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    The document discusses the functions of human resource management, including both managerial functions like planning and controlling as well as operative functions such as recruitment, training, and remuneration. It also outlines the eight Rs of human resource management - recruiting, routing, retaining, resonating, reviewing, rewarding, retooling, and recycling - and provides brief descriptions of each. Finally, it includes an activity that asks students to interview an entrepreneur about their HR practices and propose an HR program for their own employees following the eight Rs framework.

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    The document discusses the functions of human resource management, including both managerial functions like planning and controlling as well as operative functions such as recruitment, training, and remuneration. It also outlines the eight Rs of human resource management - recruiting, routing, retaining, resonating, reviewing, rewarding, retooling, and recycling - and provides brief descriptions of each. Finally, it includes an activity that asks students to interview an entrepreneur about their HR practices and propose an HR program for their own employees following the eight Rs framework.

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    32 views4 pages

    Week 13 Entrepreneurship

    Uploaded by

    Marcel Baring Imperial
    The document discusses the functions of human resource management, including both managerial functions like planning and controlling as well as operative functions such as recruitment, training, and remuneration. It also outlines the eight Rs of human resource management - recruiting, routing, retaining, resonating, reviewing, rewarding, retooling, and recycling - and provides brief descriptions of each. Finally, it includes an activity that asks students to interview an entrepreneur about their HR practices and propose an HR program for their own employees following the eight Rs framework.

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    © All Rights Reserved
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    Republic of the Philippines

    Division of Davao City


    TOYOZU TECHNICAL SCHOOL FOUNDATION INC.
    #25 Dacudao Avenue Agdao, Davao City

    ENTREPRENEURSHIP

    SENIOR HIGH SCHOOL


    (Grade 11 - Second Quarter)
    WEEK 6
    (January 25, 2021 – January 29, 2021)

    Mr. Marcel B. Imperial


    MODULE 6
    S.Y. 2020 - 2021
    Entrepreneurship
    Lesson 15: Managing the Human Resources Function

    Specific Learning Outcomes


    At the end of this lesson, the learners will be able to:
    1. Discuss the functions of human resource management
    2. Identify the eight Rs of human resource management

    ABSTRACTION

    People are the lifeblood of any


    enterprise and yet, not enough
    attention is given to human resource
    management (HRM) by most
    organizations. HR managers are
    oftentimes occupying low positions in
    the enterprise totem pole. They are
    usually relegated to administrative
    functions, which do not deserve to be
    called HRM. At most, they are into
    “personneling” which can be defined
    as the processing transfers or
    resignations. It is a boring
    administrative job.

    Function of Human Resource Management


     Human resource management involves blending the traditional administrative
    functions along with the changing concepts of employee welfare in the organization.
     The retention of employees is dependent on how they are perceived and treated in
    the organization based on their performance, abilities and skills.
     The extent of activities carried out by the HR is dependent on the size and scope of
    the organization, the nature of operations and the attitude of management towards
    the employees.
     HRM functions can be broadly classified into following two categories:
    Managerial functions
    1. Planning
    2. Organizing
    3. Directing
    4. Controlling
    Operative functions
    1. Recruitment
    2. Training and development
    3. Remuneration
    4. Reward system
    5. Motivation
    6. Records and statistics
    7. Industrial relations
    8. Separation

    The R’s of Human Resources.


    1. RECRUITING
    Many HR advisors and consultant often advocate that organization should
    “hire for attitude develop for competence "there are simply revising the mindset of HR
    practitioners who screen applicants according of HR to their resumes and skills
    already.
    2. ROUTING
    Organization who desires to optimize the value of people over the long haul
    should have a good routing strategy. The more versatile and flexible the recruit is the
    more opportunity he/she has for assuming multiple roles in the organization
    3. RETAINING
    Retaining people or retention is being able to hold on to people, provide that a
    company wants to keep them in the first place.
    4. RESONATING
    To resonate is to be “in tune with” or to reverberate with an organization that
    resonate with people and their employees who resonate with their management are
    likely to have goal congruence
    5. REVIEWING
    Reviewing people is to measure and evaluate their performance w/ the
    organization goals in mind
    6. REWARDING
    Rewarding is concerned about compensating investing and recognition
    employees for their work loyalty and accomplishments
    7. RETOOLING
    Both new recruits and old timers need retooling in order to meet the
    performance expectation of the organization
    8. RECYCLING
    Recycling affords the people the chance to jobs or events careers
    Activity 15.0
    Direction: Answer the following task given.

    1. Interview an entrepreneur on how he or she recruits, retools, reviews and rewards


    people.
    2. If you were to set up a Human Resource Program for your employees, what would it
    constitute? Following the eight Rs of HR, list down these programs as well as the
    description of each program including the activities and tasks that will be required
    from you, as the entrepreneur and from the employees. Remember, that it would be
    important for employees to get involved in identifying programs they would want to
    develop further their skill and competencies. Whatever you have written as part of
    the HR Program for your enterprise will form part of your business plan to set future
    directions for the enterprise.

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