SCHOOL OF ACCOUNTANCY
COLLEGE OF BUSINESS
BKAM3033 ADVANCED MANAGEMENT ACCOUNTING
SECOND SEMESTER 2014/2015 (A142)
HUMAN RESOURCE ACTIVITIES IN
UNIUTAMA PROPERTY SDN BHD (UPSB)
DR HASNAN AHMED
NAME | MATRIC NO. |
MOHAMAD AMIRUL BIN AHMAD ROSLAN | 222191 |
SUBITHA VELAYUTHAM | 225322 |
LEONG CHAI HUA | 226152 |
YEOH CHOOI CHYI | 226156 |
POOGANESWARY KESAVAN | 226298 |
5TH MAY 2015
Table of Contents
1.0 Introduction 1
2.0 Literature Review 2
2.1 Gaining Competitive Advantage Through Human Resources Management Practice 2
2.2 Human Resources Development: ...view middle of the document...
In the year of 2011, UPSB expanded their sector to the development of land, transportations, machines and mechanical and also hygiene. In the year of 2014, UPSB manage to develop their business to EDC-UUM which is a hotel service business. There are a few departments in UPSB. The vision of UPSB is to be a leader in management services related to land and hospitality in northern Peninsular Malaysia especially in Kedah and Perlis. Our focus is mainly on the Human Resource Department about how they can determine their human resource strategy plan in hotel to their staff. The human resource department will have plans on employee’s welfare and many more and we can know more about how they manage their staff.
Employee satisfactions for human resources specialists in UPSB are usually are charged with the responsibility of determining the level of employee satisfaction, often an ambiguous measurement at best. UPSB carefully designed employee surveys, focus groups and an exit interview strategy, human resources determines what underlies employee dissatisfaction and addresses those issues to motivate employees. The human resource department of UPSB function is training new employees and enrolling new employees in benefits plans. Performance Improvement of human resources develops performance management systems in UPSB. Basically, we will find out the employer-employee relationship from the Human Resource Department of UPSB.
2.0 Literature Review
2.1 Gaining Competitive Advantage Through Human Resources Management Practice
Competitive advantage is a business concept describing attributes that allow an organization to outperform its competitors. It can be gain through human resources management practices.
From article “Gaining Competitive Advantage through Human Resources Management Practice”, it shows how companies can strategically utilize the infrastructure requirements to gain competitive advantage, particularly through their human resources and human resource management practices. Some human resource management practices include human resources planning, staffing, appraising, compensation training and development, and union-management relationships.
The first human resource management practices is planning. Companies must plan with human resources to have a right people at the right place at the right time in order to gain competitive advantages. From the article, it stated that by hiring a people who have literacy ability is very important. So, companies must plan with human resources department to hire a literacy employee.
The next human resource management practices is staffing. The American Productivity Center, in Houston utilizes its staffing practices to gain a competitive advantage. The competitive advantage is that the staff can “sell” any of the other specialty areas but can also be reasonably effective in the delivery of those specific services.
Performance appraisals are viewed as one of the important tools in management....