1. Human Resource Development, HRM and Employment Relations
THE HUMAN RESOURCE FUNCTION

2. DEFINITIONS:
1. Personnel Management or Human Resource Management refers to the handling, directing and controlling of individual employees rather than the employees as a group. It covers the acquisition and retention of competent employees through proper recruitment, selection, placement, utilization and development. (Sison, Perfecto)

3. DEFINITIONS:
2. Employment Relations (ER)- the new discipline that evolved with the merger of Human Resource Management (HRM) and Industrial Relations (IR).
ER is focused on Human Resource Development (HRD), organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual and/or the organization. (Gilley)

4. HRD is-
concerned with the advancement of knowledge, skills and competencies, and the improved behavior of people in an organization or society.
It is concerned with both the individual growth and career development of people, and organizational development (OD).

5. HRD Framework
Organizational
Efficiency
Competitiveness and Viability
Organizational Development (OD)
Development of Society
HRD- Individual Growth and Career Development of the Workforce
Labor Empowerment, Social Justice and Industrial Democracy

6. HRD-OD Program and Strategic Planning
Career Development
Strategic Planning (Values, Vision, Mission, Goals & Strategies)
HRD-OD (KAVSS) OD
HRD
Individual Development

7. Human Resource Information System
Human Resource Development
Human Resource Information System
Labor – Mgmt Relations
Organization Development
Employee Assistance
Separation
Career Development
Compensation/ Benefits
Training & Development (Individual Development)
Human Resource Areas Outputs: Quality Work life Productivity HR Satisfaction HR Development Readiness for change
Performance Management
Recruitment, Selection and Staffing
Organization/ Job Design
Human Resource Planning
Personnel Management
Employment Relations
HUMAN RESOURCE MANAGEMENT

8. HR Maintenance & Conservation
The Human Resource Function
Business Planning
HR Acquisition
Vision/Mission Goals/Objectives Strategies
Recruitment Selection Placement
HR Maintenance & Conservation
HR Planning
Forecasting Inventory Audit
Performance Management Rewards/Salary Administration Health,Safety,Recreation Discipline
HR Development
Training Career Development Organization Development
Separation
HR Information System
Retirement Termination Redundancy Retrenchment

9. INTERPHASE OF BUSINESS PLANNING WITH HUMAN RESOURCE PLANNING
Vision
Mission
Goals
Objectives
INTERPHASE OF BUSINESS PLANNING
WITH HUMAN RESOURCE PLANNING
Business
Strategies
Plans
Reward Structure
Job Analysis & Design
Appraisal
System
Organization
Structuring
Selection & Placement
Performance
Human Resource Planning
Training & Development
Human Resource Information System

10. Human Resource Management and HRD became strategic when it was incorporated as part of strategic business planning and was used to focus employee commitment and loyalty towards the attainment of corporate objectives like quality and productivity.

11. FUTURE/STRATEGIC FOCUS DAY TO DAY OPERATIONAL FOCUS
ULRICH’S HR ROLES
FUTURE/STRATEGIC FOCUS
Identifies and develops new behaviors that build capability for transformation towards sustaining the organization’s competitiveness
Change Agent
Aligns HR strategies and practices and makes tangible contributions to business
Strategic Partner
PEOPLE
PROCESS
Administrative Expert
Concerned with designing and delivering infrastructure towards efficient HR processes
Employee Champion
Deals with day to day problems, needs and concerns to promote employee well being, building their capability and commitment
DAY TO DAY OPERATIONAL FOCUS

12. tHANK yOU..