SKILLS FOR AN EFFECTIVE HUMAN RESOURCE MANAGEMENT

A Term Paper Presented to the Faculty of Department of Educational Studies, Graduate Studies Adventist International Institute of Advanced Studies

In Partial Fulfilment of the requirements for the Course in EDAD/EDCI 601 Supervision of Instruction

Submitted To: Dr. Don Bankhead

Submitted by: Marilou A. Fajilan

SKILLS FOR AN EFFECTIVE HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS

I.

Introduction . . . . . . . . . . . . . . . . . . . . . . A. B. What is Human Resource Management. . . . . . . . . The Challenge of Managing Human Resources Today .

5 5 6 7 7 8 9

II. Skills for an Effective Human Resource Management . . . A. B. C. D. E. F. G. Human Relation or Interpersonal . . . . . . . . . . Team-Oriented Multitasking . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . .

Organization . . . . . . . . . . . . . . . . . . . . . 9 Ability for a Dual Focus . . . . . . . . . . . . . . .10 Dedication to Continuous Improvement . . . . . . . . .10 Negotiating and Problem-Solving . . . . . . . . . . 11

III Conclusion . . . . . . . . . . . . . . . . . . . . . . . .11 IV V. My Personal Educational Philosophy . . . . . . . . . . . .13 Bibliography . . . . . . . . . . . . . . . . . . . . . 14

ACKNOWLEDGEMENT Special Thanks to my loving husband, although we are far apart yet his constant communication and encouragement inspire me. To my lovely children, Lovelle Iiezyl, Dean Carlo and Neil Mervin for being so responsible that despite my absence they managed themselves well. To my professor, Pastor Don Bankhead, for the

encouragement and guidance in making this project possible. To all my DLC classmates who are very helpful with one another serves as an inspiration for me too. Above all, to my loving and ever patient Lord, thank you for the wisdom bestowed upon me.

I.

INTRODUCTION The influx of computers in the 21st century became

extremely sophisticated and more expensive; it needed skilled and committed persons who are loyal to the The company invention or of

organization

causing

global

competiveness.

technology, demographic changes, and globalization contribute to these changes in the management of human resources. So, a

manager has to constantly review and evaluate in response to these changes taking place in the society. an organization will not remain competitive. Factors to be considered to ensure success in human resource management according to Payos (2010) are competence, commitment, motivation, management. A. What is Human Resource Management? It all started as Personnel Management which is a and organizational culture and change Failing to do that,

relatively new field in the Philippines.

It was only in the

early 1950s that it gradually gain acceptance and recognition in the private may business be the and industry. to of the major Its origin in and the

development labour

attributed exchange the

changes ideas

market,

concepts of

and

among of

different

nations,

exploration

different

fields

studies, and the efforts of the society of practitioners to further enhance in this the flourishing practice profession. been The worldwide in the

developments

have

adapted

Philippines, according to Lorenzana (2003). Increasingly, changes in attitude to these business regarding firms are experiencing activities. is a shift real As of a the of

personnel there

consequence function of

developments, manager

personnel

from

mere

administrator

policies and regulations to a planner and manager of the human resource assets of the organization. Traditional functions

such as hiring, wage and benefits administration, and record keeping are still there. such Added as, to these functions include

strategic

concerns

career

planning,

organizational According

development and community relations, to name a few.

to Payos (2010) this linkage of personnel management with the process of achieving the organizations strategic goals defines the qualitative leap into human resource management. Today, Human Resource management maybe defined

according to Maximiano (2006) as,

the function of management

which is concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization. To pursue these objectives, the human

resource manager is expected to play varied roles, such as that

6

of

supervisor,

administrative

official,

coordinator, of

adviser, community

negotiator,

educator,

counsellor,

promoter

relations, and public relations man. B. The Challenge of Managing Human Resource Today

Managing people is always a big challenge. stressed Halan(2005). He further discussed that effective human resource management creating is and one of the a most important considerations advantage for in any

maintaining

competitive

business entity or organization. nurturing personnel, he added.

It is more on empowering and Thus, it cannot be equated with

financial assets and other material resources of business or organization for human capital is always a priority in order of battle, according to Maximiano (2006). The challenge includes: first, the changing employee expectations which means that what is applicable before, cannot be applicable today, Lorenzana (2003) stressed.. The values the

generations have before are not the same values we have today. Second: the rapidly changing technology. technology has fundamentally changed The advent of computer jobs. Companies are

spending millions in training and developing their manpower to keep abreast with the changing trend. increased productivity. To meet the Third, emphasis is on demands in the world

market, each organization must accomplish increased productivity

7

or outputs with fewer inputs including people.

That means each

organization wants its human resources to increase productivity without increasing costs and sacrificing quality. Lastly, is the fall of the command-and-Control Manager. Payos (2010) strongly

points out that Barking orders to subordinates is no longer an effective way of getting things done. more educated, better no informed, longer and order The workforce is getting aware of their what rights. to do.

Supervisors

can

people

Interpersonal relations must be strongly developed to get the support and cooperation of the subordinates. Moreover, organizations are Halan (2005), states that, of effective the varied

increasingly

realizing

that,

factors that contribute to performance, the human element is clearly the most critical. He further emphasized that

managing people is all about synchronizing the human factors with an organizations overall strategy so that it gives an edge in the competitive world. Indeed, working with people is very complicated that it needs articulate techniques and skills for a manager to

succeed. are

Aware that human resource management responsibilities throughout the organization at all levels-each

performed

manager should have a basic understanding of the function of the

human resource management. He must have professional skills in order to meet these existing demands. Alan Keith of Lucas Digital, as quoted by Kouzer (2002) mentioned that leadership is ultimately about creating a way for people to contribute to making something extraordinary

happen.

Leaders are to be involved and to be in touched with They should care deeply about others, and

those they lead.

should often refer to their workplace as a community, and to those with whom they work as a family. If leadership is a relationship, then what do people expect from that leadership? in a leader? What do people look for and admire

What do people want from someone whose direction

they would be willing to follow? II. Skills for an Effective Human Resource Management A. Human Relation or Interpersonal

Kouzer, (2002) once said, Leadership is a reciprocal process between those who aspire to lead and those who choose to follow. practices, fundamental constituents. Definitely, all the strategies, tactics and skills and are but empty without an understanding connect of the and that,

human

aspirations

that

leaders

Furthermore

Medina

(2006)

emphasized

success in leadership, success in business and success in life

9

has been, is, now, and will continue to be a function of how well people work and play together. Success in leading will be wholly dependent upon the capacity to build and sustain those human relationships that enable people to get extraordinary things done on a regular basis. B. Team-Oriented

Throughout the years, leaders from all professions, from all economic sectors and from around the globe continue to tell us, You cannot do it alone. stressing effort. Management Kouzer (2002) added by

that, Leadership is not a solo act, it is a team Furthermore, Hanz Ulrich Schaer of the Group of Switzerland as quoted by Information (2002)

Kouzer

commented on this issue he said, Do not think that you are the best and that you can do everything all by yourself-only

teamwork brings the best results. In this complex wired-world, the winning strategies will be based upon the we not I philosophy. a social imperative. things done in Collaboration is

Without it we cannot get extraordinary Collaboration improves

organizations.

performance.

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To foster collaboration, leaders are essential who can skilfully; create a climate of trust, facilitate positive

interdependence and support face-to-face interactions. In International addition 1985 to this, in according U.S., to a 15 Robert Haft of

survey

the

only

percent

workers are fired because of incompetence.

The remaining 85

percent are let go because of their inability to get along with fellow employees. When asked about the qualities of an

effective employee, senior administrators and human relations personnel check humour as one of the choice attributes of a desired employee. The use of humour builds strong ties of friendship and camaraderie, a sense of team effort and staff cohesion. makes work more interesting and enjoyable. C. The strenuous. Multitasking work of a human resource professional is very It

One day, a human resource officer may be needed by

the CEO (Chief Executive Officer) for an emergency meeting to discuss a particular project. Next, he will have to sit down Some

with a supervisor dealing with a disciplinary problem.

other times, he should give focus on sales which needs a survey of competitor companies on sales incentive program.

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Furthermore, Corpuz (2006) stressed that as a human resource professional, the function requires technical expertise, it is also important that he has the ability to learn to harness the behavioural aspect where success on the job depends. That means he should be able to remain calm, cool and collected at times of crisis or when things are not going well, emphasized Andres (1995). D. Organization

Payos (2010) said that The Human Resource manager is the paragon of an orderly and seamless organization. He should

be well-organized, in terms of organizing files, should have strong time management skills and should display personal

efficiency. It should be taken into consideration that as a human resource careers. manager, So when you you are will dealing be with for peoples lives and or a

asked

information,

personal folder or recommendation, you can produce or hand-in the file immediately. As a professional you must be proactive enough to anticipate these needs and prepare for them. E. Ability for a Dual Focus

A human resource manager aside from being an advocate of the employees for their benefits and concerns, he must also
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enforce company policies, rules and regulates.

He must balance At some

meeting the needs of both employees and the management.

other times, he must make decisions to protect the individual employee and at other times protect the organization, its

policies, culture and values. between two horses.

Sometimes, he will just be torn

The skill that a human resource manager

employs carrying out this dual role firmly but objectively, will earn the respect of the employees and the management as well. F. Dedication to Continuous Improvement

As a human resource manager one of the most important activities is maintaining and enhancing the workforce. After

all the effort and costs involve, process of evaluating and improving employees performance in the recruiting and selection process, it is important to develop employees so that they are using their fullest capabilities, thus, improving the

effectiveness of the organization. mentioned Management, evaluating by Corpuz (2006) in

According to D. Turacamo as his is the book Human Resource of a

Performance and improving

review

ongoing

process It is

employees

performance.

process by which an individuals work performance is assessed and evaluated. It answers the question, How well has the

employee performed during the period of time in question? as part of performance management.
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The primary goal of performance management is to improve organizational performance. performance methods, should be measured, who will This includes reason why have objectives, criteria, the

persons

concern

evaluate

performance,

process involved in the evaluation, some suggested solutions to problems and how to ensure that the appraisal/evaluation leads to improved performance. The capacity to human look and resource inward make professional and be must also to The have this goal the own is

sensitive measures.

deficiencies

corrective

continuous improvement and innovation as well as remediation.

G.

Negotiating and Problem-Solving There is always a conflict when two or more people

work

in

an

organization. they are

People

definitely when

have

different together

individuality;

unique,

thus,

working

conflict is expected. also create conflict.

Change that occurs in an organization can It could be between two departments,

between two managers, between a manager and a subordinate and between labour and the management. As a human resource manager, it is your duty to look over these problems, considers the personalities, examines the issues then serves as a mediator and a problem solver.

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To achieve a conflict resolution according to Payos (2010) skills. requires negotiating prowess and problem-solving

The relevant skills include the ability to gain trust

and confidence of the parties, clear thinking in identifying the real problem and tactfulness and persuasiveness in offering

practical solution. III. CONCLUSION Jesus while He was still here on earth is considered the most influential and most successful manager of people. He was loved by most people except one of His disciples and the pious pretending Pharisees. outcasts. He reaches out everyone even the

His strategies did not comprise of skills, like being

a computer literate to keep pace with the challenges of the new era of computer age that we have nowadays. people, accepts and values their He simply mixed with uniqueness, and

individual

loved them unconditionally. Today being a human resource manager is never easy. Handling this complex job, and working with complicated people coming from all walks of life is a task beyond compare.

Versatility, prowess and passion

and a lot of education and

training for the job require one to succeed. Without these, one is sure to fail. The advent of computers added to the challenges a

human resource manager should focus on, keeping abreast with the
15

innovations science.

of

this

ever-changing

world

of

technology

and

These skills mentioned are excellent tools in helping a human resource manager to succeed. If applied accordingly, these skills can ensure better results as one competes with the ever-challenging alike. world of business and other organizations

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IV.

MY PERSONAL EDUCATIONAL PHILOSOPHY

I believe that every child has the right to learn regardless of family background, possesses different characteristics, so they have to be valued as a unique individual, possesses multiple intelligences, thus, should be provided with varied instructional They also have the strategies to fit their needs.

right to enjoy a community of care to develop their potentials to the fullest, has the right to express of anything they need to improve for themselves. I believe that as a teacher it is my duty to facilitate child by to the maximum a the development caring making that and of every providing for warm, positive child can

environment, maximizing the use of varied methods and strategies subject optimum with learning, so every feel loved and valued as an individual, teaching my matter mastery, children continue to acquire knowledge to prepare them to become productive and useful citizens of this world and the hereafter, modelling to every child the values through consistent practice, providing every child activities meant to develop their wholistic being, reflecting Gods love, accepting them as Gods young masterpieces and emulating a Christ-centered life so that they too can become a friend of Christ.

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V.

Bibliography

Aquino, G.V.(2000). Educational management: leadership. Rex Book Store, Inc.: Manila, Philippines.

Corpuz, C.R.(2006). Human resource management. Rex Book Store, Sampaloc, Manila, Philippines.

Halan, Y.C.(2005). Managing people. Sterling Publishers Pvt. Ltd.

Kouzer, J.M.(2002). Leadership Challenge. Jossey-Bass: San Francisco, California

Lorenzana, C.C.(2003). Management theory and practice: Motivating. Rex Book Store, Inc.: Manila, Philippines

Maximiano, J.M.(2006). Managing human resources in the 21st century. Rex Book Store, Inc.: Sta. Mesa, Quezon City

Payos, R.P.(2010). Human resource management: skills for effective human resource management. Rex book Store,

Inc.: Sampaloc, Manila

Website: Steven Sultanoff, Ph.D., Taking humor seriously in the workplace. http://www.humormatters.com/articles/workplace.htm. Retrieved on May 7, 2012.
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