The books in the CLR are arranged by topic using Library of Congress classification system. Here are a few call number ranges to explore:
HF5381-5386 Vocational guidance. Career development
HF294-343 Boards of trade. Chambers of commerce. Merchants' associations
HF5387-5387.5 Business ethics
HF5437-5444 Purchasing. Selling. Sales personnel. Sales executives
HF5546-5548.6 Office management
HF5548.7-5548.85 Industrial psychology
HF5549-5549.5 Personnel management. Employment management
HF5717-5734.7 Business communication Including business report writing, business correspondence
HF5735-5746 Business records management
For Subject searches using the Worldcat Discover, try:
To do Keyword searches, you can either use add terms or use phrases.
Searching for Personnel management?
Test out Personnel AND management or "Personnel management" as searches and see what you can find.
The Philippines has been consistently registering growth according to data released by ADB for 2012 and early parts of 2013. Unlike in the past, the stronger contributor is not OFW remittances, they are from our local industries such as; Real Estate, Financial Industries, Manufacturing and of course the BPO industry. This phenomenon translates to investor confidence and business growth.
For the BPO alone, IBPAP recently announced that there is a good 5000+ companies established from 2010 alone. Though, We are known for voice operations, the significant part of the industry has yet to be capitalized. The IT industry, all efforts are concerted in this sunrise industry.
Cited from Reuters business news, announcement early this year stated that there is going to be a demand for HR professional by 2016 reaching 600,000 internationally. This is 20 times more than IT practitioners.
The truth of the matter is, everything is about people. The age of Human Resource management is now. The CHED CMO 2010 recognizes HR as a business course. The pressure is now is with the academe to produce competent HR because of the value that they contribute to the productivity and performance of the organization.
QUICK LINKS
A comprehensive course on management processes from a manager’s perspective. It gives emphasis on the needed skills, competencies, techniques and knowledge to successfully manage an organization. It includes the functions of decision making, planning, strategy, organizing, staffing, leading, control change and its importance in the present global business world with ethical considerations on management decisions
A comprehensive course on management processes from a manager’s perspective. It gives emphasis on the needed skills, competencies, techniques and knowledge to successfully manage an organization. It includes the functions of decision making, planning, strategy, organizing, staffing, leading, control change and its importance in the present global business world with ethical considerations on management decisions
Introduction to Applied Research
The course aims to review participants on research methods and techniques in the field of Human Resource Management. This course would enable learners to apply the use of research in making decisions and analyzing businesses. Basic research principles and ethics will be discussed to guide participants in applying research in other specific fields in the management of Human Resources.
At the end of this course, participants are expected to apply general research principles, data collection, and business and decision analysis in courses covering other Human Resource functions. This course would prepare learners in writing their final papers in most of their course in the program.
Introduction to Applied Research
The course aims to review participants on research methods and techniques in the field of Human Resource Management. This course would enable learners to apply the use of research in making decisions and analyzing businesses. Basic research principles and ethics will be discussed to guide participants in applying research in other specific fields in the management of Human Resources.
At the end of this course, participants are expected to apply general research principles, data collection, and business and decision analysis in courses covering other Human Resource functions. This course would prepare learners in writing their final papers in most of their course in the program.
What is the role of business in society in the 21st century? Business is intrinsically a good human activity, and it is an integral part of society. Modern business has become a dominant institution in society; and, as such, owners and professional managers are not only leaders of a business but also leaders within society as well. How do business leaders proactively manage the company’s role in society? What is the business rationality of a company taking on its ethical, social, and environmental responsibility? This course examines the following topics:
What is the role of business in society in the 21st century? Business is intrinsically a good human activity, and it is an integral part of society. Modern business has become a dominant institution in society; and, as such, owners and professional managers are not only leaders of a business but also leaders within society as well. How do business leaders proactively manage the company’s role in society? What is the business rationality of a company taking on its ethical, social, and environmental responsibility? This course examines the following topics:
Developing Professional Capabilities
This course aims to develop skills, abilities and traits that relate the student’s behavior, attitude and personality at work. The intention to enhance professional capabilities will not only focus on soft skills by means of self-awareness but also by means of a thorough understanding of various principles and issues related with people management highlighting an open system perspective. Topics include cultural intelligence, organizational emotions and compassion at work communicating work-life issues, workplace relationships, power thinking, corporate storytelling, reputation management, leadership adaptability and other relevant issues in the age of talent management.
Developing Professional Capabilities
This course aims to develop skills, abilities and traits that relate the student’s behavior, attitude and personality at work. The intention to enhance professional capabilities will not only focus on soft skills by means of self-awareness but also by means of a thorough understanding of various principles and issues related with people management highlighting an open system perspective. Topics include cultural intelligence, organizational emotions and compassion at work communicating work-life issues, workplace relationships, power thinking, corporate storytelling, reputation management, leadership adaptability and other relevant issues in the age of talent management.
The course aims to equip participants with the different financial tolls in evaluating investment opportunities particularly as it affects the Human Resource aspect of operation. The tools to be involved will be the cost and benefit comparison using qualitative and quantitative arguments such as return of investment, payback, interval rate of return and other financial decisions.
The course aims to equip participants with the different financial tolls in evaluating investment opportunities particularly as it affects the Human Resource aspect of operation. The tools to be involved will be the cost and benefit comparison using qualitative and quantitative arguments such as return of investment, payback, interval rate of return and other financial decisions.
Good Governance in Human Resource
This course relates how HR in corporations can use their power and influence to address equity and efficiency issues affecting not only organizations but stakeholders alike, Furthermore, mechanisms such as law and culture which affect how these issues are addressed are likewise integrated in the subject to collectively present a holistic view on good governance and its related challenges.
Good Governance in Human Resource
This course relates how HR in corporations can use their power and influence to address equity and efficiency issues affecting not only organizations but stakeholders alike, Furthermore, mechanisms such as law and culture which affect how these issues are addressed are likewise integrated in the subject to collectively present a holistic view on good governance and its related challenges.
This course presents different management issue faced by HR Managers around the world using cases containing unique national, organizational and cultural contexts which can challenge the HR executive to explore global alternatives, models and paradigms to common issues especially those with long-term impact.
This course presents different management issue faced by HR Managers around the world using cases containing unique national, organizational and cultural contexts which can challenge the HR executive to explore global alternatives, models and paradigms to common issues especially those with long-term impact.
Understanding the role of a Human Resource Managers as internal and external consultants, this course equips the learner with the knowledge and competencies in data science as applied in the area of people management. This course will expose the learners to concepts and applications that make sense of small and big data as a tool for competitive advantage.
Understanding the role of a Human Resource Managers as internal and external consultants, this course equips the learner with the knowledge and competencies in data science as applied in the area of people management. This course will expose the learners to concepts and applications that make sense of small and big data as a tool for competitive advantage.
The course will cover the theoretical and practical foundations of Human Capital Development. It emphasizes on the strategic need for effective and efficient learning and development systems for the most important resource of the organization, its people. It will explore and guide the learners in the effective planning, implementation and management of learning, development and career management systems with respect to the organizational strategic goals and intents.
The course will cover the theoretical and practical foundations of Human Capital Development. It emphasizes on the strategic need for effective and efficient learning and development systems for the most important resource of the organization, its people. It will explore and guide the learners in the effective planning, implementation and management of learning, development and career management systems with respect to the organizational strategic goals and intents.
Introduction to Human Resource Management
This course provides an overview of the human resource management functions. It intends to establish the relationship and strategic importance of human resource management with the other functional areas of an organization. It includes an extensive discussion of human resource planning, staffing, training and development, compensation administration, performance management, and labor-management relations.
Introduction to Human Resource Management
This course provides an overview of the human resource management functions. It intends to establish the relationship and strategic importance of human resource management with the other functional areas of an organization. It includes an extensive discussion of human resource planning, staffing, training and development, compensation administration, performance management, and labor-management relations.
This course presents different perspectives on how the field of Human Resources can become leadership-driven to address the demands of the growing number of employees that the HR professionals handle. Specifically, these areas would include HR ass a driver for business leadership, driver of leaders to collectively establish the field of Human Resources as a field driven to lead.
This course presents different perspectives on how the field of Human Resources can become leadership-driven to address the demands of the growing number of employees that the HR professionals handle. Specifically, these areas would include HR ass a driver for business leadership, driver of leaders to collectively establish the field of Human Resources as a field driven to lead.
Organizations today are being increasingly subjected to forces of internationalization, globalization, and cultural diversification. Managers and staff, as human beings, are “values” carriers, and as they become believers of common “shared values”, they become “culture” carriers as well. Culture within an organization plays a vital role in the organization’s day-to-day operations.
The graduate-level course is designed to enhance the student’s understanding of the relationship of leadership, organizational culture, and organizational performance. To enhance the students’ “Cultural intelligence” or “CQ”, the students are introduce to culture theory: culture as an external variable, culture as an internal variable, and culture as shared meanings and symbols. The course also covers the linkage of organizational strategy, organizational culture, and organizational performance; the role of Management and Human Resource Management in shaping an organizational culture (i.e. shaping a high performance culture, or an ethical culture, or a green culture); and models and processes of organizational culture change. Special topics on comparative management and cross cultural management will also be part of the course coverage.
Organizations today are being increasingly subjected to forces of internationalization, globalization, and cultural diversification. Managers and staff, as human beings, are “values” carriers, and as they become believers of common “shared values”, they become “culture” carriers as well. Culture within an organization plays a vital role in the organization’s day-to-day operations.
The graduate-level course is designed to enhance the student’s understanding of the relationship of leadership, organizational culture, and organizational performance. To enhance the students’ “Cultural intelligence” or “CQ”, the students are introduce to culture theory: culture as an external variable, culture as an internal variable, and culture as shared meanings and symbols. The course also covers the linkage of organizational strategy, organizational culture, and organizational performance; the role of Management and Human Resource Management in shaping an organizational culture (i.e. shaping a high performance culture, or an ethical culture, or a green culture); and models and processes of organizational culture change. Special topics on comparative management and cross cultural management will also be part of the course coverage.
Performance and Rewards Management
This course is designed to develop theoretical and practical competencies in assessing, designing and implementing a performance management systems integrated with a reward framework which must be strategically aligned with the organization’s goals. Significantly, any entity must not only to attract and retain but also motivate and incentivize employees, through both financial and non-financial measures, amidst a scenario where competition for top talent is prevalent while still assuring the viability of the businesses.
This course will also assist to translate government regulations and standard practices that serve as a guide to specific situations involving performance evaluation, compensation, classification and benefits. The learner will be asked to perform individual and operational reviews of compensation, benefits, reclassification systems and their impact to the company goals.
The focus will be on both current and emerging models of compensation and benefits administration, including those deemed as best practices. Through a series of inter-active learning sessions, the modules shall enable students to acquire the exposure and knowhow in: 1) developing and instituting a performance review process connected to a comprehensive reward program which enhances motivation, productivity and loyalty of the employees, including multi-generational combinations of Gen-Xers and millennials ; 2) creating incentive plans which support business objectives and assure return of investment (ROI) ; 3) setting a review system to evaluate legal, ethical and managerial aspects of the performance-based employee pay and benefit programs.
Through a combination of classroom activities such as lectures, facilitated discussions, case studies, simulations, assignments report and examinations, all aimed at hands-on experimental efforts will strengthen both the learning and reflective capabilities of the human resource practitioner.
Performance and Rewards Management
This course is designed to develop theoretical and practical competencies in assessing, designing and implementing a performance management systems integrated with a reward framework which must be strategically aligned with the organization’s goals. Significantly, any entity must not only to attract and retain but also motivate and incentivize employees, through both financial and non-financial measures, amidst a scenario where competition for top talent is prevalent while still assuring the viability of the businesses.
This course will also assist to translate government regulations and standard practices that serve as a guide to specific situations involving performance evaluation, compensation, classification and benefits. The learner will be asked to perform individual and operational reviews of compensation, benefits, reclassification systems and their impact to the company goals.
The focus will be on both current and emerging models of compensation and benefits administration, including those deemed as best practices. Through a series of inter-active learning sessions, the modules shall enable students to acquire the exposure and knowhow in: 1) developing and instituting a performance review process connected to a comprehensive reward program which enhances motivation, productivity and loyalty of the employees, including multi-generational combinations of Gen-Xers and millennials ; 2) creating incentive plans which support business objectives and assure return of investment (ROI) ; 3) setting a review system to evaluate legal, ethical and managerial aspects of the performance-based employee pay and benefit programs.
Through a combination of classroom activities such as lectures, facilitated discussions, case studies, simulations, assignments report and examinations, all aimed at hands-on experimental efforts will strengthen both the learning and reflective capabilities of the human resource practitioner.
A comprehensive course on management processes from a manager’s perspective. It gives emphasis on the needed skills, competencies, techniques and knowledge to successfully manage an organization. It includes the functions of decision making, planning, strategy, organizing, staffing, leading, control change and its importance in the present global business world with ethical considerations on management decisions.
A comprehensive course on management processes from a manager’s perspective. It gives emphasis on the needed skills, competencies, techniques and knowledge to successfully manage an organization. It includes the functions of decision making, planning, strategy, organizing, staffing, leading, control change and its importance in the present global business world with ethical considerations on management decisions.
Strategic HRM Paper, Non-Thesis Track
This course aims to provide learners the opportunity to enhance their understanding on research methodologies in evaluating and critiquing Human Resource Management related research studies. It will assist learners in problem identification, problem formulation and its discussion, data collection methods, and application of appropriate research methods and design.
Strategic HRM Paper, Non-Thesis Track
This course aims to provide learners the opportunity to enhance their understanding on research methodologies in evaluating and critiquing Human Resource Management related research studies. It will assist learners in problem identification, problem formulation and its discussion, data collection methods, and application of appropriate research methods and design.
This course aims to provide participants the opportunity to prepare their research project on relevant Human Resource topics. It will assist learners in problem identification, problem formulation and its discussion, data collection methods, and application of appropriate research methods and design.
This course also aims to enable participants to make business decisions and analyses based on methodologies that are grounded on scientifically sound research principles and concepts in formulating, using, and evaluating performance metrics. At the of the course, learners should be able to present a thesis paper.
The thesis paper should be theoretically sound and appropriate statistical analysis should be presented. Learners must be able to contribute to existing literature of the given topic as well as propose actions for the industry argued based on theory and evidence from their output.
This course aims to provide participants the opportunity to prepare their research project on relevant Human Resource topics. It will assist learners in problem identification, problem formulation and its discussion, data collection methods, and application of appropriate research methods and design.
This course also aims to enable participants to make business decisions and analyses based on methodologies that are grounded on scientifically sound research principles and concepts in formulating, using, and evaluating performance metrics. At the of the course, learners should be able to present a thesis paper.
The thesis paper should be theoretically sound and appropriate statistical analysis should be presented. Learners must be able to contribute to existing literature of the given topic as well as propose actions for the industry argued based on theory and evidence from their output.
Strategic Organizational Development
Over the years, the Human Resource Management practice and consequently the role of the human resource management professional have evolved from being the traditional administrator to becoming a strategic business partner. As such the organization has begun looking at IIR’s added value more closely to include that of being an internal organization development and implementation, shaping culture and leading culture change, increasing organizational effectiveness and health, and ensuring long term growth through innovation and continuous change leading the organization forward.
This course is designed to equip the HR practitioner with the essential competencies to become an effective OD practitioner: consulting and partnership skills; strategic and system thinking, leading innovation and change, designing and implementing aa variety of human resource management programs that address the organizational needs of the changing times such as employee engagement, globalization, diversity, virtual work arrangements, culture change etc.
The course will utilize various learning methodologies and techniques such as facilitated discussions, case studies, simulations, action research and presentations that will happen in both the classroom and the learner’s chosen laboratory (actual organization), blending theory with actual practice.
Strategic Organizational Development
Over the years, the Human Resource Management practice and consequently the role of the human resource management professional have evolved from being the traditional administrator to becoming a strategic business partner. As such the organization has begun looking at IIR’s added value more closely to include that of being an internal organization development and implementation, shaping culture and leading culture change, increasing organizational effectiveness and health, and ensuring long term growth through innovation and continuous change leading the organization forward.
This course is designed to equip the HR practitioner with the essential competencies to become an effective OD practitioner: consulting and partnership skills; strategic and system thinking, leading innovation and change, designing and implementing aa variety of human resource management programs that address the organizational needs of the changing times such as employee engagement, globalization, diversity, virtual work arrangements, culture change etc.
The course will utilize various learning methodologies and techniques such as facilitated discussions, case studies, simulations, action research and presentations that will happen in both the classroom and the learner’s chosen laboratory (actual organization), blending theory with actual practice.
This course focuses on the strategic importance of Human Resource function in the achievement of company’s goals and objectives. It will give emphasis on how the Human Resource function can support and create impact om company’s overall strategies, both long term and short term in the pursuit of competitive advantage.
Moreover, the course provides different frameworks and tools that will serve as basis of aligning Human Resource programs, policies, philosophies, and practices with the company’s mission and strategic intent. Students will have a chance to integrate their previous HR knowledge by providing specific courses of actions in addressing people issues as companies implement their corporate, business and functional strategies.
This course focuses on the strategic importance of Human Resource function in the achievement of company’s goals and objectives. It will give emphasis on how the Human Resource function can support and create impact om company’s overall strategies, both long term and short term in the pursuit of competitive advantage.
Moreover, the course provides different frameworks and tools that will serve as basis of aligning Human Resource programs, policies, philosophies, and practices with the company’s mission and strategic intent. Students will have a chance to integrate their previous HR knowledge by providing specific courses of actions in addressing people issues as companies implement their corporate, business and functional strategies.
Service Management: A Comprehensive Approach
This course highlights different theoretical and empirical perspectives on the role of the service sector in societies across different regions while keeping in mind the various interests of stakeholders. This would include highlighting the interrelated role of the service industry with economics and politics especially with the advent of new service economies such as e-services among others.
Service Management: A Comprehensive Approach
This course highlights different theoretical and empirical perspectives on the role of the service sector in societies across different regions while keeping in mind the various interests of stakeholders. This would include highlighting the interrelated role of the service industry with economics and politics especially with the advent of new service economies such as e-services among others.
The course will focus on the development of the strategic staffing function in collaboration with other administrators and departments in an organization. It will cover the management of the recruitment, acquisition and retention of human capital and until retirement.
It will also cover how people managers monitor internal and external changes in laws, create policies and practices to address people requirements, define and confront risk to employees supply. The course will likewise help learners communicate.
Implications to the decision makers at various levels. As the course recognizes the role of Human Resource Managers as internal consultants, the course aims in equipping the learners with the technical as well as the managerial competence in giving advice especially to areas that may involve legal risk implications and other HR related decisions, issues on retention, downsizing, labor requirement and turnover will also be tackled.
The course will focus on the development of the strategic staffing function in collaboration with other administrators and departments in an organization. It will cover the management of the recruitment, acquisition and retention of human capital and until retirement.
It will also cover how people managers monitor internal and external changes in laws, create policies and practices to address people requirements, define and confront risk to employees supply. The course will likewise help learners communicate.
Implications to the decision makers at various levels. As the course recognizes the role of Human Resource Managers as internal consultants, the course aims in equipping the learners with the technical as well as the managerial competence in giving advice especially to areas that may involve legal risk implications and other HR related decisions, issues on retention, downsizing, labor requirement and turnover will also be tackled.
Explore these full text databases dealing with Human Resource Management to view and download articles/readings for your research: