Human Resource Management

What is Personnel Management?

‘is given the operational tasks of ensuring that
there are sufficient right people doing the
right things within organisation on ad hoc
basis (include hiring, administering pay,
administering promotions and policing
discipline)”
What is Human Resources
Management?
 “HRM refers to policies, practices, and
systems that influence employees’ behavior,
attitudes and performance”
 “ HRM considers people as a complex
resource that can be motivated and
developed progressively at various stages
which will bring personal and
organizational benefits”

Piper 1990
 ‘Managing people as a resource’

Raymond Davies 1965

 Personnel Management Versus HRM

• Deals with micro issues • Deals with macro issues

• Compartmentalised • Global
• Ad hoc and short term • Planned and long term
• Reactive • Proactive
• Looks at people’s need • Looks at people’s needs
from employees point of from organisation’s point
view of view
• Department is not • Department is very
important important
• Has no role in decision • Has role in decision
making making
• Maintains status Quo • Agent of Change

Source MIM
Alex KB Young
 What is Strategic Human
Resource Management?

“ The pattern of planned resource

deployment and activities intended to
enable the organisation to achieve its
goals.”

Noe,hollenback,gerhart,wright
2000
 “involves making the function of managing
people the most important priority in
organisation and integrating all human
resource programs and policies within the
framework of a company’s strategy”
Dave Urich
2002
“ involves the development of a consistent,
aligned collection of practices, programs, and
policies to facilitate the achievement of the
organisation’s strategic objectives”
“the linking of HRM with strategic goals and
objectives in order to improve business
performance and develop organizational
cultures that foster innovation and
flexibility”
Traditional HR Vs. Strategic HR
• Staff specialist
• Focus on employee
relation
• Transactional,change
follower and respondent
• Short-term
• Tight division of labour,
interdependence,specializa
tion
• Capital,product
• Line manager
• Partnership with internal
and external customers,
• Transformational,change
leader
• Short.medium,long(as
necessary)
• Broad,flexible,cross-
training,teams
• People,knowledge
 HRM Practices
• HR planning
• Recruiting
• Selection
• Training and development
• Compensation
• Performance Management
• Disciplinary Actions
• Employee relations
 Categories of HR Activities
• Transactional
• Traditional
• Transformational
TRANSFORMATIONAL

TRADITIONAL

TRANSACTIONAL
 TRANSFORMATIONAL

TRADITIONAL

TRANSACTIONAL
PROCESS NEW
REDISGN TECHNOLOGY
 HR’S ROLES
• Strategic Partner
• Administrative Expert
• Employee Champion
• Change agent
 Roles as Strategic Partner
• Identify the need of the organisation
• Conducting organisational audit
• Lead in proposing, creating and debating
best practices
• Set clear priorities
 Administrative expert
• Creates centre of expertise that
gathers,coordinate and disseminate info.
• Rethinking how work is done
• Decreased cost, time taken
• Problems solver
 Employee Champion
#Ensure that employees are engaged- committed to
organisation
#Take responsibilities for training and orienting line
managers about morale
#Should be employees’ voice in management discussion
# Offer opportunity for personal and professional growth
# Provide resources that help employees meet the demands
put on them
# Employees must knows that HR is their voice
A Change Agent
Good Managers do those things both
effectively and efficiently
To be effective is to achieve organisational
goal
and
To be efficient is to achieve goals with
minimum waste of resources
 Thank You /

SELAMAT BERJAYA