HUMAN RESOURCE

MANAGEMENT IN
EDUCATION

Introduction
PPP60404
 INTRODUCTION

HRM definition:
Is the development and
implementation of
systems in an
organization designed to
attract, develop and retain
a high performing work
force (Maimunah, 2014).
 Purpose of
 HRM
1. To ensure that the people
employed by an
organization are being used
efficiently and effectively;

2. To satisfy the need of the

employee.
 Importance of HRM

1. The evolving business paradigm
 Economy based on services
 People first approach
2. Strategic management
 Align organizational goals with HR strategy
3. Adopting a holistic approach
 Effective use of resources – Return on
Investment (ROI)
GROWTH OF HR FUNCTIONS


 1850s – 1920s : Welfare officer (welfare)
 1920s – 1940s : Labour manager (policies)
 1940s – 1980s : Personnel manager (administrative)
 1980s – 1990s : HR manager (people-centered, goals)
 2000 - present: Talent manager (strategy, value)
 Personal qualities of
HRM specialist

 Communication skills
 Ability to bring about change
 Information technology (IT) savvy
 Numerate and able to analyse data
 Ability to understand the business context
 High ethical standards

The strategic nature of
HRM

1. Assisting the organization in its strategic direction
2. Assisting in gaining & maintaining competitive
advantage (Prof. Michael Porter)
3. Strategic partner in analyzing
 Organizational design
 Work culture
 Performance system
 Implementing changes
HRD is expected to:
1. set up plans, procedures & systems;
2. advise & train staff;
3. deal with disciplinary & performance
issues;
4. and so on…
 DIFFERENT GENERATIONS

 Baby Boomers
 Generation X
 Generation Y
 Generation Z (born mid-1990s to early 2000s)
 Generation …

MILLENNIALS! What makes

millennials tick?

 HRM Process
 Planning Recruitment

Compensation Training

Development Appraisal
 Overall Framework for
Human Resource Management

COMPETITIVE
COMPETITIVE

HUMAN
HUMAN EMPLOYEE
EMPLOYEE
CHALLENGES
CHALLENGES RESOURCES
RESOURCES CONCERNS
CONCERNS
••Globalization ••Planning ••Background diversity
Globalization Planning Background diversity
••Technology ••Recruitment ••Age distribution
Technology Recruitment Age distribution
••Managing change ••Staffing ••Gender issues
Managing change Staffing Gender issues
••Human capital ••Job design ••Educational levels
Human capital Job design Educational levels
••Responsiveness •Training/development ••Employee rights
Responsiveness •Training/development Employee rights
••Cost containment ••Appraisal ••Privacy issues
Cost containment Appraisal Privacy issues
••Communications ••Work attitudes
Communications Work attitudes
••Compensation ••Family concerns
Compensation Family concerns
••Benefits
Benefits
••Labor relations
Labor relations

Presentation Slide 1–1 Figure 1.1

 Competitive Challenges and Human
Resources Management


 The most pressing competitive issues facing firms:
 Going global
 Embracing technology
 Managing change
 Developing human capital
 Responding to the market
 Containing costs
 Peranan Pengurus Sumber Manusia

 Perancang
 Penyelaras
 Pemudahcara
 Auditor
 Mediator – perantara, pendamai, perunding
 Pengaruh Faktor dalaman dan luaran terhadap PSM
PERSEKITARAN DALAMAN
 Fizikal
 Kebersihan, kesihatan,
kebisingan dan cuaca
 Teknologi
 Hubungan antara individu,
 masalah etnik, kemasukan
tahap
kerjasama/stres/konflik,
keperluan sosioteknikal dan
ergonomik
 Sosial
 Peraturan, undang-undang,
kualiti, budaya korporat dan
etnik
 Politik
 Kuasa, manipulasi, agenda
tersembunyi
 Ekonomi
 Kewangan syarikat,
pengagihan sumber, sistem
ganjaran, latihan dan
pembangunan
PERSEKITARAN LUARAN
 Demografi
 Pertambahan jumlah
penduduk, umur, jantina,
pekerja asing dan peningkatan
tahap pendidikan.
 Perubahan aliran pekerjaan
 Peningkatan kerja-kerja
perkhidmatan, industri
berteknologi tinggi,
penggunaan pekerja sementara
dan telekomunikasi.
 Perubahan budaya
 Hak-hak pekerja, persendirian,
sikap terhadap pekerjaan dan
orientasi kehidupan keluarga.
 Keperihatinan terhadap kualiti
 Pembaikan berterusan, quality
work life, pembentukan kerja,
memperkasa pekerja, budaya
teamwork.