BBHI4103

INDUSTRIAL RELATIONS
PERHUBUNGAN INDUSTRI
MAY SEMESTER 2019

BACHELOR OF HUMAN RESOURCE MANAGEMENT WITH HONOURS

MAY/ 2019

BBHI4103

INDUSTRIAL RELATIONS

NO. MATRIKULASI : 830315146075-001

NO. KAD PENGNEALAN : 830315146075

NO. TELEFON : 0183994886

E-MEL : sktyagu@gmail.com

PUSAT PEMBELAJARAN : SRI RAMPAI

Thank You Note.

From the bottom of my heart, I would like to thank you for guiding me thru my assignment. I
know this is not the perfect one but I have tried my level best to get better marks for my
assignment and exams.

Again thank you and wishing you all the best.

Thiyagu Sevellinggam
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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER
THE INTRODUCTION.

HELP University existed and commenced in 1986 to provide reasonable quality educational
opportunities for Malaysians. It has since advanced into the leading institution of higher learning
in Malaysia with an international status among universities, scholars, research organizations,
business and corporate front-runners and governments in Asia Pacific, Europe and North
America.

The pooled population is more than 14,000 students, including 2,000 international students from
82 countries in Europe, the Americas, Central, South, East and Southeast Asia, the Middle East
and Africa.

HELP University offers a varied and diverse range of programmers containing psychology,
business, law, management, economics, IT, the social sciences and the humanities at
undergraduate and graduate levels. It also works as leading responsibility in research and
progress in certain disciplines and subject areas.

Its undergraduate programmer in Psychology, Business, Accounting and Finance, Law and IT
stand much pursued after by local and international students. The Faculty of Business,
Economics, and Accounting, and the Faculty of Behavioral Sciences are some of the largest and
most influential faculties in the country.

HELP also work together with trustworthy partners in the UK, the US and Australia in the
liberation of programs. Over a period of 32 years, HELP has educated students to success the
highest honours and awards from the University of London, including scholarships for masters
and doctoral programmed. It is conferred pride of place in the archives of the University of
London’s International Programme for contributing meaningfully to the advancement of its
mission of educating the public in the global arena.

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Another sign of the quality of HELP’s academic programs is the acceptance of its undergraduate
degrees for masters and PhD studies at leading universities in the US, the UK and Australia.
HELP is also a leader in postgraduate education through the ELM Graduate School, with 13
master’s programs and two doctoral programs.

The consistent success of HELP University’s academic programs is due to the strength and
experience of its faculty members, many of whom have found that HELP provides the
intellectual rig with our and encounter to match their skills, qualifications and experience.
Numerous testimony has remained received from grateful parents and students as to the devotion
and commitment of lecturers who often socialize of their way to coach and nurture students to
accomplish excellence and complete with confidence at interviews to gain admission to some of
the best universities in the world.

Graduates of HELP catch the eye from the crowd not only for the excellence of their learning
and training but also for the morals, ethics and compassion inculcated through a wide variety of
charity and community service programs. Through access to over 40 clubs and societies, and
sports and hobby programs, they acquire teamwork, organization, communication and
management skills and qualities of courage and leadership.

HELP University offers generous scholarships and financial aid to deserving and needy students.
Scholarship awards include Distinction and Merit Awards, School Achievers Scholarship
Awards, Principal’s List Scholarship Awards, bursaries and student loans, amongst many others.
The HELP Group has won numerous awards. Forbes Asia recognized it in 2011 as one of the
200 Top Performing companies in the Asia Pacific with capitalization below USD 1B HELP also
won the KPMG Shareholder Value Award in 2010 and was categorized 43 among 1,000 public
listed companies on the Malaysian Stock Exchange.

HELP was also included in the Malaysian Corporate Governance Index by MSWG and obtained
the Brand Laureate Award for Best Brand Award for Private Tertiary Education in 2012. Around
2011, Group CEO, Datin Chan-Low Kam Yoke, was entitled Woman Entrepreneur by Ernst &
Young.

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THE MISSION AND VISION OF HELP.

MISSION
To help people succeed in life and to live a life of significance through education
VISION
 To be a university with a strong culture of quality and leadership that focuses on sound
academic standards, continuous improvements, and the talent development of students
and staff.
 To be a university that offers a learning experience that enhances career development,
lifetime values and personal fulfilment.
 To be a university with a strong research focus in our key areas of excellence.
 To be a university that shares our success with the stakeholders and communities we
serve.

VALUES

 Pride of Achievement.
 Sharing Success.
 The Courage to Be.
 To be Compassionate.
 To be Significant.
HELP University has an estimated about 800 staff and this number is not included with HELP
International School and the sister college HELP-CAT

HELP University Logo and Campus.

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THE ROLES OF GOVERNMENT THAT INFLUENCE INDUSTRIAL RELATIONS IN

HELP.
Introduction.

Industrial relations refers to the affiliation between the employer and the worker in the work
environment. In Malaysia, the organization of industrial relations consists of three parties i.e.
employers and associations, workers with their union and government. One of the important
roles of the government in the communication scheme is the formulation and enforcement of
industrial relations laws and regulations. The key laws relating to industrial relations in Malaysia
are the Employment Act 1955, the Trade Unions Act 1959 and the Industrial Relations Act 1967.
Moreover, to these written laws, the value of the relationship between employer and employee
could stay obtained from Common Law or decisions Company Courts and Civil Courts.

Roles of government that influence industrial relation.

Industry relations remain occasionally known as labour relations or labour relations. These terms
often refer to the relationship between employers and registered employees.

Say industrial relations ampoule as a system that contains:

 Inputs, such as the goals, values and power of the parties involved in the system.
 Conversion procedure from input to output.
 Output, (reward) to employees in the form of finance, social and psychological rewards.
 Feedback from industrial systems to environmental systems.
 A goal is an objective that obligation be met by certain parties.

Whereas values are the norms or standards studied, and power refers to the ability of those
parties to achieve their goals. The parties involved are employees who have their respective
roles, members in a working group, members in trade unions, managers, government or non-
governmental agencies that may affect the system.

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SEPTEMBER 2018 SEMESTER
While input conversion procedures to outputs are, a mechanism used by various organizations to
achieve a conclusion that can achieve the goals of various parties involved. This procedure is
different for every organization and industry sector. Examples include collective bargaining,
decisions by employers, court decisions or even non-governmental organizations.

Although the output refers to the rewards or rewards given to the employee, its main function in
the industrial relations system is to divide the rewards. The desired output is actually an output
that will help organizations act more effectively.

Roles Of Employer That Influence Industrial Relations In The Organization Were

Evaluated In Detail
Economical factor

 Changes in government monetary policy and fiscal policy may affect negotiations
between organizations and employees. For example, reduce when the economic situation
in a country declines then it will affect the employees where most workers will stop work
and the power of negotiations between employers and employees willpower. The
employer will not comply with some of the claims made by the employee but instead of
the employee who will follow the employer's will.

Technology change

 Increased use of electrical equipment and computer systems will reduce the needs of the
organization against labour demand. Where at the same time it requires employees with
diverse knowledge and skills.

Political Decisions

 Different governments will have different policies, economic views and delegation of
authority within the organization.

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Suggestions For Improvement Of Industrial Relations In Malaysia.

The suggestions to recover Industrial relations are:

The core of good industrial relation falsehoods in the bringing up of good labour relations that
gives a setting to understand each other (employer, employee) suitably. Produces co-operative
thoughtful and working to accomplish the goal of the association. A good Industrial Relations
raises the self-esteem of employers and goods them to give their concentrated, each think of their
reciprocated interest which overlays way for the introduction of new systems, progresses and
lead to the implementation of modern technology. This enlightened ways when designed with
their mutual interest and consent develops many enticement propositions, effective participators
scene stays created in management. Profit remains shared; workers get their dues in the
organization leading to job satisfaction-which stays needed for good relations. Respectable
industrial relation increase production expands the quality of work and products efficiency of
workers increased. Cost of production lowered.

Immoral Industrial Relations leads to industrial unrest industrial dispute and downward trend to
industries workers and the nation. Of course, the first hit will be on the employer, who has
invested. Industrial employee and the employers generally do not think sense or act is indeed the
same way and because each starts from a different point conflict of some fort can mover stay
eradicated.

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More suggestions (Personnel View):

Durable and Stable Union:

 A durable and stable union in each industrial enterprise is essential for good industrial
relations. The employers can straightforwardly ignore a weak union on the plea that it
scarcely represents the workers. Hardly honour the treaty with such a union drive by a
large section of the workforce. Consequently, attendance must be solid and stable unions
in every creature to represent the majority of workers and convey with the management
about the terms and conditions of service.

Mutual Trust:

 Both management and labour should help in the advance of an atmosphere of

cooperation, assurance and respect. Management should embrace a progressive stance
and should recognize the truths of workers. Likewise, labour unions should influence
their members to work for the mutual objectives of the organization. Both the
management and the unions should have trust in cooperative bargaining and other
diplomatic methods of settling disagreements.

Workers’ Participation in Management:

 The contribution of workers in the management of the industrial element should be

encouraged by construction effective use of works committees, multiparty consultation
and other procedures. This will expand communication between managers and workers,
growth productivity and lead to greater effectiveness.

Mutual Accommodation

 The establishments must identify the right of cooperative trading of the trade unions. In
any association, there must be great importance on mutual space rather than conflict or
unbending attitude. Unique must clearly understand that incompatible attitude does not
lead to good-natured labour relations; it may foster union belligerency as the union reacts
by engaging in burden tactics. The method must be of mutual “provide and take rather
than “take or leave.” The management should be willing to collaborate rather than
corruption the workers.

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Sincere Implementation of Agreements

 The management had better sincerely implemented the clearances reached with the craft
unions. The agreements amongst the management and the unions should remain imposed
in both letter and essence. If the agreements are not implemented then both the union and
management break trusting each other. An environment of hesitation is created. To
sidestep this, efforts have to be made at both ends to confirm the follow up of the
agreements.

Sound Personnel Policies:

 The following points should be noted regarding the personnel procedures. The procedures
should be communicated in consultation with the workers and their representatives if they
are to be implemented effectively.
 Undoubtedly stated so that there is no misunderstanding in the mind of anybody.
 Enactment of the policies should be uniform throughout the organization to ensure fair
treatment to each worker.

Government’s Role:

 The Government should play an active role in promoting industrial peace. This one
should variety law for the compulsory gratitude of a representative union in each
industrial unit. The situation should mediate to settle differences if the management and
the workers are unable to settle their differences. This will reestablish industrial
agreement.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
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The Foremost Explanations For Industrial Discard.

A respectable Industrial Relations upsurges the self-esteem of employers and possessions them
to give their supreme, each thinks of their common interest which surfaces way for the
introduction of new approaches, developments and foremost to implementation of modern
technology. This enlightened ways when intended with their mutual interest and consent
develops many incentive schemes, active participators forum remainders created in management.
Profit stand shared, workers, get their dues in the organization leading to job satisfaction-which
stands needed for good relations. Good industrial relation increase production improves the
quality of work and products efficiency of workers increased. Cost of production lowered.
Immoral Industrial Relations leads to industrial turbulence industrial disagreement and a
descendant trend to industries workers and the nation. Of course, the first hit will be on the
employers, who have invested. Industrial operative and the employers typically don‘t think, feel
or act in exactly the same way and because each starts from a different point conflict of some fort
can mover be eliminated. The main reasons for industrial discard can be due to

The Foremost Reasons For Industrial Thrust Aside Can Be Due To

1. Misunderstanding or differences in perception

2. Lack of cooperation real or imagined
3. Problems with authority
4. Upcoming to fulfil with policies or stick to plans.
5. Contracts over ways to achieve agreed goals.
6. Conflict can have some positive aspects also, they may give positive results like
7. Reveal new aspect of an existing issue
8. Improve long-term communication between the individuals concerned.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER

Future of Industrial Relations in Malaysia.

The future of industrial relation in Malaysia can remain reviewed from reports of the
commissions constituted by the government for this purpose. Since these certain issues are
evolving, which are posing challenges to the three actors in the system.

1. The first is the issue of strengthening collective bargaining by trying to determine a sole
bargaining agent for negotiations. The states in Malaysia has already passed a law for the
creation of a sole bargaining agency in every unit and industry. Collective bargaining be situated
advocated where the parties involved having a fuller understanding. This will help to arrive at a
speedier settlement of the dispute, between themselves.

2. The additional issue relates to the breaches that are happening because of the variations that
occur in central and state legislation as far-off as labour matters are concerned. In Malaysia,
labour fall under the apprehensive. In Malaysia, labour falls under the concurrent list though
KSM has made a commendation for founding a common labour code, which is yet to stand
adopted. Adoption of this recommendation will go a long way in solving some of the problems
that Malaysia legislation process is facing.

3. A further issue is that of workers participation in management. Malaysia has already

experienced the working of many systems of workers-participation schemes but none of them
seems to have made any movement. The reasons for the failure of these schemes need to be
situated probed keen on. The three sectors in the system need to take into account the effect of
their actions on the consumer s and society in general, due to the growing inter-linkages between
industry and its environment. They consume to appraise and agree on the appropriate another
possibility in terms of the strategy they remain situated to adopt in managing the personnel and
industrial relations purposes. The environment is fast changing and the pressures from various
groups involve are starting to get more vocal and intense. The approach chosen for the
accomplishment of the goals will have to be contingent on the objectives, morals structures
available and the environment in which they have to operate.

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Summary.

Individual and organizational goals stay occupied into account to suit the needs of individuals
and organizations. Trade unions often play this role. This process needs to be made because there
are laws or government policies and employers are faced with various shortcomings. Work
unions are set up to ensure that every employee is treated fairly and is seeking better terms of
service. However, the employer makes the final decision.

As for Malaysia, strive toward Wawasan 2020, the industrial relation plays a very great role
which is multilateral toward this generation. Certainly, Malaysia is in a state of industrial
harmony, at least in terms of explicit industrial action, but this possibly will partake been
achieved at the expense of freedom of association of workers. Enlarged independence is not on
the instant horizon, nor are major changes to the existing industrial relations system. The trade
union undertaking is likely to continue tedious along in the short term, but except it can find a
way to respond the worldwide inclination of diminishing interest in union involvement, the
movement may decline gently away

Word Count: 2716

Thank you.

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SEPTEMBER 2018 SEMESTER

REF:

 Armstrong, M.T and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Koran Page Publishers.

 journalarticle.ukm.my/7699659968/1/802-15hh5832-1-SM.pdf

 https://www.mdpi.com/2071-10fse344550/13441/3/853381/htm
Aswathappa, K., 2005. Human resource and personnel management. Tata McGraw-Hill
Education.
 Becker, B. E. and Heeled, M. A., 2006. Strategic human resources management: where
do we go from here? Journal of management.
 Becton, J. B. and Schroeder, M., 2009. Strategic Human Resources Management: Are we
there yet? The Journal for Quality and participation.
 Data, D. K., Guthrie, J. P. and Wright, P. M., 2005. Human resource management and
labor productivity: does industry matter?. Academy of management Journal.
 Eisner, A. B, 2006. Strategic management: text and cases. Richard d Irwin.
 OUM Digital Library

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