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HUMAN RESOURCE HUMAN RESOURCE DEVELOPMENT (HRD) DEVELOPMENT (HRD)

IN EDUCATIONIN EDUCATION

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SGDU 5063SGDU 5063

Definitions ofDefinitions ofHuman Resource Human Resource

Development (HRD)Development (HRD)

1.1. The framework for helping employees The framework for helping employees develop their personal and organizing develop their personal and organizing attitudes, skills, knowledge, and abilities. HRD attitudes, skills, knowledge, and abilities. HRD includes such opportunities as employee includes such opportunities as employee training, career development, performance training, career development, performance management, succession planning, etc. management, succession planning, etc. The The keywords are: human & organization learning, keywords are: human & organization learning, expertise, behavior, performance, change, expertise, behavior, performance, change, training, etc).training, etc).

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HRD definition ..HRD definition ..

2. An organized learning activities 2. An organized learning activities arranged within an organization in arranged within an organization in order to improve performance and/or order to improve performance and/or personal growth for the purpose of personal growth for the purpose of improving the job, the individual, improving the job, the individual, and/or the organization. HRD and/or the organization. HRD includes the areas of training & includes the areas of training & development, and organization development, and organization development.development.

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HRDHRD definition .. definition ..

3.3. The integrated use of training & The integrated use of training & development, career development, and development, career development, and organizational development to improve organizational development to improve individual effectiveness. individual effectiveness.

- HRD involves organization –wide training, - HRD involves organization –wide training, learning and development efforts with the learning and development efforts with the potentials to introduce large –scale change potentials to introduce large –scale change to an organization, mainly in the way of to an organization, mainly in the way of human performance improvements.human performance improvements.

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Historical Development of HRMHistorical Development of HRM The Industrial Revolution in England and Europe in 18 th The Industrial Revolution in England and Europe in 18 th

Century (power-driven machines for industries)Century (power-driven machines for industries) - Agriculture – wheat, barley, oats- Agriculture – wheat, barley, oats - Technological changes – machineries, electrical power- Technological changes – machineries, electrical power - Transportations - railroads, steam engines- Transportations - railroads, steam engines Social patternsSocial patterns - The growth of population (people lived in cities); skilled - The growth of population (people lived in cities); skilled

people (engineers, workers, machinists).people (engineers, workers, machinists). - migration of people (demographic & economic factors)- migration of people (demographic & economic factors)

HRM became more interesting in manufacturing HRM became more interesting in manufacturing industries/factories/mills (human capacity utilization)industries/factories/mills (human capacity utilization)

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Definition:Definition:

HRM is concerned with the effective utilization HRM is concerned with the effective utilization of human resource of an organization. It is of human resource of an organization. It is conducted by all managers: principals/senior conducted by all managers: principals/senior managers at the strategic level, personnel managers at the strategic level, personnel specialists in an advisory and auditing role, and specialists in an advisory and auditing role, and line managers at an operational level.line managers at an operational level.

HRM ....formerly known as HRM ....formerly known as

““Personnel Department”Personnel Department”

The Concept of Human The Concept of Human Resource Management (HRM)Resource Management (HRM)

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HRM is a process of acquiring, training, appraising, HRM is a process of acquiring, training, appraising, and compensating employees, and attending to and compensating employees, and attending to their employment relations, health, and safety their employment relations, health, and safety issues. These include:issues. These include:

Conducting job analysisConducting job analysis Planning manpower needsPlanning manpower needs Recruiting and selecting candidatesRecruiting and selecting candidates Managing waste salariesManaging waste salaries Providing incentives and benefitsProviding incentives and benefits Appraising performanceAppraising performance Communicating (interviewing, counseling, Communicating (interviewing, counseling,

disciplining)disciplining) Training and developing employeesTraining and developing employees Building employee commitmentBuilding employee commitment

The Framework of HRMThe Framework of HRM

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Safety & Health Management

Rewards, Benefits & Appraisals

Union and labour Relations HRD

HR Planning

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Why is HRM important to all managers, Why is HRM important to all managers, lets see the personal mistakes:lets see the personal mistakes:

Hire the wrong person for the job.Hire the wrong person for the job. Have high turnover problem.Have high turnover problem. Find your people not doing their best.Find your people not doing their best. Waste time with useless interviews.Waste time with useless interviews. Have your company taken to court because of Have your company taken to court because of

discriminatory actions.discriminatory actions. Have your companies sued for unsafe practices.Have your companies sued for unsafe practices. Have some employees think their salaries are Have some employees think their salaries are

unfair when compared with others in the company.unfair when compared with others in the company. Allow a lack of training to undermine your Allow a lack of training to undermine your

department’s effectiveness.department’s effectiveness. Commit any unfair employment practices.Commit any unfair employment practices.

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Basic Activities that all managers Basic Activities that all managers perform:perform:

PLANPLAN – set up goals and standards, develop – set up goals and standards, develop rules, procedures, and plan.rules, procedures, and plan.

ORGANISEORGANISE – Give each subordinate a specific – Give each subordinate a specific task, set up departments, delegate authority to task, set up departments, delegate authority to subordinates, set up channels of subordinates, set up channels of communication, and coordinate the work of communication, and coordinate the work of subordinates.subordinates.

LEADLEAD – Get others to do the job, maintain – Get others to do the job, maintain morale, and motivate subordinates.morale, and motivate subordinates.

CONTROLCONTROL – Set standards such as quotas, – Set standards such as quotas, quality, or production levels; check how actual quality, or production levels; check how actual performance compares with these standards; performance compares with these standards; take corrective action as needed.take corrective action as needed.

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The Importance of HRMThe Importance of HRM Be able to attract dedicated and Be able to attract dedicated and

competent workers to accomplish the competent workers to accomplish the organizational objectives.organizational objectives.

Be responsible to integrate the HRM Be responsible to integrate the HRM policies with the organizational objectives policies with the organizational objectives to enhance the optimization of human to enhance the optimization of human resource.resource.

To ensure and improve the workforce To ensure and improve the workforce quality through training and development.quality through training and development.

PurposesPurposes To focus in specific areas/ relevant fields for the To focus in specific areas/ relevant fields for the

optimization of human skills & expertise nation wideoptimization of human skills & expertise nation wide To integrate a standard communication system and To integrate a standard communication system and

exchange of ideas between members through & exchange of ideas between members through & publications (journals, magazines) publications (journals, magazines)

1.1. Society for Human Resource management Society for Human Resource management (SHRM) in USA (1948)(SHRM) in USA (1948)

2.2. American Society for Training & development American Society for Training & development (ASTD) in USA 1(944)(ASTD) in USA 1(944)

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Professional Bodies of HRM

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The Fifth Amendment to the US Constitutions states:The Fifth Amendment to the US Constitutions states: “ “No person shall be deprived of life, liberty, or property, No person shall be deprived of life, liberty, or property,

without due process of the law.”without due process of the law.”

Equal Employment Opportunity Commission Equal Employment Opportunity Commission (EEOC), USA(EEOC), USA

Consists of 5 members appointed by the US President. Consists of 5 members appointed by the US President. The EEOC receives and investigate job discrimination The EEOC receives and investigate job discrimination complaints from individual persons. The EEOC may file complaints from individual persons. The EEOC may file discrimination charges on behalf of the individual discrimination charges on behalf of the individual persons or the persons may file the charges themselvespersons or the persons may file the charges themselves..

EQUAL EMPLOYMENT OPPORTUNITY: EQUAL EMPLOYMENT OPPORTUNITY: LEGAL ASPECTS OF HUMAN RESOURCELEGAL ASPECTS OF HUMAN RESOURCE

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THE ACTS:THE ACTS: Civil Rights Acts 1964 Civil Rights Acts 1964

An employer cannot discriminate based on race, color, An employer cannot discriminate based on race, color, religion, sex, or nation origin.religion, sex, or nation origin.

Equal Pay Act (1972) Equal Pay Act (1972)

It is unlawful to discriminate in pay on the basis of sex, It is unlawful to discriminate in pay on the basis of sex, when jobs involve equal work, require equivalent skills, when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under effort, and responsibility, and are performed under similar working conditions. similar working conditions.

Age Discrimination in Employment Act (1967)Age Discrimination in Employment Act (1967)

It is unlawful to discriminate against employees or It is unlawful to discriminate against employees or applicants for employment who are between 40 and 65 applicants for employment who are between 40 and 65 years of age (In Malaysia the retirement age varies).years of age (In Malaysia the retirement age varies).

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Vocational Rehabilitation Act (1973)Vocational Rehabilitation Act (1973) The Act requires the employers with federal The Act requires the employers with federal

government contracts to take affirmative action government contracts to take affirmative action for disabled persons.for disabled persons.

Pregnancy Discrimination Act (1978)Pregnancy Discrimination Act (1978) This Act prohibits sex discrimination based on This Act prohibits sex discrimination based on

‘pregnancy, childbirth, or related medical ‘pregnancy, childbirth, or related medical conditions” in hiring, promotion, suspension, or conditions” in hiring, promotion, suspension, or discharge, or any term or conditions of discharge, or any term or conditions of employment.employment.

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Sexual Harassment Sexual Harassment a). a). The EEOC guidelines define sexual harassment The EEOC guidelines define sexual harassment

as as unwelcomeunwelcome sexual advances, requests for sexual sexual advances, requests for sexual favors, and other verbal or physical conduct of a favors, and other verbal or physical conduct of a sexual nature that takes place under some conditions:sexual nature that takes place under some conditions:

Submission of conduct is made either explicitly or Submission of conduct is made either explicitly or implicitly a term or condition of an individual’s implicitly a term or condition of an individual’s employment.employment.

Such conduct has the purpose or effect of Such conduct has the purpose or effect of unreasonably iunreasonably interfering nterfering with a person’s work with a person’s work performance or creating an intimidating, hostile or performance or creating an intimidating, hostile or offensive environment.offensive environment.

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ANTI-DISCRIMINATION LAWS IN ANTI-DISCRIMINATION LAWS IN ASIA-PACIFICASIA-PACIFIC

Countries in Asia-Pacific are providing Countries in Asia-Pacific are providing womenwomen with more employment with more employment opportunities. Many of them introduced opportunities. Many of them introduced anti-discrimination laws that make it anti-discrimination laws that make it unlawful to treat a person unfairly unlawful to treat a person unfairly because of certain attributes (Tan and because of certain attributes (Tan and Torrington, 2004:125Torrington, 2004:125).).

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AustraliaAustralia

Human Rights and Equal Opportunity Commission Human Rights and Equal Opportunity Commission

Racial Discrimination Act 1975Racial Discrimination Act 1975 Sex Discrimination Act 1984Sex Discrimination Act 1984 Disability Discrimination Act 1992Disability Discrimination Act 1992 Equal Opportunity for Women 1986Equal Opportunity for Women 1986 Racial Hatred Act 1995Racial Hatred Act 1995 Workplace Relations Act 1996Workplace Relations Act 1996

(Mylett and Zanko, 2002: 62-63).(Mylett and Zanko, 2002: 62-63).

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Hong KongHong Kong Equal Opportunities CommissionEqual Opportunities Commission Sex Discrimination Ordinance 1996Sex Discrimination Ordinance 1996 Disability Discrimination Ordinance 1996Disability Discrimination Ordinance 1996 Family Status Discrimination Ordinance 1997Family Status Discrimination Ordinance 1997

IndonesiaIndonesiaNo anti-discrimination laws for women. However, female No anti-discrimination laws for women. However, female employees have special rights, such as two days off during employees have special rights, such as two days off during menstruation and three months off for pregnancy. Any such menstruation and three months off for pregnancy. Any such time off must be paid at the normal wage rate. Under the time off must be paid at the normal wage rate. Under the employment law, pregnant employees cannot be dismissed employment law, pregnant employees cannot be dismissed (Prijadi and Rachmawati, 2002: 278 -279).(Prijadi and Rachmawati, 2002: 278 -279).

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JapanJapan

The Equal Employment Opportunity LawThe Equal Employment Opportunity Law (EEOL) (EEOL) provides equality in opportunities concerning provides equality in opportunities concerning recruitment, payment, promotion, and training between recruitment, payment, promotion, and training between male and female workers. The law provides equality in male and female workers. The law provides equality in opportunities concerning recruitment, payment, opportunities concerning recruitment, payment, promotion, and training between the male and female promotion, and training between the male and female workers (Hosogaya, 2002: 317 – 320).workers (Hosogaya, 2002: 317 – 320).

SingaporeSingapore Code of Responsible Employment PracticesCode of Responsible Employment Practices promotes promotes

responsible employment practices regardless of race, responsible employment practices regardless of race, religion, gender, marital status, disability, or factors that religion, gender, marital status, disability, or factors that are not relevant to the job. The code encourages self-are not relevant to the job. The code encourages self-regulation on the part of the employees in recruitment, regulation on the part of the employees in recruitment, selection, appraisal, job upgrading, posting & training, as selection, appraisal, job upgrading, posting & training, as well as the terms of employment.well as the terms of employment.

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South KoreaSouth Korea Labor Stand ActLabor Stand Act – prohibits employers from – prohibits employers from

discrimination against workers by gender, nationality, discrimination against workers by gender, nationality, religion, and social status (Ko, 2002: 397)religion, and social status (Ko, 2002: 397)

Employment Equality ActEmployment Equality Act – ensures equal opportunity – ensures equal opportunity and equal treatment of men and women in and equal treatment of men and women in employment. employment.

Employment Promotion Act for HandicappedEmployment Promotion Act for Handicapped– it is – it is recommended that employers with over 300 workers recommended that employers with over 300 workers have a minimum of 2% of handicapped workers. Those have a minimum of 2% of handicapped workers. Those who hire less than the recommended rate have to pay who hire less than the recommended rate have to pay a levy (Ko, 2002:388-389).a levy (Ko, 2002:388-389).

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Protection against Sexual HarassmentProtection against Sexual Harassment MALAYSIA MALAYSIA - - Code of Practice for Prevention and Code of Practice for Prevention and Handling of Sexual Harassment at the WorkplaceHandling of Sexual Harassment at the Workplace (1999).(1999).

The Ministry of Human Resource has a special division to The Ministry of Human Resource has a special division to handle. It has also encouraged handle. It has also encouraged trade unions trade unions to include to include sexual harassment clauses in their collective bargaining.sexual harassment clauses in their collective bargaining.

THAILAND – Labor Protection LawTHAILAND – Labor Protection Law.. Women may sue Women may sue employees or colleague for passing remarks of a sexual employees or colleague for passing remarks of a sexual nature to women at workplace. Sexual harassment is nature to women at workplace. Sexual harassment is broadly defined and includes any verbal, mental, or broadly defined and includes any verbal, mental, or physical abuse (Tan and Torrington, 2004: 126)physical abuse (Tan and Torrington, 2004: 126)

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Global Human Resource ManagementGlobal Human Resource Management

Trends in Human Resource Changing RoleTrends in Human Resource Changing Role – – The responsibility of a HR become broader and The responsibility of a HR become broader and

more strategic since the companies began to more strategic since the companies began to have “personnel department”. Today, the have “personnel department”. Today, the globalization of the world economy and several globalization of the world economy and several other trends are triggering changes in how other trends are triggering changes in how companies organize, manage, and use their companies organize, manage, and use their personnel or HR department. personnel or HR department.

Some of the following trends are:Some of the following trends are:

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Globalization Globalization –– the tendency of companies to extend their sales, the tendency of companies to extend their sales,

ownership, or manufacturing to new markets in ownership, or manufacturing to new markets in other countries. other countries. More globalization means more More globalization means more competition. More competition means more competition. More competition means more pressure to improvepressure to improve – to lower costs, to make – to lower costs, to make employees more productive, and to find new employees more productive, and to find new ways to do things better and cheaper. ways to do things better and cheaper.

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Technological AdvancesTechnological Advances – The internet and ICT – The internet and ICT have enable companies to become more have enable companies to become more competitive in global marketplace. Many companies competitive in global marketplace. Many companies have outsourced their activities to other countries have outsourced their activities to other countries where costs are lower where costs are lower (Business Times(Business Times, 11 October , 11 October 2004). Some examples are Acer, Haier, Honda, 2004). Some examples are Acer, Haier, Honda, Hyundai, Samsung, Sony).Hyundai, Samsung, Sony).

The Nature of WorkThe Nature of Work – The shift from – The shift from manufacturing jobs to service jobs. There is also a manufacturing jobs to service jobs. There is also a shift to use non-traditional workers. The managers shift to use non-traditional workers. The managers now depend on the “human capital”. That term now depend on the “human capital”. That term refers to knowledge and skills workers.refers to knowledge and skills workers.

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Workforce DemographicsWorkforce Demographics – The workforce is – The workforce is becoming more diverse. There are more becoming more diverse. There are more women, minority –group members, and older women, minority –group members, and older workers in the workforce today. Diversity workers in the workforce today. Diversity includes differences such as race, nationality, includes differences such as race, nationality, gender, age, and cultural value.gender, age, and cultural value.

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DiscussionDiscussion Historical Development of HRM Historical Development of HRM

Definitions & Concept:Definitions & Concept: HRM is concerned with the effective utilization of HRM is concerned with the effective utilization of

human resource of an organization ….human resource of an organization ….

The importance of HRM to organizations …The importance of HRM to organizations …

Equal Employment Opportunity Equal Employment Equal Employment Opportunity Equal Employment Opportunity / Legal aspects of human resourceOpportunity / Legal aspects of human resource

Trends of HRM in globalizationTrends of HRM in globalization

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Thank you … Thank you … for your for your

attentionattention