BBHI4103

INDUSTRIAL RELATIONS
PERHUBUNGAN INDUSTRI
MAY SEMESTER 2019

BACHELOR OF HUMAN RESOURCE MANAGEMENT WITH HONOURS

MAY/ 2019

BBHI4103

INDUSTRIAL RELATIONS

NO. MATRIKULASI : 830315146075-001

NO. KAD PENGNEALAN : 830315146075

NO. TELEFON : 0183994886

E-MEL : sktyagu@gmail.com

PUSAT PEMBELAJARAN : SRI RAMPAI

Thank You Note.

From the bottom of my heart, I would like to thank you for guiding me thru my assignment. I
know this is not the perfect one but I have tried my level best to get better marks for my
assignment and exams.

Again thank you and wishing you all the best.

Thiyagu Sevellinggam
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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER
THE INTRODUCTION.

HELP University existed and commenced in 1986 to provide reasonable quality educational
opportunities for Malaysians. It has since advanced into the leading institution of higher learning
in Malaysia with an international status among universities, scholars, research organizations,
business and corporate front-runners and governments in Asia Pacific, Europe and North
America.

The pooled population is more than 14,000 students, including 2,000 international students from
82 countries in Europe, the Americas, Central, South, East and Southeast Asia, the Middle East
and Africa.

HELP University offers a varied and diverse range of programmers containing psychology,
business, law, management, economics, IT, the social sciences and the humanities at
undergraduate and graduate levels. It also works as leading responsibility in research and
progress in certain disciplines and subject areas.

Its undergraduate programmer in Psychology, Business, Accounting and Finance, Law and IT
are much pursued after by local and international students. The Faculty of Business, Economics,
and Accounting, and the Faculty of Behavioral Sciences are some of the largest and most
influential faculties in the country.

HELP also work together with trustworthy partners in the UK, the US and Australia in the
liberation of programs. Over a period of 32 years, HELP has educated students to success the
highest honours and awards from the University of London, including scholarships for masters
and doctoral programmed. It is conferred pride of place in the archives of the University of
London’s International Programme for contributing meaningfully to the advancement of its
mission of educating the public in the global arena.

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Another sign of the quality of HELP’s academic programs is the acceptance of its undergraduate
degrees for masters and PhD studies at leading universities in the US, the UK and Australia.
HELP is also a leader in postgraduate education through the ELM Graduate School, with 13
master’s programs and two doctoral programs.

The consistent success of HELP University’s academic programs is due to the strength and
experience of its faculty members, many of whom have found that HELP provides the
intellectual rig with our and encounter to match their skills, qualifications and experience.
Numerous testimony has been received from grateful parents and students as to the devotion and
commitment of lecturers who often socialize of their way to coach and nurture students to
accomplish excellence and complete with confidence at interviews to gain admission to some of
the best universities in the world.

Graduates of HELP catch the eye from the crowd not only for the excellence of their learning
and training but also for the morals, ethics and compassion inculcated through a wide variety of
charity and community service programs. Through access to over 40 clubs and societies, and
sports and hobby programs, they acquire teamwork, organization, communication and
management skills and qualities of courage and leadership.

HELP University offers generous scholarships and financial aid to deserving and needy students.
Scholarship awards include Distinction and Merit Awards, School Achievers Scholarship
Awards, Principal’s List Scholarship Awards, bursaries and student loans, amongst many others.
The HELP Group has won numerous awards. Forbes Asia recognized it in 2011 as one of the
200 Top Performing companies in the Asia Pacific with capitalization below USD 1 billion.
HELP also won the KPMG Shareholder Value Award in 2010 and was categorized 43 among
1,000 public listed companies on the Malaysian Stock Exchange.

HELP was also included in the Malaysian Corporate Governance Index by MSWG and obtained
the Brand Laureate Award for Best Brand Award for Private Tertiary Education in 2012. Around
2011, Group CEO, Datin Chan-Low Kam Yoke, was named Woman Entrepreneur by Ernst &
Young.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER

THE MISSION AND VISION OF HELP.

MISSION
To help people succeed in life and to live a life of significance through education
VISION
 To be a university with a strong culture of quality and leadership that focuses on sound
academic standards, continuous improvements, and the talent development of students
and staff.
 To be a university that offers a learning experience that enhances career development,
lifetime values and personal fulfilment.
 To be a university with a strong research focus in our key areas of excellence.
 To be a university that shares our success with the stakeholders and communities we
serve.

VALUES

 Pride of Achievement.
 Sharing Success.
 The Courage to Be.
 To be Compassionate.
 To be Significant.
HELP University has an estimated about 800 staff and this number is not included with HELP
International School and the sister college HELP-CAT

HELP University Logo and Campus.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER

THE ROLES OF GOVERNMENT THAT INFLUENCE INDUSTRIAL RELATIONS IN

HELP.
Introduction.

Industrial relations refers to the affiliation between the employer and the worker in the work
environment. In Malaysia, the organization of industrial relations consists of three parties i.e.
employers and associations, workers with their union and government. One of the important
roles of the government in the communication scheme is the formulation and enforcement of
industrial relations laws and regulations. The key laws relating to industrial relations in Malaysia
are the Employment Act 1955, the Trade Unions Act 1959 and the Industrial Relations Act 1967.
Moreover, to these written laws, the value of the relationship between employer and employee
could stay obtained from Common Law or decisions Company Courts and Civil Courts.

Roles of government that influence industrial relation.

Industry relations remain occasionally known as labour relations or labour relations. These terms
often refer to the relationship between employers and registered employees.

Say industrial relations ampoule as a system that contains:

 Inputs, such as the goals, values and power of the parties involved in the system.
 Conversion procedure from input to output.
 Output, (reward) to employees in the form of finance, social and psychological rewards.
 Feedback from industrial systems to environmental systems.
 A goal is an objective that obligation be met by certain parties.

Whereas values are the norms or standards studied, and power refers to the ability of those
parties to achieve their goals. The parties involved are employees who have their respective
roles, members in a working group, members in trade unions, managers, government or non-
governmental agencies that may affect the system.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER
While input conversion procedures to outputs are, a mechanism used by various organizations to
achieve a conclusion that can achieve the goals of various parties involved. This procedure is
different for every organization and industry sector. Examples include collective bargaining,
decisions by employers, court decisions or even non-governmental organizations.

Although the output refers to the rewards or rewards given to the employee, its main function in
the industrial relations system is to divide the rewards. The desired output is actually an output
that will help organizations act more effectively.

Roles of employer that influence industrial relations in the organization were evaluated in
detail
Economical factor

 Changes in government monetary policy and fiscal policy may affect negotiations
between organizations and employees. For example, reduce when the economic situation
in a country declines then it will affect the employees where most workers will stop work
and the power of negotiations between employers and employees willpower. The
employer will not comply with some of the claims made by the employee but instead of
the employee who will follow the employer's will.

Technology change

 Increased use of electrical equipment and computer systems will reduce the needs of the
organization against labour demand. Where at the same time it requires employees with
diverse knowledge and skills.

Political Decisions

 Different governments will have different policies, economic views and delegation of
authority within the organization.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER

SUGGESTIONS FOR IMPROVEMENT OF INDUSTRIAL RELATIONS IN

MALAYSIA.

The suggestions to recover Industrial relations are:

The core of good industrial relation falsehoods in the bringing up of good labour relations that
gives a setting to understand each other (employer, employee) suitably. Creates co-operative
thinking and working to achieve the goal of the organization. A good Industrial Relations raises
the self-esteem of employers and goods them to give their concentrated, each think of their
reciprocated interest which overlays way for the introduction of new systems, progresses and
lead to the implementation of modern technology. This enlightened ways when designed with
their mutual interest and consent develops many enticement propositions, effective participators
scene stays created in management. Profit is shared, workers get their dues in the organization
leading to job satisfaction-which is needed for good relations. Respectable industrial relation
increase production expands the quality of work and products efficiency of workers increased.
Cost of production lowered.

Bad Industrial Relations leads to industrial unrest industrial dispute and downward trend to
industries workers and the nation. Of course, the first hit will be on the employer, who has
invested. Industrial employee and the employers generally do not think sense or act is indeed the
same way and because each starts from a different point conflict of some fort can mover stay
eradicated.

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More suggestions (Personnel View):

Durable and Stable Union:

 A durable and stable union in each industrial enterprise is essential for good industrial
relations. The employers can straightforwardly ignore a weak union on the plea that it
scarcely represents the workers. Hardly honour the treaty with such a union drive by a
large section of the workforce. Consequently, attendance must be solid and stable unions
in every creature to represent the majority of workers and convey with the management
about the terms and conditions of service.

Mutual Trust:

 Both management and labour should help in the advance of an atmosphere of

cooperation, assurance and respect. Management should embrace a progressive stance
and should recognize the truths of workers. Likewise, labour unions should influence
their members to work for the mutual objectives of the organization. Both the
management and the unions should have trust in cooperative bargaining and other
diplomatic methods of settling disagreements.

Workers’ Participation in Management:

 The contribution of workers in the management of the industrial element should be

encouraged by construction effective use of works committees, multiparty consultation
and other procedures. This will expand communication between managers and workers,
growth productivity and lead to greater effectiveness.

Mutual Accommodation

 The employers must recognize the right of collective bargaining of the trade unions. In
any organization, there must be a great emphasis on mutual accommodation rather than
conflict or uncompromising attitude. One must clearly understand that conflicting attitude
does not lead to amicable labour relations; it may foster union militancy as the union
reacts by engaging in pressure tactics. The approach must be of mutual “give and take
rather than “take or leave.” The management should be willing to co-operate rather than
blackmail the workers.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
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Sincere Implementation of Agreements

 The management had better sincerely implemented the clearances reached with the craft
unions. The agreements amongst the management and the unions should be imposed in
both letter and essence. If the agreements are not implemented then both the union and
management break trusting each other. An environment of hesitation is created. To
sidestep this, efforts have to be made at both ends to confirm the follow up of the
agreements.

Sound Personnel Policies:

 The following points should be noted regarding the personnel procedures. The procedures
should be communicated in consultation with the workers and their representatives if they
are to be implemented effectively.
 Undoubtedly stated so that there is no misunderstanding in the mind of anybody.
 Enactment of the policies should be uniform throughout the organization to ensure fair
treatment to each worker.

Government’s Role:

 The Government should play an active role in promoting industrial peace. It should make
law for the compulsory recognition of a representative union in each industrial unit. It
should intervene to settle disputes if the management and the workers are unable to settle
their disputes. This will restore industrial harmony.

The main reasons for industrial discard can be due to

1. Misunderstanding or differences in perception

2. Lack of cooperation real or imagined
3. Problems with authority
4. Future to comply with policies or stick to plans.
5. His Agreements over ways to achieve agreed goals.
6. Conflict can have some positive aspects also, they may give positive results like
7. Reveal new aspect of an existing issue
8. Improve long term communication between the individuals concerned.

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PLANNING, RECRUITMENT AND SELECTION OF HUMAN RESOURCES
SEPTEMBER 2018 SEMESTER
Summary.

Individual and organizational goals stay occupied into account to suit the needs of individuals
and organizations. Trade unions often play this role. This process needs to be made because there
are laws or government policies and employers are faced with various shortcomings. Work
unions are set up to ensure that every employee is treated fairly and is seeking better terms of
service. However, the employer makes the final decision.

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