LECTURE 1

HUMAN
RESOURCE
FUNCTION and
THE CONTEXT

Learning Outcome:
To explain the concept of HRM
and the context.
To elaborate the role and
function of HRM.
To discuss issues and
challenges in HRM.

The Human Resource Function From a System

Perspective

Audiences Served:
Policy Makers
Executive Level Personnel
Site-Based Managers
Aspiring Educational Leaders

SOURCE: Young, I.P & Castetter, W.B, 2004, p.

8

Impediments for
the Human Resource Function
Failure to Realize Importance
of the Human Resource
Function
Failure to Capitalize on
Current Advancements
Failure to Contend with
Environmental Constraints

Purposes
Every organization has a
structure or a plan for linking
positions and people to
purposes
The purpose of an organization
forms the starting point of
planning because all activities
flow from purpose

Activities

Activities are divided

into positions
Positions are grouped
into major functions
Functions are grouped
into units

Reporting Relationships
Every structure has a hierarchy
to coordinate organizational
activity
Some positions report to other
positions
The number of positions
reporting to another position is
referred to as the span of control

Line and Staff Relationships

Line positions have the
authority to initiate and to
carry out basic activities of the
organization
Staff positions complement the
activities of line positions

Linking a Mission Statement to

the Human Resource Function

Mission Statement
Goals and Objectives
Core Activities
Operational Functions

Human Resource Management

Processes
Acquisition

Training

Fairness

Health and
Safety

Labor Relations

Human
Resource
Management
(HRM)

Appraisal

Compensation

SOURCE:Young, I.P & Castetter, W.B, 2004, p. 5

Bil guru (sehingga Jun 2011) dan bukan guru (sehingga

Jan 2009) di Sekolah Rendah dan Sekolah Menengah di
Malaysia

BIL GURU
L

BIL BUKAN
GURU
P

JUM
KECIL

JUM
KECIL

SR

71,393

163,261

234,654

13,463

23,508

36,971

SM

55,455

121,933

177,388

11,988

17,994

29,982

126,848

285,194

412,042

25,451

41,502

66,953

TOTAL

Sumber: Kementerian Pelajaran Malaysia, 2011

Enrolmen murid Pra Sekolah, Sekolah Rendah

dan Sekolah Menengah di Malaysia sehingga
Jun 2011

L
PRA
SEKOLAH
SEK
RENDAH
SEK
MENENGA
H
TOTAL

90,879

JUM
KECIL
87,743 178,622

1,471,56 1,388,77 2,860,34

2
8
0
1,150,62 1,176,80 2,327,42
7
0
7
2,713,0 2,653,3 5,366,3
68
21
89

Sumber: Kementerian Pelajaran Malaysia

BILANGAN SEKOLAH, MURID dan GURU

SEKOLAH RENDAH dan MENENGAH DI
MALAYSIA, SEHINGGA JUN 2011
Sekolah Rendah 7,714 buah
Jumlah Murid 2,860,340 orang
Jumlah Guru 234,654 orang (nisbah 1:12.2)
Sekolah Menengah 2,282 buah
Jumlah Murid 2,327,427 orang
Jumlah Guru 177,388 orang
Jumlah keseluruhan 9,996 buah
Jumlah Murid 5,187,767 orang
Jumlah Guru Malaysia 412,042 orang (nisbah 1:12.6)

8 HR ISSUES IN EDUCATION
SECTOR
1. Education reform and school governance
perubahan yang melibatkan birokrasi dan status
sekolah eg. Sekolah Bestari, Sekolah Kluster,
Sekolah Sukan, Sekolah Seni, Sekolah Berprestasi
Tinggi, Sekolah Amanah serta cara tadbir urus
sekolah (Good Governance).
2. Human resources relationships and cooperation in
education aktiviti yang melibatkan hubungan
dengan pihak ketiga eg. PIBG, masyarakat luar,
NGO, ahli politik.
3. Effective human performance kualiti tenaga
kerja, latihan, biasiswa, prestasi (SSB, SSM,
SBPA???).
4. Compensation of educational personnel and cost
of benefits faedah dan pampasan? Adakah
seimbang dari segi apa yang diberi dengan apa

8 HR ISSUES IN EDUCATION
SECTOR
5.

6.

7.

8.

The demands on professional personnel in

education guru pembantu? guru JaQaf? kelas
besar, pelajar ramai, masalah disiplin, beban kerja
perkeranian, HR officer?
External mandates and legal impacts melibatkan
mandat drpd luar eg. kuasa penuh KPM dan
banyak impak perundangan eg. keterlibatan dalam
politik, perniagaan, kesatuan sekerja, pressure
group dll.
Teacher and administrator supply and demand
the matter of standards siapa yang mengawal?
Opsyen guru dengan subjek mengajar? Maktab,
Universiti, DPLI, KPLI, Open market?
Developments in automation and technology
perubahan kepada penggunaan teknologi dan
automasi, sekolah maya?

Competitiveness and HRM

Effective HRM
Practices
affects

Company
Performance

HR Function in
Transition
ADMINSTRATI
VE FUNCTION

STRATEGIC
BUSINESS
PARTNER

HRM practice is:

ACTION
ORIENTED

PEOPLE
ORIENTED

GLOBALLY
ORIENTED

FUTURE
ORIENTED

MAIN OBJECTIVE OF HRM

To place the right people
with the right skills in the right jobs
for the right cost at the right time

CAN IT HAPPEN? HOW? WHY?

KESIMPULAN
HRM merupakan aktiviti yang melibatkan
fungsi-fungsi pengurusan dan pembangunan
sumber manusia dalam organisasi.
Objektif dan matlamat fungsi dan aktiviti
unit, bahagian/jabatan hendaklah seiring
dengan objektif dan matlamat organisasi.
HRM dalam pendidikan sentiasa menerima
cabaran dari dalam dan luar sistem dan
memerlukan satu perspektif baru yang lebih
bersifat holistik.