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Organization Members
1.Abdul Wahab Vice President
2.Norhaziah Human Resource Manager
3Ahmad Kamil Human Resource
4.Ramizah Human Resource
5.Raja Hanaliza Human Resource Executive
6.Norrizah Accountant
7.Liana Supervisor
Abdul Wahab -Vice President
Ramizah - Human Resource
Raja Hanaliza - Human
Resource Executive
Norrizah - Accountant
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Human Resource Officer
1.Alena
2.Dahlia
3.Fadzilah
4.Fahim
5.Shahrihan
6.Kintan Azura
7.Fadhil
8.Nor Fadilah
9.Lizawati
10.Azri
2.Dahlia 3.Fadzilah
4.Fahim
5.Shahrihan
6.Kintan Azura
7.Fadhil
8.Nor Fadilah
Lizawati
Azri
3 disadvantages of hiring staff internally by the organization are :
6.Kintan Azura
7.Fadhil
8.Nor Fadilah
Lizawati
Azri
1a). List and explain the basic strategic planning roles of the Human Resource Manager in a company.
The basic strategic planning roles of the Human Resource Manager in a company are planning, organizing, staffing,leading, and controlling.
b).List and explain 3 advantages and 3 disadvantages of hiring staff internally by the organization.
3 advantages of hiring staff internally by the organization are :
1.Foreknowledge of candidates' strengths and weaknesses .
2.More accurate view of candidate's skills
3.Candidates have a stronger commitment to the company.
1.Failed applicants become discontented
2.Time wasted interviewing inside candidates who will not be considered.
3.Inbreeding of the status quo.
c) What are the HR functions?
The Human Resource functions are :
A.Staffing
c) What are the HR functions?
The Human Resource functions are :
A.Staffing
Staffing is the process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs, at the right time, to achieve the organization's objectives.
Staffing involves job analysis, human resource planning, recruitment and selection.
B.Human Resource Development (HRD)
HRD is a major HRM function that consists of training and development, career planning and development activites, organization development and peformance appraisal.
C.Compensation and Benefits
A compensation system to provide employees with adequate and equitable rewards for their contributions. The rewards are
1.Pay
2.Benefits
3.Nonfinancial rewards
D.Safety and Health
Safety involves protecting employees from injuries caused by work- related accidents. Health refers to empolyees' freedom from physical and emotional illness.
E.Employee and Labour Relations
These comprise the human resource management of employees as well as union activities.
d) In details write the planning, organizing, staffing, leading & controlling.
Planning
a.- Place right person on the right job
b.-Orientate new employees
c.-Train employees for jobs new to them
d.-Improve job performance of each person
e.-Develop smooth working relationships
f.-Interpret the firm's policies and procedures
g.-Control labor costs
h.-Develop abilities of each person
i.-Maintain morale
j.-Protect employees health and safety
Organizing
1.Manager, Labor Relations & Human Resources
2.Human Resources - Administrative Coordinator
3.Senior Human Resources Coordinator
4.Human Resources Coordinator
5.Office Generalist
Staffing
1.Line manager's responsibility
-Specify qualifications employees need to fill specific positions
2.HR staff
-Find qualified applicants
-Conduct initial screening interviews
-Administer test and refer the best applicants to the supervisors (Line Manager), who interview and select those they want.
Leading & Controlling
Hr changing role : "Personel departments"
-Took over hiring and firing from supervisors, payroll, and benefit plans administration.
-In the 1930s added "protecting the firm in its interaction with unions" responsibilities (labor relations).
-Assumed organizational responsibilities for equal employment and affirmative action
f)List and explain the 5 processes in training and development?
5 processes in training and development are :
1.Needs analysis
-Identify job performance skills needed, assess prospective trainees skilss, and develop objectives.
2.Instructional design
-Produce the training program content, including workbooks, exercises, and activies.
3.Validation
-Presenting (trying out) the training to a small representative audience.
4.Implement the program
-Actually training the targeted employee group
5.Evaluation
-Assesses the program's successes or failures
g) List and explain five training methods used in your company which you form in your group.
Apprentice Training
The apprentice system of training is the latest system used by modern industry.Generally, this training varies from a period of one or two years.
Vestibule Training
In this type employees are taken through a short course under working conditions that approximated actual shop or job conditions. This method is used where the acquisition of a few skills is intended. Vestibule training has the advantage of training relatively large numbers of people in short period of time without disturbing the flow of shop or office routine.
Internship Training
Internship training is a work and study programme where the training consists of a school of theory sessions and works in the plant for practical experience in order to learn the skills and knowledge required to do a particular job.
External Training
In the recent past, there are agencies which are offering external training programmes such as industrial training centres, National Productivity Council,Small Scale Industries Service Institute and other organization, which offer training programmes.
Retraining
One of the grave problems facing an industrial worker in today's conditions is job obsolescence where a job may become obsolete because of changes brought by technology.Therefore, it is the duty of the employer to give the older employees necessary training to meet the challenges of technological improvement which has come in the recent past.
Supervisory Training
The supervisory job is concerned with work, conducts and detailed accounts by the rank and file employees. This generally involves on the part of the supervisor (a) to plan and direct-how, when and where and what men, materials and equipment are to be used, (b) to see that the individual output is of satisfactory quality and volume and is completed when need, cost-line is maintained, material and equipment are properly used and protected.
3.Explain the following terms used in Human Resource Management
-Aptitude Test
Test that measure specific mental abilities, such as inductive and deductive reasoning , verbal comprehension, memory, and numerical ability.
-Intelligence Test
Test of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability.
-Management Development
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.
-Role Playing
Creating a realistic situation in which trainees assume the roles of persons in that situation.
-Job Rotation
Moving a trainee from department to department to broaden his or her experience and identify strong and weak points.
-Action Learning
Management trainees are allowed to work fulltime analyzing and solving problems in other departments.
-Performance Appraisal
Staffing involves job analysis, human resource planning, recruitment and selection.
B.Human Resource Development (HRD)
HRD is a major HRM function that consists of training and development, career planning and development activites, organization development and peformance appraisal.
C.Compensation and Benefits
A compensation system to provide employees with adequate and equitable rewards for their contributions. The rewards are
1.Pay
2.Benefits
3.Nonfinancial rewards
D.Safety and Health
Safety involves protecting employees from injuries caused by work- related accidents. Health refers to empolyees' freedom from physical and emotional illness.
E.Employee and Labour Relations
These comprise the human resource management of employees as well as union activities.
d) In details write the planning, organizing, staffing, leading & controlling.
Planning
a.- Place right person on the right job
b.-Orientate new employees
c.-Train employees for jobs new to them
d.-Improve job performance of each person
e.-Develop smooth working relationships
f.-Interpret the firm's policies and procedures
g.-Control labor costs
h.-Develop abilities of each person
i.-Maintain morale
j.-Protect employees health and safety
Organizing
1.Manager, Labor Relations & Human Resources
2.Human Resources - Administrative Coordinator
3.Senior Human Resources Coordinator
4.Human Resources Coordinator
5.Office Generalist
Staffing
1.Line manager's responsibility
-Specify qualifications employees need to fill specific positions
2.HR staff
-Find qualified applicants
-Conduct initial screening interviews
-Administer test and refer the best applicants to the supervisors (Line Manager), who interview and select those they want.
Leading & Controlling
Hr changing role : "Personel departments"
-Took over hiring and firing from supervisors, payroll, and benefit plans administration.
-In the 1930s added "protecting the firm in its interaction with unions" responsibilities (labor relations).
-Assumed organizational responsibilities for equal employment and affirmative action
f)List and explain the 5 processes in training and development?
5 processes in training and development are :
1.Needs analysis
-Identify job performance skills needed, assess prospective trainees skilss, and develop objectives.
2.Instructional design
-Produce the training program content, including workbooks, exercises, and activies.
3.Validation
-Presenting (trying out) the training to a small representative audience.
4.Implement the program
-Actually training the targeted employee group
5.Evaluation
-Assesses the program's successes or failures
g) List and explain five training methods used in your company which you form in your group.
Apprentice Training
The apprentice system of training is the latest system used by modern industry.Generally, this training varies from a period of one or two years.
Vestibule Training
In this type employees are taken through a short course under working conditions that approximated actual shop or job conditions. This method is used where the acquisition of a few skills is intended. Vestibule training has the advantage of training relatively large numbers of people in short period of time without disturbing the flow of shop or office routine.
Internship Training
Internship training is a work and study programme where the training consists of a school of theory sessions and works in the plant for practical experience in order to learn the skills and knowledge required to do a particular job.
External Training
In the recent past, there are agencies which are offering external training programmes such as industrial training centres, National Productivity Council,Small Scale Industries Service Institute and other organization, which offer training programmes.
Retraining
One of the grave problems facing an industrial worker in today's conditions is job obsolescence where a job may become obsolete because of changes brought by technology.Therefore, it is the duty of the employer to give the older employees necessary training to meet the challenges of technological improvement which has come in the recent past.
Supervisory Training
The supervisory job is concerned with work, conducts and detailed accounts by the rank and file employees. This generally involves on the part of the supervisor (a) to plan and direct-how, when and where and what men, materials and equipment are to be used, (b) to see that the individual output is of satisfactory quality and volume and is completed when need, cost-line is maintained, material and equipment are properly used and protected.
3.Explain the following terms used in Human Resource Management
-Aptitude Test
Test that measure specific mental abilities, such as inductive and deductive reasoning , verbal comprehension, memory, and numerical ability.
-Intelligence Test
Test of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability.
-Management Development
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.
-Role Playing
Creating a realistic situation in which trainees assume the roles of persons in that situation.
-Job Rotation
Moving a trainee from department to department to broaden his or her experience and identify strong and weak points.
-Action Learning
Management trainees are allowed to work fulltime analyzing and solving problems in other departments.
-Performance Appraisal
Evaluating employee's current and/ or past performance relative to his or her performance standards.
-MBO
Involves setting specific meaasureable goals with each employee and then periodically reviewing the progress made.
1.Set the organization's goals
2.Set departmental goals
3.Discuss departmental goals
4.Define expected results (set individual goals)
5.Performance reviews
6.Provide feedback.
-Succession Planning
A process through which senior-level openings are planned for and eventually filled.
1.Anticipate management needs
2.Review firm's management skills inventory
3.Create replacement charts
4.Begin management development
5.What are the causes of accidents at the workplace?
The causes of accidents at the workplace are :-
1. Unsafe conditions
-Improperly guarded equipment
-Defective equipment
-Hazardous procedures in, on, or around machines or equipment
-Unsafe storage - congestion, overloading
-Improper illimination -glare, insufficient light
-Improper ventilation - insufficient air change, impure air source
What are the ways to prevent accidents at the workplace?
The ways to prevent accidents at the workplace are
1.Remedy unsafe conditions
2.Emphasize safety
3.Select safety-mindedn employees
4.Provide safety training
5.Use posters, incentive programs, and positive reinforcement to motivate employees
6.Use behavior - based safety
7.Use employee participation
8.Conduct safety and health audits and inspections.
What are the best way of educating the workers with the knowledge?
1.Try to teach the workers the advantages of having a high attitudes of vulnerability.
2.Don't take shortcuts.
3.Follow the rules
4.Report all unsafe conditions
5.Wear personel protective equipment Avoid horseplay
6. If working with chemicals, read and understand material data sheets, and follow the recommendations.
7.Keep all tools in good repair, use the proper tools for the job,
and used it safely maintain good housekeeping.
What is a job description?
A list of a job's duties, responsibilities, reporting relationhips, working conditions, and supervisory responsibilities-one product of a job analysis.
-List and explain the sections found in a job description
Sections of a typical job description are :
1.Job identification
2.Job summary
3.Responsibilities and duties
4.Authority of incumbent
5.Standards of performance
6.Working conditions
7.Job specifications
1.Job identification
-Job title : name of job
-date : when the description was written
-prepared by : who wrote the description
2. Job summary
-Describe the general nature of the job
-List the major functions or activities
3.Responsibilities and duties
-A listing of the job's major responsibilities and duties (essential functions)
-Defines limits of jobholder's decisions-making authority, direct supervision, and budgetary limitations.
5.Standards of performance and working conditions
-List standards the employee is expected to achieve under of the job description's main duties
-Standards must be specific
7.Job specifications
-Writing Job Specifications
1.To show what kind of person to recruit and for what qualities that person should be tested on.
2.Either listed in a section of job description or in a separate document.
1.Specifications Based on Judgment
a.Self-created judgments (common sense)
b.Basic question : What does it take in terms of education, intelligence and training to do this job well?
2.Specifications Based on Statistical Analysis
a.Attempts to determine statistically the relationship between a predictor or human trait and an indicator or criterion of job effectiveness.
b.Five-step procedure :
1.Analyze the job and decide how to measure job performance
2.Select personal traits (like finger dexterity) that you believe should predict successful performance
3.Test candidates for these traits
4.Measure these candidates subsequent job performance
5.Statistically analyze relationship between the human trait (finger dexterity) and job performance
-Explain the following terms with respect to job analysis :
Dejobbing-
Dejobbing pertains to broadening the responsibilities of individuals & departments ia a company, and encouraging not to limit themselves to their job description.It represents the gradual reverse of the process that created an employment driven economy noe becoming obsolete.
Job Enlargement- Assigning workers additional same level activities, thus increasing the number of activities they perform
Job Enrichment-Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility,achievement,growth, and recognition.
Name : Norhaziah Abdullah
Subject : Human Resource Management
Executive: Master In Management
Subject : Human Resource Management
Executive: Master In Management
Lecturer : Puan Shanti
