1) Give different between on the job training and off the job training.
2) Give 2 Ways of conducting job analysis.
3) List (FIVE) characteristics of an effective system.
4) Discuss the (5) steps in the HR training and development process.
5) Define recruitment process?
6) Define planning?
7) State (4) main phases in the HR planning process.
8) Discuss (2) goals of HR management.
9) Identify and explain steps involved in preparing Job Analysis.
10) Define leadership?
REFERENCE : http://www.slideshare.net/Cikgu_Marzuqi/human-resource-management-12539902
Tuesday 6 September 2016
Friday 2 September 2016
CHAPTER 8
CHAPTER 8 : INDUSTRIAL RELATION
Definition:
“ complex interrelation among managers” Relevant Acts with regards to industrial relation
-trade unions act 1959
-industrial relation act 1967
-employment act 1955
-State labour ordinances
-employment provident funds act
-society security act
-OSHA act
Role of trade unions , employer unions and the government
ROLES OF EMPLOYER UNION Malaysian Employers’ federation (MEF)-society
ROLES OF GOVERMENT
Recommending new legislation and amendments enforcing the industrial realtion law
Taking active steps to improve industrial harmony
REASONS WHY WORKER JOIN TRADE UNIONS
Improving good industrial relations
Enhance economic and social status of both parties
To raise productivity for the benefits of those involve
Proctecting members for unfair treatment
Discussing with government
COLLECTIVE BARGAINING
Conducted between trade unions and employee
Is the process by which trade union negotiate with employer over terms and condition of employment
The result-collective agreement
Steps in collective bargaining process
RECOGNITION
-Must be registred union
-Must be competent represent- establishment , trade industry or occupation
-Must be an appropriate union blue collar/white collar
-Must have the majority
SCOPE
-Cannot be less favourable that statutory that statutory requirements
-2/3 principle
-management prerogatives
COLLECTIVE AGREEMENT
-If fail - *deadlock dispute
*resolution
-Result of collective bargaining
-Minimum validity - 3 years
-Is an agreement - must be deposited with the industrial court
Industrial action
-by employee to perform work of performance of work in a manner that is intended to reduce productivity in a workplace.
COMPARE INDUSTRIAL ACTION
-Picket
-Strike
-Lock-out
TRADE DISPUTES , STRIKES , AND LOCK-OUT AND MATTERS ARISING THEREFROM
-pupils not to take part in trade disputes
-intimidation
-picketing
-breach of contract liable to injure prrson or property
-conspiracy in trades disputes
-restrctions on strikes and lock-outs in essential services
-prohibition of strikes and lock-out
-illegal strikes and lock outs
-penalty for illegal strikes and lock-out
DISPUTES SOLVING PROCEDURES
A.Direct negotiaion
B.Conciliation
C.Mediation
D.Arbitration
E.Voluntary arbitration
F.Compulsory arbitration
Definition:
“ complex interrelation among managers” Relevant Acts with regards to industrial relation
-trade unions act 1959
-industrial relation act 1967
-employment act 1955
-State labour ordinances
-employment provident funds act
-society security act
-OSHA act
Role of trade unions , employer unions and the government
- Protecting menners for unfair treatment
- Discussing with goverment and employers current issue
- Roles of trade unions /reason worker join trade unions
- Improving workers term and conditions
ROLES OF EMPLOYER UNION Malaysian Employers’ federation (MEF)-society
- To discuss issues relating to industrial relation
- Discuss to training program
- Conduct research into wages and benefits
ROLES OF GOVERMENT
Recommending new legislation and amendments enforcing the industrial realtion law
Taking active steps to improve industrial harmony
REASONS WHY WORKER JOIN TRADE UNIONS
Improving good industrial relations
Enhance economic and social status of both parties
To raise productivity for the benefits of those involve
Proctecting members for unfair treatment
Discussing with government
COLLECTIVE BARGAINING
Conducted between trade unions and employee
Is the process by which trade union negotiate with employer over terms and condition of employment
The result-collective agreement
Steps in collective bargaining process
RECOGNITION
-Must be registred union
-Must be competent represent- establishment , trade industry or occupation
-Must be an appropriate union blue collar/white collar
-Must have the majority
SCOPE
-Cannot be less favourable that statutory that statutory requirements
-2/3 principle
-management prerogatives
COLLECTIVE AGREEMENT
-If fail - *deadlock dispute
*resolution
-Result of collective bargaining
-Minimum validity - 3 years
-Is an agreement - must be deposited with the industrial court
Industrial action
-by employee to perform work of performance of work in a manner that is intended to reduce productivity in a workplace.
COMPARE INDUSTRIAL ACTION
-Picket
-Strike
-Lock-out
TRADE DISPUTES , STRIKES , AND LOCK-OUT AND MATTERS ARISING THEREFROM
-pupils not to take part in trade disputes
-intimidation
-picketing
-breach of contract liable to injure prrson or property
-conspiracy in trades disputes
-restrctions on strikes and lock-outs in essential services
-prohibition of strikes and lock-out
-illegal strikes and lock outs
-penalty for illegal strikes and lock-out
DISPUTES SOLVING PROCEDURES
A.Direct negotiaion
B.Conciliation
C.Mediation
D.Arbitration
E.Voluntary arbitration
F.Compulsory arbitration
CHAPTER 7
CHAPTER 7 : COMPENSATION MANAGEMENT
1.Direct financial compensation - the pay that a worker receive as wages , salaries , commissions and bonuses
2.Indirect financial compensation - all financial rewards that are not included in direct compensation
EMPLOYEE REMUNERATION
A.Pay
B.Incentives
C.Benefits
FEATURES OF A GOOD PAY SYSTEM
A.Fairness and equity
-external equity
-internal equity
B. Flexibility
C. Uniformity
D. Certainty
E. Simplicity
BENEFIT PROVIDED TO EMPLOYEE
Statutory benefits
- some small employers may wonder what employees benefits they're legally required to provide.
EMPLOYEE PROVIDENT FUND
Is a Malaysian government agency under the Ministry of Finance.
Its manages the compulsory saving plan and retirement planning for private sector worker in Malaysia.
EPF is mandatory for Malaysian citizens employed in private sector , and voluntary for non-Malaysian citizens for employees who receive salary of RM5000 and below the contribution is 11% For employer contributes 13%.
SOCIAL SECURITY
Concept which overtime has gained importance in the industrialized countries
define as measures providing protection to working class against contingency like retirement , resignation , retrenchment , maternity , old age, unemployment, death, disablement and other similar conditions
GAZETTED PAYMENT - EMPLOYMENT ACT 1955
Payment of wages - every employer shall pay to each of his employees not later than seventh day.
Payment on normal termination of contract shall be paid to such employee on the same day on which such contract of services terminates.
Overtime paid -for any overtime work carried out in excess of the normal hours of work, the employee shall be paid at a rate not less than one and half times his hourly rate of pay
Termination and lay-off payment/benefit - employee whose contract of service is terminates or he is laid off by his entitles to the payment by employers of :
a)terminations benefits
b)lay-off benefits
GAZETTED PAID LEAVES - EMPLOYMENT ACT 1955
Maternity paid leave -''confinement'' means parturition resulting after at least twenty-two weeks of pregnancy in the issue of a child or children, whether alive or dead
REST DAY
Every employee shall be allowed in each week a rest day of one whole day for overtime work on a rest day, an employee shall be paid at a rate which is not less than two times his hourly rate of pay
ANNUAL LEAVE
a) 8 days for every 12 months of continuous service with the same employer if he has been employed by the employer for a period of less than 2 years
b)12 days for every twelve months of continuous service with the same employed by that employer for a period of 2 years or more but less than 5 years
c)16 days for every twelve months of continuous service with the same employed by that employer for a period of 5 years or more and if he has not completed 12 months
PUBLIC HOLIDAY
a)On ten of the gazetted public holidays, four of which shall be
b)On any day declared as a public holiday under section 8 of the holidays Act 1951;
SICK LEAVE
a)By a registered medical practitioner duly appointed by the employer
b)If no such medical practitioner is appointed or , if having regard to the nature or circumstances of the illness, the service of the medical practitioner so appointed are not obtainable within a reasonable time
NON STATUTORY BENEFITS
Based on customs , precedents or previous court decisions.
1)payment for time not worked
2)Health and security benefits
3)Employee services
4)Premium pay
REWARDS
a.Salary increment
-Expressed as a percentage of an employee’s overall based pay
-One time payment
-Annual pay increase
-Salary negotiation
-Skill enhancement
B.bonuses and profit sharing
-Bonuses
-Profit sharing
C.shares
NON FINANCIAL REWARDS
A)Performance awards
B)Letter of appreciation
C)Sponsorship to seminars , conferences and overseas tour
D)Rewards for long service
WAGES DETERMINANT
BASIS OF DETERMINING WAGES
A)Legal frameworks
B)Market survey
C)Working values
D)Compensation strategies
1.Direct financial compensation - the pay that a worker receive as wages , salaries , commissions and bonuses
2.Indirect financial compensation - all financial rewards that are not included in direct compensation
EMPLOYEE REMUNERATION
A.Pay
B.Incentives
- Bonuses
- Profit sharing
- Shares
C.Benefits
FEATURES OF A GOOD PAY SYSTEM
A.Fairness and equity
-external equity
-internal equity
B. Flexibility
C. Uniformity
D. Certainty
E. Simplicity
BENEFIT PROVIDED TO EMPLOYEE
Statutory benefits
- some small employers may wonder what employees benefits they're legally required to provide.
EMPLOYEE PROVIDENT FUND
Is a Malaysian government agency under the Ministry of Finance.
Its manages the compulsory saving plan and retirement planning for private sector worker in Malaysia.
EPF is mandatory for Malaysian citizens employed in private sector , and voluntary for non-Malaysian citizens for employees who receive salary of RM5000 and below the contribution is 11% For employer contributes 13%.
SOCIAL SECURITY
Concept which overtime has gained importance in the industrialized countries
define as measures providing protection to working class against contingency like retirement , resignation , retrenchment , maternity , old age, unemployment, death, disablement and other similar conditions
GAZETTED PAYMENT - EMPLOYMENT ACT 1955
Payment of wages - every employer shall pay to each of his employees not later than seventh day.
Payment on normal termination of contract shall be paid to such employee on the same day on which such contract of services terminates.
Overtime paid -for any overtime work carried out in excess of the normal hours of work, the employee shall be paid at a rate not less than one and half times his hourly rate of pay
Termination and lay-off payment/benefit - employee whose contract of service is terminates or he is laid off by his entitles to the payment by employers of :
a)terminations benefits
b)lay-off benefits
GAZETTED PAID LEAVES - EMPLOYMENT ACT 1955
Maternity paid leave -''confinement'' means parturition resulting after at least twenty-two weeks of pregnancy in the issue of a child or children, whether alive or dead
REST DAY
Every employee shall be allowed in each week a rest day of one whole day for overtime work on a rest day, an employee shall be paid at a rate which is not less than two times his hourly rate of pay
ANNUAL LEAVE
a) 8 days for every 12 months of continuous service with the same employer if he has been employed by the employer for a period of less than 2 years
b)12 days for every twelve months of continuous service with the same employed by that employer for a period of 2 years or more but less than 5 years
c)16 days for every twelve months of continuous service with the same employed by that employer for a period of 5 years or more and if he has not completed 12 months
PUBLIC HOLIDAY
a)On ten of the gazetted public holidays, four of which shall be
- The National day
- The birthday of the Yang Di-pertuan Agong
- The birthday of the ruler or yang Di-pertuan Negeri of the state or the Federal Territory day
- The worker day
b)On any day declared as a public holiday under section 8 of the holidays Act 1951;
- If the public holiday falls on a rest day the working day following immediately the rest day shall be paid holiday in substitution
SICK LEAVE
a)By a registered medical practitioner duly appointed by the employer
b)If no such medical practitioner is appointed or , if having regard to the nature or circumstances of the illness, the service of the medical practitioner so appointed are not obtainable within a reasonable time
- 14 days in a each calendar year if the employee has been employed for less than 2 year
- 18 days in a each calendar year if the employee has been employed for less than 2 year or more but less than 5 years
- 22 days in a each calendar year if the employee has been employed for less than 5 year or more
NON STATUTORY BENEFITS
Based on customs , precedents or previous court decisions.
1)payment for time not worked
2)Health and security benefits
3)Employee services
4)Premium pay
REWARDS
a.Salary increment
-Expressed as a percentage of an employee’s overall based pay
-One time payment
-Annual pay increase
-Salary negotiation
-Skill enhancement
B.bonuses and profit sharing
-Bonuses
-Profit sharing
C.shares
NON FINANCIAL REWARDS
A)Performance awards
B)Letter of appreciation
C)Sponsorship to seminars , conferences and overseas tour
D)Rewards for long service
WAGES DETERMINANT
BASIS OF DETERMINING WAGES
A)Legal frameworks
B)Market survey
C)Working values
D)Compensation strategies
Thursday 1 September 2016
CHAPTER 6
6.1 PERFORMANCE APPRAISAL
DEFINITION OF PERFORMANCE APPRAISAL
Is the process assessing employee performance by way of comparing present performance with already establish standards which have been already communicated to employees , subsequently providing feedback to employee about their performance level for the purpose of improving their performance as need by organization.
THE PURPOSE OF PERFORMANCE APPRAISAL
Is to measure and improve the performance of employee and increase their future potential and value to the company. Others objectives include providing feedback , improving communication , understanding training needs , clarifying roles and responsibilities and determining how to allocate rewards
Strategic purpose (motivation)
Administrative purpose
Developmental purpose
PERFORMANCE APPRAISAL PROCESS
Establishing performance standards > Communicating standards and expectations > Measuring the actual performance > Comparing with standards > Discussing results ( providing feedback) > Decision making-taking corrective actions
METHOD OF PERFORMANCE APPRAISAL
Ranking
Force distribution
Graphic rating scale
Mixed standard scale
Critical incidents
Behavioral anchored rating scale (BARS)
SOURCES OF PERFORMANCE APPRAISAL
6.3.1.ALTERNATIVES SOURCES OF PERFORMANCE APPRAISAL
Managers
Peers
Surbodinaters
Self evaluate
Customers
ERRORS IN PERFORMANCE APPRAISAL
Recency effects
Central , leniency and strictness tendency
Prejudice and stereotyping
Halo and horns effects
DEFINITION OF PERFORMANCE APPRAISAL
Is the process assessing employee performance by way of comparing present performance with already establish standards which have been already communicated to employees , subsequently providing feedback to employee about their performance level for the purpose of improving their performance as need by organization.
THE PURPOSE OF PERFORMANCE APPRAISAL
Is to measure and improve the performance of employee and increase their future potential and value to the company. Others objectives include providing feedback , improving communication , understanding training needs , clarifying roles and responsibilities and determining how to allocate rewards
Strategic purpose (motivation)
Administrative purpose
Developmental purpose
PERFORMANCE APPRAISAL PROCESS
Establishing performance standards > Communicating standards and expectations > Measuring the actual performance > Comparing with standards > Discussing results ( providing feedback) > Decision making-taking corrective actions
METHOD OF PERFORMANCE APPRAISAL
Ranking
Force distribution
Graphic rating scale
Mixed standard scale
Critical incidents
Behavioral anchored rating scale (BARS)
SOURCES OF PERFORMANCE APPRAISAL
6.3.1.ALTERNATIVES SOURCES OF PERFORMANCE APPRAISAL
Managers
Peers
Surbodinaters
Self evaluate
Customers
ERRORS IN PERFORMANCE APPRAISAL
Recency effects
Central , leniency and strictness tendency
Prejudice and stereotyping
Halo and horns effects
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