HUMAN RESOURCE MANAGEMENT PB2103

BUSINESS
SCHOOL

MAY / 2015

BBPB2103 HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT ROLES AND THE CHALLENGES

IDENTITY NO.

: xxxx

TELEPHONE NO.

: 013-30xxxx

E-MAIL
LEARNING CENTRE

: xxxx@yahoo.com
: Shah Alam Learning Centre

CONTENT

Introduction to selected organization

PAGES

2
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Descriptions the roles of human resource management

Analysis of the challenges faced by human resource management

Recommendations on how HRM can better manage globalization,

changes and human resource development

Summary

Reference

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1.0 Introduction
MetroJaya is a company that providing equipment, software and services to enable
transformation through mobility. Their leadership in technology and services has been a
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driving force behind the expansion and improvement of connectivity worldwide. They
also include products for the enterprise, cable, mobile platform, and power module
markets in their scope business. Apart from doing mobile networks, MetroJaya is a
strong player in core networks, microwave transport, Internet Protocol (IP) networks and
fixed-access solutions for copper and fiber. In addition, this company keeps those
networks running at optimal efficiency with their portfolio of operations support systems
(OSS). Overall MetroJaya is the worlds biggest supplier of mobile networks, chosen by
around half of the worlds operators with commercial mobile broadband networks.
Through mobility believes, society can be transformed for the better new innovations
and these exciting changes represent the realization their vision. As for the mission of
the company is to keep everyone in empowered to become a better and more
sustainable when all people are connected. MetroJaya has long envisioned the arrival
of a networked society; one in which connectivity brings people closer together than
ever before, where collaboration is part of everyday life, and where every person and
every industry is empowered to reach their full potential. Mobility is fueling this change,
and with more than 40 percent of the worlds data flowing through networks that they
manage, have a unique opportunity to lead the transformation. MetroJaya want to make
transformation as a goal in the way people will work, the way people share the
information and the way they do their business.

With over 110,000 plus employees, is the most valuable asset that the company owned,
and the diversity they represent is one of their strengths greatest. MetroJayas team
strength consist from the ideas, abilities and the unique point of view next make a
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tremendous contribution. This firm encourages their worker to work with a culture of
freedom and autonomy, think big and bring the ideas so the aim is targeted. They want
all people that working in here to take responsibility for their own performance, ensure
that everyone in an environment where everybody can do their best, and dare to do
more for the company.

2.0 Descriptions the roles of human resource management

In an organization, human resource management responsible to ensure that the
company take the right balance of employees terms side of skills, experience, and the
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training and develop the opportunity for workers in order to intensify their performance
thus achieving the companys goals. It is that part of management which is concerned
with the people at work and with their relationship within a firm. The objectives from
human resources management is to give effective utilization, desirable working
relationships among all fellows of the organization thus to maximize individual
development. Human resources (HR) officers are involved in many activities that
needed in organizations, in any capacity, size and type of business. HR roles include
planning, coordinating, facilitating, staffing and auditing.
Planning
The human resource management functions for the organization team in strategy way
on how to manage their worker-to-be as a business resource towards the company
visions. This includes on manage the recruiting and hires the employee, coordinating all
benefits for the employees, and suggesting training and development strategies for the
employees. Straightly speaking, HR professionals is actually a consultants, they are not
a regular employee to perform a task in a company, and they were advise managers on
many issues as well as keep the welfare case workers furthermore helping to ensure
companies achieve the target. This planning is used in targeting organizational goals.
The number and type of employees needed to accomplish organizational goals are
determined. Managers need to know how many staff they will need in order to achieve
the organizational goals. They need to identify where the staff will be needed, how many
and at what times. This is defining hospitality sectors. Managers also need to be able to
identify the level of skills required. Human resource planning is also devising the step
necessary to meet those needs. Example planning is when MetroJaya is open new
product line, they have to develop staffing for new installation, after that recruit skilled
worker and next do recruiting and training programs can be feasible successfully.

Coordinating

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According Chung & Megginson (1981), coordination can be defined as process of
motivation, leadership and communicate subordinate to achieve organizational goals.
Sutisna (1989) described coordinating is the process of unifying the donations of
people, materials and other resources, towards the achievement of the purposes
specified. Anonim (2003) defines coordination is a system and process interaction to
create alignment, compatibility and the simplicity of activities between inter and
institutions in society through communication and dialogue between different individuals
using

management

information

systems

and

information

technology. Means,

coordination is a process of integrating, synchronizing and simplifies implementation of

separate task on an ongoing basic to achieve effective and efficient manner.
Coordination unit aims top quality of management. In coordinating function, it develops
the implementation of quality management and a transparent internal communication.
Without coordination, individuals and other parts will not be able to see their role in an
organization. Example of coordinating is when some other full employee in the
company is died; HR management will fully arrange the compensation on behalf of the
company to the respective family.
Facilitating
What is facilitation? Ingrid Bens describes facilitation as a way of providing leadership
without taking the reins. From here, we can see that facilitation is a process where
leadership is done without interfering with the top leadership in an organization.
Logically, facilitation provides the trainers, team builders; meeting leaders, managers,
and communicators use to add content, process, and structure to meet the needs of an
individual, group or team. A facilitator provide facilitation who leads pairs or groups to
obtain knowledge and information, work collaboratively, and achieve their goals. Without
facilitation with the leadership of a skilled facilitator which is person who provides
facilitation services, meetings, team building sessions, and training classes achieve
results not possible. Example for facilitating is like when some other department wants
to do a team building, HR management will organize the budget so it wont burst
companys profit.

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Staffing
Staffing translated as filling and keeping filled or position in the organization. Staffing is
emphases the recruitment and selection of the human resources on an organization.
Human resources planning and recruiting precede the actual selection of people for
positions in an organization. Staffing is the personnel function that attracts qualified
applicants to fill job vacancies. In the selection function, the most qualified applicants
are selected for hiring from among those attracted to the organization by the staffing
function. On selection, human resource functionaries are involved in developing and
administering methods that enable managers to decide which applicants to select and
which to reject for the given jobs. Example for staffing is when certain company needs
to hire new employee, they will done it through HR team to proceed with the procedure
of hiring new staff based on qualification and skill that candidate have.
Auditing
Human resource audit can be defined as a proven due its effectiveness and qualify in
an organization. HR audits can accomplish in every kind of objectives, such as
compliance with laws, helps to maintain or increase a competitive advantage, creating
efficient documentation and efficient technology practice, and identifying the weakness
and strengths in training, communications also other employment practices. There are
types of auditing and each is designed to achieve differ objective such as compliance,
best practices and strategic planning. Audits can also contribute to improve the image
and position of a company. Manager of the department of surgery may be more respect
when there is an audit team to monitor their view. If the comments of manager are acted
on, the department will be seen as being more responsive to their needs. And since it is
service department, these actions may improve its contribution to organization
objectives. Example for auditing is HR team conduct security audit by a surprise visit to
every department unit to see if there is any condition detrimental to workers.
3.0 Analysis of the challenges faced by human resource management
Globalization and its challenge
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Globalization is a process to put the world under the same unit without being restricted
by borders and geography position of a country. Challenges in term of globalization
faced by human resource management are to deal with foreign workers.
Globalization involve them dealing with overseas parties. As for human resource
management in MetroJayas company, example of the challenges of globalization is
they have to arrange foreign workers that are coming from many different countries
such as Philippines, Sweden, Bangladesh and Thailand. The workers from this category
must comply with the regulations and labor laws in Malaysia and human resource
management have to make sure that the arrangement is managed well. Apart of that in
the local front, HR involves dealing with superior, colleagues and foreign staff. This is
requiring HR management on how they faced this to show their capability to handle the
situation.

Managing change and its challenge

(Yusof,2008) defined changes as a process changing situation for the better in terms of
the effectiveness of the working process, positioning the organization and improvement
of product. While stoner (1989), the managing change is the transformation that applies
to the organization, whether planned or not towards organizational structure, services or
product and technology and people. Example of challenges in terms of managing
change faced by human resource management on selected organization is when
they have to face with various kinds of workers. Some of them come to work with only
casually dressed and also not wearing or showing their name tag. Sometimes colleague
get confused whether it is staff of MetroJaya or outsider MetroJaya-in for dealing. Some
other troubles that human resource need to face when there are few times occurrence
false alarms because of the smoke. Most of the mens staff is being lazy to go to the
proper place. So they take the easy way out and this causes problems such as fire
alarm occurred. When this happened, building authorities will issue an announcement
regarding fire and all workers must come down from the level 23 to the lobby using
stairs. This is what HR management needs to find solution and fix it.
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Human resource development and its challenge

Human resource development is an achieving plan in managing and developing the
assets of the workers who individually and collectively give purpose to achieve
organizational goals. HR covers the selection and appointment of employees, develop
their abilities and skills, using their services and pay wages commensurate with their
duties and also the needs of the organization. For example, challenges that need to
face by human resource management in human resource development are to
decide specification of qualification and skills needed by correct person in the certain
job. Most of the employees are fresh graduate and they do not understand or have the
scope in the areas relevant to their task.

4.0 Recommendations on how human resource management can better manage

globalization, changes and human resource development
a) Globalization
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Recommendation for managing globalization is those necessary to ensure that all
foreign workers to be brought into the net in terms of background and the real purpose
of their work. This is to prevent international crimes and to avoid discrediting the
company. They have to understand the various cultural workers and employees in
accordance with the difference that they are formed through management control. This
is to prepare for global competition. The management of human resources should
identify who their competitors are, how the threat and the strength of the competitors
and the result obtained from the competition through the workers such as through
aggressive promotion, advertising and make MOU with training institutions in the
country and abroad.

b) Managing changes
In term of managing changes, human resource management must ensure that every
worker wearing a name tag during working hour in the working environment. This will let
everyone know and aware that all workers are related to MetroJayas staff. The outsider
also must register before they can enter the building or else they will barred from
entering without permission. For staffs smoker, HR management must to let them
aware about the attitude that like to smoke in the toilet. By advocate health and safety
awareness training, everyone should and know the rules and the impact towards
colleague. Moreover, create training such as fire drill twice a month as a preparation for
the actual situation.

c) Human resource development

Proposals that can be put forward for human development is to provide training and
personal development, which identify and also ensure that the planned training can
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develop competencies that are critical to staff able to carry out its duty to date and other
tasks in the future. Through training, the workers formed and trained professional and
efficient manner and this helping company achieving goals.

5.0 Summary
In summary, there are five roles in human resource management that is planning,
coordinating, facilitating, staffing and auditing. The analysis of challenges as for
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globalization showing that HR management facing problem to deal with foreign workers
and at the same time involves dealing with superior, colleagues and foreign staff and
how they handle it. In term of managing changes, HR team have to face with various
kinds of workers such as not wearing a name tag during working hours and some other
staff is likely to smoking in the toilet rather than go the correct place to smoke. This will
cause false alarm and burdened the entire colleague.

While for human resource

development, HR management had to make a specification of qualification and skills

needed by correct person in the certain job. The recommendation for globalization is by
ensure that all foreign workers to be brought into the net in terms of background and the
real purpose of their work and understand the various cultural workers and employees
in accordance with the difference that they are formed through management control. As
for managing changes, HR management ensure that every worker wearing a name tag
during working hour in the working environment and do health and safety awareness
training in order to give all employee to understand the rules when comes about safety
first. Last but not least, for human resource development, the HR management provides
training and personal development to give staff more efficiency and have good quality
during perform their tasks.

(2500words)

References
1. http://smallbusiness.chron.com/role-human-resource-managementorganizations-21077.html
2. http://www.slideshare.net/ShukriSuib/pengurusan-erubahan-organisasi
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3. https://sumberbelajarsmkn10.wordpress.com/kompetensi-guru/kompetensikepribadian/koordinasi/
4. http://blogs.extension.iastate.edu/hr/2011/12/21/what-is-facilitation/
5. http://www.slideshare.net/argondavid/chapter-5-human-resources-managementand-staffing
6. http://www.shrm.org/templatestools/hrqa/pages/whatisanhraudit.aspx
7. http://lenggongman.blogspot.com/2011/08/isu-dan-cabaran-pengurusansesebuah.html

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