MGT340 Human Resource Management Chapter 1 PDF

MGT340 HUMAN RESOURCE MANAGEMENT CHAPTER 1: INTRODUCTION TO 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 huma...

MGT340 HUMAN RESOURCE MANAGEMENT CHAPTER 1: INTRODUCTION TO 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 Explanation Avoid Personnel Mistakes Hiring unqualified employees with poor performance Hiring wrong person for job Facing court action which company's discriminatory actions Experiencing high turnover Facing authority action which unsafe workplace practices or committing unfair labor practice Improve Profits and Good person (high credibility) = good result = profit & Performance good performance Managers May Spend Time as Not only does manager needs to know how to achieve HR Manager organization's profitability but need to know how to manage employees Importance Explanation HR for Entrepreneur Business owner requires employees for business to be successful and run smoothly HR functions play a critical role in ensuring business owner hires qualified employees Retaining and attracting Human resource management is critical in maintaining employee and attracting employees through provision of benefits and salary Human resource management strategies can help reduce employee turnover and absenteeism HR department may help It is important the correct HR in place with necessary organization face a dynamic knowledge for HR to keep up with all dynamic changes situation To guarantee employee have talents and skills for a certain role Factors Explanation Size of the Organization Small and medium businesses establish an administrative department to provide support to line departments When company reaches a certain size, technical requirements of recruitment, training, and record keeping become too much for an administration department to handle Unionisation of the Workforce Join trade union to ensure rights as employees in complaints and conflicts are properly addressed Employers place a high value on having human resources professionals and expertise who are well- versed in labour laws and industrial relations Factors Explanation Ownership of the Company Foreign joint ventures and multinational corporations are likely to require a human resources division that has expertise in labour relations and employment laws To ensure companies follow all requirements of certain countries where company operate businesses Philosophy of Top Management A human resources department is more likely to be created by management if company sincerely feel that company's success and profitability are based on company's workforce Affect Explanation Technological Changes Employees skills and knowledge constantly updated Easier to keep track of employee data Enable work from home or from anywhere Development of new and innovative products and machines, increasing influence of computers, employees’ skills and knowledge must be constantly updated Globalization and Able to hire workers on short-term contracts Increased Competition Able to outsource work to other companies Employ workers who are trained with a variety of tasks Workforce more flexible Marketing and advertising anywhere Dealing the demands of company’s top management and the local staf (MNCs) Impact Description Employee Education and Introducing specific programmes to retention of talented Expectations workers Focusing more on individual employees performance Work-life balance has focused on the needs of workers Generation Y , Generation Z Comfortable with IT and internet High level of education Mismatch between the skills of graduates and the jobs available Workforce Diversity Different racial groups and different age groups Practice different religions and speak different languages Organize induction programmes and teamwork training Various race, age, gender and culture will increase crisis Manager must understand the need of each employees group Impact Description Remote Working Remote work means work carried out away from typical geographical and time limits of organization Can provide online training in usage of various applications and software To make sure employees do their work which employees stay motivated while working at home Employees Connected to A home office or peaceful workspace is not available in every Each Other home Reconnect by calling employees on the phone to assuring employees well-being Assisting employees by providing technological training and ensuring employees have access to all available resources Impact Description Emotional well-being The latest COVID-19 epidemic has brought facet of remote employment to loneliness and isolation Companies or manager need to discover ways to ensure business accomplishments as personal events such as birthdays and anniversaries shared and enjoyed by entire team Human Resource Department A key support function within an organization HUMAN RESOURCE DEPARTMENT STRUCTURE 1. Small Organization - 3. Large Organization - Have Informal HR unit/department. their own HR unit/department more specialize to HR ◦ HR functions are usually functions. placed under the administration manager or other managers. 2. Medium Organization - Have their own HR unit/department. Administration Department HR manager is responsible to handle and oversee all the HR activities. Human Resource Management To ensure organizations have the right people who will be able to achieve organizational objectives Prepared constantly upgrade skills and knowledge Function of Human Resource Specialist Ensure workers receive Recruit suitable workers appropriate training Establish compensation and Keep subordinates free from reward system injury and sickness Design and implement Design maintain system to appropriate disciplinary achieving organization goals systems Develop employees trade Ensure organization union representatives complying employment laws Personal Qualities and Skills of Human Resource Specialist Communication Skills High Ethical Ability to Bring Standards about Change Ability to Understand the Information Technology (IT) Business Context Numerate and Able to Analyze Data Functions Explanation Employment Human resource planning Setting policies and administering disciplinary action systems Recruitment and selection Establishing career movement policies, including transfers and promotion Terminating employees Liaison with Immigration and Labour Department Records keeping Training and Holding induction programmes Development Providing skills training Organizing supervisory and management development programmes Establishing and administering performance management and appraisal systems Functions Explanation Compensation/Payment/ Developing a wage structure Reward System Preparing information for payroll Establishing incentive schemes Advising on benefits Health and Safety Organizing safety programmes Establishing wellness programmes Accident investigation Provision of health services Establishing programmes to prevent sexual harassment and violence Functions Explanation Employee Overseeing canteen facilities Services/Welfare/Safety Provision of transport & Health Provision of recreation facilities Counselling Managing employee assistance programmes Productivity Improvement Establishing and maintaining quality improvement initiatives, Schemes including ISO programmes Introduction and implementation of suggestion schemes, team problem solving activities such as team buildings Functions Explanation Industrial Relations Grievance (unfair treatment) handling Relations with trade union representatives Collective bargaining negotiations Preparing for contingencies including strike action The Ministry of Human Resource Management Responsible for establishing a work environment in the country Encourage workers to be productive and setting minimum labour standards Prepare Draft Legislation/Draft Set Policies Amendments to Existing Legislation Establishes Codes Enforces of Practices as Employment Guidelines to Legislation Employers and Employees Structure of the Ministry of Human Resources Departments Statutory Bodies/Companies Labour Social Security Organization (SOCSO) Industrial Relations HR Corporation Manpower National Institute of Occupational Safety and Health (NIOSH) Trade Union Affairs Occupational Safety and Health Skill Development (Loan)Fund Corporation Skills Development Labour Laws and Enforcement Labour Laws Description The employment 1955 The employment act covers groups of employees in the private sector The Employees Provident A scheme to ensure workers have funds available after their Fund (EPF) Act 1991 retirement The Employees Social Protection to workers who may be involved in an accident at Security Act (SOCSO)1969 work The Trade Unions Act 1959 Workers are permitted to form and join trade unions provided Pembangunan Sumber Ensure employers conduct training for workers to upgrade Manusia Bhd Act 2001 skills and abilities The employment Insurance Provide partial payment of wages for up to six months to Scheme Act 2017 employees who have been retrenched