PAD215.01 Intro.to.HRM

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CHAPTER OUTLINE

1.1 Definition of Public Personnel Administration
1.2 Objectives/Importance of Public Personnel Administration
1.3 Principles of Public Personnel Administration

1.4 Roles of Personnel Managers

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LEARNING OUTCOMES

1.1 Define human resource management.
1.2 Describe the importance of human resource management.
1.3 Elaborate on the principles of human resource management.
1.4 Explain the roles of human resource manager.
1.5 Discuss the functions of human resource manager.
1.6 Describe the human resource management in Malaysian Public Service.

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KEY TERMINOLOGIES

Personnel Planner
Personnel Administration Facilitator
Human Resource Coordinator
Human Resource Management Mediator
Human Capital Coordinator
Public Service Principles of HRM

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COURSE ROADMAP

• Occupational Safety & Staffing • Job Analysis
Safety & Health Health Matters • HR Planning
• Recruitment
COORDINATOR PLANNER • Selection

HUMAN • Orientation/Induction
RESOURCE • Training & Development
MANAGEMENT • Career Development

Employee & MEDIATOR FACILITATOR Training &
Industrial Relations Development

AUDITOR

• Employee Discipline

Performance & • Performance Appraisal
Compensation • Compensation & Benefit

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LESSON STRUCTURE

1.1 DEFINITIONS OF HUMAN RESOURCE MANAGEMENT

1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

1.4 ROLES OF HUMAN RESOURCE MANAGER

1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER

1.6 HUMAN RESOURCE MGT. IN MALAYSIAN PUBLIC SERVICE

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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Definition of Human Resource Management

DEFINITION OF PUBLIC PERSONNEL ADMINISTRATION

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Definition of Human Resource Management

DEFINITION OF PUBLIC PERSONNEL ADMINISTRATION PUBLIC PERSONNEL
ADMINISTRATION
PUBLIC ADMINISTRATION
The management of national, regional and local (PPA)

government agencies as well as non-profit The process of
organizations that offer services to the public. effective and efficient

PERSONNEL ADMINISTRATION management of
the process of managing and utilizing the people people (human
aspect (employees) of the public organization to
assist the agencies to achieve the desired goals and resources/
employees/personnel)
objectives.
in the public
organizations, so that

the agencies can
achieve the visions
and objectives of the
nation satisfactorily.

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Definition of Human Resource Management

DEFINITION OF HUMAN RESOURCE MANAGEMENT

• William R. Tracey, in "The Human Resources Glossary," defines Human Resources as:
"The people that staff and operate an organization," as contrasted with the financial
and material resources of an organization.

• A human resource is a single person or employee within the organization, while human
resources refer to all of the people that the organization employs.

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Definition of Human Resource Management

EVOLUTION OF HUMAN RESOURCE MANAGEMENT

• Human Resources evolved from the term ‘personnel’, as the functions of the field,
moved beyond paying employees and managing employee benefits.

• The evolution of the HR function gave credence to the fact that people are an
organization's most important resource.

• People are an organization's most significant asset. Employees must be hired, satisfied,
motivated, developed, and retained.

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Definition of Human Resource Management

PERSONNEL ADMINISTRATION VS. HUMAN RESOURCE MANAGEMENT

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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Importance of Human Resource Management

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Importance of HRM

1. 2. 3. 4. 5.

To ensure To attain and To improve To ensure fair To attain and
public maintain the treatment of sustain

organization effective and productive public harmonious
has enough healthy contribution personnel relationship
working of the public between the
and culture employees
competence personnel
personnel and
employers

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Importance of Human Resource Management

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

1.

To ensure public organization has enough and
competence personnel (to support national objectives)

• Sufficient quantity and quality of employees is necessary to perform
the tasks of a particular public agency. As a government agent, PPA
should struggle to meet national objectives and be responsible to the
needs and challenges of the people. This can be done through proper
personnel planning, recruitment, placement, and training for the
government agencies.

• For example PPA has to ensure all public hospitals and clinics have
sufficient doctors, physicians, nurses etc. to ensure proper treatment
can be provided to the patients (public), so that the public health can
be improved. Also, educational institutions (schools and universities)
should have enough teachers and staff to ensure delivery of quality
education for students so that the country can produce knowlegable
and skillful manpower.

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Importance of Human Resource Management

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

2.
To maintain effective and healthy working culture (to achieve societal objectives)
Fair and equitable practices are essential to ensure the delivery of services confirming to
accepted standards desired by the nation. PPA should fulfill societal objectives by
stimulating the principles of ethical conducts among the public personnel. This can be
done through effective disciplinary measures in order to curb corruption, nepotism and
favoritism, and inefficiency of public servants.

3.

To improve the productive contribution of the public personnel (to support
organizational objectives)

Proactive and dynamic employees can be the most important asset and aspect in the
achievement of the organizational goals. PPA should facilitate the organizational
objectives to maintain the employees’ contribution to the level appropriate with the
organisation’s needs. This can be done through relevant policy formulation and
implementation, such as progressive social change and reforms as well as administrative
transformation.

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Importance of Human Resource Management

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

4.
To ensure public personnel are treated well (to support functional objectives)
Proper management of employees in accordance with the HRM principles is crucial to ensure
public employees can provide effective service delivery to the people. PPA should materialize
functional objectives by recognizing the importance of personnel in contributing to
organizational effectiveness.This can be done by providing fair and reasonable monetary and
non-monetary incentives and benefits for the public personnel.

5.

To attain and sustain harmonious relationship between the employees and employers (to
support personal objectives)

Mutual trust and respect between employers and employees can be achieved by integrating the
personal goals of the employees with the organizational goals. PPA should promote a workplace
of mutual respect and trust between management, subordinates and co-workers in order to
attract top talents to join the organization, especially in maintaining distinct competitive
advantages. Developing employee loyalty relies on more than simply paying high salaries and
comprehensive benefits, but organization with the highest rates of employee retention are
those capable to maintain welcoming and pleasant environment, as well as committed to
nurture and support employees in achieving their personal goals.

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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Principles of Human Resource Management

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

• Principle is a fundamental truth established by research, investigation and analysis.
Principles of personnel management are the rules which help the personnel managers
to conduct and direct the strategies and plans in a proper way.

• The guiding principles can be a great help to the manager in the formulation of
personnel policies, procedures and programs.

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Principles of Human Resource Management

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT – THE 10 ‘C’ MODEL

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Principles of Human Resource Management

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

No. Principles Details
1 Principle of individual
To realize and develop employee potentials.
development Every employee has a separate and distinct personality. This principle offers full and
equal opportunities to every employee for career advancement.
2 Principle of scientific To select the right person or employee for the right job. While recruiting and
selection selecting employees in any organization this principle is followed. This principle
requires careful selection and proper use of personnel tools and techniques.
3 Principle of free flow To keep all channels of communication open and encourage upward, downward,
of communication horizontal, formal and informal communication.
In any organization there should be proper circulation of necessary information.
4 Principle of Through open communication, the policies, programs, objectives and philosophy
participation may be made known and clear to the employees.
To associate employee representatives at every level of decision making.
5 Principle of fair Employees are offered opportunity to come with their ideas views and suggestions
remuneration to improve various operations by developing sense of participation.
To pay fair and equitable wages and salaries commiserating with jobs.
6 Principle of incentive The compensation and rewards must be fair and equitable. Monetary incentives
attract the people. So it is suitable.
To recognize and reward good performance.
Incentives like monetary and non-monetary must be appreciated. Fair and
equitable remuneration will attract and hold efficient employees in the
organization.

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Principles of Human Resource Management

PRINCIPLES OF HUMAN RESOURCE MANAGEMENT

No. Principles Details

7 Principle of dignity of To treat every job holder with dignity and respect.
Merit, intelligence, and efforts must be the sole criteria for upward mobility.
labor

8 Principle of labor To promote cordial industrial relations.
management co- The personnel specialist must assist, top management, in fostering organization
operation conditions that remove distracts between labor and management. Through proper
communication, creative, consultative, participative managerial philosophy and the
integration of any conflict, which enhance labor management co-operative.

9 Principle of team spirit To promote co-operation and team spirit among employees.
Policies and programs must be so formulated that the different and diversified
talents and efforts of individual are brought and welded together in group effort in
true spirit of togetherness where team work, cooperation and collaboration may
be guiding light.

10 Principle of To provide a higher purpose of work to all employees and to contribute to national
contribution to prosperity.
national prosperity Employees must be educated, through appropriate personnel to believe in
proposition that their contribution to the achievement of company goals will
ultimately contribute to this economic development and prosperity of the nation as
a whole.

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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Roles of Human Resource Manager

ROLES OF HUMAN RESOURCE MANAGER

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Roles of Human Resource Manager

ROLES OF HUMAN RESOURCE MANAGER

NO. ROLES FUNCTIONS (AFFAIRS)

1. Planner To plan and attend to human resource medium to long-term
requirements of the organization, such as in planning hr
2. Facilitator requirement (hr demand) and looking for solutions (hr
3. Auditor alternatives and supply).

To facilitate and identify organization’s wants and employees’
training needs to ensure they are matched.

To audit and review employee performance appraisals and give
recommendations or make decision for pay system.

4. Coordinator To coordinate and ensure harmony between governmental
5. Mediator agencies and organizations to develop policies and standard in
conformance with the laws and values.

To mediate and reconcile high level of impartiality, firmness and
understanding between employers and employees for mutual
benefits.

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Roles of Human Resource Manager

ROLES OF HUMAN RESOURCE MANAGER

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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Functions of Human Resource Manager

FUNCTIONS OF HUMAN RESOURCE MANAGER

SERVICE FUNCTION COORDINATIVE FUNCTION
To serve and assist line/section/ department managers in To coordinate personnel activities to ensure that HR objectives,

promoting staff policies and procedures are consistently carried out by
e.g. line/section/department manager across the organization.

Managing staff recruitment and selection and e.g.
organizing motivation and training programs. Managing compensation schemes and
Harmonizing safety and health policies.

FUNCTIONS OF A
PERSONNEL MANAGER
IN AN ORGANIZATION

CONTROL FUNCTION ADVISORY FUNCTION
To analyze key operational areas in the whole organization, To offer or provide expert advice on personnel policy to the
through the inputs provided by line/section/department organization as a whole or to the line/section/department

managers. managers.
e.g. e.g.

Managing labour turnover and Providing consultation on promotion and career prospects.
supervising employee discipline.

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Functions of Human Resource Manager

• Occupational Safety & Staffing • Job Analysis
Safety & Health Health Matters • HR Planning
• Recruitment
COORDINATOR PLANNER • Selection

HUMAN • Orientation/Induction
RESOURCE • Training & Development
MANAGEMENT • Career Development

Employee & MEDIATOR FACILITATOR Training &
Industrial Relations Development

AUDITOR

• Employee Discipline

Performance & • Performance Appraisal
Compensation • Compensation & Benefit

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LESSON PROGRESS

1.1 DEFINITION OF HUMAN RESOURCE MANAGEMENT
1.2 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
1.3 PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
1.4 ROLES OF HUMAN RESOURCE MANAGER
1.5 FUNCTIONS OF HUMAN RESOURCE MANAGER
1.6 HUMAN RESOURCE MANAGEMENT IN MALAYSIAN PUBLIC SERVICE

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HRM in Malaysian Public Service

HRM IN MALAYSIAN PUBLIC SERVICE

• The civil service in Malaysia is pivotal around Article 132 of the Constitution of
Malaysia which stipulates that the public services shall consist of the:
1. Federal and State General Public Service;
2. Joint Public Services
3. Education Service
4. Judiciary and the Legal Service
5. Armed Forces.

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HRM in Malaysian Public Service

HRM IN MALAYSIAN PUBLIC SERVICE

• For all intents and purpose, Statutory Bodies and the Local Authorities are also
considered as parts of the Public Services. This is because both these autonomous
bodies resemble the Public Services in many respects since they adopt the procedures
of the Public Services pertaining to appointments, terms and conditions of service and
the remuneration system.

• Besides that, their officers and staff also receive pension and other retirement benefits
similar to the employees in the Public Services.

• However, with the implementation of the separation concept under the New
Remuneration System which became effective on 1 January 1993, several public sector
agencies were given the freedom to institute their own policies and procedures.

• These agencies, whose activities were akin to that of businesses and were in good
financial stead, were allowed to determine their own policies and procedures pertaining
to appointments, terms and conditions of service.

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HRM in Malaysian Public Service

SERVICE GROUP IN MALAYSIAN PUBLIC SERVICE

No. Service Group Scheme Grade

1. Top Management Group A Service Group embodying strategic Premier Grade C to Staff 1;

(Kumpulan Pengurusan posts intended as the promotional

Tertinggi) grade from the qualified Management

and Professional Group consisting of

Premier Grade C and above.

2. Management and A Service Group of scheme of services Grade 41 to Grade 56

Professional Group with a minimum entry qualification of

(Kumpulan Pengurusan bachelor's degree or other higher

dan Profesional) qualification recognized by the

Government.

3. Support Group A Service Group of scheme of services • Support Group with

(Kumpulan Sokongan) with an entry qualification of diploma Diploma/STPM Qualification:

level or other equivalent qualification Grade 29 to Grade 40;

recognized by the Government. • Support Group with SPM

Qualification: Grade 19 to Grade

28; and

• Support Group with PMR/PT3 and

lower: Grade 11 to Grade 18.

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HRM in Malaysian Public Service

THE SIZE OF PUBLIC SERVICE IN MALAYSIA

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HRM in Malaysian Public Service

CLASSIFICATIONS OF SERVICES IN MALAYSIAN PUBLIC SERVICE

• Pengangkutan (A)
• Bakat dan Seni (B)
• Sains (C)
• Pendidikan (D)
• Ekonomi (E)
• Sistem Maklumat (F)
• Pertanian (G)
• Kemahiran (H)
• Kejuruteraan (J)
• Keselamatan dan Pertahanan Awam (K)
• Perundangan dan Kehakiman (L)
• Tadbir dan Diplomatik (M)
• Pentadbiran dan Sokongan (N)
• Pencegahan (P)
• Penyelidikan dan Pembangunan (Q)
• Sosial (S)
• Penguatkuasaan Maritim (T)
• Perubatan dan Kesihatan (U)
• Kewangan (W)
• Polis (Y)
• Angkatan Tentera Malaysia (Z)

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