HUMAN
RESOURCE
MANAGEMENT
Lesson 1
Agenda
Human Resource Management Definition
History of Human Resource
Labor Code of the Philippines
Civil Service Commission
Challenges faced by Human Resources
Human Resource Management
• Human Resource Management (HRM) is a
strategic approach to managing employees to
achieve organizational goals, encompassing
activities like recruitment, training, compensation,
and employee relations, all aimed at maximizing
employee performance and fostering a positive
work environment.
History of HRM in the Philippines
Resource Management (HRM) in the Philippines would
detail the evolution of HR practices from the pre-Spanish
era through the American colonial period, Martial Law, and
into the modern era, highlighting key changes like the
introduction of merit-based systems under American rule,
the rise of unionism, and the formalization of personnel
management post-war, with significant impacts from
political and economic landscapes throughout the
country's history;.
Pre-Spanish Era:
∙ Lack of formal management
structures
∙ Primarily based on family
and community ties
∙ No concept of modern HR
practices
Spanish Colonial Period:
∙ Implementation of
merit-based civil service
system
∙ Development of basic
personnel management
practices
∙ Emergence of labor unions
American Occupation:
∙ Implementation of
merit-based civil service
system
∙ Development of basic
personnel management
practices
∙ Emergence of labor unions
Post-World War II:
∙ Establishment of formal
personnel departments in
companies
∙ Increased emphasis on
employee training and
development
∙ Growth of professional HR
associations
Martial Law Era:
∙ Restrictions on labor unions
and strikes
∙ Centralized control over
workforce management
∙ Focus on stability over
employee rights
Post-Marcos Era:
∙ Decentralization of
government and HR practices
∙ Increased focus on
accountability and efficiency
∙ Adoption of modern HRM
principles like performance
management and employee
engagement
Impact of Philippine Labor Code:
The Philippine Labor Code
significantly impacts workers by
guaranteeing their rights, ensuring
fair treatment, and promoting a stable
work environment. It ensures job
security for regular employees, the
right to unionize, and access to
social, health, and welfare benefits.
The Philippine Labor Code 2024 regulates
employment practices, ensuring fair treatment
and worker protection. It covers various
employee types, including regular, project, and
casual workers, and outlines key provisions like
minimum wage, working hours, leave
entitlements, and termination rules
Here's a breakdown of the key
impacts:
Guaranteed Rights and Security of Tenure:
Benefits:
It protects regular
The Labor Code
provides a framework for employees from
fair wages, working arbitrary termination,
hours, and benefits such requiring employers
as paid leave, overtime to have just cause for
pay, and social security dismissal.
contributions.
Right to Unionize:
Workers have the right to form
or join unions to collectively
bargain with employers for
better working conditions and
wages.
Job Security:
The Labor Code aims to prevent the
abuse of temporary or contractual
employment arrangements, aiming to
improve job stability.
Promoting a Fair Social and Welfare Benefits
Workplace:
The Labor Code
Employers are obligated to
aims to prevent provide statutory benefits,
exploitation and which are mandatory benefits
ensure a fair and
safe working
like paid annual leave, parental
environment for all leave, worker's compensation
employees. insurance, and paid sick leave,
among others
Labor Relations:
The Labor Code plays a crucial role in shaping a fair and
equitable work environment by providing clear guidelines
for employment practices
Employer Responsibilities:
The Labor Code outlines the obligations of
employers, including proper record-keeping,
compliance with labor standards, and the
payment of wages and benefits on time.
Challenges faced by HR
professionals:
HR professionals face numerous
challenges, including attracting
and retaining talent, ensuring
employee engagement and
well-being, managing diverse
teams, navigating regulatory
compliance, and adapting to
technological changes.
Here are some of the most common
challenges:
Talent Acquisition and Retention:
∙ Attracting Top Talent: In a competitive job market, finding and
attracting skilled employees is difficult.
∙ Employee Retention: High employee turnover rates are a major
issue, with HR professionals needing to implement strategies to keep
employees engaged and motivated.
∙ Leadership Development: Nurturing and developing future leaders is
a critical strategic initiative that requires careful planning and
execution.
∙ Compensation and Benefits: Designing and managing competitive
compensation and benefits packages while staying within budget can
Employee Engagement and
Well-being:
Engagement: Maintaining high levels of employee engagement is
crucial for productivity and company success.
Well-being: Supporting employee mental health and well-being in
a fast-paced work environment is a growing concern.
Diversity and Inclusion: Fostering an inclusive and diverse
workplace that respects different backgrounds and experiences
can be challenging.
Compliance and
Legal Matters:
∙ Regulatory Compliance: Keeping
up with constantly evolving labor
laws and regulations is essential.
∙ Performance Management:
Managing employee performance
and addressing performance issues
effectively can be challenging.
Other challenges:
Managing Change:
Technological
Implementing and managing
Advancements: Keeping
organizational changes can
up with new HR
be a difficult process that
technologies and leveraging
requires effective
them effectively can be a
communication and
significant challenge.
employee buy-in.
Role of the Civil Service
Commission:
The Civil Service Commission
(CSC) in the Philippines, a
constitutional body, plays a crucial
role in overseeing the civil service,
promoting a merit-based system,
and ensuring efficient, effective, and
ethical public service, overseeing
everything from hiring to personnel
management and disciplinary
actions.
Core Functions and Responsibilities:
Merit System: Civil Service Examinations:
The CSC's primary mandate is to ensure The CSC conducts and controls
that the civil service is based on merit and civil service examinations to
competence, promoting an efficient and determine eligibility for
effective public service. government employment,
ensuring that appointments are
based on qualifications.
Appointment and
Recruitment:
Personnel Management:
The CSC is responsible
for streamlining and
standardizing recruitment The CSC has oversight of personnel
and appointment matters, including promotions,
processes, ensuring fair demotions, and other personnel actions,
and transparent aiming for a competent and stable
procedures. workforce.
Training and Development:
The CSC promotes human
resource development
programs to enhance the skills
and competencies of
government employees.
Employee Organizations:
The CSC plays a role in the recognition
and regulation of employee
organizations, supporting their right to
organize and bargain collectively.
Administrative Cases:
The CSC serves as the
adjudicating body for
administrative cases in Integrity and Ethical
the civil service, Practices:
ensuring accountability The CSC actively
and upholding the promotes ethical conduct,
principles of good integrity, and public
governance. accountability within the
civil service.
Advisory and Consultative
Function
The CSC provides guidance,
advice and consultation to
government agencies on matters
related to human resource
management.
Key Policies and Initiatives:
Citizen's Charter and Feedback
Mechanism: Merit and Reward System:
The CSC encourages The CSC implements measures
government agencies to to strengthen the merit and
implement Citizen's Charters and reward system, ensuring that
feedback mechanisms to improve
public service and address citizen government employees are
concerns. appropriately recognized for their
contributions.
Flexible Work Arrangements:
The CSC encourages agencies to
adopt flexible work arrangements to
improve employee work-life
balance and productivity.
Equal Opportunity Principle (EOP):
The CSC enforces the EOP in recruitment and
appointment processes, promoting fairness
and ensuring that all individuals have equal
opportunities based on merit and competence,
irrespective of factors such as gender, religion,
ethnicity, or political affiliation.
Search for Outstanding Government Workers:
The CSC conducts an annual search to recognize and promote
excellence and integrity in government service, inspiring others to
uphold public service standards.
In summary, the Civil Service Commission
is the central personnel agency of the
Philippine government, tasked with
ensuring a competent, efficient, ethical,
and merit-based civil service for the
benefit of the public.
Thank you
