Human Resource Management Overview
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Questions and Answers

Which of the following is NOT an objective of Human Resource Management?

  • Increasing organizational sales (correct)
  • Training and development
  • Employee recruitment and selection
  • Enhancing employee satisfaction

    • The Ministry of Human Resources plays a minor role in shaping labor laws.

    False

    What is one key importance of Human Resource Management?

    Managing employee performance

    The ________ aspect in HRM focuses on the well-being and benefits of employees.

    <p>welfare</p> Signup and view all the answers

    Match the following areas covered in Human Resource Management with their descriptions:

    <p>Recruitment = The process of finding and hiring candidates Training = Enhancing employee skills and knowledge Performance Management = Assessing employee performance Compensation = Remuneration for employee work</p> Signup and view all the answers

    What is the primary goal of human resource management?

    <p>To develop and implement systems for workforce management</p> Signup and view all the answers

    The Industrial Revolution had a positive impact on worker conditions.

    <p>False</p> Signup and view all the answers

    Name one historical factor that impacted human resource management in the 1930s to 1950s.

    <p>Human Relations Approach</p> Signup and view all the answers

    Human resource management focuses on attracting, developing, and retaining a ________ workforce.

    <p>high-performing</p> Signup and view all the answers

    Match the following HRM specialist titles with their corresponding roles:

    <p>Welfare Officer = Enhances employee satisfaction through services Personnel Manager = Handles employee relations and staffing Human Resource Manager = Oversees all HR functions Human Capital Manager = Focuses on optimizing workforce skills</p> Signup and view all the answers

    Which of the following was a focus of the Human Relations Approach?

    <p>Supervisory training</p> Signup and view all the answers

    Human capital managers are focused on financial compensation only.

    <p>False</p> Signup and view all the answers

    What was one major societal change that affected human resource management since the mid-19th century?

    <p>The Industrial Revolution</p> Signup and view all the answers

    Which of the following is NOT a recent development in HRM from the 1950s to 2020?

    <p>Decreased workforce diversity</p> Signup and view all the answers

    HRM aims to promote team spirit within an organization.

    <p>True</p> Signup and view all the answers

    Name one challenge that HR professionals face.

    <p>Worker productivity</p> Signup and view all the answers

    HRM objectives include helping the organization reach its _____ and ensuring effective utilization and maximum development of human resources.

    <p>goals</p> Signup and view all the answers

    Match the following HRM objectives with their descriptions:

    <p>To attract and retain talent = Ensures a skilled workforce and decreases turnover To increase productivity and profits = Promotes organizational efficiency and effectiveness To develop skills and competencies = Enhances employee abilities for specific roles To ensure respect for human beings = Fosters a positive work environment and morale</p> Signup and view all the answers

    Which of the following is a managerial function of HRM?

    <p>Directing</p> Signup and view all the answers

    The changing attitude of the workforce is not considered a challenge to HR professionals.

    <p>False</p> Signup and view all the answers

    List two importance aspects of HRM.

    <p>Increase productivity and improve job satisfaction</p> Signup and view all the answers

    What is one of the main purposes of human resource management?

    <p>To enhance employee’s capabilities to perform the present job</p> Signup and view all the answers

    Human resource development only focuses on recruitment and not on training.

    <p>False</p> Signup and view all the answers

    Name one key activity involved in human resource management.

    <p>Recruitment, selection, and placement of personnel.</p> Signup and view all the answers

    The _____ aspect of HRM deals with working conditions and amenities such as canteens and medical assistance.

    <p>welfare</p> Signup and view all the answers

    Which of the following is NOT a human resource activity?

    <p>Manufacturing products</p> Signup and view all the answers

    Match the following HRM activities with their descriptions:

    <p>Recruitment = Finding and attracting applicants for available positions Performance appraisal = Evaluating employee work performance Training = Improving employee skills and knowledge Collective bargaining = Negotiating terms between management and employees</p> Signup and view all the answers

    In human resource management, only the industrial relations aspect deals with corrective steps like transfers.

    <p>False</p> Signup and view all the answers

    A key principle of HRM is to inculcate a sense of _____ among employees.

    <p>team spirit</p> Signup and view all the answers

    What is one of the primary roles of the Ministry of Human Resources (MoHR)?

    <p>To create efficient and productive workforce</p> Signup and view all the answers

    The MoHR does not play a role in resolving industrial disputes.

    <p>False</p> Signup and view all the answers

    What is the purpose of the National Vocational Training Policy?

    <p>To fulfill the training needs in the private sector</p> Signup and view all the answers

    The __________ Act outlines the rules for wages in Malaysia.

    <p>National Wages Consultative Council</p> Signup and view all the answers

    Match the following acts with their functions:

    <p>The Employment Act 1955 = Regulates employment conditions Sabah Labor Ordinance = Applies specifically to Sabah Employees Provident Fund Act 1991 = Manages retirement savings for employees National Wages Consultative Council Act 2011 = Oversees wage consultations</p> Signup and view all the answers

    What is the vision that the MoHR aims to achieve through tripartisme?

    <p>Vision 2020</p> Signup and view all the answers

    The MoHR is responsible for health and safety policies in the workplace.

    <p>True</p> Signup and view all the answers

    What does the MoHR coordinate among employees, employers, and the government?

    <p>Tripartisme</p> Signup and view all the answers

    What is the primary purpose of the Industrial Relations Act 1967?

    <p>To encourage industrial harmony</p> Signup and view all the answers

    The Industrial Court is established to handle conflicts between employers and employees.

    <p>True</p> Signup and view all the answers

    What is required from employers under the Pembangunan Sumber Manusia Bhd Act 2001?

    <p>Employers are required to pay a monthly levy to a fund administered by HRD Berhad.</p> Signup and view all the answers

    The Skills Development Fund Act 2004 is aimed at granting loans to __________ who attend approved programs.

    <p>trainees</p> Signup and view all the answers

    Match the following acts with their primary purpose:

    <p>Industrial Relations Act 1967 = Encourage industrial harmony Pembangunan Sumber Manusia Bhd Act 2001 = Conduct training for workers Skills Development Fund Act 2004 = Grant loans to trainees National Skills Development Act 2006 = Establish National Occupational Skills Standards</p> Signup and view all the answers

    What is one outcome for trainees who achieve the required competencies?

    <p>They are awarded a certificate</p> Signup and view all the answers

    What is the role of the council formed under the Skills Development Fund Act?

    <p>To approve National Occupational Skills Standards (NOSS).</p> Signup and view all the answers

    Employers can reimburse training costs after conducting training programs.

    <p>True</p> Signup and view all the answers

    Study Notes

    Human Resource Management

    • HRM is the development and implementation of systems to attract, develop, and retain a high-performing workforce.
    • HRM specialists have various titles, including Welfare Officer, Personnel Manager, Human Resource Manager, and Human Capital Manager.
    • The Industrial Revolution (1850s-1920s) affected HRM by promoting specialization, exploiting workers, and causing worker alienation.
    • The Human Relations Approach (1930s-1950s) focused on supervisory training, recreation programs, and welfare programs.
    • Recent developments (1950s-2020) include increased labor legislation, larger organizations, workforce diversity, and rapid changes.

    HRM Functions

    • Managerial Functions: Planning, Organizing, Staffing, Directing, Controlling
    • Operational Functions: Employment, HR Planning, Recruitment, Selection, Placement, Induction, HR Development, Performance Appraisal, Compensation Management, Employee Relations, Job Evaluation, Wage and Salary Administration, Incentives, Bonus, Fringe Benefits, Career Planning and Development, Management Development

    Importance of HRM

    • Attract and retain talent
    • Train people for challenging roles
    • Develop skills and competencies
    • Promote team spirit
    • Develop loyalty and commitment
    • Increase productivity and profits
    • Improve job satisfaction
    • Enhance standard of living

    Challenges to HR Professionals

    • Worker productivity
    • Quality improvement
    • Changing attitudes of the workforce
    • Impact of the government
    • Quality of work-life
    • Technology and training

    HRM Objectives

    • Help the organization reach its goals
    • Ensure effective utilization and maximum development of human resources
    • Ensure respect for human beings
    • Identify and satisfy individual needs
    • Reconcile individual goals with organizational goals
    • Maintain high morale among employees
    • Provide well-trained and motivated employees
    • Increase employee job satisfaction and self-actualization
    • Develop and maintain a quality of work life
    • Be ethically and socially responsive to the needs of society
    • Develop overall personality of each employee
    • Enhance employee capabilities to perform the present job
    • Equip employees with precision and clarity in business transactions
    • Inculcate team spirit, teamwork, and inter-team collaboration

    HRM Activities

    • Human resource or manpower planning
    • Recruitment, selection, and placement of personnel
    • Training and development of employees
    • Appraisal of employee performance
    • Corrective steps, like transfer
    • Remuneration of employees
    • Social security and welfare of employees
    • Organizational relationship policies
    • Collective bargaining, contract negotiation, and grievance handling
    • Staffing the organization
    • Aiding in HRD
    • Maintaining worker motivation through incentives
    • Reviewing and auditing manpower management

    HRM Scope

    • Personnel Aspect: Manpower planning, recruitment, selection, placement, transfer, promotion, training, development, layoff, retrenchment, remuneration, incentives, and productivity.
    • Welfare Aspect: Working conditions, amenities (canteens, rest rooms, housing, transport, medical assistance, education, health, safety, and recreation facilities).
    • Industrial Relations Aspect: Union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, and settlement of disputes.

    Roles and Responsibilities of MOHR

    • Update and implement labor policies and laws for efficient, productive, and disciplined workforce with positive values and good work ethics.
    • Update and implement occupational safety and health policies and laws for a healthy and safe work environment.
    • Efficiently manage and resolve industrial disputes between employers and employees.
    • Monitor and facilitate the development and movement of trade unions.
    • Manage international relations in labor management.
    • Coordinate tripartisme among employees, employers, and government.
    • Develop human resources through control and labor market analysis.
    • Create job opportunities and job placement.
    • Update and implement National Vocational Training Policy.
    • Revise and update skill training syllabus, Skills Certification System, and skills standards for implementation.
    • Effective implementation of social safety nets.

    Malaysian Labor Law

    • Employment Act 1955, Sabah Labor Ordinance, and Sarawak Labor Ordinance.
    • National Wages Consultative Council Act 2011.
    • Employees Provident Fund (EPF) Act 1991.
    • Workman's Compensation Act 1952.
    • Employees Social Security Act (SOCSO) 1969.
    • Occupational Safety and Health 1994 and Factories and Machinery Act 1967.
    • Children and Young Person (Employment) Act 1996.
    • Employment (Restriction) Act 1968.
    • Trade Unions Act 1959.
    • Industrial Relation Act 1967.
    • Pembangunan Sumber Manusia Bhd Act 2001.
    • The Skills Development Fund Act 2004 and the National Skills Development Act 2006.

    Additional Notes

    • The Employment Act 1955 covers employees earning less than RM2000 per month in Peninsular Malaysia and Labuan.
    • The National Wages Consultative Council Act 2011 initially applied only to specific sectors like shops, hotels, catering, and cargo handlers.
    • The Employees Provident Fund (EPF) Act 1991's retirement age has been raised.
    • The Workman's Compensation Act 1952 provides financial compensation to workers with work-related accidents or diseases.
    • The Employees Social Security Act (SOCSO) 1969 provides benefits like free medical care, disability, and dependent benefits.
    • The Occupational Safety and Health Act and Factories and Machinery Act empower DOSH and MoHR to improve workplace safety.
    • The Children and Young Person (Employment) Act 1996 aims to prevent child labor exploitation.
    • The Employment (Restriction) Act 1968 requires non-Malaysian citizens to obtain work permits.
    • The Trade Unions Act 1959 permits workers to form and join trade unions.
    • The Industrial Relations Act 1967 establishes an Industrial Court for dispute resolution.
    • The Pembangunan Sumber Manusia Bhd Act 2001 ensures employer training programs.
    • The Skills Development Fund Act 2004 and the National Skills Development Act 2006 provide training funds and standards.

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    Description

    This quiz assesses your understanding of the key objectives and historical factors impacting Human Resource Management (HRM). Explore essential concepts, including the roles of HRM specialists and the importance of employee well-being. Test your knowledge on the evolution of HRM from the Industrial Revolution to contemporary practices.

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