PAD 215

(CHAPTER 1)
1.MUHAMMAD IMAN HAKIM BIN M YUSAINI

2 . N A F I E S YA H U Z A I R A H B I N T I K A L I W O N

3. MUHAMAD SHUHAIMI BIN SHAMSUL

4 . AT H I R A H D A L I L A H B I N T I A B D U L R A H M A N

5 . A I D A AT H I R A H N ATA S H A B I N T I M O H D N A Z R I
THE HUMAN
RESOURCE OR THE MOST VALUABLE
HUMAN ASPECT PERSONELL ASSET OF THE COMPANY
OF THE
ORGANIZATION
 ART OF THE DESIGN OF
MANAGING FORMAL
PEOPLE OR PERSONELL SYSTEMS IN AN
HUMAN ORGANIZATION
RESOURCES ADMINISTRATION TO ENSURE
WHO WORK FOR EFFECTIVE AND
THE EFFICIENT USE
ORGANIZATION OF HUMAN
TALENT TO
ACCOMPLISH
ORGANIZATION
GOALS

THE UTILIZATION
OF INDIVIDUALS
TO ACHIEVE THE POLICIES AND PRACTICES
ORGANIZATIONAL INVOLVED IN CARRYING OUT THE “
OBJECTIVES PEOPLE “ OR HUMAN RESOURCE
ASPECTS OF A MANAGEMENT POSITION
 DEFINITION OF DIVISION OF HUMAN RESOURCES WHICH DEALS WITH
PUBLIC PERSONNEL EMPLOYEES WORKING FOR A GOVERNMENTAL ENTITY
ADMINISTRATION OR RELATED NON-PROFIT ORGANIZATION .
 The organizations of PPA
in Malaysia

Jabatan
Perkhidmatan Suruhanjaya
Awam (JPA)/ Public Perkhidmatan
Service Department Awam (SPA)/
(PSD) Public Service
Commission (PSA)
• To regulate and • Appointment
implement • Confirmation of
personnel service
policies to • Conferment into
ensure that all pension status
public service • Promotion
have an efficient • Transfer
and discipline • Exercise
staff disciplinary
control
Societal objective Personal objective
 To be socially  To assist employees in
responsible to the
The Objective of
PPA achieving their
need and personal goals
challenges of
society

Organizational objective
Functional objective
 To recognize that
 To maintain the
personnel
personnel admin
administrations exists
contribution at a level
to contribute to
appropriate with
organizational
organization’s needed
effectiveness
 To attain and
The importance sustain harmonious
To maintan
of PPA relationship
effective and
between the
healthy
employees and
working
employers
culture

Important element of
government
To improve the administrative
productive contribution systems. The
of the public servants effective conduct of
and to ensure all the work of the
government employees To ensure public To ensure public
personnel are organization has government depends
are treated well upon the people work
according to HRM treated well enough
competence staff to and how this people
principles are being
perform the tasks
of the particular administered
organization
 PPA MANAGER

 PERSONNEL
MANAGER is the  The PPA
individual who MANAGER is
normally acts in primarily
advisory or staff responsible for
capacity, working conducting the
with other administration of
managers personnel to help
regarding human the public
resource organization
administration achieve its goals.
matters.
 ROLES OF PERSONNEL MANAGER

Service functions

Coordinative functions

ROLES
Advisory function

Control function
 THE ROLES OF PERSONNEL
MANAGER

COORDINATIN ADVISORY
SERVICE
G FUNCTIONS FUNCTION CONTROL FUNCTION
FUNCTIONS (CONTROLLING)

(PLANNING)
(ORGANIZING (LEADING/M
) OTIVATING) • To audit the
●
Offering expert advice employee’s
Serving and assisting line
●
Coordinating personnel
on personnel policy performance
●

managers in recruiting activities to ensure that

staff, organizing training
and organizing motivation
program, deal with labour
relation.
PM have to plan for proper
●
HR objectives, policies
●
e.g job promotion • Analyzing key
and procedures are and career prospects.
consistently carried out ●
To guide the
operational
areas such as
by line manager across organization & its
labour turnover,

personnel forecast, staffing the organization. departments on the

to ensure the organization E.g compensation most effective wage,
●

has sufficient employees all policy, health and safety personnel policies &
the time.
policy. discipline.
procedures.
 FUNCTIONS OF A PERSONNEL MANAGER
IN AN ORGANIZATION:
COORDINATIVE
FUNCTION
SERVICE FUNCTION
To serve and assist line/section/ To coordinate personnel
department managers in activities to ensure that HR
promoting staff. objectives, policies and
procedures are consistenly
e.g carried out by line/section/
department manager across the
Managing staff recruitment and organization.
selection and organizing
motivation and training e.G
programs. Managing compensation
schemes and harmonizing safety
and health policies.
CONTROL
FUNCTION
To analyze key operational areas
in the whole organization,
through the inputs provided by
line/section/department
e.G
Managing labour turnover and
supervising employee discipline.
ADVISORY
FUNCTION
To offer or provide expert
advice on personnel policy to
the organization as a whole or
to the line/section/department
managers.
e.G
Providing consultation on
promotion and career
prospects.
 Challenges
Of
PPA

GLOBALIZATION Embracing Cost

New Managing change
Technology

•online rather
than inline(e- •Organization
•PPA need to
govement, e- should have cost
manage
• Borderless procurement) effectiveness.
change
economy, •Problem •Problem when
effectively
internation occur when cost to send to
•Manage
al actors. the employee recruitment and
resistance to
resistance to training
change
change.
•Send to
•Move to
training etc
k-worker,
k-economy
 National policy
e.g: Employment
unemployment legislation e.g act
FACTORS and
policy
AFFECTING PPA regulations,EA1957

External factors –
factors that affect an
organization from
outside its boundaries

Changes in technology
and skills required
Personnel
movement

National economic
scale / Industrial relation-
productivity Employee and
employer relation

Income and Labour

compensation market
policy
 FACTORS
AFFECTING PPA

Internal Factors

Trade union policy in

the organization

Organizational
culture/policy

Organizational
performance

Employment planning

Organizational
strategic objective