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HUMAN RESOURCE

DEVELOPMENT (HRD)

IN EDUCATION

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SGDU 5063

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Definitions of

Human Resource Development

(HRD)

1.The framework for helping employees develop

their personal and organizing attitudes, skills,knowledge, and abilities. HRD includes suchopportunities as employee training, careerdevelopment, performance management,succession planning, etc. The keywords are:human & organization learning, expertise,behavior, performance, change, training, etc).

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HRD definition ..

2. An organized learning activities arrangedwithin an organization in order to improveperformance and/or personal growth for

the purpose of improving the job, theindividual, and/or the organization. HRDincludes the areas of training &

development, and organizationdevelopment.

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HRDdefinition ..

3. The integrated use of training & development,career development, and organizationaldevelopment to improve individual

effectiveness.

- HRD involves organization wide training,learning and development efforts with thepotentials to introduce large scale change toan organization, mainly in the way of humanperformance improvements.

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Historical Development of HRM

The Industrial Revolution in England and Europe in 18 th

Century (power-driven machines for industries)- Agriculturewheat, barley, oats

- Technological changesmachineries, electrical power

- Transportations - railroads, steam engines

Social patterns- The growth of population (people lived in cities); skilledpeople (engineers, workers, machinists).

- migration of people (demographic & economic factors)

HRM became more interesting in manufacturingindustries/factories/mills (human capacity utilization)

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Definition:

HRM is concerned with the effective utilization

of human resource of an organization. It is

conducted by all managers: principals/senior

managers at the strategic level, personnel

specialists in an advisory and auditing role, and

line managers at an operational level. HRM ....formerly known as

Personnel Department

The Concept of Human

Resource Management (HRM)

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HRM is a process of acquiring, training, appraising,and compensating employees, and attending totheir employment relations, health, and safetyissues. These include:

Conducting job analysis

Planning manpower needs

Recruiting and selecting candidates

Managing waste salaries Providing incentives and benefits

Appraising performance

Communicating (interviewing, counseling,disciplining)

Training and developing employees Building employee commitment

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The Framework of HRM

unctions

of HRM

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Safety &

Health

Management

Rewards,Benefits &

Appraisals

Union and

labour

Relations

HRD

HR

Planning

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Why is HRM important to all managers,

lets see the personal mistakes:

Hire the wrong person for the job. Have high turnover problem.

Find your people not doing their best.

Waste time with useless interviews.

Have your company taken to court because ofdiscriminatory actions.

Have your companies sued for unsafe practices.

Have some employees think their salaries areunfair when compared with others in the company.

Allow a lack of training to undermine yourdepartments effectiveness.

Commit any unfair employment practices.

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Basic Activities that all managers

perform:

PLANset up goals and standards, developrules, procedures, and plan.

ORGANISEGive each subordinate a specifictask, set up departments, delegate authority tosubordinates, set up channels of

communication, and coordinate the work ofsubordinates.

LEADGet others to do the job, maintainmorale, and motivate subordinates.

CONTROLSet standards such as quotas,quality, or production levels; check how actualperformance compares with these standards;take corrective action as needed.

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Purposes

To focus in specific areas/ relevant fields for theoptimization of human skills & expertise nation wide

To integrate a standard communication system and

exchange of ideas between members through &publications (journals, magazines)

1. Society for Human Resource management

(SHRM) in USA (1948)

2. American Society for Training & development(ASTD) in USA 1(944)

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Professional Bodies of HRM

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The Fifth Amendment to the US Constitutions states:

No person shall be deprived of life, liberty, or property,without due process of the law.

Equal Employment Opportunity Commission(EEOC), USA

Consists of 5 members appointed by the US President.The EEOC receives and investigate job discrimination

complaints from individual persons. The EEOC may filediscrimination charges on behalf of the individualpersons or the persons may file the charges themselves.

EQUAL EMPLOYMENT OPPORTUNITY:

LEGAL ASPECTS OF HUMAN RESOURCE

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THE ACTS:

Civil Rights Acts 1964

An employer cannot discriminate based on race, color,religion, sex, or nation origin.

Equal Pay Act (1972)

It is unlawful to discriminate in pay on the basis of sex,

when jobs involve equal work, require equivalent skills,effort, and responsibility, and are performed under

similar working conditions.

Age Discrimination in Employment Act (1967)

It is unlawful to discriminate against employees orapplicants for employment who are between 40 and 65

years of age (In Malaysia the retirement age varies).

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Vocational Rehabilitation Act (1973)

The Act requires the employers with federalgovernment contracts to take affirmative actionfor disabled persons.

Pregnancy Discrimination Act (1978)

This Act prohibits sex discrimination based onpregnancy, childbirth, or related medicalconditions in hiring, promotion, suspension, ordischarge, or any term or conditions of

employment.

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Sexual Harassment

a). The EEOC guidelines define sexual harassment

as unwelcomesexual advances, requests for sexualfavors, and other verbal or physical conduct of asexual nature that takes place under some conditions:

Submission of conduct is made either explicitly orimplicitly a term or condition of an individuals

employment.

Such conduct has the purpose or effect ofunreasonably interfering with a persons work

performance or creating an intimidating, hostile oroffensive environment.

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ANTI-DISCRIMINATION LAWS INASIA-PACIFIC

Countries in Asia-Pacific are providingwomenwith more employmentopportunities. Many of them introducedanti-discrimination laws that make itunlawful to treat a person unfairlybecause of certain attributes (Tan andTorrington, 2004:125).

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Australia

Human Rights and Equal Oppor tun i ty Comm ission

Racial Discrimination Act 1975

Sex Discrimination Act 1984

Disability Discrimination Act 1992 Equal Opportunity for Women 1986

Racial Hatred Act 1995

Workplace Relations Act 1996

(Mylett and Zanko, 2002: 62-63).

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Hong Kong

Equal Opportunities Commission

Sex Discrimination Ordinance 1996

Disability Discrimination Ordinance 1996

Family Status Discrimination Ordinance 1997

IndonesiaNo anti-discrimination laws for women. However, femaleemployees have special rights, such as two days off duringmenstruation and three months off for pregnancy. Any suchtime off must be paid at the normal wage rate. Under the

employment law, pregnant employees cannot be dismissed(Prijadi and Rachmawati, 2002: 278 -279).

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Japan

The Equal Employment Opportunity Law(EEOL)provides equality in opportunities concerning

recruitment, payment, promotion, and training betweenmale and female workers. The law provides equality inopportunities concerning recruitment, payment,promotion, and training between the male and femaleworkers (Hosogaya, 2002: 317320).

Singapore

Code of Responsible Employment Practicespromotesresponsible employment practices regardless of race,religion, gender, marital status, disability, or factors that

are not relevant to the job. The code encourages self-regulation on the part of the employees in recruitment,selection, appraisal, job upgrading, posting & training, aswell as the terms of employment.

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South Korea

Labor Stand Actprohibits employers fromdiscrimination against workers by gender, nationality,

religion, and social status (Ko, 2002: 397)

Employment Equality Actensures equal opportunityand equal treatment of men and women inemployment.

Employment Promotion Act for Handicappedit isrecommended that employers with over 300 workershave a minimum of 2% of handicapped workers.Those who hire less than the recommended rate have

to pay a levy (Ko, 2002:388-389).

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Protection against Sexual Harassment

MALAYSIA - Code of Practice for Prevention and

Handling of Sexual Harassment at the Workplace(1999).

The Ministry of Human Resource has a special division to

handle. It has also encouraged trade unions to include

sexual harassment clauses in their collective bargaining.

THAILANDLabor Protection Law.Women may sue

employees or colleague for passing remarks of a sexual

nature to women at workplace. Sexual harassment isbroadly defined and includes any verbal, mental, or

physical abuse (Tan and Torrington, 2004: 126)

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Global Human Resource Management

Trends in Human Resource Changing Role

The responsibility of a HR become broader andmore strategic since the companies began to

have personnel department. Today, theglobalization of the world economy and severalother trends are triggering changes in howcompanies organize, manage, and use theirpersonnel or HR department.

Some of the following trends are:

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Technological AdvancesThe internet and ICThave enable companies to become morecompetitive in global marketplace. Many companies

have outsourced their activities to other countrieswhere costs are lower (Business Times, 11 October2004). Some examples are Acer, Haier, Honda,Hyundai, Samsung, Sony).

The Nature of WorkThe shift frommanufacturing jobs to service jobs. There is also ashift to use non-traditional workers. The managersnow depend on the human capital. That term

refers to knowledge and skills workers.

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Workforce DemographicsThe workforce is

becoming more diverse. There are more

women, minoritygroup members, and older

workers in the workforce today. Diversityincludes differences such as race, nationality,

gender, age, and cultural value.

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DiscussionHistorical Development of HRM

Definitions & Concept:

HRM is concerned with the effective utilization

of human resource of an organization .

The importance of HRM to organizations

Equal Employment Opportunity Equal

Employment Opportunity / Legal aspects ofhuman resource

Trends of HRM in globalization

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hank you

for your ttention