Chap 1 - Intro & Overview of HRM

Chapter 11
AN OVERVIEW
OF HUMAN
RESOURCE
MANAGEMENT
PREVIEW
 The importance of human resource management.

 Human Capital in Organization
 The impact of current social, business and economic changes on
human resource management.
 The structure of the human resource function in organizations.
 The requirements for a career in human resource management.
 The functions within the scope of human resource management.
 The role and structure of the Ministry of Human Resources.
 The purpose of each of the most important labour laws.
HRM Principles and Practices Third Edition All Rights Reserved

© Oxford Fajar Sdn. Bhd. (008974-T), 2014 1– 2
WHAT IS HUMAN RESOURCE
MANAGEMENT?
Human resource management is the

development and implementation of systems in
an organization for attracting, developing and
retaining a high-performing workforce.

OTHER TITLES FOR HRM
SPECIALISTS
 Welfare Officer
 Personnel Manager
 Human Resource Manager
 Human Capital Manager

HUMAN CAPITAL IN
ORGANIZATION
What is Human Capital?
The collective skills, knowledge, or other intangible

assets of individuals that can be used to create
economic value for the individuals, their
employers, or their community:
Education is an investment in human capital that
pays off in terms of higher productivity.

HUMAN CAPITAL IN ORGN’
The Features of Human Capital;
 Creativity & Innovation

 Knowledge & Skills
 Value Added
 Competitive Advantage
 Increasing the Customer’s Satisfaction from
Organization
CHANGES AFFECTING HRM
 Technological changes
 Globalization and increased competition
 Employee education and expectations
 Workforce diversity

HUMAN RESOURCE MANAGEMENT IS
A SHARED FUNCTION
 In organizations with an HRM Department, the

function of HRM is shared between this
department and ALL managers and
supervisors.
 Sharing leads to conflict.
 Agreement must be made so that tasks and
duties are clearly assigned.

PERSONAL QUALITIES AND SKILLS
REQUIRED OF HRM SPECIALISTS
 Communication skills
 Ability to bring about change
 Information technology (IT) savvy
 Numerate and able to analyse data
 Ability to understand the business context
 High ethical standards

FUNCTIONS OF THE HR
DEPARTMENT
Employment
 Human resource planning
 Setting policies and administering disciplinary
action systems
 Recruitment

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
 Establishing career movement policies,

including transfers and promotion
 Terminating employees
 Liaison with Immigration and Labour
Department
 Records keeping

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Training and Development

 Holding induction programmes
 Providing skills training
 Organizing supervisory and management
development programmes
 Establishing and administering performance
management and appraisal systems

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Payment/Reward Systems
 Developing a wage structure

 Preparing information for payroll
 Establishing incentive schemes
 Advising on benefits

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Health and Safety

 Organizing safety programmes
 Establishing wellness programmes
 Accident investigation
 Provision of health services
 Establishing programmes to prevent sexual
harassment and violence
FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Employee Services/Welfare
 Overseeing canteen facilities

 Provision of transport
 Provision of recreation facilities
 Counselling
 Managing employee assistance programmes

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Productivity Improvement Schemes

 Establishing and maintaining quality
improvement initiatives, including ISO
programmes.
 Introduction and implementation of suggestion
schemes, team problem-solving activities, and
other similar programmes.

FUNCTIONS OF THE HR
DEPARTMENT (cont.)
Industrial Relations
 Grievance handling
 Relations with trade union representatives
 Collective bargaining negotiations
 Preparing for contingencies, including strike
action

ROLE OF THE MINISTRY OF
HUMAN RESOURCES
The Ministry:
 sets policies,
 prepares draft employment legislation, and
 enforces the employment legislation.

ORGANIZATION CHART
MINISTRY OF HUMAN RESOURCES
Ministry of
Human
Resources
Department Department Department

Department
of Trade of Industrial of Occupational
of Labour
Union Affairs Relations Safety and Health
Department
of Manpower
Department
of Skills
Development

OTHER ORGANIZATIONS OF
RELEVANCE TO HRM
The
TheEmployees
EmployeesSocial
SocialSecurity
SecurityOrganization
Organization
Pembangunan
PembangunanSumber
SumberManusia
ManusiaBhd.
Bhd.
National
NationalInstitute
InstituteofofOccupational
OccupationalSafety
Safetyand
andHealth
Health
Skill
SkillDevelopment
Development(Loan)
(Loan)Fund
FundCorporation
Corporation
The
TheEmployees
EmployeesProvident
ProvidentFund
Fund

THE EMPLOYMENT LAWS
 The Employment Act 1955

 The Sabah Labour Ordinance, updated 2005
 The Sarawak Labour Ordinance, updated 2005
 The National Wages Consultative Council Act
2011
 The Employees Provident Fund (EPF) Act 1991

THE EMPLOYMENT LAWS
(cont.)
 The Employees Social Security Act (SOCSO)

1969
 The Occupational Safety and Health Act
(OSHA) 1994
 The Factories and Machinery Act 1967
 The Children and Young Persons (Employment)
Act 1966
 The Employment (Restriction) Act 1968

THE EMPLOYMENT LAWS
(cont.)
 The Trade Unions Act 1959

 The Industrial Relations Act 1967
 Pembangunan Sumber Manusia Bhd. Act 2001
 The Skills Development Fund Act 2004
 The National Skills Development Act 2006
 The Minimum Retirement Age Act 2012

ETHICS IN HRM
What is Ethics?
Those values, that has been imbibed within an
individual on reinforced externally that help him to
distinguish between right and wrong and to act
accordingly. There can be several sources of
ethics like religion, organizational culture, legal
obligation, etc

ETHICS IN HRM
What is Ethics in HRM?

Indicates the treatment of employees with ordinary
decency and distributive justice. The ethical
business contributes to the business goals as the
employees will feel motivated and they will work
with efficiency and effectiveness. Ethics in HRM
basically deals with affirmative moral obligations of
the employer towards employees to maintain
equality and equity justice
AREAS OF HRM ETHICS
 Basic human rights, civil and employment fight;

i.e; job security, feedback from tests etc
 Safety in the workplace
 Privacy
 Justifiable treatment to employees; i.e; equal
oppurtunity
 Respect, fairness and honesty based process in
the workplace.
ROLES OF HR IN PROMOTING
ETHICS
 Improve recruitment and selection tests

 Conduct ethics training
 No biasness in performance appraisal
 Rewards and discipline systems
 Improve and facilitate two ways communication
 Avoid any kind of discrimination among
employees
ETHICS IN HRM
Discuss unethical practices of HRM;

Employers perspective?
Employees perspective?
Government perspective?
https://www.slideshare.net/saumyasingh7921/ethics-in-human-resource-management


Chap 1 - Intro & Overview of HRM

Uploaded by

Copyright:

Available Formats

Chap 1 - Intro & Overview of HRM

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Chap 1 - Intro & Overview of HRM

Uploaded by

Copyright:

Available Formats

Chapter 11

 The importance of human resource management.

HRM Principles and Practices Third Edition All Rights Reserved

Human resource management is the

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

What is Human Capital?

The collective skills, knowledge, or other intangible

HRM Principles and Practices Third Edition All Rights Reserved

The Features of Human Capital;

 Creativity & Innovation

HRM Principles and Practices Third Edition All Rights Reserved

 In organizations with an HRM Department, the

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

 Establishing career movement policies,

HRM Principles and Practices Third Edition All Rights Reserved

Training and Development

HRM Principles and Practices Third Edition All Rights Reserved

 Developing a wage structure

HRM Principles and Practices Third Edition All Rights Reserved

Health and Safety

 Overseeing canteen facilities

HRM Principles and Practices Third Edition All Rights Reserved

Productivity Improvement Schemes

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

Department Department Department

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

 The Employment Act 1955

HRM Principles and Practices Third Edition All Rights Reserved

 The Employees Social Security Act (SOCSO)

HRM Principles and Practices Third Edition All Rights Reserved

 The Trade Unions Act 1959

HRM Principles and Practices Third Edition All Rights Reserved

HRM Principles and Practices Third Edition All Rights Reserved

What is Ethics in HRM?

 Basic human rights, civil and employment fight;

 Improve recruitment and selection tests

Discuss unethical practices of HRM;

HRM Principles and Practices Third Edition All Rights Reserved

You might also like