Introduction to Strategic Human Resource Management

1. Presented by
DR RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP
Strategic Human Resource
Management

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DR. RHEA LOWELLA S. FISER Rpsy,RPm,CSIOP
Email Address: rheasantillan@live.com
Viber #: 09951100143
 Ph.D in Industrial Psychology graduate
 Masters in Industrial Psychology graduate
 B.S Psychology graduate
 Certified Specialist in
Industrial/Organizational Psychology
 Licensed Psychologist
 Licensed Psychometrican
 Licensed Professional Teacher
 Regular Member of Psychological
Association of the Philippines
 Dean of College of Arts and Sciences
Department and Psychology Department
Head of De Ocampo Memorial College

3. HR
FUNCTIONS/PLANNING
Introduction: HR
Functions: An
Overview

4. Objectives
• At the end of this lesson, you will be able to:
1. Get an overview of the different facets of our
HR role
2. Gain a deeper appreciation of HR as a
discipline
3. See the connection between the 12 functions
of HR
4. Get familiarized with some old and new
concepts
5. Realize the principles behind some critical HR
functions
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HR Functions:
An Overview
12 Areas of HR
1. Human Resources Planning
2. Talent Acquisition
3. Total Rewards
4. Salary Administration
5. Learning and Development
6. Performance Management
7. Employee Discipline
8. Succession Planning
9. Employee Engagement
10. Administrative Responsibilities
11. Health and Safety
12. Essentials of Philippine Labor Law
Presented by: DR RHEA LOWELLA S. FISER 5

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1. Human Resource Planning
•Knowing the future needs
•Knowing the kind of people
•How many is needed
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Human Resource Planning
Shapes the different functions

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Human Resource Planning vs
Manpower Planning
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Where the organization today
What it needs to be successful in the
future
Human Resource Planning Manpower Planning
SIMILAR FOCUS

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Human Resource Planning vs
Manpower Planning
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Number of competent people in order
to deliver services or to gain profit for
the business
Human Resource Planning Manpower Planning
DIFFERENCE?
Ability of the organization to attain its
desired goals and objectives taking into
account the workforce or the human
capital

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Human Resource Planning vs
Manpower Planning
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Recruitment & Selection
Compensation & Benefits
Human Resource Planning Manpower Planning
DIFFERENCE?
Job Analysis
Succession Planning
Career Pathing
Learning & development
Welfare Recruitment

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Talent Acquisition

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2. Talent Acquisition
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2. Talent Acquisition
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Employee Brand
Employee brand
describes an
employers reputation
as a place to work.

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Selection Process: Multiple Hurdle Model
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Resume/
Application
Screening
Test
Interview Reference
Check
Decision
Potential elimination from the selection process
SELECTION PROCESS: MULTIPLE HURDLE MODEL

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TOTAL REWARDS
Describes all the
tools available to
an employer that
may be used to
attract, motivate
and retain
employees
Total
rewards
Benefits
Work Life
Balance
Compensation
Recognition
System
Performance
Management
Talent
Management

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Total Rewards

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Wage and Salary Administration

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Wage & Salary Administration

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Wage & Salary Administration

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Learning and Development

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Learning and Development

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Learning and Development

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Learning and Development

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Performance Management

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Performance Management

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Progressive Discipline

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Progressive Discipline

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Progressive Discipline

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Succession Planning

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Succession Planning

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Employee Engagement

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Employee Engagement

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Administrative Responsibilities

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Health and Safety

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Essential Labor Laws

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Essentials of Labor Law

37. HUMAN RESOURCE
PLANNING
Presented by
DR RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP

38. Objectives
• At the end of this lesson, you will be able to:
1. Get an overview of HR Planning focus, aims,
responsibilities.
2. Learn the importance of the HR planning in an
organization
3. Understand the 3 key elements of HR Planning
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39. Lesson 1:
Human Resource
Planning

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What is Human Resource
Planning?
•Knowing the future needs
•Knowing the kind of people
•How many is needed
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Human Resource Planning
Functions

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Presented by: DR RHEA LOWELLA S. FISER 42

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Human Resource Planning AIMS
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Human Resource Planning Responsibilities

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Forecasting Human Resource required
1. Volume of Resources
2. Skill Sets
3. Duties and responsibilities
4. Kind of experiences
5. Other pre-requisites
ORGANIZATIONAL OBJECTIVES
Audit Skills Sets
Existing staff have the required skills
Redeploy employees
for operational
needs
Re-examine HRM Policies
1. Freeze recruitments
2. Retrenchment
3. Early retirement
4. Trim down part time
workers
YES No
Amend HRM Policies
1. Launch Recruitment
2. Increase Overtime
3. Delay Retirement
Additional Skills

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The Need for Planning

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The Need for Planning

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Talent Acquisition

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3 KEY ELEMENTS OF HR PLANNING

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•A Human Resource
Planning Software is an
interface that facilitates the
work of human resources
personnel in a company.
Administrative activities
associated with HR
management such as payroll,
scheduling and benefits are
automated
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HR PLANNING TOOLS
SOFTWARE

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• BambooHR
• Rippling
• Avature CRM
• Paychex Flex
• Paycor
• Beekeeper
• Sage People
• ClearCompany
• Justworks
• Immigration Tracker
Features
• Deployment
• Applicant Tracking
• Compensation
Management
• Employee Profiles
• Onboarding
• Performance
Management
• Time Attendance
Management
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HR PLANNING TOOLS
SOFTWARE

52. HR
FUNCTIONS/PLANNING
Lesson 2:
Talent Acquisition

53. Objectives
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By the end of this lesson, you will be able to:
 Formulate behavioral and situational questions
 Prepare and conduct competency-based interviews
 Practice the four phases of successful interviewing
 Identify the ethical and unethical interview practices
 Explain how to remain objective and avoid interview
pitfalls.

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Presented by: DR RHEA LOWELLA S. FISER 54

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RECRUITMENT VS TALENT ACQUSITION
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Talent Acquisition

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Talent Acquisition
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Talent Acquisition Funnel
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Recruiting Versus Recruitment Marketing

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Powerful Strategies
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Selection Process: Multiple Hurdle Model

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INTERVIEW
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INTERVIEW
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Four Phases of Any Good Interview

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Structured vs Unstructured Interviewing

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Structured vs Unstructured Interviewing

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Behavioral vs Traditional Interviewing

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Traditional Interviewing

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Advantages of Traditional Interviewing
• Easier to implement
• Interviews can be one-on-
one or in groups
• Questions can be
spontaneous. No need to
formulate customized
questions carefully.
• Sample questions are
available in numerous
sources for free

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Sample Traditional Interview Questions

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What is Behavioral Interview?

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Behavioral Interviewing
Questions focus on:
• A prospective employee’s personality
and value set (rather than solely on their
skill sets)
• Prospective employee’s responsibilities
• Integrated performance within
organization
• Leadership characteristics and traits

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Sample Behavioral Questions

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Advantages of Behavioral Interviewing
 Provides a broad assessment of an
individual’s personality and skill set
 Results can be easily quantified
 Allow prospective employees to be more
relaxed during the interview process
 Hidden information more easily obtained

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Advantages of Behavioral Interviewing
 Less chance for a candidate to steer their
answers to what they think the
interviewer wants to hear
 Uncovers positive and negative
personality traits
 Better indication of how an individual
will fit in your organization

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Behavior Interview
Format and Questions
Underlying Premise:
The best predictor of future
behavior on the job is past
behavior under similar
circumstances

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The Behavioral Vs Competency-Based Interviewing
Models

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What is Competency?

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Competency-Based Questions

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Quiz # 1

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Quiz # 1

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Quiz # 2

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Quiz # 2

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Quiz # 3

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Quiz # 4

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Quiz # 4

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Quiz # 5

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Assessing Jobs Based on Competency
Requirements

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Deciphering the Job Description

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Situational Interview
Format and Questions
 In contrast to the behavioral interview, the
questions in a situations in a situational
interview are based on future-oriented
behavior.
 Situational interview questions give the
candidate realistic job scenarios or
dilemmas and ask how/she would respond
 The underlying premise is a person’s
intentions are closely tied to his/her actual
behavior

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Sample Situational Interview Questions
As an employee here for ____years, you have
developed many wonderful relationships with
other staff. What do you consider your greatest
challenge when having to hold “friends” and
coworkers accountable for unacceptable
behaviors such as noncompliance with a
smoking policy, not carrying their share of the
workload, and staff members using the Internet
during down time instead of doing department
related functions? How would you handle this
situation?

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Sample Interview Probes:
Situation
Situation
• Why do you believed this situation occurred?
• What do you consider the most critical issue in this situation?
• What other issues are of concern?
Action
• What would you say?
• What is the first thing you would do?
• What are the factors would you affect your course of action?
• What other actions could you take?
Outcome
• How do you think your action would be received?
• What would you do if your action was not received well?
• What do you consider as benefits of your actions?

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GENDER AND RACIAL BIAS

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Case Study # 1
•Are you dilawan?
•If you are, Im afraid you might introduce activism
here.
•We don’t want militant and rebellious employees
here.

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Case Study # 1
•Are you dilawan?
•If you are, I am afraid you might introduce
activism here.
•We don’t want militant and rebellious
employees here.
•Answer: Stereotyping

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Case Study # 2
•Are you sure you can be present
everyday and on time? You have a
baby. What if your baby gets sick?
•I doubt if you can handle that.

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Case Study # 2
•Are you sure you can be present
everyday and on time? You have a
baby. What if your baby gets sick?
•I doubt if you can handle that.
•Answer:Gender bias

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Case Study # 3
•Your accent tell me that you are from
the province. How do you think you
can cope with the fast paced lifestyle
in the city? Can you tell me your
plan?

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Case Study # 3
•Your accent tell me that you are from
the province. How do you think you
can cope with the fast paced lifestyle
in the city? Can you tell me your
plan?
•Answer: Generalization

110. DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You

111. TOTAL REWARDS
Presented by
DR. RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP

112. HR
FUNCTIONS/PLANNING
Lesson 3:
Total Rewards

113. Objectives
113
By the end of this lesson, you will be able to:
 Define what Total Rewards is and how differs from a
conventional Compensation and Benefits
 Enumerate the 7 element of Total Rewards
Framework
 Related Maslow’s Hierarchy of Needs with the Total
rewards
 Discuss the advantage of Total Rewards

114. Objectives
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 Explain the basic assumptions of performance
motivation model
 Identify the trends on how organization responds to
the changing needs of the employees in general
 Identify ones own company’s areas for
improvement.

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Presented by: DR RHEA LOWELLA S. FISER 115

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External Factors Impacting the Employee Experience
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Multiple Generations are Changing Workforce Dynamics

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Increasing Desire for Benefits Choice Among US Employees
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Deeper Look at the Generational Preferences
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Young Employees Driving the Happy but Leaving Trend
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Compensation
Benefits
Engagement
Performance
Management
Work-life Balance
Professional
Development
Meaningful Work

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141. DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You

142. DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You