Angkas Professional Diploma in

a Corporate Management

Trainin Human Resource Management

g
Centre Students Name : Dyananthini
Authori Tamilchilluan
I/C No :920706-05-
sed 5436
Centre Facilitator Name : Cik Nor
Nazerenah Omar Din
By
Univers
iti
Teknolo
gi
Malaysi Question 1

a HRs role in the Strategic Planning process

 HRs role in the Strategic Planning process are the strategic plan is not the operating
plan. The operating plan is a forecast for the following few months. The strategic plan is a
vision for the organization for following several years. The strategic plan sets the priorities
for the top management and HR role is a proper strategic planning in the area of HR
Management. Other than that, the HR Professionals have to be part of the strategic planning
as employees will execute the strategic mission of the organization. And also HR Role is to
take the full responsibility for the alignment of employees skills and competencies with the
strategic plan. They have a five main HRs role in the strategic planning process there are:
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STRATEGIC
PLANNING
PROCESS

HR Activity
 Human resource departments are responsible for activities spanning a wide variety of core
functions. In short, human resource activities fall under the following five core functions such
as staffing, development, compensation, safety and health, and employee and labour
relations. Within each of these core functions, HR conducts a wide variety of activities. These
activities are all linked by a concern for employee well-being and ensuring organizations treat
employees in a way that provides mutual benefit for both the employee and the organization.

Major HR Management Activities

Selecting and Hiring Employees
Paperwork and Orientation
Training and Development
Compensation and Benefits

Example:

Training and Development

HR management also manages the training for new employees. Some training might
only involve handing out a training manual and information on company policies.
Other times, HR managers must coordinate off-site training through training managers
within their organization. These employees also coordinate training sessions for
existing employees who need to improve skills in using computer software, writing
and oral presentations.

Emergent Employee Behavior

The term employee behavior, refers to the way in which employees respond to
specific circumstances or situations in the workplace. While many elements determine
an individual's behavior in the workplace, employees are shaped by their culture and
by the organization's culture.

Example:

Personal and corporate culture affect the way employees communicate and interact

with one another and with management. Additionally, an employee's beliefs affect his

or her ethics and sense of ethical responsibility.

 Strategically Relevant Organization Outcomes

Strategic relevance for marketing organizations is a choice. Many marketing

organizations either fail to understand this or don't know how to position
themselves to achieve relevance within their companies. Even fewer
marketing professionals realize that being strategically relevant is a choice
that they own.

Example:

An example, identify the strategically required organizational outcomes

is in order to
Achieve its strategic goals, every company must produce critical,
strategically relevant
outcomes . And also, delivering new services.

Organizational Performance

Organizational performance management the actual output or results of an

organization as measured against its intended outputs or goals and objectives.
Specialists in many fields are concerned with organizational performance including
strategic planners, operations, finance, legal, and organizational development.

Example:
A large organization with highly standardized processes such as a manufacturing
company with assembly lines can carry out numerous and ongoing measurements
in a straightforward fashion. It also has extensive resources to conduct the
measurements and analyse results. The organization may establish numerous
benchmarks for comparison to other organizations in the industry to get
perspective on how well the organization is doing, what results to pursue.
 Achieve Strategic Goals

Achieve strategic goals is the milestone the organization aims to achieve that evolves
from the strategic issues. They transform strategic issues into specific performance
targets that impact the entire organization. Other than that, they can be qualitative or
quantitative. Or it is a dependent upon usage, goals are general in nature, while
objective are specific, measurable and time-based. In some organizations, the
meanings for goal and objective are reversed.

Example:
To remain successful, small-business owners must be proactive, not reactive. This
means taking the initiative to change various aspects of your business and add new
ones. To measure the effectiveness of these strategies, set concrete, measurable
goals to track your results.
Question 2

The terms used in Human Resource Management:

Aptitude test

An aptitude test is any type of assessment that evaluate the ability to perform a certain
task with no good knowledge or good training. Other than that, aptitude tests that
measure specific mental potential, such as inductive and deductive reasoning, verbal
comprehension, memory and numerical ability.

Figure 1: Aptitude test

Intelligence test

An intelligence test are psychological tests that are designed to measure a variety of
mental functions, such as reasoning, comprehension, and judgement. The goal of
 intelligence tests is to obtain and idea of the persons intellectual potential. Whereas, an
intelligence test are defined series of tasks designed to measure the capacity to make
abstractions, to learn, and to deal with novel situations.

Management test

The management development is defined as a process in which managers learn better

skills for accomplishing their jobs and management skills. This process typically
includes, cognitive thinking development, idea generation, and decision making,
behavioural attitudes and values choosing what is appropriate and environment
situations.
Role playing

Role playing to assume the attitudes, action and discourse of another. Especially in a
make believe situation in an effort to understand a differing points of view or social
interaction.

Figure 2: Role playing

Job rotation

Job rotation involves an employee changing position within the same organization and
Eventually returning to the original position. It is also a job design technique in which
Employees are moved between two or more jobs in a planned manner. The objective
is to expose the employees to different experiences and wider variety of skills to
Enhance job satisfaction and to cross-train them.
 Figure 3: Job rotation
Action learning

Action learning is an approach to solving real problems that involves taking action and

reflecting upon the results, which helps improve the problem-solving process, as

well as the solutions developed by the team. Another suggestion is action learning is

the process of bringing thinking and action into harmony. But then, Learning is a

continuous process and is best achieved with an open, probing mind, an ability to

listen, question and explore ideas. Through working in action learning sets, we bring

together diverse peers or people from within the same organization to work through

issues, share ideas and challenge perceptions in a trusting, supportive environment.

Figure 4: Action learning

 Performance appraisal

Performance Appraisal is the systematic evaluation of the performance of employees and

to understand the abilities of a person for further growth and development. Performance
appraisal is generally done in systematic ways which are as follows:

The supervisors measure the pay of employees and compare it with targets and
plans.
The supervisor analysis the factors behind work performances of employees.
The employers are in position to guide the employees for a better performance.

MBO (Management by Objectives)

Management by objectives is the process of defining specific objectives within an

organization that management can convey to organization members, then deciding on
how to achieve each objective in sequence. This process allows managers to take work
that needs to be done one step at a time to allow for a calm, yet productive work
environment. Moving to the next point this process also helps organization members to
see their accomplishments as they achieve each objective, which reinforces a positive
work environment and a sense of achievement. According to George S. Odiorne , the
system of management by objectives can be described as a process whereby the superior
and subordinate jointly identify common goals, define each individual's major areas of
responsibility in terms of the results expected of him or her, and use these measures as
guides for operating the unit and assessing the contribution of each of its members.

Position analysis questionnaire

Position analysis questionnaire (PAQ) is a job analysis questionnaire that evaluates job
skill level and basic characteristics of applicants for a set match of employment
opportunity. Moving to the next point, PAQ was developed with the hope that it could be
used with a minimum of training on the part of the individual analyzing a job.

Succession planning
A strategy for passing each key leadership role within a company to someone else in such
a way that the company continues to operate after the incumbent leader is no longer in
control. In short, succession planning are to ensures that businesses continue to run
smoothly after the businesss most important people move on to new opportunities, retire
or pass away.
 Figure 5: Succession planning

Question 3

As a HR Manager,