Cynthia Chan Ling Meng
Managing Human Resources
Human Resource Management
• The policies and practices involved in
carrying out the human resources
aspects of a management position,
including recruiting and selection, training
and development, compensation and
benefits, industry relations, and policy
• Describe how organizations develop an
effective workforce through training and
• A learning experiences that seeks a
employee by improving their ability to
perform on the job.
• A planned effort by an organization to
facilitate employees’ learning of jobrelated behaviors
• Performance appraisal comprises the steps
of observing and assessing employee
performance, recording the assessment,
and providing feedback to the employee.
• Managers use performance appraisal to
describe and evaluate the employees’
• How might the human resource activities
of recruiting, performance appraisal, and
compensation be related to corporate
• HRM = reflect what the organization is
trying to accomplish.
– Downsizing = HRM concentrate on
outplacement and early retirement.
– For a software firm that has a strategy of rapid
growth, HRM professionals should be
concerned with hiring new people and
providing a ready supply of both employees
competent, high-performing employees
Developing an appropriate
compensation and benefits
• Managing employee performance
– establishing performance standards and
– appraising performance to see if those
standards have been met.
• What, in your view, constitutes sexual
• Describe how companies can minimize
sexual harassment in the workplace.
• Any unwanted action or activity of a sexual
nature that explicitly or implicitly affects an
individual’s employment, performance, or work
• Sexual harassment encompasses sexually
suggestive remarks, unwanted touching
and sexual advances, requests for sexual
favors, or other verbal and physical
conduct of a sexual nature.
• The EEOC cites three situations in which sexual
harassment can occur. These are instances where verbal
or physical conduct toward an individual (1) creates an
intimidating, offensive, or hostile environment; (2)
unreasonably interferes with an individual’s work; or (3)
opportunities. For many organizations, it’s the offensive
or hostile environment issue that is problematic.
• A company can do some things to protect itself. The
courts want to know two things—did the organization
know about, or should it have known about, the alleged
behavior; and what did management do to stop it?
Therefore the organization needs to educate all
employees on sexual harassment matters and have
mechanisms available to monitor employees.
Malaysia - Penal Code, section
• "WHOEVER, INTENDING TO INSULT THE
MODESTY OF ANY WOMEN, UTTERS ANY
WORDS, MAKES ANY SOUND OR GESTURE
OR EXHIBIT ANY OBJECT, INTENDING THAT
SUCH WORD OR SOUND SHALL BE HEARD,
OR SUCH GESTURE OR OBJECT SHALL BE
SEEN BY SUCH WOMAN, SHALL BE
PUNISHED WITH IMPRISONMENT FOR A
TERM WHICH MAY EXTEND TO 5 YEARS OR
WITH FINE, OR WITH BOTH".
• List and explain the characteristics of a
• Workplace spirituality is about recognizing that
employees have an...
Please join StudyMode to read the full document