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Human Resources Management

Three Major Responsibilities of HRM Strategies of HR Planning Equal Employment Opportunity Employment Discrimination

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Group # 4 Pamela Rose Banal

Human Resources Management

The trend in both public and private sectors in the Philippines following the western organizations is the use of the term human resources management either to supplant or to subsume personnel management. Human resources management is the art and science of acquiring, motivating, maintaining and developing people in their jobs in light of their personal, professional, and technical knowledge, skills, potentialities, needs and values and in synchronization with the achievement of individual, organization and societys goals. The process implies the five function of management which are planning, organizing, staffing, directing and controlling. Human resources management deals only with people so that they can manage the other resources within their domain of responsibility efficiently and effectively.

A Paradigm of Human Resources Management

Job Organization and Acquisiti Maintenan Developme Research on Human Resources J OBS

Peopl Knowledge Skills Attitudes Potentialities Needs values

The acquisition or procurement function starts with the planning of human resources in relation to available jobs. The quantity and quality of the present staff guides the organization in determining how many more or how many less is needed and how good the work force is. This phase also consist of knowing the demand and supply of this resource and integrating it into the strategy of acquiring more or retrenching the force in light of the organization needs and goals. This phase includes recruitment, screening, selection, and placement of employees. The maintenance function comprises motivation, compensation administration, rewards and sanctions, performance evaluation, benefits, services, maintenance of discipline and working conditions that are necessary for worker retention. Industrial relations which to some extent may also in the rubric of development function, is a very important phase of this function.

The development function includes training and education that aim to upgrade knowledge and skills and improve attitudes of both the managers and the rank and file. It also includes career planning and counseling which assists the individual path his growth and development in light of his and organizations needs and values and gives guidance when beset with problems. The personal, professional, career growth and enhancement of the employees in relation to changes within the organization and its environment is, therefore, the main concern of the development function. The research function supplies facts, theories and principles on human resources management that are needed to improve the policies and practices of the four functions.

General Management, Personnel Management and Human Resources Management

All resources man, money, methods, market, materials, minutes(representing time) and machines are the domain of general management, involves only man. Personnel management is subsumed in human resources management, and both are areas of general management which is generally and curtly termed management.

General Management, Human Resources Management and Personnel Management: A Distinction in Scope GENERAL MANAGEMENT Money Personnel Management Machines Minutes Materials

MAN Human Resources Market Management Methods

Human Resources Management Strategies

Human resource management is a function responsible for managing employee resources for an organization--ensuring that organizations have the appropriate employee resources to meet business needs. Effective planning requires a look at the current and future needs of the organization, a review of existing resources and their skills, and an evaluation of available talent inside and outside the organization. Business Needs--Current And Future

Effective human resource planning must be tied to the needs of the business now and in the future. Human resource leaders should be part of the organization's strategic planning process and aware of the staffing needs required to achieve goals and objectives. In addition to considering the needs required to meet current plan objectives, human resource professionals must also consider future needs often related to changes in technology or new innovations that require new and different skills. Staff Skills, Experience And Tenure In considering human resource planning, human resource leaders need to assess current staff skills and experience. What are the gaps that exist between existing skills and the skills needed to meet business demands? What training efforts might help to fill those gaps? What new staffing requirements to the gaps suggest? In addition, human resource leaders need to look toward the future in terms of considering employee retirements and the potential for turnover, particularly in key positions. Developing succession plans and tying leadership development activities to those plans can be a good way to ensure an internal pipeline of talent and skill to meet business needs. Availability of Talent The identification of staffing needs can lay the foundation for the development of human resource strategies to provide an environment that will ensure the retention of key employees. Human resource professionals must also be considering access to new talent, though, to meet current and future needs. Part of this consideration will be related to whether business needs can be met through outsourced staff, through interns, current staff with the addition of specific training or recruited staff from the local, regional, national or international market.

Equal employment opportunity (EEO) laws make it illegal for employers to

discriminate against an employee or potential employee in certain workplaces. The Equal Employment Opportunity Commission (EEOC), which was created by the Civil Rights Act of 1964, is the federal agency that has the responsibility to "promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance." The EEOC handles complaints about workplace discrimination. EEO means that employees are treated fairly and equitably. It means that employees are judged on their ability to do the job based on merit skills, qualifications and experience, rather than assumptions about them because of different characteristics such as their sex, race marital status, disability, etc. It also means promoting a working environment that is free from sexism, racism, sexual harassment and other forms of discrimination. This applies to customers, fellow employees and independent contractors.

The Equal Employment Opportunity Commission (EEOC) is the federal

agency charged with eliminating discrimination based on race, color, religion, sex, national origin, disability, or age, in all terms and conditions of employment. The EEOC investigates alleged discrimination through its 50 field offices, makes determinations based on gathered evidence, attempts conciliation when discrimination has taken place, and files lawsuits. The EEOC also oversees compliance and enforcement activities relating to equal employment

opportunity among federal employees and applicants, including discrimination against individuals with disabilities.

Civil Rights Act of 1964

From Wikipedia, the free encyclopedia

The Civil Rights Act of 1964 (Pub.L. 88-352, 78 Stat. 241, enacted July 2, 1964) was a landmark piece of legislation in the United States that outlawed major forms of discrimination against blacks and women, including racial segregation. It ended unequal application of voter registration requirements and racial segregation in schools, at the workplace and by facilities that served the general public ("public accommodations"). Powers given to enforce the act were initially weak, but were supplemented during later years. Congress asserted its authority to legislate under several different parts of the United States Constitution, principally its power to regulate interstate commerce under Article One (section 8), its duty to guarantee all citizens equal protection of the laws under the Fourteenth Amendment and its duty to protect voting rights under the Fifteenth Amendment.

Employment discrimination
Employment discrimination (or workplace discrimination) is discrimination in hiring, promotion, job assignment, termination, and compensation. It includes various types ofharassment. Many jurisdictions prohibit some types of employment discrimination, often by forbidding discrimination based on certain traits ("protected categories"). In other cases, the law may require discrimination against certain groups. In places where it is illegal, discrimination often takes subtler forms, such as wage discrimination and requirements with disparate impact on certain groups. In addition, employees sometimes suffer retaliation for opposing workplace discrimination or for reporting violations to the authorities. Like most discrimination, employment discrimination may occur intentionally or unintentionally, because of prejudice or ignorance.

REFERENCES Book source: Conception Rodil Martires,(1988).Human Resources Management. National Book store Quad Alpha Centrum Bldg. 125 Pioneer St., Mandaluyong City; pp. 6HRM . Electronic source:

http://smallbusiness.chron.com/human-resource-planning-strategies-4603.html -HRM strategy http://humanresources.about.com/od/glossarye/g/eeoc.htm -Equal Employment Opportunity. http://en.wikipedia.org/wiki/Civil_Rights_Act_of_1964 -- Civil Rights acts 1964 http://en.wikipedia.org/wiki/Employment_discrimination -- Employment Discrimination.

Retrieve on July 28, 2011

Pantay-pantay na pagkakataon ng trabaho (EEO) na mga batas gawin itong iligal na para sa mga employer upang magtangi laban sa isang empleyado o potensyal na empleyado sa ilang mga lugar ng trabaho. Ang pantay na Employment Opportunity Commission (EEOC), na kung saan ay nilikha sa pamamagitan ng Civil Karapatan ng Batas ng 1964, ang pederal na ahensiya na may pananagutan sa "magsulong ng mga kapantay na pagkakataon sa trabaho sa pamamagitan ng administrative at panghukuman pagpapatupad ng ang pederal na sibil na batas karapatan at sa pamamagitan ng edukasyon atteknikal na tulong. " Ang EEOC humahawak ng mga reklamo tungkol sa lugar ng trabaho diskriminasyon. EEO ay nangangahulugan na ang mga empleyado ay tratuhin ng pantay at equitably. Ibig sabihin nito na ang mga empleyado ay judged sa kanilang mga kakayahan sa trabaho batay sa merito - mga kasanayan, mga kwalipikasyon at karanasan, sa halip na pagpapalagay tungkol sa mga ito dahil sa iba't ibang mga katangian tulad ng kanilang kasarian, lahi kasal katayuan, kapansanan, atbp Ito rin ay nangangahulugan na nagsusulong ng isang gumaganang kapaligiran na ay libre mula sa sexism, kapootang panlahi, sekswal na panliligalig at iba pang mga anyo ng diskriminasyon. Ito ay nalalapat sa mga customer, mga kapwa empleyado at mga malayang kontratista. Ang pantay na Employment Opportunity Commission (EEOC) ay ang pederal na ahensiya na sisingilin sa pag-aalis diskriminasyon batay sa lahi, kulay, relihiyon, kasarian, bansang pinagmulan, kapansanan, o edad, sa lahat ng mga tuntunin at kundisyon ng trabaho. Ang EEOC investigates ng di-umano'y diskriminasyon sa pamamagitan ng nito 50 mga opisina ng patlang, na ginagawang determinations batay sa nakakalap ng katibayan, pagsubok pagkakasundo kapag ang diskriminasyon ay kinuha lugar, at mga file lawsuits. Ang EEOC din ang nangangasiwa sa mga gawain ng pagsunod at pagpapatupad na may kaugnayan sa pantay-pantay na pagkakataon ng trabaho sa mga pederal na empleyado at mga aplikante, kabilang ang diskriminasyon laban sa mga indibidwal na may kapansanan. Civil Karapatan ng Batas ng 1964 Mula sa Wikipedia, ang libreng encyclopedia Ang Civil Karapatan ng Batas ng 1964 (Pub.L. 88-352, 78 Stat. 241, enacted Hulyo 2, 1964) ay isang palatandaan na piraso ng batas sa Estados Unidos na outlawed mga pangunahing paraan ng diskriminasyon laban sa mga blacks at kababaihan, kabilang ang panlahi paghiwalay . Natapos ito ng hindi patas application ng mga kinakailangan sa pagpaparehistro ng botante at panlahi paghiwalay sa mga paaralan, sa lugar ng trabaho at sa pamamagitan ng mga pasilidad na nagsilbi sa pangkalahatang publiko ("pampublikong kaluwagan").Powers na ibinigay sa ipatupad ang kumilos ay una mahina, ngunit ay pupunan sa panahon ng mamaya taon. Kongreso asserted kanyang kapangyarihan sa magbatas sa ilalim ng ilang iba't-ibang bahagi ng Estados Unidos Saligang-Batas, lalung-lalo na ang kanyang kapangyarihan upang iayos ang interstate commerce sa ilalim ng Artikulo Isa (seksyon 8), ang mga tungkulin upang magarantiya ang lahat ng mamamayan ng pantay na pangangalaga ng batas sa ilalim ng labingapat susog at ang kanyang tungkulin sa maprotektahan ang karapatan sa pagboto sa ilalim ng ikalabinlima susog. Employment diskriminasyon Employment diskriminasyon (o lugar ng trabaho diskriminasyon) ay diskriminasyon sa pagkuha, pagsulong, trabaho assignment, pagtatapos, at kabayaran. Kabilang dito ang iba't ibang uri ofharassment. Maraming mga saklaw na nagbabawal ng ilang mga uri ng diskriminasyon sa trabaho, madalas sa pamamagitan ng masama diskriminasyon batay sa mga tiyak na katangian ("protektado kategorya"). Sa ibang kaso, ang batas ay maaaring mangailangan ng diskriminasyon laban sa ilang mga grupo. Sa mga lugar na kung saan ito ay ilegal, diskriminasyon madalas tumatagal ng subtler mga form, tulad ng diskriminasyon ng pasahod at mga kinakailangan sa disparate epekto sa ilang mga grupo. Sa karagdagan, ang mga empleyado ay minsan magdusa paghihiganti para sa paghadlang sa lugar ng trabaho diskriminasyon o sa pag-uulat ng paglabag sa ang mga awtoridad. Tulad ng karamihan diskriminasyon, diskriminasyon ng trabaho ay maaaring mangyari sinasadya o sinasadyang, dahil sa pinsala o kamangmangan.