GROUP D

GMGM 2023 HUMAN RESOURCE MANAGEMENT IN

PREPARED BY:
MATRIC
NO NAME
NUMBER

1 MUHAMAD FARHAN BIN ABU KHALID 261596

NUR HIDAYAH BINTI ABDUL

1
No Title Page

1 Introduction 3

2 Problem 4

3 Methodology 5

4 Findings 5

5 Conclusion 7

6 References 8

Senarai Kandungan

2
Introduction

In a journal article produced by Reza Alami entitled "Human Resource

Management Efficiency for Enhancing Education Among Staff", it was pointed out that there

are two main factors in practicing human resource management as well as organizational

operating systems because the operating system will have a direct impact on employee.

Therefore, this journal article has used the argument of a scholar who argues that the most

valuable asset in an organization is human resources (Hanushek, 1997). If a new organization

is considered one of the key innovations of the century, then the success of the organization

will depend on effectiveness use of resources and efficient combination of corporate strategy.

A talented and knowledgeable workforce that is motivated and dedicated to

providing service to the organization is a valuable asset for achieving organizational

development goals. Although investment and technology play a key role in the development

of the organization, it must be acknowledged that the role of human resources in the

organization is more important so that human resource responsibility is borne by the

organization especially human resource management(Karsten, 2006).

An important issue in the field of human resource management is how managers

and supervisors identify methods or tools that can be used to improve performance in finding

and absorbing talented staff as well as increasing their incentives and capabilities in carrying

out organizational tasks.

3
Problem

The role of human resource management in delivering organizational effectiveness

is an issue that has been discussed in this journal article. If we look at the categories and

criteria of effectiveness studied by experts, we will find that direct or indirect human resource

management plays a very important role in improving indicators such as employee turnover,

absenteeism, compatibility of norms and role, product quality and services, accidents,

adaptations to change standard operating procedures in response to environmental change,

employee satisfaction, employee motivation and employee morale(Lawler & Mohrman,

2003).

Today, the responsibility of the human resource management department is not just

about the presence of staff or other simple problems, but it has more chronic issues such as

addressing motivational issues among employees, the need for spiritual aspects, the provision

of space for growth and creativity with a safe and healthy environment(Kavanagh, Gueutal,

& Tannenbaum, 1990). Lately, we have been designing and implementing several programs

to achieve development goals. For the political, economic and social sectors to be self-

sufficient, they must have their own strengths as well as the ability to perform tasks in their

respective sectors and have sufficient incentives(Barnett, 1995).

Therefore, an organization must focus on its workforce. This is because the primary

responsibility is for human resource management and the department must carry out their

tasks and provide the appropriate substrates to produce talented and capable teams in the

organization so that they can fulfill the tasks of quality and ultimately develop appropriate

strategies for better performance evaluation among staff.

4
Methodology

The research in this journal article was conducted through a survey. This survey

was conducted to look for validity or reality. This research method is also used to provide an

overview of the research in the context of the distribution of accepted phenomena. Therefore,

the researcher does not discuss the reason for the existence of the distribution, instead it

focuses on the scope of the research and describes it. The population of this study comprises

of all education staff. In this study, 120 teachers and administrators were selected through

simple random sampling. The main tool for data collection was through a 40-question

questionnaire formulated by the Likert scale.

Findings

Human resource management is a process that encompasses four tasks namely

attracting, developing, establishing the point of view and maintaining human

resources(Orlikowski & Barley, 2001). Therefore, research on the impact of human resource

management is important in organizations. This study has focused on research on the impact

of human resource management on improving work efficiency. To achieve this goal, 120

people were selected from Bandar Sari education staff as the study sample. After collecting

and analyzing the data, several results were obtained.

Among the findings of the study in this journal article is human resource

management in the context of finding, attracting and selecting workers with significant

impact. Items related to finding employees, attracting and selecting employees are such as the

availability of information needed for interviews, fairness in selecting workers, reducing

worker mobility by eliminating discrimination, and employee recruitment have shown that

they have a significant average rating which is to say human resource management has an

5
impact on the effectiveness of finding, selecting and attracting employees into an

organization.

In addition, human resource management has an impact on the performance of

workers in planning and implementing human resource development training programs.

Issues related to the planning and implementation of training programs, the impact of

reducing employee absenteeism by improving job satisfaction, improving quality of service

with creativity in delivering materials, reducing accidents through training, improving fit with

changing operating procedure standards, sharing specific standards with employees, reducing

employee turnover by considering their capabilities in training courses has significant

differences in assessment. It can therefore be said that human resource management has an

impact on the performance of workers in planning and implementing human resource

development training programs.

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Conclusion

In conclusion, this journal article by Reza Alami has studied how to improve the

effectiveness of educational performance among staff through efficient human resource

management. The results of this work have provided many lessons to help the human

resource department develop new strategies and plans to safeguard the welfare of workers.

However, this journal article is limited to claims made against the human resources

department without stating any theory to support the needs of the workers. One of the

theories that should be stated is Maslow's Theory of Need for the reader to understand in

more detail what an employee needs. Therefore, I suggest that an organization should re-

evaluate the effectiveness of communicating information and safeguarding employee rights

as employees are an important asset in the organization. In this regard, the human resources

department must play an important role in providing the needs of the workers so that they can

be motivated to pursue excellent service.

7
References

Barnett, S.W. (1995). Long-term effects of early childhood programs on cognitive and school

outcomes. The Future of Children. 5(3). 25-50.

Hanushek, E.A. (1997). Assessing the effects of school resources on student performance: An

update. Educational Evaluation and Policy Analysis. 19. 141-164.

Karsten, S. (2006). Policies for disadvantaged children under scrutiny: The Dutch policy

compared policies in France, England, Flanders and the USA. Comparative Education.

42(2). 261–282.

Kavanagh, M. J., Gueutal, H. G., &Tannenbaum, S. I. (1990). Human resource information

systems: Development and application. Boston, Massachusetts: PWS-KENT Publishing

Company.

Lawler, E. E., &Mohrman, S. A. (2003). HR as a strategic partner: What does it take to

make it happen? Human Resource Planning. 26(3). 15-29.

Orlikowski, W. J., & Barley, S. R. (2001). Technology and institutions: What can research

on information technology and research on organizations learn from each other?. MIS

Quarterly. 25(2). 145-165.