Course introduction to HR Management in Malaysia Education Context

1. SGDU 5063
Human Resources in Education
Dr. Tengku Faekah binti Tengku Ariffin
University Teaching and Learning Centre/
School of Education and Modern Languages
faekah69@gmail.com

2. Learning outcomes:
Upon completion of the course, students are able to
 explain the principals and conceptions of the Human Resource Management;
distinguish between the concept of ‘hard’ and ‘soft’ HRM in the educational
context.
 describe the importance of HRM in education for school effectiveness.
 analyze the current human resource practices in Malaysian educational context
and give feedback on the relevant issues pertaining to the practices.
 identify the human resources needs of the schoolteachers
 suggest suitable teacher development programs to enhance and improve
teachers’ performance.
 predict the school environment that can support and enhance teacher
development, satisfaction, well-being and performance.

3. Topics
 Intro to HRM in Education
 HRM theories and concepts
 HR Planning
 Selection and recruitment
 HR Development
 HR Environment (Strategic HRM)
 Issues in HRM

4. Definition
 The process of attracting, developing and maintaining a
talented and energetic workforce to support organisational
mission, objectives and strategies
 A distinctive approach to employment management which
seeks to achieve competitive advantage through the
strategic deployment of a highly committed and capable
workforce, using an integrated array of cultural, structural
and personnel techniques
 the strategic and coherent approach to the management
of an organization’s most valued assets- the people working
there who individually and collectively contribute to the
achievement of the objectives of the business

5. Based on PPPM 2013-2025, what are the strategies that
the governments has identified to transform teaching as
the first choice profession?
HRM in Education:
Latest development in Malaysia

6. The importance of HRM in Education
 Malaysia Education Blueprint (2013-2025)
 Recruitment and selection
 CPD
 Workload
 Career development
 Succession planning
 Peer leaders

7. Changes in HRM in education
 School success depends on the quality,
commitment and performance of teachers
 Improving teacher quality should include these
aspects:
 Better selection and recruitment
 Continuous professional development
 Introduction of appraisal scheme
 Development of published performance indicator
 Links between pay & performance
 Funding for teacher education – graduate & postgraduate
programs

8. PRINCIPLES OF HRM
 Strategic integration
 treat all labour management processes in a strategic
fashion by integrating them with the broader business
concerns of the enterprise
 Organisational flexibility
 Functionally, numerically, financially
 Commitment
 From ‘control’ to ‘commitment’ through changing the
organisation’s culture
 Quality
 Culture of quality: Quality work, quality workers,
quality products and services

9. Primary Functions of HRM
 Human resource planning
 Equal employment opportunity
 Staffing (recruitment and selection)
 Compensation and benefits
 Training and development
 Performance management
 Employee and labor relations
 Health, safety, and security
 Human resource development

10. HRM Functions
 HR Utilizations
 planning, recruitment, selection, induction, assignment,
collective negotiations, compensation and welfare, stability &
retention
 HR Development
 Training & Development
 Organizational development
 Career Development
 Performance management
 HR Environment
 External environment – legislation, union, stakeholders…etc
 Internal environment – organizational climate, safety, well-being