NAME

MUHAMMAD NASUHA BIN ZAINI

MATRIC NO.

012015052066

SUBJECT
PROGRAMME
LECTURER

HUMAN RESOURCE MANAGEMENT

DIPLOMA IN MANAGEMENT
JOGESWARI RAMAMOORTHY

CODE
GROUP
DUE DATE

BHR10103
29.7.2016

THIS ASSIGNMENT IS TO ACHIEVE:

COURSE OUTCOME 1:
Describe the main functions of Human Resource Management (HRM)
PROGRAMME EDUCATIONAL OBJECTIVES (PEO)
PEO1: Able to pursue post-graduate studies as well as other internationally recognized
professional qualification
PEO2: Knowledgeable, skillful in working and high confidence level
PEO3: Creative, innovative and competent in fulfilling industry needs
PEO4: Can offer the best professional accounting services to organization and society
INSTRUCTION:
1. This is
20% for
2. This cover
GREEN
3. If you have
submitting
come and

(For lecturer only)

1.
Content
2.
Originality
3.
Elaboration of point
4.
Report neatness
5.
Timeliness
TOTAL MARKS

MARKS
/4
/4
/4
/4
/4
/20

assignment will cover

the coursework.
page must be printed on
paper.
any difficulties in
the assignment, please
consult the lecturer.

QUESTION:
Each student is required to find ONE journal article related to the functions of Human Resource
Management such as recruitment and selection, compensation and benefits, training and development,
occupational health and safety, industrial relations, etc.
FORMAT:
1. Arial with 11pt.,
2. Margin: use A4 Normal
3. Spacing: 1.5
4. DO NOT BIND your assignment. Just staple on the top left

INTRODUCTION

Human Resources Management is the most effective management of people at work. HRM
analyzes what can or should be done to make working people more productive and satisfied.
It is to help develop more effective managers and specialist employees who work directly with
human resources of organizations. Human resources are the real capital of organization as it
not only help in achieving organizational goals but also provide good ideas which can change
the whole entire business process. In order to achieve its targets, an organization has to take
optimum utilization of its human resources by using productive human resources strategies.
HRM basically describes the processes of managing people in organizations.

The purpose of the study was to determine the perceptions of the HR function among
professionals in Ghanaian organizations. The study employed a survey methodology using both
qualitative and quantitative methods in the analysis of data collected from three hundred (300)
respondents. A perception index was developed to measure the respondents perceived
relevance of the HR function in their organizations. The results from the study revealed that
respondents ranked the recruitment of qualified personnel; training and development; and the
retention of qualified staff as the most important functions of HRM. It also revealed that the
perceived relevance of the HR function is influenced by age, job position, being denied
assistance, and being sidelined for recognition. This study offers valuable insights into the
perceptions of Ghanaian professionals on the relevance of the HR function and its contribution
to organizations.

The assumption underpinning the practice of HRM is that people are the organizations key
resource and organizational performance largely depends on them. Therefore, if an appropriate
range of HR policies and processes are developed and implemented effectively, HR will make a
substantial impact on firm performance. HR can impact on organizational sustainability (defined
in terms of economic prosperity, social justice, environmental equality, education and peace) by
generating the conditions for dialogue on what sustainability

The HRM function is a crucial part of management within organizations, made more so by
globalization, competition and the changing nature of the work. Even though literature on the
functions and competencies of HRM in the developed countries abound, there are very few
studies on HRM functions in developing countries such as Ghana. This study thus, seeks to fill
that void by exploring the Ghanaian professionals perceptions of the HRM function within their
organizations.

The HRM roles and functions listed by the respondents are in line with the classical functions
of HRM namely,Recruitment and Selection (Resourcing and Staffing), Training and
Development, Performance Appraisal, Reward Management (Compensation and Benefits), and
Safety and Health. Interestingly, the recruitment of qualified personnel and adequate training
and development received the highest ranking, with remuneration being ranked eighth on the
lists of roles. The data also revealed

SUMMARIZATION OF THE JOURNAL

Based on the journal article written by Daniel F. Ofori, this author has explained the
perceptions of the human resources management function among professionals Ghanaian
organizations. They have developed a perception index of 300 respondents using both
qualitative and quantitative methods in the analysis of data to measure the perceived relevance
of the human resource function in their organizations. Besides employing the survey, I found the
functions of human resource
The first function which I have found is Employment. For every organization it is important to
have a right person in a right job. Recruitment and selection plays a vital role in this situation.
Shortage of skills and the use of new technology are putting considerable pressure on how
employers go about recruiting and selection employee. It is recommended to carry out a
strategic analysis of recruitment and selection procedure.
Second function is Training and Development. Every organization needs to have well trained
and experienced people to perform the activities that have to be done. If current or potential job
occupants can meet this requirement, training is not important, When this not the case, it is
necessary to raise the skill levels and increase the versatility and adaptability of employees.
Third function is Reward Management. Reward management consists of analysing and
controlling employee remuneration, compensation and all of the other benefits for the
employees. Reward management aims to create and efficiently operate a reward structure for
an organisation. Reward structure usually consists of pay policy and practices, salary and
payroll administration, total reward, minimum wage, executive pay and team reward.
Fourth function is Relations with Employees. Employee Relations' is a relatively new term which
broadens the study of industrial relations to include wider aspects of the employment
relationship, including non-unionized workplaces, personal contracts and socio-emotional,
rather than contractual, arrangements. This is an area with diverse ideological underpinnings
and political ramifications.

Fifth function is Performance Appraisal. Most organizations have a performance apparaisal

program that has evolved over time and likely not meeting the needs of employees and
managers. Many competing performance appraisal theories and practices exist making
development of an effective program difficult. However, a strong performance appraisal program
reinforces organizational culture and helps employees achieve high levels of performance.
Last function is Safety and Health. Congress passed the Occupational and Safety Health Act
to ensure worker and workplace safety. Their goal was to make sure employers provide their
workers a place of employment free from recognized hazards to safety and health, such as
exposure to toxic chemicals, excessive noise levels, mechanical dangers, heat or cold stress, or
unsanitary conditions.

RECOMMENDATION

The good of this journal article is we can understand the meaning of the six functions written
in this journal. Besides, we can know how the functions of human resources management work.
Next, this journal also shows a several example for each function that can be understood.
Therefore, this journal article should be read by all human resources managers so they can
understand more how to manage employees.

CONCLUSION

As a conclusion, it can be said that human resource practice is becoming more challenge day
by day, they have to face a lot of problems like retention, attraction of employee, managing work
force diversity, technological and informational changes to overcome with these challenges
training. Human Resource Management should be seen as a strategic function of an
organisation. It helps to build a competitive edge for an organisation by positively engaging its
employees. Human Resources has many functions to solve their problems such as recruitment
and selection, health and safety, employee relations, compensations and benefits , compliance
and training development.