Interview bersama HR JPS Teluk Intan
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| Di Jabatan Pengairan Dan Saliran Teluk Intan |
Tuesday, 18 October 2016
Tuesday, 6 September 2016
NOTA HUMAN RESOURCE MANAGEMENT
CHAPTER 1 :INTRODUCTION TO
HUMAN RESOURCE MANAGEMENT
DEFINITION
- The process of hiring and developing employees so that they become more valuable to organization
DIFFERENCE OF PERSONAL MANAGEMENT
AND HUMAN RESOURCE MANAGEMENT
PERSONAL MANAGEMENT
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HUMAN RESOURCE MANAGEMENT
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Salary
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Salary
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Hiring
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Hiring
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Employment
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Employment
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Training
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Safety
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Motivating
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a. Human Resource Planning
- Process of
identifying human resource needs of current and future for an organization to
achieve its goals.
b. Recruitment
- Process of finding and
hiring the best qualified candidate
c. Selection
- Process of evaluating
candidates for specific job and selecting individuals for employment based on
certain criteria
d. Training and Development
- It is an
effort to enhance the skills, attitudes and knowledge of employees
e. Performance Appraisal
- Process of
evaluating the effectiveness of the work performance by the employee
f. Compensation Management
- The
remuneration received by the employee by regarding the contributions to the
organization (financial or non-financial benefits)
g. Industrial Relations
- It is an effort
to create good relationship between employers and trade union.
1.3 THE
ENVIRONMENTAL FACTORS INFLUENCING HRM
INTERNAL FACTOR
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EXTERNAL FACTOR
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Size
of organization
-
Functions
of HRM is larger than small company
Ownership
of the company
-
Multinational
trade or joint venture company will had greater functions of HRM
Philosophy
of top management
-
Large
companies will have HRM department, training department, and industrial
relationship department.
Unionization
of workforce
-
Strong
trade union will have influence of HR
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Technological
changes
- Changes in the
technology, the role of employees are also effected.
Globalization
and increased competition
- Globalization
and business mergers create a big challenge in HRM.
Employee
education and expectation
- Highly educated
workers more demanding than those who are not educated
Workforce
Diversity
- Three generation
of workforce which is generation X, generation Y and Baby Boomers have big
differences skill, attitude and knowledge.
Labor
law
- All human
resource functions must be legally applied.
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CHAPTER 2: JOB ANALYSIS
2.1 UNDERSTAND JOB ANALYSIS
PROCESS
DEFINITION
- Process of obtaining
information about jobs. It is information about the tasks (job description) and
the personal characteristics such as education and training (job specific)
DIFFERENCE
OF JOB DESCRIPTION (JD) AND JOB SPECIFICATION (JS)
I.
Job Description:
it is a written statement that defines the duties, title of immediate
supervisor, job purpose statement, use of tools, training needs and general
information relating to the work.
II.
Job Specification: it
is an analysis of the type of people needed to do the job, that is, it lists
the qualifications
DIFFERENCES BETWEEN JOB DESIGN, JOB
ENLARGEMENT AND JOB ROTATION
I. Job Design: it is the process
of work arrangement aimed at reducing or overcoming job dissatisfaction.
Job
enlargement, job enrichment, and job rotation techniques used in job design.
II. Job
Enlargement: increasing the scope of a job through extending the range of the
tasks at the same level.
III. Job Rotation: it is a
technique of moving employees to various structures and department to promote
experience and skills.
IV. Job
Enrichment: it means giving an employee additional responsibilities reserved
for his manager or other higher-ranking position.
USES OF JOB ANALYSIS
-Human
Resource Planning
-Recruitment
-Selection
-Placement
and orientation
-Training
-Counseling
-Employee
safety
-Performance
Appraisal
-Job
design and redesign
-Job
evaluation
2.2 UNDERSTAND JOB ANALYSIS
STEPS INVOLVES IN CONDUCTING JOB
ANALYSIS
-Planning
the job analysis:
Manager must identify the job to be analyzed
-Preparing and communicating the job analysis: determine which data
to collect and how to be collect the data either to use interviewing, questionnaires
or others.
-Conducting the job analysis: gather job analysis data and review
& compile data.
-Developing a job description (JD) and job specification (JS): Draft
JD and JS review with managers
2.3
EXPLAIN JOB ANALYSIS APPROACHES
-it is generally recognized that
a multi-method approach to do a job analysis.
QUALITATIVE APPROACH: gathering
information surveys a large number of individuals and applies statistical
techniques
Functional Job Analysis (FJA):
method of job analysis developed by the Employment and Training Administration
of the United States Department of Labor.
Position analysis questionnaire:
Structures questionnaire is usually a computerized analysis using McCormick
Position Analysis Questionnaire (PAQ), inventory component.
Critical Incidents Method:
Trained interviewers will interviewed some critical incidents which are related
in achieving work objectives
3.4
UNDERSTAND THE USE OF JOB ANALYSIS INFORMATION TO HUMAN RESOURCE MANAGEMENT
THE
IMPORTANCE OF JOB ANALYSIS INFORMATION TO THE ORGANIZATION
- Recruitment & selection, compensation, performance appraisal, training and discovering
unassigned duties.
CHAPTER 3 : HUMAN RESOURCES STRATEGIC PLANNING
-Most important asset of an organisation. It ensure the right type
of people, in the right number, right time and place, who are trained and
motivated to do the right kind of work at the right time, there is generally a
shortage of suitable persons.
-
Future manpower needs
-
Coping with change
-
Recruitment of talented
personnel
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Development of human resources
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Proper utilization of human
resources
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-Uncertainty reduction
-
Analysing organisational plan
and objectives
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Analysis objectives of human
resources planning
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Forecasting demand for human resources
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Forecasting supply of human
resources
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Matching demand and supply
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Monitoring and control
1. Assessing human resources 2.
Demand forecasting 3. Supply forecasting
4. Matching demand and supply 5. Action plan
3.5 HRIS
-system and process at the intersection between human resources
management (HRM) and information technology
·
Faster information process
·
Greater information accuracy
·
Improved planning and program
development
·
Enhanced employee communication
·
Maintaining personnel records
·
Identification of manpower
requirement
·
Identify resources
·
Meet training requirement
·
Produce pay checks and payroll
report
·
Keeping time and attendance
record
·
Track employee benefits
programs
CHAPTER 4 : RECRUITMENT & SELECTION
4.1 RECRUITMENT AND SELECTION
DEFINITION OF RECRUITMENT
Recruitment is the process of attracting suitable people to apply
for a job vacancies.
SOURCES
FOR RECRUITMENT
SOURCES OF RECRUITMENT
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INTERNAL SOURCES
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EXTERNAL SOURCES
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Promotion
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College recruitment
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Transfer
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Employment agencies
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THE
ADVANTAGE AND DISADVANTAGE OF INTERNAL
AND EXTERNAL OF SOURCES
RECRUITING SOURCES
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ADVANTAGES
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DISADVANTAGES
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Internal recruitment
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·
Morale of promote
·
Better assessment of
abilities
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·
Inbreeding
·
Possible problem
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External recruitment
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·
New “blood” brings new
perspective
·
No group of political
supporters already
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·
May not select someone who
will “fit” the job or organization
·
May cause morale problems for
internal candidates not selected
.
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4.2 SELECTION PROCESS
DEFINITION
Selection is the process of choosing a suitable applicant to fill an
available job vacancy.
ISSUES WITH REGARDS TO
SELECTION PROCESS
a)
RELIABILITY b) VALIDITY c) STANDARDIZATION d) OBJECTIVITY
e) LEGALLY
4.3 SELECTION PROCESS METHODS
DEFINITION:
Selection process involves rejection of unsuitable applicants.
4.3.2 SELECTION PROCESS METHODS
  INTERVIEW 
REFERENCE AND BIOGRAPHICAL DATA PHYSICAL ABILITY COGNITIVE ABILITY TEST PERSONAL INVENTORY WORK SAMPLE HONESTY TEST HONESTY TEST & DRUG TEST |
4.4 JOB INTERVIEW
JOB INTERVIEW PROCESS
1.
Planning the interview 2. Conducting the interview
TYPES OF JOB INTERVIEW
-
Structure. -
Unstructured
CHAPTER 5:
STAFF ORIENTATION AND HUMAN
RESOURCES DEVELOPMENT
STAFF ORIENTATION AND HUMAN RESOURCE
DEFINATION
- Orientation is the
planned introduction of new employees to their jobs, toworkers, and the
organization.
STAFF ORIENTATION PROCESS
- Employee benefits information Personal policies Daily Routine Company Organization and Operation Safety measures and regulation Facilities tour
Personal policies Daily Routine Company Organization and Operation Safety measures and regulation Facilities tour
IMPORTANCE OF ORIENTATIION
a.
Reduce starting costs = Proper orientation can help the employee get
“up to speed” much more quickly.
b.
Reduce anxiety = The result from entering into an unknown situation, and helps provide
guidelines for behavior and conduct.
c.
Reduce employee turnover = The organization values the employee and helps
provide the tools necessary for succeeding in the job
d.
Save time for supervisor & Co-wrokers = The less likely
supervisors and co-workers will have to spend time teaching the
employee.
e.
Development Realistic Job Expectations, Positive Attitudes and Job
Satisfactions = Learning about the value and attitudes of the organization.
5.2 HUMAN RESOURCES DEVELOPMENT
DEFINITION
- An activity
performed by human resources unit to help employees acquired job-related
knowledge, skills, abilities and behaviors to exchanges the employee’s current
performance.
IMPORTANCE OF AND NECESSITY FOR TRAINING AND DEVELOPMENT PROGRAM FOR
ORGANIZATION:
a.
Increase
workers’ productivity
b. Increase workers’ job satisfaction
c.
Keep
workers’ skills and knowledge up-to-date
d. Helps to motivate workers
e.
Less
supervision
f.
Reduced
cost
g.
Consistency
in duty performance
h. Improved quality of services and products
TRAINING NEEDS ANALYSIS
- Needs for training determine the type of training Identifying program goals and objectives Implementing training program Evaluating training program
determine the type of training Identifying program goals and objectives Implementing training program Evaluating training program
5.3 TRAINING PROGRAM METHOD
INSTRUCTION-LED
TRAINING - is the
practice of training and learning Material between an instructor and
learners either individual or group
IN BASKET TRAINING
– each term
of trainees is given the differences files of correspondence of the business
problem.
ROLE PLAYING – The trainees assume
roles and act out situations connected to the learning concept COACHING AND
MENTORING - in coaching the trainees is placed under one senior who act as
an guide or coach and teaches job knowledge an skill to the trainees.
Mentoring is an ongoing relationship that is develop between a senior and
junior or trainees
JOB ROTATION – A job design
technique in which employees are moved between two or more jobs in a
planned manner. The objective is to expose the employees to different
experiences and wider variety of skills to enhance job satisfactions and to
cross-train them
DIFFERENCED BETWEEN ON THE JOB TRAINING AND OFF THE JOB TRAINING
On the jobs training
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Off the job training
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Takes place in a normal working
situation by using
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Employees training at a side away from
the
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the actual tools, equipment, document or
material
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actual work environment
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that trainees will use when fully training
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CHAPTER
6: PERFORMANCE APPRAISAL
6.1 PERFORANCE
APPRAISAL
DEFINITION:
- The process by which a manager or consultant examines and evaluates an
employee’s work behavior by comparing it with preset standards.
THE PURPOSE OF PERFORMANCE APPRAISAL:
a.
Strategic purpose (motivation)
·
Give motivation to workers to increased their performance.
b.
Administrative purpose
· Use appraisal data
to monitor the success of the workers whether improve or declining.
c.
Development purpose
·
Intended to identify problems in employees performance the assigned
task
6.2 METHODS OF
PERFORMANCE APPRAISAL
COMPARATIVE APPROACH:
a.
Ranking: The manager compares an employee to other similar employees. For
example,
excellent, average and poor.
b.
Forced distribution: From of comparative evaluation in which an
evaluator rate subordinates according to a specified distribution.
c. Paired comparison: The supervisor compares each employee
with every other employee in the group and rates each as either superior or weaker of the pair.
ATTRIBUTE APPROACH:
a. Graphic Rating Scale: Lists a series of traits that the company
deems to be valuable for
effective
performance, and the rater rates the employee along a scale depending upon how
well the employee has exhibited the trait.
b. Mixed Standard Scale: It contain statements representing good,
average, and poor
performance based
on behavioral example obtained from knowledgeable persons, usually supervisors.
BEHAVIORAL APPROACH:
a. Critical Incidents: Actions or behavior of an employee
(during, for example, a customer
service event) is
recorded and examined to ascertain the actual requirement of a successful
operation.
b. Behavioral Anchored Rating Scales: It consists of predetermined critical
areas of job
performance or sets
of behavioral statements describing important job performance qualities as good
or bad.
c. Behavioral Observation Scales: Rating system used in identifying how
often employees or trainees display the preferred behavior.
6.3 SOURCES OR PERFORMANCE APPRAISAL
a.
Manager: appraisal done by an employee’s manager.
b.
Peers: appraisal done by fellows employee.
c. Subordinates: subordinates appraisal gives a chance to
judge the employee on the
parameters like communication.
d.
Customers: appraisal that seeks evaluations from both external and internal
customers,
6.4 ERRORS IN PERFORMANCE APPRAISAL
a. Recency effect
·
Principle
where one will remember things that just happen.
b. Central Tendency
·
Avoid
assuming the employee is not equal.
c. Prejudice and Stereotyping
·
Distort the purpose of the rating.
d. Halo and Horns Effects
·
Psychological
phenomenon that allows a public opinion.
CHAPTER
7: COMPENSATION MANAGEMENT
7.1
EMPLOYEE REMUNATIONS
COMPENSATION
SYSTEM:
a) Direct Financial Compensation – The pay
that a worker received wages, salaries,commissions
and bonuses.
b) Indirect Financial Compensation
– All financial rewards that are not include in direct compensation.
DEFINITION:
Pay – is a salary is a fixed amount paid in exchange for an employee’s
services.
Incentives – most likely drivers of attracting and retaining the best employees in
startups. Three types of incentives is Bonuses, Profit Sharing, Shares.
Benefits – represent a form of compensation in addition to an employee’s
remuneration.
7.2
BENEFITS PROVIDED TO EMPLOYEES
STATUTORY
BENEFITS:
- receive from employer that required by
law
Ø
Employee
Provident Fund: compulsory savings
plan to private sector workers in Malaysia
Ø
Social
Security: retirement, registration, old age and
death
Ø
Gazetted
payment: payment for time off
Ø
Gazetted
paid leaves: maternity leave, public holiday leave,
annual leave and sick
Ø
Human
Resources Development Fund: for training
NON-STATUTORY
BENEFITS:
v
Time-off
payment: entitled to a minimum of on rest day
v
Health
Care: including medical, optical and dental
care
v
Insurance: usually life and accident policies
v Subsidies
and services: including transport to workplace,
company-owned vacation facilities
v
Retirement
benefits: cash pass upon retirement of extra
monthly contribution.
v
Allowance: no requirements for an employer to pay
v
Educational
fee assistance: form of
reimbursement of educational
7.3 REWARDS
– is main tool to
attract and maintaining the productive workers and increase their work
performance.
FINANCIAL REWARDS
a) Salary Increment
b) Bonus and Profit Sharing
c) Shares
NON-FINANCIAL
REWARDS
a. Performance Awards
b. Letter of Appreciation
c. Sponsorship to seminars, conferences and oversea tours
d. Rewards for long service
7.4 WAGES DETERMINANTS
- · Legal Framework ·
- Market Survey
- Working Values
- · Compensation Strategies ·
- Individuals
7.5 CONCLUSION
COMPENSATION
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BENEFITS
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REWARDS
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Increase the employee’s
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Workforce the employees in the
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Worker’s
performance on job
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performance
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organization
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Legal and ethical, adequate,
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Provided
to all employees
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Reinforcing
desirable behavior
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motivating
fair
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Can attract and help to retain
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To attract and motivate
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Motivate employees to perform
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good workers
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employees
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the best of their abilities
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Base Pay, Commissions,
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Financial, non-financial,
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Piece rates and commissions,
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Overtime
pay, Bonuses
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statutory
optional
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bonuses,
parking spots
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CHAPTER 8: INDUSTRIAL RELATION
8.1
INDUSTRIAL RELATION IN MALAYSIA
DEFINITION
- The complex interrelations among
managers, workers and agencies of the government.
TRADE UNION
Are formed to
protect and promote the interest of their members.
Primary functions
is to protect the interest of workers against discrimination and unfair labor
practice
Types of
Trade Unions:
‒ National Union
‒ In-house Union
ROLES OF
TRADE UNION
Roles of
Trades Union
Ø
Protecting members
from unfair treatment
Ø
Improving workers
term and conditions
Ø
Discussing with
government and employers current issues
REASONS WHY WORKERS JOIN TRADE UNION
·
Improving good industrial relations
·
Enhance economic and social status of both parties
· To raise
productivity for the benefits of those involved: Protecting
members from unfair treatments
·
Discussing with government
8.2 COLLECTIVE BARGAINING
DEFINITION
OF COLLECTIVE BARGAINING
- The process by
which trade union negotiate with employers over terms and condition of
employment
STEPS IN
COLLECTIVE BARGAINING PROCESS
‒ Protection of right of workmen and employers and their Trade Unions
‒ Claims for recognition
‒ Conciliation
‒ Industrial Court
‒ Awards (Collective Agreement)
8.3 INDUSTRIAL ACTION
DEFINITION:
Refusal by employees to perform work or to the performance of work in
a manner that is intended to reduce productivity in a workplace.
COMPARE
INDUSTRIAL ACTION:
Strikes – Only members of
trade union and must take secret ballot
-
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Economic Strike
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- Sit Down Strike |
-
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Sympathetic
Strike
|
- Slow Down Strike
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- General Strike
Lock-out – Locking out the employees and must have trade dispute
Picketings
– Demonstration by worker and do not
intimidate or put fear into anyone
8.4 DISPUTE SOLVING PROCEDURE
DEFINITION:
·
Is a collective
term for the methods that parties can use to settle their dispute without
resorting to court proceedings.
PROCEDURES IN SOLVING INDUSTRIAL DISPUTE
PROCEDURES IN SOLVING INDUSTRIAL DISPUTE
a. Direct Negotiation
b. Conciliation
c. Mediation
d. Arbitration
P/S : Semoga nota ini dapat membantu anda semua :)
P/S : Semoga nota ini dapat membantu anda semua :)
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