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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

OUM BUSINESS SCHOOL

SEMESTER MEI 2107

BDPB 2103

INTRODUCTORY HUMAN RESOURCE MANAGEMENT

MATRICULATION NO: 930827146448001


IDENTITY CARD NO. : 930827-14-6448
TELEPHONE NO. : 018-3232943
E-MAIL : nursyu93@oum.edu.my
LEARNING CENTRE : MELAKA LEARNING CENTRE

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

INSTRUCTIONS
 Do not copy the assignment question and instructions to your answer.
 Prepare your assignment answer following the layout of the ASSESSMENT
CRITERIA shown in the RUBRICS provided for the course. Where RUBRICS are
not provided, follow the instructions/guidelines specified by the Faculty for the
assignment concerned.
 Your assignment should be between 3000 to 5000 words (depending on number
of words outlined in the assignment instruction) EXCLUDING references.
 Type your answer using 12 point Times New Roman font and 1.5 line spacing.
 Show the number of words at the end of your assignment.
 Tables and figures where provided, should be appropiately titled.
 List your references separately in the APPENDIX page.

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENT

NO TITLE PAGE

1 INTRODUCTION 3

2 ORGANIZATIONAL BACKGROUND OF KUIM 4

3 ORGANISATIONAL CHART 5

4 STRATERGIC HUMAN RESOURCE MANAGEMENT 6

5 ISSUE AND THE CHALLENGE OF HUMAN RESOURCE 7

MANAGEMENT
6 INTERNAL RECRUITMENT METHOD 8-9

RESHUFFLE

REPLACEMENT

JOB OFFERS

EXTERNAL RESOURCES RECRUITMENT 10-11

ADVERTISING

UNEMPLOYED

EMPLOYMENT AGENCY

THE SUGGESTION HOW THE ORGANISATION GET THE


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RIGHT CANDIDATE
THE CHARACTERISTICS OF AN ADMINISTRATIVE 13

MANAGER

CONCLUSION 14

REFERENCE 15

1.0 INTRODUCTION

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

Human resource management is defined as a group of staff and employee who serve in an

organization. Human resource is an integral part in the management of which has a close

relationship among individuals. In addition, it focuses on the achievement and the needs

and the requirements of the customer. Human resource is an important aspect of

development strategic that are key to the success of the organization. Employees are an

important and valuable property compared with the source organization. According

Bohlander et al (2001), the human resource management include the consolidation of a

diverse workforce to achieve common goals. While Ivencevich (2001), define the

function of human resource management function implemented in the organization to

help facilitate the efficient utilization of human resource to achieve the goals of the

organization and the individual.

A human resource manager is a person who is normally in a staff position,

working with other managers to help them deal with human resource matters. Although

he usually has no direct power over the other departments, he has the power to advice.

The human resource manager primary responsibility is to coordinate the management of

human resources to help the organization achieve its objectives. He is not only an advisor,

but to be a catalyst in proposing human resource management policies that should be

implemented by the line managers.

2.0 ORGANIZATIONAL BACKGROUND OF (KUIM)

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

I choose Malacca Islamic University of College, better known as KUIM is a wholly

owned Institutions of Higher Learning Malacca State Government established under the

1996 Credit Institution Act the State Government is committed to driving excellence in

education in line with the objectives of the KUIM advanced 2010 was upgraded to

University College on July 1, 2009 by the Ministry of Higher Education. KUIM formerly

known as International Islamic Malacca Technology College (KTIAM) has made a

paradigm shift in education introduced a new container, which is a combination of

Islamic studies integrated with science and applied psychology discipline go hand in

hand.

Malacca Islamic University of Collage has a total of 371 staff. Most of them worked as a

lecturer and the rest are clerical staff, drivers, and security guards. This organization is a

private organization where it offers quality education to students who wish to further their

studies.

3.0 ORGANISATIONAL CHART

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

Table 1.0 Organisational Chart of KUIM

4.0 STRATERGIC HUMAN RESOURCE MANAGEMENT

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

Human resource management consists of some aspects and develops a strategy for the

organization. Among these strategies is, the nature of labor practices will not limit the

choice of strategies that can be taken by an organization. An organization can fail if the

irregularities and the nature of employment that is not compatible with each other. The

next strategy is to achieve surplus competitors. Management good working between

employers and employees is important for achieving a surplus of the rival between

different organizations and a healthy competition. In addition, information about human

resource management practices such as administration, recruitment and ownership,

training and development is very important in the management of the organization.

Next, financial backing the fixed an organization can develop and remain

competitive well with other organizations. For example, an organization of private

education institutions depends on the admission of students to stabilize their financial

organization. Therefore, should the existence of human resource management is to

establish a successful organization. The existence of management is to integrate strategic

management.

5.0 ISSUE AND THE CHALLENGE OF HUMAN RESOURCE MANAGEMENT

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

Human resource management is a process that is planned covering the activities of

manpower planning, recruitment and selection of candidates, staff training and

development, wages and employment benefits as well as its relationship with the aim to

enable them to provide effective services to achieve organizational goals. Without this

management, the organization will not run smoothly and cause a variety of problems that

arise.

The issues and challenges did not run out to establish an organization developing

successfully. However, the situation is changing from time to time and progressively

moves forward. Most organizations have to change the way their management towards

the better. This is one of the challenges that they had to go through over time that is

booming with the use of technology. The issues here, the use of increasingly sophisticated

technology, but organizations need to be careful with the provision of information online.

Such information is likely to be stolen by unscrupulous individuals.

Moreover, the entry of foreign workers is also an issue for a country that takes

them to work. For example in Malaysia offers a variety of work, and many of them

foreigners working even as kontraktor.ini is one source of labor they provide to their own

organizations. However, there are some who think wages are not in accordance with the

assigned tasks. This is because organizations are only able to allocate salary alone

without considering the interests and welfare of its employees.

6.0 EMPLOYEE SELECTION

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The selection was associated with intake because they both involve the process of putting

the individual in an organization. The selection was heavily influenced by the recruitment

strategies used. This means taking a good strategy to attract as many candidates to apply

for positions offered and election workers can do more effectively. Shopping and

business high by human resources in organizations can produce the best candidate for the

job. Selections are made based on the group of applicants who apply for a position and

decided they were the most qualified for the position. Torrington and hall (1991) has

argued that the election workers conducted carefully and in accordance with established

procedures can give justice to all parties and thus avoid mistakes in the selection of the

candidate during the interview.

7.0 INTERNAL RECRUITMENT METHOD

Take or select the best workers for an organization is the most effective way. But some of

the methods are to be followed in order to qualify a person to hold office by the

managers. Based on the resume given by the individual, the responsible manager should

ensure that appropriate resources decision before choosing a candidate to fill the

vacancies. The manager must identify workers who are qualified to fill a post. The

following are some of the ways internal recruitment methods chosen criteria employee.

Many large organizations mainly prefer to use this method of recruitment from among its

employees. Among the methods used are:

7.1 RESHUFFLE

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

The first of evaluation of the internal method is reshuffle. Here, the human resources

manager is responsible for assessing whether the employee is eligible to be changed or

not. Normally in this organization, managers will hold confidential discussions with the

heads of units to choose or change the employee. After the talks, the eligible employees

will be called to be filtered and listed on an exchange. For example, the unit requires a

technician ICT for software applications, there are found one of the administrative units

have the skills.

7.2 REPLACEMENT

The replacement is done in stages when one of the staff have quit or transferred to other

units. The replacement work is a complex activity in which employees feel their level of

satisfaction and nothing less interest earned on the organization. According Parkison,

Rustomji and Spare (1992).Job satisfaction occurs when a person happy to see the results

of their work are directly involved with the creation of the work.

7.3 JOB OFFERS

The third method, the organization will offer employment to the indoor unit. This method

is executed when the organization paste posters on the notice board of the organization or

another department's vacancies.

All three methods are used in the method of valuation of internal recruitment for the right

candidate to work in an organization. The advantages of working in this organization, is

apart from the salary, there are also rewards given. Rewards are given based on the

organization's profits. In addition, the club also Welfare, Recreation and Sports Club

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

(KRISKUIM) staff welfare, especially to the sick or maternity or hospitalized, includes

married. The next advantage, the staff will get if the panel clinic staff have been absorbed

by the contract for a year or more. It can accommodate yourself and your family.

8.0 EXTERNAL RESOURCES RECRUITMENT

External recruitment sources chosen ones when the organization feels they need to hire

workers from outside the organization to fill a vacancy. Decision external organizations

can be obtained from sources such as:

8.1 ADVERTISING

Advertising is the most appropriate way in external recruitment methods. How this is to

advertise vacancies in the newspapers, the media and the Internet? Normally details or

information related to the position will be displayed once. There are also companies that

use cloth banners and placards as advertising purposes. In this way indirectly it will be of

interest and influence candidates to apply for the position. This provides a wide range of

management to get many new variations. Management can also take the candidate really

correspond to their qualifications. For example, KUIM will advertise the job vacancies on

the website.

8.2 UNEMPLOYED

Applicants are also divided on external recruitment methods. This includes applicants

who come looking for work the applicant sent a letter, email and phone. However, the

number of applicants is dependent on the name and reputation of the company that

requires manpower because of this that the applicant was not invited to be attracted to

apply for positions in the company.

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

8.3 EMPLOYMENT AGENCY

Employment agency is accounting for government agencies, private agencies and job

management firm. The function of the three agencies or firms is to help provide the labor

force for companies or organizations that require human resources. It provides human

resources to government and private organizations. For example, the Labor Department is

providing this service. This method is often used for a qualified workforce. Normally, this

agency will conduct interviews and data of the applicants or workers to be stored in a file

which will be referred back if any company requires human labor. This method is often

used by companies that need human resources. This method is included in the external

recruitment methods and it is very easy to companies or organizations if necessary.

The disadvantage of this method of external recruitment was more focused in terms of

cost. Costs will increase as the labor obtained of this method. For example, hiring

through employment agencies, academic institutions will need high production costs in

carrying out the recruitment process. Emptiness and reduction of internal employee

motivation will happen if this method is used. This would be a liability if the

management cannot handle existing employee morale.

Overall the evidence and the description set out above, the method of recruitment can be

seen that it is divided into two methods of external recruitment and internal recruitment

methods. Each method has categories that are specific to which they can help any

company to obtain a source of human labor. However, each method has certain

advantages and disadvantages and this is a risk that must be faced to the company if it is

implemented. So it is up to management in implementing best for their organization.

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

9.0 THE SUGGESTION HOW THE ORGANISATION GET THE RIGHT

CANDIDATE

Administrative manager's job is a great job for the organization. This post is also worth

held by highly qualified person. Administrative manager's responsibility is a very

important task because it covers the entire organization to be developed. Because of that,

some of the criteria to be taken seriously for selecting qualified candidates for the post.

To select appropriate candidates, some things need to be considered in detail. Among

which are the job specifications as administrative manager. Before applying for a

position, candidates are required to check the specifications before applying for the

position, if eligible; candidates can apply by sending your resume to the organization. For

example, the organization KUIM requires a qualified person to manage the entire

administration.

Therefore, qualified candidates can apply for the position.

Besides that, remuneration also affects the candidate to choose the position of

administrative manager. If a salary commensurate with the position applied for, then the

candidate will be satisfied. Next, open interviews were made to obtain a viable candidate

for the Filter list. After that, the candidates will be called for a second time to be

interviewed again whether you are eligible or not to hold the position.

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BDPB 2103 INTRODUCTORY HUMAN RESOURCE MANAGEMENT

10.0THE CHARACTERISTICS OF AN ADMINISTRATIVE MANAGER

As a manager must know and understand four important management functions, namely

planning, organizing, leadership and control. By understanding these four functions

makes it easier to manage an organization with a good manager.

In addition, a manager must also have a variety of skills, especially in managing a diverse

organization. Thus, every manager must have the technical, human and conceptual to

enable them to manage the organization effectively. The skills acquired will enable them

to make decisions more accurately and quickly to any problems that arise. Among the

characteristics of a good manager is:-

a) Being a good listener - do not listen and take direct action on what is reported

without checking the truth.

b) Can communicate ideas and communicate effectively and convincingly.

c) Can communicate or interact with both vertical and horizontal.

d) Charismatic, self-image and a good appearance.

e) Having self-esteem and resilience, especially in the face of challenges or

problems.

f) Can act and make decisions and be responsible for the decision.

g) Be fair and considerate to all subordinate.

h) Can defend ideas or criticism well without affecting the relationship.

i) Knowledgeable in the field of management and have computer skills.

j) Have negotiation skills.

k) Be reprimanded and ready reprimanded.

l) Can motivate subordinates and teamwork.

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11.0 CONCLUSION

Human resource management is an integral part in the management of which has a close

relationship among individuals. In addition, it focuses on the achievement and the needs

and requirements of the customer, where it can help organizations satisfy the needs of

external customers. Human resource management is an important aspect of human

resource development strategies that are the key to the success of the organization.

Employees are an important and valuable property compared with other sources in the

organization.

Recruitment and selection process is to get, put and will encourage potential employees

to fill existing vacancies or positions that will be created within an organization. It's very

important to ensure the management of human resources in an organization. Recruitment

and selection is a process that is different but closely related to each other both of which

vary according to their own opinion. There are two categories of recruitment, namely

internal recruitment and external recruitment.

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REFERENCES

http://www.strategic-human-resource.com/pengurusan-sumber-manusia.html

http://akmalmoksin.blogspot.my/2012/12/pengambilan-staf-dan-perekrutan-

dalam.html

http://www.authorstream.com/Presentation/aSGuest123633-1298832-nota-kump-3-

proses-pengambilan-pekerja/

Human Resource Management / [by] David A. De Cenzo [and] Stephen P. Robbins.

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