¬point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitudes of its employees.
Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. The various features of HRM include:

• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees deve¬lop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent and well-moti¬vated employees.
• It tries to build and maintain cordial relations between people working at various levels in the organization.
• It is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, econo¬mics, etc.
Human Resource Manage¬ment Scope
The scope of HRM is very wide:
1. Personnel aspect-This is con¬cerned with manpower planning, recruitment, selection, place¬ment, transfer, promotion, train¬ing and development, layoff and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and ameni¬ties such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management rela¬tions, joint consultation, collec¬tive bargaining, grievance and disciplinary procedures, settle¬ment of disputes, etc.


Human Resource Manage¬ment Functions


In order to achieve the above objectives, Human Resource Manage¬ment undertakes the following activi¬ties:

1. Human resource or manpower planning.
2. Recruitment, selection and place¬ment of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to another.
6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for organiza¬tional relationship.
9. Collective bargaining, contract negotiation and grievance hand¬ling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all levels.
12. Developing and maintaining motivation for workers by pro¬viding incentives.
13. Reviewing and auditing man¬power management in the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and Quality of Working Life.


Source: http://ezinearticles.com/?Human-Resource-Management---Nature,-Scope,-Objectives-and-Function&id=2658370