000			04741nam a22002533a 4500
001			UPMIN-00009072448
003			UPMIN
005			20230309175120.0
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040			_cUP Min
090		0	_aLG993.2 2016 M21 _bL83
100			_aLucenda, Anna Carolina V., _eauthor _92846
245		2	_aA balance of high tech and high touch :strategic plan for Human Resource Department of Davao Doctors Hospital / _cAnna Carolina V. Lucenda; Adela G. Ellson, Larry N. Digal, advisers
260			_aDavao City: _bSchool of Management, University of the Philippines Mindanao, _cc2016
300			_a47 leaves
500			_aThesis (Master in Management) -- University of the Philippines Mindanao, June 2016.
520			_aPeople management is one of the critical factors to organizational performance and as crucial as other support services such as processing financial reports, maintaining IT systems, or facilities management and engineering. In business execution HR represents an important role in the organization and HR also matters to the operations for it is the area where defined and efficient processes are being carried out (e.g. Recruitment & selection, training and development and compensation and benefits administration). However as the business grow with time, different innovations are being introduced. Technology becomes a major driver in enabling HR organizations to move from personnel management to business execution. It has now evolve not only in managing HR administrative processes but it has now become an avenue of automation through technology. With these, global competition is at its best. Different countries all over the world uses technology to create efficient and effective processes and systems that would enhance the lives of its clients. To be globally competitive four different challenges need to be address (1) the quality challenge, the need to satisfy and meet the client?s needs (2) Diversity challenge, educating values (3) global challenge, training workforce to be globally competitive and (4) High performance Work systems, balancing technology through training, retraining multiple skills thereby balancing innovative technology and worker skills. Currently, the Human Resource of Davao Doctors Hospital is slowly upgrading its system to gain competitive advantage thereby being at par with the organization?s thrust to be the unparalleled institution beyond borders. The introduction of technological advancement in connecting with the employees was introduced through the E-voice system. E-voice, is an HR engine which connects HR services through its employees in just a click. DTR, pay slip, 201 file, HR forms and announcements are readily available. However the system has its own limitations, it is only accessible within the hospital and the features are still for enhancement to improve its services. Some of the HR processes are still done manually like request for certifications, queries forum, policies and procedure corner and chat box where employees can communicate with the HR staff instead of calling. Thus, this strategic paper primarily wanted to shift the focus of HR not only as an administrative support service provider but one that adds value to HR functions through exploitation of Technology. The aim of this paper is to address global competitiveness with the aid of technology while maintaining human relations in Human Resource Management in order to improve the quality of life of the employees while enjoying the challenges of innovations. From the existing technological advancement generated by the department, the plan would focus on its enhancements and trying to balance or complement that advancement with human touch. With this, both the company and the worker would benefit. Introducing technology to Human Resource processes and system would enable the company to be operationally efficient, enhance communication system and be globally competitive. The employees on the other hand, will upgrade skills and competency, employability will increase, employee?s become well informed in the latest technological advancement thereby having self-fulfillment one way or another. The conceptual framework adapted for this strategic paper was ?a Model of Human Resource Management from the book of Human Resource Management? by John B. Miner using the Input and Output process. SWOT analysis was used in formulating strategic options and for the evaluation and assessment. KRA (Key Results Area) will be used as a tool.
658			_aPolicy and Strategic Planning _cM241
700			_aEllson, Adela G., _eadviser _9897
700			_aDigal, Larry N., _eadviser _9307
905			_aFi
905			_aUP
942			_2lcc _cTHESIS
999			_c3252 _d3252