INTRO TO HUMAN RESOURCE
INTRO TO HUMAN RESOURCE
1.DEFINITION OF HUMAN RESOURCE
MANAGEMENT
What Human Resource management is?
In general, human resource management refers to the
process of managing diverse people talent to achieve a common goal. According
to Dessler (2001),
“human resource
management refers to the policies and practices you need to carry out the
people or human resource aspects of your management job.”
This definition is linked to an organization in carrying
tasks to achieve their objectives. Organization is defined as “a group of
people who work together to achieve common goal”. The definition clearly draws
a picture of the need to people or human resource to carry on the tasks to achieve
the organization’s goal. Without people or human resource the goal could not be
achieved.
Which one, Human Resource Management or Personnel Management?
Human resource management was also known as personnel
management. However, the term personnel management was changed to human
resource management in the 1970s, and is widely used today. This development is
in line with the changes on an international level, which recognises human
resource as a major source in an organisation. Nevertheless, there are still
groups that refer to human resource management as personnel management.
2. IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
Is it important to has human resource management?
Human resource is an important resource to an
organisation as technological resources are limited. Therefore, human resource
management is essential so as to manage and conduct employees effectively in
order to help the organisation achieve competitive advantage. Technology also
should be performed by human being.
Human resource management also plays an important role in
identifying human resource problems and providing solutions to the firm.
Therefore, company or organisation can reduce problems in their journey to
achieve their objectives.
Apart from that, it is able to influence and increase
employee commitment at the same time motivate them. This, in hand, will
increase organisation’s performance through an increase of manpower
productivity. Employee’s satisfaction is one element that can enhance the
strategic plan of the organisation be performed well.
At one time, human resource management was not related to
an organisation’s profit. Due to that, it did not play an important role in the
organisation’s strategic planning. Now, human resource management is starting
to gain more attention in the development of strategic planning to most
organisations, due to the effects of human recognition in an organisation.
Moreover, the main human resource management strategy is integrated in the
organisation strategy.
Human resource management strategy views organisation
strategy on employee, profit and effectiveness as a whole. Effective human
resource management activities and programmes ensure an effective organisation;
therefore, help an organisation achieve competitive advantage.
Human resource management is also responsible for
managing any changes that happen in an organisation due to merging activities, business
downsizing and various work force cultures.
An effective human resource management is essential to
ensure the organisation’s perpetuation and effectiveness. Some of human
resource management’s contributions in achieving organisation’s effectiveness
are:
·
Helping
an organisation achieve its targets.
·
Fully
utilising skills and ability of the workforce.
·
Providing
an organisation with trained and motivated employees.
·
Increasing
employees’ job satisfaction.
·
Developing
and maintaining the quality of employee work environment.
·
Delivering
human resource management policy to every employee.
·
Helping
maintain social responsibility and ethical conducts.
·
Managing
changes to benefit employees and organisation.
Therefore, it is an important part of the organisation to
manage their human resource and to reduce conflict with their employee and make
it as a strength of the company.
3. BACKGROUND OF HUMAN RESOURCE
MANAGEMENT IN MALAYSIA
Since the 1980s, management teams in Malaysian firms have
shown an increase in the usage of the term “Human Resource Management” to
replace the term “Personnel Management”. This is in line with the development
of human resource management in the international level. Besides that,
Malaysian authorities have embraced this change by taking the initiative in
replacing the Ministry of Labour with the Ministry of Human Resources in 1990.
In order to achieve Vision 2020 and make Malaysia a
developed country by 2020, various efforts were planned to develop the human
capital resource. Among them are:
·
Rearranging
the education system.
·
Allocating
the Human Resources Development Fund under the Human Resources Development Act
1992.
·
Encouraging
the involvement of public and private sectors in contributing to education and
training.
·
Encouraging
continuous learning.
In Malaysia, a field of human resource management is
expanding swiftly, especially in training and development. This is a result of
the government’s efforts in encouraging training and development, particularly
in the manufacturing sector. A Human Resources Development Fund was created under
the Human Resources Development Act 1992 by collecting levy from registered
employers. These employers then utilise the fund to train or retrain their
employees.
There are a few more acts that can influence human
resource management practices in Malaysia. Among them are Employment Act 1955,
Industrial Relations Act 1967 and Occupational Safety and Health Act 1994.
INTRO TO HUMAN RESOURCE
Reviewed by Kamaruddin Mahmood
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