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Engineer In Society (EEE610)

Chapter 2:
Human Resource Management
MOHD FITRI BIN JAMIL
2013226794
MOHAMAD NAZREEN SHAH BIN ISHAK
2014483794
NUR SYUHADA BT MUSTAFFA KAMAL
2014690386
SYAZANA BINTI ABD RAHMAN
2014666494

Human Resource Management


Definition
Human Resource Management (HRM) may be defined
as the function of planning for human resource needs and
recruitment, selection, development, compensation and
evaluation of performance to fill those needs.
The function of HRM :
Staffing/Recruitment
Human Resource Developments
Safety and Health
Personal Management Policy
Compensation

2.1 Staffing/Recruitment
Staffing/Recruitment
Staffingis the process of hiring, positioning and overseeing
employees in an organisation.
Recruitmentrefers to the overall process of attracting,
selecting and appointing suitable candidates for jobs (either
permanent or temporary) within an organization.

2.2 Human Resource


Development
Human Resource Development (HRD) is a major HRM
function consisting not only of training and development but
also of individual career planning and development
activities, organization development, and performance
management and appraisal.

2.3 Compensation
Systematic approach to providing monetary value
to employees in exchange for work performed.
Compensation may achieve several purposes
assisting in recruitment, job performance, and job
satisfaction.
Devise an appropriate rewarding system such as
equities, bonuses, increments, awards,
complimentary vacations and flexibility in working
hours.

Equity - a stock or any othersecurityrepresenting


an ownership interest. This may be in aprivate
company(notpubliclytraded), in which case it is
calledprivate equity.
Bonuses - an additional compensation given to an
employee above his/her normal wage. A bonus
can be used as a reward for achieving specific
goals set by the company, or for dedication to the
company.
Increments - Salary increments are often
expressed as a percentage of an employee's
overall base pay. An increment usually represents
a portion of what the employee earns per year.
Employers use increments to increase or decrease

complimentary vacations - aleave of


absencefrom a regular occupation, or a specific
trip or journey, A person may take a longer break
from work, such as asabbatical,gap year,
orcareer break.
flexibility in working hours - Flexible working is a
way of working that suits an employees needs,
eg having flexible start and finish times, or
working from home.

2.4 Human Resources Policy


It states the intend of the organization about different aspects
of Human Resource management such
asrecruitment,promotion,compensation,training, selections
etc.
A good HR policy could provide generalized guidance on the
approach adopted by the organization, and therefore its
employees, concerning various aspects of employments.
The establishment of policies can help an organization
demonstrate, both internally and externally, that it meets
requirements for diversity, ethics and training as well as its
commitments in relation toregulationand corporate
governanceof its employees.

Dignity - work and working environment must provide the


workers with pride and sense that what he is doing is important
to the organization
Justice - sense of fair play and when rules are broken, there are
proper procedures for punishment, judgment and appeal
conducted
Compensation - package of benefit for work well done by
workers
Stability - of employment and working conditions also is
important to make sure that employee is comfort to do their
working
Discrimination - employee should be protected from
discriminated against by reason of race, language, religion,
status or position, age and gender

2.5 Health and Safety


Occupational Safety and Health Act which provides
the legislative framework to secure the safety,
health and welfare among all Malaysian workforce
and to protect others against risks to safety or
health in connection with the activities of persons at
work.
February 1994 was the date of publication in the
Gazette
This Act is a practical tool superimposed on existing
safety and health legislation

Aim of Occupational and Health Act:

1. To secure the safety, health and welfare of persons at work


against risks to safety or health arising out of the activities of
persons at work
2. To protect person at a place of work other than persons at
work against risks to safety or health arising out of the
activities of persons at work
3. To promote an occupational environment for persons at work
this is adapted to their physiological and physiological needs.
4.

To provide the means whereby the associated occupational safety


and health legislation may be progressively replaced by a system of
regulations and approved industry codes of practice operating in
combination with the provisions of this Act designed to maintain or
improve the standards of safety and health.

Regulation OSHA 1994 :


1. Employers Safety and Health General Policy
Statements (Exception) Regulations, 1995
2. Control of Industrial Major Accident Hazards
Regulations, 1996
3. Classification, Packaging and Labelling of
Hazardous Chemicals Regulations, 1997
4. Safety and Health Committee Regulations, 1996

5. Safety and Health Officer Regulations, 1997


6. Use and Standards of Exposure of Chemicals
Hazardous to Health Regulations, 2000
7. Notification of Accident, Dangerous
Occurrence, Occupational Poisoning and
Occupational Disease Regulations, 2004