HUMAN RESOURCE

SYSTEMS OBJECTIVE
Maximize

the return on investment from the organization's human capital Planning to meet the personnel needs of the business Development of employees to their full potential and, Control of all personnel policies and programs

7R'S OF HUMAN RESOURCE (TQM POV)

1. 2. 3. 4.

5.
6.

Recruit (Hiring) Review (Performance appraisal & Job Evaluation) Reassign (Deployment) Retool (Training/Recreation) Reorganize (Manning Complement) Reward/Recognize

Tangible:

Benefits, incentives

Intangible:

Awards, praise, appreciation

7.

Recycle

(Rehire retirees for consultancy)

MEASURES OF PERFORMANCE

Performance development of employees Overstaffing or understaffing Absence or Less Participation of employees Level of Motivation Conflicts among departments Chronic industrial relations problems No means of resolving employee grievances Increasing / erratic employee turnover Increasing number of customer complaints Dissatisfaction with pay and conditions Unclear job roles Bad product service / delivery records Poor recruitment standards / practices

HIERARCHY OF HRIS
Manpower planning, Labor force tracking, succession planning, performance appraisal planning, contract costing, salary forecasting, benefits tracking

Strategic
Tactical

Budget Analysis, turnover analysis, turnover cost, absenteeism/performance, Training effectiveness, career matching, Performance correlation, Compensation effectiveness

Operational

Recruiting, interview/assessment, Workforce Planning, Scheduling, Skill Assessment, Compensation equality

TOP MANAGEMENT VS HUMAN RESOURCE

TOP MANAGEMENT

HUMAN RESOURCE

Approves/disapproves/ justifies the reports of HR

Submit the organizational development activities such as career planning, succession charting, Training and Development

TOP MANAGEMENT VS HUMAN RESOURCE

TOP MANAGEMENT

HUMAN RESOURCE

Consults the employee benefits questions to top management in accordance to company policies. (Salaries and Wages, Overtime and Premiums)

TOP MANAGEMENT VS HUMAN RESOURCE

TOP MANAGEMENT

HUMAN RESOURCE

Submit the employee development reports such as: Performance Appraisal and Job Evaluation Promotions Hiring and Recruitment Motivational Programs

TOP MANAGEMENT VS HUMAN RESOURCE

TOP MANAGEMENT

HUMAN RESOURCE

Keeps all personal records of employees Keeps master copy of company policies/standards Provide update reports on actual budget performance versus plan

RELATIONSHIP OF HR TO ALL DEPARTMENTS (GENERAL)

FINANCE, SALES, LOGISTICS, MARKETING, PRODUCTION, R&D

HUMAN RESOURCE

Gives job description to HR (understaffing) Informs the subordinates and gather feedbacks from them Forwards the feedbacks of employees to HR

Recruits and selects applicants qualified for the job Provides basic counsel to individual managers and supervisors about performance related issues among their subordinates

FINANCE, SALES, LOGISTICS, MARKETING, PRODUCTION, R&D

HUMAN RESOURCE

Requests agreement letter to avail services outside the company through salary deduction for dependents E.g. medical services

Issues agreement letter between employees and medical institutions Keeps abreast of industrial laws (e.g. observe codes of practice/organizational policies) Information drive through memos with regards to management decisions (operational)

FINANCE, SALES, LOGISTICS, MARKETING, PRODUCTION, R&D

HUMAN RESOURCE

Submits job evaluation reports to HR

Makes sure that the corporate values that keep the company guided toward success are optimized. Initiates training and seminar programs, career development, coaching, succession planning, organization development, safety.

FINANCE

VS

HUMAN RESOURCE

FINANCE

HUMAN RESOURCE

Releases budget allocation for HR activities

Gives budget proposal for the activities for the employees development Submits liquidation reports regularly

FINANCE

VS

HUMAN RESOURCE

FINANCE

HUMAN RESOURCE

Receives computations of salary of each employee from HR Prepares Pay Slip and Salary of employees

Payroll System Gives the updated data of all employees in the organization (names, job position) Computes the salary of each employees.

 DEDUCTIONS

For employees: absences, undertime, SSS/GSIS Contributions, PhilHealth, PAG-IBIG Premium, Income Tax Withheld (ITW), insurance For dependents: medical services

ADDITIONALS

Overtime Pay, COLA, Holiday Pays, Sick Leave with Pay, Bonus Pay