Development of HR in the Phil.

PRE-SPANISH ERA (to 1521)

BARTER SYSTEM

NO MANAGEMENT AND LABOUR

GROUPS

NO PERSONNEL MANAGEMENT

SPANISH ERA

(1521-1898)

COMMERCE AND LOOSE BUSINESS ORGANISATIONS

NO MANAGEMENT -

LABOUR RELATIONS

FREEDOM FROM

HARSH AND CRUEL EMPLOYMENT CONDITION

UNPAID LABOUR

AMERICAN ERA (1891-1941) NOT FORCED AND NOT AS HARSH AS THOSE IN THE PREVIOUS REGIME

FAR FROM BEING FAIR AND JUST LABOUR CONDITION

UNIONISM MORE SCHOOLS

JAPANESE ERA (1941-1946)

SUSPENSION OF NORMAL EDUCATION SYSTEM

DECIMATED BIG TRADE, BUSINESS AND INDUSTRY

ANNIHILATED THE MANAGEMENT-LABOUR RELATIONS THAT EXISTED BEFORE

TEMPORARILY SMOTHERED UNION MOVEMENT AND LABOUR AND PERSONNEL MANAGEMENT

BARTER SYSTEM

NATIVES

MORO MUSLIMS

MALAYS

CHINESE, ETC…

*MAYORDOMO

SERVANTS

* NO WRITTEN AGREEMENT

GALLEON TRADE (MANILA-ACAPULCO TRADE) 500,000 PESOS WORTH OF GOODS (A-M) 250,000 PESOS WORTH OF GOODS (M-A)

TOBACCO (1686)DUTCH BUYING RICE, BEES WAX, TOBACCO

SUEZ CANAL (1869)- PAVED WAY FOR FOREIGN TRADERSBENEFITS: ECONOMY, WAY OF LIFE, EDUCATION (but its minimal)

CIVIL CODE OF 1889 (EXTENDED TO THE PHIL. IN 1899)CONTROLLED THE RELATIONSHIP BETWEEN MASTER DOMESTIC LABOURERS.

LABOUR LAWS AND EMPLOYMENT REGULATION DIDN’T EXISTDIEGO SILANG-SPANISH TAXATION AND ABUSES-ADMINISTRATION AND LEADERSHIP OF THE ROMAN CATHOLIC CHURCH

THE THREE MARTYR PRIEST-CAVITE CONSPIRACY

GRACIANO LOPEZ JAENA,

MARCELO H. DEL PILAR

JOSE P. RIZAL,

KATIPUNAN

RISE OF REFORMIST

THE TREATY OF PARIS OF 1898(SURRENDERING THE CONTROL OF THESE COUNTRIES TO THE US)

CUBA;PUERTO RICO

WEST INDIES;GUAM

THE PHILIPPINES

THE

U.S.

LEVELS OF EDUCATION

ELEMENTARY

4 YEARS PRIMARY

3 YEARS INTERMEDIATE

SECONDARY 4 YEARS

COLLEGE / TERTIARY

SCHOLARS(EXCELLED; SENT TO THE US TO

STUDY)

JOSE ABAD SANTOS; FRANCISCO BENITEZ; DR. HONORIA SISON;FRANCISCO DELGADO

THOMASITES

VOLUNTEERED AMERICAN SOLDIERS

(USS Thomas)

Rey R. Donato

HRM Practices

Economic environm

ent

Cultural environm

ent

Political

environment

History

Post War Period 1. The increasing complexity of

business operations2. In the 1950s acceptance and

recognition in private business and industry

3. The number of government regulations and labour laws promulgated in recent years

4. The growth of labour unions5. The influx of new concepts in

managementRey R. Donato

Post War Period Personnel Department was formally organized

Personnel Management Association of the Phils.

Good education

Enlightenment among the massesRey R. Donato

Martial Law PeriodA parliamentary form of governmentLess proliferation of local unionsGovernment ban on strikesMinistry of Labor and EmploymentSchools offering courses continuedHuman Resource Management

Work setting and academe through literature, returning scholars, grantees, academe and practitioners from abroad

Rey R. Donato

Post Martial Law PeriodManagement Labor problems

RebellionsAttempts to abolish constitutional authority

Indebtedness with international financial intermediaries

Implementation of a land reform programGraft and corruption & foreign military bases

Right to self-organizeRey R. Donato

Post Martial Law PeriodPositive signals to unfreeze the previous

and present status:

Reinstitution of democracyExercise of freedomMechanisms of wider consultationParticipative working process1987 Accord in Industrial HarmonyPresident’s personal role modeling

Rey R. Donato

Analyze the human resource implications of the mission and other strategies;

Design human resource policies to support the organization’s goals;

Provide support and expertise to line managers;

Handle any human problems that arise within the organization

Rey R. Donato

HR policies and program initiativesResponsive to market conditions and global business structures;

Closely linked to strategic business plans;

Conceived and implemented jointly by line and HR managers;

Focused on quality, customer service, productivity, employee involvement, teamwork and workforce flexibility.

Rey R. Donato

Evolution of HRM

1920-1930

Welfare management

1940-1960

Personal management

1970-1980

Development phase

1991-ownwards

Proactive- growth oriented phase

Welfare phase- welfare management, maintaining records of employees such as attendance, leave etc. Roles: Welfare administrator, policeman

Personal management- Fire fighting stage- Employee disputes, trade unions, decisions taken by top management.

Roles: Advisor, mediator, legal advisor, fire fighting

Development phase- Importance given on efficiency and effectiveness, emphasis on human values, dignity. Hr manager does the role of change agent, trainer etc.

Growth oriented – employees are considered as assets. Hr manager’s role- developer, counselor, coach, mentor, problem solver