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HUMAN RESOURCE
DEVELOPMENT (HRD)
IN EDUCATION
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SGDU 5063


Definitions of
Human Resource Development
(HRD)


1. The framework for helping employees develop
their personal and organizing attitudes, skills,
knowledge, and abilities. HRD includes such
opportunities as employee training, career
development, 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 arranged
within an organization in order to improve
performance and/or personal growth for
the purpose of improving the job, the
individual, and/or the organization. HRD
includes the areas of training &
development, and organization
development.

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HRD definition ..

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

- HRD involves organization wide training,
learning and development efforts with the
potentials to introduce large scale change to
an organization, mainly in the way of human
performance 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)
- Agriculture wheat, barley, oats
- Technological changes machineries, electrical power
- Transportations - railroads, steam engines
Social patterns
- The growth of population (people lived in cities); skilled
people (engineers, workers, machinists).
- migration of people (demographic & economic factors)

HRM became more interesting in manufacturing
industries/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 to
their employment relations, health, and safety
issues. 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
The Framework of HRM
Functions
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 of
discriminatory actions.
Have your companies sued for unsafe practices.
Have some employees think their salaries are
unfair when compared with others in the company.
Allow a lack of training to undermine your
departments effectiveness.
Commit any unfair employment practices.
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Basic Activities that all managers
perform:

PLAN set up goals and standards, develop
rules, procedures, and plan.
ORGANISE Give each subordinate a specific
task, set up departments, delegate authority to
subordinates, set up channels of
communication, and coordinate the work of
subordinates.
LEAD Get others to do the job, maintain
morale, and motivate subordinates.
CONTROL Set standards such as quotas,
quality, or production levels; check how actual
performance compares with these standards;
take corrective action as needed.
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The Importance of HRM
Be able to attract dedicated and
competent workers to accomplish the
organizational objectives.
Be responsible to integrate the HRM
policies with the organizational objectives
to enhance the optimization of human
resource.
To ensure and improve the workforce
quality through training and development.
Purposes
To focus in specific areas/ relevant fields for the
optimization 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 file
discrimination charges on behalf of the individual
persons 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 or
applicants 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 federal
government contracts to take affirmative action
for disabled persons.

Pregnancy Discrimination Act (1978)
This Act prohibits sex discrimination based on
pregnancy, childbirth, or related medical
conditions in hiring, promotion, suspension, or
discharge, or any term or conditions of
employment.
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Sexual Harassment
a). The EEOC guidelines define sexual harassment
as unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a
sexual nature that takes place under some conditions:
Submission of conduct is made either explicitly or
implicitly a term or condition of an individuals
employment.

Such conduct has the purpose or effect of
unreasonably interfering with a persons work
performance or creating an intimidating, hostile or
offensive environment.
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ANTI-DISCRIMINATION LAWS IN
ASIA-PACIFIC
Countries in Asia-Pacific are providing
women with more employment
opportunities. Many of them introduced
anti-discrimination laws that make it
unlawful to treat a person unfairly
because of certain attributes (Tan and
Torrington, 2004:125).
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Australia

Human Rights and Equal Opportunity Commission

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

Indonesia
No anti-discrimination laws for women. However, female
employees have special rights, such as two days off during
menstruation and three months off for pregnancy. Any such
time 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 between
male and female workers. The law provides equality in
opportunities concerning recruitment, payment,
promotion, and training between the male and female
workers (Hosogaya, 2002: 317 320).

Singapore
Code of Responsible Employment Practices promotes
responsible 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, as
well as the terms of employment.
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South Korea
Labor Stand Act prohibits employers from
discrimination against workers by gender, nationality,
religion, and social status (Ko, 2002: 397)

Employment Equality Act ensures equal opportunity
and equal treatment of men and women in
employment.

Employment Promotion Act for Handicapped it is
recommended that employers with over 300 workers
have 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.

THAILAND Labor Protection Law. Women may sue
employees or colleague for passing remarks of a sexual
nature to women at workplace. Sexual harassment is
broadly 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 and
more strategic since the companies began to
have personnel department. Today, the
globalization of the world economy and several
other trends are triggering changes in how
companies organize, manage, and use their
personnel or HR department.
Some of the following trends are:
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Globalization
the tendency of companies to extend their sales,
ownership, or manufacturing to new markets in
other countries. More globalization means more
competition. More competition means more
pressure to improve to lower costs, to make
employees more productive, and to find new
ways to do things better and cheaper.
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Technological Advances The internet and ICT
have enable companies to become more
competitive in global marketplace. Many companies
have outsourced their activities to other countries
where costs are lower (Business Times, 11 October
2004). Some examples are Acer, Haier, Honda,
Hyundai, Samsung, Sony).

The Nature of Work The shift from
manufacturing jobs to service jobs. There is also a
shift to use non-traditional workers. The managers
now depend on the human capital. That term
refers to knowledge and skills workers.
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Workforce Demographics The workforce is
becoming more diverse. There are more
women, minority group members, and older
workers in the workforce today. Diversity
includes differences such as race, nationality,
gender, age, and cultural value.
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Discussion
Historical 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 of
human resource

Trends of HRM in globalization
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