and
Profile of the HR Practitioner
in the Philippines
Edna P Franco
Ateneo de Manila University
Contribution of HR
The Bottom Line
Global
• Globalization
• Increasing use of IT
Local
• Poor Economy
• Peace and Order
• Poverty
People
• Changing work
values/ Employee
expectations
• Decreasing Loyalty
• Migration of skilled
workers
HR in the Philippines Today
Perceived Issues Organization
Response
Global
• Globalization Focus on Customer
• Increasing use of IT Networking and
Alliance Building
Local
• Poor Economy Capability Building
• Peace and Order Motivation and
• Poverty Rewards
Improved Organization
People Efficiency and
• Changing work Productivity
values/ Employee Decreased Operational
expectations Cost
• Decreasing Loyalty
• Migration of skilled
workers
HR in the Philippines Today
Perceived Issues Organization HR Response
Response
Global
Focus on Customer
• Globalization Facilitating change
Networking and
• Increasing use of IT Alliance Building Becoming business
partner
Local Developing new HR
Capability Building Competencies
• Poor Economy Redefining role as HR
Motivation and
• Peace and Order consultant
Rewards
• Poverty
Improved Organization
People Efficiency and Devolving HR functions to
• Changing work Productivity line
values/ Employee Decreased Operational HRIS
expectations Cost Outsourcing
• Decreasing Loyalty Use of technology
Shared services
• Migration of skilled
Self-service
workers
HR in the Philippines Today
Perceived Issues Organization HR Response
Response
Global Strategic
Focus on Customer
• Globalization Facilitating change
Networking and
• Increasing use of IT Becoming business
Alliance Building partner
Local Developing new HR
Competencies
• Poor Economy Capability Building
Redefining role as HR
• Peace and Order Motivation and consultant
• Poverty Rewards
Improved Operational
People Organization Devolving HR functions to
• Changing work Efficiency and line
values/ Employee Productivity HRIS
expectations Decreased Outsourcing
• Decreasing Loyalty Operational Cost Use of technology
• Migration of skilled Shared services
Self-service
workers
Strategic HRM
“If organizational capability has become a source of
competitiveness, and if line managers and HR
professionals are to be the champions of organization
capability, then a new agenda for both HR practices and
HR professionals must emerge….
Strategic Change
MANAGING Partner Agent MANAGING
PROCESS PEOPLE
ACTIVITIES Administrative Employee ACTIVITIES
Expert Champion
concerned with designing and deals with day to day
delivering HR processes efficiently problems, needs and concerns
to promote employee well-being and
strengthen commitment and competence
OPERATIONAL
FOCUS
HR Roles Profile Scoring
4.5
S
3.5
t
r
e
n
3
g
t
h 2.5
1.5
1
Strategic Partner Change Agent Admin Expert Employee Champion
HR ROLES
HR Roles
(by type of organization)
5
Locally-owned MNCs
4.5 Others: GO, NGO, NP
3.5
2.5
1.5
1
Strategic Change Agent Admin Expert Employee
Partner Champion
HR Roles
(Perceived across Position Levels)
Profile of the
Filipino HR
Practitioner
Demographics
Education
Competencies
Demographics
Civil Status
Gender
Others
2%
131 respondents
Male Single
28% Mean Age = 39 28%
Female Age Range – 22 to 65
72% Married
70%
Mean HR Work Experience = 13
Experience Range – 1 to 33
Demographics
Organizational Level
28% 48% HR Head - 55
Head of HR Unit - 27
HR Staff - 32
48%
12%
19%
10%
58%
14%
Initiatives to improve
Organization capability
and performance Measurable
Optimising Value
HR policy & people and Strategic To The
Strategic
procedures to Organization Human
Human Business
ensure right efficiency Resource
Resource
people management
management
Human
Human
practices Resource
Resource
Record-keeping management
management
and personnel Personnel
Personnel
transactions management
management
Personnel
Personnel
administration
administration
HRM in the Philippines
Environmental pressures require that
organizations become agile, lean and talent-rich
to enable it to compete
The HR function can be a force for building an
organization’s capability for change and for
effectiveness.
HR CLARITY
Professional HR TECHNICAL ORGANIZATION
EXPERTISE DEVELOPMENT
2. Research, measure
and make changes
Diagnosis is essential to determine how HR can
best support organization vision and business
goals.
Benchmarking best practices must be enhanced
by systematic assessments to match employee
needs, organization norms and culture.
Organizations would benefit from knowing the
returns on HR investments. Evaluation
researches are a must.
I-O Psychologists in HR
9 I-O psychologists can play an important role in
improving the quality of life of workers and in
making organizations more effective
9 Effective engagement, not just management
of human resources is a key driver of business
success