The Future Human Resource

Management and
Development in the
Philippines
• Trends in Personnel Management
• Issues in Personnel Management
 Human resource management is the very important
part of the organization. A firm’s success depends on the
capabilities of its members. Nowadays an organization
cannot survive without human resource management.
it is a management that functions to develop and help
manager to recruit, select, train, and develop members of an
organization.

Human Resource Management

and Development
• In this era of 21st century no organization can survive
without human/personnel resource management.
Personnel management is a group of so many human
resource department.
• The growth and success of an organization depends upon
human/personnel management.

Objectives of Personnel
management in the 21st century
• OCCUPATIONAL SAFETY, HEALTH CONDITIONS AND
PRODUCTIVITY OF FACULTY IN HIGHER EDUCATION
INSTITUTIONS AT THE NATIONAL CAPITAL REGION, PHILIPPINES:
AN ASSESSMENT
• The study looked into the health and safety conditions of the faculty in
selected higher education institutions (HEI’s) at the National Capital Region
(NCR) and related them to their productivity. Health and safety conditions
included work environment, housekeeping, and health and medical services
provided by the concerned institutions to their faculty

Objectives of Personnel
management in the 21st century
Productivity, on the other hand, consisted of outputs in instructions, research,
community and extension services, and creative productions. The different
occupational and non-occupational illnesses were taken into consideration.
Afterwards, provisions on occupational safety and health for faculty productivity
were proposed by the researchers to help school administrators in maintaining a
safe and healthful atmosphere in the academe, thereby increasing the
productivity of the faculty.

*Concepcion R Sumadsad, Adela Jamorabo-Ruiz*

Objectives of Personnel
management in the 21st century
HUMAN RESOURCE MANAGEMENT IN THE
PHILIPPINE SETTING gives the reader a comprehensive
understanding of the concepts, trends, principles, systems
and researches involved in the science and art of managing
people.

*Tomas Quintin D Andres Cellar Book Shop, 1991*

Objectives of Personnel
management in the 21st century
• The Human resource industry is undergoing a major innovative
change from last five years. The way of working and the technical
data have collaborated to shape the human resources of an
organization.
• The emerging role of Chief People Officer and People Scientists
works for the employees of the company. This is done to get an
insight about the staff and to retain best people on the job.

Current Trends in Personnel

Management
 List of Recent Trends in
Personnel Management in 2019
 Patterns of globalization, the flow of students and
scholars across borders, the impact of information
technology, and other key forces are critically assessed. This
book is a key resource for understanding the present and
future global higher education.

1. Tracking an Academic
Revolution
 Since 2012, the Philippine Civil Service Commission has
required all local governments to have a Strategic Performance
Management System (SPMS) as a central element of responsible and
effective governance. In response, this note considers the SPMS
experience of local governments in three cities, with special focus on
the work and rating challenges involved in selected areas of service
delivery. It appreciates the nature and significance of the challenges,
with insights being provides and conclusions reached about possible
responses to them.
2. Strategic Performance Management in Local
Governments in the Philippines: work and rating
challenges
 Asia’s rapid economic transformation is the defining event of
the twenty-first century, popularly held to be restructuring the locus
of global economic activity and with it the contours of the
international geo-strategic and political order.
Investment in the region’s higher education systems has thus
grown enormously in the last three decades, with governments
increasingly motivated to position their economies competitively and
develop higher education systems of world-class standing.
3. The Political Economy of Higher Education
Governance in Asia: Challenges, Trends and
Trajectories
 The theory of organizational commitment (OC) was originally
developed in the context of Western societies. Therefore, its
application to a non-Western country may be easier and more
successful if that country’s society has been historically
influenced by Western cultures. Based on this understanding, this
paper aims to investigate the relationship between OC and
rewards among employees in one of East Asia’s developing
countries most significantly influenced by Western cultures.

4. Organizational commitment, rewards

and education in the Philippines
Disaster management practices of
academic libraries in Panay Island,
Philippines: Lessons from Typhoon Haiyan
 A disaster management plan is essential because it can guide
library personnel on what to do in a critical time. Using an eight-part
survey instrument, this paper documents the impact of Typhoon
Haiyan on 22 academic libraries in Northern Panay, Western Visayas,
Philippines and the disaster management practices that were
implemented. The results revealed that although the majority of the
libraries do not have a disaster management plan, they all had
common disaster management practices that enabled them to save
parts of their collections. Moreover, the study revealed that librarians
lacked knowledge and skills on disaster management. This paper was
presented at the 40th International Association of Aquatic and Marine
Science Libraries and Information Centers (IAMSLIC) Annual
Conference, Noumea, New Caledonia, September 14–18, 2014.
How Does New Public Management
Work in the Philippines?: An Empirical
Study on the Local Governments in the
Third World
 This paper provides an overview on the extent of
diffusion of a new type of public governance named “New
Public Management” (hereafter referred to as NPM) in local
governments in the Philippines which is one of the
spearheads of this trend in the Asian region. Case studies on
the local public governance in the Philippines have shown
the importance of mayor as a key person for the introduction
of a new management style
 Therefore, we will analyze if there are significant relations
between the types of governance of mayors – “NPM oriented” and
“Non-NPM oriented” - and their ways of operation of a council with
people’s participation, the relationship with constituents and different
political strata, the ways of decision making, and their ideas on local
governance.
For this analysis, we utilize the results of our elite survey entitled
“2011 Local Government Survey in the Philippines” (The principal
investigator was Fumio Nagai, Osaka City University). We mainly use
analysis of variance (ANOVA) and regression analysis to see the
difference of relations.
 Philippine Higher Education Institutions (HEIs) integrate
social media (SM) platform like Facebook to digitally market their
position and brand, post announcements, news and other pertinent
information about their institution.
Though SM is used in education, it is noted that its primary
purpose is for users’ online social engagement. SM users react to
posts, comment and give their sentiments on a particular topic to
discuss and share their daily life in an informal and casual manner.
Students even create unofficial Facebook pages associated to their
institution and post their experiences and sentiments.

Mining Social Media Data of Philippine Higher Education

Institutions Using Naive Bayes Classifier Algorithm
Issues in Personnel
Management

8 issues to Address and Resolve Before the Year Ends

• Under the first type of manager, your employees may feel they
can’t trust their manager enough, especially when there’s lack of
good judgment in making decisions that affect the team.
• On the other hand, employees may feel their level of confidence
erode under someone who does not give them the chance to work
on their own and prefers to manage employees and their tasks too
closely.

1. Employee Retention
 Training is beneficial for your employees’ learning and your
organization’s success. Without proper training, employees may be
unsure of how to do their job, causing them to feel inadequate until
they come to a point when they feel it’s a much better recourse to
just quit their job.
On the other hand, exposing your employees to formal or
informal training, whether they’re done in-house or online can help
workers to become subject experts and afford them opportunities to
take on higher-level, more impactful roles in the organization.

2. Lack of training and learning

opportunities
 Payroll issues such as late processing and inaccurate
computing are major triggers for employee dissatisfaction.
These problems can cause employees to be extremely
unhappy since they expect HR to be proactive and extra
careful in making sure that workers don’t experience any
problems receiving their wages on time or in full. Imagine
the frustration of employees when they fail to receive the
salary they’re expecting and reserving for a long holiday or
weekend.

4. Late pay
 The principle of health and safety in the workplace
needs to be part of your goals, too. Often, though, this area
is overlooked until an issue that poses serious risks to
employees arises, which could range from cold and flu
outbreaks to workplace violence and ergonomic hazards
These things, if not given attention, could compromise
your employees’ welfare and their ability to work
effectively. Not to mention, pose legal liabilities on your
company.

3. Workplace health and safety

 Modern-day businesses and workers have become more aware
and accepting of various cultural and social backgrounds in the
workplace, which makes it crucial for you to spot any potential case
of discrimination in your organization.
You should also work hand-in-hand with your managers in
protecting your employees so that they don’t experience
discrimination for their gender, age, disabilities, social status, or
religious and political affiliations from their co-employees or your
business leaders or partners.

5. Discrimination
 Diversity in the workplace can have positive effects for your
organization, as it brings about a synergy of creative thinking, while
the lack of it can hamper your company’s business goals. You can’t
have a male-dominated workforce, for example, if you’re trying to
market to family consumer groups.
To develop a culture of diversity in your organization, you
could start with your hiring strategies. Consider different
demographics when hiring employees and make it a point to review
your hiring history to ensure you’re consistently targeting to build a
diverse workforce.

6. Lack of diversity
 HR challenges are mostly talent-related including recruiting
someone who has the best skills and cultural fit among a large pool
of candidates, and the kind of recruitment process you follow. These
challenges from the job posting to resume and candidate screening
could make or break your chances of finding your ideal hires.
In fact, bad hiring decisions due to a poor recruitment process
have impacts that may extend to financial losses and low
productivity and employee morale.

7. Poor recruitment process

 Every company fears to have a workforce that scores
low in productivity because, at the end of the day,
profitability is important to the business.
When employees are taking a long time to learn or
complete a task correctly, the whole operations may suffer
through lost income or a decline in the quality of your
products and services.

8. Low workplace productivity

• The first step to counter this problem is to
determine which between lack or misappropriation
of resources and a flawed workflow is keeping your
employees from performing optimally.
• Identify what a team does and how you could also
pinpoint which areas to enhance and improve. You
should, likewise, coordinate closely with team
managers to determine which employees need
training or mentoring so that they could work
smarter and achieve higher productivity.
• HR issues come in different forms, but they all have
the potential to disrupt the whole organization if not
resolved as soon as possible. So before the year
ends, take the time to make an honest assessment of
what employee issues you’re facing, and although
it’s hard to find a perfect team or organization, it’s
your responsibility to reflect on how to do things
better in 2020.