Human Resource Management

CHAPTER

1 Introduction

Contents

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1
At the end of this chapter, the students are expected to:

1. recognize the various challenges of managing human resource to-

day;
2. describe the concept of Human Resources;
3. examine the origin and development of Human Resource Manage-
ment; and
4. explain the development and transition of Personnel Management
to Human Resource Management.

Learning Objectives Suggested Instructional Strategies

Break-out Group
(Refer to Experiential Learning Activity #1)

Supplemental Discussion – Ask the students

to visit the following websites:
LO 1: recognize the vari-
ous challenges of man-
aging human resource
today
 http://www.thedecisiveedge.com/blo
g/bid/32638/Setting-Clear-
Expectations-and-Giving-Employees-
Feedback
 http://www.ere.net/2011/05/16/increas
ing-employee-productivity-the-
strategic-role-that-hr-essentially-
ignores/
 http://yourbusiness.azcentral.com/chal
lenges-flat-organizational-structure-
3156.html
 http://changeleadersnetwork.com/fre
e-resources/how-command-and-
control-as-a-change-leadership-style-
causes-transformational-change-
efforts-to-fail

*All links accessed last March 6, 2014.

Discuss the concept being depicted in Figure
LO 2: describe the con-
1 on page 7 of Human Resource Manage-
cept of Human Re-
ment.
sources

2
 Writing Assignment – Reflection Paper
(Refer to Experiential Learning Activity #2)

Classroom Games – Arranging the sequence

of events.

(Refer to Experiential Learning Activity #3)

LO 3: examine the origin
and development of Supplemental Discussion – Ask the students
Human Resource Man- to visit the website
agement http://www.shrm.org/Education/hreducation
/Pages/TheEvolutionofHumanResourceMana
gement.aspx

*All links accessed last March 6, 2014.

Rounds
LO 4: explain the devel- Call students from the class to give his/her
opment and transition of answer on the changes or transition of Per-
Personnel Management sonnel Management to Human Resource
to Human Resource Management.
Management

Learning Objectives Lesson Slide Presentation

The Challenge of
LO 1 Managing Human Slides 4–11
Resource Today
Concept of Human
LO 2 Slides 12–14
Resources
The Origin and
Development of
LO 3 Slide 15
Human Resource
Management
The Transition from
Personnel to Human
LO 4 Slides 16–19
Resource
Management

3
Ask the students to go to the following sites for related topics. Ask them
to write a synthesis or a reflection after reading the content of these
sites:

Changing Employee Expectation

http://www.peoplematters.in/article/2012/01/04/compensation-
benefits/changing-employee-expectations/1505
http://www.thedecisiveedge.com/blog/bid/32638/Setting-Clear-
Expectations-and-Giving-Employees-Feedback
http://abhijeet4800.hubpages.com/hub/Managing-Employee-
Expectations-Are-we-talking-about-employee-satisfaction

Rapidly Changing Technology

http://www.telegraph.co.uk/sponsored/technology/business-
technology/10273332/business-technology-changes.html
http://www.natasha.cc/technologicalchange.htm
http://www.integratedb2b.com/2013/04/14/tech-trends-are-rapidly-
changing-how-to-get-your-employees-up-to-speed/

Emphasis on Increased Productivity

http://www.forbes.com/sites/hbsworkingknowledge/2013/11/25/why
hiding-from-managers-can-increase-worker-productivity/
http://slincs.coe.utk.edu/gtelab/learning_activities/51poue.html
http://www.ere.net/2011/05/16/increasing-employee-productivity-
the-strategic-role-that-hr-essentially-ignores/
http://www.inc.com/eric-v-holtzclaw/secret-to-increased-
productivity-dont-come-to-the-office.html

New Modelity of Employment – Outsourcing

http://www.safeguardworld.com/services-global-employment-
outsourcinghttp://www.informationweek.com/strategic-cio/it-
strategy/outsourcing-why-onshore-vs-offshore-isnt-the-right-
question/d/d-id/1112689
http://www.voanews.com/content/uganda-looks-to-outsourcing-to-
boost-employment/1779126.html

Flatter Organization
http://smallbusiness.chron.com/flatter-organizational-structure-
3805.html
http://yourbusiness.azcentral.com/challenges-flat-organizational-
structure-3156.html
http://www.gwenkinsey.com/listening-in-on-flatter-organization-
challenges/
.

4
http://authenticorganizations.com/harquail/2010/01/15/networks-
and-the-myth-that-flatter-organizations-are-better/
http://blog.meta4.com/?p=1079

Fall of the Command-and-Control Manager

http://jonathangifford.com/command-and-control-management/
http://changeleadersnetwork.com/free-resources/how-command-
and-control-as-a-change-leadership-style-causes-transformational-
change-efforts-to-fail
http://oneffectivemanagement.wordpress.com/2008/03/01/some-
problems-with-command-and-control-management/
http://www.wsa-intl.com/278-this-month-s-articles/command--
control-is-out-engage-create-is-in/
http://humanresources.about.com/od/glossaryh/f/hr_management.
htm

Concept of Human Resources

http://www.yourmomhatesthis.com/human-resource-management/
http://lnu.se/education/exchange-students/courses/2FE520?l=en
http://www.mba-mentor.com/concept-of-hrm
http://accountlearning.blogspot.com/2013/01/concept-and-
meaning-of-human-resource.html

Definition of Human Resource Management

http://www.journals.elsevier.com/human-resource-management-
review/recent-articles/
http://humanresourcesguide.net/what-is-human-resource-
management/
http://www.extension.harvard.edu/courses/human-resource-
management
http://practicehrm.blogspot.com/2009/09/definition-of-muman-
resource-management.html

The Origin and Development of Human Resource Management

http://www.webpronews.com/the-historical-background-of-human-
resource-management-2006-09
http://hr-house.blogspot.com/2010/01/brief-history-of-human-
resource.html
http://www.shrm.org/Education/hreducation/Pages/TheEvolutionofH
umanResourceManagement.aspx
http://www.buzzle.com/articles/history-of-human-resource-
management.html
http://mgmtys.blogspot.com/2010/10/historical-development-of-
human.html

5
 The Transition from Personnel to Human Resource Management
http://www.cengagebrain.co.nz/content/price05484_1844805484_02
.01_chapter01.pdf
http://www.mydearessays.com/news/html/?435.html
http://www.brighthubpm.com/resource-management/77199-
walking-down-the-timeline-of-hr-management-how-has-it-evolved/

*All links accessed last March 6, 2014

1. Break-out Group
Divide the class into small groups composed of 3–4 members and ask
them to prepare synthesis on the topic. Assign a group moderator, a
secretary, and a rapporteur who shall report to the class the output
of the group.

Option 1: Assign each group with different topics, if the coverage of

the subject matter is too long.
Option 2: All groups shall discuss and assess common questions or
expected outcomes.

2. Writing Assignment – Reflection/Synthesis

Require the students to write his/her own brief concept of Human Re-
sources to check the learning they acquired. Limit the discussion in
not more than 100 words.

3. Classroom Games
Divide the class into right and left groups. Briefly describe the activity
and the game mechanics.

Prepare sheets of paper where the events on the development of

HRM are written. Then, distribute a complete set of unarranged
events to each group. Every group should only be given a minute to
read and post the events according to their correct arrangement as
their final answers.

6
True or False: Write T if the statement is true; otherwise, write F if the
statement is false.

_____________ 1. New employees of the decade are categorized under

Generation Y.
_____________ 2. Delayering in business strengthens hierarchical levels of
authority in organizations.
_____________ 3. Workforce then is viewed as cost more than a valuable
organizational resource.
_____________ 4. Human resources of today are characterized as ambi-
tious, demanding, and inquisitive.
_____________ 5. HRM is the effective utilization of human resources to
improve organizational performance.
_____________ 6. Organizations must offer transitional training, outplace-
ment assistance, or extended benefits in times of retrenchment.
_____________ 7. Each organization wants its human resources to in-
crease productivity without increasing costs and compromising quality.
_____________ 8. Due to high cost of labor, the practice of outsourcing
has been a primary option in pooling organizational need for manpow-
er.
_____________ 9. Workforce nowadays is more educated and better in-
formed which requires increased emphasis on coaching rather than
commanding.
______________10. Since most of the human resources nowadays are
“techy” in nature, there will be no need for companies to invest in train-
ing and developing on technology.

1. T
2. F
3. T
4. T
5. T
6. T
7. T
8. T
9. T

7
 10. F

1. Break-out Group
The instructor may use the following to assess the output of each
group (scores may vary).

Criteria Excellent Very satis- Satisfactory

Fair (1)
(4) factory (3) (2)
The synthe-
The synthe- The synthe-
The synthesis sis did not
sis com- sis com-
Content complied comply
plied with plied with
30% with the main with the
all parts of most parts
parts of the main parts
the as- of the as-
assignment of the as-
signment signment
signment
Members
of the
group Most Members of
worked members Some mem- the group
and con- of the bers of the did not
Collabora- tributed group con- group con- contribute
tion consistent- tributed tributed posi- in any posi-
15% ly and positively tively to the tive way to
equally in to the group work the group
a positive group work work
way to the
group work
Presenta-
Presenta-
tion is ex-
tion is or- Presentation Presenta-
tremely
ganized; is somewhat tion lacks
well orga-
synthesis, organized; organiza-
Organiza- nized; syn-
details, ideas are not tion; ideas
tion thesis, de-
and co- presented in are limited
25% tails, and
herence sequence and difficult
coherence
are very to follow
are superi-
good
or
Presenta- Presenta- Presentation Presenta-
Presentation tion is en- tion is clear is straightfor- tion is sim-
(30%) gaging and ward and at ple and lit-
and in- thoughtful times clearly tle creativi-

8
 sightful; presented ty is used
with
thoughts
and sup-
porting de-
tails

2. Writing Assignment – Reflection/Synthesis

Assess the completeness, substance of inputs to the reflection paper,

and organization of thoughts. Assume a perfect score of 100% and a
deduction of 2 points for every incomplete content or irrelevant
thought.

3.Classroom Games

Check the answers of the group and give each correct answer 1
point. The group with the higher score wins the game and shall be
given a perfect score of 100%. On the other hand, losing group gets
a rate of 90%, 80%, or 70%, depending on the group’s performance.