Assignment Hotel rescouse management PDF

Preview

Summary

assigment based on hotel management recourse subject....

Description

HUMAN RESOURCE MANAGEMENT

NAME

BHR10103

ALISA SABRINA BINTI AZMAN

012020020486

MUHAMMAD IZWAN MUZAFFAR

012020020573

NURHIDAYAH ABDUL JALIL

MATRIC NO.

012020020622

SATHISVARAN A/L GOPI

012020022001

KEERTHANA KALAICHELVAN

012020021943

SUBJECT

HUMAN RESOURCE MANAGEMENT

CODE

PROGRAMME

DIM

GROUP

LECTURER

NURATIQAH BINTI ZULKURNAIN

DUE DATE

BHR10103

THIS ASSIGNMENT IS TO ACHIEVE: COURSE OUTCOME 1: • Describe the main functions and issues of Human Resource Management (HRM)

PROGRAMME EDUCATIONAL OBJECTIVES (PEO) PEO1: Able to pursue post-graduate studies as well as other internationally recognized professional qualification PEO2: Knowledgeable, skillful in working and high confidence level PEO3: Creative, innovative and competent in fulfilling industry needs PEO4: Can offer the best professional accounting services to organization and society

INSTRUCTION: 1. This is Assignment that will be cover 30% for the coursework. 2. This cover page must be printed on YELLOW paper. 3. If you have any difficulties in submitting the assignment, please come and consult the lecturer.

QUESTION:

The group assignment requires the student to analyze issues that happen in HR functions which recruitment and selection, training and development, benefits and rewards, performance management and performance appraisal. Occupational safety and health. Students also will be evaluated based on presentation. FORMAT: 1. Arial with 11pt., 2. Margin: use A4 – Normal 3. Spacing: 1.5 4. DO NOT BIND your assignment. Just staple on the top left

1

HUMAN RESOURCE MANAGEMENT

BHR10103

TABLE OF CONTENT

2

NO

CONTENT

PAGE NUMBER

1.

Introduction

3

2.

Concept and definition of human capital management function

4-6

3.

Details issues of human capital management function

7-9

4.

Consequences of the issues

10-11

5.

Suggestion for improvement

12

6.

Conclusion

13

7.

References

14

HUMAN RESOURCE MANAGEMENT

BHR10103

INTRODUCTION

Human resources are used to describe both the people who work for a company or organization and the department responsible for managing resources related to employees. When the value of labor relations began to garner attention and when notions such as motivation, organizational behavior, and selection assessments began to take shape, the division of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention. Human resources are the people who make up the workforce of an organization, business sector, economy. As in the functions of the HR department we choose about health and safety. Safety and Health encompasses two overlapping areas of practice. In the following discussion, safety and health issues are sometimes treated separately and are sometimes combined, as appropriate. Occupational health has been defined as “enabling people to undertake their occupation in a way that causes the least harm to their health. Health and Safety is about promoting positive wellbeing in terms of their comfort, happiness and contentment not simply preventing people from getting ill and having accidents and it places several serious responsibilities on employers. All workplace parties like- employers, owners, supervisors, workers, self-employers’ persons, contractors and suppliers are legally responsible for detecting and correcting health and safety risks. According to the OHS Act and Regulations to identify and control health and safety hazards, need everyone in the workplace to work together. It is a misconception that employers are sole responsible for health and safety of the workplace which is believed by some employee. While employers take all rational safety measures to protect the health and safety of employees, employees also have a vital role for the health and safety in a workplace. Most control over a work place and its conditions of work are on the hands of

3

HUMAN RESOURCE MANAGEMENT

BHR10103

employers and they also determine how the work to be done, so they are greatly responsible for the health and safety of employees.

4

HUMAN RESOURCE MANAGEMENT

BHR10103

CONCEPT AND DEFINITION OF HUMAN CAPITAL MANAGEMENT FUNCTION Definition Since 1950, the International Labour Organization (ILO) and the World Health Organization (WHO) have shared a common definition of occupational health. It was adopted by the Joint ILO/WHO Committee on Occupational Health at its first session in 1950 and revised at its twelfth session in 1995. Occupational health should aim at the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations the prevention amongst workers of departures from health caused by their working conditions the protection of workers in their employment from risks resulting from factors adverse to health the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities and, to summarize, the adaptation of work to man and of each man to his job. This standard is based on the methodology known as Plan-DoCheck-Act (PDCA). Human resources professionals are assuming health, safety, and security responsibilities within organizations. Such responsibilities include the identification of hazardous conditions and practices, exposure control and mitigation strategies, legal compliance, development of a safety culture, and measurement of health, safety and security program effectiveness. Concept of human capital management The concept of human capital refers to the fact that human beings invest in themselves, by the means of education, training, or other activities, which raises their future income by increasing their lifetime earnings. The term investment refers to expenditure on assets that will produce income in the future and contrast investment expenditure with consumption, which produces immediate satisfaction or benefits but does not create future income. It is possible to measure the profitability of investment in human capital using the same techniques of cost benefit analysis and investment appraisal that have been traditionally applied to physical capital. The profitability, or rate of return on investment, is a measure of the expected yield of the investment, in terms of the future benefits or income stream generated by the capital compared with the cost of acquiring the capital asset. Explanations of the concept of human capital suggest that education or training raised the productivity of workers. Migration, as well as health care, can all increase earning capacity, and can therefore be regarded as investment in human capital. Management’s role in employee safety There are a number of strategies that can be used by organizations to ensure a healthy and safeworkplace and ensure compliance with legal requirements. Some are: • • • 5

Design - Safe and healthy systems of works Exhibit - Strong management commitment Inspect - Workplace for health and safety problems

HUMAN RESOURCE MANAGEMENT • • • • •

6

BHR10103

Establish - Procedures and controls for dealing with Establish health and safety issues Develop - Training programs Set up - Health and safety committees Monitor - Safety policies Draw up - Action plan and checklist

HUMAN RESOURCE MANAGEMENT

BHR10103

DETAILS ISSUES OF HUMAN CAPITAL MANAGEMENT FUNCTION 1. Fatigue Fatigue has been cited as a factor in some of the biggest industrial accidents in history, including the 2005 BP Texas City oil refinery explosion, 2009 Colgan Air Crash, and 2010 Deepwater Horizon oil spill. Fatigue also is a leading cause in motor vehicle crashes, and even nonfatal injuries can be serious. While the median number of days away from work for most workplace injuries is 8 days, the median for roadway incidents is 10.

2. Heat stress Millions of workers are exposed to heat in their workplaces. Although illness from exposure to heat is preventable, every year, thousands become sick from occupational heat exposure, and some cases are fatal. Most outdoor fatalities, 50% to 70%, occur in the first few days of working in warm or hot environments because the body needs to build a tolerance to the heat gradually over time. Occupational risk factors for heat illness include heavy physical activity, warm or hot environmental conditions, lack of acclimatization, and wearing clothing that holds in body heat. Hazardous heat exposure can occur indoors or outdoors, and can occur during any season if the conditions are right, not only during heat waves.

3. Lack of Safety Awareness In many cases happened, accidents always happened when the related parties were ignoring the safety guidelines. The safety guidelines by DOSH are to prevent any accident and to keep the workers’ safety. For example, in a construction site, the workers are compulsory to wear the safety helmets. This is because in a construction site, there are many hazardous that can harm the workers, or worse can also bring to death.

4. Virus outbreak Workers likely to be most affected by outbreaks of an epidemic proportion are those within the healthcare sector because of their close proximity to patients and consequently to their blood and body fluids. Workers within other occupational sectors are also at risk of infection and are perhaps 7

HUMAN RESOURCE MANAGEMENT

BHR10103

less aware of such risks. The main risk of infection to healthcare workers is from close contact with patients with infectious diseases, or indirectly through handling contaminated body fluids or clinical waste. Common examples include healthcare workers being infected by contact with patients during influenza epidemics and by the Norovirus, the ‘winter vomiting disease’. During the COVID-19 pandemic, healthcare workers were at high risk because of the direct infection risks arising from close contact with patients and/or potentially infectious co-workers.

5. Work-related ill In a 2009 presentation, the EU-OSHA’s Takkala and Schneider noted that about 167,000 deaths attributable to work occur annually in the EU-27. The figure is based on Finnish and EU-OSHA research and on ILO estimates. Of 160,000 deaths, almost 74,000 can be attributed to dangerous substances, with a large portion to asbestos. In the EU, an estimated 350 million working days were lost due to health problems annually. Based on the results of the EWCS, a very similar estimate of 340 million days lost was calculated for self-reported sickness absence caused by work (other than accidents) in 2000.

6. Forklifts When workers feel compelled to work quickly, it’s can be a leading cause of forklift-related hazards in the workplace. Shortcuts include driving with too large of a load or driving distracted. The end result may be hitting a rack, damaging a wall or product, or even injuring a co-worker.

7. Chemicals hazards OSHA’s Hazard Communication Standard (HCS) defines a hazardous chemical as ‘any chemical which can cause a physical or a health hazard. And with so many employees regularly exposed to or using hazardous substances at work, knowing how to identify common workplace chemical hazards – and how to avoid them – becomes paramount. Knowing the physical states of hazardous chemicals is an important factor in understanding their health effects as their physical state determines how it may enter the body. For example, a gas may enter the body by inhalation, whereas liquids may be absorbed by the skin.

8

HUMAN RESOURCE MANAGEMENT

BHR10103

8. Poor housekeeping Clutter blocking fire exits, aisles and emergency exits is a housekeeping problem that often happened in workplaces. Over-stacking loads on racks in a warehouse that bring them too close to a sprinkler head, which can limit the sprinkler’s efficiency in an emergency. Clutter, leaks or standing water also can contribute to slips, trips and falls. For example, in case of a fire emergency, the workers could be in trouble to exit the building when the fire exits are blocked, and the water sprinklers don’t work as it should be.

9. Excessive extension cords usage Many electrical risks are related to inappropriate use of extension cords. Extension cords lying on the ground for extended periods of time are a trip hazard. They also can be subject to traffic abuse if run over for example, by forklifts or feet, which can wear down insulation and create shock hazards. When cords are daisy-chained, they can easily overdraw electricity from the circuits, causing the wires to heat up and potentially result in a fire.

10. Confined spaces Confined spaces can present a number of hazards. Many tragedies involving confined spaces have occurred because an employer didn’t issue a permit or failed to carry out a risk assessment. A confined space is a place that is substantially enclosed (though not always entirely), and where serious injury can occur from hazardous substances or conditions within the space or nearby. Enclosures with limited openings such as drains, sewers, tanks and silos are confined spaces. In one scenario, a confined space’s hazardous atmosphere wasn’t assessed properly because the equipment being used was out of date. A fire broke out

9

HUMAN RESOURCE MANAGEMENT

BHR10103

CONSEQUENCES OF THE ISSUES It will have the impact to company if the Occupational safety and health very poor management. Every company need the occupational safety and health because it will protect us from danger or death. It has some consequences of the occupational safety and health, which is: 1) Increased Risk of Ill Health, Injury, and Death Failure to implement proper health and safety practises might lead to serious injuries or even death. A job-related sickness or injury can not only put an employee out of work for a period of time and have a negative influence on their quality of life, but it can also harm your company's productivity, finances, and reputation, all of which are difficult to recover from. For example, The Smiler roller coaster at Alton Towers wrecked in the summer of 2015, leaving four passengers with life-altering injuries. There were no defects on the track, the vehicles, or the mechanism that was supposed to keep the cars separate while the ride was operating, according to an HSE examination. The fundamental reason, according to HSE inspectors, is a lack of clear, rigorous processes for making safetycritical choices. The entire system [...] was not robust enough to prevent a succession of mistakes by employees when working with riders.” After pleading guilty to breaking section 3(1) of the Health and Safety at Work Act, 1974, Merlin Attractions was fined £5 million. Two adolescents had to have their legs amputated as a result of the collision, and numerous others were hurt. This was all due to Merlin's failure to give health and safety a greater priority.

2) Loss of Reputation A good reputation is critical to a company's success. It may offer you more investors and clients, as well as a better public perception of your company and a bigger number of people willing to join your team. A poor health and safety culture, on the other hand, will cost you your reputation. For example, The Deepwater Horizon oil rig exploded in the Gulf of Mexico in 2010, killing eleven workers and badly injuring numerous more. The explosion was discovered to be the consequence of a set of ambiguous safety standards, and BP was heavily chastised for the incident. The Chemical Safety and Hazard Investigation Board of the United States determined that there were "a number of regulatory characteristics that were either inadequate or absent." The disaster at Deepwater Horizon cost BP almost $40 billion, and their share prices plummeted.

10

HUMAN RESOURCE MANAGEMENT

BHR10103

3) Legal Repercussions It is your legal obligation as an employer to provide a safe working environment for your employees. You might face costly legal fees, huge penalties, and the potential of a jail term if you ignore your legal obligations. For example, the scene of a planned arson assault that culminated in a fire and explosion. It's because the owner was found liable since his security and safety procedures were insufficient, despite the fact that he knew he needed to improve them. He frequently disregarded enforcement letters advising him to enhance security to prevent unauthorised individuals from visiting the site, both to the firm and to himself. The inspectors returned to the facility after receiving their notifications and discovered open unmanned gates, unsecured gas cylinders strewn about, and insufficient safety requirements. The company pleaded guilty to violating Sections 2 (1) and 3 (1) of the Health and Safety at Work Act, 1974 and received hefty fines. The site owner was sentenced to a year in jail after pleading guilty to breaching Sections 2 (1), 3 (1) and 37 (1) of the Health and Safety at Work Act, 1974, and was banned from being a director or manager of any company for 7 years. 4) Decrease in Productivity, Increase in Turnover If you fail to recognise the importance of health and safety, your company's production will suffer, and worker turnover will rise as morale plummets. After all, why should employees be encouraged to work hard if you don't show that you care enough to meet even the most basic needs? When people go to work, they should feel safe. If they don't, they'll most likely seek elsewhere. By adhering to your health and safety obligations, you can keep your employees engaged and retain good personnel who can work effectively while being safe.

11

HUMAN RESOURCE MANAGEMENT

BHR10103

SUGGESTION FOR IMPROVEMENT Hiring the wrong employee can cost you time and money, which hampers your progress. Make a poor hiring decision, and it may cost you more than that your customers may start leaving you for good. This a lot of pressure on human resources. From recruitment to onboarding, the hiring process has many moving elements and just as many opportunities for failure. There is a way to improve and master it, though. Suggestion for improvement recruitment and selection Employ a New Approach to Discovering Talent. Candidate-focused job postings look really good on candidatefocused job boards. If popular career sites haven’t helped you find the right candidates, then dive deeper into the talent pool. Along with Facebook job advertisements, LinkedIn is one of the best sources for discovering job seekers that fit your needs. Training and development Start with the goal in mind. Whether it’s increasing your sales numbers, improving employee retention or decreasing human resources complaints, you’ve got to know what you want to accomplish. It’s OK to even have several goals you want to accomplish at the same time. Ask your employees what they want. Employees will likely have a pretty good idea of where their skills deficits might lie. Benefits and rewards Employee Benefits are the indirect and non-cash compensation paid to an employee. These benefits are given to employees over their salaries and wages. They are also called fringe benefits that are offered to attract and retain employees. Em...