MGT340 Human Resource Management Assignment Answer Malaysia
MGT340 Human Resource Management is a fascinating course that covers the essential aspects of HR management. The course provides an overview of the field, including staffing, selection, training and development, performance management, compensation and benefits, and health and safety. It also examines the legal and ethical issues involved in HR management.
This course is ideal for those who want to pursue a career in human resources or for those who want to gain a better understanding of how human resources work within an organization. It’s also a great course for business owners who want to learn more about how to effectively manage their staff.
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Take a look at the Assignment Answer of the MGT340 Human Resource Management Course
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We discussed a few activities for you. The following are some of them:
Assignment Activity 1: Describe The Foundation Of Human Resource Management And Industrial Relations.
Human resource management and industrial relations go hand-in-hand. They both concern themselves with the staffing, welfare, and regulation of employees within an organization. But while human resource management is focused on maximizing employee productivity, industrial relations is focused on maintaining employee satisfaction and minimizing work conflict.
The foundation of human resource management is built upon the principles of engagement, development, and retention. By engaging employees in their work, providing them with opportunities for growth and development, and retaining them within the organization, companies can ensure that they have a highly skilled workforce that is committed to the organization’s success.
Industrial relations, on the other hand, are built upon the principle of collective bargaining. This refers to the negotiation between employers and employees (or their representatives) over the terms and conditions of employment. Collective bargaining typically covers issues such as wages, hours, working conditions, and job security.
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Assignment Activity 2: Discuss Current Issues Of Human Resource Management And Industrial Relations Practices In Malaysia.
The current issues of human resource management and industrial relations in Malaysia are mainly related to the high level of employee turnover, the low level of productivity, and the lack of employee engagement.
The high level of employee turnover is a major concern for companies in Malaysia. In 2015, the attrition rate was 17.2%, which is higher than the regional average of 15.6%. This means that companies in Malaysia are losing a significant number of employees each year. turnover rates tend to be highest in industries such as retail, hospitality, and healthcare. The main reasons for employees leaving their jobs are lack of career development opportunities, low salaries, and poor working conditions.
To combat the high level of employee turnover, companies need to focus on retention strategies. This includes offering competitive salaries, providing opportunities for career development, and improving working conditions.
The low level of productivity is another major issue facing companies in Malaysia. In 2015, the country’s productivity growth was only 1.3%, which is far below the regional average of 3.5%. This low level of productivity is a major drag on the country’s economy and it is one of the main reasons why Malaysia has not been able to catch up with other Asian countries such as Singapore, Hong Kong, and South Korea.
To improve productivity, companies need to invest in employee training and development, implement better work practices, and provide incentives for employees to increase their output.
Assignment Activity 3: Demonstrate Human Resource Management And Industrial Relations Knowledge.
To effectively manage human resources, it is important to have a thorough understanding of both human resource management (HRM) and industrial relations. HRM is the process of managing people in an organization, while industrial relations refer to the relationship between employers and employees.
The key functions of HRM include planning, organizing, directing, and controlling the workforce. This includes activities such as recruiting and selecting employees, training and development, performance management, wage and salary administration, and employee benefits. To effectively carry out these functions, it is important to have a good understanding of both industrial relations and labor law.
Industrial relations encompass a variety of issues such as collective bargaining, unionization efforts, strikes, and lockouts, while labor law covers topics such as minimum wage, overtime pay, and workplace safety.
Comprehensive knowledge of both HRM and industrial relations is essential for any manager who wants to be successful in today’s business environment. With the right skills and knowledge, managers can effectively navigate the complex world of employment and labor relations.
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