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Sunday,20 August,2017

Human Resource Management

Human Resource Management

Human Resource Management (HRM) is ‘the development and implementation of systems in an organization designed to attract, develop and retain a high-performing workforce’.  (Pg 3 of Human Resource Management : Principles and Practices (3rd Edition) by Maimunah Aminuddin (Oxford University Press)).

But I believe that such purpose is the ideal, not the norm in most organizations, and it also depends on the organization’s structure and management practice.

In today’s job market, where the supply usually exceeds the demand, the concept of ‘attracting, developing and retaining a high-performing workforce’ is a mere HR dream for most companies.

Still, there’s no harm in dreaming of an ideal HRM.

Human Resource quote

That’s why I chose to read this textbook:

Human Resource Management : Principles and Practices

Human Resource Management : Principles and Practices (3rd Edition) by Maimunah Aminuddin (Oxford University Press) is a comprehensive textbook that focuses on human resource management in Malaysia.

It is very useful not only for MBA, undergraduate and diploma students, but also for human resource executives and managers who have no academic background in the subject.

HRM Book by Maimunah

And even if they do have the knowledge, reading this textbook could serve as a refresher and keep them updated on the current HRM practices in Malaysia.

I highly recommend this textbook because it addresses the specific functions of human resource management such as recruitment and selection, employee training, performance management and appraisal of individual employees, systems for compensating and rewarding workers, development of systems to improve productivity in the organization, occupational safety and health, industrial relations and disciplinary systems.

Based on the contents of this textbook, it is quite clear that effective Human Resource Management requires proper implementation of systems. 

develop people

Please refer to my previous posting about the Human Resource Management System (HRMS) for a general idea on what those systems are and the tools that could help ensure that the systems are implemented efficiently.

If you purchase this textbook, you will find an activation code on the inside cover that will enable you to access the student resources at Oxford Fajar Companion Website (OFCW) for 1 year.

activation code

Access into the online portal will provide you with not only resources (mostly online tests and sometimes additional notes) that are related to the subject of the textbook but also other subjects from other Oxford Fajar books such as Strategic Management and Matematik Tingkatan 3, and even additional ICT terminologies that complement the popular Oxford Fajar Kamus Dwi-Bahasa.

I feel it is important to share that in the book it is stated that the purpose of human resource management is:

to ensure that the people employed by the organization are being used as efficiently and effectively as possible and that they are able to contribute towards achieving the organizational goals. [page 3]

By goals, I believe it means continuous profitability and competitiveness.

In my opinion, that purpose can only be achieved with the cooperation of all the other departments in the organization, it is not the function of the HR department alone.

The author is a renowned expert in the field of Human Resource and has been in the business since before I was born.  If you would like to learn more about the author, her credentials and accomplishments, please refer to MySeminars.Com.

This Article Was Written By

ISMAIL N is the 'de facto' owner and editor-in chief of DuluLainSekarangLain.Com. A Human Resource practitioner in his normal daily life and consummate blogger in his free time. He is addicted to coffee and Manchester United. Most easily accessed via his Twitter account.

Ismail N

Leave a Comment

  • shikin zaini Reply

    Salam sejahtera,
    maaf bertanya,
    jika majikan saya hendak melakukan tindakan menurunkan pangkat pekerja yang melibatkan penurunan gaji selaras dengan penurunan beban kerja. Apakah langkah2 yg perlu diambil oleh majikan utk proses tersebut? Adakan pekara ini akan melibatkan Domestic Inquiry procedure?
    terina kasih

    September 28, 2015, 1:44 pm
    • HRM Reply

      Jika ia bukan kesalahan (misconduct), maka DI tidak diperlukan. DI ialah bila ada kesalahan dan hukuman yang mahu diberikan adalah penurunan pangkat/gaji.
      Jika beban kerja sudah berkurangan atas sebab lain – seperti produktiviti syarikat, maka majikan perlu berunding semula dengan pekerja tentang kontrak kerja. Perlu ada persetujuan bersama.

      October 23, 2016, 11:47 pm
  • Nisa Reply

    Saya ingin bertanya..bolehkah majikan mengurangkan cuti thnan pekerja. Cth: dlm offer letter cuti thunan 15hr..tp ingin dikurangkan ke 12hr shj?

    September 15, 2015, 4:47 am
    • HRM Reply

      Tidak boleh tanpa persetujuan pekerja.

      October 23, 2016, 11:48 pm
  • AZIR Reply

    ASSALAM… SY INGIN BERANYA..JIKA SAYA BEKERJA SHIFT MALAM DAN HABIS KERJA PADA PUKUL 6PAGI, BOLEHKAH SAYA MASUK BEKERJA SEMULA PADA PUKUL 12 TENGAHARI PADA HARI YANG SAMA?

    August 31, 2015, 4:44 pm
    • HRM Reply

      Boleh

      October 23, 2016, 11:53 pm
  • mamat Reply

    sy juga mempunyai masalah berkaitan kerja ,jadi mcm mana sy dapat mengatasi masalah ini.

    August 17, 2015, 6:55 am
  • mamat Reply

    wahh ,terbaik juga penulisan tuan,,

    August 11, 2015, 6:44 am
  • syahbana Reply

    hubungan antara perusahaan dengan karyawan mestinya saling menguntungkan kedua belah pihak tapi lebih sering karyawan dirugikan oleh prilaku pengusaha yang mau menang sendiri

    July 24, 2015, 2:23 pm
  • Aida Reply

    Salam,
    Saya Aida. Saya berkerja di salah sebuah hotel di melaka, yg pertama, berkenaan dengan cuti, management menyatakan bahawa kami yang berkerja bahagian operation tidak entitle utk dapat cuti Awal Ramadhan 18/06/2015- tidak di bayar wang mahupun ganti cuti, tapi kami tetap berkerja macam biasa. yang ke2, saya apply cuti hari raya pada bulan ni di mana saya offday setiap hari khamis iaitu pada july terdapat 5 hari offday, start dari 22 july- 04 aug.

    saya kumpul off day 5 hari AL 1 hari, PH 2 hari upl 5 hari. (22-25 july off day, 26-27 july PH, 28 july AL, 30 july of day 29,31 july,01-04 Aug UPL, majikan saya kata, 30 hb consider UPL sebab pada 29 katanya saya apply UPL. adakah ianya dikira begitu… BUNTU dengan jawapan yang dibagi.

    July 6, 2015, 9:07 am
  • Mohd sallehuddin Reply

    Tuan,

    Saya mempunyai sedikit konflik didalam organisasi sy berkerja.ia melibat polisi WB.salah laku pihak pengurusan.sy telah membuat aduan di Biro Pengaduan Awam.dan telah mendpt maklum balas dr pihak BPA yg myatakn sy tidak ikut prosedur iaitu laporkn kepada ketua sy dahulu..bagaimana sy mahu laporkn kpd ketua sy dan pihak HR sekiranya sy merasakan kedua2ny mungkin berkomplot.mohon bantuan dr pihak Tuan,

    June 4, 2015, 6:43 pm
  • FAIZAL MD NOH Reply

    Salam Tuan/Puan,

    Nama saya Faizal. Saya mempunyai masalah berkaitan dengan kerja.

    Saya telah berhenti kerja masih dalam kontrak bersama syarikat setelah 6 bulan dan masih tidak mendapat confirm letter dari syarikat semasa berhenti. Kontrak masih berbaki 2 tahun. Setelah setahun, saya menerima surat bankrupt dari lawyaer mengatakan saya tidak membayar duit RM50k semasa training di Mexico. Padahal perjanjian saya itu masih tidak ada cop setem hasil yang saya terima. Dan juga semasa saya dihantar ke Mexico saya tidak mendapat alaun atau RM50k.

    1) Adakah perjanjian tanpa cop setem hasil adalah valid disisi mahkamah?

    2) Adakah pernah seseorang itu diistihar bankrup jika berhenti dalam kontrak syarikat? Saya tidak ada meminjam apa-apa duit dari syarikat. Saya juga dipaksa dihantar ke Mexico untuk training.

    3) Saya juga masih tidak mendapat surat confirm letter selepas 6 bulan dari majikan semasa saya berhenti.

    Harap pihak tuan/puan dapat membantu dan memberi cadangan.

    Sekian
    Faizal

    May 17, 2015, 8:40 am