Chapter 1 Introduction of Human Resource

1. Definition
 The policies and practices involved in carrying out the
people or human resources aspects of a management
position including recruiting, screening, rewarding, and
appraising.
2. Important Human Resources
 Technologies change
- Impact of technologies to HR
- Examples provide database
 Globalization and increased competition
- HR important dealing globalization and increasing
competition
- Reasonability HR complicated dealing globalization
- Examples multi employees have different culture,
language, and country
 Employee education and expectation
- Department HR important to deal issue employees
- Behavior staff professional can increase understand
human
- Easy to get information
 Workforce diversity ( kepelbagaian )
- Organization need understand workforce change
- Demography changes
- HR Need understand about needed and perspective
employees
 - Age, gender, religion, racial and generation
3. The structure of the human resources function in
organizations.
 Table HR in small and big organization
SMALL ORGANIZATION BIG ORGANIZATION
 HR responsibilities taken  HR responsible taken
care by head of care by specialized HR
department or all manager department
 HR activities:  HR activities:
- Recruiting - Coordinate career
- Selecting planning & development
- Training - Manage tuition aid &
development
- Conduct for off the job
training including
supervisory training &
management
development
- Coordinate training
efforts
- Performance appraisals
- Provide input and
expertise for
organizational
development
- Orientation of new
employees
4. Function the scope of Human resources
 Employees
 Human resources planning
 Job analysis
 Training and development
 Payment or rewards system
 Employees services and welfare
 Health, safety and security
Chapter 6 Orientation, Training and Development

1. Definition orientation
Process that provide easy access to basic information,
programs and services, gives clarification and allows new
employees to take an active role in their organization
2. Purpose
 Introduce new employees to their new environment
 Make new employees to their new environment
 Retain a pool of new, capable employees
 Improperly oriented employees must still get the job
done and to do so, they need help
 Provide information concerning task performance
expectations
3. Content of a formal orientation program
i. Welcome employees company
ii. Orientation to business
iii. Company policies and procedures
iv. Legislation
v. Safety procedure
vi. Emergency procedures
vii. Explanation of benefit package
viii. Tour facility and work areas
ix. Describe job responsibilities and performance
expectations
x. Finalize employment documentation
4. Method and technique can ensure orientation program
 Organizing
 Scheduling
 Duration
 Effectiveness
5. Definition training
Giving new or current employees the skills they need
performance their job.
6. Benefit training
 To improve the skill
 To update employees’ skills
 Avoid managerial obsolescence
 Solve organization problems
 Orient new employees
 Prepare for promotion and managerial succession
 Satisfy personal growth need
7. Step training
Need analysis step
Instructional design step
Implement the program
Evaluation step

8. System approach to training

 Coaching
 Job rotation
 Mentoring
 Lecture
 Vestibule training
 Case study
 Computer based training
 Management assessment centre