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MGT340 Human Resource Management UITM Assignment Answers Malaysia

The MGT340 Human Resource Management course is designed to give students the opportunity to learn how to manage human resources in a variety of organizations. The course covers topics such as recruitment, selection, training and development, performance management, and employee relations. The course also includes a case study component, which gives students the chance to apply what they have learned in a real-world setting. By the end of the course, students should have a good understanding of how to effectively manage human resources in an organization.

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Assignment Activity 1: Describe the foundation of Human Resource Management and Industrial Relations.

Human resource management (HRM) is the process of managing people in organizations. It includes the functions of recruiting, selecting, training and developing employees. HRM also deals with the issues of employee relations, such as job satisfaction, motivation, and work-life balance.

Industrial relations (IR) refers to the relationship between employees and employers. It includes the negotiation of wages, working hours, and other conditions of employment. IR also covers the resolution of disputes between employees and employers.

The foundation of Human Resource Management and Industrial Relations is built upon a strong understanding of the key concepts, principles, and theories that underlie employee relations in modern workplaces.

At the most basic level, this involves an understanding of the legal and regulatory framework within which organizations operate. This includes things like employment laws, labor laws, and discrimination regulations. It also requires a solid grasp of traditional fields like organizational behavior, leadership and motivation theory, conflict management, and industrial sociology. In addition to these foundational concepts, a successful Human Resource Manager must be able to effectively communicate with all members of an organization – from executives to frontline employees – and build meaningful relationships through effective listening, feedback, coaching skills, mediation techniques, strategic planning abilities, and so on.

Ultimately, the goal of Human Resource Management is to ensure that workers are treated fairly at all levels as well as help organizations deliver on their objectives in line with best practices in people management.

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Assignment Activity 2: Discuss current issues of Human Resource Management and Industrial Relations practices in Malaysia.

There are a number of current issues facing Human Resource Management and Industrial Relations practices in Malaysia.

One of the most pressing issues is the lack of skilled workers in certain sectors, such as manufacturing and engineering. This has led to a rise in the cost of labor, as companies are forced to pay higher wages to attract and retain workers. Additionally, there is a growing trend of employees leaving their jobs after only a few years, which has created a shortage of experienced workers in many industries.

Another issue facing HRM and IR in Malaysia is the high rate of employee turnover. This is often due to poor working conditions, low wages, and a lack of job satisfaction. Additionally, many employees are not given the opportunity to develop their skills and knowledge, which can lead to a feeling of stagnation in their careers.

One more issue that is affecting HRM and IR in Malaysia is the rising cost of living. This has led to an increase in the number of employees who are working more than one job, as they try to make ends meet. This can lead to fatigue and a lack of motivation, which can impact productivity levels. Additionally, it can also create feelings of resentment and frustration amongst employees, which can lead to conflict.

Another issue that is impacting HRM and IR in Malaysia is the increasing use of technology. This has led to a decline in the need for certain manual jobs, as well as a decrease in the amount of face-to-face interaction between employees and employers. This can create a feeling of isolation amongst employees, as well as a sense that they are not valued by their company.

Finally, there is a lack of communication and trust between employees and employers, which can lead to conflict and tension in the workplace.

All of these issues are having a negative impact on the productivity and profitability of businesses in Malaysia. In order to address these issues, it is essential that companies invest in their Human Resource Management and Industrial Relations practices. This includes things like developing effective communication channels, providing training and development opportunities, improving working conditions, and so on. By taking action to address these issues, businesses will be able to improve their bottom line and create a more positive work environment for their employees.

Assignment Activity 3: Demonstrate Human Resource Management and Industrial Relations knowledge.

As the name suggests, human resource management (HRM) is concerned with the people and processes within an organization. Traditionally, HRM has focused on issues such as recruitment, professional development, and compensation. However, in recent years there has been a shift towards developing a broader HRM strategy that takes into account factors such as employee engagement and organizational culture. While individual HR professionals can hold different opinions about how specific HR functions should be carried out, it is critical for them to have a strong understanding of how these factors work together to support overall business objectives.

At the same time, businesses also need to understand the role of industrial relations in effective human resource management. Industrial relations is essentially the relationship between employers and employees at all levels of the organization. This includes interactions between managers, workers, unions, etc., as well as outside groups such as government agencies or activist organizations. By understanding how these dynamics work together, businesses can ensure that their human resources practices are aligned with their current strategic goals and future plans for growth. Overall, successful HRM requires both specialized knowledge and an understanding of industrial relations principles and practices.

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