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Towards improving HR Performance.pptx

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Towards improving HR Performance.pptx

  1. 1. MARIEL D. ARAGON Discussant Jo Bitonio Professor
  2. 2. ISSUES AND PROBLEMS OF HR IN PHILIPPINE GOVERNMENT • Compliance is a continuing challenge payroll, taxes, recruitment, hiring, compensation, employee benefits • Changing employee expectation The Baby Boomer Generation – born 1946-1964. ... Generation X – born 1965-1979. ... Millennials – born 1980-1994. ... Generation Z – born 1995-2012. ...
  3. 3. Generational Differences in the Workplace Content
  4. 4. Generational Differences in the Workplace Content
  5. 5. Generational Differences in the Workplace Content
  6. 6. Generational Differences in the Workplace Content
  7. 7. IMPROVING HR PERFORMANCES IN PHILIPPINE GOVERNMENT •Strategic HR is when HR processes are integrated and form part of the agency strategy. It is strategic when individual performance is linked to the achievement of organizational goals. Most importantly, it is strategic when there is a results-based performance monitoring system
  8. 8. IMPROVING HR PERFORMANCES IN PHILIPPINE GOVERNMENT In terms of HR systems, the CSC implements the PRIME-HRM, or Program to Institutionalize Meritocracy and Excellence in Human Resource Management, where we assess the recruitment, learning and development, performance management, and rewards and recognition systems of government agencies, provide technical assistance to address gaps, and recognize model agencies—all with the end to elevate the standard of HR management in the public sector from its traditional, paper-pushing role,
  9. 9. HUMAN RESOURCES TRENDS • Putting an emphasis on digital literacy In today's digital world, the team must be able to adapt and survive
  10. 10. HUMAN RESOURCES TRENDS Increased emphasis on a data-driven mindset Data plays huge role in helping HR obtain real-time and accurate data. But the common practice among HR teams was to gather data in spreadsheets, thus increasing the paperwork.
  11. 11. HUMAN RESOURCES TRENDS • Expansion of contingent employment In the Philippines, the economic uncertainty caused by the Covid-19 pandemic has caused companies to close and workers to lose their jobs.
  12. 12. HUMAN RESOURCES TRENDS • Adopting Design Thinking in order to put people first Design thinking emerged as a method of solving creative problems. HR is no longer settling for pre-packaged solutions.
  13. 13. HUMAN RESOURCES TRENDS Increased investment in employee upskilling Employees leave for a variety of reasons, the most common of which is a lack of a clear career path within an organisation
  14. 14. HUMAN RESOURCES TRENDS • Increased use of remote and hybrid working environments Now that the Philippines are likely at the tail-end of a global health catastrophe thanks to the aggressive inoculation efforts, more and more employees are showing up in office again.
  15. 15. HUMAN RESOURCES TRENDS • Getting rid of outdated evaluation mechanisms According to recent research, organisations are moving toward objective frameworks for performance management in order to identify and effectively engage their high performers.
  16. 16. HUMAN RESOURCES TRENDS Innovation through HR automation Cloud technology provides numerous benefits to human resource management.
  17. 17. Resource Page/ References https://www.investopedia.com/terms/h/humanresour ces.asp https://www.peoplehum.com/blog/kahanga-hanga- hr-trends-in-the-philippines https://www.purdueglobal.edu/education- partnerships/generational-workforce-differences- infographic/

Notes de l'éditeur

  • The human resources function is at the center of most employees efforts to identify, hire, retain people in the organization needs to execute its strategy and achieve its goals.
    Changing employee expectation – one must recognize that todays workplace comprise of several generations , each with a different set of values, aspirations, perspective and attitude towards work

    One size doesn’t fit all when it comes to today’s workforce—five generations of workers means five approaches to work. Learn how to adjust to a multigenerational workforce.
  • In the Philippine context, we have this in the form of the Performance-Based Incentive Scheme or the Performance-Based Bonus, also widely known as the PBB.
  • In today's digital world, your team must be able to adapt and survive. Surprisingly, there is still a gap between business needs and levels of digital competency. According to a 2018 survey, only 16% of business leaders and 9% of employees consider themselves digitally proficient. However, as a digital HR trend in 2022, the Philippines can anticipate learning and development strategies that provide employees with essential digital skills.
  • However, with the rise and adoption of technology, people analytics has helped organizations gather and analyze people-data to make faster and better decisions. And currently, 58% of companies in Philippines have data analytics teams.

    However, many companies, especially on the smaller scale, fall short in embracing effective and data-driven people analytics. One of the major HR trends in the Philippines in 2022 witnesses a marked shift towards the adoption of HR analytics for better decision-making.
  • In the Philippines, the economic uncertainty caused by the Covid-19 pandemic has caused companies to close and workers to lose their jobs. The gig economy grew, while contract work declined. Organizations will continue and expand their use of contingent workers in the face of an uncertain future.

    The gig economy grew in size in 2020, and this trend is expected to continue in 2022 and beyond. Human Resources will need to review company policies on hiring and compensating contingent and gig workers. Therefore, it is time for the Philippines to reconsider the laws or government policies that limit flexible work arrangements.

  • When Covid-19 hit, all HR models, templates, and plans had to be thrown out the window because they no longer made sense in light of the current situation. To create new agile and effective structures and operating models, HR in the Philippines had to go back to the drawing board and start building processes with the employee at the centre of the experience in this delivery model.

    Design thinking emerged as a method of solving creative problems. HR is no longer settling for pre-packaged solutions. In 2022, more organisations will choose HR technology based on the resolution of their use cases rather than a long list of features.

  • A recent global survey of HR leaders highlights the need for additional skills in 2022. When asked how they feel about upskilling and retraining, 77% of Filipino workers say they are enthusiastic about the idea.

    Employees leave for a variety of reasons, the most common of which is a lack of a clear career path within an organisation, with 70% leaving for a company that provides better development and training. If they believe they are not receiving the necessary training and development to advance their position in the company, they will most likely look elsewhere. Upskilling comes into play here.

    Upskilling allows employees to gain more job-relevant skills while also allowing companies to develop in-house talent, resulting in a more agile and flexible workforce. The advantages of upskilling are twofold. The first consideration is employee productivity. The second is a positive employee experience, which helps with retention goals.
  • Now that the Philippines are likely at the tail-end of a global health catastrophe thanks to the aggressive inoculation efforts, more and more employees are showing up in office again. That is not to say that remote work will go out of style. What is most likely to occur is the introduction of hybrid work.

    According to a Gartner poll, 48% of employees will likely work remotely after the pandemic. As a result, human resources must identify and develop the critical competencies for people to collaborate digitally. Allowing employees to navigate between the office and remote setups using their own discretion is an even better approach.
  • According to recent research, organisations are moving toward objective frameworks for performance management in order to identify and effectively engage their high performers. This change is being led by the IT and Internet sectors, and other industries will soon follow suit.

    In addition, organisations in the Philippines are breaking down silos in traditional talent management by connecting data from different modules. Performance management is now linked to Individual Development Plans in more than 40% of companies.
  • Cloud technology provides numerous benefits to human resource management. For starters, it has enabled remote hiring. Training can now be completed in the cloud as well. 

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