HUMAN RESOURCE MANAGEMENT

DPB 50123 HUMAN R

1

RESOURCE MANAGEMENT

DR. ROSMANIZAH DERAHMAN
NORHAYATI OTHMAN
EN RUSLAN SALIKIN
EN ABD RASHID ALI

DR. ROSMANIZAH Tiny EXPER
DERAHMAN. Assoc. CIPD
DIPLOMA IN BUSINESS STUD
DIPLOMA IN EDUCATION (Ac
BBA Marketing (UITM)
MBA Marketing (UKM)
CHARTERED IN HUMAN RESO
PHD Marketing (Universiti Tekn

Subjects : Strategic Ma
Resource Management, B
Macro Economy, Fundam
Merchandising, Quantitativ
Marketing for Tourism, Pub

Management Trainee at MA
Business Development Exe
Experience – 3 years Peme
3 years Pemeriksa kertas Ek
15 years teaching DPM, D
Omar Polytecnic

D

2

RIENCE & EDUCATION

DIES (UiTM)
ccounting And Economy)-MPPP

OURCE PRACTICE (CIPD UK)
nologi PETRONAS)

anagement, Management, Marketing Management, Human
Business Mathematics, Principles of Accounting, Micro and
mental Of Retailing, Retail Operations, Fashion and Visual
ve Method of Research Analysis, Organizational Behavior,
blic Speaking, Entrepreneurship

ATRADE
ecutive at Federal Power Sdn Bhd
eriksa kertas SPM Prinsip Akaun – La Salle School
konomi Asas – La Salle School
DRM & BBA (Marketing), Advanced Entrepreneurship at Ungku

DR

1.0 INTRODUCTION O
MANAG

CHAPT

1.1 BACKGROUND
OF HUMAN
RESOURCE
MANAGEMENT
1.1.1 Define
1.1.2 Objectives
1.1.3 Factors
determine
establishment of
HR in organization

v

OF HUMAN RESOURCE 3

GEMENT 1.2 FUNCTONS

TER ONE OF HUMAN

RESOURCE

MANAGEMENT

1.2.1 Functions

of HR

1.3 ENVIROMENTAL

FACTORS AFFECTING

HUMAN RESOURCE

MANAGEMENT

1.3.1 Enviromental

Factors

v

1.1.1 BACKGROUND OF 4
Human Resource

The development and implementation of
systems in an organization, designed to
attract, develop and retain a high
performing workforce.

Purpose of HRM :
i) people employed by the organization are
being used efficiently and effectively in the
contribution of achieving organizational
goal.
ii) satisfying the need of the employees
(satisfied workers will be more productive
and are an asset to the employer)

1.1.2 OBJEC
RES

a) Achieve Organizational Goal When
objec
HRM function starts here. One major Work
HRM objective is to fulfil organisational perfor
goals. Utilizing human resource to
achieve business requirements and An HR ma
goals is very important for an effective better wo
HRM. reimbursem
operations
Eg : Organisational objectives include vibes at wo
workforce handling, staff requirements like relations am
hiring and onboarding, payroll management example o
and retirement. To succeed at manageme
organisational objective, HR requires culture like
efficient planning and execution pre propos

CTIVES OF HUMAN 5
SOURCES

b) Work Culture

n it comes to handling HRM effectively and following
ctives, employee and work environment are the prior factors.

culture plays an important role in defining HRM and business
rmance.
anager needs to be active while calling for strategies to foster
ork culture. Automated activities like leave approvals,
ment request acknowledgement, etc. can help you. Quick

and empowerment to employees help in creative positive
orkplace. Developing and maintaining healthy and transparent
mong team members and teams contribute to building a good
of work culture. Adopting right solutions like employee
ent software can solve more than half of your job. Simple work
e gather for lunch on packed foods, quick work submit, printed
sal before every implementation, post mortem of activities

1.2 OBJECT
RES

c) Team Integration d) Training and Devel

make sure team co-ordinate efficiently. Effective employment is highl
Easy communication is the need for upon the training practices
teams at an enterprise. An HR here opportunities to employees
must ensure a tool to assist in making step to ensure workforce man
the integration easier and smooth.
There might be difficultie
Proper connect between individuals is planning, scheduling, trainin
a must to ensure productivity. To make and evaluation of each on
the HR management a success, you lessen the pain, solution
need to search better integration management software can h
portals to make data availability easier auto-reminders, easy
for people. Functional objectives like reporting, and tracking capab
team integration is to produce manager can ensure effec
streamlined operations and tasks. Eg practice at firm.
HR conduct induction program, job
rotation, family day etc

TIVES OF HUMAN 6
SOURCES

lopment e) Data and Compliance

ly dependent Functional and organisational objectives also include
s. Providing managing company/ employee data and managing
is one great compliances. Managing payroll compliances and
nagement. keeping the company out of any penalties or fine is
huge challenge for HR people and managers.
es such as
ng sessions, Even a small error or miscalculation can owe you
n-boards. To huge penalties and even may lose respect. When
like training committing to tasks like employment and payroll, you
help you with need to be careful about laws and regulations.
Objective here is to keep any unwanted claims at
scheduler, bay for smooth functioning.
bility. The HR Automated software like HRMS system can help you
ctive training keep errors at side and leave no window for owing
any penalty from IRS. It is the responsibility of HR to
follow IRS guidelines and standards for effective
employment at company. Stay assured with all the
legalities.

1.1.3 Factors
establishment of H

Size of an
organization

Unionization o
the workforce

determine an 7
HR in organization

Ý Philosophy
of Top
Ownership
of of the Management
e company

Factors determine an e

Size of an Organization organi

The larger the organization( the S
higher number of employees ), U
the higher the percentage of them
to have separate unit to handle
employees.

For small companies, they cannot
afford to have separate dept for
personnel, instead they are
asking administration dept to
handle.

Unionization of the Workforce

A labor union is an organization that acts
as an intermediary between its members
and the business that employs them. The
main purpose of labor unions is to give
workers the power to negotiate for
more favorable working conditions and
other benefits through collective
bargaining. And union need HR Dept to
assist them.

establishment of HR in 8
ization

O Ownership Of The
Company
T
Multinational and joint venture
companies should have to employ
HR Dept. This is due to the factor
that HR Dept would provide info on
the industrial relations and labor law
eg unlike production, marketing,
finance, local expertise

The Philosophy of the Top
Management

If management truly believes
that the organizations
success and profit are
depend on cooperation and
effort of the workforce.
Top Management who belief
on success will require HR
dept in order to manage
human resource effective and
efficiently.



9

FUNCTIONS of
HR

1.2 FUNCTI

JOB ANALYSIS

Job analysis refers to a systematic process of collecting all
information about a specific job, including skill
requirements, roles, responsibilities and processes in
order to create a valid job description ..

HR STRATEGIC PLANNING

a process that identifies current and future human
resources needs for an organization to achieve its goals.

RECRUITMENT

Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and
onboarding employees..

SELECTION

Selection is the process of identifying an individual from
a pool of job applicants with the requisite qualifications

and competencies to fill jobs in the organization

IONS of HR 10

TRAINING AND DEVELOPMENT

system used by an organization to improve the
skills and performance of the employees

PERFORMANCE APPRAISAL

the regular review of an employee's job performance
and overall contribution to a company

COMPENSATION MANAGEMENT

the process of managing, analyzing, and determining the
salary, incentives, and benefits each employee receives.
Compensation managers aim to attract, retain, and engage
employees by offering broad and competitive compensation
plans within the company budget.

INDUSTRIAL RELATIONS

refers to all types of relations between employers and workers,
be they at national, regional or company level; and to all dealings
with social and economic issues, such as wage setting, working
time and working conditions.

1.3 ENVIRONMEN
AFFECTING HUMAN RES

INTERNAL FACTORS
EXTERNAL FACTORS

NTAL FACTORS 11
SOURCE MANAGEMENT

EXTERNAL

PES

POLITICS

Political structure affect HR. Basically democratic
country would appreciate HR. Eg : Good governance
would appoint Human Resource Ministry to manage

HR in a country

ECONOMY

Economy structure would affect HR.
For instance Islamic economy which use customer, supplier
etc therefore economic situation would give an impact on

HR planning.

SOCIAL

Social will greatly affect HR coz it relates
to human behavior,

eg : If social life is heathy, the HR
activities would be much more exciting.

L FACTORS 12

STLE

TECHNOLOGY

Technology in workplace would escalate HR plan and
activities.

Eg : Most of HR activities involves technology like HR
database, HR planning and future work-Work From

Home

LEGAL

Legal would affect on HR law especially which
regards to HR Ministry and any law to human
capital like law to expatriates, trade union etc

ENVIRONMENT

Green and environment would affect HR . Eg :
Employer must concern on green impact, on HR
activities and infrastructure, ergonomic space, ozone

free atmosphere etc

INTERNAL

Factor you can ma

MISSION AND VISION

Inspired vision and mission
would steer up HR activities

CORPORATE CULTURE

human resources planning needs to take into
account the amount of flexibility in terms of
hours, dress code and formality tolerated by

the company. Eg flexible Work from home etc

BUSINESS STRUCTURE

Organization structure largely affect
HR operation. Functional, division or

matrix chart would affect HR
activities.

L FACTORS 13

anage and organize AVAILABLE FUNDING

Profit and funding may affect. Eg :
Hiring plan, remuneration ,
training etc

TALENT MANAGEMENT

Talent management is a big part of an HR planning
process. This involves mapping out the employee

needs for the organization based on strategic

objectives.

COST

A primary drawback of an HR planning system is the costs. It
typically takes more human resources personnel or dedicated time
to proactively plan for employment needs than to react to situations

as they come about. Additionally, HR planning is often managed
through human resources information systems. These programs aid
in aligning talent to company job needs, but require investing in the

necessary software and hardware.

DPB 50123 HUMAN R
CHAPTER TWO

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1

RESOURCE MANAGEMENT

DR.nyname.com ROSMANIZAH DERAHMAN

2.0 JOB ANALYSIS A

PLANN

CHAPTER

2.1 Job Analysis

www.comvpan

AND HR STRATEGIC 2
NING

R TWO

2.2 Human Resource

Strategic Planning

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3

Job Analysis

2.1.1 Job Analysis
2.1.2 Purpose of Job Analysis
2.1.3 Methods to collect data in
preparing Job Analysis
2.1.4 Documents of Job Analysis
2.1.5 Uses of Job Analysis Info

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The job analysis may include
these activities:
(a) Reviewing the job responsibilities of
current employees,
(b) Doing Internet research and viewing
sample job descriptions online or offline
highlighting similar jobs,
(c) Analyzing the work duties, tasks,
and responsibilities that need to be
accomplished by filling the position,

(d) Researching and sharing with
companies that have similar jobs, and
(e) Articulation of the most important
outcomes or contributions needed from
the position.

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b. JOB ANALYSIS

In Human Resource Management

2.1.1.DEFINITION

Job analysis is the process of studying a job to determine which activit
responsibilities it includes, its relative importance to other jobs, the qu
necessary for performance of the job and the conditions under which
performed.

2.1.2 PURPOSE
Basically to develop/ rewrite the
Job Description and Job Specification

2.1.3 METHOD

1. INTERVIEW

Job analyst would conduct face to face interview with job

incumbent. Eg : To prepare a job analysis of a clerk, an

interview with clerks would be conducted to further study

and learn about the job and other requirements required to

perform better . www.compan

5

JOB DESCRIPTION

ties and
ualifications
h the work is

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b. JOB ANALYSIS

In Human Resource Management (CONT. )

2. SURVEY

Survey would be conducted among the job holders.
Eg : In a large organization, there might be a large number of clerk, th
survey would be conducted either thru online or hardcopy survey to
seek on the new and required characteristics and responsibilities of a
clerk; a new post which HR Dept should prepare the job analysis wit

3. OBSERVATION

Job Analyst would also observe the job incumbent to further explore
the requirement of the particular post.
Eg : Job Analyst observe the nature of the job and how it can be furth
enhance and improve

4. JOURNAL AND RECORDS

Job Analyst would study journal and past records on the criteria, natu

characteristics of the particular post.

Eg Job Analyst found and learn that the post need an improvement o

or work process or may be it require more tools to perform the job

effectively. Thru this method job analyst would prepare thewwjowb.cdoemspcarn
and job specification better.

JOB DESCRIPTION 6

hus
th

on
her

ure and
on salary
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2.1.4 JD an
Documents
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nd JS 7

s of Job Analysis

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2.1.5 Uses of Jo

Job Characteristics
Identification of the Job

Job title, job code number Job location, Physical
setting, supervision levels
Job Duties (Principal required, union
activities) jurisdiction, and hazards
associated etc.
A detailed list of the
duties along with the www.compan
probable frequency of
occurrence of each duty.

ob Analysis Info 8

How a Job is done Required Personnel
Attributes
Focus lies mainly on the
nature of operations Experience levels, trainings
associated with the job. undertaken, apprenticeships,
physical strength, coordination
levels, mental capabilities, social
skills, communication skills etc.

Job Relationships

Opportunities for advancement,
working conditions, essential
cooperation etc.

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HR STRATEGIC 9
PLANNING

2.2 Human Resource Strategic
Planning
2.2.1 HR Strategic Planning
2.2.2 Importance of HR Planning
2.2.4 HR Planning Process

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2.2.1 HR STRATEGIC
PLANNING

Human resource planning (HRP) is the continuous
process of systematic planning ahead to achieve
optimum use of an organization's most valuable asset—
quality employees. Human resources planning ensures
the best fit between employees and jobs while
avoiding manpower shortages or surpluses.

HR PLANNING PROCESS

When 71% of CEOs believe that their

employees are the most important factor in

their company’s economic success, it’s easy to

understand the importance of the human www.compan

resource management planning process

10

Review and Access
Evaluate CURRENT HR

capacity

Develop Forecast HR
TALENT REQUIREMENT
Strategies

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2.2.1 H
Strateg

ensures adequat

organization's op

the right people w

time. www.compan

11

HR
gic PLANNING

te staffing to meet your
perational goals, matching
with the right skills at the right

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2.2.2 Importance

Upper management has
a better view of the
HR dimensions of
business decision

Personnel costs may be less
because the management can
anticipates imbalances before they
become unmanageable and
expensive.

More time is provided to
locate talent

Better opportunities exist to
include women and
minority groups in future
growth plans.

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e of HR Planning 12

Better planning of
assignments to develop
managers can be done

Major and successful
demands on local

Labour markets can be
made

surplus or deficiency of
employees strength is due to

absence of planning

Provides quality workforce

Reduces labor costs
Facilitates rise in skills

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