Human Resource Management Introduction

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Questions and Answers

What are the three main goals of human resource management according to the text?

The three main goals of human resource management are attracting, developing, and retaining a high-performing workforce.

What are four ways in which human resource management can help improve profits and performance?

Human resource management can help improve profits and performance by ensuring a good person is hired, leading to good results, which in turn leads to profit and performance. Additionally, it can reduce employee turnover and absenteeism, improve employee morale, and enhance productivity.

List five examples of factors that determine the structure of the HR department in a company?

Factors that determine the structure of the HR department include the size of the organization, unionization of the workforce, ownership of the company, philosophy of top management, and the company's industry or sector.

What are three major changes affecting human resource management today?

Three major changes affecting human resource management today are technological advancements, globalization and increased competition, and workforce diversity. Signup and view all the answers

What are three things that companies need to do to better manage their employees' emotional wellbeing in the age of remote work?

Companies need to discover ways to ensure business accomplishments are celebrated as personal events, such as birthdays and anniversaries, shared and enjoyed by the entire team. They should also use technology to create a sense of connection among remote workers, and provide support for mental health and well-being. Signup and view all the answers

What is the definition of human resource management?

Human resource management is the development and implementation of systems in an organization to attract, develop, and retain a high-performing workforce. Signup and view all the answers

What are two things that are essential for a Human Resource Specialist to be successful?

Two essentials for a Human Resource Specialist are to ensure the organization has the right people to achieve organizational objectives and to be prepared to constantly upgrade their skills and knowledge. Signup and view all the answers

List five key functions of the HR department?

The five key functions of the HR department are employment, training and development, compensation and reward systems, health and safety, and employee services, welfare, and health. Signup and view all the answers

What is the role of the Ministry of Human Resources in a country?

The Ministry of Human Resources is responsible for establishing a work environment in the country and encouraging workers to be productive by setting minimum labour standards. Signup and view all the answers

Which of the following is NOT a statutory body or company under the Ministry of Human Resources?

Ministry of Finance Signup and view all the answers

What are the six key functions within the scope of human resource management?

The six key functions are employment, training and development, compensation/payment/reward system, health and safety, employee services/welfare/safety & health, and industrial relations. Signup and view all the answers

Study Notes

Human Resource Management Introduction

MGT340 is the course code for Human Resource Management
Chapter 1 introduces Human Resource Management

Definition of Human Resource Management

The development and implementation of systems in an organization for attracting, developing, and retaining a high-performing workforce
The process by which a business's human resources are used to accomplish organizational goals
The process of recruiting, developing, evaluating, and compensating workers, coping with workplace relations, health and safety, and fairness matters.

Importance of Human Resource Management

Avoid Personnel Mistakes: Hiring unqualified employees, hiring the wrong person for a job, facing court action due to discriminatory actions, experiencing high turnover, or facing authority action due to unsafe workplace practices or unfair labor practices can be avoided.
Improve Profits and Performance: Good employees (those with high credibility) result in better performance and greater profits. Managers should understand how to effectively manage employees.
HR for Entrepreneurs: Business owners need employees for operational success. Human resource management ensures that the right personnel are hired. Maintaining and attracting suitable employees is critical to maintaining a healthy workforce. HR strategies help to minimize employee turnover and absence.
Dynamic Situations: HR departments are crucial in helping organizations adapt to dynamic situations.

Factors Determining HR Department

Size of the Organization: Small and medium businesses often use their administrative departments for HR support. Larger organizations typically have dedicated HR departments due to increased demands like recruitment, training, and record-keeping.
Unionization of the Workforce: Having employee representation (trade unions) allows addressing workplace complaints and conflicts using proper channels, emphasizing fair practices by protecting employee rights.
Ownership of the Company: Foreign or multinational companies may have specific HR departments with expertise in labor laws to comply with regulations in different countries where they operate.
Philosophy of Top Management: Companies are more likely to have HR departments if their leadership see company success as directly linked to the workforce.

Changes Affecting Human Resource Management

Technological Changes: Updating skills and knowledge of employees, tracking employee data more easily, enabling work from remote locations, are changing the face of HR. Technology influences development of new tools and processes.
Globalization and Increased Competition: Employing workers with varied skills, hiring workers for short-term assignments, outsourcing work, and dealing with the demands of multinational corporations (MNCs) are all crucial for companies in a global market.
Employee Education and Expectations: Specific training programs to improve employee retention, focusing on work-life balance, and meeting the specific expectations of different generations (e.g., Gen Y and Gen Z) are important.
Workforce Diversity: Recognizing and accepting differences in backgrounds, religious beliefs, and languages is vital for successful teamwork and managing a diverse team. Creating an inclusive workplace and managing diverse needs of employees.
Remote Working: Remote work allows employees flexibility and can enhance worker productivity, particularly if a suitable and comfortable workspace is available or readily accessible.
Employees Connected to Each Other: Ensuring employees stay motivated and connected, especially when working remotely, is crucial; establishing effective communication channels and support systems for remote employees are necessities.
Emotional Well-being: Companies need to maintain a positive and inclusive workplace by addressing the needs of employees, especially during events like the COVID-19 pandemic, to minimize isolation and promote emotional wellbeing.

Structure of the Human Resource Function in Organizations

Small Organizations: HR functions are usually embedded in the administrative department.
Medium Organizations: HR functions are dedicated and managed by designated HR managers, handling full spectrum of HR activities.
Large Organizations: Organizations with a large size tend to have a dedicated HR department which is more specialized to handle the HR function effectively.

Careers in Human Resource Management

Human Resource Specialists: Key functions include: recruiting suitable workers, providing training, establishing compensation and reward systems, maintaining disciplinary systems, understanding organization objectives, constantly upgrading skills and knowledge, and understanding business context.
Essential Qualities: Ethical standards, good communication skills, numerate and data analysis skills, understanding business context, and ability to bring about change are often required.

Functions Within Scope of Human Resource Management

Employment: Planning, setting of policies for disciplinary actions, recruitment, selection, promotion, termination, and liaison with the governing bodies.
Training and Development: Setting up induction programs, skill training, supervisory training, and programs for development among managers.
Compensation: Salary and benefits structure set up
Health and Safety: Safety procedures, wellness programs, and prevention of sexual harassment or violence.
Employee Services: Providing facilities, counselling, and employee assistance programmes.
Productivity Improvement Schemes: Implementing improvement initiatives, and utilizing schemes such as suggestions schemes and problem-solving to increase productivity.
Industrial Relations: Addressing grievances, handling and interacting with labor unions(collective bargaining), and preparing for contingencies.

Role and Structure of the Ministry of Human Resources

The Ministry of Human Resources (responsible for setting work environment and labor standards) sets policies, prepares draft legislation, and enforces employment legislation.
Departments: Labor, Industrial Relations, Manpower, Trade Union Affairs, Occupational Safety and Health, and Skills Development.
Statutory Bodies/Companies: Social Security Organization (SOCSO), HR Corporation, National Institute of Occupational Safety and Health (NIOSH), Occupational Safety and Health, Skill Development (Loan/Fund) Corporation.

Labour Laws and Enforcement

Government regulations concerning employment, protection for workers, and other related topics. They outline rules and roles for both employers and employees and are periodically updated or amended as needed.

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Description

This quiz covers Chapter 1 of the Human Resource Management course (MGT340). It outlines the definition and significance of human resource management in organizations, detailing its processes and issues to avoid. Test your understanding of how HRM impacts workforce performance and organizational goals.