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RESTRICTED DPB6013 Human Resource Management

1/14 RESTRICTED Version: 090514_1.1_Effective:Dec 2016

POLYTECHNICS MINIST RY OF EDUCAT ION MALAYS IA

DEPARTMENT OF COMMERCE

COURSE : DPB6013 HUMAN RESOURCE MANAGEMENT

CREDIT(S) : 3

PRE REQUISITE(S) : NONE

SYNOPSIS

HUMAN RESOURCE MANAGEMENT covers principles and approaches applicable

to the human resource management in an organization. It also offers students an

understanding about activities of human resource management department. Through

this course, students also have the opportunity to have an overview of Malaysia

industrial relations practices and procedures.

COURSE LEARNING OUTCOMES (CLO)

Upon completion of this course, students should be able to:

1. describe correctly principles and approaches applicable to human resource

management in an organization. (C2,PLO1)

2. illustrate properly the procedures and processes in managing human

resource.(C4,PLO1)

3. demonstrate the skills in solving human resource management issues in

achieving organizational goals.(A3,PLO4)

SALINAN TERKAWAL

PUO/KURIKULUM/JP/DPM/DPB6013/1.1/EFF.DEC 2016/(03)



SUMMARY (LECTURE : TUTORIAL)

1.0

SST

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

RTA

(06 : 02)

Definition and importance of human resource management, basis of comparison between human resource management and

personnel management, role and structure the Malaysian Ministry of Human Resource, functions of human resource management and factors affecting human resource management activities.

2.0 JOB ANALYSIS (03 : 01)

Definition and purpose of job analysis, methods used to collect data in conducting job analysis, documentation of information

derived from job analysis and Apply the information obtained

from the job analysis in human resource management functions.

3.0 HUMAN RESOURCE STRATEGIC PLANNING (06 : 02)

Definition and importance of human resource planning, activities

involved in human resource planning process, definition and

importance of HRIS to the organization, information should be included in HRIS and functions of HRIS.

4.0 RECRUITMENT AND SELECTION (06 : 02)

Definition and recruitment process, advantages and

disadvantages of internal and external recruitment, definition and

selection process.

5.0 HUMAN RESOURCE DEVELOPMENT (06 : 02)

Definition, purpose and forms of orientation, training and development to the organization,

importance of training needs

analysis, training approach, methods and HRDF.

6.0 PERFORMANCE APPRAISAL

(06 : 02)

Definition, purpose, sources and methods of performance

appraisal,360-Degree feedback evaluation method and common

7.0

errors made during performance appraisal.

COMPENSATION MANAGEMENT

(06 : 02)

Definition and components of compensation, Malaysian

legislations related to compensation, Malaysian minimum wages, statutory benefits, non-statutory benefits, financial rewards and

non-financial rewards.



8.0 INDUSTRIAL RELATION (06:02)

Definition, relevantacts with regards to industrial relation, roles

the Ministry of Human Resources in industrial relations, definition

and types of trade union, employee’s right to form and join trade union, persons who are prohibited from being members of trade

union, reasons why workers join trade union, collective

bargaining process, industrial action and industrial dispute.

DEPENDENT LEARNING COURSEWORK ASSESSMENT (04)

RTA – Recommended Time Allocation

SST – Suggested Sequence of Topics



SYLLABUS

1.0 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

1.1 Explain the background of human resource management 1.1.1 Define human resource management 1.1.2 Identify the importance of human resource management 1.1.3 Describe the basis of comparison between human resource

management and personnel management a. Definition b. Approach c. Treatment of manpower d. Types of function e. Basis of pay

1.1.4 Recognize the role and structure the Malaysian Ministry of Human

Resource

1.2 Explain the functions of human resource management 1.2.1 Identify the functions of human resource management

a. Human resource planning b. Recruitment and selection c. Training and development d. Performance appraisal e. Compensation management f. Industrial relation

1.3 Determine environmental factors affecting human resource management

1.3.1 Describe factors affecting human resource management activities a. Internal factors

b. External factors

2.0 JOB ANALYSIS

2.1 Interpret the concept of job analysis

2.1.1 Define the concept of job analysis 2.1.2 Explain the purpose of job analysis 2.1.3 Demonstrate the methods used to collect data in conducting job

analysis a. Interviews b. Surveys c. Observation d. Journals and records

2.1.4 Illustrate the documentation of information derived from job analysis a. Job description b. Job specification

2.1.5 Apply the information obtained from the job analysis in human

resource management functions



3.0 HUMAN RESOURCE STRATEGIC PLANNING

3.1 Analyze human resource strategic planning 3.1.1 Define human resource strategic planning 3.1.2 Summarize the importance of human resource planning 3.1.3 Illustrate the activities involved in human resource planning

process a. Forecasting human resource requirements b. Forecasting human resource availability c. Comparing requirements and availability d. Develop and implement human resource strategies e. Evaluation the implementation of strategies

3.2 Explain Human Resource Information System (HRIS)

3.2.1 Define human resource information system 3.2.2 Identify the importance of HRIS to the organization 3.2.3 Determine the information should be included in HRIS 3.2.4 Generalize the functions of HRIS

4.0 RECRUITMENT AND SELECTION

4.1 Explain the recruitment process in organization

4.1.1 Define recruitment in organization 4.1.2 Illustrate the basic process of recruitment

a. Requirement from human resource planning and managers’ requisition

b. Evaluate alternatives to recruitment c. Determine sources and methods of recruitment

i. Internal recruitment ii. External recruitment

d. Recruited individual

4.1.3 Identify advantages and disadvantages of internal and external recruitment

4.2 Interpret selection process in organization

4.2.1 Define selection in organization 4.2.2 Illustrate the basic process of selection

a. Preliminary screening b. Review of application form and resumes c. Selection test

i. Cognitive aptitude test ii. Physical abilities test iii. Work sample test iv. Personality test

d. Employment interview i. Types of interview ii. Methods of interview iii. Job interview process

e. Background and reference check f. Selection decision or supervisory approval g. Medical examination

h. Employed individual



4.2.3 Apply the most appropriate selection process based on situational needs

5.0 HUMAN RESOURCE DEVELOPMENT

5.1 Analyze the concept of employee orientation 5.1.1 Define employee orientation 5.1.2 Describe the purpose of employee orientation 5.1.3 Classify forms of employee orientation and its information

a. Formal orientation i. Organizational level ii. Departmental or unit level

b. Informal orientation

5.2 Explain the concept of training and development

5.2.1 Distinguish training, education and development of employee 5.2.2 Identify the importance of training and development to the

organization 5.2.3 Illustrate training needs analysis

a. Organizational analysis b. Individual analysis

c. Task analysis

5.3 Distinguish training approach and its common methods 5.3.1 Demonstrate training approach and its common methods

a. Off The Job Training i. Lectures and conferences ii. Instructor-led iii. Simulation exercise iv. Vestibule training

b. On The Job Training i. Coaching ii. Mentoring iii. Job rotation

iv. Apprenticeship

6.0 PERFORMANCE APPRAISAL

6.1 Explain the performance appraisal for employee 6.1.1 Define performance appraisal for employee 6.1.2 Identify the purpose of performance appraisal

a. Strategic purpose b. Administrative purpose c. Developmental purpose

6.1.3 Choose sources of performance appraisal a. Immediate supervisors b. Peers and team members c. Subordinates d. Self-evaluation

e. Customer appraisal



6.2 Determine methods of performance appraisal 6.2.1 Demonstrate common methods of performance appraisal

a. Ranking b. Forced Distribution c. Graphic Rating Scale d. Critical Incidents Methods e. Behavioural Anchored Rating Scale (BARS)

6.2.2 Demonstrate 360-Degree feedback evaluation method

6.3 Summarize errors in performance appraisal

6.3.1 Demonstrate common errors made during performance appraisal a. Recency Effect b. Central, leniency and strictness tendency c. Prejudice and stereotyping d. Halo and horns effects

7.0 COMPENSATION MANAGEMENT

7.1 Explain the concept of compensation for employee 7.1.1 Define the concept of compensation for employee 7.1.2 Classify components of compensation

a. Financial compensation i. Direct financial compensation ii. Indirect financial compensation

b. Non-financial compensation 7.1.3 Identify Malaysian legislations related to compensation

a. Employment Act 1955 b. The Sabah Labor Ordinance c. The Sarawak Labor Ordinance d. Workmen’s Compensation Act 1952

7.1.4 Describe Malaysian minimum wages concept

7.2 Determine benefits provided to employee 7.2.1 Interpret statutory benefits

a. Employee Provident Fund b. Employee Social Security c. Maternity protection d. Gazetted paid leaves

i. Annual leave ii. Sick leave iii. Public holiday iv. Rest day

7.2.2 Interpret common non-statutory benefits a. Time-off payments b. Health care c. Insurance d. Financial services e. Subsidies and services f. Allowances



7.3 Differentiate rewards in compensation 7.3.1 Define rewards in compensation 7.3.2 Describe common financial rewards

a. Salary increment b. Bonus and profit sharing c. Shares

7.3.3 Describe common non-financial rewards a. Performance awards b. Letters of appreciation c. Sponsorship to seminars, conference and overseas tours

d. Rewards for long service

8.0 INDUSTRIAL RELATION

8.1 Explain the concept of industrial relation in Malaysia 8.1.1 Define the concept of industrial relation and tripartite system 8.1.2 Identify the relevant acts with regards to industrial relation

a. The Industrial Relation Act 1967 b. Trade Union Act 1959 c. Employment Act 1955

8.1.3 Identify the roles the Ministry of Human Resources in industrial

relations

8.2 Explain the establishment of trade union in organization 8.2.1 Define trade union in organization 8.2.2 Describe types of trade union

a. In-house trade union b. Public sector trade union c. Employers trade union

8.2.3 Interpret the persons who are prohibited from becoming a

members of trade union a. Section 26, 27 and 27(a) of Trade Union Act 1959

8.2.4 Identify the reasons why workers join trade union

8.3 Analyze the concept of collective bargaining in organization

8.3.1 Define the concept of collective bargaining in organization 8.3.2 Illustrate collective bargaining process

a. Set bargaining issues b. Preparing for negotiation c. Negotiating the issues d. Overcome the impasse/breakdowns e. Reaching the agreement f. Ratifying the agreement g. Administration of the agreement

8.4 Differentiate industrial action in organization

8.4.1 Define industrial action in organization 8.4.2 Demonstrate methods of industrial action

a. Picket b. Strikes c. Lock-out



8.5 Solve industrial dispute in organization 8.5.1 Define industrial dispute in organization 8.5.2 Demonstrate procedure in solving industrial dispute

a. Direct negotiation b. Conciliation c. Mediation

d. Arbitration



REFERENCES

Main:

R. Wayne Mondy, Judy Bandy Mondy (2015).Human Resource Management 14th

Edition. USA: Pearson. (ISBN13: 978-0-13-255300-1)

Additional:

David A. D. & Stephen P. R. (2011). Human Resource Management 10th. John Wiley

& Sons (Asia) Pte Ltd. (ISBN: 978-0-47-050585-4)

Dessler, Gary (2012). Human Resource Management. 13th Edition. Pearson

Singapore: Prentice Hall. (ISBN13: 978-0-13-266821-7)

Georg W. Bohlander, Scott A. Snell (2013).Principle of Human Resource

Management. 16th Edition. USA: South Western.

(ISBN13: 978-1-11-182462-4)

Maimunah Aminuddin (2014). Human Resource Management, Principles and Practices3rdEdition. USA: Oxford. (ISBN13: 978-9-83-4703615-7)

Raymond A Noe, John R. Hollenback, Barry Gerhart, Patrick M. Wright (2012). Human Resource Management 8th Edition. USA : McGraw-Hill. (ISBN13: 978-0-07-802925-7)

Robert L. Mathis, John H. Jackson (2010).Human Resource Management 13th

Edition. USA: Thomson South-Western. (ISBN13: 978-0-31-402529-6)


MATRIX OF COURSE LEARNING OUTCOMES (CLO) VS PROGRAMME LEARNING OUTCOMES (PLO)

Course Learning Outcome (CLO)

Compliance to PLO

Recommended

Delivery Methods

Assessment PLO1 PLO2 PLO3 PLO4 PLO5 PLO6 PLO7 PLO8 PLO9

LD1 LD2 LD3 LD4 LD5 LD6 LD7 LD8 LD9

1. Describe correctly principles and

approaches applicable to the human

resource management in an organization. (C2, PLO1)

√ Interactive Lecture

DiscussionBrainstor ming Question and

answer

Quiz Case Study

C2

2. Illustrate properly the procedures and

processes in managing human resource. (C4, PLO1)


Discussion

Brainstorming

Question and

answer Field Work

Seminar

Test Case Study

C4

3. Demonstrate the skills in solving human

resource management issues in achieving

organizational goals. (A3, PLO4)


Discussion

Brainstorming

Question and

answer Field Work

Presentation

A3

Remark:

LD 1 Knowledge LD 2 Practical Skills LD 3 Communication Skills

LD 4 Critical Thinking and Problem Solving Skills

LD 5 Social Skills and Responsibilities

LD 6 Continuous Learning and Information Management Skills

LD 7 Management and Entrepreneurial Skills

LD 8 Professionalism, Ethics and Moral LD 9 Leadership and Teamwork Skills

Version: 090514_1.1_Effective:Dec 2016 11/14 RESTRICTED


RESTRICTED Version: 090514_1.1_Effective:Dec 2016 12/14

ASSESSMENT

The course assessment is carried out in two sections:

i. Coursework Assessment (CA) - 50% Coursework assessments that measures knowledge, practical skills and generic skills are carried out in the form of continuous

assessment. Coursework assessments total score comprises the knowledge and practical marks ONLY. It does not include the mark of

generic skills.

ii. Final Examination Assessment (FE) - 50%

Final examination is carried out at the end of the semester.

ASSESSMENT SPECIFICATION TABLE (AST)

COURSE LEARNING OUTCOMES (CLO)

TOPICS ASSESSMENT METHODS FOR COURSEWORK (CA)

1

2

3

4

5

6

7

8

Test

Quiz

Case Study

Presentation

*(1) 20% *(2) 10% *(2) 20% *(1)

1 Describe correctly principles and approaches

applicable to the human resource management in an

organization (C2, PLO1)

√

√

√

2 Illustrate properly the procedures and processes in

managing human resource. (C4, PLO1)

√

√

3 Demonstrate the skills in solving human resource

management issues in achieving organizational goals. (A3, PLO4)

**√



Remark:

Topic 1 : Introduction to Human Resource Management √ Refers to the CLO to be assessed through the indicated assessment task. Topic 2 : Job Analysis *(

#) # refers to the quantity of assessment.

Topic 3

Topic 4

: Human Resource Strategic Planning

: Recruitment and Selection

Indicates the topic(s) to be covered under the assigned/identified assessment tasks. For

merged topics, lecturers have the options of choosing the preferred topic (s).

Topic 5 : Human Resource Development ** The generic skills are to be assessed separately. The total score for generic skills is 100%.

However, it is NOT PART of the coursework assessment mark. Topic 6 : Performance Appraisal Topic 7 : Compensation Management

Topic 8 : Industrial Relation



DISTRIBUTION OF STUDENT LEARNING TIME

ACCORDING TO COURSE LEARNING - TEACHING ACTIVITY

No. Learning and Teaching Activity SLT

DEPENDENTLEARNING 1.0 Del ivery Method

45 1.1 Lecture

1.2 Practical 0

1.3 Tutorial 15 2.0

2.1

Coursew ork Assessme nt

Lecture-hour-assessment - Test - Quiz

(CA)

[1] [2]

4

INDEPENDENTLEARNING

3.0 Coursew ork Assessme nt - Case Study

(CA) [2]

6

4.0

4.1

4.2

4.3

4.4

P re paration and Review

Lecture - Preparation before theory class e.g.: download lesson notes.

- Review after theory class e.g.: additional references, discussion group, discussion

Practical - Preparation before practical class/fieldwork/survey e.g.: review notes,

checklist/lab sheets and/or tools and equipment. - Post practical activity e.g.: lab report, additional references and discussion

session. - Preparation before studio work presentation/critique.

Tutorial - Preparation for tutorial [ ]

Assessment - Preparation for Test [1] - Preparation for Quiz [2] - Preparation for Case Study [2] - Preparation for Presentation [1] - Preparation for Final Examination

30

0

10

8

FINAL EXAMINATION 2 Total 120

Credit=SLT/ 40 3

Remark:

1.Suggestedtimefor

Quiz:10-15minutes Test(Theory):30-60minutes

2.40hoursisequivalent to1credit

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