Ket Ian C.

Cotales
MAED-2
EM 214

1. Applications of these HR Roles (Ulrich HR Models) in your respective professional, trade,

business or industrial environment.

A. HR Manager as an Administrative Expert.

= The role of HR Manager as Administrative Expert is focused on being a generalist or
specialist, his familiarity with the legal and transactional aspects of employment qualifies, his ability
on unlocking the cost- and time-saving benefits of technology and to manage knowledge
strategically. The HR profession's administrative expert role evolves as the business world adapts to
opportunities and challenges of technology and globalization.

B. HR Manager as a Strategic Business Partner

= The role of HR Manager as Strategic Business Partner lies on profitability, funding,
perception, balance and value. The value HR management brings to strategic planning is paramount
in attaining organization-wide goals. Implementing strategic plans is nearly impossible without the
input of human resources and employee involvement. Recognizing the value of HR management is a
critical step in developing business strategy, and it takes human resources management’s forward-
thinking principles and business acumen to put those plans into action.

C. HR Manager as Employee’s Champion

= This role is the core of all HR manager roles. HR has to represent employees, protect their
interests and make sure that strategic initiatives are well balanced.

D. HR Manager as Change Agent

= As HR Manager, it is important that there is the constant evaluation of the effectiveness of
the organization results in the need for the HR professional to frequently champion change. Both
knowledge about and the ability to execute successful change strategies make the HR professional
exceptionally valued. Knowing how to link change to the strategic needs of the organization will
minimize employee dissatisfaction and resistance to change.

2. Human Resource Functional Areas:

A. HR Planning
= HR Planning encompasses planning, execution and evaluation tactics for recruitment,
interviewing, pre-employment screening, selection, hiring, on-boarding, retention and exits with
all the objectives, goals and talent needs of the organization in mind.

B. Recruitment, Selection and Hiring.

= Being the HR, he must able to set standards in compliance to the company’s standards
as to the bases of recruiting, selecting and hiring potential employees which will become key
players in the production of the company or institution.

C. Training and Development.

= Arming the workforce with knowledge and abilities for today’s productivity needs,
combined with career development opportunities to address tomorrow’s labor requirements,
benefits both organization and employees. Guiding workplace performance through coaching
and the appraisal process improves communication, enhances employee satisfaction and
identifies areas for improvement, all contributing factors to organizational success.

D. Human and Labor Relations.

= Like other HR functions, employee and labor relations represents a balancing act.
Through initiatives, compliance and collective bargaining, HR strives to create and maintain a
cohesive environment where corporate needs, rights and objectives complement workplace
conditions and policies that meet employee rights and expectations.
 E. Performance and Compensation Management
= Labor represents a significant expense for any firm. Compensation and benefits
programs are important business strategy to recruit, motivate and keep employees while still in
compliance to employment law and controlling cost. HR management must be very timely at
designing, implementing and evaluating equitable financial rewards systems and benefit
packages. These offerings juggle the management values they communicate with employee
perception of individual contributions to the company.

3. Skills Required for Effective Human Resource Management. Discuss at least three (3).

a. The skill to communicate

= Communication is key in every single workplace, but it is very important in the
skillset of the HR professional. If an HR manager cannot communicate to upper-level
managers, to employees and to shareholders, then the company will not succeed.

b. The skill to multi-task

= The HR manager is bombarded with a different issues, questions and requests
on a daily basis. Some of them might relate to others and some will be completely
different issues altogether. HR managers must know how to adapt to change in the office
if they want to be successful. This is part of multitasking because they will need handle
an issue with an employee while also implementing a new policy from the higher-ups.

c. The skill to organize

= An HR should be very good in organization. Everyone who works in HR must be
well-organized, must have strong time management and be personally efficient in order
to succeed. This means that their office cannot be in perfect chaos or mess. Paperwork
must always be filed correctly, especially when it comes to personnel files of employees.

4. Extent of the exercise of Management Prerogative in relation to the Fundamental Rights of

employees.
= According to the labor laws of the Philippines, “Our laws recognize and respect
the exercise by management of certain rights and prerogatives. For this reason, courts
often decline to interfere in legitimate business decisions of employers. In fact, labor
laws discourage interference in employers’ judgment concerning the conduct of their
business.” Moreover, the law also stated that “An employer can regulate, generally
without restraint, according to its own discretion and judgment, every aspect of its
business. (Deles, Jr. vs. NLRC, G. R. No. 121348, March 9, 2000)” Therefore, this privilege
is inherent in the right of employers to control and manage their enterprise effectively.
(Mendoza vs. Rural Bank of Lucban, G.R. No. 155421, 07 July 2004).

5. The importance of Human Resource Management

= Human Resource Management plays a very important role in managing people, the
workplace’s culture and environment. His efficiency will sometimes be the factor of a company’s
over-all direction and the accomplishment of its goals and objectives. Without the HR, there will
be no one to concentrate on recruiting, managing and directing people who work in it. On top of
that, HR also deals with issues related to compensation, performance management, organization
development, safety, wellness, benefits, employee motivation, training and others. Thus, its
vitality to the industry.

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