Human Resource Management Information System Using Excel

Document Sample
Human Resource Management Information System Using Excel Powered By Docstoc
					Third National Human Resource Management
              CONFERENCE
   Human Resource Management: Emerging
         Challenges of the Century
       Key Performance Indicators (KPI) / Balance Scorecard
                  Human Capital Development
                 Work and Employee Relations
                Workplace Emotions and Attitudes
                  Religious and Cultural Values
                          Staffing Issues
                   Other HRM-related Issues


                NOVEMBER 26 – 28, 2006

             City Bayview Hotel, Langkawi


                        Jointly organized by:

      Faculty of Human and Social Development
                 Universiti Utara Malaysia

                    Registrar’s Office
                  Universiti Utara Malaysia



                  www.nhrmc.uum.edu.my
                                             CONTENTS




Overview                                                                     3

Message from Dato‟ Dr. Nordin Kardi                                          4
Vice Chancellor, Universiti Utara Malaysia

Message from Assoc. Professor Azmi Shaari                                    5
Dean, Faculty of Human and Social Development, Universiti Utara Malaysia

Message from Dato‟ Latifah Hassan                                            6
Registrar, Universiti Utara Malaysia

Message from the Chairman                                                    7
The 3rd National Human Resource Management Conference

Organizing Committee                                                         8

Conference Program                                                         9 - 10

Parallel Session: Workshop                                                   11

Parallel Session: Paper Presentation                                       12 - 16

Abstracts                                                                  17 – 38

Sponsors                                                                     39




                                                2
                                            OVERVIEW


Changes in the world‟s social, economic and political scenarios pose constant challenges to the
way businesses and government agencies should operate. The opening up of the world markets,
i.e. globalization, the rapid development and diffusion of new technologies, including information
and communication technologies, changes in the make-up of the workforce, and increasing
complexity of legal provisions are some of the challenges businesses and government have to deal
with. These developments demand that organizations re-look and re-examine their present
practices of human resources to make sure that the contribution of their workforce is still relevant to
the organisation‟s success and competitiveness. It is within this context that this conference is
timely.

The conference aims to achieve the following objectives:

a. To identify emerging challenges and opportunities in managing human resources in the context
   of an increasingly dynamic and complex organizational environment;
b. To enhance awareness amongst human resource managers and practitioners on the need to
   be constantly pro-active in managing and developing their human resources;
c. To provide an avenue for human resource managers, practitioners and academics to
   exchange insights, ideas, experiences, and strategies for the future practices of human
   resource management; and
d. To develop networking and future collaborative opportunities amongst participants in various
   areas, including research, and training and development.




                                                  3
                                                MESSAGE FROM
                                               The Vice Chancellor
                                             Universiti Utara Malaysia




Assalamualaikum Warahmatullahi Wabarakatuh & a very good day.

Alhamdulillah, with our commitment and dedication we are once again able to host the Third National
Human Resource Management Conference, held on 26 – 28 November 2006 in the Legendary Island of
Langkawi.
     I would like to personally congratulate all the members of the organizing committee for their patience
and hard works in making this event a reality. The event of this kind should be encouraged as it will not only
provide an excellent platform for both academics, human resource practitioners and experts to exchange
their views and experiences in the field but also pave for a greater and meaningful collaborations among
them in the process of developing and managing an important asset to contemporary organizations, the
human capital.
     The conference theme, “Human Resource Management: Emerging Challenges of the Century,”
denotes the needs for a dynamic strategy and approach in managing organizational human resources of the
present day. The challenges of attracting and maintaining a highly energetic, motivated, and competent
workforce, who are also endowed with good ethical values and integrity, have far reaching implications on
conventional human resource management practices. This is where creativity and to some extent elements
of flexibilities that need to be explored within the context of the organizational strategic intents are
immensely important.
     Therefore, the initiative taken to organize the conference of this nature is a laudable one as it will
provide avenues for the process of converging the rich ideas and experiences that the participants have
experienced themselves in the diversity of their own environment and context.
     Finally, it is my sincere hope that Universiti Utara Malaysia, as a management university, will continue
to play its roles actively in the field of management education and practices in congruence with the spirit of
the Ninth Plan, which has already started taking its course now. And to all the participants of conference, I
wish you all every success and have a fruitful discussion and make it a memorable conference.




DATO’ DR. NORDIN KARDI
Vice Chancellor
Universiti Utara Malaysia
November 2006




                                                      4
                                                  MESSAGE FROM
                                                    The Dean
                                    Faculty of Human and Social Development
                                             Universiti Utara Malaysia




Bismillahirrahmanirrahim. Assalamualaikum warahmatullah and a very good day.

Thank you and congratulation to the Chairman and the Organizing Committee of the Third National
Conference on Human Resource Management for their contribution and teamwork to ensure the succesful
running of this conference. Thank you also for giving me the opportunity to note a few words in this program
booklet.
     My sincerest congratulation and thanks to The Honorable Tan Sri Chairman of the Board of Directors of
Universiti Utara Malaysia (UUM), The Honorable Vice Chancellor of UUM, respectable sponsors, paper and
module presenters, and participants for their willingness to participate in our third conference.
     I have strong conviction that with the support given by all quarters the conference objectives set will be
duly materialized. In the context of dynamism, teamwork is very crucial. “No one single individual is perfect,
but a team can be.” And let us be one of the team members in mind. Team members who are able to add
value will be appreciated and are important assets to the accomplishment of organizational success. “Don‟t
be one of those who is a team‟s liability.”
     Within the present context, a number of contemporary challenges have direct implications to the
approaches of managing human resources. These challenges include demands of globalization, dynamic
regional relations, and development of information and communication technologies (ICT). Increasing global
competition, workforce diversity, mergers and rightsizing, safety and health culture, and increasing
customers‟ demand for quality products and services require proactive human resources to deal with these
issues effectively.
     I hope this conference will enable us to discuss the emerging challenges and to come up with
appropriate resolutions that we can adopt in addressing them effectively.


Thank you and all the best.




ASSOC. PROF. AZMI SHAARI
The Dean
Faculty of Human and Social Development
Universiti Utara Malaysia
November 2006




                                                      5
                                          MESSAGE FROM
                                            The Registrar
                                       Universiti Utara Malaysia




Bismillahirrahmanirrahim.

Assalamualaikum w.b.t. and a very good day.

All praises to Allah S.W.T. for the successful organization of the Third National Human Resource
Management Conference. I would like to take this opportunity to thank the Organizing Committee for all the
hard work put into this conference.
     This is the first time the Faculty of Human and Social Development and the Registrar‟s Office work
hand in hand to organize the National Conference on Human Resource Management. I am confident that
this cooperation has been beneficial not only to the Faculty and the Registrar‟s Office, but more importantly
to the Universiti Utara Malaysia in realizing its aim of becoming a World Class university.
     Political, social and economic situations in the era of globalization should be a concern to all. The
globalization factor, regional relations, environmental changes, and the surge in information and
communications technology demand that human capital or human resources in organizations play an
important role to face these new challenges to make sure that organizations are able to compete and hence
survive.
     It is hoped that the National Conference on Human Resource Management can provide a useful
platform for presenters and participants to exchange ideas, share knowledge and gain new experiences that
could later be applied to enhance their respective organizational performance when they go back.
     In sum, I would like to take this opportunity to thank all those who have offered unconditional
assistance, contribution and support to make sure this conference a success. I hope that such support is
offered again in years to come.

Thank you.




DATO’ LATIFAH HASSAN
Registrar
Universiti Utara Malaysia
November 2006




                                                     6
                                         MESSAGE FROM
                                      The Conference Chairman




ALHAMDULILLAH and thank you very much for all the commitment in ensuring the Third National Human
Resource Management Conference a memorable and successful one. It is of our gratitude to acknowledge
all the support offered by the University‟s top management like Yang Berbahagia Tan Sri Samsuddin
Osman (Chairman of the Board of Directors), Dato‟ Dr Nordin Kardin (The Vice Chancellor), Dato‟ Hajjah
Latifah Hassan (Registrar), and Associate Professor Azmi Shaari (The Dean of the Faculty of Human and
Social Development).

To those invited speakers, sponsors, presenters, participants, organizing committees and other parties
including UUM‟s public relation officers, mass-media as well as other individuals who have also contributed
directly or indirectly, please also accept our appreciation and recognition. Without all of you, we may be
lonely.

In this conference, emerging challenges of the century that affect the way we manage human resources
was chosen as our conference‟s theme. It is a diverse theme that covers the world‟s social, economics and
politics and yet it poses constant challenges to the way businesses and government agencies operate. The
non-governmental organizations (NGOs) are also affected.

The emergence of new markets, the development and diffusion of new technologies, diversity in the make-
up of today‟s workforce, and the complexity in dealing with knowledge workers are some of the challenges
that we have to deal with. Such developments require organisations re-look and re-examine existing
practices of human resources to make sure the contribution of their workforce is pertinent and keeps adding
values towards achieving or sustaining organisation‟s competitiveness. In such a dynamic environment
globally and locally, all these require our commitment to be more proactive and to a certain extent be
predictive in our way of managing people.

With what we will be engaging for the next two days, it is hoped that we could benefit a lot, at least in
enhancing our awareness, gaining value-added knowledge, insights, experience as well as exposure
towards improving ourselves, our society, our respective organization and our nation.

All the best and have a pleasant conference.

Thank you.



ASSOCIATE PROFESSOR DR ABDUL HALIM ABDUL MAJID
Conference‟s Chairperson
November 2006


                                                    7
                                 ORGANIZING COMMITTEE



Patron                             Dato‟ Dr. Nordin Kardi, Vice Chancellor of UUM

Advisor                            Assoc. Prof. Azmi Shaari, Dean of Faculty of Human and Social Development
                                   Dato‟ Hajah Latifah Hassan, Registrar of UUM


Organising Committee

Conference Chairperson             Abdul Halim Abdul Majid


Conference Deputy Chairpersons     Faridahwati Mohd. Shamsudin, Yaacob Jusoh


Executive Secretaries              Edora Ismail, Nur Fitriah Ahmed Fadzil


Treasurer                          Wan Din Wan Daud, Zuraida Hassan, Zurina Adnan


Working Paper and Proceeding       Faridahwati Mohd. Shamsudin, Husna Johari, Aini Hayati Mohamed

Promotion and Registration         Mohd Rasul Mohammad Noor, Abd Rahman Mohd Isa, Khulida Kirana Yahya,
                                   Johanim Johari, Hadziroh Ibrahim, Norsiah Mat


Protocol and Sponsorship           Abdullah Omar, Mohd Khan Jamal Khan, Mohmad Yazam Sharif,
                                   Abdul Shukor Shamsudin, Juhary Ali, Zainudin Omar, Dania Ab. Rahman


Logistic and Accommodation         Ghazali Din, Md. Lazim Mohd. Zin, Munauwar Mustafa, Afendy Muhamad,
                                   Ab. Aziz Yusof, Asman Mansor


Operations and Technical           Mohamad Ismandi Wasli, Mohd Ashari Yaakub, Che Zainab Ahmad,
                                   Hamidon Hashim, Mohd Shahir Ahmad, Siti Patimah Abd Rahman

Modules and Workshop               Abdul Halim Abdul Majid, Edora Ismail, Nur Fitriah Ahmed Fadzil


Masters of Ceremony                Mohd Rasul Mohammad Noor, Edora Ismail




                                                8
                           CONFERENCE PROGRAM


                            DAY ONE (26 November 2006)


2.30 – 6.00 pm        Registration
8.00 – 10.30 pm       Opening Ceremony, Keynote Speech, and Conference Dinner
                      Venue: The Bayview Ballroom


                            DAY TWO (27 November 2006)
Morning Session


6.30 am – 8.15 am     Breakfast
8.15 am – 9.45 am     Parallel Session 1: Paper Presentation
                      Key Performance Indicators (Venue: The Diamond Room)
                      Human Capital Development I (Venue: The Bayview Ballroom)
                      Work and Employee Relations (Venue: The Aquamarine Room)
9.45 am – 10.00 am    Refreshment
10.00 am – 11.30 am   Parallel Workshop
                      Cascading Balanced Scorecard Across the Business Units
                      (Venue: The Diamond Room)
                      Managing Teams (Venue: The Bayview Ballroom)
                      Industrial Relations / Labor Management (Venue: The Aquamarine Room)
11.30 am – 12.30 pm   Plenary Speaker 1: Tn. Haji Shamsuddin Bardan (MEF)
                      Venue: The Bayview Ballroom
12.30 pm              Lunch Break


Afternoon Session


2.30 pm – 3.30 pm     Plenary Speaker 2: Dato‟ Pahamin Rejab (Air Asia )
                      Venue: The Bayview Ballroom
3.30 pm – 5.00 pm     Parallel Session 2: Paper Presentation
                      Human Capital Development II (Venue: The Diamond Room)
                      Work and Cultural Values (Venue: The Aquamarine Room)
                      Other HRM-related Issues I (Venue: The Bayview Ballroom)
5.00 pm – 5.30 pm     Tea Break
5.30 pm – 7.00 pm     Free Activity
7.00 pm – 8.30 pm     Dinner


                                            9
                           DAY THREE (28 November 2006)
Morning Session
6.30 am – 8.15 am     Breakfast
8.15 am – 9.30 am     Plenary Speaker 3: Dr Asma Abdullah (Adjunct Prof. FPSM) &
                      En. Ahmad Laila bin Set (Petronas)
                      Venue: The Bayview Ballroom
9.30 am – 9.45 am     Refreshment
9.45 am – 10.30 am    Plenary Speaker 4: Tn. Hj. Syed Shahir Syed Mohamud ( MTUC)
                      Venue: The Bayview Ballroom
10-30 am – 11.45 am   Parallel Session 3
                      Other HRM-related Issues II (Venue: The Bayview Ballroom)
                      Staffing Issues (Venue: The Aquamarine Room)
                      Workplace Emotions and Attitudes (Venue: The Diamond Room)
11.45 am – 12.15 pm   Closing Ceremony
12.15 pm              Lunch Break


Afternoon Session


2.00 pm – 5.30 pm     Island Tour and End of Conference




                                           10
                         PARALLEL SESSIONS: WORKSHOP
                       (27 November 2006) 10.00 am – 11.30 am

Workshop 1

Venue:         The Aquamarine Room
Facilitator:   Hj Sabtu Md Ali (General Manager (Organization Manager and Support Services)
               Group Finance Division, Tenaga Nasional Berhad)
Title:         Cascading the Balanced Scorecard Across Business Units


Workshop 2

Venue:         The Bayview Ballroom
Facilitator:   Ramli Khamis (Chief Executive Officer, Corporate Strategy & Leadership Centre Sdn. Bhd.)
Title:         Managing Teams


Workshop 3

Venue:         The Diamond Room
Facilitator:   Dr. Hj. Kamal Abdul Hamid (Assistant Director, Employment Services Division, Labour
               Department, Ministry of Human Resources)
Title:         Industrial Relations / Labour Management




                                                11
                   PARALLEL SESSION 1: PAPER PRESENTATION
                       (27 November 2006) 8.15 am – 9.45 am

Theme:       Key Performance Indicators
Venue:       Diamond Room
Chairperson: Assoc. Prof. Ab. Aziz Yusof


Relationship between TQM oriented HRM Strategy, Strategic Control Systems and Employee Performance
Zakaria Abas & Zulnaidi Yaacob

The Dynamics of Employee Involvement: Towards a Competitive Organizational Sustainability
Abdul Halim Abdul Majid, Nazri Majlan, Wan Salina Wan Ismail, & Mohamad Adnan Mohamad

The Practice of Strategic Human Resources Management in Malaysian Electronics Industry
Suhaimi Sudin

The Link between Managerial Competencies and Managerial Effectiveness in Public Sector Organizations:
Proposing a Theoretical Model
Norekhsan Mahmud, Mohmad Yazam Sharif, & Faridahwati Mohd Shamsudin

Kajian Kualitatif Amalan Perancangan Sumber Manusia oleh Organisasi Korporat di Malaysia
Sopian Bujang & Khulida Kirana Yahya




Theme:       Human Capital Development I
Venue:       The Bayview Ballroom
Chairperson: Assoc. Prof. Dr. Mohmad Yazam Sharif


A Survey on Students‟ Employability Skills: A Case of UNITAR
Nurita Juhdi, Shaharudin Yunus, & Ainon Jauhariah Abu Samah

Pengurusan Sumber Manusia: Persepsi Majikan Terhadap Graduan
Fatimah Daud

Kemajuan Ekonomi dan Pembangunan Modal Insan: Isu dan Cabaran bagi Malaysia
Ahmad Sobri Jaafar, Muhd Ridhuan Bos Abdullah, & Azrae Zainol

Penyertaan Guna Tenaga Wanita Luar Bandar di Malaysia
Siti Hadijah Che Mat, Fatimah Wati Ibrahim, Noor Sa‟adah Sabudin, Zalina Mohd Mohaideen, &
Rosni Bakar

Modal Manusia di Sektor Awam: Satu Kajian di IPTA Tempatan
Ahmad Shukri Mohd Nain & Norizan Salleh




                                                 12
Theme:       Work and Employee Relations
Venue:       Aquamarine Room
Chairperson: Dr. Husna Johari


Assessing Union Strategy in Postal Industry Case Studies in Malaysia and Indonesia
Aryana Satrya & Balakrishnan Parasuraman

Constructing Joint Consultation Committee in Postal Industry Case Studies in Malaysia and Indonesia
Balakrishnan Parasuraman & Aryana Satrya

The Legal Position of Next of Kin to Claim Workman‟s (Deceased) Compensation in the Industrial Court
Asmah Laili Hj Yeon, Mima Falaq Mohd Amin Firdaus, & Charles Paneer Chelvam

Work and Employee Relations: An Overview of Constructive Dismissal in Malaysian Employment Relations
Balakrishnan a/l Muniapan

Workplace Safety and Health: The Importance of Understanding Workplace Stress
Mazlina Mustafa


                    PARALLEL SESSION 2: PAPER PRESENTATION
                        (27 November 2006) 3.30 pm – 5.00 pm

Theme: Human Capital Development II
Venue: Diamond Room
Chairperson: Dr. Syd Abdul Rahman Syd Zin


Faktor-faktor yang Mempengaruhi Tahap Kompetensi Pegawai Sektor Awam
Noor Hidayah Abu & Mohd. Fitri Mansor

Human Resource Training: Training Issues in Malaysian Secondary Schools Physical Education
Programs
Wee Eng Hoe

Persepsi Majikan Terhadap Kesesuaian Program Sarjana Muda Pengurusan Operasi UUM di Pasaran
Tenaga Kerja
Noor Hidayah Abu

Faktor-Faktor yang Mempengaruhi Pelaksanaan Pemerkasaan: Kajian Kes di Sektor Awam
Surena Sabil, Dayang Nailul Munna Abg Abdullah, & Nortini Isahak

Novice and Expert Raters‟ Understanding on Cognitive Processing Models in Performance Appraisal
Decision in the Malaysia Public Service
Rusli Ahmad




                                                   13
Theme:       Work and Cultural Values
Venue:       Aquamarine Room
Chairperson: Assoc. Prof. Dr. Khulida Kirana Yahya


Persepsi Pekerja terhadap Pusingan Kerja di Universiti Utara Malaysia (UUM)
Md Lazim Mohd Zin, Faridahwati Mohd Shamsudin, & Hadziroh Ibrahim

Adaptasi terhadap Budaya Organisasi Multinasional Pengurus Tempatan di Malaysia
Hashim Fauzy Yaacob

Hubungan antara Penyertaan dalam Sistem Pampasan, Prosedur Keadilan dan Komitmen Kerja
Azman Ismail, Hayazi Abdul Rahman, & Adanan Mat Junoh

The Relationship between Individual Personality Traits and Career Success
Tan Fee Yean & Khulida Kirana Yahya

IT Application in Human Resource Development Activities: A Study Among Organizations in the Northern
States of Malaysia
Nur Fitriah Ahmed Fadzil



Theme:       Other HRM-related Issues I
Venue:       The Bayview Ballroom
Chairperson: Assoc. Prof. Dr. Mohd Khan Jamal Khan


Faktor-faktor Ergonomik yang Mempengaruhi Prestasi Kerja Pekerja di Kalangan Kakitangan
Kumpulan Sokongan
Dayang Nailul Munna Abang Abdullah, Surena Sabil, & Azuraini Arif

Persekitaran Pekerjaan dan Keletihan Ketika Memandu: Kajian di Kalangan Pemandu Bas Ekspres
Zuraida Hassan

Fenomena Konflik Pekerja dalam Organisasi: Satu Kajian Organisasi Swasta di Negeri-negeri Pantai Timur
Malaysia
Abdul Razak Kamaruddin & Sh Marzety Adibah Al Sayed Mohd

Hubungan Perancangan Sumber Manusia dengan Kepuasan Kerja Pekerja: Satu Kajian Empirikal
Tang Swee Mei & Wan Din Wan Daud

Globalization, Labor Flexibilization and National Industrial Relations Systems
Mohammad Ziaul Hoq




                                                     14
                    PARALLEL SESSION 3: PAPER PRESENTATION
                       (28 November 2006) 10.30 am – 11.45 am

Theme:       Other HRM-related Issues II
Venue:       The Bayview Ballroom
Chairperson: Mr. Abdullah Omar


Human Resource Practices and Organizational Learning Capability: A Proposed Framework
Norashikin Hussein & Noormala Amir Ishak

Retirees‟ Contribution to Society for National Development
Johanim Johari, Khulida Kirana Yahya, Zurina Adnan, Mohd Faizal Mohd Isa, & Zulkiflee Daud

Pengurusan Strategik: Kes Hijrah Rasulullah s.a.w. dari Makkah ke Madinah
Mohd Rasul Mohammad Noor & Ahmad Zaharuddin Sani Ahmad Sabri

Pandangan Agensi Pembantu Rumah Asing terhadap Kontrak Perkhidmatan Pembantu Rumah Asing
antara Agensi dan Majikan
Asmah Laili Hj Yeon, Khadijah Mohamed, & Mazita Mohamed

Ergonomik dari Aspek Kesihatan Dalam Kerja Berkomputer: Satu Kajian Kes di Syarikat Cabot Malaysia
Sdn. Bhd.
Salwa Abdul Fatah, Roshazlizawati Mohd Noor, Abu Bakar Mamat, Ahmad Shukri Jabar &
Nor Dalilah Abd Ghani



Theme:       Staffing Issues
Venue:       Aquamarine Room
Chairperson: Mr. Ghazali Din


Selecting Participants for Training: A Survey of the Top 1000 Corporate Companies in Malaysia
Rossilah Jamil

Engineering Recruitment and Selection: A Survey in the Malaysian Electrical and Electronic Sectors
Hishamuddin Md. Som, Mohd. Hassan Mohd. Osman, Siti Zaleha Omain, & Wong Shae Lynn

Staffing Issues in Malaysian Secondary Schools‟ Physical Education Programs
Wee Eng Hoe

Optimization of Manpower: A Linear Programming Approach
Maz Jamilah Masnan, Engku Muhammad Nazri Engku Abu Bakar, & Mohd Faizal Mohd Isa

Analisis dan Sintesis Model-model Perancangan Sumber Manusia
Sopian Bujang & Khulida Kirana Yahya




                                                   15
Theme:       Workplace Emotions and Attitudes
Venue:       Diamond Room
Chairperson: Mr. Wan Din Wan Daud


Pengaruh Komunikasi Kepemimpinan yang Menggalakkan Penyertaan terhadap Kepuasan dan Komitmen
Pegawai Sokongan di Jabatan Kerajaan
Syd Abdul Rahman Syd Zin & Mohamed Zin Hj. Nordin

Kecerdasan Emosi Staf Akademik dan Staf Bukan Akademik: Kajian di Kalangan Staf IPTA
Ishak Mad Shah

The Relationship between Management Practices and Job Satisfaction: The Case of Assistant Registrars in
Public Institutions of Higher Learning in the Northern Region of Malaysia
Abd. Rahim Romle & Abdul Shukor Shamsudin

The Relationships between Interpersonal Skills, Emotional Intelligence and Managerial Performance:
Review of the Literature
Mohmad Yazam Sharif, Faridahwati Mohd Shamsudin, & Lee Yiling

The Effects of Poor Work-Life Balance on Mental Health and Society Development in the 21st Century
Azlinzuraini Ahmad, Mahadzirah Mohamad & Abdul Razak Kamaruddin




                                                   16
                                              ABSTRACTS

                               THEME: KEY PERFORMANCE INDICATORS


                           Relationship between TQM oriented HRM Strategy,
                         Strategic Control Systems and Employee Performance

                                      Zakaria Abas (zakaria@uum.edu.my)
                                  Zulnaidi Yaacob (zulnaidiyaacob@yahoo.com)

                                                   Abstract

The purpose of this study was to empirically explore the path relationship between Total Quality
Management (TQM) oriented human resource management (HRM) strategy, strategic control systems
(SCS) and employee performance (EP) using intervening model of contingency theory. A total of 31 usable
responses received from heads of department attached to four Malaysian local governments were analyzed.
The findings revealed the insignificant direct relationship between HRM strategy and EP. However, the
relationship between HRM and EP is significant through the presence of SCS. Therefore, this study
provides evidence concerning the mediating role of SCS in explaining the relationship between HRM and
EP. Given the findings, this study is able to enrich the limited body of knowledge in this that investigates the
path relationship between HRM, SCS and EP.

Keywords: employee performance, HRM strategy, path analysis, strategic control systems, TQM


   The Dynamics of Employee Involvement: Towards a Competitive Organizational Sustainability

                                 Abdul Halim Abdul Majid (ahalim@uum.edu.my)
                                                 Nazri Majlan
                                            Wan Salina Wan Ismail
                                           Mohamad Adnan Mohamad

                                                   Abstract

This paper presents issues on the dynamics of employee involvement. The highlights attempt to promote
efficient and effective employee involvement to sustain organizational competitiveness. Previous literatures
indicated that over the past decade many organizations have undergone changes which include among
others to enhance employee involvements. It is argued that the responsibility for improvement rests at the
managerial level and that the focus is on the assimilation of individuals within the organization in pursuing
for a set of common organizational goals. However, the degree of empowerment in many ways demands
individuals to bring what is different about them to the organization and use them creatively to initiate
improvements in meeting the overall organizational goals and objectives.

Keywords: employee involvement, empowerment, organizational competitiveness, team structures,
sustainability




                                                      17
     The Practice of Strategic Human Resources Management in Malaysian Electronics Industry

                                 Suhaimi Sudin (suhaimi@kms.uniten.edu.my)

                                                 Abstract

The fit between business strategies and human resource practices is said to be an important factor of
organizational performance. The purpose of the study was to explore the pattern of human resource
management practices or systems that would lead to improvement to organizational performance of
businesses from the perspective of strategic human resource management (SHRM), since we still do not
clearly understand the relationship of business strategy to the pattern of HRM practices that contribute to
performance, especially in the context of Malaysian business environment. A parsimonious and testable
research framework regarding relationship between business orientation, HRM systems and organizational
performance is proposed. Data collected from selected electronics companies in Malaysian were used to
test the framework. The research framework proposed and findings have several important implications for
the untested relationship between the business orientation, human resource practices and organizational
performance in the Malaysian environment.

Keywords: business strategy, human resource practices, organizational performance, strategic human
resource management, survey


     The Link between Managerial Competencies and Managerial Effectiveness in Public Sector
                         Organizations: Proposing a Theoretical Model

                               Norekhsan Mahmud mbdextrous05@yahoo.com)
                              Mohmad Yazam Sharif (yazam533@uum.edu.my)
                             Faridahwati Mohd Shamsudin (faridah@uum.edu.my)

                                                 Abstract

Leading an organization to achieve its vision and mission can be tough for managers. Managers in
organizations need to have certain knowledge, skills and abilities (KSA) to drive their organization to their
desired goals. The issues of globalization, workforce diversity and rapid technological changes, to name a
few, have led managers to constantly search for relevant competencies to enable them to do their jobs more
effectively. Some business research has indicated that managers have to acquire technical competency,
business competency, knowledge management competency, leadership and supervisory competency,
social competency and interpersonal competency to drive their organizations to perform better than their
competitors. However, research on managerial competencies of managers in public sector organizations is
rare and not widely discussed, particularly in Malaysia. It is realized that business and public sector
organizations are different. However, this paper contends that the core managerial competencies of public
sector managers are the same as their counterparts in the private sector (Virtanen, 2000). Public sector
organizations may not strive for profit-oriented goal, but their goals have to be achieved within some
financial framework. As a result, managers are expected to be effective in this process. This paper thus
proposes a theoretical model on managerial competencies and how they increase the effectiveness of the
public sector organizations.

Keywords: managerial competency, managerial effectiveness, public sector organization, organizational
effectiveness, theoretical model




                                                    18
    Kajian Kualitatif Amalan Perancangan Sumber Manusia oleh Organisasi Korporat di Malaysia

                                    Sopian Bujang (bsopian@yahoo.com)
                                 Khulida Kirana Yahya (khulida@uum.edu.my)

                                                  Abstrak

Amalan perancangan sumber manusia yang komprehensif dan efektif menyumbang pada peningkatan
produktiviti dan prestasi organisasi. Banyak kajian telah dijalankan untuk mengenal asti sumbangan, bentuk
dan tahap perancangan sumber manusia yang dilaksanakan oleh organisasi. Wala bagaimanapun, kajian-
kajian tersebut berdasarkan kajian kuantitatif dengan mengunakan beberapa analisis statistik, manakala
kajian kualitatif pula amat terhad. Oleh yang demikian, kertas kerja ini membincangkan dapatan kajian
kualitatif yang telah dilaksanakan terhadap 20 organisasi korporat di Malaysia. Maklumat dan data-data
dikumpul melalui temu duga yang diadakan dengan para pengurus sumber manusia organisasi terbabit.
Hasil analisis kajian kualitatif ini mendapati rata-rata responden melaksanakan kelima-lima kontruk amalan
perancangan sumber manusia yang diutarakan dalam sorotan literatur. Konstruk tersebut ialah imbasan
persekitaran, analisis permintaan sumber manusia, analisis bekalan sumber manusia, intergrasi dengan
perancangan strategik organisasi, dan intergrasi dengan fungsian pengurusan sumber manusia.
Responden juga mengesahkan bahawa amalan perancangam sumber manusia mereka menyumbang pada
prestasi organisasi.

Kata kunci: kajian kualitatif, pengurusan sumber manusia, perancangan sumber manusia perancangan
strategik, keberkesanan organisasi


                              THEME: HUMAN CAPITAL DEVELOPMENT I

                    A Survey on Students’ Employability Skills: A Case of UNITAR

                                      Nurita Juhdi (nurita@unitar.edu.my)
                               Shaharudin Yunus (shaharudin22@unitar.edu.my)
                              Ainon Jauhariah Abu Samah (ainonj@unitar.edu.my)

                                                  Abstract

A number of countries including Malaysia are experiencing rapid economic growth, implying the availability
of more job opportunities in the economy. Ironically, despite this abundance, Malaysia has seen a big
number of unemployment amongst its student graduates. Whilst the phenomenon of unemployed graduates
has been attributed to a number of factors, one being the selective attitude of the graduates themselves,
past studies have indicated that unemployment problem lies in the mismatch between the skills required by
employers and those possessed by the potential employees. In general, the industry needs both the
technical skills which most graduates have, and the soft skills, which unfortunately they lack. To ensure the
employability of their graduates, higher education institutions, therefore, need to equip their students with
the right skill set. This study aims to measure the employability skills among the final year undergraduate
students in UNITAR. Eight variables that make up the employability skills, namely ,communication skills,
English language proficiency, ICT skill, team working skill, leadership skill, interpersonal skill, problem
solving and adaptability skills were examined. Data were collected through a set of questionnaire and a
descriptive analysis of the data was carried out to find out the level of employability skills among the
respondents. Students‟ demographic data such as age, gender and area of specializations were used to
examine their employability skills. Discussion and recommendations are then offered based on the findings.

Keywords: attitudes, employability skills, mismatch, soft skills, undergraduate students



                                                     19
                 Pengurusan Sumber Manusia: Persepsi Majikan Terhadap Graduan

                                  Fatimah Daud (fatimahhd@um.edu.my)

                                                Abstrak

Harvey, Locke, dan Morey (2002) berpendapat bahawa majoriti majikan pada hari ini mengutamakan „soft
skills‟ iaitu kemahiran kompetensi di samping kelayakan akademik. Majoriti majikan menetapkan garis
panduan mengenai kriteria-kriteria pengambilan dan pemilihan pekerja terutama untuk kategori pengurusan.
Kajian mengenai persepsi majikan terhadap graduan lelaki dan perempuan direkrut tidak banyak dilakukan
di negara ini. Sehubungan dengan itu, kertas kerja ini membincangkan mengenai persepsi majikan
terhadap graduan yang akan diambil bekerja. Ini berdasarkan kajian yang telah dilakukan ke atas 100 orang
majikan yang terdiri daripada Pegawai dan Pengurus Pengurusan Sumber Manusia di sekitar Lembah
Klang yang terdiri daripada majikan awam dan swasta. Objektif utama kajian ini antara lain untuk
mengetahui jenis-jenis kriteria kompetensi dan personaliti yang diharapkan oleh majikan di kalangan
graduan universiti. Kajian menunjukkan bahawa majoriti majikan awam dan swasta mengutamakan aspek
kompetensi dan personaliti di kalangan graduan sebelum mereka diambil bekerja. Kajian ini menyarankan
supaya kursus-kursus ko-kurikulum dan kurikulum di universiti dan latihan kemahiran graduan selepas
tamat pengajian hendaklah ditekankan pada usaha-usaha untuk menerapkan kriteria-kriteria yang
dikehendaki oleh majikan supaya graduan yang tamat pengajian mudah mendapat pekerjaan.

Kata kunci: graduan, institusi pengajian tinggi, kemahiran kompetensi, pengurusan sumber manusia,
personaliti


        Kemajuan Ekonomi dan Pembangunan Modal Insan: Isu dan Cabaran bagi Malaysia

                                Ahmad Sobri Jaafar (sobri166@uum.edu.my)
                             Muhd Ridhuan Bos Abdullah (ridhuan@uum.edu.my)
                                    Azrae Zainol (azrae@uum.edu.my)

                                                Abstrak

Globalisasi, liberalisasi dan kemajuan pesat ICT terus mengubah lanskap ekonomi dunia, sekaligus
menuntut penyesuaian semula struktur ekonomi negara, peningkatan daya saing dan kemahiran sumber
manusianya. Oleh kerana sumbangan ilmu pengetahuan dan modal intelek terhadap kemajuan negara
semakin penting, pelaburan dalam modal insan kini telah menjadi agenda utama pelaksanaan
pembangunan ekonomi kebanyakan negara. Dalam konteks ini, Malaysia juga tidak terkecuali. Malah
kejayaan merealisasikan Wawasan 2020 dan transformasi kepada ekonomi berasaskan pengetahuan di
antara lain sangat bergantung pada sejauh mana negara ini berjaya menangani cabaran dari segi
pembangunan modal insannya. Tujuan kertas ini adalah untuk membincangkan beberapa isu dan cabaran
bagi Malaysia dari segi modal insan dalam menjayakan hasrat menjadi sebuah negara maju menjelang
tahun 2020. Pada asasnya keseluruhan transformasi ini memerlukan asas pendidikan umum yang baik
serta masyarakat yang berpengetahuan. Perancangan guna tenaga yang sistematik sangat diperlukan bagi
menangani masalah ketidakseimbangan antara permintaan dan penawaran.

Kata kunci: kemajuan ekonomi, Malaysia, masyarakat berpengetahuan, modal insan, perancangan guna
tenaga




                                                   20
                      Penyertaan Guna Tenaga Wanita Luar Bandar di Malaysia

                                 Siti Hadijah Che Mat (hadijah@uum.edu.my)
                                Fatimah Wati Ibrahim (fatimah@uum.edu.my)
                                Noor Sa‟adah Sabudin (saadah@uum.edu.my)
                                Zalina Mohd Mohaideen (zalina@uum.edu.my)
                                      Rosni Bakar (brosni@feb.unimas.my)

                                                 Abstrak

Fokus kajian ini adalah pada guna tenaga wanita di kawasan luar bandar di lima negeri yang terdapat di
Malaysia, iaitu Perlis, Kedah, Terengganu, Kelantan, dan Pahang. Data primer telah dikumpul melalui
kaedah tinjauan dengan menggunakan soal selidik berstruktur dan tertutup. Data dianalisis secara
deskriptif dan dipersembahkan dalam bentuk jadual. Antara perkara yang ditumpukan dalam analisis ini
adalah mengenai responden yang bekerja dan jenis pekerjaan yang menjadi pilihan utama, taraf pekerjaan
dan jumlah pendapatan. Selain itu, kajian ini juga melihat pengaruh faktor-faktor lain seperti bilangan
anak, kos penjagaan anak, pekerjaan suami terhadap penyertaan wanita sebagai guna tenaga. Keputusan
kajian mendapati bahawa keperluan untuk memberikan sumbangan kewangan kepada keluarga menjadi
pendorong utama wanita bekerja.

Kata kunci: guna tenaga, luar bandar, negeri kurang maju, sosio-ekonomi, penyertaan wanita


                  Modal Manusia di Sektor Awam di Malaysia: Satu Kajian di IPTA Tempatan

                               Ahmad Shukri Mohd Nain (s_naim@hotmail.com)
                                              Norizan Salleh

                                                 Abstrak

Marshall di dalam sebuah bukunya yang terkenal yang di tulis dalam tahun 1890 bertajuk Principles of
Economics menyatakan, “Di kalangan semua modal yang paling berharga ialah pelaburan terhadap
manusia.” Sejak lebih sekurun yang lalu sehinggalah ke hari ini ternyatalah faktor modal manusia masih di
anggap kritikal kepada kewujudan dan kejayaan sesebuah organisasi, sama ada di sektor awam mahupun
di sektor swasta. Di sepanjang tempuh tersebut juga pelbagai teori dari pelbagai aliran pemikiran telah cuba
mengupas dan meyakinkan pihak-pihak yang berkaitan mengenai kepentingan modal manusia, dimensi-
dimensi modal manusia yang kritikal kepada organisasi dan kaedah untuk mengurus dan membangunkan
semua modal manusia dalam sesebuah organisasi. Peringkat awal pemikiran mengenai fenomena modal
manusia di corak-warnakan oleh perspektif ekonomi sebelum ianya di digarap sebagai komponen
organisasi yang seharusnya bersifat humanistik. Perbezaan perspektif ini memberi implikasi kepada
penelitian terhadap parameter yang dianggap kritikal yang perlu ada pada setiap modal manusia agar
mereka dapat berfungsi secara maksimum dan optimum. Kompleksiti mengenai parameter tersebut
semakin ketara apabila ianya diterokai di dalam sektor yang berbeza, iaitu kualiti modal manusia di sektor
awam dengan kualiti modal manusia di sektor swasta. Sehubungan dengan ini, kertas kerja ini akan
membincangkan isu-isu pengurusan modal manusia serta dimensi-dimensinya dan kemudiannya
menggunakan beberapa kriteria tersebut untuk menilai tahap pencapaiannya di kalangan modal insan di
sektor awam. Rumusan perbincangan adalah berdasarkan kepada dapatan kajian yang telah dijalankan di
kalangan para pentadbir di Universiti Teknologi Malaysia. Hasil daripada dapatan kajian tersebut menjadi
asas kepada beberapa cadangan untuk meningkatkan lagi kualiti modal insan di sektor awam agar mereka
dapat berfungsi secara efektif dan efisien untuk menggalas cabaran merealisasikan agenda Dasar
Nasional.

Kata kunci: pengurusan modal manusia, keberkesanan organisasi, sektor awam


                                                    21
                              THEME: WORK AND EMPLOYEE RELATIONS

        Assessing Union Strategy in Postal Industry: Case Studies in Malaysia and Indonesia

                                 Aryana Satrya (aryanasatrya@yahoo.com.au)
                                  Balakrishnan Parasuraman (drrusia@gmail)

                                                  Abstract

This article explores the implementation of Gahan‟s (1998) model on union strategy which consists of union
aims, union methods, union tactics, and level of decision-making. The analysis further employs Boxall and
Haynes‟s (1997) framework to assess dominant strategy pattern of the unions. Empirical data are provided
from a qualitative analysis in the Indonesian and Malaysian postal industries. Research findings reveal that
consultancy unionism is playing important roles in explaining the relationships among unions, workers, and
employers in Malaysia, while partnership unionism best describing the union in Indonesia. The pattern of
consultancy unionism strategy emphasizes more on servicing and limited partnership with employers. The
stronger organizing solidarity from their members may improve their partnership in the interest of union
survival facing tough competition in the postal business.

Keywords: case studies, consultancy unionism, industrial relations, partnership unionism, postal industry,
union strategy


                    Constructing Joint Consultation Committee in Postal Industry:
                               Case Studies in Malaysia and Indonesia

                                 Balakrishnan Parasuraman (drrusia@gmail)
                                 Aryana Satrya (aryanasatrya@yahoo.com.au)

                                                  Abstract

Employee participation (EP) is an important area of research in the industrial relations field (Harley, Hyman,
& Thompson, 2005; Heller, Pusic, Strauss, & Wilpert, 1998; Markey, Gollan, Hodgkinson, Chouragui, &
Veersma, 2001). The literature discusses two different forms of EP: direct and indirect participation. This
paper will discuss indirect participation, and more specifically examine the process of a joint consultation
committee (JCC) in the Malaysian and Indonesian postal industries. The research focused on two aspects.
Firstly, it assessed how the postal industries use their JCC model to improve employee participation, and
secondly, based on the work of Marchington (1992, 1994), it evaluated whether the model of JCC best
explains the practices in the postal industries. Research findings indicate that the adjunct model of JCC
best explains the practices of JCC, whereby both JCC and collective bargaining (CB) have an integrative
relationship for the beneficial of management and employees. These results were achieved due to the
existence of trust between parties and the support from union membership. The study provides a theoretical
extension of the models proposed by Marchington.

Keywords: employee participation, human relations, industrial relations, joint consultative committees,
postal industry




                                                     22
           The Legal Position of Next of Kin to Claim Workman’s (Deceased) Compensation
                                         in the Industrial Court

                                 Asmah Laili Hj Yeon (asmah485@uum.edu.my)
                                       Mima Falaq Mohd Amin Firdaus
                                           Charles Paneer Chelvam

                                                   Abstract

The Industrial Court is a tribunal established under section 21 of the Industrial Relations Act 1967. It has
two main functions: (a) to hear, decide and hand down award relating to trade disputes referred to it by the
Minister or disputes referred to it directly by employers and trade union of workmen, and (b) to grant
cognizance to collective agreement, which has deposit jointly by employers and trade union of workmen.
The objective of this paper is to discuss the extent of the industrial court‟s power to enable the beneficiaries‟
or the next of kin pursue a workman‟s claim in the Court after his death halfway through the trial. This
discussion is important because it concerns with the social justice of the affected parties, especially if the
claimants have solid and substantial rights to get his award he deserves and, the award is important for the
survival of the claimant family after the workman‟s death upon his dismissal from the job. Social justice
must be served and this is the main purpose of the establishment of any court. In the industrial relations
environment the main purpose of the court is to settle any trade dispute and to protect the rights of any
workers without any discrimination. The absence of legal provision to protect the deceased rights in giving
the next of kin right to continue to claim the compensation on behalf of the deceased, would not serve a
good social justice to the public. This is a defect in the Industrial Relations Act 1967 and it is proposed to be
amended so that the welfare of the deceased‟s beneficiaries or next of kin will be protected.

Keywords: compensation, Industrial Court, legal position, next of kin, social justice


               Work and Employee Relations: An Overview of Constructive Dismissal in
                                Malaysian Employment Relations

                              Balakrishnan a/l Muniapan (mbalakrsna@yahoo.com)

                                                   Abstract

This paper presents an overview of constructive dismissal in the context of Malaysian employment relations.
Over the last two decades in the Malaysian Industrial Court, there has been increasing awards on
constructive dismissal. From the year 2000 to 2005, the Industrial Court made 177 awards on constructive
dismissal. The concept of constructive dismissal falls within the purview of Section 20 of the Industrial
Relations Act 1967. Constructive dismissal is a “deemed dismissal” if an employer is guilty of a breach of
the employment contract which goes to the root of the contract. It arises when a workman terminates his/her
contract of employment and therefore considers himself/herself discharged from further obligations because
the conduct of the employer. Constructive dismissals claims are creating a new challenge in employment
relationship not only in Malaysia but also in other parts of the world. This paper is based on the case
analysis of some the constructive dismissal awards in Malaysia and a review of existing literatures in the
field. With a good understanding of the awards on constructive dismissals, it is expected that the employers
will manage and treat their employees as their greatest assets and prevent claims of constructive dismissals
from taking place.

Keywords: constructive dismissal, employee relations, employment contract, industrial court, industrial
relations




                                                      23
          Workplace Safety and Health: The Importance of Understanding Workplace Stress

                                  Mazlina Mustafa (mazlina@uniten.edu.my)

                                                 Abstract

This paper focuses on the issues of employees‟ health, namely, employees‟ physiological, psychological
and behavioral consequences caused by workplace stress. Workplace stress is harmful to employees. This
paper will examine three major issues, namely, understanding stress and the issues concerning workplace
stress, causes of workplace stress, and the effects of stress to employees‟ physical and psychological
condition. This paper will also discuss methods for dealing with or reducing stress and improving the overall
health condition. The ability to effectively identify and address the major issues on workplace stress will
dramatically minimize its impact on the workplace in general, and on the employees, in particular.

Keywords: causes of workplace stress (stressors), effects of stress, employee health, workplace health,
workplace stress



                              THEME: HUMAN CAPITAL DEVELOPMENT II

             Faktor-faktor yang Mempengaruhi Tahap Kompetensi Pegawai Sektor Awam

                                   Noor Hidayah Abu (dayah@uum.edu.my)
                                             Mohd. Fitri Mansor

                                                  Abstrak

Kompetensi merupakan gabungan pengetahuan, kemahiran dan sikap yang dimiliki oleh pengurus dan
kakitangan dalam melaksanakan tugas. Bagi melaksanakan aktiviti operasi, aspek kompetensi merupakan
pra-syarat penting untuk mencapai misi dan objektif sesebuah jabatan kerajaan. Peningkatan beban,
cabaran dan persaingan yang berterusan dalam tugas seharian memerlukan pegawai jabatan kerajaan
yang berkemampuan dan cekap untuk memikul tanggungjawab yang diberikan secara sempurna. Bagi
memenuhi tuntutan ini, faktor beban tugas, prosedur kerja, program latihan dan pembangunan,
perancangan kerja, iklim organisasi, dan komitmen pekerja dikatakan mempunyai pengaruh yang besar
terhadap kompetensi pegawai sektor awam. Persoalannya ialah: (a) Adakah pegawai jabatan kerajaan
kompeten untuk melaksanakan tugas bagi memenuhi akauntabiliti awam?, (b) Apakah faktor-faktor yang
mempengaruhi kompetensi bagi mengurus tanggungjawab yang diberikan, dan (c) Adakah wujud hubungan
yang signifikan antara factor-faktor berkenaan dan kompetensi pegawai jabatan? Kajian ini bertujuan
mengukur tahap kompetensi di kalangan 110 Pegawai Jabatan Kerajaan di organisasi „X‟. Soal selidik telah
digunakan bagi memperoleh data kajian. Hasil kajian berjaya menunjukkan faktor-faktor yang
mempengaruhi kompetensi kerja di kalangan pegawai-pegawai di sektor awam. Hasil kajian yang diperolehi
boleh digunakan bagi memberi panduan dalam perancangan strategik dan kualiti kerja organisasi pada
masa depan.

Kata kunci: kemahiran, kompetensi, pengetahuan, pengurusan sumber manusia, sektor awam




                                                    24
                            Human Resource Training: Training Issues in Malaysian
                              Secondary Schools Physical Education Programs

                                  Wee Eng Hoe (drwee@salam.uitm.edu.my)

                                                 Abstract

Although Physical Education has been taught in Malaysian schools for decades, its teaching leaves much to
be desired. Its status as a non-examination subject has made it an expendable subject to be replaced under
various circumstances in school. The purpose of this study is to gather more information on the training
issues in the Physical Education program in Malaysian secondary schools. This is a survey research using a
questionnaire which was prepared by the researcher. Two hundred and ninety schools were selected using
stratified random sampling method, and 1637 Physical Education teachers were surveyed. The findings
revealed that even though 85 per cent of physical education teachers were non-major, courses were not
readily available to provide training to those teachers. A large number of teachers (88.6%) had never
attended any Physical Education courses since becoming a qualified teacher. Only about three per cent of
teachers had attended 1-2 courses. Between 82.4–97.2 per cent of teachers never attended any sport
related courses after being posted to schools. Both the State Education Department and District Education
Office play a major role in organising 17.6 per cent of the sport courses. Majority of teachers expressed the
need to attend course (74%) and to get exposure through staff training programmes (79%). Majority of the
school administrators did not organise in-house courses. Since the sample of this study is confined to
Physical Education teachers in Peninsular Malaysia, further research can be carried out on teachers of
secondary schools in Sabah and Sarawak. More training programs should be conducted and collaborative
effort between schools should be explored.

Keywords: human resource development, organizational effectiveness, physical education, school
teachers, training


      Persepsi Majikan Terhadap Kesesuaian Program Sarjana Muda Pengurusan Operasi UUM
                                    di Pasaran Tenaga Kerja

                                   Noor Hidayah Abu (dayah@uum.edu.my)

                                                  Abstrak

Pengangguran di kalangan siswazah dilihat sebagai penyumbang kemiskinan di bandar. Masalah
penganguran ini berpunca daripada kualiti siswazah yang dihasilkan. Pandangan daripada pihak majikan
tentang keberkesanan struktur program perlu diambil kira oleh sesebuah fakulti universiti sebelum ia
menawarkan sesuatu program baru. Tujuannya bagi memastikan graduan yang dihasilkan dapat memenuhi
permintaan tenaga kerja pada masa kini dan akan datang. Secara tidak langsung ini dapat mengurangkan
kadar pengangguran di kalangan graduan lepasan universiti. Objektif utama kajian ini dilakukan adalah bagi
mengenal pasti sejauh mana kursus-kursus yang ditawarkan dalam Program Ijazah Sarjana Muda
Pengurusan Operasi yang ditawarkan oleh Universiti Utara Malaysia (UUM) dapat memenuhi keperluan
bidang pekerjaan semasa berdasarkan perspektif majikan. Maklum balas daripada pihak industri amat
penting bagi mengenal pasti situasi sebenar bidang pekerjaan dan secara tidak langsung ini dapat
memperbaiki struktur akademik sesuatu program. Pengumpulan data dijalankan dengan menggunakan soal
selidik.
     Daripada 48 buah kilang di negeri Kedah yang berdaftar di bawah FMM, 30 buah kilang telah pun
memberikan respons yang baik kepada kaji selidik ini. Hasil kajian ini membuktikan bahawa Program Ijazah
Sarjana Muda Pengurusan Operasi UUM ini dianggap amat relevan dengan keperluan pasaran tenaga
manusia pada masa ini. Selain berjaya menawarkan kursus-kursus yang dianggap penting pada masa ini
untuk mengisi keperluan tenaga mahir, program ini juga mampu melahirkan graduan yang dapat


                                                    25
memegang pelbagai jenis jawatan. Program ini juga dilihat mampu dikembangkan ke peringkat yang lebih
tinggi.

Kata kunci: graduan universiti, kebolehgajian, pekerjaan, pengangguran, persepsi majikan


     Faktor-faktor yang Mempengaruhi Pelaksanaan Pemerkasaan: Kajian Kes di Sektor Awam

                                   Surena Sabil (ssurena@fcs.unimas.my)
                          Dayang Nailul Munna Abg Abdullah (aanailul@fcs.unimas.my)
                                               Nortini Isahak

                                                   Abstrak

Kajian ini bertujuan untuk mengenal pasti pelaksanaan pemerkasaan di Perbadanan Pembangunan
Ekonomi Sarawak (PPES). Faktor pelaksanaan pemerkasaan yang dikaji di dalam kajian ini adalah seperti
komunikasi, latihan, penglibatan dan ganjaran. Data dikutip dengan menggunakan soal selidik. Seramai 34
orang responden di kalangan pekerja sokongan telah dijadikan sampel kajian. Hasil kajian menunjukkan
bahawa pelaksanaan pemerkasaan oleh para pekerja di PPES adalah pada tahap yang tinggi. Hasil
dapatan kajian menunjukkan terdapat kaitan yang positif dan signifikan antara penglibatan pekerja,
komunikasi, latihan, dan ganjaran dan pelaksanaan pemerkasaan. Selain itu, keputusan kajian juga
mendedahkan bahawa faktor penglibatan merupakan faktor yang paling berpengaruh pada pandangan
pekerja terhadap pelaksanaan pemerkasaan. Oleh yang demikian, organisasi perlu menumpukan perhatian
kepada pekerja mereka untuk meningkatkan penglibatan pekerja bagi melaksanakan pemerkasaan di
kalangan pekerja.

Kata kunci: hubungan manusia, keberkesanan organisasi, pemerkasaan, pengurusan sumber manusia,
sektor awam


Novice and Expert Raters’ Understanding on Cognitive Processing Models in Performance Appraisal
                             Decision in the Malaysia Public Service

                                      Rusli Ahmad (arusli@fcs.unimas.my)

                                                  Abstract

This paper aims to explore raters‟ (novice and expert) understanding on the decision making process in the
performance appraisal system by looking at cognitive processing model (CPM) steps involves. Interviews
have been conducted using a semi-structured cognitive mapping protocol for 22 respondents and were
analyzed by using a key word analysis. Decision explorer software was used to map the thinking activities
involved in the raters‟ decision making process. From the research findings, it is clear that raters recognized
the cognitive processing models steps in their performance appraisal practice. The study also identifies
differences between individual novice and expert raters‟ cognitive processing model in terms of concepts
and complexity, and an attempt has been made to compare the CPM practiced by the raters with what is
suggested in the research framework. Every cognitive map by the raters has it own uniqueness and
represents raters‟ capability to process relevant information involved during the performance appraisal
decision making process. This paper contributes to the body of knowledge by offering a new perspective to
understanding performance rating by looking at the cognitive processing models steps involved. The
research offers some insight to policy makers, practitioners, researchers and scholars to undertake further
research and analysis using cognitive processing model steps in a new issue, context and environment.

Keywords: cognitive process, decision making, human resource management, performance appraisal,
public service

                                                     26
                               THEME: WORK AND CULTURAL VALUES

            Persepsi Pekerja terhadap Pusingan Kerja di Universiti Utara Malaysia (UUM)

                                   Md Lazim Mohd Zin (lazim@uum.edu.my)
                             Faridahwati Mohd Shamsudin (faridah@uum.edu.my)
                                  Hadziroh Ibrahim (hadziroh@uum.edu.my)

                                                Abstrak

Pusingan kerja merupakan kaedah pembelajaran di tempat kerja yang memberi peluang kepada pekerja
untuk memperkaya pengetahuan, pengalaman dan kemahiran. Di Universiti Utara Malaysia, pusingan kerja
mula diperkenalkan pada tahun 1998 dan masih diamalkan sehingga kini. Namun begitu, tiada maklum
balas diperoleh tentang persepsi pekerja terhadap pelaksanaan pusingan kerja. Dalam kajian ini, data
diperoleh melalui soal selidik yang melibatkan 32 responden dan temu duga bersemuka dengan tiga
responden di kalangan Pegawai Tadbir. Dapatan kajian menunjukkan bahawa pandangan responden
terhadap amalan pusingan kerja adalah memberangsangkan dengan majoriti responden berminat dengan
amalan ini. Kecenderungan ini berkait rapat dengan peluang untuk meningkatkan rangkaian kerja,
pengetahuan dan mempelajari budaya kerja. Di samping itu, kajian ini juga mendapati kelemahan
pusingan kerja khususnya adalah berkaitan dengan tempoh pusingan kerja yang terlalu singkat dan
kesukaran untuk menguasai bidang tugas baharu. Walaupun amalan ini wajar diteruskan sebagai satu
proses pembelajaran berterusan, namun tindakan penambahbaikan adalah perlu. Kertas kerja ini
mencadangkan agar pelaksanaan pusingan kerja disemak semula bagi mengimbangi keperluan kerjaya
pekerja terutama dari aspek kekerapan pusingan kerja dan penentuan individu yang perlu terlibat dalam
amalan ini.

Kata kunci: keberkesanan organisasi, pengurusan sumber manusia, prestasi kerja, pusingan kerja, reka
bentuk kerja


        Adaptasi terhadap Budaya Organisasi Multinasional Pengurus Tempatan di Malaysia

                                  Hashim Fauzy Yaacob (hfauzy@utm.my)

                                                Abstrak

Antara bidang kajian yang prominen mengenai syarikat multinasional atau transnasional yang menjadi
perhatian bidang pengurusan rentas budaya, pengurusan antara bangsa atau pengurusan sumber manusia
antarabangsa ialah proses adaptasi. Konsep lain yang yang biasa digunakan berkaitan adaptasi ialah
akulturasi, pelarasan (adjustment) dan person-organization fit. Kajian banyak tertumpu kepada golongan
ekspatriat. Kajian-kajian yang telah dilakukan memperakui tentang kepentingan ekspatriat untuk melakukan
proses adaptasi sama ada terhadap budaya organisasi yang pelbagai atau terhadap budaya negara tuan
rumah. Literatur dalam jurnal antarabangsa baik di bidang pengurusan rentas budaya, pengurusan
antarabangsa, pengurusan sumber manusia antarabangsa, psikologi rentas budaya mahu pun komunikasi
rentas budaya memuatkan berbagai-bagai kajian berhubung isu ini. Walau bagaimanapun, tumpuan kurang
diberikan terhadap proses adaptasi atau „adjustment‟ pengurus tempatan dalam syarikat multinasional
terutama terhadap budaya organisasi yang terbentuk kesan daripada kepelbagaian yang wujud dalam
organisasi. Kehadiran banyak syarikat asing dalam sesebuah negara yang menggunakan tenaga kerja
tempatan khususnya di peringkat eksekutif sebenarnya telah membentuk budaya organisasi yang tersendiri
yang pelbagai sifatnya. Kepelbagaian ini seperti budaya kerja, bahasa, komunikasi, norma dan nilai
syarikat, dasar dan tatacara memerlukan proses penyesuaian (adaptasi, person-organization fit, akulturasi,
pelarasan) pengurus tempatan. Berdasarkan jurang kajian yang wujud, kajian ini telah dilakukan terhadap
proses adaptasi pengurus tempatan di Malaysia dalam syarikat multinasional. Kertas kerja ini yang
berdasarkan kajian tersebut membahaskan dapatan-dapatan kajian dengan memberi tumpuan pada tahap

                                                   27
adaptasi pengurus Malaysia tehadap budaya organisasi syarikat multinasional. Hasil kajian mendapati
tahap adaptasi mereka berada pada tahap yang agak baik yang membolehkan mereka melaksanakan
tugas secara berkesan bagi mencapai misi syarikat multinasional tempat mereka bekerja.

Kata kunci: ekspatriat, pengurusan sumber manusia antarabangsa, perniagaan antarabangsa, proses
adaptasi, rentas budaya


  Hubungan antara Penyertaan dalam Sistem Pampasan, Prosedur Keadilan dan Komitmen Kerja

                                  Azman Ismail (iazman@fcs.unimas.my)
                                         Hayazi Abdul Rahman
                                 Adanan Mat Junoh (denane@hotmail.com)

                                                  Abstrak

Kertas kerja ini mengkaji peranan keadilan prosedur sebagai moderator dalam hubungan antara penyertaan
dalam sistem pampasan dan komitmen kerja. Sebanyak 203 borang soal selidik yang diisi dengan lengkap
telah berjaya dikumpulkan daripada pekerja yang berkhidmat di hotel milik syarikat swasta dan individu di
Kuching, Sarawak. Keputusan ujian hipotesis menggunakan analisis regresi hierarki menunjukkan bahawa
interaksi antara prosedur keadilan dan penyertaan dalam sistem pampasan mempunyai hubungan yang
signifikan dengan komitmen kerja. Dapatan kajian ini mengesahkan bahawa keadilan prosedur memainkan
peranan penting sebagai moderator dalam perhubungan tersebut. Seterusnya, kertas kerja ini akan
mengemukakan implikasi kajian dan mencadangkan arah tuju kajian akan datang yang berkaitan dengan
bidang ini.

Kata kunci: keadilan prosedur, komitmen kerja, pengurusan sumber manusia, penyertaan pekerja, sistem
pampasan


             The Relationship between Individual Personality Traits and Career Success

                                                Tan Fee Yean
                                 Khulida Kirana Yahya (khulida@uum.edu.my)

                                                 Abstract

This study examines the relationship between individual personality traits and career success. The five
dimensions of Big Five Model measuring individual personality traits were neuroticism, agreeableness,
openness to experience, extraversion, and conscientiousness. Data were gathered through questionnaires
to employees at a manufacturing organization (n = 185). Correlation and regression analyses were used to
examine the relationship between individual personality traits and career success. The results indicated that
only three individual personality traits dimensions were positively correlated with career success, namely,
agreeableness, openness to experience, and conscientiousness. Neuroticism was found to have negative
relationship with career success. The multi-regression results suggest that agreeableness was the most
important factor in influencing individual‟s career success. The findings were discussed and
recommendations for future research were also addressed.

Keywords: career development, career success, individual personality traits, human resource
management, organizational effectiveness




                                                    28
                      IT Application in Human Resource Development Activities:
                   A Study Among Organizations in the Northern States of Malaysia

                                 Nur Fitriah Ahmed Fadzil (fitriah@uum.edu.my)

                                                  Abstract

The advent of technology and the global economy has ignited profound changes in the every facet of work
as there are drastic and continuous changes in the security, stability, and boundaries of the individual roles.
As training and development involves individuals directly, human resource practitioners alike have to take
into account these changes in their human resource development activities. The aim of this study is to
examine the existence of proper application of information technology in human resource development
activities among organizations in the three northern states of Malaysia that are Kedah, Perlis, and Penang.
In order to determine the existence of these activities and practices, the firms must be surveyed upon to
ensure that they have the underlying factors in progress. The important factors that ensure the improvement
of the practices in question are organizational support, technology accessibility and positive organizational
culture. The scope incorporates all manufacturing organizations, regardless of status of ownership, which
operates in the northern region of Malaysia comprising of Kedah, Perlis. and Penang. Data from 34
respondents were compiled and analyzed. It was found that firms operating in the northern region of
Malaysia possess all the three variables mentioned. This in turn helps determine the firms to incorporate
ICT in their HRD activities.

Keywords: human resource development, information technology, organizational culture, organizational
support, technology accessibility


                                THEME: OTHER HRM-RELATED ISSUES I

                 Faktor-faktor Ergonomik yang Mempengaruhi Prestasi Kerja Pekerja
                            di Kalangan Kakitangan Kumpulan Sokongan

                         Dayang Nailul Munna Abang Abdullah (aanailul@fcs.unimas.my)
                                    Surena Sabil (ssurena@fcs.unimas.my)
                                                 Azuraini Arif

                                                   Abstrak

Ketidaksesuaian dan pengabaian terhadap prinsip ergonomik dalam reka bentuk kerja, persekitaran, dan
peralatan yang digunakan boleh mengakibatkan kesan negatif pada produktiviti dan prestasi pekerja.
Kajian ini bertujuan untuk mengenal pasti hubungan antara faktor-faktor ergonomik seperti penggiliran kerja,
pengayaan kerja, peluasan kerja, suhu, pencahayaan, komputer (papan kekunci, monitor, dan tetikus) serta
perabot (meja dan kerusi) dengan prestasi kerja kakitangan kumpulan sokongan di Jabatan Perangkaan
Malaysia Negeri Kelantan. Dalam kajian ini, seramai 36 orang telah dipilih sebagai responden. Borang soal
selidik dan temu duga secara tidak formal telah digunakan bagi mengumpul data. Hasil analisis Pearson
menunjukkan bahawa terdapat hubungan yang signifikan antara faktor komputer (r = .440,  = .007) dan
perabot (r = .614,  = .001) dengan prestasi kerja. Keputusan analisis regresi linear pula menunjukkan
bahawa faktor perabot merupakan faktor dominan yang menyumbang sebanyak 37.7 peratus dalam varians
prestasi kerja di kalangan kakitangan kumpulan sokongan. Secara keseluruhannya, dapat disimpulkan
bahawa penekanan terhadap faktor-faktor ergonomik di persekitaran kerja khususnya di pejabat perlu
dititikberatkan oleh pihak pengurusan organisasi bagi meningkatkan prestasi kerja.
Kata kunci: ergonomik, pengayaan kerja, peluasan kerja, prestasi kerja, reka bentuk kerja




                                                     29
 Persekitaran Pekerjaan dan Keletihan Ketika Memandu: Kajian di Kalangan Pemandu Bas Ekspres

                                   Zuraida Hassan (h.zuraida@uum.edu.my)

                                                  Abstrak

Keletihan ketika memandu didefinisikan sebagai rasa mengantuk, letih atau penat yang dialami oleh
seseorang individu semasa memandu. Ia boleh bersifat fizikal dan psikologikal. Kesan utamanya adalah
hilang tumpuan ketika memandu, dan kekeliruan. Ini akhirnya boleh mengakibatkan kemalangan jalan raya.
Terdapat beberapa faktor yang boleh mempengaruhi keletihan ketika memandu, seperti tidur yang tidak
mencukupi, gangguan tidur, kerja syif dan sebagainya. Maka, pengkaji berminat untuk mengkaji rhubungan
antara persekitaran pekerjaan dan keletihan ketika memandu. Kajian ini dijalankan terhadap 184 orang
responden yang terdiri daripada pemandu bas ekspres. Maklumat mengenai kajian dikutip menggunakan
soal selidik. Hasil analisis statistikal membuktikan terdapat hubungan yang signifikan dan positif antara
kedua-dua pemboleh ubah tersebut. Perbincangan terperinci dilakukan bagi menghuraikan penemuan
kajian. Pengkaji juga mencadangkan beberapa langkah yang boleh diambil oleh majikan dan pemandu
untuk mengatasi masalah keletihan semasa memandu.

Kata kunci: keletihan, keselamatan dan kesihatan pekerjaan, pemanduan, persekitaran pekerjaan, prestasi
kerja


                            Fenomena Konflik Pekerja dalam Organisasi:
                Satu Kajian Organisasi Swasta di Negeri-negeri Pantai Timur Malaysia

                             Abdul Razak Kamaruddin (abrazak@kustem.edu.my)
                                     Sh Marzety Adibah Al Sayed Mohd

                                                  Abstrak

Kertas kerja ini bertujuan untuk menganalisis fenomena konflik yang berlaku dalam organisas dan untuk
menilai jenis-jenis konflik yang sering wujud dalam organisasi. Dengan menggunakan kaedah persampelan
berlapis sebanyak 12 organisasi swasta di negeri-negeri Pantai Timur telah dipilih untuk tujuan kajian ini.
Daripada organisasi ini, seramai 412 orang responden telah dipilih untuk menjawab soal selidik dengan
soalan yang berkaitan kelakuan konflik dalam organisasi. Data yang dikumpul kemudiannya dianalisis oleh
pakej SPSS dengan menggunakan analisis deskriptif bagi tujuan pemerihalan status konflik. Dapatan kajian
mendapati status konflik di kalangan pekerja dalam organisasi adalah tinggi, dan konflik kewangan
merupakan dimensi konflik utama yang wujud dalam organisasi. Ini diikuti dengan konflik perhubungan
tempat kerja dan konflik penyesuaian tempat kerja.

Kata kunci: gelagat organisasi, keberkesanan organisasi, konflik organisasi, organisasi swasta, soal selidik


    Hubungan Perancangan Sumber Manusia dan Kepuasan Kerja Pekerja: Satu Kajian Empirikal

                                   Tang Swee Mei (smtang@uum.edu.my)
                                  Wan Din Wan Daud (wandin@uum.edu.my)

                                                  Abstrak

Kajian ini bertujuan untuk meninjau hubungan amalan perancangan sumber manusia (human resource
planning [HRP]) dengan kepuasan kerja pekerja di sektot perkilangan di Malaysia. Sejumlah 102 syarikat
telah terlibat dalam kajian ini. Hasil kajian menunjukkan bahawa HRP semakin mendapat perhatian dan
diberikan penekanan oleh syarikat. Analisis korelasi menunjukkan terdapat perkaitan antara HRP dengan

                                                    30
kepuasan kerja pekerja di organisasi. Selain itu, model regresi linear mudah telah dibentuk bagi
menganalisis hubungan antara perancangan sumber manusia dan kepuasan kerja pekerja. Hasil analisis
tersebut menunjukkan bahawa model yang dibentuk mempunyai nilai F yang signifikan pada aras keertian
0.01. Selain itu, keputusan analisis regresi juga menunjukka bahawa amalan HRP dapat menyumbang 14.8
peratus variasi dalam kepuasan kerja pekerja. Dapatan ini jelas menunjukkan bahawa amalan HRP dapat
menyumbang pada kepuasan kerja pekerja dalam organisasi berdasarkan nilai pekali penentu model
regresi mudah yang dibentuk.

Kata kunci: keberkesanan organisasi, kepuasan kerja, pengurusan sumber manusia, perancangan sumber
manusia, sektor perkilangan


            Globalization, Labor Flexibilization and National Industrial Relations Systems

                              Mohammad Ziaul Hoq (ziaul@perdana.um.edu.my)

                                                 Abstract

This paper analyzes how changes to the global organization of capitalism have affected the regulation
of labor and the employment relationship. One of the most significant of these changes has been
dramatic increase in the rate of cross-border merger and acquisition activity. Global enterprises tend to
transform themselves into coordinators and organizers of activities performed for them by contractors,
sub-contractors and suppliers. Outsourcing and subcontracting have allowed global enterprises to
reduce and externalize the costs incurred from the direct employment of labor. This reorganization of
the operations of global corporations has been greatly facilitated by the removal of barriers to trade.
Labor market deregulation has largely been brought about by the emasculation of national Industrial
Relations Systems (IRSs) in developed and developing nations alike. As national IRSs have been
emasculated, so has the regulation of labor and the employment relationship increasingly been
internalized in the firm by the use of Human Resource Management (HRM).

Keywords: capitalism, globalization, human resource management, industrial relations system, labor
flexibilization



                               THEME: OTHER HRM-RELATED ISSUES II

                      Retirees’ Contribution to Society for National Development

                                  Johanim Johari (johanim@uum.edu.my)
                                Khulida Kirana Yahya (khulida@uum.edu.my)
                                      Zurina Adnan (rina@uum.edu.my)
                                Mohd Faizal Mohd Isa (m.faizal@uum.edu.my)
                                  Zulkiflee Daud (zulkiflee@uum.edu.my)

                                                 Abstract

By the year 2020, the number of senior citizens in Malaysia is expected to rise to 2.71 million. By then,
Malaysia will become an ageing society, consisting of mainly government retirees who have reached their
mandatory retirement age of 56 years old. This paper examines the type of contributions the retirees are
able to provide to society after retirement. A total of 1609 questionnaires were gathered and analyzed using
SPSS. Findings in this study indicated that most of the retirees have acquired vast knowledge, skills,
abilities and other characteristics (KSAOs) throughout their years of service, especially in the area that
relates to their tasks and responsibilities. However, once they have retired, these retirees are unable to

                                                    31
transfer their invaluable KSAOs to benefit the country. It is therefore of paramount importance for the
government to develop a proper means for these retirees to utilize their KSAOs. Recommendations
emphasize several policy guidelines and activities that can be undertaken by the relevant authorities to help
the government retirees transfer their KSAOs appropriately.

Keywords: KSAOs, national development, retirement, survey research, transfer of knowledge


     Human Resource Practices and Organizational Learning Capability: A Proposed Framework

                                   Norashikin Hussein (norashikz@gmail.com)
                                              Noormala Amir Ishak

                                                   Abstract

A growing emphasis on organizational learning to promote flexibility and responsiveness to change in the
environment has been stressed as the key component of response to the increasing organizational
challenges to maintain competitive advantage. However, learning does not occur readily in the organization.
In order to make certain that organization has the capabilities to learn, relevant factors are needed to ensure
that the organization learn continuously. This paper proposes that human resource practices, specifically
recruitment and selection, training, and performance-based rewards, have direct effects on organizational
learning capabilities which in turn contribute to a learning-oriented organization that will excel in the future.
To examine the applicability of the proposed framework, three main propositions are identified and critically
analyzed.

Keywords: human resource practices, organizational learning, performance-based rewards, recruitment
and selection, training


             Pengurusan Strategik: Kes Hijrah Rasulullah s.a.w. dari Makkah ke Madinah

                            Mohd Rasul Mohammad Noor (m.rasul@uum.edu.my)
                         Ahmad Zaharuddin Sani Ahmad Sabri (zaharsani@uum.edu.my)

                                                    Abstrak

Islam merupakan agama yang syumul. Sejarah perkembangannya menjelaskan bahawa aspek Pengurusan
Sumber Manusia memang dititikberatkan oleh Nabi Muhammad s.a.w. sebagai Ketua Negara Islam. Ini
penting bagi melahirkan umat Islam yang berkemahiran dan berketrampilan untuk bersama-sama baginda
mentadbir negara dan mengembangkan ajaran Islam. Justeru, kertas kerja ini mengemukakan satu kajian
dokumentasi tentang hubung kait Pengurusan Sumber Manusia dengan peristiwa Hijrah Rasullullah s.a.w.
secara perbandingan. Penetapan matlamat yang jelas serta analisis kemampuan yang dibuat oleh
Rasullullah dengan berbekalkan maklumat yang jelas dan lengkap berkaitan kekuatan umat Islam serta
kedudukan geografi Kota Makkah dan Madinah banyak membantu kelancaran dan kejayaan penghijrahan
ini.

Kata kunci: hijrah Rasulullah, pengurusan sumber manusia, pengurusan strategik, perancangan,
keberkesanan organisasi




                                                      32
   Pandangan Agensi Pembantu Rumah Asing terhadap Kontrak Perkhidmatan Pembantu Rumah
                             Asing antara Agensi dan Majikan

                               Asmah Laili Hj Yeon (asmah485@uum.edu.my)
                                Khadijah Mohamed (khadijah@uum.edu.my)
                                 Mazita Mohamed (mazita@uum.edu.my)

                                                Abstrak

Kedatangan pembantu rumah asing (PRA) di Malaysia menimbulkan masalah terutama yang berhubung
dengan kontrak perkhidmatan PRA dengan majikan, dan antara majikan dengan agensi yang mengambil
PRA bekerja di Malaysia. Sehubungan itu, satu kajian telah dilakukan untuk (a) mengkaji pandangan
agensi PRA terhadap kandungan kontrak perkhidmatan pembantu rumah asing, dan untuk (b) menentukan
kesedaran agensi PRA terhadap hak dan tanggungjawab mereka terhadap pelanggannya (pembantu
rumah asing dan majikan). Senarai responden diperoleh daripada Persatuan Agensi PRA Malaysia (PAPA)
yang berdaftar dengan Jabatan Imigresen dan yang menjadi ahli PAPA. Daripada 63 orang agensi yang
berdaftar, hanya 20 orang sahaja yang bersetuju untuk terlibat dalam kajian ini. Data dikutip melalui soal
selidik yang dipos dan temu duga bersemuka. Kajian ini mendapati bahawa walaupun terdapat sebilangan
agensi yang menganggap bahawa kontrak perkhidmatan secara bertulis dalam perkhidmatan domestik
adalah satu keperluan, kontrak tersebut tidak memberikan peruntukan perjanjian secara menyeluruh bagi
pelanggan mereka. Di samping itu, terma-terma dalam kontrak lebih memihak dan memberikan faedah
kepada agensi secara langsung. Perkara ini mungkin timbul akibat agensi tidak begitu mengetahui atau
tidak mengambil berat tentang hak majikan dalam konteks kontrak perkhidmatan yang terjalin antara
mereka. Berdasarkan dapatan kajian ini, beberapa cadangan telah diberikan, iaitu (i) kontrak perkhidmatan
antara majikan dan agensi yang formal perlu diadakan, (ii) isi kandungan kontrak hendaklah dipersetujui
kedua-dua pihak, (iii) agensi perlu bertanggungjawab memberikan latihan kepada PRA sebelum dibekalkan
kepada majikan, (iv) modul latihan mestilah mengandungi perkara-perkara yang bersangkutan dengan
peraturan dan undang-undang selain asas kerja rumah, bahasa, budaya, penggunaan peralatan rumah.
Cadangan lain yang bersangkutan termasuk jangkamasa waranti, pemansuhan permohonan secara
individu, dan penubuhan jawatankuasa pendamaian.

Kata kunci: agensi pengambilan, hubungan pekerjaan, kontrak perkhidmatan, masalah sosial, pembantu
rumah asing


                     Ergonomik dari Aspek Kesihatan dalam Kerja Berkomputer:
                        Satu Kajian Kes di Syarikat Cabot Malaysia Sdn. Bhd.

                                Salwa Abdul Patah (salwa1406@yahoo.com)
                                        Roshazlizawati Mohd. Noor
                                            Abu Bakar Mamat
                                           Ahmad Shukri Jabar
                                          Nor Dalilah Abd Ghani

                                                   Abstrak

Penggunaan komputer di tempat kerja sering mendatangkan kesan jangka panjang yang boleh
menyebabkan kesakitan yang serius kepada pekerja. Kebanyakan kes yang melibatkan masalah kesihatan
di kalangan pekerja dikenal pasti akibat penggunaan komputer yang terlalu lama. Masalah kesihatan ini
berpunca daripada peralatan komputer itu sendiri dan keadaan semasa seseorang individu itu
menggunakan komputer. Walaupun pada awalnya kesan penggunaan komputer tidak memberikan impak
yang besar, namun dalam jangka masa panjang ia boleh mendatangkan masalah kesihatan yang serius.
Kajian ini bertujuan untuk mengkaji hubungan antara faktor penggunaan komputer dan kesihatan pekerja di
kalangan pekerja yang menggunakan komputer pada tahap sederhana dan berterusan. Kajian ini dijalankan

                                                   33
di Syarikat Cabot, Port Dickson, Negeri Sembilan. Responden terdiri daripada 57 orang pekerja yang
menggunakan komputer untuk melaksanakan tugas di tempat kerja. Data diperoleh dengan mengunakan
borang soal selidik dan dianalisis mengunakan statistik deskriptif dan inferensi. Dapatan kajian
menunjukkan pengaruh penggunaan komputer terhadap kesihatan pekerja yang dikaji.

Kata kunci: ergonomik, keberkesanan organisasi, komputer, keselamatan dan kesihatan pekerjaan,
tinjauan



                                       THEME: STAFFING ISSUES

  Selecting Participants for Training: A Survey of the Top 1000 Corporate Companies in Malaysia

                                     Rossilah Jamil (silla_j@hotmail.com)

                                                  Abstract

A critical question that needs to be answered in planning and designing a training intervention is the
selection of training participants. This question can be answered by performing a process called training
needs analysis (TNA). The benefits of preceding a training program with TNA are various. With regard to
participant selection, the TNA process could ensure only the right training is provided to the right
employees, guarantee that organizations only invest on „needed‟ training, and also enable program
developers to create a program that is suitable to the target participants. In short, making an accurate and
proper selection decision is critical to the success of training. Given this importance, therefore, a survey
was conducted to find out how participant selection decisions were made in organizations. The study
focused on individuals who were involved in making the selection decisions, the common ways for selecting
participants, the factors considered in the selection, and the group of employees who received priority in the
provision of training. The population making up the study consisted of companies listed in the directory of
Malaysia 1000, published in 2003. Out of the total population of 1000 companies, 27 per cent were selected
as samples and mailed with questionnaires that were developed and modified from previous studies. Data
were analyzed using descriptive statistical analysis. Results of the study were discussed in terms of how
they agreed with and/or differed from training theories and results of previous studies.

Keywords: change management, learning methods, participant selection, training needs analysis, training
program


Engineering Recruitment and Selection: A Survey in the Malaysian Electrical and Electronic Sectors

                                 Hishamuddin Md. Som (hisyam2@yahoo.com)
                                        Mohd. Hassan Mohd. Osman
                                             Siti Zaleha Omain
                                             Wong Shae Lynn

                                                  Abstract

While a number of empirical studies in the West have investigated recruitment and techniques of selecting
managers, a few researches have attempted to identify the recruitment and selection techniques for
engineers particularly in Malaysia. Focusing on the manufacturing sector, this study provides some insight
into the recruitment and selection techniques for the aforesaid post as well as highlights the reasons for
employing such techniques. Data collected by mail survey shows that broad spectrums of recruitment and
selection techniques were used in hiring electrical and electronic engineers. The recruitment techniques
included employing advertisements such as the internet and internal job posting, while the selection

                                                     34
techniques used were mainly application forms, resume or CVs, and interviews. Semi-structured interview
was the most popular techniques followed by the structured and unstructured interview. It also indicated
that candidates were subjected to two or three interviewers instead of the one-to-one interview and panel
interview. The analysis also shows that the main determinant of the choice of these recruitment and
selection techniques was cost effectiveness. The findings also revealed that there were different but
observable similarities between the recruitment and selection techniques of local and foreign firm although
in practice, anecdotal evidences suggest that the differences in the way techniques are adopted rather than
the differences in the types of techniques employed which allows for cultural influence to be most clearly
felt. Overall, the findings of this study have contributed to the basic understanding of the recruitment and
selection techniques in hiring engineers in Malaysia, which has not been fully explored.

Keywords: human resource management, interviews, manufacturing sector, recruitment, selection


                      Optimization of Manpower: A Linear Programming Approach

                              Maz Jamilah Masnan (mazjamilah@kukum.edu.my)
                        Engku Muhammad Nazri Engku Abu Bakar (enazri@uum.edu.my)
                                Mohd Faizal Mohd Isa (m.faizal@uum.edu.my)

                                                  Abstract

The ability to identify and predict future needs of an organization is very important. Studying and
understanding current pattern of scheduling manpower and its requirements will enable human resource
manager to outline strategies to allocate sufficient manpower for their business operations. It is very crucial
to have the correct number of needed manpower mainly to reduce cost. Thus, this paper is written based on
a research on the optimization of manpower conducted in a sugar factory that involves full time and part
time workers in a shift environment workplace. Linear programming models were formulated using the
optimization approach to attain the solution. Limitation and suggestions for future studies are forwarded.
Keywords: human resource planning, linear programming, manpower, optimization, scheduling


           Staffing Issues in Malaysian Secondary Schools’ Physical Education Programs

                                   Wee Eng Hoe (drwee@salam.uitm.edu.my)

                                                  Abstract

Although Physical Education is accorded the same status as other subjects in the school curriculum and
accepted on par with other core subjects, it is always considered last in school in terms of scheduling of
classes, allotment of financial resources and assignment of teachers. The study examines issues pertaining
to assigning teachers to teach physical education. This is a survey research using a questionnaire that was
prepared by the researcher. Two hundred and ninety schools were selected using stratified random
sampling method, and the questionnaires were administrated to 1,637 Physical Education teachers. The
findings revealed that Physical Education classes were given to teachers without considering their
qualification and their interest towards Physical Education. In fact more than half of the teachers agreed that
classes were given to them in order to make up the number of teaching periods. With regard to teaching
responsibility, more than half of the Physical Education teachers only teach less than 5 periods of Physical
Education per week and a majority of them (85.7%) teach less than 11 periods per week. This indicates that
Physical Education is not considered as a specialist subject. In addition, research data revealed shows that
20.9 per cent of the teachers have never taught Physical Education before. About 72 per cent of school
principals emphasized that they „frequently‟ and „always‟ had discussions with teachers before assigning
them to teach Physical Education but teachers perceived that only 29.2 per cent of administrators did so.
Since the sample of this study is confined to physical education teachers in Peninsular Malaysia, further

                                                     35
research should be conducted in Sabah and Sarawak schools.

Keywords: human resource development, organizational effectiveness, human resource staffing, physical
education, school teachers


                  Analisis dan Sintesis Model-model Perancangan Sumber Manusia

                                    Sopian Bujang (bsopian@yahoo.com)
                                 Khulida Kirana Yahya (khulida@uum.edu.my)

                                                 Abstrak

Sejak berkembang dan meningkatnya peranan bidang perancangan sumber manusia kepada kemajuan
organisasi, pelbagai model telah diperkenalkan oleh para pengkaji. Berdasarkan definisi perancangan
sumber manusia, model-model tersebut mengutarakan proses dan bentuk amalan yang berlainan. Kertas
kerja ini membincangkan dan menyoroti perkembangan model-model perancangan sumber manusia di
dalam literatur. Hasil analisis dan sintesis model-model tersebut, kertas kerja ini merumuskan terdapat lima
amalan atau konstruk utama perancangan sumber manusia iaitu imbasan persekitaran, analisis permintaan
sumber manusia, analisis bekalan sumber manusia, integrasi dengan perancangan strategi organisasi, dan
integrasi dengan fungsian pengurusan sumber manusia.

Kata kunci: keberkesanan organisasi, pengurusan sumber manusia, perancangan sumber manusia,
prestasi organisasi


                          THEME: WORKPLACE EMOTIONS AND ATTITUDES

   Pengaruh Komunikasi Kepemimpinan yang Menggalakkan Penyertaan terhadap Kepuasan dan
                      Komitmen Pegawai Sokongan di Jabatan Kerajaan

                             Syd Abdul Rahman Syd Zin (abrahman@uum.edu.my)
                                          Mohamed Zin Hj. Nordin

                                                 Abstrak

Terdapat tiga objektif utama dalam kajian ini, iaitu: (a) untuk mengenal pasti persepsi pegawai sokongan
terhadap stail komunikasi kepemimpinan yang menggalakkan penyertaan pegawai pengurusan
tertinggi/pengurusan dan profesional di jabatan kerajaan; (b) mengenal pasti perbezaan persepsi stail
komunikasi kepemimpinan yang menggalakkan penyertaan berdasarkan jantina, umur dan kelulusan; dan
(c) mengenal pasti hubungan persepsi stail komunikasi kepemimpinan yang menggalakkan penyertaan
terhadap kepuasan dan komitmen pegawai sokongan di jabatan kerajaan. Kajian dijalankan terhadap
jabatan kerajaan di negeri Perlis, Kedah dan Pulau Pinang. Data bagi kajian ini diperoleh daripada 585
responden yang terdiri daripada pegawai sokongan. Bagi tujuan analisis data, Ujian-t dan Kolerasi Pearson
digunakan. Dapatan kajian menunjukkan tidak terdapat perbezaan persepsi pegawai sokongan terhadap
stail komunikasi kepemimpinan dari sudut menggalakkan penyertaan dengan jantina dan umur. Tetapi,
terdapat perbezaan persepsi bagi angkubah kelulusan. Hasil kajian juga mendapati terdapat hubungan
yang signifikan antara stail komunikasi kepemimpinan yang menggalakkan penyertaan dengan kepuasan
dan komitmen dari persepsi pegawai sokongan dalam jabatan kerajaan.

Kata kunci: gaya kepemimpinan, komunikasi organisasi, kepuasan kerja, komitmen organisasi, pegawai
sokongan



                                                    36
     Kecerdasan Emosi Staf Akademik dan Staf Bukan Akademik: Kajian di Kalangan Staf IPTA

                                       Ishak Mad Shah(ishak@utm.my)

                                                  Abstrak

Kecerdasan emosi merupakan kapasiti untuk mengenal pasti perasaan diri, memotivasikan diri sendiri,
merasa empati dan mengurus emosi dengan baik bagi diri sendiri dan dengan orang lain. Menerusi
kecerdasan emosi ini, seseorang boleh mengetahui harga dirinya, kesedaran dirinya, kepekaan sosialnya
dan kemampuannya membuat adaptasi. Sehubungan itu, kertas kerja ini membincangkan penemuan kajian
yang bertujuan untuk mengenal pasti kecerdasan emosi staf di salah sebuah institusi pengajiann tinggi.
Objektif kajian ini adalah untuk membandingkan kecerdasan emosi di kalangan staf akademik dengan staf
bukan akademik. Untuk mencapai tujuan kajian ini seramai 131 staf Universiti Teknologi Malaysia yang
terdiri dari 106 staf akademik dan 25 staf pengurusan kumpulan A telah dipilih sebagai subjek kajian. Data
dikumpul menggunakan soal selidik yang melibatkan penggunaan item yang dikemukakan oleh Cooper dan
Sawaf (1977), dan Weisinger (1998). Statistik deskriptif digunakan untuk menghuraikan demografi subjek
kajian, manakala statistik infrensi iaitu ujian t dan ANOVA digunakan untuk menganalisis data bagi melihat
perbezaan kecerdasan emosi kedua-dua kategori subjek kajian tersebut.

Kata kunci: institusi pengajian tinggi, emosi kerja, kecerdasan emosi, prestasi kerja, staf akademik


   The Relationship between Management Practices and Job Satisfaction: The Case of Assistant
       Registrars in Public Institutions of Higher Learning in the Northern Region of Malaysia

                                 Abd. Rahim Romle (abd.rahim@uum.edu.my )
                                Abdul Shukor Shamsudin (shukor@uum.edu.my)

                                                  Abstract

Universities are known as the producer of qualified manpower. To achieve this, higher learning institutions
require hard working, highly committed and competent staff members. Therefore, the purpose of the study
is to examine empirically the relationship between management practices on job satisfaction among middle
level management at public institutions of higher learning in the northern region of Malaysia (UUM, USM
and UiTM). Specifically, the dimensions of management practices examined were leadership practices,
communication practices and, decision making practices. The respondents of the study consisted of 133
management and professional staff members of various service schemes of grade 41 (under the Malaysian
Remuneration Scheme). Descriptive analysis, ANOVA, t-test, Pearson correlation and regressions were
used to analyze the data. The study found that management practices were significantly related to job
satisfaction, and leadership practices were found to be the most significant predictor of job satisfaction.
Suggestions for further research and recommendation for decision makers have been forwarded.

Keywords: assistant registrars, institutions of higher learning, job satisfaction, management practices,
organizational effectiveness




                                                     37
The Relationships between Interpersonal Skills, Emotional Intelligence and Managerial Performance:
                                    Review of the Literature

                                Mohmad Yazam Sharif (yazam533@uum.edu.my)
                               Faridahwati Mohd Shamsudin (faridah@uum.edu.my)
                                          Lee Yiling (yiling@yahoo.com)

                                                   Abstract

The issue of managerial performance in organizations has been the subject of study by many academics for
decades since 1940s. Of course, over time the focus has been varied. Recently the focus has shifted from
purely functional managerial skills and knowledge (IQ) to that of managerial emotional intelligence (EQ).
This paper reviews the literature related to interpersonal skills, emotional intelligence (EQ) and managerial
performance. Finally, it proposes a theoretical framework linking interpersonal skills and EQ to managerial
performance.

Keywords: emotional intelligence, interpersonal skills, key performance indicators, literature review,
managerial performance, managerial competence


The Effects of Poor Work-Life Balance on Mental Health and Society Development in the 21st Century

                                Azlinzuraini Ahmad (azlinzuraini@kustem.edu.my)
                                              Mahadzirah Mohamad
                               Abdul Razak Kamaruddin (abrazak@kustem.edu.my)

                                                   Abstract

This paper aimed to determine the work patterns and the reason why the respondents work for long hours
and the effects on their mental health. The findings indicated majority of the respondents worked 5 days a
week as full-time workers in several selected private companies in Selangor, with the majority of the
respondents have 60-69 hours on average per week for their time spent at work and traveling to work.
Furthermore, this paper has identified the consequences of working long hours among the respondents and
discussed its effect on our society development. Some interesting findings on the reasons for working long
hours were because they enjoy their job, followed by another reason, which was because of their financial
needs. However, most of the respondents claimed that they were depressed when they were working for
long hours. This paper also revealed that the respondents have sacrificed their several social activities in
order to work for long hours and this could neglect the society development. Some of the most revealing
activities indicated by the respondents were time with friends and social activities, exercise, quality time with
children and followed by quality time with partner.

Keywords: job satisfaction, mental health, organizational behavior, societal development, work-life balance


HR Scorecard and Organizational Performance - A Web-based
Analysis by MYS




                                                      38
SPONSORS

We would like to thank the following bodies and agencies who have been generous enough to sponsor our
activities.

                                           Main Sponsors:




                                              Lembaga Pembangunan Langkawi (LADA), Tingkat 7
                                               & 8, Kompleks LADA, Peti Surat 60, Jalan Persiaran
                                                Putra, 07000 Kuah, Langkawi, Kedah Darul Aman
                                              Tel : 04-966 7186 / 7187 Faks : 04-966 2879 / 7233




                                          Other Sponsors:



                                                          KOPERASI UUM BERHAD
                                                      Varsity Mall, Universiti Utara Malaysia, 06010 Sintok, Kedah Darul Aman




                                                 39

				
DOCUMENT INFO
Description: Human Resource Management Information System Using Excel document sample